Professional Development Plan Essays (Examples)

Differentiated instruction offers the possibility for all students to meet their own personal and optimal potential in the learning environment of the classroom.

ILIOGRAPHY

ellai, Mariann (2008) Professional Development Plan. Schenectady City Schools. Online available at: http://www.schenectady.k12.ny.us/ProfessionalDevelopment/ProfDevPlan08.pdf

Corley, Mary Ann (2005) Differentiated Instruction: Adjusting to the Needs of All Learners. Focus on asics Vol. 7 Issue C. March, 2005. National Center for the Study of Adult Learning and Literacy.

Differentiated Instruction (2007) Council for Exceptional Children. News & Issues. Arlington, Virginia. Online available at http://www.cec.sped.org/AM/Template.cfm?Section=Differentiated_Instruction&Template=/TaggedPage/TaggedPageDisplay.cfm&TPLID=24&ContentID=4695

Empowering Students to Succeed (2007) Title II Professional Development Plan. Dekalb County School System 2006-2007. Online available at: http://www.dekalbk12.org/TitleIIplan.doc

Heacox, D. (2002). Differentiating instruction in the regular classroom: How to reach and teach all learners, grades 3-12. Minneapolis, MN: Free Spirit Publishing.

Moore, etty (2008) Using Assistive Technology, Differentiated Instruction and Professional Learning Teams. CODE Chronicles, Issue No. 1, 2006 November.

Tomlinson, C. (1999). The…

BIBLIOGRAPHY

Bellai, Mariann (2008) Professional Development Plan. Schenectady City Schools. Online available at: http://www.schenectady.k12.ny.us/ProfessionalDevelopment/ProfDevPlan08.pdf

Corley, Mary Ann (2005) Differentiated Instruction: Adjusting to the Needs of All Learners. Focus on Basics Vol. 7 Issue C. March, 2005. National Center for the Study of Adult Learning and Literacy.

Differentiated Instruction (2007) Council for Exceptional Children. News & Issues. Arlington, Virginia. Online available at  http://www.cec.sped.org/AM/Template.cfm?Section=Differentiated_Instruction&Template=/TaggedPage/TaggedPageDisplay.cfm&TPLID=24&ContentID=4695 

Empowering Students to Succeed (2007) Title II Professional Development Plan. Dekalb County School System 2006-2007. Online available at:  http://www.dekalbk12.org/TitleIIplan.doc

Professional Growth Plan

Over the next few years, I would like to work on my personal and professional goals in order to prepare myself for a career in education. It is important for anyone entering the educational industry to fully understand the values and principles involved in teaching others or creating educational programs for others.

Therefore, my overall professional growth plan centers on developing the knowledge and values needed to provide others with limitless academic and physical opportunities. I plan to study and assess these values and principles in preparation for y career.

Whether I enter the educational industry as a teacher, curriculum planner, or one of many other positions in the field, it is important to me that my career focuses on technology, as it is one of my greatest strengths and areas of interest. Over the next year, I plan to concentrate on increasing my technical skills in…

Professional development is a key component for the growth of all education professionals.

In the reflective paper, the author reviews information updates from the i.gov website that reviews department specifications for teacher training in the special education sector. This includes the pertinent regulations that provide funding for activities such as Functional Behavioral Assessments (FBA) and Behavioral Intervention Plans (BIPs). It also lays out the regulations regarding format and implementation of the FBAs, including such issues of legitimacy as parent participation in the evaluation and intervention process.

In this essay, the author will review a complete assessment and reflect upon the information gained, including what tools were used, what each tool does provide in terms of programming for a student with special needs. e will see how the regulations are affected by the information in the instructional planning (including FBA and BIPs) and how these affect the student with special needs.…

Works Cited

Dpi.wi.gov, State of Wisconsin. (2011). Standards and directions for assessing compliance. Retrieved from State of Wisconsin website:  http://dpi.wi.gov /sped/pdf/sa-stand-dir.pdf.

Title ii, part a -- teacher and principal training and recruiting. (2006, May 15). Retrieved from

Professional Development in the Nursing Field

Attached File

Describe the nurse leader's role as advocate for the nursing profession

As the nursing profession advocate, the nurse leader will ensure that there is unity amongst the nurses within the health care facility. This unity will allow the nurses to work together and share responsibilities. With unity, the nurses can be able to coordinate and advice one another, and this would improve the quality of health care provided Dall'Alba & Sandberg, 2006.

The nurse leader will also advocate for better working hours for the nurses. Nurses work long hours and fatigue can affect the quality of service they provide. The nurse leader will come up with duty rosters that are considerate of the nurses working hours. The nurse leader can also advocate for the nurses specialization. With each nurse having specialized in a specific field, the nurse leader can push for the…

References

Dall'Alba, G., & Sandberg, J. (2006). Unveiling Professional Development: A Critical Review of Stage Models. Review of Educational Research, 76(3), 383-412.

Webster-Wright, A. (2009). Reframing Professional Development through Understanding Authentic Professional Learning. Review of Educational Research, 79(2), 702-739.

Advance Practical Nurse Professional Development Plan

Nursing is a very lucrative career. However, it takes a lot of work and determination to be a nurse. The job requires specific skills and education as well as licensing. Find below my personal Advanced Professional Development Plan (APN). I will also discuss such aspects as background, marketing strategies and curricula.

I appreciate that to get the education and practice I need as a nurse I have to follow the APN professional development plan. I have discussed in this paper how I will achieve this. The outline is as follows:

Identify

Prioritize

Plan

Do

Evaluate

ecord

Identify My Learning Needs

I can do this in a variety of ways. First, I will reflect on my practice. I will determine which of my practicing areas I feel uncomfortable or unsure. I will evaluate if any of the areas I feel uncomfortable have something associated with…

References"

1) Writer Thoughts

2) Professional Development For Nurses. (n.d.). Retrieved December 2, 2014, from  http://www.learningnurse.org/index.php/library/pro-development 

3) Scope of Practice. (n.d.). Retrieved December 2, 2014, from  http://www.nursingworld.org/EspeciallyForYou/AdvancedPracticeNurses/Scope-of-Practice-2 

4) Howell, N. (n.d.). How to Write a CV for a Nurse. Retrieved December 2, 2014, from http://www.ehow.com/how_4799318_write-cv-nurse.html

The staff member might coordinate with other staff members to develop group training approaches as well as independent learning approaches.

Training/Staff Development

This is the heart of the development program where training activities are conducted in a designated time frame. Generally all staff involved in this development plan will be required to establish and attain a designated set of objectives within a one year time frame. At the end of this period of time staff will be encouraged to develop new continuing education goals and pursue them relative to their job function. Cross training may also be utilized as a form of professional growth and development for members of the support staff.

