Category: Research Reports

CONTROVERSIAL TOPIC POSITION PAPER
Overview
This activity gives you practice building arguments, counterarguments, and rebuttals—skills you’ll need for your following assignment. In the field of psychology, just about everything is controversial, and you’ll need to develop your ability to look at things from multiple perspectives. This activity is an example of how we can apply critical thinking.

Preparation
For this assignment, you will choose one of the four following controversial topics and write a position paper of 4–5 content pages (plus a title page and references page) that answers the question posed by the title.

Resources
For your paper, use five sources. You may choose two of your five resources required for the assignment from the list below. Find your topic below and review the articles related to your topic.
Is racial profiling defensible public policy?
Coleman, M. & Kocher, A. (2019). Rethinking the “Gold Standard” of Racial Profiling: §287(g), Secure communities and racially discrepant police power. American Behavioral Scientist, 63(9),1185–1220.
Dizon, J.P.M. (2021). Protecting the university, policing race: A case study of campus policing. Journal of Diversity in Higher Education.

Instructions
Using the Capella library and other appropriate sources, explore scholarly research on both sides of your selected issue.

Organize your paper as follows:

Title page.
Introduction.
Your position and arguments.
Evidence to support your arguments (i.e., data and research), including how the evidence supports the arguments.
Counterarguments to your position.
Rebuttals to those counterarguments.
Evidence to support your rebuttals (i.e., data and research), including how the evidence supports the rebuttals.
Summary and Conclusion.
References.
This APA Paper Template [DOCX] is provided for your convenience.

Additional Requirements
Remember that the content of your paper must be 4–5 pages in length.
In addition to the essay, use a minimum of five resources, at least two of which are peer-reviewed academic articles.
Follow APA style and formatting guidelines throughout.
Set your paper in Times New Roman, 12 point.
Review the scoring guide before submitting your assignment to ensure that you meet all criteria. Refer to the helpful links in Resources as you complete your assignment.

Welcome to your Capella University online course, NURS-FPX4040 – Managing Health Information and Technology

Nursing informatics (NI) is a growing specialty due to its increasing impact on health care. NI incorporates nursing science with information management and analytics “to identify, define, manage, and communicate data” and information to inform nursing practice as well as organizational and health care policy (Healthcare Information and Management Systems Society, n.d.). NI’s impact is expansive and can serve to assist health care professionals, patients, and organizations in making decisions that positively impact patient care.

Baccalaureate-prepared nurses leverage technology to effectively and efficiently achieve desired patient, systems, and population outcomes. This course focuses on the development of generalist nursing practice competencies for the management of health information and patient care technologies.

Audiovisual Equipment Setup and Testing

In Assessment 4, you will be asked to prepare a recorded presentation that includes audio and, if you choose, video, using Kaltura or similar software. To create your audio recording, you will need a built-in or external microphone and, for optional video, a webcam or video recording device. It is a good idea to check that your recording equipment and software are working properly and that you know how to record and upload your audio presentation.

Note: If you require assistive technology or alternative communication methods to participate in this activity, please contact DisabilityServices@Capella.edu to request accommodations.

Your Online ePortfolio

Creating an ePortfolio is not required in the BSN program, but you may find it helpful to create one to attach to your professional resume while job hunting. Online ePortfolios serve two key purposes: 1) to support learning and reflection, and 2) to be used as a showcase tool. Your learning journey can be documented, and ePortfolios contribute to lifelong learning and growth through reflection and sharing. Online ePortfolios can also be shared with employers and peers to present artifacts that demonstrate your accomplishments at Capella.

Using ePortfolio to Build Your Career

As you are preparing to tell your story in the professional world, leverage your ePortfolio artifacts to demonstrate the knowledge and competencies you have gained through your program in professional conversations, performance reviews, and interviews. To do that, reflect on the knowledge and skills you have gained from your courses and the elements you have put in your portfolio, along with how you have already applied these things to your professional life or how you might apply them in the future. Next, create your story or talking points to tell your professional story.

Privacy Statement

Capella complies with privacy laws designed to protect the privacy of personal information. While you may voluntarily share your own information publicly, you are obligated to protect the personal information of others that may be associated with your academic or professional development. Before sharing information and material in any ePortfolio that is set up to be shared externally to your program at Capella, please consider privacy obligations in relation to protected populations who may be included or referenced in your academic or clinical work. Refer to the Family Educational Rights and Privacy Act (FERPA) and/or the Health Insurance Portability and Accountability Act (HIPAA) if you have specific questions or concerns about your choices.

