discussion comment

Each comment should be no less than 150 words, and use reference to support your ideas[supanova_question]

Must utilize 2 references, 1 peer review no older than 3 years

Must utilize 2 references, 1 peer review no older than 3 years and the other is the course text,

Shi, L., & Singh, D. A. (2019). Delivering health care in America: A systems approach (7th ed.). Jones & Bartlett Learning. 

Please provide a 2-3 paragraph, APA 7th ed response to the following:

   Advanced Practice Nursing has been developing to expand the nursing role to include more responsibility and professional autonomy (Fealy et al., 2018). These roles, including Advance Nurse Practitioners (ANPs), have different restrictions depending on the state and facilities in which practice takes place. ANPs are defined as nurses who have received education and experiences that reach beyond the tasks and knowledge of Registered Nurses (Shi & Singh, 2019). Many barriers have been identified that hinder the growth of this role and the responsibilities that these individuals have. Fealy et al. (2018) created an article explaining barriers to fully utilizing the full scope of practice for ANPs. This article talks about how the emergence of ANPs can create more opportunities and access to healthcare. Barriers and enablers are identified that impact the expansion of this role. Two of the main barriers identified by Fealy et al. (2018) are education/training and pushback from other independent practitioners in other fields.

            Every skill performed by a nurse at any level must first be taught, and many of these require validation of some kind. This is especially true for ANPs. These nurses require training in advanced clinical skills that apply to primary, secondary, and tertiary care and prevention to patients (Fealy et al., 2018). ANPs must obtain training and education on all aspects of care to be provided. According to the Alabama Board of Nursing, if an ANP such as a Nurse Practitioner does not have proficiency in an area, the ANP is responsible for obtaining the correct training, and supervision required prior to independently performing the procedure (ABN, 2019). This can become a barrier because the ANP must identify where to obtain this education and must also find another provider with qualifications, willingness, and time to validate on the procedure. This can ultimately cause a delay in care. Other aspects of education and training that can be barriers are cost and time (Fealy et al., 2018). Balancing work and schooling is difficult, as the ANP must have a way to pay for school.

            The second identified barrier is pushback from other independent practitioners such as physicians. According to Fealy et al. (2018), this pushback can stem from potential overlap between scopes of practice in different professions. Some physicians do not want to have toes stepped on by others, or to give up control of certain aspects of care. Additionally, physicians responsible for the ANPs may have concerns about legal liability (Fealy et al., 2018). ANPs must have a collaborating physician in the state of Alabama (ABN, 2019). This means the physician is ultimately responsible for the actions of the ANP, understandably causing hesitation. This is intensified when physicians are collaborating with more than one ANP.

            Though the roles and responsibilities of ANPs are still evolving, there are many obstacles to overcome to achieve the ability to utilize the full scope of practice. In addition to the two discussed above, one that causes the most variation is the differences in what is allowed at each facility and population. Protocols for ANPs are determined not only by the Board of Nursing, but are further filtered by the approval of the practice site and the population being cared for (ABN, 2019). There is much discussion to be had on this subject and much potential growth. Ultimately, the expansion of these roles can help increase access to healthcare to many patients not only in hospitals but also in primary care settings (Shi & Singh, 2019).



ABN. (2019). Advanced Practice Nursing. abn.alabama.gov. https://www.abn.alabama.gov/advanced-practice-nursing/. 

Fealy, G. M., Casey, M., O’Leary, D. F., McNamara, M. S., O’Brien, D., O’Connor, L., Smith, R., & Stokes, D. (2018). Developing and sustaining specialist and advanced practice roles in nursing and midwifery: A discourse on enablers and barriers. Journal of Clinical Nursing, 27(19-20), 3797–3809. https://doi.org/10.1111/jocn.14550 

Shi, L., & Singh, D. A. (2019). Delivering health care in America: A systems approach (7th ed.). Jones & Bartlett Learning.[supanova_question]

3 Proactive Vs. Reactive Nike is among the best examples of companies


Proactive Vs. Reactive

Nike is among the best examples of companies that took a proactive stance in times of crisis. The company had to respond to critics against labor conditions in their supply chain. It decided to slash the international workforce to cut down on its labor costs. However, its response repositioned it to a sustainability leader and improved the industry’s benchmarks (Moore and Lakha, 2016). Notably, the company responded by releasing the company’s global database of almost seven hundred and fifty factories globally. It moved from denying allegations of responsibility for inhumane working conditions to leading other firms in disclosure.

A clear example of a reactive response is Cracker Barrel’s crisis management in 2017. the restaurant faced a crisis of inhumane conditions where the plaintiff, brad, complained after his wife was fired after working in the restaurant for over twelve years. The restaurant decided to keep quiet, never addressing the hashtag movement or Brad’s wife. Cracker Barrel’s social media was littered with all sorts of insults, but they decided to go silent on the matter. The latest financial news suggests that they have already made a comeback.

Proactive is a more efficient rationale in crisis management. When organizations decide on or voluntarily take a proactive measure, they offer goodwill among their customers (Hough & Spillan, 2015). Moreover, the kind of stance retains a good rapport the company has always worked hard to build and at the same time retains their valuable customers that it has spent time to acquire. It is easier to keep original customers and get new ones when the adoption of proactive stances is evident, just like in the case of Nike.