The methods used to facilitate learning and development will vary depending on the objectives and goals for training that have been established by the supervisor and staff during the evaluation and planning sessions. Among the considerations will include…

References

Smith. (2001). "Smith Staff Development Plan." Smith Middle School Planning Team, 25, November 2004:  http://www.chccs.k12.nc.us/smith/updates.curriculum/sdplan.htm 

Training and Development for Support Personnel." Specific Processes in the Human

Resources Domain, Part III. Pp. 458-464

Individual Development Plan

The origin of the term emotional intelligence is from a book by Daniel Goleman in 1995 and this book has made it one of the hottest subjects to be discussed in corporate America. This led to an article in the Harvard Business eview two years ago, and that attracted more readers than all articles published in the magazine during the last 40 years. This had such an effect on the CEO of Johnson & Johnson that he sent out the article to all 400 executives in the company. (Emotional Intelligence: What it is and why it Matters)

In the book, Goleman had divided the subject as consisting of five emotional competencies and these were to identify and name the emotional states of the person and to understand its link to emotions thought and action; to manage one's emotional states and thus to control emotions or to change…

References

Cherniss, Chary. (April 15, 2000) "Emotional Intelligence: What it is and why it Matters" Paper presented at the Annual Meeting of the Society for Industrial and Organizational Psychology, New Orleans, LA. Retrieved from http://www.eiconsortium.org/research/what_is_emotional_intelligence.htm Accessed on 11 May, 2005

Dattner, Ben. "Succeeding with Emotional Intelligence" Retrieved from  http://www.dattnerconsulting.com/presentations/ei.pdf  Accessed on 11 May, 2005

'Emotional intelligence" Retrieved from  http://en.wikipedia.org/wiki/Emotional_intelligence  Accessed on 11 May, 2005

'Emotional Intelligence Training" Retrieved from  http://www.jeannesegal.com/emotional_intelligence/emotional_intelligence.htm  Accessed on 11 May, 2005

Emotion in Criminal Justice

Although criminal justice professionals strive to maintain and promote ideals of objectivity, emotion will always enter into the equation. No human endeavor can be emotionless, and criminal justice is no exception. Crimes, especially violent ones, can have devastating effects not only on the victim and his or her family, but on the entire community. Anger, fear, vengefulness, sorrow, grief, and even elation can all accompany the criminal justice process. Media hype and other elements contribute to the creation of intense emotion that surrounds the process of criminal justice. The process of criminal justice entails balancing the needs of the community with the needs of the individual victim(s) and the perpetrator(s). To balance these needs, criminal justice officials must occasionally rely on emotional input. Sometimes that emotional input arises from within the professional, in the form of sympathy for the victim, or in many cases, compassion for…

Implementation of the Developmental Plan

The practical implantation of the supervisory development plan initiates from the learning strategies that have been defined in order to achieve the goals that the supervisor has set for himself. This developmental plan is not practiced for a specific period, rather it is an ongoing and permanent process that one should consider with gravity to become an effective supervisor. The training programs are also an approach that an individual can enroll to, but the application or implementation ought to be at the workplace.

Tracking of motivational techniques and skills which produces the maximum results enables the individual to be an effective supervisor. Besides, the weak areas that have been identified in the performance gap should also be considered with gravity and measures should be taken to improve and enhance those skills in which the individual is lacking.

The implementation phase must not eliminate or prohibit…

References

Lu, H.L. (2007). Mentor Teachers, Program Supervisors, and Peer Coaching in the Student Teaching Experience: A Phenomenological Study of the Experiences of Mentor Teachers, Program Supervisors, and Interns. USA: ProQuest.

Staff Development Plan

Staff development is central to the quality performance of activities in any organization. In order for an institution to achieve its goals and objectives, a clear staff development plan is necessary in order to set priorities and initiate a common spirit of all the staff members. This study examines the necessity of a key staff development plan in an envision higher learning institution. The study explores the importance of staff development to the quality of higher education. Currently, many higher learning institutions do not consider the necessity of proper staffing and development as a key to quality performance. Instead, these institutions fail to achieve their goals or objectives, and consequently low quality of higher education.

Higher education institutions highly depend on people to deliver their missions and objectives. In this regard, the quality of staff and the motivation they receive from the institution's management highly influences their…

References

World Bank. (1994). Higher Education: The Lessons of Experience. Washington DC

Blackwell, R. (2003). Towards Strategic Staff Development in Higher Education. Berkshire:

Mukherjee, H. & Jasbir, S. (1993). Staff Development Approaches in Higher Education:

Learning from Experience. London: Common Wealth Secretariat.

Five-Year Skills Development Plan:

The modern working environment is characterized by limitless employment opportunities and minimal worker loyalty. As a result, today's workplace is an environment where organizations need employees more than employees' need for the business. The emergence of this difficult working environment has contributed to several challenges to both employers and businesses. Some of the major challenges employers encounter includes difficulties in finding skilled workers and the need for more employee motivation in order to promote workers' loyalty. The need for increased motivation in the workplace is associated with the need for businesses to recruit and retain skilled workers. Therefore, the major challenge in the modern workplace revolves around employee motivation due to its role in retaining good employees and managers.

Vision for My Career or Professional Life:

As a Human esource Manager, I will develop new strategies and techniques that focus on improving motivation in the workplace…

References:

Carlopio, J & Andrewartha, G 2012, Developing management skills: a comprehensive guide for learners, 5th edn, Pearson Australia: Frenches Forest

Council of Social Service of New South Wales 2007, Models of Workforce Development,

Council of Social Service of New South Wales, viewed 28 May 2013,

Feinberg, T n.d., Five-Year Career Development Plan, viewed 28 May 2013, SelfGrowth.com,

During these meetings, it is necessary to align my coaching objectives with both the business and the career goals of the employees. I can directly address the challenge of solving problems for employees without allowing them to do so first by utilizing appreciative questions that requires them to search for applicable solutions. In the event that they cannot I can provide solutions for them. I can directly address the challenge of my avoiding conflict by farming conflict in a beneficial manner which reinforces the positives in the situation, both internally and externally. I can also actively promote the virtues of emotional intelligence from an internal and external perspective to actively reduce the incidence and severity of conflict.

eferences

Ashkanasy, N., Hartel, C., Zerbe, W. (2000). Emotions in the Workplace: esearch, Theory and Practice. Westport: Quorum Books.

Cram, F. (2010). "Appreciative inquiry." MAI eview. 3 (1): 1-13.

Jalongo, M.J. (1995). "Promoting…

References

Ashkanasy, N., Hartel, C., Zerbe, W. (2000). Emotions in the Workplace: Research, Theory and Practice. Westport: Quorum Books.

