Category: Human relations

Your partner has come from company A of the merger and you are from company B. Together, determine the name of your newly merged company and the type of service, and products, etc. that you provide/manufacture/etc. Determine the size and scope of the new company. Determine the specific department in your organization that requires a performance improvement plan. Then, together create a 1,500-2,000-word implementation plan that evaluates and addresses the following:
  The three levels of performance (System, Process, Job/Performer): How will the merged organization address performance improvement at each of the three levels?
  Metrics: What metrics or Key Performance Indicators (KPIs) will be used to track the performance improvement process?
  Job/Performer level: How will goal setting and reinforcement be provided to the employees (considering that the newly merged company will have employees with two views, which are being merged into one new company)
  How will the performance improvement program specifically be communicated to staff and implemented?
  Will any incentive or reward programs be part of the performance improvement implementation program? If so, describe the type of program and how it will be administered.
Your plan should have an introduction that summarizes the department and the performance improvement needs. A body that addresses the bullet points above, and a conclusion that points to the expected results for the company if the plan is successful.
The recommendations and scope of your plan must be supported by recent and reputable research. Therefore, you must cite course materials and at least five (5) additional sources

Consider the items below. Specifically, you must address the following rubric criteria:
1. Identify a creator from the twentieth or twenty-first century who you think made an important contribution to art and culture in the form of cultural
works that impacted society.
2. Describe one of the cultural works they created and the medium. Mediums can include dance, literature, sculpture, visual arts, architecture, music, performance, and so forth.
3. What questions about human culture does this work prompt?
4. What big questions do you think influenced the cultural work you selected? Consider addressing how this connects with the larger human need to express.
For example, if the creator you chose were John Lennon, you could identify one of his songs and discuss how the song relates to his social activism.
What to Submit
Your submission should be a Word document, one to two pages in length, with 12-point Times New Roman font, double spacing, and one-inch margins. Any sources should be cited according to APA style. Consult the Shapiro Library APA Style Guide for more information

(htps./www.mnturs.corin45e/howgot.are.your.istesnoskis) *see attachments for assessment results*
Which of your listening skills may prove to be an obstacle or barrier to communication? How might you improve this skill?
Be sure to also describe the models of interpersonal skills improvement and methods for developing interpersonal skills on
the job.
Journal post should be a minimum of 500 words and al least one supporting reference. Journal posts should include a full cover sheet – including your name – and double space all submissions

Compose and post a thread of at least 500 words, in which you compare and contrast Pedro Muzquiz, John Brown, and Juan Alejandrez. Comment in particular on the differences in their personalities, their moral decision-making, and their approaches to love and sex.
With which of these men do you have the most sympathy? Why? With which of them do you have the least sympathy? Why? Please explain your thoughts in detail without summarizing any more than is absolutely necessary.
Note: For this Discussion Board, you are examining the characters in this book, not the overall themes in the book.
Talk about the characters in the second half of the book.
The book is called

Use information provided in Chapter 4 of the textbook, your own research, and the provided worksheet to provide a list of different tasks or responsibilities that the members of an interdisciplinary team complete in their work with patients.
click the link for preview of chapter 4 and use the information for the assignment
https://books.google.com/books?id=n90wCwAAQBAJ&pg=PA81&source=gbs_toc_r&cad=2#v=onepage&q&f=false

After reviewing the Keys to Nonprofit Employee Retention strategies, identify two areas that are important for a human services nonprofit agency in order to maximize employee retention. Explain why those areas are important, and provide examples supported by research.https://www.nonprofithr.com/employee-retention/

Based on your analysis of Jean’s case, research and select the most appropriate research-based strategies to use with this client. What are the most effective strategies used with the client populations that Jean represents? Provide a strengths-based focus to identify client needs represented in the context of the case.
Note that Jean is facing a number of issues. She is suffering from the effects of a debilitating stroke. She has been diagnosed with PTSD and is struggling to recover from an incident of terrible violence. She is also aging and working to adjust to giving up some of her treasured independence. What strategies would you suggest for each condition, and how may they fit together? What evidence supports you?
Case Study
Jean is an 87-year-old woman who was admitted to Manchester Community Hospital, in Manchester, New Hampshire, after having a debilitating stroke that paralyzed the left half of her body. She is a widow, and her three adult children live in different states. She needs assistance eating, transferring to her wheelchair, and most other activities of daily living. Her medical issues related to the stroke are quickly being resolved, and it is time to begin assessing her needs for discharge and post-discharge. It is important to note that Jean’s savings have been totally depleted and her medical bills are mounting since her healthcare insurance has proven to be inadequate to cover her medical expenses. Her limited pension and social security barely covered her living expenses prior to her stroke and are unlikely to cover the escalating expenses that she will undoubtedly encounter based on her medical condition. Moreover, Jean has been clinically diagnosed with PTSD after being raped by a neighbor in her home two years ago. She is still grappling with the effects of the trauma, even as the criminal case against the perpetrator slowly moves forward. Although her family modified the home to make it more secure and less vulnerable to intrusion, her current lack of mobility is weighing heavily on her psychologically. Despite her current issues, Jean derives great comfort from her faith as a devout Catholic. She typically has a wonderful sense of humor and is highly organized, having worked as an elementary school teacher during her earlier years. She participates regularly in the local garden club and on her neighborhood welcoming committee. She has a wide circle of friends with whom she interacts. Her children are currently staying in Manchester to oversee her care and to contribute to the development of her post-discharge care plan. It is unclear whether any of the children will stay on after her discharge to help care for Jean, but this seems unlikely unless considered essential by the medical team. An interdisciplinary team is being developed to design a comprehensive plan for Jean’s post-discharge care.