Hough G., Spillan J (2015). Crisis planning; increasing effectiveness, decreasing discomfort. Journal of business and economics research, 3 (4), 19-24. Retrieved on 19th august 2021

Moore T., Lakha R (2016). Tolley’s handbook of disaster and emergency management; principles and practice. Oxford, UK.Butterworth-Heinemann. Retrieved on 19th august 2021.[supanova_question]

discussion comment

Writing Assignment Help Each comment should be no less than 150 words, and use reference to support your ideas [supanova_question]

film report

Please integrate feedback from us into your film report. The film report asks you to compare two films shown in class with a specific analytical angle and a persuasive argumentation. The argument and comparability (why the two films are comparable) need to be stated clearly at the beginning of the report. Please refer to the grading rubric down below to guide your writing. At least two academic sources are required in your report. Requirement What to write: discussing one burgeoning theme or phenomenon of Chinese cinema by comparing two or more films watched in class. The two films may have some levels of similarity in themes and/or cinematography.  Format: the film project can be finished in the form of a written report or a video report based on the proposal. If finished as a written report: the report itself needs to follow the basic essay format, with a title, a clear argument, detailed examples and analysis to support the argument, and a conclusion. In-text citation and bibliography are required for the group report. The length should be at least 1500 words (excluding bibliography), 12 font size, double spaced, Times New Roman.[supanova_question]

Hello, You are required to write a reply to the students post.


You are required to write a reply to the students post. Below you will see the assignment and below that will be the students post

The assignment from instructor

Today, research is proving more and more that healthcare leaders need to recognize the connection between employee health and productivity. Investing in human workforce health initiatives may result in overall cost containment.

Read the following article from the World Economic Forum – Ward, G., Emmanuel De Neve, J., & Krekel, C. (2019.). It’s official: happy employees mean healthy firms. (Links to an external site.) World Economic Forum. https://www.weforum.org/agenda/2019/07/happy-employees-and-their-impact-on-firm-performance

Answer the following:

Choose a workforce health issue example, describe this issue and then describe its impact on workplace productivity.

What key performance indicators can be used in your example to measure the correlation of employee health outcomes to worker productivity?

If you were the Vice President of Human Resources at an acute care hospital, how would you describe the business case for workplace health?

Where do you see this health and productivity correlation going in the future?

Here is the students post

Jennifer Fryer

Aug 23, 2021Aug 23 at 8:05pm

Manage Discussion Entry

One workforce health issue is mental health. Mental health can lead to employees not being engaged with their work and coworkers, lack of effort in their work, failure to follow through with tasks they are assigned, and missed work due to struggles that keep them from managing to get up and moving (Goetzel et al., 2018). When a team is depending on each other, and their coworker is dealing with the health issue of mental health, it can lead to the employees feeling like they cannot rely on their coworker or that they have the extra work as a burden in addition to what they are already doing. In a company, when employees are not working at their most optimum ability, it can affect the output for the company. 

Staff turnover is a key performance indicator that can be used in my example. When one’s mental health creates difficulty in showing up for work, issues with coworkers can create a negative atmosphere. When there are negative atmospheres in the workplace, it can lead to staff turnover because employees become less invested in their work and being in their place of work (Ward et al., 2019). Additionally, this also aligns with employee productivity. When productivity lowers or becomes seriously lacking, the financial outcomes are affected because of a lack of productivity. 

According to Sadler et al. (2008), business care is essential in a hospital because well-designed facilities, safety, and quality for patients, families, and staff benefit from it. When a hospital is well-designed and easy to navigate and where families feel safe, it can positively affect the hospital. When thinking about mental health, when staff feels safe can help with some of the stressors/causes of one’s mental health. Pay-for-performance rewards hospitals for their quality care which refuses to pay hospitals for harm caused to patients, emphasizing the need for business care (Sadler et al., 2008). Furthermore, when building new hospitals, those at the top need to consider if the design innovations optimize patient safety, quality, and patient satisfaction, and workforce satisfaction; business care analysis helps those in charge look for ways to improve operating savings and the market share effects of the design interventions along with the initial capital costs (Sadler et al., 2008). 

When employers recognize how the health of their employees affects the production output for the workplace, I can see how employers will put programs in place to help with those health issues that the employees are dealing with. This can be by bringing community health organizations into the workplace by offering yoga or ways to meditate to focus, which can help with mental health and other workforce health issues such as excessive stress or hypertension. Providing employees time in their day, before or after work, can support the employees. Additionally, having a gym onsite at a workplace can also provide a way for employees to have another avenue to take care of their well-being, which can help with their mental health, stress, and even hypertension. When these health issues can be lessened or eliminated in some instances, it can help the employees’ productivity in their workplace.


Goetzel, R., Roemer, C., Holingue, C., Fallin, D., McCleary, K., Eaton, W., Agnew, J., Ballard, D., Bartlett, J., Braga, M., Conway, H., Crighton, A., Frank, R., Jinnett, K., Keller-Greene, D., Rauch, D., Safeer, R., Saporito, D., Schill, A., … Shern, d. (2018). Mental health in the workplace a call to action proceedings from the mental health in the workplace. Journal of Occupational and Environmental Medicine:, 60(4), 322-330. https://doi.org/ 10.1097/JOM.0000000000001271

Sadler, Blair & DuBose, Jennifer & Zimring, Craig. (2008). The business case for building better hospitals through evidence-based design. HERD. 1. 22-39. 10.1177/193758670800100304. 

Ward, G., De Neve, J., & Krekel, C. (2019).  It’s official: Happy employees mean healthy firms. LSE Business Review. https://www.weforum.org/agenda/2019/07/happy-employees-and-their-impact-on-firm-performance