Interplay of Administrative Capability, EQ, and OD Practices

The Provincial Government of Nueva Vizcaya is known for its vision to network partnership with all sectors to be able to improve the quality of life and conditions of every Novo Vizcayano and to make them globally competitive. The economic growth of the province can be traced to the governance that they have since they were very fortunate to have been assisted by USAID through the Governance and local Democracy Program. With this, the researcher was motivated and inspired to conduct this study, to look into the different organization development practices of its leaders, and to make a comprehensive analysis on the existence of correlation between their emotional quotient competencies and administrative capability.

The researchers, who are also members of the social development committee of the province and active community development organizers, believes that organizational excellence begins with the performance of people. It is what people do or do not do that ultimately determines what the organization can or cannot become. It is the members' dedication and commitment to organizational purposes that make the necessary contribution. This research endeavor is also guided by the concept advanced by Martires (1993:39) that the attainment of goals depends on the willingness of people to make the necessary contributions. The performance of people is the true benchmark of organizational performance which can be equated with the administrator's capabilities.

Employing the descriptive type of research utilizing the correlation method, this research study involved a total of 59 division chiefs and administrators, and 11 members of the Provincial Legislative Body of Nueva Vizcaya as respondents through scientific sampling procedure. In the analysis of data, appropriate statistical procedures were utilized.

Salient results show that majority of the respondents are 40-59 years old, appointed, have a salary grade of 20 and above, bachelors degree holder with masteral units, 20 years and above in government service, have attended 20 and above trainings and seminars, and are members of the Roman Catholic Church.

The overall perception of the respondents of their administrative capability registered a grand mean score of 4.26 with a qualitative description of "often". The respondents always manifest visioning skill, team building, and decision-making as administrative capability and often manifest communication management as dimension of administrative capability.

Moreover, the respondents perceived that they have an "optimal" intentionality (4.34); creativity (4.39); integrity (4.01); and constructive discontent (4.45). They also have "proficient" resilience as dimension of their emotional quotient competencies as evidenced by the grand mean of 3.65. On the other hand, the same group of respondents under study perceived that they have an excellent organization development practices along people (4.57); strategy (4.62), technology (4.75), empowerment (4.56), work ethics (4.38), goal setting (4.52), products and services (4.46), and quality of work life (4.68). They also have a very good organization development practices along structure (4.34), and change management (4.34). Their grand mean score perception of 4.52 reflects that they have "optimal" organization development practices.

Further analysis of data shows that there are no significant differences in the respondents' mean score perceptions of their administrative capability when grouped according to position (t=1.26), salary grade (F=2.98), and religious affiliation (t=1.09) because their computed mean score differences are lower than their critical value. However, when the respondents are grouped according to age, educational attainment, years of government service, and number of trainings and seminars attended, there exist significant differences on their perceived administrative capability, because the computed F-ratio of 5.27, 4.73, 6.01 and 3.90 respectively, are very much higher than the critical value of 0.05 level of confidence.

It is also noted that there are no significant differences in the respondents' mean score perceptions of their emotional quotient competencies when grouped according to position (t=1.53), salary grade (F=3.07), number of trainings and seminars attended (F=2.89) and religious affiliation (t=1.62) because their computed mean score differences are lower compared to their critical value at 0.05 level of confidence. However, there exists a significant difference in the perceived emotional quotient competencies of the respondents when they are grouped according to age, educational attainment, and years in government service as evidenced by the computed F-ratio of 4.28, 5.72, and 3.35 which are very much higher compared to their critical value at 0.05 level of confidence.

There is a very high positive correlation between the perceived administrative capability and emotional quotient competencies of the respondents as shown in the computed correlation coefficient of 0.864 with 74.6 percent as coefficient of determination. A very high positive correlation between the perceived administrative capability and organization development practices of the respondents was also observed as shown in the computed correlation coefficient of 0.762 which is significant at 0.05 level of confidence with 58.06 as coefficient of determination. Finally, there is a very high positive correlation between the perceived emotional quotient competencies and organization development practices of the respondents as reflected by the computed correlation coefficient of 0.891 which is significant at 0.05 level of confidence with 79.38 as coefficient of determination.

The Local Government Unit of the province of Nueva Vizcaya should strive to conduct several and continuous organization development programs like conferences, symposia, seminars, and in-service trainings to tackle issues on emotional intelligence, administrative capability, and organization development. An intervention or development program on the sustainability of administrative capability and emotional quotient competencies was proposed to the local government officials of Nueva Vizcaya and it was integrated as a regular activity of the Provincial Human Resource Management Office. Strengths and weaknesses identified from the dimensions of the main variables considered in this research investigation also served as basis for developing criteria for the selection of candidates to main key positions in managing the affairs of local government unit. Further studies on emotional intelligence, administrative capability, and organization development maybe conducted in other local government units in the country and among ASEAN nations using the same instrument, purposely to cross validate and enhance the veracity of the data gathered through the research instruments used in this study.

Carlo Fonbuena Vadil, DPA

Depression Era Lessons For Today's Entrepreneurs

The vast majority of an educated modern populace has developed a pretty vivid tapestry of what life was like during the "Great Depression". The visions of struggling dirt farmers like the Joad's in Steinbeck's "The Grapes of Wrath", the big city soup lines, the tent cities for thousands of homeless and photographs of men selling apples on street corners have burnished in many of us a searing image of hopelessness and despair.

Today, the United States is sharing the most serious economic malady since the "Great Depression" with countries all over the world. While not approaching the absolute calamity of the 1930's, the damage done to our wallets and psyches is nevertheless daunting and bruising. Businesses, organizations and individuals are understandably fearful and have curtailed spending in lieu of conserving capital. Risk taking, the key to maximizing gain, has been virtually shut down. Small business growth and development has been strangled. Entrepreneurs have hunkered down, fearful of the vagaries of a marketplace that seems to have no stomach for new products and ideas.

In times like these it pays to study the lessons of history. The Great Depression was bleak for so many, of course. Nevertheless, it was actually a fertile era for creativity and entrepreneurial activity.

People were desperate to make every purchase count, to leverage every dollar spent and obtain maximum value. The result was that an exciting array of creative breakthroughs came to market to satisfy the greater demand for economy.

The importance of consumer advertising was magnified and became a much more critical tool utilized by packaged goods manufacturers to woo value conscious consumers. Heinz ketchup, Palmolive soap, Campbell soup, Westinghouse appliances, Revlon and Max Factor cosmetics and Hormel Spam enjoyed an explosion of growth created by new sales promotion concepts. Billboards, mass advertising, coupons and sampling became ubiquitous. Local, regional and national agencies evolved to assist manufacturers in promoting their products in new, exciting ways. Barn advertising for tobacco products and Burma Shave road signs added needed revenue to beleaguered farmers and roadside landowners.

The Studebaker Motor Company had evolved from a 19th century maker of hand carts and wheelbarrows to a struggling auto carriage manufacturer. The Company enjoyed modest success until the Great Depression. Recognizing opportunity, Studebaker went back to its roots as a maker of work conveyances and began to produce the Studebaker paneled work truck. At a price of around $600, this workhorse vehicle enabled thousands of laborers, handymen and small contractors to eke out a living hauling, building and scratch farming.

The ball point pen, nylon, the radio, radar, the Land camera, the photocopier, sticky tape, the television, FM radio band, the helicopter, the jet engine and the electric razor are only a few of the inventions that were perfected and came to market during the 1930's. Inventors did not stop their pursuit of fresh, valuable innovations. They seized the reality they were confronted with and targeted practical solutions to problems that needed to be addressed at that time.

The same opportunity is available today. The opportunity to create products or services that offer great utility and excellent value is appreciated by the consumer more than at any time in recent memory. There is a rush to basics, store brands, no frills products that perform and are sturdy. The inventor that can address these contemporary needs will find a willing acceptance from investors, consumers and retailers.

There is never a better time than NOW to launch a product, start a business or license a product. This is true when markets are booming, or when the economy is in a trough. There are always excuses made for not making a sale, not closing a deal or not taking that chance, that chance that can change one's life. Every economic age offers the opportunity for success for those willing to address real needs with inventiveness. History offers us plenty of proof.

Hiring Heaters for Care Homes and Nursing Homes

Hired heaters can literally save lives

During a particularly cold snap, heating at a home can prove inadequate. This is where the option to hire additional portable heaters (to supplement an existing system that is probably running over and above capacity) can literally prove 'a life saver', particularly at weekends when an oil supply for a fixed system can run out, with no prospect of supplies being replenished until the following week.