Cram, F. (2010). "Appreciative inquiry." MAI Review. 3 (1): 1-13.

Jalongo, M.J. (1995). "Promoting active listening in the classroom." Childhood Education. 72 (1): 13-18.

Kahneman, D, Tversky, a. (1981). "The framing of decisions and the psychological choice." Science. 211 (4481): 453-458.

The significance of career training programs i.e. formal and non-formal educational measures help in quality development of personnel and promoting the achievement of career goals and objectives as well as success in the field.

Conclusion:

The hospitality and hotel management industry provides numerous opportunities for individual development and success. Notably, success in this industry depends on the formal and informal career training and educational programs that an individual receives. These programs help in career development and management in relation to current and future career goals. Therefore, career development plan is based on the knowledge, skills, and abilities obtained from these training programs.

eferences:

"Career Development Plan." (2007). Success through People. etrieved from Nova Scotia Government website: http://www.gov.ns.ca/psc/pdf/hrCentre/resources/ode/CareerDevelopmentPlanGuide.pdf

Ladkin, a. & Juwaheer, T.D. (2000). The Career Paths of Hotel General Managers in Mauritius. International Journal of Contemporary Hospitality Management, 12(2), 119-125.

Vujic, V., Becic, E. & Crnjar, K. (2008). Trends and…

References:

"Career Development Plan." (2007). Success through People. Retrieved from Nova Scotia Government website:  http://www.gov.ns.ca/psc/pdf/hrCentre/resources/ode/CareerDevelopmentPlanGuide.pdf 

Ladkin, a. & Juwaheer, T.D. (2000). The Career Paths of Hotel General Managers in Mauritius. International Journal of Contemporary Hospitality Management, 12(2), 119-125.

Vujic, V., Becic, E. & Crnjar, K. (2008). Trends and the Need for New Professions and Forms of Education in Tourism and Hotel Management. Tourism and Hospitality Management, 14(1), 199-209.

Vokic, N.P. (2008). The Role of Training and Development in Hotel Industry Success -- the Case of Croatia. Acta Turistica, 20(1), 1-144.

The need in the short-term to create greater confidence in managing the uncertainty of the role is critical. As is the need for creating more opportunities for shared risk with subordinates. The development of this skill however will need to be medium-term as taking extension courses at a local university to make my ability to analyze and solve complex problems and build a more consistent action strategy is critical. In the medium-tern the need for also managing time as it relates to all of these factors in the problem solving characteristic is also critically important. In summary, over the long-term the need for more focus on creativity and its role in managing needs to be focused on through additional training and also through mentoring to understand how to better analyze and solve problems over time.

Assessing the Sustaining the Vision Characteristic

The dimensions included in this leadership characteristic are really…

Introduction

My personal leadership development plan is based my intention to use transformational leadership theory to promote healthcare-eldercare advocacy in my organizational behavior. As Shanks and Buchbinder (2012) show, “leadership development includes both formal and informal efforts” (p. 279). Completing courses online or at a university are formal ways to develop one’s leadership skills, while informal efforts can include anything from mentoring others to coaching and guiding staff members in new tasks or cross-discipline work. No matter the method employed, a personal leadership development plan should utilize a strategy for maximizing leadership effectiveness by implementing an appropriate theoretical support for the plan, recognizing one’s leadership strengths, correcting one’s leadership weaknesses, and identifying action items that will help close gaps between being the leader one is now and being the leader one seeks to become.

Transformational Leadership

Transformational leadership is a style of leadership that can be applied in virtually any…

Leadership Development Plan

It is imperative for an effective leader to have a plan in order to succeed. This takes into account a personal plan intended for growth and a professional one intended for improvement. The purpose of this paper is to highlight my personal strengths and weaknesses as a leader, ascertain the areas necessitated for enhancement, and pinpoint the leadership skills and practices that I will employ to become an effective leader. In addition, this paper will also delineate an outline of the goals and objectives that I deem to be a priority as well as a timeline for this leadership development. The general result will encompass an inclusive leadership plan of development that I will utilize to develop myself as an individual and also for any organization that I will eventually work for in the forthcoming periods.

The personal assessment of management skills facilitated clear awareness and discernment…

References

Bateman, T. & Snell, S. (2015). Management: Leading & collaborating in the competitive world (11th ed., Chapter 1). New York, NY: McGraw-Hill Education.

Biro, M. M. (2012). 5 Leadership Behaviors Loyal Employees Trust, Forbes.

Bolden, R., Gosling, J. (2006). Leadership Competencies: Time to change the tune? Leadership, 2: 147.

Cameron, K. (2011). Responsible leadership as virtuous leadership. Journal of Business Ethics, 98: 25-35.

Leadership

For a business or an organisation to be successful, there is a need for well trained and effective executives / leaders. An organization without proper leadership will find it very difficult to achieve sustainable success. Leaders help in drafting and disseminating information about new visions or directions and providing staff with the right motivation to boost productivity in this age of intense competition. Therefore, it is necessary for companies to continuously train their leaders so as to ensure that their skills are up-to-date and that their organisations are being led in the right direction (Gitlow, 2004). Based on these observations, this paper seeks to explore the finer issues of leadership through insights of an interview with an acknowledged leader, who trained to be a leader through experience and diligence he gained in different occupations throughout his career.

Key Events

Throughout his life he has experienced various things that have…

References

Dmock, V., & McGree, K. (1995). Leading Change From The Classroom: Teachers As Leaders. Retrieved from  http://www.sedl.org/change/issues/issues44.html 

Gitlow, A. (2004). Being the Boss: The Importance of Leadership and Power. Beard Books.

Kadalie, D. (2006). Leader's resource kit: Tools and techniques to develop your leadership. Nairobi: Evangel Publishing House.

Sanders. (1967). Natural and Spiritual Leadership. Spiritual Leadership, 35-42.

Duncan (2010) points out, therapists often neglect to pay attention to their own growth and personal changes during the process of working with clients over the course of a career. Focusing on our clients is of course the center point of our work. However, we can be far more effective as therapists when we are aware of what is going on inside of us. Awareness can lead to insights regarding how we can be of better service to our clients, while also preventing problems for ourselves such as burnout.

Specific methods of tracking personal development, which have also been empirically tested, include the various types of feedback mechanisms, the Healing Involvement model, and also the process of cumulative career development (CCD), all of which reveal concrete ways of improving therapeutic outcomes (Duncan, 2010, Chapter 4). While some of these methods may seem to be based on intuitive responses, they are…

References

American Psychological Association. (2003). Guidelines on multicultural education, training, research, practice, and organizational change for psychologists. American Psychologist. 58(5), 377-402.

