Unit II Unit II MBA 5652 Research Methods LaTonya Whitaker January 27, 2015 1 Unit II 2 Request for long term care surpasses the quantity of skilled employees who can bring those resources, subsequent in austere labor force deficiencies. The lack of nurses and paraprofessional employees who deliver most of the care in the nursing home locations is established in health care service supports that deliver home and community based care. Most aided care sites within the United States do not have enough skilled employees to deliver the basic care of their inhabitants, examination by the Center for Medicare Advocacy discovered that he federal implementation system quotes very little locations with staffing deficiencies and often is not applicable to any monetary consequences even when it finds the locations is not maintaining adequate quantity of workers to follow lowest required federal rules. In order to be able to reach a resolve to the issue you have to be able to know how the problem was first brought to be recognized. Most assisted living homes within the United States do not have enough qualified staff to provide the basic care of their residents, analysis by the Center for Medicare Advocacy finds that he federal enforcement system cites very few locations with staffing deficiencies and often does not apply any monetary consequences even when it finds the locations is not operating required quantity of employee to follow lowest authorized federal guidelines. Development of workforce to ensure that assisted living homes will be well operated in the coming years through training in the technical, vocational, and high school settings is important as an action plan to keep a continuous workforce for the forthcoming needs of assisted living home inhabitants. Unit II 3 Presently over 90% of certified assisted living homes are equipped with an satisfactory quantity of employees to meet the federal government guidelines. Abrupt turnover among home care employees also adds to the unpredictable and insufficient employment heights. Yearly turnover rates of Certified Nursing Aids loom 100% percent in assisted living homes. In at home health care the rate is over 20% and for nurses coast-to-coast is 28%. Other influences such as migration designs, other service jobs in the retail and service industry providing more benefits at the same rate of wage also deter the capability of long term nursing home care to entice new nurses and paraprofessionals. \"Many researchers and practitioners agree that a failure to consider such factors can result in a failure of professionals to intervene when intervention is required, interventions that are unresponsive to the needs of the elderly, and unsuccessful outcomes.\"(Moon,2000) The nurses, certified nursing assistants and licensed practical nurses, have a multi-tasking roles as staffs of the nursing home industry by functioning with doctors, other staff, technology, and building a close bond with patients and their families' members which is not something that is obligatory in other service businesses. In order to be able to ensure we are capable of keeping up with the work force necessities. In order for steps to be taken what can we do to ensure to not only meet the federal requirement for care of our inhabitants but to also ensure we are able to keep an involved staff of employees whom are ready and willing to take care of all of the inhabitants in a reverent custom? The examination shows it is understaffing at assisted living homes is due from unenthusiastic, younger generation/entry level work or if the nursing home businesses fail to offer the training and support essential to keep the staff at acceptable levels. Other factors research shows that if the managers use their authority to Unit II 4 delegate the errands to cover all the needs of inhabitants or if staff is not performing due to not being interested through benefits and pay. Without a clear definition of elder abuse several underlining themes have prevailed such as physical, sexual, verbal, psychological, social, and spousal abuse, financial exploitation, and neglect and self-neglect. So many staff are unclear of it is acceptable by federal guidelines, what is best practice, or what is against the law. To provide care you must have the minimum credential as Certified Nursing Assistant (CDA) although the training is an excellent starting point however it is a lot of clinical instruction and not as much instruction on dealing with memory loss, feedings, emotional distress, and family dynamics. The Affordable Care Act (ACA): Section 6121 requires that CMS guarantee nurse aides obtain regular training on how to care for inhabitants with dementia and preventing abuse. \"Training is necessary to ensure that employees and managers can recognize potential ergonomics issues in the workplace, and understand measures that are available to minimize the risk of injury.\"(OSHA, 2003) Low wages and tiring work have always been problems to hiring and retaining skilled workforce in assisted living homes. Assisted living homes may use Hand in Hand as their training tool to meet necessities for yearly nurse aide training on dementia care and abuse prevention, but are also no cost to use other assets. Near-full employment and rigid opposition for novice level employees in the last era have worsened the state. There are other jobs available that require less physical demands and not as zealous as the job in the medical field taking care of patients can be so it make the job have far less of an appeal compared to others. Unit II So we are back the question being asked. Is there anything we can do to ensure that we are capable to keep up with the staff necessities to not only meet the federal requirement for care of our inhabitants? The problem has been clearly stated we just do not have enough skilled employees to take care of the inhabitant in assisted living locations. The issue could be solved with maybe more appeal added to the job and more training being given to employees when in the position to turn what may appear to be a burden to a more appealing position. 