Some of the more serious cases of care homes being left without heat, have been documented by the media: they often involve heating failure over a bank holiday or Christmas and leave residents wearing body warmers, fleeces and blankets around the clock.

While there is no strict minimum temperature to be provided for residents or patients at UK care homes or nursing homes, Health and Safety Executive guidelines state that managers have a duty of care towards people on their premises, this includes the provision of reasonable heat.

The elderly need not be without heat

With the elderly often being frail and susceptible to illness (particularly chest-related illnesses, when temperatures dramatically fall), any heating failure at a care home is particularly worrying.

The tragedy of it all is that in the vast majority of cases one phone call to a heater leasing specialist who operates a 24/7 emergency call-out service could immediately solve the problem.

In such situations, small heaters (e.g., oil-filled radiators, 3kW DE-25 units...) would be used as they are unobtrusive, have simple controls, are very safe, and are easily powered (most portable electric hired heaters work off a standard 13a 240v power supply).

Heater hire engineers will situate the rented heaters safely, ensuring that supply cables will not be a trip hazard for residents with vision or maneuverability challenges.

Hired mobile heaters can be used to heat large rooms and communal areas as well as individual bedrooms, so everyday life at a home could continue without upheaval or upset being caused.

How contingency plans can mean peace of mind

Premises managers can safeguard themselves against the consequences of a heating system failure in winter by formulating a contingency plan with a heater hire specialist, during the autumn months. As part of the plan, the specialist will perform a site survey. They will consider factors such as: their fastest possible response time, access to the building, available power there, budget, etc., and will then be thoroughly prepared and primed to respond immediately to an emergency call-out.

The many benefits to hiring heaters

As well as being the ideal emergency back-up option, leased portable heating units are energy efficient, environmentally-friendly, and can be:

Used immediately;

Easily stored;

Rented on a short contract basis;

The perfect stop-gap between the removal of an existing (fixed) heating system at a care home or nursing home, and the installation of a new one;

Added to an existing heating solution when extra heating is required.
Portable heaters can also be hired during planned servicing or maintenance work to a fixed heating system at a care home or nursing home, of course.

Specialists will pull out all the stops

Specialist heater hire companies recognise just how vital it is that care homes and nursing homes are properly heated in winter, and so will offer a 24/7 service in order to provide a stop-gap heating solution until a built-in heating system at a home is repaired and operating fully again.

Renting or Buying Retirement Homes in Victoria

Retirement is one of life's most anticipated milestones but it may also come with a daunting to-do list of decisions that need to be made. You've probably already given much thought to location and whether you want to remain where you are or relocate, and then there's the question of where to relocate to!

In considering Victoria, BC as a place to spend your retirement, you probably already know that the climate is as close to 'Mediterranean' as it gets in Western Canada. Temperatures are rarely hotter than 30C in summer and dip to -5C an average of less than 5 nights per year. Researching and settling on a community you would like to be a part of is another major consideration.

Buying retirement homes in Victoria

Single Family Home
If you're considering purchasing a retirement residence in Victoria BC, the Realty Times website has some stats that will help you know where prices are at right now. Posted on September 1, 2011 - the average price of a single-family home in Greater Victoria in August was $652,841 and that's up from $581,117 in July. The median price increased to $547,000 while the six-month average increased to $621,960.

Condo and Town-home Average Price
The average price of condominiums in August declined to $271,500 and the average price of town-homes sold last month increased to $437,079 from $412,178 in July. The median price increased to $416,700 while the six-month average also increased to $446,135. MLS sales last month included 307 single-family homes, 128 condominiums 68 town-homes and 15 manufactured homes.

Victoria Real Estate Board President noted in the post on the Realty Times website, that the increase in market activity is positive news as it reflects ongoing stability in the real estate market.

Renting a retirement residence in Victoria

There's a strong demand for rental accommodation in Victoria BC and even though rents have gone up they're still low in comparison to other major centers across the country, says Travis Archibald, senior market analyst for the Canadian Mortgage and Housing Corporation in a comment to Trans-Canada Rentals. Regarding Victoria specifically, Archibald commented that according to recent numbers from a Spring 2011 survey, rents are up 1.2 percent from April 2010 to 2011 and the provincial average rose by 1.5 percent.

With specific attention given to senior living in Victoria, located centrally on Blanshard Street in Victoria, the Wellesley was originally designed for Independent Living but in recent years Assisted Living suites have been added, enabling residents to receive the assistance required to remain independent. Care services include assistance with daily living activities, housekeeping, laundry service, meals, transportation services and 24-hour supervision. The minimum monthly rate being $2150

Another featured property in Victoria BC is The Victorian at McKenzie. Located on beautifully landscaped grounds in sunny Victoria, you'll fall in love with the quiet elegance and serenity of The Victorian at McKenzie. Since 2002, we've served Victoria-area seniors with outstanding independent senior living. Our residents enjoy a safe, carefree and all-inclusive lifestyle in a community that feels like home. Residents appreciate the convenience of being just minutes from shopping, restaurants and excellent healthcare. If you're in the mood for adventure, you won't want to miss exploring Fort Rodd Hill and Fisgard Lighthouse, Canada's oldest Chinatown, the Historic Fairmont Empress Hotel and the Galloping Goose Nature Trail. Friendly live-in managers are waiting to greet you and conduct your personal tour. Care type categories are: Independent Living, Home Care, Residential Care Homes, Retirement Homes. The Minimum Monthly Rate: $1995

Home Based Business For Nurses

A great home based business for nurses where you can still care for people and stay in the health and wellness industry. Many work at home nurses that come to us for a legitimate work at home business, come to us with similar scenarios. First of all, it is safe to say that most nurses got into their profession because they love caring for people. The nursing profession provides quite a variety of different areas in which nurses can care for others, such as clinics, outpatient, long term care, assisted living, community-based as well as hospital, which has many different specialities in itself. Some of those nurses, however, do go through burnout due to one scenario or another and are looking for something similar, where they can still care for people, but have greater control over their personal life, hence, they find us.

Burnt Out Nurses. Can you relate to one of these scenarios?

• You got into nursing years ago because you wanted to help people and this provided so many different ways you could do so and a work at home nurse was not even thought about. You started off enjoying what you did for the most part. Your career was rewarding and you did see some fruit from your labor in appreciative patients and relieving stress for others going through difficult personal health situations. To make ends meet, you had to work a lot even though you really wanted to spend more time with your children. Day after day, year after year of taking care of others in need and in crisis starts to wear on you emotionally. You are so drained at the end of your work day, you have little energy for the ones you love. This too wears on you, but you have bills to pay and no choice, but to work 40-50+ hours a week, week after week. You are burnt out, but still want to help people, but on the terms that allow you to take care of yourself and your family.


• Maybe a scenario you can relate to better might be that you got into nursing years ago because you wanted a rewarding profession that contributes to the lives of others. You work hard at being excellent at all that you do in your nursing career. You wouldn't want to work at home as a nurse because you want to be right in there. You are energetic and diligent in your career. You do your continuing education on a regular basis. You keep up on all the newest things related to the area of nursing you are in. Most people seem appreciative, but some are eager to blame their troubles on others and you worry it may be you. You constantly worry that despite your painstakingly careful approach to your duties, that you may lose focus, maybe come to work a little tired because you were up all night with the puppy or child, and the dreaded thing happens, you make a mistake. Not only do you have to live with the guilt of altering someone's life in a negative manner, but you now are being sued. The years of stress worrying about this has been overwhelming.


• Another scenario might be that when you got into nursing years ago, it was portrayed as a profession that you could get a job anywhere, anytime, although work at home nurses may not have existed. This may have been true then, but maybe not now. Maybe the direction you took your career limits your places of employment. Besides, the health care industry, in general, has gotten so regulated that it makes is nearly, if not, impossible to meet all regulations. The area of nursing you are now in is okay, but just lacks its appeal that it once had. You are a professional and love caring for others, but all that you have to deal with to do that, makes it more stress on your life than you think you can take anymore. You would like to be calling the shots and running things in a way that truly is effective in helping people, but without all the corporate nonsense that will not allow you to properly take care of others.