Duncan, B. (2010). On becoming a better therapist. American Psychological Society

Hays (1996), Addressing the complexities of culture and gender in counseling. Journal of Counseling & Develoment. V 74. Retrieved from;  https://ltc.highline.edu/CCE/Addressing%20Complexities%20in%20Counseling%20 (ADRESSING%20model)-%20Hays.pdf

Meichenbaum, D., (2002). Self-care for trauma psychotherapists and caregivers: Individual, social, and organizational interventions. University of Waterloo, Waterloo, Ontario, Canada. Retrieved from:  http://www.melissainstitute.org/documents/Meichenbaum_Self-Care_11thconf.pdf

Training and Development Plan / Employees' Training and Development Plan

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies

Develop a customer service training implementation plan and determine the method of training (i.e., presentation, discussion, case study, discovery, role play, simulation, modeling, or on-the-job training).

Justify why you selected the training method that you did

Propose two (2) ways to motivate an employee who has no interest in attending a training class

Develop a survey to collect feedback from the employees who attend the training

eferences

Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies

In many businesses, particularly in the retail industry, one of the ways one…

References

Barbazette, J. (2006). Training Needs Assessment: Methods, Tools, and Techniques. Volume 1. USA: John Wiley & Sons.

Hooker, B.J. (2015). Retail Customer Service Training: Ready-made Step-by-Step Lessons Made Easy For You. Australia: Australian eBook Publisher.

Lauby, S.J. (2005). Motivating Employees. USA: American Society for Training and Development.

Richason, O.W. (2015). How to Implement Customer Service Training With Employees. The Hearst Newspapers LLC. Retrieved from  http://smallbusiness.chron.com/implement-customer-service-training-employees-1119.html  on 19th November, 2015.

Leadership Development Plan

I am an informed and inquisitive leader, and have sufficient command over functional knowledge and subject matter. esides this, I can easily grasp ideas and concepts. Paying attention to what others have to say, and supporting them, is a rather easy task for me. I like to take on novel challenges regularly so as to be able to learn new things. I look to multiple sources for inspiration, and my zeal as well as all the knowledge I have amassed aids me in leading by example.

Trust is one "superpower" I possess. People usually place their trust in me easily, and set store by whatever support I give them. They perceive me to be a credible, knowledgeable and reliable leader. Another task that I find easy to do is build confidence among team members.

In spite of the aforementioned strengths, there are some areas in which I…

Bibliography

Alvarez, A., Butterfield, L., & Ridgeway, D. (2016). Building Group Cohesion in the Workplace. Retrieved from cpancf.com: http://cpancf.com/articles_files/buildinggroupcohesionintheworkplace.asp

Baldoni, J. (2011). How a Good Leader Reacts to a Crisis? Retrieved 2016, from  https://hbr.org/2011/01/how-a-good-leader-reacts-to-a 

Piccolo, R. (2012). Extraversion and Leadership. Retrieved from  http://ron-piccolo.com/2010/11/27/extraversion-and-leadership/

assist the line managers and their employees on the correct approach for the creation of individual development plan (IDP). The document provides a step by step guide, aiming to support both the employee and the supervisor in the process. The IDP is a focus on the needs and career aspirations of the employee, but should be considered a strategic tool not only for the employee to realise their ambitions, but also for the employer, who will benefit from the implementation of the plan. Not only will the employer benefit from the additional skills and knowledge gained by the employees that they can use in the workplace, the provision of the support, longer training development will also support motivation (Buchanan and Huczynski, 2011). Employees who feel the employer cares are more likely to be motivated, and the provision of training development may also satisfy some elements present on Maslow's hierarchy of…

oanoke County School System Faculty and Staff's Perceptions egarding the Use of Web-Based Professional Development

Educational Thesis

Implications for Improvement of Practice

Introduction (could be longer. Include mandatory teacher ongoing certification standards)

Ongoing staff development has long been a vital part of the educational environment. It is the means by which the faculty and staff of a school system are kept current in educational trends, technologies and philosophies. In a diverse society, social pressures felt in the classroom are continually making the teaching process more challenging.

In the past few years alone, the advance in computer capabilities and in-home computer gaming equipment has affected the attention span of the average student. Elementary and secondary education students have a different paradigm as to what is interesting. Thus the challenge in the classroom to grab, hold, and mold the students attention have changed. An effective teacher must be aware of these changes,…

References

Blackboard. (n.d.). Blackboard.com. Retrieved October 22, 2002, at  http://www.blackboard.com 

Blair, J (2001). Teacher-Training Programs Turn to Cyberspace. Education Week Online,. Retrieved October 26, 2002, at http://www.edweek.org

Charles, C.M., & Mertler, C.A. (2002). Orientation to Educational Research (4 ed.). Boston: Allyn and Bacon.

Guskey, T.R. (2000). Evaluating Professional Development. Thousand Oaks, CA: Corwin Press.

The director of the assessment program must sit down with each teacher one-on-one as the teacher establishes goals for the year. These goals should be formal and written out, rather than merely established privately by the teacher. Then, at the end of the year, there can be a debriefing of the teacher participants, as well as an assessment of the growth of the class. This method of investing in teachers and allowing teacher more input into the structure of the assessment program on an ongoing basis is a transformational model in the manner in which it fosters change as a collective process. Teachers will also feel a greater sense of investment in a school which contributes to their growth as professional educators through mentoring.

Despite the resistance shown by the teachers to goal-setting, the school feels that this approach is fair, given its focus upon improving teacher quality and its…

References

Fenstermacher, G.D., & Richardson, V. (2005, January). On making determinations of quality in teaching. The Teachers College Record, 107(1), 186-213.

Le Fevre, D.M. (2010). Changing TACK: Talking about change knowledge for professional learning'. In H. Timperley, & Parr, J. (Eds.), Weaving evidence, inquiry and standards to build better schools (pp. 71-92), Wellington, NZCER Press.

Santamaria, L. & Santamaria, a. (2012). Applied critical leadership in education. Routledge.