5 Unit II 6 References Guidelines for Nursing Homes - Occupational Safety and Health ... (2003). Retrieved January 27, 2016, from https://www.osha.gov/ergonomics/guidelines/nursinghome/final_nh_guidelines.pdf Linn, M.W., Linn D.S., Stein, S. Effect of nursing home staff training on quality of patient survival. International Center of Aging and Human Development. (1989) vol.28 page 4 Moon, A. (2000). Perceptions of Elder Abuse among Various Cultural Groups: Similarities and Differences. Retrieved January 27, 2016, from https://www.questia.com/read/1P3-59724438/perceptions-of-elder-abuse-amongvarious-cultural Phillips, B. R., Kemper, P., & Applebaum, R. A. (n.d.). The evaluation of the National Long Term Care Demonstration. 4. Case management under channeling. Retrieved January 27, 2016, from http://www.ncbi.nlm.nih.gov/pmc/articles/PMC1065489/ Weekly Alert: (2006, September 21) The new nursing home quality campaign: dj vu all over again. Retrieved January 27, 2016 from: http://www.medicareadvocacy.org/InfoByTopic/SkilledNursingFacility/SNF_Qual ityCampaign.htm. RUNNING HEAD: 10-question questionnaire based on your proposed research problem 10-question questionnaire based on your proposed research problem Questionnaire 1 Introduction The further down questionnaire is comprised of about 10 questions that narrate to a preceding job or present job that has instigated a transformation in your well-being or health in addition to attitude headed for that job because of the operational hours. The motivation behind this review or survey for the research paper of these questionnaire is to accumulate data from an assortment of representatives/workers for examination that clarifies the impacts on representatives who have worked hours longer than the normal and how it can harm the health of a person, as well as their nature of work all through the working day. With the data we would like to accumulate, this can then be accounted for to bosses who are worried about the health and welfare of exhausted workers of the department. The inquiries underneath ought to take roughly 10 minutes to finish, however please take any extra time expected to leave remarks in the clear area toward the end of the review/survey. We promise that the inquiries you reply, and any extra remarks, will be classified and won't be appeared to anybody other than those of us who need get to that are directing the exploration.[ CITATION une \\l 1033 ] Questionnaire of the research survey 1. "Have you had an occupation that made them work extend periods of time which brought about an adjustment in your well-being and state of mind towards that employment?" 2. "How long did you regularly function in a day at that employment? (Circle one)" a. \"less than 8 hours\" b. \"8 hours\" c. \"more than 8 hours\" 3. \"How long amid the week did you work? (Circle one)\" a. More than 5 days b. 5 days c. Less than 5 days Questionnaire 2 4. \"Did you sense that your work surroundings was hectic? (Circle one)\" a. No b. Yes 5. \"Did you sense as however you had an equilibrium amid your work lifecycle and individual life? (Circle one)\" a. No b. Yes 6. \"Do you realize as however your job effort quality or ethic was exaggerated due to the profession? (Circle one)\" a. No b. Yes 7. \"Did you sense as yet the vacation period you were chosen was satisfactory seeing the total of hours you functioned? (Circle one)\" a. No b. Yes 8. \"Was there somewhat association abandoned due to your work? (Circle one)\" a. No b. Yes 9. \"Did you encourage any well-being variations like as: weight-loss, weight-gain, augmented stress, resentment, hopelessness and so onwards though at this work? (Circle one)\" a. No b. Yes 10. \"If there were roughly health difficulties that might have happened since of the occupation can you gratify list and elucidate why you trust those well-being complications happened?\"[ CITATION Rah11 \\l 1033 ] Confidentiality/Anonymity Statement Questionnaire 3 Thank you so much for partaking in our reading and we need to promise another time that the secrecy of each above replied questions will be reserved stable and only available to those who really want this material while resounding out the responsibilities of the research. The determination of this assessment is to collect data and evidence from a diversity of workers for examination/research and review that elucidates the effects on workers who have functioned hours lengthier than the regular also, how this can harm, not unbiased the well-being of an individual workers, however, also their worth of labor all over the operational day. The questions that contain the review were chosen both truthful information and additionally the subjective perspectives of the workers. The reactions given to questions or inquiries 3 rd, 2nd as well as 9th give target answers to which our specialists can then sort the remaining inquiries. When we can set up who, out of our over-viewed workers, really worked a non-conventional work routine, we can then start to remove their reactions and perceive how they genuinely felt inside of these progressions. Questions 10 th and 1st likewise, allow the member to talk unreservedly about their occupation and the impact it had on them as they saw it. Notwithstanding the worker's observation, question number 10th requests particular well-being related issues that started amid the season of expanded work. We plan to discover patterns in overworking so as to well-being issues that are brought on a worker to convey to the consideration of the workers.