What Are Many Nurses Looking For In A Work At Home Business

Basically, many nurses now are looking for work at home businesses where they can still care for and help people, but be able to work at home, spending time with their families, where nobody can sue them for mistakes, not have sore feet every day and provide a good income for their families. All the while, developing their businesses like they want, doing the things they enjoy and seeing lives change in the process. Being able to work as hard as they want and work smart, so that their rewards are not just in helping others, but helping themselves and their families as well.

There are a lot of good nurses out in the work force and we need you there as nurses are the glue that holds things together. If, however, you are at a place in your life where you are just a bit burned out and ready for a change, start investigating other options that support you emotionally. You might consider a health and wellness company where you can work from home, allowing you the freedom of working from home, but still in your line of interest. There are businesses that you can build totally online and/or offline with successful leaders. There are a variety of ways you can choose. Good solid work will bring you a fantastic income and you can enjoy yourself and your family while doing so. There are many "work at home" things out there, but not all are stable with a good track record. Be sure to choose a company that has been around, is solid and growing. One that has a good business plan and a proven track record for changing lives for the better.

Old and Single With No Place to Turn - What is a Person To Do?

What is an old, single person to do, when their health is failing, income is limited, and they cannot afford to stay in their apartment or house any longer? They find themselves in a very difficult position which makes them dependent on others for their care. These are some of the people who can fall through the cracks of the "system", because they have no one to advocate for the as they navigate the system.

I have three questions that I find very difficult to answer.

1) Who are these single people?
Single people are all over the place and often we never think about them. They are the widows, widowers, divorced men and women who never remarry, and the men and women who never married. Often times they live very quite and unassuming lives. Invisible to many of us because, for the most part, they never bring attention to themselves. They go about their business not wanting to draw attention, always paid their bills, worked for years, probably at the same company. For years single people have been vital members of our community, paid rent, taxes, and never wanted to be a burden on anyone.

Then all of a sudden they find themselves old! There income is limited and fixed. Retired with either a little pension or no pension, most live from month to month on their social security. Any savings they might have are slowly being used to keep up with monthly expenses that their social security does not cover. Health insurance is minimal and not always the best quality. Rent, food, medicine and daily cost of living exceeds what they receive on a monthly basis.

The lucky single senior have a family who are close by and are active in their lives. These families can be advocates for them and assist them to navigate the bureaucracy. Ensuring that they receive the services that are available for them, and when necessary the family members will assist the single senior financially, in order to help keep the senior living in the quality of life they deserve and want.

2) What happens to the single old person who have no family to watch over them?
They tend to become invisible. Disappearing from the main stream of life, buried in their apartments and homes, until one day there is a medical emergency. When that happens they come on the radar screen, a case number, and someones' responsibility to deal with them. Usually that someone is overworked and bogged down in a maze of rules and regulations that guide their every action. Very rarely do they get to know their clients as the person they were before they became old and ill. They are only looking at the current facts

These singles, are passed through the system and unless they are physically and mentally capable of standing up for themselves they just exist. They will more than likely need to move from their homes into public senior housing. Living day to day, going in and out of hospitals until the end of their life. What a sad existence.

3) How can this happen in the United States?
These people are our responsibility. Why should they be warehoused in dreary public senior housing? Why is their no housing vouchers available for seniors to live in pleasant and airy assisted living facilities? They have lived and work their whole lives and this is not the rewards they deserve. Congregate and shared housing is a viable possibility for single seniors. There has to be a reasonable and more pleasant living arrangement that can be made for people in this situation.

The problem is here and now, and the solutions available at this time are not really acceptable. The challenge for the Baby Boomers and the X and Y Generation is to come up with a cost effective housing arrangement to accommodate all seniors no matter what their economic situation is in life. We are all entitle have a clean and pleasant home to live and be cared with dignity and grace.

Alzheimer's and Sundowners

It's 5:00 p.m., and all of a sudden your calm, serene mother is now very agitated, angry, and maybe even combative. Nothing you do seems to help, and quite frankly, you're nervous and maybe even frightened. It seems as if there is nothing you can do. Take heart; you're not alone, and there is help.

What your loved one with Alzheimer's is experiencing is called Sundowners. It is very common for those with Alzheimer's disease to become increasingly agitated as daylight fades away into night. Why the agitation?

Let's use you as an example. Say you have a child in school, and everyday, you pick her up from school at 3:30 p.m. You've been picking her up since kindergarten, and now she is in the eighth grade. So all in all, you've picked her up for the better part of nine years. How would you feel, if 3:30 arrived, and you knew you had something important to do, but you couldn't remember what it was? What if you felt a strong urge to do something, and the later it got the more agitated you became? And that's just after a nine-year habit.

Now, let's think about your mom. For years and years, your mom took care of the house and your dad went to work. Come sundown, it was time to begin preparation for dinner. Taking care of husband and children was her job. It was who she was. Now, all these years later, she has Alzheimer's disease, and with each passing day, more and more of her memory is wiped away. Now sundown comes, and she knows she should be doing something, but what is it? That's why it's called Sundowners Syndrome. But what can you do about it? How can you help?

There are actually several things you can do. And things you can try. Here is a list of some of some of the things that have been successful for others.

1. Before darkness approaches, make sure the house is well lit. The brightness inside, reduces the feeling of time passing.

2. Buy mini blinds that are a bright color. This also gives the illusion of daylight.

3. Think of what your loved one used to do at the time she begins to get anxious. Was it cook? Take her into the kitchen and give her something to do. Who knows? It might calm her down.

4. Calming, less exciting activities as the afternoon progresses.

Understanding what is happening to your loved one, is the beginning of the solution.

Protecting Our Aging Parents From Identity Theft and Financial Abuse

People over the age of 60 often feel vulnerable to violent crime, but they are far more likely to become the victims of Identity Theft, Financial Exploitation and Fraud.

The Federal Trade Commission reports that 27.3 million Americans became the victims of identity theft in the past five years and the Justice Department says it is the nation's fastest growing crime. Seniors are particularly vulnerable because they often have excellent credit that they may not use or monitor frequently. If living in some type of assisted home or facility, their information or personal valuables may be insecure.

Identity theft happens when someone uses your name and personal information to fraudulently obtain credit, merchandise or services. Your identity may be used to open new credit card accounts, take over existing accounts, apply for loans, rent an apartment, obtain utility or cell phone services, steal or transfer money from bank accounts or secure employment.

Older women are singled out as targets by fraudulent telemarketers and other scam artists, in part because they are perceived to be more polite and trusting of strangers. Fraud can occur in any number of ways. Marketers call on the phone offering services or products or offers and applications can arrive in the mail. These days, internet savvy elders are being scammed into buying unseen over the web.

Telemarketing and mail fraud, for example, are a multi-billion dollar business in the United States. Telephone con artists are hardened criminals who tend to be very skilled, sound believable and prey on you when you're feeling lonely. It's sometimes difficult to know whether a sales call is legitimate. The most common scams are sweepstakes or prize offers, travel packages, vitamins, magazine subscriptions, investments, charities, and fraud recovery scams.

The very worst part of being victimized is the painstaking process of restoration . The average time it takes to restore adulterated credit or identity is 1500 hours and can cost hundreds of dollars. Even then, the restoration is not guaranteed and can follow an elderly person and even his or her family for years.

The best medicine is prevention. Please educate your senior parents and yourselves about these crimes and the steps necessary to prevent these tragedies from affecting your loved ones.

Here are some simple tips to get started STAYING SAFE:

1. If someone calls trying to sell something and you feel pressured or uncomfortable - hang up the phone.

2. Register for the National Do-Not-Call List at (888) 777-3406.

3. Stop pre-approved credit card offers call (888) 5-OPTOUT or opt-out.cdt.org

4. Never send money or give your credit card, account number or social security number to an unfamiliar party. Wait till you have received written material about any offer or charity.

5. Lock your Mailbox.

6. Have any contracts reviewed by a trusted professional on your side before signing anything.

7. Take your time making any financial decision.

8. When out, leave your purse, wallet, credit cards, and identification home whenever possible. Carry little cash Don't let it dangle from your wrist.

9. Don't leave your purse in a shopping cart unattended for even a moment - including while you are loading packages

10. Arrange for government and pension checks to be directly deposited to your bank.

11. Examine your credit card bills and account balances to look for unauthorized charges or withdrawals.

12. Use a shredder to dispose of documents containing private information and pre-approved credit card offers.

13. Be stingy with information if someone calls or sends you an unsolicited e-mail.

14. Avoid strange ATM's.

15.Add password protections to your bank and brokerage accounts.