Identifying Areas of Need
Abstract
This paper looks at three areas of need at Butler College Prep. The areas of need were identified after administering a 21-item questionnaire to 12 teachers at the school. The teachers responded to positive statements by selecting one of four responses indicating the extent to which the positive statements occurred in the school. Those that most rarely occurred were identified as the areas of need. A discussion of why these areas should be incorporated into a Professional Development and Growth Plan at Butler College Prop is provided.
Keywords: professional development, growth plan, areas of need education
Introduction
In order to facilitate the professional development plan for Butler College Prep, I administered the Teacher Questionnaire to Gain Baseline Data on Differentiated Practices to the teachers at the school. 12 teachers in my building were given a 21-item questionnaire (See Appendix A). From the data collected, the…

.....career through a greater understanding of the day-to-day operations of counselors and some of the procedural and formal issues that need to be thoroughly mastered prior to certification. With this practicum, I have engaged in 63 direct practice hours (130 nondirect), and this time has provided me with substantial real world experience that will prove invaluable in the future. The exposure to different counseling philosophies and approaches has opened my mind, and I intend to incorporate what I have learned in the practicum to my future practice. Direct client contact involved intake, group sessions, and a number of interactions that were rooted in what I have been learning previously in school. However, I also found that the indirect practice hours were helpful in showing me how counselors protect their clients, ensuring their information is kept private and confidential as well as accurate.

Eager to gain more knowledge, I believe that…

agrees that ethics is an important part of effective leadership in the field of health care but there is no universally accepted understanding of what constitutes ethical leadership (Milton, 20004). The concept of ethical leadership has been addressed in the literature of a wide variety of fields associated with the health care profession but none have been able to clearly define its terms. The purpose of this paper will be to examine what ethical leadership means to me and how my personal viewpoints and attitudes have been affected by my background and experience.

Primary Influences

Having been raised in an Irish family my Irish heritage is an important aspect in the formation of my ethical viewpoint. Although I have lived in the United States for nearly forty years, I cannot escape the lessons and values that I learned growing up in the Irish countryside. My family lived in an Irish…

References

Benner, P. (2000). The roles of embodiment, emotion and lifeworld for rationality and agency in nursing practice. Nursing Philosophy, 5-19.

Catanzaro, A.M. (2001). Increasing Nursing Students' Spiritual Sensitivity. Nurse Educator, 221-226.

Fry, S.T. (2002). Ethics in Nursing Practice: A Guide to Ethical Decision Making. Indianapolis, IN: Wiley-Blackwell.

Hussey, T. (1996). Nursing Ethics and Codes of Professional Conduct. Nursing Ethics, 250-258.

Acting With Integrity and Fairness

Reflecting on personal ethics encourages the educator to be self-aware and make improvements. Acting with integrity and fairness promotes a culture of accountability within the school because each teacher remains committed to taking responsibility and for collaborating with others to achieve common goals. Integrity is not just about conforming to “simplistic notions of right and wrong,” but making difficult decisions with multiple variables (Gorlewski, Gorlewski & Ramming, 2012, p. 1). Fairness implies the ability to weigh different variables, set priorities, and remain committed to student-centered goals. Minority viewpoints need to be heard, and a good leader applies transformational skills that empower others to have the courage to speak their truth. As a leader, I act with integrity when I remain true to my values and committed to the goals of the organization, setting aside my pride or need to be right in order to focus…

Timeline for Professional and Personal Growth
Nurse Practitioner (NP) role is one of the specialties in advanced practice nursing and has experienced an increase in demand because of the shortage of nursing (Hamric, Tracy & Hanson, 2013). The growth of the NP role in the modern advanced practice nursing field is also attributable to the increased demand in primary care services. Given the increased demand of these practitioners, the nursing education field is increasingly encouraging more individuals to enroll for nurse practitioner roles. However, for an individual to become an accomplished nurse practitioner, he/she has to undergo or navigate a complex process to become a full-fledged practicing nurse practitioner (Luckey, 2018). Therefore, the individual needs to have a clear timeline for professional and personal growth as he/she enters the world of advanced practice nurse. This paper provides my timeline for professional and personal growth as a nurse practitioner in today’s…

Guidance and Counseling Program for a school or a community Agency

Comprehensive School Counseling Program Guide of the - Public School

Guidance and counseling has been included as a professional course by the Higher Education Commission document publicized in 2010. The teachers must have a basic know how about the school guidance and counseling techniques in order to tackle the personal and social issues which students face within the classroom as per Higher Education Commission (2012). Comprehensive School Counseling Program Guide of the - Public School is a brief explanation of design, application and assessment of SPS school counseling program (Dahir, 2009).

Objectives of the model:

The basic aims of this model are as follows:

Outlining school counseling and transitioning of conventional practice into transformed practice (Dahir, 2009).

Comprehending the different roles the guidance and counseling system entails for backing the students in their future goals and social challenges

This…

References

Connecticut State Department of Education (2008).Comprehensive School Counseling. Retrieved from  http://www.sde.ct.gov/sde/lib/sde/PDF/DEPS/Special/counseling.pdf 

Dahir, C. (2009).Comprehensive School Counseling Program Guide. Working Document. Retrieved from http://www.sps.springfield.ma.us/webContent/Policies/Comprehensive%20School%20Counseling%20Program%20Guide%20&%20Appendix.pdf

Higher Education Commission (2012).Introduction to Guidance and Counseling. Retrieved from  http://www.hec.gov.pk/InsideHEC/Divisions/AECA/CurriculumRevision/Documents/GuidanceCounseling_Sept13.pdf 

Gysbers, N.C., & Henderson, P. (2001). Comprehensive Guidance and Counseling Programs: A Rich History and a Bright Future. Professional School Counseling, 4 (4), 246-259. Retrieved from http://fcett.nu.edu/sites/default/files/file_file/gysbers_history.pdf

Growth and Development

Introduction Comment by babyliza: This part discusses the qualities of a good leader. I believe it should discuss the qualities of an individual's effectiveness, both in personal and professional life. Not a leader, so it's out of topic.

Just like the lions and the bees, human are social beings and live in communities sometimes small or large. Daily, we relate one way or another with each other either at home or at our places of work. Irrespective of the form of communication employed, either in person or via phones or emails, our communication and method of relating with other people has an impression on them either positively or otherwise. To this effect, there are certain skills that everyone should become proficient at so as to sustain healthy relationships and perform tasks more quickly; these skills are referred to as the Interaction Essentials. They are very helpful in…

References

Development Dimensions International. (2012-2015). Interaction Essentials: What They Are and Why They Matter. Monograph. Development Dimensions International, Inc. Retrieved fromhttp://www.ddiworld.com/DDI/media/monographs/interactionessentials_mg_ddi.pdf?ext=.pdf

Mills, C. (2013, May 6). Keeping Your Professional Development Continuous. The Guardian. Retrieved from  https://www.theguardian.com/careers/careers-blog/keeping-professional-development-continuous  Comment by babyliza: No in-text citation

Operation-Meditation. (2012). How to Reach Self-Actualization -- Maslow's 8 Proven Methods. Retrieved 7 December 2016 from  http://operationmeditation.com/discover/how-to-reach-self-actualization-maslows-8-proven-methods/

Introduction

The identification, development, and retention of high-potential employees is one of the most important areas of research in industrial-organizational (I-O) psychology. Whereas the vast majority of the workforce will perform in ways that do promote organizational goals, the top performers in any organization are those that provide the firm with its competitive advantage. On the contrary, organizations that do not actively seek to identify, develop, and retain high-potential employees stand to lose a lot as top talent may seek opportunities to maximize potential elsewhere—often a competitor. Moreover, the high potential employees are those with the greatest potential to lead the firm in the future, paving the way for effective succession training and management.
Research on the identification, development, and retention of high-potential employees is burgeoning, but there are significant gaps in the literature. Filling those gaps would help organizations create and implement evidence-based practices to ensure the success of…

professional goals current level -awareness a counselor. - Set personal professional goals accomplish 5 years. - Outline a plan accomplish goals. Describe current internal processes counseling a client children foster care.