Reference

Healthcare Information and Management Systems Society (n.d.). What is nursing informatics? https://www.himss.org/what-nursing-informatics

Course Competencies

To successfully complete this course, you will be expected to:

1. Describe nurses’ and the interdisciplinary team’s role in informatics with a focus on electronic health information and patient care technology to support decision making.
2. Implement evidence-based strategies to effectively manage protected health information.
3. Evaluate the impact of patient care technologies on desired outcomes.
4. Recommend the use of a technology to enhance quality and safety standards for patients.
5. Apply professional, scholarly communication to facilitate use of health information and patient care technologies.

 

Part 1

 

Introduction

This assignment builds on your prior work in the Units 2 and 6 assignments. It is a presentation to your staff describing your analysis, linking what tools you utilized and why you chose those tools. You will use data to support your evidence-base financial decisions. You will also explain your recommendations to maximize stakeholder value, translating those to tactical outcomes to be implemented by your staff.

* Apply the theories, models, and practices of finance to the financial management of an organization.

* Analyze financing strategies to maximize stakeholder value.

* Apply financial analyses to business planning and decision making.

* Use data to support evidence-based financial decisions.

Scenario

The senior leadership has approved your recommendations to move forward. You are now tasked with operationalizing your recommendations. Meeting with your staff, you will translate recommendations to strategies and corresponding tactical objectives. You will explain how you used financial analysis to develop these recommendations, discussing the financial tools you will use to monitor implementation progress.

Your Role

You are one of the high-performing financial analyst managers at ABC Healthcare Corporation and are under consideration for a promotion to Director of Operations.

Requirements

Follow these steps to complete this presentation:

* You are presenting to your staff a summary of the reports presented to senior leadership (Units 2 and 6 assignments).

* Start by presenting the overall current financial condition of the company as presented to senior leadership (one to two slides).

* Provide an overview of your analysis, linking what tools (financial statements, ratios, industry trends, capital structure) you utilized and why you chose these tools (two slides).

* Link the data used to support your evidence-based financial decisions, providing justification for the recommendations (two slides).

* State the recommendations focused on maximizing stakeholder value into strategies newly adopted by the company, i.e., expansion to a new geographical market, the development of a new dividend policy, changes in capital expenditures, reduction of workforce (one slide).

* Translate those strategies to tactical objectives to be implemented by your staff, noting evidenced-based academic citations (one to two slides).

* Discuss what financial tools you will use to monitor the progress of these tactics (one slide).

Deliverable Format

* Be sure to use a bullet format in your slides but also include detailed narrative supported by relevant literature citations in the notes section.

* Ensure written communication is free of errors that detract from the overall message and quality.

* Use at least three scholarly resources.

* Length: 8–10 content slides in addition to title and reference slides.

* Use 12 point, Times New Roman.

Evaluation

By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies through corresponding scoring guide criteria:

* Competency 1: Apply the theories, models, and practices of finance to the financial management of an organization.

* Demonstrate an understanding of key financial tools (financial statements, ratios, industry trends, capital structure, competitive analysis) by providing an overview of the analysis used supporting recommendations made in the Units 2 and 6 assignments. Provide a rationale for why tools were utilized.

* Competency 2: Analyze financing strategies to maximize stakeholder value.

* Link the data used to support evidence-based recommendations, translating the recommendations to strategies focused on maximizing stakeholder value.

* Competency 3: Apply financial analyses to business planning and decision making.

* Translate strategies to tactical objectives to be implemented by staff, noting evidenced-based academic citations.

* Competency 4: Use data to support evidence-based financial decisions.

* Evaluate and recommend financial tools to be used to monitor the progress of these tactics.