16. Monitor your credit report from all three major credit-reporting agencies to check for fraud.

17. Enroll in an identity theft protection and restoration program

Virtual Teams in Education

The future of business is not in brick and mortar institutions as historically viewed. The proliferation and miniaturization of communications mediums, cellular telephone, fax, Internet, personal data devices, and lap top computers, make offices available where people are – not where the office is.
Carpenter (1998) wrote the internet is more versatile for communication than any medium available today. People can interact with individuals or groups, they can identify by name, pseudonym, or be anonymous. She says the internet is “…a virtual community where people meet, engage in discourse, become friends, fall in love, and develop all of the relationships that are developed in physical communities” (pg. 1).

However, the internet may not be a panacea. The internet goes beyond technology into social interaction. Organizations face a dilemma of encouraging successful interactions and community building online. Statistics suggest almost ten million people work in virtual offices and that 40 percent of large organizations have policies on telecommuting. Yet, Carpenter (1998), cited above, says virtual employment equals only seven to ten percent of the work force.

Why hasn’t the virtual office flourished? Sociologists suggest it is the need for informal interaction – office banter. Organizations are stubborn to accept virtual teams believing team projects work best carried out over conference tables and virtual workers can only participate in individual assignments. Still other organizations believe virtual workers do not receive adequate supervision. However, is the problem supervision or trust?

Kohrell (2005), an adjunct professor at Bellevue University, is president of Technology As Promised. He is a specialist in developing virtual teams and addresses developing trust on virtual teams. He explains virtual trust in simple terms. Virtual trust is getting on an airplane, not knowing the air traffic controllers, yet trusting they are doing their jobs correctly. He explains building virtual trust through communication – frequently, with integrity, with certainty and predictability.

Other data, taken with Kohrell’s, also supports the economics of the virtual office. Verma (2005) offers some information that shows senior executives from Europe, Asia, and the Unites States report cost savings (69 percent) and increased productivity (64 percent) when using telecommuting. Verma cites comments of Joe Roitz, AT&T. Roitz said, “Telework alone generates over $150 million annually in productivity increases, real estate savings, and enhanced retention for AT&T.” These statistics suggest business recognize change and develop strategies for successful change.

Tucker, Kao, and Verma (2005) write there are trends in employment that organizations cannot ignore. One point they make is the work force globally is getting smaller. They also recognize that cultural norms are different now, more loose. Adding to the mix is more freedom for people to move globally. They point out there are personnel trends that organizations can count on
1. Smaller and less sufficiently skilled

2. Increasingly global

3. Highly virtual

4. Vastly diverse, and

5. Autonomous and empowered

They conclude that leadership focus within these trends “demand a new generation of talent management.” This new talent management has to take some strategic steps to manage the new work force in future oriented organizations. Those steps are:

1. Predictive Workforce Monitoring and Strategic Talent Decision Making

2. Flexible and Anticipatory Talent Sourcing

3. Customized and Personalized Rewards and Communications

4. Distributed and Influential Leadership

5. Unified and Compassionate Cultures

Computer-mediated Communication (CMC)

It is important to discuss CMC as virtual workers depend on – rely on – computer-mediated communication. Jones (1998) cites Patton (1986) in discussion about highway building as a means to connect people to one another. Patton observed that highways have not connected us rather increased our sense of separateness. Cities are divided, neighborhoods split, city intimacy destroyed. From this negative view, Jones concludes the internet may actually do what highways failed to do
Computer-mediated communication, it seams, will do by way of electronic pathways what cement roads were unable to do, namely, connect us rather than atomize us, put us at the controls of a “vehicle” and yet not detach us from the rest of the world. (pg. 3)

CMC offers new realms for social scientists to study. Traditionally, social scientists observed communities within certain identified boundary. However, new cyber societies exist without bounds and determination of membership in cyber society does not satisfy traditional categories given community.

Education in Cyber Society

What does this mean in terms of education? The United States Department of Education (US-DOE) provides a look into higher education statistics for twelve months 2000 to 2001. US-DOE figures from that period show 56 percent (2320) post-secondary two- and four-year schools had online courses. Another twelve percent desire to go online within the next three years. Finally, 31 percent said they would not go online. Clearly, two-thirds of colleges and universities have or want online educational opportunities for students. What does this mean for faculty? The following paragraph addresses that question.

The Higher Learning Commission accredits Bellevue University in Nebraska. It has an online presence offering 17 undergraduate degree completion programs online and 7 graduate degree programs online. The College of Professional Studies (CPS) of Bellevue University administers all of the undergraduate degree programs. CPS administers three of the seven graduate degrees, MBA and Master of Arts in Management reside in the College of Business, and MS Computer Information Systems and MS Management of Information Systems reside in the College of Information Technology. Although the College of Arts and Sciences administers no online degrees, it does administer several course clusters and individual online courses. Therefore, Bellevue University is an example of an institution highly oriented to the online student.

Online, mostly adult learner, students equal approximately 40 percent of the University population. Bellevue University also has both traditional four-year campus students and non-traditional in class adult learners making up the rest of the University student population. A boast made during the 2004/2005 academic year was that Bellevue University has students in all 24 time zones around the world and the North and South Poles.

CPS accounts for the largest number of faculty members. Of CPS faculty, about 150 are adjunct and one-third of those are faculty members at distant locations teaching online (information provided the Assistant College Administrator).

However, this is not unique to Bellevue University. A web search of colleges with online offerings returns dozens of institutions. Narrowing a web search to fully accredited schools with online offerings returns numerous hits. Well known in the online arena are University of Phoenix, Capella, Nova Southeastern, and Walden. Among these, University of Phoenix is very aggressive in both student and faculty recruitment. It is not unusual for students to transfer between online schools searching for lower tuition rates and/or more liberal credit transfer policies. In addition, it is likely an adjunct professor may instruct in multiple universities.
Online Faculty Interviews

Of the about 50 online distant faculty members at Bellevue University, five responded to invitations for phone or email interviews. Another interview with an online adjunct that lives in the Omaha metro area serves to validate other faculty comments. One distant faculty member does teach at two other institutions, one online, and one face to face. Finally, I will submit personal observations, my experiences, as an online adjunct, face-to-face instructor and one that taught in multiple institutions.

All those interviewed were unanimous in answering why they are adjunct college professors, they like teaching. The responses varied from “I like sharing what I’ve learned,” to “It is fun to see, through their postings, how they (students) grow and change over the year period of a degree program.” To follow up, they answered teaching online is new to them, an interesting way to link students, and a way to connect people geographically separate for a common goal (education).

One interviewee, a medical doctor in Indiana teaches healthcare administration at Bellevue University to “stay connected with nurses and other medical administrators. A hard lesson for doctors to learn is they don’t run anything.” In addition to teaching at Bellevue University, he developed a course adopted into the Master of Healthcare Administration in CPS. He shared that he also is a mentor for third and fourth year medical residents working to pass their medical boards. He does not teach in this role, rather facilitates medical residents’ leaning and board preparation. He related that this role requires developing a trust and trusting relationship between him and his mentored doctor. He said he always begins the mentoring relationship in a face-to-face environment before moving it to telephone or email. He told that teaching online and handling student problems and misunderstandings is much less trying than mentoring new doctors.

The local interview, conducted in person, was with the executive assistant to the university president. He used to teach in the classroom; however, schedule demands took him out of class. Teaching online lets him keep his connection to students while maintaining a busy travel schedule.

When asked why they applied to teach at Bellevue University, the answers ranged widely. One instructor, an Army retired Chief Warrant Officer, began teaching a year after graduating with a master degree from Bellevue. The university approached him rather than him initiating an application. Another, now teaching at the Atlanta campus of the University of Georgia, and previously at the U.S. Air Force Academy, applied to Bellevue because of the University’s close ties to military students. One respondent is an empty nester, disabled from her nursing profession, and wanted to stay active pre-retirement. There was not a consistent answer to this question except when tying it to their enjoyment of teaching.

All those interviewed are online instructors, therefore, virtual to their students. All reported using email and telephone as primary communication devices with their students. Additionally, they all use the Bellevue University Cyberactive® learning environment powered by Blackboard to conduct classes. They reported highs of 40 percent and lows of ten percent use of email for student communication. All reported using the telephone to contact students; however, telephone use was a low five to ten percent. Low telephone use is not unexpected considering the worldwide locations of BU students.