Professional goals and current level of self-awareness as a counselor

Over the course of the next five years I hope to establish myself in my profession. I want to be able to point to real, material developments in the lives of my clients that demonstrate that their existences have been made better through my efforts. My goal is to complete my education with high grades and to find a stable position in which I believe I am genuinely helping others. I hope to find a workplace that is client-focused and which strives to help the people it serves to the maximum extent possible. I believe that ultimately every workplace is about the colleagues you work for and with this…

References

Frech, R. (2013). Improving effective social service delivery. Community Solutions.

Retrieved from:  http://www.communitysolutions.com/assets/docs/Major_Reports/Other_Publications/improvingeffectivesocialworkdelivery_frech111413.pdf

Professional development is a multi-faceted process towards enhancing one's knowledge, skills, abilities, and experience in his/her career. This process incorporates maintaining and enhancing academic credentials and experience towards a fulfilling and meaningful career. During this process, an individual must consider and incorporate important factors that enable him/her to improve his/her skills and experience. Some of the most important considerations to make during this process include networking, consistency in professional brand, and maintaining connections with a career coach or mentor. Through focusing on these various aspects, an individual effectively enhances his professional practice and development processes.

Role of Networking in My Professional Life

As part of enhancing my knowledge and experience in my career, I have developed vital networks with different people. Throughout my professional practice, I have realized that networking plays a crucial role in enhancing my knowledge, skills, and abilities. Generally, my career requires me to network, especially because…

Professional Accomplishments

He was a college dropout that slept on his friend's dorm room floor, returning coke bottles for five cents a bottle and walking seven miles across town every Sunday night to get a meal at a Hindu temple. As one of the pioneers of Apple Computers, a multi-billion dollar corporation, Steve Jobs has used his drive, ambition and passion to fuel his professional accomplishments.

When I first started at Wells Fargo as a teller, I made about the same as a high school babysitter. Undeterred, I put my best foot forward, cultivating customer relation skills and basic accounting principles to move forward- like Steve Jobs, I aspired to be something more. Over my 16 months at Well Fargo, my aspirations bore fruit in the form of four promotions, when making twelve dollars was no longer the standard and a base salary took its place. Simultaneously, I earned my…

Nurse Skeptical's etort

Nurse Skeptical's response to the above interpretation of the scenario is likely to be quite defensive, and a defense of her actions and decisions would not be entirely without grounds. If there was indeed a psychological problem that Mrs. testy was experiencing, it would render her incapable of autonomy at least in the very limited regard of her requests for pain medication. The very essence of a psychologically-induced feeling of pain is that the patient cannot differentiate between a psychological and a physiological symptom, and thus cannot accurately report the pain to their medical professional. Furtehrmore, should the placebo that Nurse Skeptical plans on administering prove equally successful in "treating" the "pain," her actions would seem entirely justified.

This defense overlooks several key factors necessary to the proper provision of medical care, however. First and foremost, there is at least some possibility that the pain Mrs. Testy…

References

Andre, J. (1994). "My client, my enemy." Professional Ethics 3(3/4), pp. 27-46.

" The collection of anthems, performed by the State Academic Choir of the Latvian choirs on a CD, is a one of a kind.

Professional choirs have a long history and represent decades of work on the part of their conductors. A case in point is the Phoenix oys Choir. Even though the youth are only in the choir from ages 7 through 14, the conductor is able to create a top-notch professional singer from each of them.

Since 1948, the Phoenix oys Choir has been one of these unique choirs which draws from a large repertoire of favorites, to tailor each performance under the direction of Dr. Harvey K. Smith, who led the choir for forty years, and Georg Stangelberger, who has led them since 1999. The 170 members perform shows throughout the world while the choir provides music education to the members..

It is not easy for small…

Bibliography

Chicago Symphony Chorus (Choir), founded 1957, Chicago, Illinois, U.S.A. found at  http://www.bach-cantatas.com/Bio/CSC.htm 

Golfo Alexopoulos, Stalin's Outcasts: Aliens, Citizens and the Soviet State, 1926-1936, Ithaca: Cornell University. 2003. p. 14.

Oron, Aryeh, "Chicago Symphony Chorus," CenterStage Chicago. Jul 2004. Website:

A transformational leader will fully incorporate followers into the organizational strategy.

Part of this problem lies in the way in which the program was imposed upon teachers. The administrators created this program to enhance student and teacher accountability: teachers were encouraged to engage in self-scrutiny and to improve their professional standards and this was hoped to lead to a more enriching educational environment for students. Teachers, however, resented the additional paperwork required by the program while the loosely-structured program meant that administrators were frustrated when they felt that teachers gave the program 'short shrift.'

In reconfiguring the program, we have come to realize that there are four core elements of building relational trust. The first is respect: "Do we acknowledge one another's dignity and ideas? Do we interact in a courteous way? Do we genuinely talk and listen to each other?" (Barkley 2008). In this instance, teachers and administrators are…

References

Barkley, S. (2008). Building relational trust. Performance Learning Systems. Retrieved:

 http://blogs.plsweb.com/2008/12/relational-trust.html 

Building relational trust. (2013). Educational Leaders. Retrieved:

http://www.educationalleaders.govt.nz/Leadership-development/Leadership-programmes/Ako-in-action/Louise-Anaru-building-relational-trust#video-transcript

Exposure to cutting-edge technologies helps me understand the principles upon which technologies work, and can also prepare me for being able to use such technologies effectively in the future. Furthermore, I am interested in how it can transform hospital administration. I believe that one of the best ways to cut costs and reduce medical errors is to transition to a more robust it system.

Leadership Skills: Within the next five years, I intend to take on more challenging roles in my institutions. I want to understand the bigger picture of how hospital administration works and what I can do to improve it. At the AORN Congress, I will meet and network with perioperative nurses who have incorporated leadership positions into their daily work. In ten years, I may want to transition my career entirely into an administrative position.