[ CITATION Wil99 \\l 1033 ] Works Cited Ibrahim, R. (2011). Electronic Journal of Business Research Methodss. Academic Conference International. Questionnaire 4 unesdoc.unesco.org. (n.d.). Questionnaire design: Module 8; Quantitative research ... Retrieved from unesdoc.unesco.org: unesdoc.unesco.org/images/0021/002145/214555E.pdf Wilhelmsson, S. (1999). Assessment of Psychosocial Work Environment in Primary CareDevelopment of a Questionnaire. In S. Wilhelmsson, Journal of Medical Systems (pp. 447-456). Sweden: Kluwer Academic Publishers-Plenum Publishers. Mini Project UNIT IV Mini Project Columbia Southern University LaTonya Whitaker February 10, 2016 1 Mini Project 2 The sampling procedures I will be utilizing are \"Convenience Sampling\" for my selected proposal. This specific kind of research is a nonprobability sampling, which involves the answers being drawn from that part of the population, which is close at hand, in other words available and easily accessible. My research will entail exploring ways to reduce high employee turnover with our Certified Nursing Assistants staff at our nursing home facilities. The objective of my research will be to find out if there is any correlation between the CNA turnover and various affecting conditions. 1. Is there a correlation between the CNA turnover and: The shift they work? The floor they work on? The type of residents they serve? (Physical challenged or mental challenged) The support they receive from supervisors? The JAHCO rating of the facility? The support of the contract staff such as food service and janitorial? The training they receive? 2. Description of the employees in the career field: Every Certified Nursing Assistants in every amenity will be analyzed. Certified Nursing Assistants can receive their qualifications while still in primary education school, at a community college or there are a few whom were selected for the position and then received the training a from training based facility. Majority of CNA's are females. Becoming a CNA is a stepping-stone for those looking to pursue career in the nursing field. Mini Project 3 You can come into this field at any time does not matter about where you are in the stage of life. In order to be a CNA you cannot have any physical limitations. 3. Preconception that are likely to occur: Nonresponses - From fear of getting in trouble you encounter some staff member's who choose to not say anything derogatory or positive because of the thought of something negative happening to them. Lack of employees available-If only one shift is given the questionnaire and that shift is doing well it will be biased because the shift that is not doing well gets left out reflecting only positive and not negative. \"Researchers generally use convenience samples to obtain a large number of completed questionnaires quickly and economically, or when obtaining a sample through other means is impractical.\" (Zikmund, 2013) After research through survey's and interviews have been completed the goal would be to find some areas what we can have immediate intervention and halt some of the rapid employee turnover. The company would then set up some long term goals that can also help to continue the Certified Nursing Assistant's working at our facilities providing quality care. These goals would be measured and modifications would be made as facilities began to put the tools in place at their unit. Mini Project References: Farrell, D. (2006 May) The case for consistent assignment in the nursing home setting. Medicine and Health in Rode Island. (89) v.5 pg. 187-188. Goldman, BD. (1998) Nontraditional staffing models in long-term care. Journal of Gerontological Nursing: V. 24pg. 29-34 4 Mini Project Zikmund, W. G., Babin, B. J., Carr, J. C., & Griffin, M. (2013). Business research methods (9th ed.). Mason, OH: South-Western. 5 Unit V Unit V Mini Project Columbia Southern University LaTonya Whitaker February 14, 2016 1 Unit V 2 My research objective is to discover how we can lessen the quantity of employee turnover with our Certified Nursing Assistants in our nursing home facilities. As a leader of the company I would like to find ways to reduce the frequency through more training, amount of pay/benefits, or environmental factors. The quasi-experiment is what I will use for research of my issue. The reason why I have chosen the means of the quasi-experiment was that I will not use a random sample because I need to only obtain information from one specific group of employees that the shortage and turnover of staff is the most troubling. Had I needed to know why we had a lot of turnover of all staff employees I would use a true experiment, which would have randomly assigned groups. My hypotheses before I begin my experiment would be that rate of pay will be a driving factor among all facilities. Although the leadership at each facility will vary greatly and the overall environmental concerns will be different at each location the pay is consistent with only the cost of living of the area making it vary in small degrees. When exploring the variables we must first look at the job duties of the Certified Nursing Assistants. This is a constant variable no matter what location or facility you work the job description is always the same. This would be my dependent variable; we are looking at ways to keep the staff members working for our company doing these tasks as defined in the job description. Using our questions we would look at things such as the amount of pay they receive in relation to the credentials and education that they have. Does the rate go up as more training is acquired or does pay go up just for the amount