Probing deeper, email use is actually higher from instructor to student. Within the Cyberactice® environment there is a tab titled “Communication.” Within this link is an option to send an email to all or select users. All adjuncts confirmed this option is the choice they use to send messages to individuals, select groups, or an entire class. When probed, instructors agreed they use this email option regularly. After another query into percentage of communication by email using the Cyberactive® email option, instructors replied their email communication is higher, up to 50 percent. It is important to clarify that instructors did not directly associate email in the Cyberactive® environment with other email engines.

There were very broad concerns expressed by the interviewees and all were technical, from needing more technical support to wanting less technical support. This question needed more clarification. The respondents confirmed their meaning of technical support as surrounding the electronic classroom. Although all online instructors must complete the Online Facilitators Course, four of the five realized their attention to it was not the best possible. Challenged for why the four did not participate more in the facilitator course, they admitted to “filling a square” to teach online. All replied there are times when they all call or email the Cyberactive® Help Desk for assistance.

Another unanimous concern was how well prepared students are to enter an electronic classroom. Each respondent related at least one story of a student ill prepared to study online. Instructor receives a profile of each student in class, therefore a follow up question on student age suggested age was less a concern than students’ career and regular use of computers for email, topic research, and understanding of inter- versus intra-net.
Feeling as Part of a Team

The adjuncts all feel they are part of a work team. Specifically, they felt part of their work team, part of the Cyberactive® classroom group, but not closely connected to the University. The reason given is distance from the physical location – Bellevue, Nebraska. They did report steps taken by the College of Professional Studies as helping them become more connected. One example they all like is the weekly email of the campus bulletin, another is periodic email messages of faculty development seminars. Faculty development seminars are now video taped, converted to digital media, and available in streaming video online or DVD format mailed.

Supporting some of the research reported earlier, the respondents felt disconnected from the University and more connected if they could make trips to the campus, meet with program directors, deans, and fellow faculty members. Clarifying this point, they did not feel under supervised, rather did not feel a personal (personally) connected. An expectation was that those now adjuncts who were Bellevue University students would feel more connected. While the former students felt more connected, they too did not feel a close bond.

The discussion moved to questions of leadership. Specifically asked was how well do they know (know of) the University leadership team. All knew names and positions of the president, provost, deans, and program directors. They did not know any of the names associated with positions of senior administrative people and senior people outside their particular college. Asked if they knew any names of board members, each knew U.S. Senator Chuck Hagel is a board member. Others knew names of benefactors thinking they were board members.

Tying the interviews together, the discussion turned to specifics of communication. The focus at this stage was the level of interdepartmental communication compared to intradepartmental communication. Those interviewed commented that intradepartmental communication was good. Adjuncts knew, through email and/or telephone communication, their program director, some or all the department faculty. All reported a lack of knowledge outside their program area. An adjunct in healthcare administration is unlikely to cross-communicate with faculty from management or leadership. An instructor in business administration will not know anyone teaching in human resources or security management. Distant adjuncts in the College of Professional Studies seem isolated from faculty members of other colleges. Generally, faculty members in one college do not teach in other colleges.

The interviewees made recommendations to improve communication ranging from more email communication to making trips to the campus to meet the staff. Trips to campus from distant locations seemed impractical from a cost aspect because such a trip would not be at university expense. Asked how to improve electronic communication, all agreed more is better. Citing an example of missed opportunity, they said the university produces a faculty roster and places it on the server “shared drive.” However, distant locations do not have access to the internal system.
Personal Experience

Stated early in this paper, I am an online adjunct but live in the community the university calls home. This gives me a different perspective because I can personally interact with instructors from different colleges and programs. After five years in administration as a graduate enrollment counselor, I developed personal networks with many senior program directors and deans. For nearly the same period, I was an adjunct, first in the College of Arts and Sciences and now in CPS. I taught Organizational Communication in a face-to-face classroom and Leadership online.

Validating the interviewees’ comments, communication to adjuncts has been limited. One limiting factor was the capability of the university email server to support several hundred email addresses. This problem is resolved with the installation of a new larger email server. Another limiting factor was not all adjuncts had a “(name) @” university email address. An initiative of the Quality Council was requiring all adjuncts have an internal email address and remote access to the email server. This initiative is now complete with separate distributions for “all campus,” “all adjuncts,” and “all (college specific) adjuncts.”

An advantage to being an online adjunct in the same community where the university is located is proximity. With proximity, there is access to many in leadership positions and interaction with peers. A closer connection with faculty peers allows a support system to develop face-to-face that a distant adjunct cannot as easily develop. Proximity allows faster communication and reaction to communication. Closeness permits attendance to faculty development live rather than streaming video or DVD.

While the advantages of proximity seem favorable, there are some downsides. There are greater expectations that a local adjunct spends time on campus when there primary job allows. The faculty resource center offers an adjunct an office environment where one can have the office time expected. College meeting attendance by local adjuncts is not mandated; however, it is more favorable to attend. Those operating at a distance desire to attend meetings and cannot have it.
Conclusion

The interview process with adjunct instructors working at a distance offer supporting data to the statistics reported earlier in this paper. The adjuncts interviewed are part time virtual employees who feel less a part of the University team than someone local. They reported incomplete communication with and knowledge of many key leadership people.

Communication seems the center of disconnect. The Academic Quality Improvement Process also recognized this problem and implemented institutional change to tie all members to campus life. Although more effort is underway for broader communication, distant employees do not have access to local systems through remote means.

Considering these elements and considering the U. S. Department of Education’s statistics, online education is likely to flourish. Bellevue University attracts students from around the world with many of them earning degrees online from their home countries.

Despite the drawbacks, virtual professors as virtual team members are successful at Bellevue University because of the expressed desire to teach and watch their students grow and learn. The professionalism and expertise these professors exhibit in the online community of students supports the data from industry executives indicating improved productivity and cost savings.

Pfeffer (1998) identifies the use of sub-contractors in the work force. Adjuncts are sub-contractors. The adjuncts serve in non-traditional ways contrary to how professors previously served. It is apparent that education is no different from other industries using virtual workers. Virtual workers, like temporary workers, feel less connected – not given the same level of training.

In interview, establishing trust was critical to two adjuncts. In-person trust is much easier to develop than in virtual relationships. Bell (2002) says trust is a leap of faith and places trust below truth, “… caringly frank and compassionately straightforward… in pursuit of clean communication” (pg. 9).

An indirect conclusion from the interviews highlights that mentoring a virtual adjunct may help develop a sense of team participation through greater knowledge and understanding of the institutions vision and values. By developing greater emersion into the vision and values of the system, adjuncts may want to be more aware of those people filling leadership roles. Successful virtual workers need the same assistance and opportunity for growth as the worker inside the brick and mortar institution.

References

Bell, C.R. (2002). Managers as Mentors: Building Partnership for Learning (2nd edition). San Francisco, CA: Berrett-Koehler Publishers, Inc.

Carpenter, J. L. (Fall Semester 1998). Building Community in the Virtual Workplace. Online at http://cyber.law.harvard.edu/fallsem98/final_papers/Carpenter.html

David Kohrell (personal communication, September 18, 2005) noting virtual team performance.

Jones, S. G. (1998). Cybersociety 2.0: Revisiting Computer-Mediated Communication and Community. Thousand Oaks, CA: Sage Publishers.

Kohrell, D. (2005). Effective Virtual Teams [PowerPoint presentation]. PMI North Carolina: Technology As Promised.

Marilyn Urquhart (personal communication, October 3, 2005) noting total number of adjuncts and number of adjuncts teaching online from distributed locations.

Pfeffer, J. (1998). The Human Equation: Building profits by putting people first. Boston, MA: Harvard Business School Press.

Tuker, E., Kao, T., and Verma, N. (2005). Next-Generation Talent Management: Insights on How Workforce Trends are Changing the Face of Talent Management. Business Credit 107, 7. 20-27.

U. S. Department of Education (2001). Washington, DC. Online at [http://www.usdoe.gov].

Verma, N. (2005). Making the Most of Virtual Work. WorldatWork Journal, 14, 2. 15-23.

Elder Care and Senior Housing Options - How A Referral Agency Can Help

Do you need help finding senior housing, care or support services for your mom, dad or loved one? Referral Agencies provide information and assistance to seniors, families and professionals, typically free of charge. Referral Agency professionals are experts in senior housing and care options, and related supportive services. Working exclusively with trusted partners, experts ensure clients receive information and referrals to quality providers.