In Milestone One, you selected an agency that you will use throughout the course as you work toward final submission. You also described the agency in terms of its current workforce structure. You reviewed how it impacted the culture of the agency. Additionally, you justified implementation of your plan using the description of your workforce structure.
In this milestone, you will further develop the workforce structure created in Milestone One with additional information regarding personnel. You will submit a draft of Section II (Workforce Structure) using the agency’s strategic plan and the information provided in Milestone One. This draft should be as detailed as possible to allow the instructor to provide significant feedback. The draft should also incorporate the research you have performed up to this point as set forward in Milestone One. Integrate the following elements into the draft of this section:
Explain how the agency’s workforce structure and culture were considered when the plan was being created.
Recommend personnel changes that address retention and program delivery.
Recommend personnel changes that address recruitment and program delivery.
Evaluate how the plan aligns with current trends in human services.
You will continue to use the agency that you created or the Acme Health Care Agency PDF.
Here is the Article I choosen for this assignment
About the Acme Health Care Agency
The Acme Health Care Agency is a nonprofit organization that offers primary health care, dental care,
behavioral health care, and community education and support programs. The agency has been providing
services to the community for over 50 years. Throughout this time, Acme Health Care has grown and
expanded. Since Acme’s inception as a health-care agency, the needs of the community have shifted and
changed.
Thirty years ago, Acme Health Care adapted to the needs of the community by offering dental care and
outpatient behavioral health care to the community. Along with this, additional community support
services—including case management, in-home programs for at-risk populations, and community
outreach and education—have also been available to the public.
Since Acme Health Care opened its doors to the public, the agency has continued to recruit and retain
highly trained professionals and staff. The agency began with only 25 employees 50 years ago and
currently employees 150 competent providers and staff. The expansion of the agency created an
opportunity to offer additional services to meet the needs of the community while also providing
employment opportunities. Acme Health Care strives to maintain a positive community presence by
proving services and health-care education to anyone in need of services.
Over the past 10 years, new nonprofit agencies have begun operating in the community as well. This has
created competition for grant money. Currently, Acme Health Care has an operating budget of
$21,000,000.00. In the prior year, the operating budget was $23,000,000.00. The budget decreased due
to the loss of two grants. The majority of the budget covers employee salaries and benefits; the
remaining balance is used for program and operational management.
With the existence of the new agencies, it’s been challenging for Acme Health Care to recruit and retain
employees. Currently, there is a 70% turnover rate of doctors, dentists, clinicians, and direct support
staff. While the demand for client care remains high, it has been difficult to retain employees. In return,
the agency has been short-staffed at times. Clinicians and direct-support staff sometimes have higher
caseloads due to the slow recruitment of new employees. Along with this, some staff have had their
work schedules changed to include evenings and two Saturdays per month. This has created hostility
among employees who feel that they are overworked and underpaid. Some employees have demanded
extra pay for the evening and weekend shifts, but the agency cannot afford to pay the staff more
money. The chief executive officer (CEO) and the chief operating officer (COO) are considering opening
the agency on Sundays from 9:00 a.m. to 3:00 p.m., but the staff do not support this decision. Some
employees have stated that they will quit if they are forced to work on Sundays.
Acme Health Care strives to maintain a professional culture that is supportive to employees and clients.
The staff are diverse and some employees are bilingual. However, retaining bilingual staff has been
difficult due to the demand for bilingual employees and the fact that state agencies pay a higher wage
and offer better benefits. Currently, each department has a manager and a director who oversee the
operation of the departments and the staff. Above the managers and directors are the COO, the CEO,
and the chief financial officer (CFO). The CFO, COO, and CEO have been employed by the agency for over
20 years. There is also a board of directors who are unpaid volunteers. Currently, the medical
department consists of a director, a manager, 5 doctors, 3 nurses, 5 medical assistants, and 3 support
staff. The dental department has a manager, a director, 5 dentists, 7 hygienists, 5 dental assistants, and
5 support staff. The behavioral health department has a director, 3 program managers, 2 psychiatrists,
10 clinicians, 15 case managers, and 3 support staff. Community outreach operates under the Behavioral
Health Department and employs 15 community outreach workers, 2 clinical supervisors, and 10 direct
support staff. The billing department consists of a supervisor and 5 staff members. There is a
maintenance supervisor and 2 maintenance workers.
The members of senior management are aware of the challenges of recruiting and retaining staff. Last
year, they decided to host an all-day training event. By bringing all the staff together, senior
management hoped to create an atmosphere of unity among all the employees. The agency provided
breakfast and lunch, and there was a guest speaker who talked about the importance of teamwork. To
add some fun to the training, senior management arranged for an ice-cream truck to be on site after the
training. All of the employees were given a ticket that they could use to get ice cream. After the training,
senior management was informed that over half of the employees did not use their tickets for the ice
cream. Instead, staff chose to go home.