HR Challenge: Selecting the Right Candidate (Internal – External)Prepare a 3-4 page analysis considering several possible courses of action that could be used to address issues within a company. You will state how and why you would take each course of action, or if you would not take a specific action, explain why not.This assessment examines how to assess the effectiveness of both internal and external candidates for the jobs for which you are recruiting. There are many views of these two areas of selection and many accurately describe possible outcomes for the organization. Organizational employees, first-line supervisors, and other stakeholders see the value in supporting promotion from within. It saves resources in training, reinforces current employee commitment, and offers the powerful promise of a long-term professional future for those working in the organization. However, organizations with a majority of long-term employees often suffer from a groupthink condition that can do great harm. From the NASA Space Shuttle Columbia disaster in 2002 to the banking failure of 2008, groupthink has the ability to set organizations on a destructive path. One of the outcomes of groupthink is organizational failure. The other consequence is the tendency to become insular, which comes from hiring and promoting people who think more alike than different. Anyone involved in accreditation can tell you that accrediting agencies, whether they are government or private, strongly discourage hiring a school’s own graduates. Accrediting agencies allow only a very small percentage of homegrown faculty members in any school. One of the things they are trying to encourage is the diversity of thought and professional background. These are essential components of organizational success; their absence can do a great deal of damage in organizational decision-making as well as product development.Every individual position that becomes vacant or is new to the organization must be evaluated to determine whether it should be advertised internally only or both internally and externally.Assessment IntroductionScenarioFor this assessment, imagine that you are the Vice President of Human Resources (VP of HR) for CapraTek. The Western sales division has had more turnover than any other part of the company. Since 2010, there have been six different sets of directors and deputy directors for the organization. In three years, the Western sales division has lost 80% of its clients. The other sales division has only lost 2% of its clients. The marketing-science office at the corporate level has been deeply involved in redesigning product development and sales processes, which have become more complicated. It has also become harder for customers to qualify for financing. These actions, while presented as quality efforts, have not led to positive outcomes. Over time, these conditions have raised prices above all competitors. While the organization’s products are of great quality, some products could be over-engineered and possibly too taste specific.Aside from the low morale, the level of turnover at the senior ranks of the division has done harm to employees at all levels of the division. Frontline sales professionals, supervisors, support staff, support leaders, middle managers, and stakeholders are confused about quality standards and approval stages. The CapraTek CEO and COO have consistently selected sales directors and deputy directors from outside the organization, but all were soon terminated for poor performance. The next set of directors was

selected internally from the sales professionals, and they were terminated after about 18 months. Additionally, the job description for this position has been studied and refined multiple times; this is not the issue or answer for this assessment.Your ChallengeAs the VP of HR, consider the following actions and for each one:•Describe whether you would execute this action.•If you would execute this action, explain how and why.•If you would not execute this action, explain why not. Actions to Consider•Seek consulting services: Seek consulting services from a professional search firm that will take the place of the company human resources staff performing the recruiting effort. The private firm will perform the search for candidates and conduct pre-assessments and interviews before the final candidates are presented to the company. Provide evidence as to why this would be a good decision.•Hire from within: Continue to hire candidates from within the organization using the current process of allowing HR and the CEO and COO to make the selections. Provide evidence-basedrationale to support your decision.•Conduct an internal Search: Begin an intense internal search within CapraTek for director and deputy director positions to be run by HR, leading to a robust list of candidates for consideration. Describe why or why you would not take this course of action.Assessment InstructionsPrepare a 3–4 page analysis that states how and why you would take each course of action, or if you would not take a specific action, explain why not. All three Actions to Consider must be addressed. Along with your recommendations, include the following:•Analyze options available for addressing issues with employee turnover, product development and the sales process, rise in product prices, and operational morale.oWeigh the pros and cons of taking each action.oDetermine whether you would take each action.•Explain how available options could be executed.oExplain briefly what steps you would take to accomplish any of the actions you would choose to take.•Provide the rationale for each decision to either take or not take a course of action.oDescribe key factors that influenced your decision.oInclude material from your references to support your conclusions.

Review the HR Challenge: Selecting the Right Candidate (Internal – External) Scoring Guide to see the criteria by which your assessment will be evaluated. Before submitting your assessment for evaluation, review your draft in SafeAssign to check your use of source material.Submission RequirementsThe deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day to day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.•Length: Your plan should be 3–4 typed, double-spaced pages, not including the cover and resources pages. oThe cover sheet should include your name, the course number, assessment title, and date. No other information is required on this page.oEach of the three Actions to Consider should be addressed. oThe resource pages (reference list) should be the last page or pages. •Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.•Font and font size: Times New Roman, 12-point.•Resources: Use at least two scholarly or academic sources.•Evidence: Support your assertions with data and in-text citations. Use current APA format for in–text citations and create a reference list at the end of your documents. •APA formatting: Resources and in-text citations are formatted according to current APA Style and Format guidelines.•Written communication:oConvey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.oWrite for a specific audience, using the vernacular of the profession.oUse spell-check and other tools to ensure correct spelling and grammar.Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.ePortfolioYou should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to analyze issues with employee turnover and selecting the right candidate. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM

capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.Competencies MeasuredBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies:•Competency 1: Develop strategic recruiting approaches and selection methods to support an organization’s talent goals.oAnalyze options available for addressing issues with employee turnover, product development and the sales process, rise in product prices, and operational morale. oProvide the rationale for each decision to either take or not take a course of action.•Competency 2: Apply talent mobility practices for an organization.oExplain how available options could be executed.•Competency 5: Communicate clearly, accurately, and professionally for the HR field.oSupport main points and recommendations with relevant and credible evidence. oAddress the appropriate audience, using familiar, discipline-specific language and terminology.

The other internal employee is the best qualified young man with over eight years in the company. He holds multiple graduate degrees and has extensive professional experience.The announcement of a hiring selection has not been made, but company gossip has already started, reflecting upon the likelihood that the young woman will be chosen because the CEO has an innocent crush. While no allegations of impropriety of any type have been made, the perception of a form of favoritism is present.Your ChallengeThe SHRM code of ethics advises HR professionals to “advocate for the appropriate use and appreciation of human beings as employees.” Using this and other ethical guidelines, should you try to influence the CEO’s selection and recommend that the young man be hired over the young woman? Or should you remain silent? What, if anything, is the CEO doing incorrectly or substantively wrong in this hiring scenario if he selects the woman?InstructionsPrepare a 3–4-page plan that states your recommended course of action. Along with your recommendation, include the following: Analyze ethical challenges presented by an HR management situation. What are the ethical implications for the actions you would take in this scenario? What consequences could occur if you did nothing?Describe key ethical factors considered in the formulation of a proposed HR solution.What is your reasoning for making a recommendation or remaining silent within the context of the SHRM code of ethics? Use references to support your perspective and response to the SHRM code of ethics and this scenario.Explain any legal considerations for the selection function presented by an HR situation.Explain the role of the HR practitioner in advancing a proposed HR solution.Briefly explain the role you will take to influence the eventual outcome. Consider aspects of leadership, negotiation, and consultation. Discuss the application any SHRM behavioral competencies to the process of solving an HR challenge.Which SHRM behavioral competencies do you think are most directly applicable to a successful resolution of this challenge, and why?Additional Requirements

The deliverable for this assessment applies professional skills in HRM to workplace situations that you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:Length: Your plan should be 3–4 typed, double-spaced pages, plus the cover and resources pages.The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.The last page should be the reference list.Organization: Make sure that your assessment writing is well organized, using headings and subheadings to organize content for the reader.Font and font size: Times New Roman, 12 point. Resources: Use 2–8 references from both trade publications and peer-reviewed articles.Evidence: Support your assertions with data and/or in-text citations.APA formatting: Resources and in-text citations are formatted according to current APA style and formatting.Written communication:Support main points and recommendations with relevant and credible evidence. Address the appropriate audience, using familiar, discipline-specific language and terminology.Use spell-check and other tools to ensure correct spelling and grammar. Note: Faculty may use the Writing Feedback Tool when grading this assessment. The Writing Feedback Tool is designed to provide you with guidance and resources to develop your writing based on five core skills. You will find writing feedback in the Scoring Guide for the assessment, once your work has been evaluated.Portfolio Prompt: You may choose to save this learning activity to your ePortfolio.Competencies MeasuredBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies:Competency 1: Analyze the ways in which the human resource function contributes to individual and organizational performance. Discuss the application any SHRM behavioral competencies to the process of solving an HR challenge.

Competency 2: Analyze the impact of the legal environment of human resource management policies and practices. Explain any legal considerations for the selection function presented by an HR situation.Competency 4: Apply the ethical standards of the profession to human resource management policies and practices. Analyze ethical challenges presented by an HR management situation. Describe key ethical factors considered in the formulation of a proposed HR solution.Competency 5: Analyze the strategic and operational roles that a human resource practitioner plays within an organization.Explain the role of the HR practitioner in advancing a proposed HR solution.Competency 6: Communicate clearly, accurately, and professionally in the human resource management field.Support main points and recommendations with relevant and credible evidence.Address the appropriate audience, using familiar, discipline-specific language and terminology.ReferenceSociety for Human Resource Management. (n.d.). Bylaws & code of ethics. Retrieved from http://www.shrm.org/about/Pages/code-of-ethics.aspx