Agency experts begin with a comprehensive client assessment, considering a client's:

• personal interests and desires


• geographical preferences


• budget (long term financial picture)


• care needs or supportive service needs

Taking a client's assessment into consideration, information is provided on resources, care providers, and/or communities that best meet the client's requirements. If needed, assistance will be provided arranging tours and appointments. Agency experts are also available to provide solutions during crisis.

Referral Agency may provide information and referral regarding:

• Independent Living Communities


• Retirement Communities


• Home Care/Home Health & Hospice Services


• Assisted Living Communities


• Memory Care Communities


• Nursing Homes


• Elder Law Attorneys


• Financial Advisors and Estate Planners


• Geriatric Care Managers


• Senior Relocation Experts


• SRES Realtors (senior specialists)


• Local, State and Federal Funding Programs


• Assistance with Veterans Aid & Attendance Benefit


• Long Term Care Insurance Representatives

Referral Agency experts spare clients costly mistakes:

• Establishing the appropriate level of care, ensuring the correct services and providers are suggested (independent living, home care/home health/hospice, residential care apartment community, community based residential facility, memory care, skilled nursing facility).


• Determine how care will be paid for long term, uncover supplemental payment sources.


• Determine which services are compatible with available payment sources (private pay, long term care insurance, Veterans Aid & Attendance Benefit, Family Care, Medicaid).


• Continuous quality review of all service provider partners.


• Serve as liaison between client and service provider.


• Evaluate client's current providers; if appropriate suggest other or additional options to maximize well being.

Referral Agency experts can save clients time and money as they guide clients to the services that best suit their needs. Traditionally, this comes at no cost to the client or family, as Referral Agencies are funded by the numerous service providers (partners) within their trusted network.

Making life changing decision is never easy. Agency experts are here to support you, guiding you from your initial call, throughout the touring and decision making process, and into your new lifestyle.

6 Things You Need to Know About Rehabilitation in a Skilled Nursing Facility

Many times you learn of a parent's medical crisis from an unexpected phone call. The change in your parent's health and abilities sets in motion a journey for both you, as caregiver, and your parent through the health care system. During a hospitalization, you learn the realities of elder medical care. Hospital stays are much shorter, and your parent most likely will detour through a skilled nursing facility before returning home.

Here are some tips to help navigate a rehabilitation stay in a skilled nursing facility:

1. Hospital stays are minimized. When your parent no longer needs medically necessary services in a hospital environment, he will be discharged due to Medicare restrictions. If your parent has been hospitalized for a minimum of 3 days, the doctor may write orders for rehabilitative services in a skilled nursing facility.


2. A rehabilitation stay provides your parent with a daily regimen of therapies such as: Physical therapy, Occupational therapy and Speech therapy.


3. Speak with the doctor early in the week about his plans for your parent's discharge. The worst days to transfer to a skilled nursing facility are Friday, Saturday and Sunday, because therapies are normally scheduled Monday through Friday.


4. It is likely that your parent will need visits from you more when he is in the skilled nursing facility than he did when he was in the hospital. Although the nursing home resembles a hospital in both form and function, it does not provide the same level of care or have the manpower to answer all those calls for assistance quickly.


5. Nursing homes are in the business of making money. Even non-profit facilities expect to cover cost of care and have money to reinvest. Rehabilitative stays are quite lucrative for skilled nursing homes.


6. Make sure the facility you or the hospital social worker selects is certified by Medicare.

Continual communication with the hospital admitting doctor, social worker and the doctor in charge of your parent's rehabilitation helps ensure that your parent's needs and desires are remembered and followed. Even when you try your hardest to take care of all the issues that pop up, you will sometimes feel inadequate. Try to let go of any regrets and give yourself kudos for doing your best to support your parent when he needs you most.

Testing Day For the NCLEX

This is the day that you will sit for your nursing boards, and take the NCLEX. Be sure that you have you ATT, (Authorization To Test) form with you. You will not be able to test without this form. You will also need to present picture identification. Of course now is not the time to ask yourself if you have studied enough, but hopefully you have. Many people who sit for the NCLEX have fears that they have not studied enough.

The truth is, that if you are taking the exam within a month or so after you have graduated from nursing school and have spent at least three hours per day studying various NCLEX tutorials, you should be just fine. It is important to relax. Remember, you have had two intense years of nursing practice and material. In addition to the material that you have studied in nursing school, you probably also had to do training modules on the internet. Try not to let yourself get caught up worrying about others who didn't pass the NCLEX.

You do not know others study regime, focus only on yourself and what you have done to prepare for the nursing boards. If you are already working as a graduate nurse, it may be wise to ask for a day or two off prior to taking your boards. Many hospitals will gladly oblige in allowing their newly hired graduate nurses some time off to study for their boards. After all, the hospitals want their graduate nurses to get their Registered Nurses Licensure.

Hospitals will not allow graduate nurses to pass medications until they have their license. Hospitals will also pay you for the day that you sit for your nursing boards. It behooves those graduate nurses to begin work in a hospital setting soon after graduation. Many hospitals have two to three week classroom orientation for new nurses. These orientations cover hands on demonstrations of various nursing skills such as chest tube management, how to draw blood through PIC lines, I.V. insertion, tube feeding, PCA (Patient Controlled Analgesic Pumps) and many other skills.

This learning also benefits those who are preparing for the NCLEX, which is why it is advisable to start working prior to taking the boards. Now let's get back to the NCLEX testing day. The place of testing will be a Pearson Vue testing center. When you approach the main desk, you will be asked to present your Authorization To Test form and a picture I.D., usually your driver's license. The receptionist will then ask you to sign in and give you number. You will be given some reading material regarding the test and be asked to take a seat and return to the desk after you have finished reading.

Once you have returned the reading material, you will be given a key. This is a key to one of the lockers in which you will put your belongings. You cannot take anything into the testing room with you. This includes any pocket change, comb, hair clips, wrist watch and anything else that you can think of that you may carry on your person. The next step is to verify your identification. You will be photographed and fingerprinted. Upon being called into the testing area, you will be fingerprinted again prior to entry into the testing room. The testing room is in constant view of the administrator, and there is also a camera above each person testing. You are given an erasable white board with marker for calculations. You are instructed to raise your hand if you need to leave the testing area or to use the facilities, after which the test administrator will escort you out. The test is scheduled for a maximum of six hours or two hundred and sixty five questions, or there about.

Due to the fact that the test is based on a computer adaptive testing format or CAT, you may finish the test before reaching the maximum number of questions. The number of questions that you finish with does not have any bearing on whether you passed or failed. Those that pass may do so with answering only seventy five questions or two hundred and sixty five questions. While testing you are allowed to take a break at any time, but the time is counted toward the total six hours. Once you have completed the test, you must raise your hand and be escorted out by the test administrator.

They will return your license to you and fingerprint you one last time. You can find out if you have passed or failed the NCLEX within forty eight hours, including Saturday's and Sunday's, either by checking the Pearson Vue web site, or by phone. There is a small charge between seven and ten dollars for this service. It usually takes about five working days from the time that your results became available to receive your Registered Nurse Licensure from the Nursing Boards of your state. The hospital can also access the results for you as well.

Once you have received your Registered Nurse Licensure, the rate of pay goes up from graduate nurse to staff nurse by several dollars or more, depending on the hospital organization. Your nursing license is good for one year. During this time it is not mandatory to collect continuing education points toward license renewal. However, after one year, you will renew your license and will have to begin to earn continuing educational credits toward renewal of your license after two years. The state of Michigan requires twenty five continuing educational units for Registered Nurse License renewal. It is important to keep documentation of your continuing educational credits toward your license, because you can be audited by the State Board of Nursing at anytime. Failure to provide the State Board of Nursing proof of continuing educational credits or CEU's may result in a temporary suspension of your license.

Remember, you license is public knowledge. Anyone can access the State Nursing Boards to see who has had their license suspended or who is facing disciplinary actions. Therefore it is very important to protect your license at all time and to know your states Nurse Practice Act by laws. In abiding by the rules and regulations of your State Board of Nursing you will ensure safe practice as well as protect your license.