of years you have worked for company? This independent variable will show if there is an incentive to gain more knowledge to improve your Unit V job performance. We will also explore if in our facilities where the overall satisfaction of our staff with the leadership at that facility is lower or about the same as other facilities. The last independent variable that will be reviewed is the environmental condition of the facility and if that is a concern of these staff members or if no direct impact with Certified Nursing Assistants. As we move through our research we will also investigate extraneous variables such as the physical health condition of our Certified Nursing Assistants focusing on smokers, age, and other physical ailments that could increase rapid employee turnover. Because I am using a controlled group of staff I feel that we can deliver adequate, timely responsive feedback for the purpose of program development and improvement. Since we have ways to compare other already completed research on the environmental condition and leadership quality of the facilities we will be able to pinpoint when that makes a difference in the questions. The relevance of the research is to help us currently and in future planning for the staffing of the growing demand of nursing home care. How to make changes now that will impact the care for seniors whether needed in a facility, community based or in home care. 3 Unit V References Campbell, D.T. & Stanley, J.C. (1996) Experimental and quasi-experimental designs for research. Chicago: Rand McNally College pub. Co. Lincoln, Y.S. & Guba, E.G. (1985) Naturalistic inquiry. Beverly Hills: Sage Publications 4 Running head: UNIT VI MINI PROJECT UNIT VI Mini Project Columbia Southern University LaTonya Whitaker February 27, 2016 Mini Project 2 Requirements for extensive care surpass the supply of the qualified professional workers who can deliver the services leading to the reduced workforce. Lack of enough workers and the professionals in various sectors such as nursing and the information technology provides the community and home based. There are various scales used both the sectors and the guidelines to give the required schedule in the working and staffing techniques. Most employment sectors for information technology and nursing face stiff competition and lack of qualified professionals in the society to handle various problems. The regular function in the employment in the information technology and health sector varies from individuals and most of the employees would prefer the shortest timework frame of eight hours. Some employees would prefer working once or twice a week to enable them schedule their daily routines effectively. Yes indeed, the working surroundings become hectic depending on the corporation of the available individuals and the human resources around to support the development of the purported work related inconcoveniences. It is in fact true that according to the outline profession of nursing and the information technology, then effort quality or the ethics becomes exaggerated because of the sensitivity of the sector. No in fact, the vacation period was not satisfactory for the required total time for there were many things to be researched and gathered within minimal time. Yes it is also true that good health was lamented to individuals such as the weight loss, weight gain, augmented stress, resentment, and hopelessness. Summated scale score of measurement is the most appropriate one to use. Because of the issue, ambivalent respondents will be able to respond differently from respondents with definite tendencies towards the end of a scale or another. Precision is improved and might improve Mini Project 2 further given more options. Therefore, those who feel high can now be different from those with more pleasant feelings. Reliability denotes to the dimension of steadiness of a metric or a method. One-way to estimate reliability is to record its stability. It is called test-retest stability, and it emphases on the spectator and the instrument as possible causes of mistake. Estimation can be by comparing the agreement between different people making a rating. It is called inter-rater agreement. For instance, if different nurses measure a patients' blood pressure, and they get the same reading. Validity is the deductions drawn from the results of a measurement. It is the extent, which a quantity tool determines what it is supposed to measure. There are four kinds of validity: face validity, which establishes that the achievement seems to evaluate the envisioned concept under study. Construct validity ensures tests measure what is intended to. Content validity looks at how well a quantity is able to deliver data to aide in enhancing the program under study. Finally, predictive validity is used to predict future or current performance. Time trials have greater efficacy than time to exhaustion. The test may simulate physiology. There is the need to include measures of skills in such protocols. Sensitivity measures the proportion of positives that are correctly identified such as the percentage of sick people identified as having the condition. It quantifies the avoiding of false negatives. A quantitative value is accomplished by the signal: sound ratio, where the signal is the proportion enhancement and the sound is the CV.Sensitivity is the least modification that can cause the quantity device to reply. If a participation signal modifies by a specific quantity of certain sensitivity, then a modification in the digital information can be visualized. Ethics are guidelines differentiating between two sides. Many societies have ethical norms that are wide-ranging and unceremonious than the rules. Before any strategy, an Mini Project 2 