Administrative Vision: he main reason why I am attending the 2011 AORN…

Technologies: While I work in an institution that is committed to acquiring the most advanced medical technologies on the market, I believe that perioperative nurses are too narrowly focused on what is being used in their operating rooms. I want to learn about the cutting-edge technologies that are being used in more progressive institutions around the world. Exposure to cutting-edge technologies helps me understand the principles upon which technologies work, and can also prepare me for being able to use such technologies effectively in the future. Furthermore, I am interested in how it can transform hospital administration. I believe that one of the best ways to cut costs and reduce medical errors is to transition to a more robust it system.

Leadership Skills: Within the next five years, I intend to take on more challenging roles in my institutions. I want to understand the bigger picture of how hospital administration works and what I can do to improve it. At the AORN Congress, I will meet and network with perioperative nurses who have incorporated leadership positions into their daily work. In ten years, I may want to transition my career entirely into an administrative position.

Administrative Vision: The main reason why I am attending the 2011 AORN Congress is to present myself with a bigger picture of the healthcare industry. I understand my role in the industry as a perioperative nurse, delivering the best possible quality of care to patients and keeping abreast with the techniques that save lives. The next step is to understand the decision-making processes that are at the root of our work. Issues like financial allocation, budgeting, account management, and human resources development are areas in which I need to improve my knowledge. Seeing the bigger picture of the healthcare industry is my goal. Therefore, ethical and legal considerations as well as issues related to corporate culture and improving the workplace environment are part of my overall learning plan goal. The 2011 AORN Congress will be instrumental in helping me become a more effective leader in healthcare.

Each level influences and is influenced by those around it." (Costa, Kahaneo, Lipton, et al., 2001, p. 2).

Once the teacher understands how their performance and their teaching ability relate to the outcomes of the school as a whole, they will be able to understand the need for peer observation and coaching. They desire better outcomes for the school, but they are not accustomed to the openness of the peer coaching model, as we will see.

Barriers to Success

Through the course of this literature review, several key barriers to the success of peer coaching programs were discovered, Many of the problems related to logistical problems that could be easily solved through time management or creative scheduling. However, some of barriers to success related to the attitudes of the teachers themselves. This barriers will prove much more difficult to resolve.

One of the key barriers to professional development programs is…

References

Bird, T. & Little, J. (1983). An Interim Report of the Application of Research on Faculty Relations to the Implementation of Two School Improvement Experiments. Center for Action Research. ERIC ID 238141: 2-25.

Browne, L. (2006). Proposing a proximal principle between peer coaching and staff development as a driver for transformation. International Journal of Evidence-Based Coaching and Mentoring. 4 (1): 31-44.

Bruce, C. & Ross, J. (2008). A Model for Increasing Reform Implementation and Teacher Efficacy: Teacher Peer Coaching in Grades 3 and 6 Mathematics. Canadian Journal of Education. 31 (2): 346-370.

Costa, a., Kalaneo, D, Lipton, H., Lipton, L., & Yorktown, D. (2001). Holonomy: Paradox and Promise. Cognitive Coaching. Retrieved July 31, 2008 at http://www.cognitivecoaching.com/pdf/article4.pdf.

Security Plan Target Environment

Amron International Inc.

Amron International Inc. is a division of Amtec and manufactures ammunition for the U.S. military. Amron is located in Antigo, Wisconsin. Amron also manufacturer's mechanical subsystems including fuses for rockets and other military ammunitions as well as producing TNT, a highly explosive substance used in bombs.

Floor Plan Target Environment

The target environment in this security plan is the manufacturing operation located in Antigo, Wisconsin, a manufacturing plant with personnel offices adjacent to the facility. The work of Philpott and Einstein (nd) reports the fact that more than 50% of U.S. businesses do not have a crisis management plan and for those who do have a plan, it is generally not kept up-to-date. Philpott and Einstein states that even fewer businesses and organizations "have integrated physical security plans to protect the facility and the people who work in it.

The challenge is reported…

Collaboration and co-operation - working with others towards a shared goal.

Team abilities - creating group synergy in pursuing collective goals.

Influence: - exerting effective tactics for persuasion.

Leadership: exciting and guiding individuals and groups (Emotional Intelligence Competencies, 2005).

The focus of my Individual Development Plan is to work on increasing my leadership skills. Leadership skills are important in both the academic world as well as in the business world. Those people who have strong leadership skills tend to be very successful at whatever they do. I really want to work hard at improving my skills so that I can be seen as a strong leader in everything that I do. The first thing that I need to do in developing my plan is to pick the specific things that I want to work on and then come up with an action plan on how to go about working on…

References

Emotional Intelligence Competencies. (2005). Retrieved February 6, 2010, from Potentials

Unliminted Web site:  http://kartikvyas.com/articles5.html 

How to Write a Great Individual Development Plan (IDP). (2008). Retrieved February 5, 2010,

from Web site:  http://www.greatleadershipbydan.com/2008/11/how-to-write-great-individual.html

Spencer's

Model of Staff Development

This essay attempts to analyze the strengths and weaknesses of the Spencer model of staff development as it pertains to my work environment in the retail jewelry business. In other words, by understanding the fundamentals of staff development and the Spencer model and principles, I will attempt to correlate any associated relevance to my department. Staff development in the retail industry entails many areas; however, even though the jewelry business is basically the same sales process as compared to a clothing or shoe retail outlet in many respects, this industry also requires even more focused staff development because of the end product, the level and sophistication of the consumer as well as the extra security and integrity requirements. Jewelry retail is more a 'One-on-One Consultancy' process where sales staffs are appointed to work as one-on-one consumer-focused services. This means that that under training or inexperience…

References

Tyler, Kathryn (1998, May). Take New Employee Orientation Off the Back Burner. HR Magazine.

Organizational Strategic Plan eview

The plan currently under review is that of the uth K. Broad Bay Harbor K-8 Center and its implemented Florida Differentiated Accountability Program developed and put into use during the 2009-2010 school-year in hopes of improving the school's functioning and overall mission. The school at hand has consistently sought to discover and identify the individual strengths of each child in its facility in order to promote enthusiasm and the desire to learn, and to assist students in achieving academic success. The mission of the school, and its implemented plans, aim to provide a secure, innovative, and challenging environment that affords academic achievement and a technologically-rich program for students in order for them to develop a strong, firm foundation from which to succeed and meet the challenges of the 21st century. The plan at hand sets in motion distinct goals for teacher involvement, parental involvement, and for…

References

Fege, A. (2000). From fund raising to hell raising: new roles for parents. Educational Leadership, 57.7: pp. 39-43. Web. Retrieved from: ProQuest Databse. Accessed on 23 November 2011.