Setting Up Arrangements to Put a Parent in a Nursing Home

We all know how important it is to look for a nursing home for our loved ones. As much as we want to take care of them, there will always be a point in time when we will not be able to take care of them all the time. There will be times when your willingness will not win over the fact that you are living a busy life. Most of the time, when we start to live a very busy life, we tend to neglect the fact that we should be taking care of the elderly. We often come to the decision that maybe it is time to send them to a nursing home.

This is the best place where we can send out loved ones because this serves as a second home for them. These are able to provide a place to sleep, stay, talk with other people too. The most important thing about a nursing home is the fact that they are supervised all the time. They are checked if their needs are addressed to. These will include meals, rooms, medical services and rehabilitation for the residents. You might actually wonder why a nursing home may not look like a hospital, because even if they are taken care of in a nursing home, the patients will still be able to enjoy their independence as individuals.

Things To Look For In A Nursing Home

When you look for a nursing home, you might find it that there are a lot of choices for you. It is recommended that you choose a nursing home based on personal recommendation of your friends and family. They might have an idea on which nursing homes will be best for your loved ones. If they have sent their loved ones in a nursing home too, then you might ask the level of satisfaction that their relatives have had while staying there. You can get first hand experiences from them which can really be helpful.

When you have selected one which you think is perfect for your relative, it will be a good idea to visit the facility. This is the perfect opportunity for you to go around the place and evaluate the kind of care that they are offering. You can check the facility for overall hygiene and cleanliness. You can observe how the patients are doing as well as the kind of job which the nurses are giving them. This will give you the perfect opportunity to evaluate if this is really the right day care to choose.

It is very important that you identify the needs of your loved ones. This includes the special mental conditions as well as physical complications that your loved one is experiencing. You need to check these out and create a list before sending your loved ones. Give this list to the nursing home so that they can still give the right medication for your loved ones even if you are not taking care of them.

Making The Choice

There are certain factors which you need to consider when choosing the perfect facility. Of course, you need to make sure that you choose one which is strategically located. This means that it should be in a place which is in the middle of your house and office so that you can drop by and visit anytime that you want to. Trust me, this is a very helpful tip that you should follow. Especially if you are still not used to the idea of this, you can really use a visit or two per week in the nursing home.

When you have finally decided on one, it is your responsibility to check the constitution of the nursing home. There are rules and rights which are set by the health care facility for their residents. This will cover privacy, visiting hours, medical benefits as well as check-ups. You may need to review these things so that you will lessen any conflict which you might encounter in the future. What also comes with this is that it also your responsibility if there any special diets that your relative needs. So you always need to inform your nursing home for any of these things.

There will be a contract that will be provided for you. What you should expect to find in here are the rates for admission, discharge and transfer reasons, payment modes as well as the cover charge for bringing home the patient temporarily. Read thoroughly the contract and take down your questions before signing because this can lead to conflicts if you sign without clearing out any doubtful statements in the contract.

Emotional Stress

Although we think that sending out loved ones in a nursing home is the best decision that we can make, this can always lead to a little emotional stress on the part of our loved ones. This may create an impact in their lives leading them to think that they are already old and we do not need them in our lives. This is why as part of our nursing home responsibility, we should be able to explain to our loved ones the reason why we have to send them there. You need to clear it out that they are not excess baggage in our lives. You need to tell them that this is the best decision that you have when it comes to wanting the best care for them. It is very important that you are able to assure them that you will come and visit them. Never promise them anything which you cannot do. This will lessen the false hopes that you might bring to them.

It is not so hard to deal about sending your loved ones to a nursing home. Especially when the point in time comes that you have to. It is all about looking for the best day care for them. When you have found the right one, everything else will follow. So make sure to keep these things in mind if you want to make sure that everything will go smoothly as you send them in a nursing home.

Irrevocable Income Only Trusts: A Valuable Medicaid Planning Tool

The Irrevocable Income Only Trust is an important planning tool

It is no secret that the high cost of long term care can be ruinous. Everything you worked for -- lifetime savings, even your house and retirement accounts -- can all be wiped out in a matter of months to a few years. That is why advance planning, including Medicaid planning, is so important. It is critical for most families that a loved one needing long term care qualifies for Medicaid assistance.

Among the planning strategies used to qualify for Medicaid, one of the most important is transferring assets into an Irrevocable Income Only Trust ("IIOT"). The purposes of the IIOT include (1) to preserve a source of income, (2) to shield and manage assets, (3) to ensure Medicaid eligibility, and (4) to avoid the costs and time associated with probate. IIOTs allow individuals to transfer their assets into a trust as protection in lieu of making outright transfers to their children. Under the terms of an IIOT, the transferor ("grantor") will receive all of the income produced by the assets in the trust for the grantor's lifetime. By transferring assets into an IIOT, the grantor will still reserve some control and retain some interest in the transferred assets -- advantages that are not available when transfers are made outright to individuals. If the grantor places the grantor's home into the trust, then the trust agreement can specifically provide for the grantor to continue to reside in the home for the grantor's lifetime. Because IIOTs are irrevocable, the grantor cannot revoke the trust and reacquire the assets; therefore, the assets are deemed unavailable (and, therefore, not countable) for Medicaid eligibility purposes.

The IIOT can be used to qualify for Medicaid

Under current law, Community Medicaid (i.e., the kind applicable for care at home or at many Assisted Living Facilities) may be available within a couple of months after the assets are transferred into a trust. Institutional Medicaid (i.e., the kind applicable for care at a Nursing Home) would be available after the look-back period expires. The look-back period is the time window within which Medicaid can look to see if assets have been transferred. It is also the period prior to the Medicaid application during which Medicaid will penalize an applicant for transfers within such period. Under current law, the look-back period is now five (5) years.

Assets transferred into a trust more than five years prior to the filing of a Medicaid application will not impact Medicaid eligibility. If, however, a person who set up such a trust ends up needing Nursing Home care before five years elapse, a penalty period would be assessed and some other planning technique would likely have to be employed. If a penalty is imposed because of a transfer to an individual or a trust within five years of a Medicaid application, the period of ineligibility begins when the individual enters a nursing home and is otherwise eligible for Medicaid.

The IIOT can save taxes

IIOTs also offer tax advantages. The grantor is treated as the owner of the trust for income tax purposes. This is valuable because the trust's income tax rates are usually higher than the grantor's income tax rates. Additionally, the IIOT can be drafted to include a special power of appointment for the limited purpose of including the trust assets in the grantor's estate for estate tax purposes. A special power of appointment will also permit a grantor to change his or her beneficiaries. Upon the grantor's death, the trust assets obtain a "step-up" in value. This means that when the assets are distributed to the grantor's chosen beneficiaries, the beneficiaries' bases in the assets for income tax purposes will be the value of the assets as of the grantor's date of death. As a result, the beneficiaries will avoid any capital gains taxes on the appreciation of the trust assets between the date of acquisition and the grantor's death if the property is sold after the grantor's death.

An Irrevocable Income Only Trust can be a valuable tool. It is complex and has many potential pitfalls, so a knowledgeable Elder Law attorney must be consulted.

Remotivation Therapy: What a Concept?

Activity Professionals are presented with new and old therapeutic modalities on a constant basis. Each therapeutic intervention is designed to enhace the quality of life for the client. Today there are a variety of therapies such as pet therapy, music therapy, aromatherapy and vaildation therapy. Each one is well known and used by activity professionals throughout the nation however, there is an under utilized therapuetic technique which is referred to as remotivation therapy that provides a wonderful opportunity for one to explore.

Remotivation therapy is defined by the National Remotivation Therapy Org. Inc. (N.R.T.O.) as "Remotivation is a small group therapeutic modality innature, desinge to help clients by promoting self-esteem, awareness and socialization." (Remotivation.com) Those who facilitate these groups are referred to as Remotivation therapists. The N.R.T.O. Inc defines a Remotivation therapist as one who uses Remotivation therapy to reach the "unwounded" areas of the patient's personality to get them to think about reality. This is different from other therapies because it doesn't focus on the patient's disabilities. Instead Remotivation therapy focuses on the abilities that the client's have.

The beauty of Remotivation therapy is that anyone can do this therapeutic intervention. This modality occurs in Long term Care, Assisted Living and Adult Day Care settings which can be provided by Social Workers, nurses, chaplains and volunteers. Our clients deal with an interdisclinary team when it comes to their care. If this technique is used it will enhance the quality of life for the clients.