Due to budget constraints, the agency can offer only partial reimbursement for professional trainings.
Employees request reimbursement for travel expenses related to the professional trainings, but the
budget does not allow for travel expenditures that are not directly related to client care. This has
created some challenges regarding recruitment and retention of staff, as other agencies offer full
reimbursement. With an emphasis on staff retention, the agency began offering an employee incentive
of $25.00 bimonthly for perfect attendance at work. However, staff have complained that the amount of
money should be increased. Because of the lack of funding in the budget, this is not an option at this
time. The perfect attendance incentive has been available to all staff for the past six months. To date,
only six employees have received the $25.00 incentive for perfect attendance.
Acme Health Care will always remain dedicated to providing care to all community members. Through
grant-funded programs and donations, the agency strives to maintain professional care that is also
affordable and accessible for everyone. Acme Health Care guarantees that no one will be turned away
due to an inability to pay for health-care services. Additionally, the agency provides financial assistance
to people who do not have health insurance. Through a sliding-fee scale, services can be obtained at low
cost or no cost to the client.
Since the onset of the COVID-19 pandemic, Acme Health Care has remained committed to providing
quality care to the community. In order to provide safe and effective access to care, the agency is now
offering telehealth services for medical, behavioral health, medication management, and in-home
programs. Through the use of a HIPAA-compliant platform, services are offered remotely through a live
video and audio feed. Telehealth services offer a safe and confidential atmosphere in which an
individual can receive professional, high-quality care without having to visit the agency. With the
expansion of telehealth services, Acme Health Care can provide health-care services directly to
individuals and families who may not be able to leave their homes or do not have transportation. Using
telehealth services has provided Acme Health Care with an opportunity to meet the needs of the most
vulnerable community members.
Mission Statement
The mission of Acme Health Care is to provide professional and affordable quality care that is easily
accessible, nondiscriminatory, and available to anyone in the local area (or community) seeking services.
Vision Statement
To provide access to high-quality health care.
Values
• Acme Health Care believes that every individual has the right to affordable, high-quality health
care.
• The agency believes in the inherent dignity and worth of every individual.
• The atmosphere at the agency is free of any discrimination and prejudice.
• The agency embraces evidence-based practices in order to provide clients with proven methods
of care.
• Employees are held in high regard, and teamwork is supported.
• Cultural competency is supported by ongoing professional trainings.
• Professional quality care is achieved through continuous monitoring of programs and services.
• The agency ensures that client confidentiality is maintained in compliance with HIPAA.
• The agency is committed to working collaboratively with all community agencies and other
health-care providers.
• The agency believes in being fiscally and professionally responsible.
Strategic Plan
Acme Health Care’s strategic plan is broken down into the following categories:
Client Satisfaction
• Offer ease of access to electronic medical records.
• Professionally communicate with all clients.
• Ensure ease of access to receive care.
• Collaborate with other service providers to ensure comprehensive care.
• Meet client needs professionally.
Employee Satisfaction
• Provide employees with ongoing trainings to support their professional growth and
development and to ensure cultural competency.
• Offer staff a supportive environment that emphasizes self-care.
• Continuously recruit a highly trained and competent staff.
• Offer monetary incentives to maximize client services.
Improved Access to Care
• Increase local fundraising efforts and grant opportunities.
• Improve access to care for clients who can’t afford it.
• Use targeted advertisements and promotions.
• Offer targeted community outreach.
Improved Health Outcomes
• Provide ease of access to care by coordinating referral services.
• Provide comprehensive health education to all clients.
• Provide ease of access and use of electronic health records.
• Work collaboratively with existing agencies and area providers.
• Use all services effectively and efficiently.
• Offer community outreach with an emphasis on targeted populations with higher needs.
Professional Development
• Provide appropriate staff trainings on a yearly basis.
• Ensure compliance of staff with local, state, and federal laws.
• Support licensed professionals with assistance for required continuing educational credits
(CEUs).
• Monitor and assess ongoing professional practices.  

Using the FSCJ library website (refer to the library search directions below ), you will search for the peer-reviewed journal article “Working for free in the VIP: Relational work and the production of consent.” Once you find the article, you will download the PDF file, save it, and then submit the PDF file in Canvas.
After you have completed the first part of this assignment, you will search for three of your own peer-reviewed academic journal articles. Please use the library search directions below to make sure that the journal articles that you select for this assignment are “peer-reviewed” (meaning that the articles are published in an academic journal and reviewed by experts in the field). You can research any human services-related topic that interests you. Once you find three peer-reviewed journal articles, you will create your own short literature review by synthesizing the main findings in these articles using APA style guidelines and in-text citations. You will then create a reference list for all three articles.

the topic is topic #3: Employee turnover and learning to measure and control it
please answer question number 3:
What interesting fact have you learned from your research so far that you did not know before?
resources are listed in the uploaded documents