Florida Department of Education. (2011). Florida elementary school rankings: 2010-

2011. National Center for Education Statistics, 2011.1: pp. 1-9. Web. Retrieved from: LexisNexis. Accessed on 23 November 2011.

Greenlee, B. (2009). When school advisory councils decide: spending choices for school improvement. Planning and Changing, 38.3-4: pp. 222-251. Web. Retrieved from: ProQuest Database. Accessed on 23 November 2011.

Human esources or Learning and Development Practitioner

In today's competitive business environment, it is more and more important for an individual to take responsibility for their own growth and development in the workplace. CPD is a combination of approaches, ideas and techniques that help one manage their own learning and growth. The focus of CPD is firmly on the benefits that professional development can bring one in the real world. Perhaps the most important message is that one size doesn't fit all. Wherever one is in their career now, and whatever they want to achieve, their CPD should be uniquely theirs (What is CPD, 2012).

Pre-qualification education and Initial Professional Development cannot provide all the knowledge and skills that one needs for their entire career. Most professionals will want to specialize or move into senior or managerial positions during their careers, as well as needing to develop the knowledge and…

References

CIPD's HR Profession Map. 2012. [ONLINE] Available at:  http://www.cipd.co.uk/cipd-hr-profession/hr-profession-map/ . [Accessed 07 June 2012].

Continuing Professional Development. n.d. Available at:  http://www.cic.org.uk/activities/cpdguidance0706.pdf . [Accessed 07 June 2012].

What is CPD? 2012. [ONLINE] Available at:  http://www.cipd.co.uk/cpd/aboutcpd/whatiscpd.htm . [Accessed 07 June 2012].

lack Thinking Advertising Agency- usiness Plan

Vision, Mission, Aims

Company and Management Structure

Marketing Strategy

Target Market

Financials

Marketing Mix

lack Thinking is an advertising agency that is poised to penetrate the market of the city of irmingham, in the United Kingdom. irmingham is considered to be the most populous city in the United Kingdom after its capital, London. According to the 2011 census, irmingham is home to a total of 1,073,000 citizens (Council 2012). Due to its high population, there are a number of small yet successful businesses that have erupted over time in the heart of the city. They form a significant part of the city's economy. However, due to cost restraints, not all of them can afford to contract out their marketing campaigns to big firms to gain maximum utility from their advertisement and marketing expenditure budgets. This is where lack Thinking shall step in. lack Thinking…

Bibliography

Council, BC 2012, Birmingham Census 2011 Initial Findings, .

Council, BC 2012, The Birmingham Area Investment Prospectuses, .

Info, UT 2006, Regional Trade Statistics, .

Network, ESPO 2007, 'British urban pattern: population data', ESPON Project 1.4.3 Study on Urban Functions European Union, pp. 119-120.

Staffing Plan

(Company) Staffing Plan

Determine how many people need to be hire and in what functional areas:

The company plans to hire 11 new people in the following departments respectively

in manufacturing,

in operations,

in customer service,

in finance and accounting.

A plan to hire or appoint specialists for the clinic.

ight person for the right job can be hired if the hiring agents are clear about the duties and responsibilities of the position for which hiring is required. It is possible through designing an effective job description. An effective job description is comprehensive in nature and provides clear guidelines about required qualification set. The activities of screening all potential employees, deciding interview panel, questions and final selection criteria stem from effective job description (Sullivan, 2004).

Finalising a job description is a complete science and requires specialised skill set assumingly possessed by human resource professionals. It may be drafted…

References

The Performance Institute. (2003). Strategic Recruitment for Government: Ten Innovative Practices for Designing, Implementing and Measuring Recruitment Initiatives in Government. The Performance Institute.

Sullivan, J. Dr. (2004). Article 55, Steps in Turning an Average Recruiting Function into a "Wow" One!," taken from: http://www.gatelyconsulting.com/pp15js55.htm

Stephanie M. J, (2000). "Recruitment and training in small firms," Journal of European Industrial Training, Vol. 24 Iss: 1, pp.43-49

FIVE-Year PROFESSIONAL PROJECTION

The objective of this study is to located evidence-based research articles in nursing peer-reviewed journals that relate specifically to five-year professional projection and to summarize the articles. Included will be suggestions and applications of each five-year professional projection plan.

Courtney and McCutcheon (2010) report that evidence-based medicine is defined as "The conscientious, explicit and judicious use of current best evidence in making decision about the healthcare of patients." (p. 4) It is reported additionally in the work of Courtney and McCutcheon (2010) that Sackett et al. (2000) that evidence-based practice is the practice that "integrates clinical expertise and patient values with the best available research." (p. 4) The use of evidence-based research in this study will include the use of articles in nursing peer-reviewed journals that provides supporting evidence on the five-year professional projection of the nursing professional.

I. Career Pathways in Nursing (Raines and Taglaireni, 2008)…

Bibliography

Accelerated Nursing Programs (2014) American Association of Colleges of Nursing. Retrieved from:  http://www.aacn.nche.edu/students/accelerated-nursing-programs 

Advanced Practice (2014) NSNA. Retrieved from:  http://www.nsna.org/Portals/0/Skins/NSNA/pdf/Imprint_Jan07_AdvancedPractice.pdf 

Courtney, M. And McCutecheon, H. (2010) Using Evidence to Guide Nursing Practice. Churchill Livingston. Retrieved from: https://www.us.elsevierhealth.com/media/us/samplechapters/9780729539500/Courtney_Sample_Chapter.pdf

Hendren, R. (2011) Why Advanced Degrees for Nurse Leaders Matter. Healthleaders Media Counsel. Retrieved from: http://www.healthleadersmedia.com/page-3/NRS-267942/Why-Advanced-Degrees-for-Nurse-Leaders-Matter

Advanced Nursing Development

A "master's education is achieving notable goals, including the development of refined analytical skills, broad-based perspectives, enhanced abilities to articulate viewpoints and positions, clearer ability to connect theory to practice, and enhanced skills in a specific profession" (American Association of Colleges of Nursing, 2012, p 2). An advanced practice nurse embodies a wide number of various roles. They must inspire, protect, advocate, and perform, all within one shift. It is clear that a nurse leader must serve a wide number of roles all which are necessary for providing for the best quality of care for the patients in need.

One of the nurse leader's roles is to be an advocate for the nursing profession. This is their primary societal role. As such, nursing leaders need to be active within the social sphere as a way to increase overall knowledge regarding healthcare practices, but also the trends and…

References

American Association of Colleges of Nursing. (2012). The Essentials of Master's Education for Advanced Practice Nursing. Educational Resources. Web. Retrieved October 22. 2012 from  http://www.aacn.nche.edu/education-resources/MasEssentials96.pdf