organization must determine where it wants to go and how it will get there (Zikmund et al., 10) which is why most organizations come up with ethics. Concealment, the most frank way of allowing information to record in a smooth method, is to increase access to record information of research. The agreement increase to where the footages and complementing copies are entered into national records. Anonymizing data takes place where significant identification details are removed and replaced with pseudonyms. At times taking away of a lot of elements can diminish the possible of information for recycle. The level relies on the history and condition of the study and the case presented. Research based on a participant free will informed consent is the way it should. It denotes a reliability to clarify what the examination is about and how it will be fulfilled. Members should be conscious of the right of refusal. Explaining details of a research project and the intentions of the study to the participants can make it easier for them to accept or refuse to participate in the research. Mini Project Reference Louise Corti Forum: Qualitative Social Research. Retrieved on Dec 2000 from http://www.qualitative-research.net/public/journals/1/journalFavicon_en_US.gif Zikmund, W., Babin, B., Carr, J., & Griffin, M. (2013). Business Research Methods (9th Ed.). Mason, OH: Thomson/South-Western. 2 MINI PROJECT UNIT VI Mini Project Columbia Southern University LaTonya Whitaker February 29, 2016 1 MINI PROJECT 2 Our company operates nursing home facilities and has found that the turnover among Certified Nursing Assistants has continued to worsen every year at every location. Trying to prepare for future needs along with stopping the exit of the much-needed aides now we are working on finding a solution to the problem. Leaders at the facilities have agreed upon ten questions they feel most important and options that could be changed if there was the need. What is a survey without the important data we are able to squeeze out after collection? Once you have those great responses on hand, it's time to get your analysis on and see what interesting information you have to bite into. Our qestionnaire was relayed to over sixty-five employees receiving back only half by the one week suspense. The employees were instructed on the two options of response to the survey either on the clock, or in the leisure of their home, all of the answers to the survey were controlled online by an uninterested party. The information will be given to the board of the company and they will use many different kinds of contrast to see what modifications from each workplace or from different parts of the city. Our company worked together to formulate the questions for the questionnaire, the uninterested party helped with the wording so that the questions were concise and not hard to read and understand. For the first trial through the information we will utilize a contrast table to compare the different workplaces with the most patient gratification scores to the ones with minimal scores. With hopes going in that the table would display the most job satisfaction among our Certified Nursing Assistant staffing but nevertheless it showed little to no change with contrasting the peak scoring facilities to the low scoring workplaces on how this faction felt about their employment. MINI PROJECT 3 It also seemed that it was in the midst of the recently employed and the older employees in this title that steadiness is missing on all swings, and in all workplaces. When responding to question three: How long amid the week did you work? The employees that responded more than 5 days to this question were positioned at the same workplace. In addition there was more promising reply to question four: Did you sense that your work surroundings was hectic? With this data standing out it clearly showed that these personnel considered the influence of their job at a more significant rate. This data was established at another stage and looked at the turnover of these workplaces and although the rate was constant these employees rarely missed work or had any on the job mishaps. This was a shocker making it the only item that could cause the largest transformation was how employees are set to work. On questions on about the work environment/morale also showed that although everyone complains about the environment but many will not step up to help the issue. Question ten went more in-depth with this question on did you encourage any well-being variations like as: weight-loss, weight-gain, augmented stress, resentment, hopelessness and so onwards though at this work they also had a moderate positive response. The opened ended questions although not every staff member who took the survey answered these we were able to get some insight to what staff felt. Out of the 35 surveys returned only 30 had responses to these questions. These will be the two questions that if we are able to enact some of the ideas we will point out the fact that the changes are directly related to responses from this survey. Another promising aspect of the results of these surveys is now we have a baseline to be able compare future surveys. This survey showed that the leadership is lacking in some areas of our facility and it could possibly be we have highly trained and MINI PROJECT 4 credentialed staff in leadership roles without the right leadership skills. In any business if you do not have the right leaders in charge your company will miss the big picture and become obsolete. References Patton, M.Q. (1997). Utilization focused evaluation, (3rd ed) Thousand Oak, CA: Sage Publications. Zikmund, W.G., Babin B.J., Carr, J.C., & Griffin, M. (2013) Business research methods. (9th ed) Mason OH: Southwestern