Remotivation therapy is provided in a one to one or in a small group setting. Considering that we have a diverse set of clients in LTC it benefits those who have dementia, need more sensory stimulation and are independent, also clients who are physically and cognitively able to participate but choose not to or choose to do so. Remotivation therapy is a tool that can reach non responsive individuals. This tool aids others with their resocialization skills. This same technique will assist the client in maintaining or improving his physical and cognitive abilities.

A Remotivation therapy session is designed to create fun. The session consists of five structured steps.

STEP I Climate of Acceptance: the therapist greets each member of the group. The facilitator says something positive to each person.
STEP II The Bridge to the Real World: In this step, the facilitator utilizes bounce questions to lead the group to the topic for the day.
STEP III Sharing the world We Live In: this is where a discussion on the topic is held in the everyday world.
STEP IV An Appreciation of the Work of the World: In this step, a discussion is held on the work aspect of the topic.
STEP V Climate of Appreciation: The facilitator individually thanks the clients for attending his/her session. The next meeting is announced.

The Remotivation therapist creates an environment where the client feels safe. In this environment whatever the client says is accepted by the Remotivation therapist in a non-judgmental manner. Thereby a trusting relationship is established between the client and the Remotivation therapist. The Remotivation therapists accepts and appreciated what the client provides. It could be actively paticipating in the session or reaming silent through out the session. It is the gift of their presence that the Remotivation therapist acknowledges.

Remotivation therapy is a wonderful tool to use for the clients. It is a five step process that deals with the client's unwounded part of the brain. The clients do not dwell onthe emotional aspect of the topic because it is objective in nature. As the sessions progress one will see the change in the cleint. Today, I utilize Remotivation therapy in all of my programs in my facility. This increases their self-esteem and socialization, which provides the opportunity for the individual to focus on something other than their illness. After a few sessions the clients are more social and talkative. Remotivation therapy is a wonderful tool which Activity professionals would benefit from because it would enhance the quality of life of our clients.

NRTO Policy & Procedure Manual, 1995, p. 3 < http://www.remotivation.com/DefinitionRM.asp

Person Centered Care - From An Institution To A Home

Recently, person-centered care in nursing homes has been receiving a great amount of attention. Organizations have developed with the sole purpose of advancing the philosophy and approaches of this model of care. More nursing homes have undergone culture change by using a person-centered approach. And, there is an increasing amount of publications written about person-centered care, person-first care, patient-centered care and resident-centered care in nursing homes. Although the philosophy behind this care model is not new, some of the specific approaches and methods used in nursing homes today are rather new and very exciting. It takes a total commitment, from the administration to floor staff, to make person-centered care work. If there has been some hesitancy in implementing this type of care in your facility, its time to get excited about the best way of delivering the most highly individualized care there is. And, yes, you can do it!

First of all, leadership must believe in the person-centered model of care. This is no easy task for some administrators and directors of nursing, who have been used to more traditional forms of care. It involves more than prettying up the facility with more home-like creature comforts. It is a philosophy of care that truly puts the resident in the center of the care process. Routines, schedules and tasks become secondary to the needs, desires and pace of the resident.

Second, leadership must get all employees on board with this type of thinking. Nursing, social services, activities, dietary, housekeeping and laundry, and therapies must be educated and shown the benefits of this kind of care in order to believe that it can and will work in their facility. Skilled nursing homes have traditionally provided institutionalized care under the old medical model that places medication passes, treatments, dinning schedules, and pre-scheduled activities before the needs of the resident. Leadership must emphasize that person-centered care essentially turns this old model of care upside down.

Third, leadership must get residents and families involved in designing, customizing and implementing person-centered care through active participation in one-on-one discussions, resident council meetings, and family focus groups. Administration and staff cannot make all the decisions that go into care without critical input from those they care for. Residents provide important information concerning care issues such as when they like to wake up in the morning and when they like to go to bed, what they like to eat and when they would like to eat, preference of a bath, shower, or some other bathing experience, preference of caregiver, and where they would like to live in the facility. Families offer details on their loved ones history, likes and dislikes, religious and spiritual preferences, past occupations and careers, and hobbies. All of this input helps staff to create a more unique and individualized resident-centered care environment and experience.

Fourth, leadership gathers all of the ideas and information they have collected from residents, families, and staff and rolls out their special version of person-centered care in their building. Their model of care may include breaking down long hospital-like hallways and corridors (which are very common in many nursing homes) into smaller neighborhoods or communities of 6 to 8 residents. They may wish to have caregivers assign themselves to each neighborhood and provide consistent assignments. They may want to provide cross-training for nursing assistants in activities and housekeeping and create a new position: the person-centered specialist. They may endorse natural waking and retiring, liberalized diets, easy access to outdoors, and spontaneous activities 24 hours a day. These are just a few ideas that facilities can include in their journey through person-centered care.

Last, all employees must feel person-centered care in their hearts. This is where real care from anyway. It can also be where true culture change comes from, turning their once traditional and institutional facility into a person-centered home where residents want to live, families want to visit and staff want to work. Employees must also understand something else very important about person-centered care: it is not an end unto itself. Instead, it is a process, a ongoing journey, and one in which mistakes will be made and processes changed in order to constantly improve not only the quality of care in nursing homes, but the quality of life itself.

Renton Assisted Living

The city of Renton's transformation from a fledgling outpost on the trail to Seattle to a dense urban center began in the 1930s when it became home to coal mines and logging equipment manufacturing.

During World War II, the Boeing Airplane Company settled there and the city's population exploded as people moved to the area to work at the manufacturing plant. Renton's booming industry and population have attracted urban development and amenities that can suit the needs of any Renton assisted living resident.

Renton Recreation

Seniors in Renton have numerous options for entertainment. The city offers retail, leisure and recreational activities at The Landing, a retail, residential and dining complex. The Landing is home to several major retail chains, restaurants and a 14-screen Regal Cinema.

Renton assisted living communities are some of the most well adorned in Washington due to their close proximity to the only IKEA store in the state. The Swedish-based furniture retailer is know for its inexpensive yet stylish furnishings. The store's massive warehouse is also home to a restaurant and food store specializing in Swedish cuisine.

Renton Activities

Many assisted living facilities provide a scheduled rotation of activities for their residents, but Renton senior living residents can also find recreational activities and social programs at the Renton Senior Activity Center.

The center offers free, drop-in access for seniors age 50 and older to services such as health screenings, legal advice and weekly transportation to local grocery and department stores.

Renton residents have access to great music performances from the Renton City Concert Band which showcases wind and percussion instruments from local musicians.

The band performs at the Renton IKEA Performing Arts Center which is open year-round and hosts an assortment of musical, dance and other performing arts groups.

Renton Medical Facilities

Seniors can't take advantage all that Renton has to offer if they aren't feeling well, which is why Renton assisted living residents are fortunate to live near Valley Medical Center. Valley Medical Center is recognized for its treatment of stroke, sleep and joint conditions, as well as for providing outstanding treatment for patients with heart, cancer and neurological conditions.

Renton seniors may also visit Overlake Hospital Medical Center in the nearby city of Bellevue. The Overlake is home to a level III trauma facility, a specialized Senior Care program and a nursing program that is part of a national system of training nursing staff about the needs and care for elderly patients.

Renton Transportation

The Renton transit center is a major mass transit hub where residents from Renton senior living communities can hop on a King County Metro Transit bus to get anywhere within the city limits. From there, they can also catch a Sound Transit double-decker bus for a day trip into Seattle, Bellevue, Tacoma and other nearby cities.

Seniors who have limited mobility may qualify for the ADA Paratransit Program and are eligible to take advantage of Metro's Access transportation service. The Access shuttles are specially equipped to handle wheelchairs and provide shared ride service along existing bus routes.

Renton assisted living seniors can enjoy quality living facilities, first-class medical care, and a wealth of recreational and cultural activities to keep them healthy and engaged. Find assisted living for your loved one by browsing our Renton assisted living page.

Gerontology and How to Get a Job As a Gerontologist

Gerontology is a field that specializes in the study of the social, biological and psychological aspects of elderly people. By researching aging process of the elderly, gerontology can incorporate better rules and regulations to provide the elderly with a better quality of life.

Gerontologists are trained and licensed health care professionals who work with elderly people. They are equipped to analyze all aspects of aging individuals with the exception of disease and sickness. These healthcare professionals generally work in many different settings where aging individuals can be found. Nursing homes, hospitals, and other settings are where gerontology is practiced.

Gerontologists are required to educate and inform the older population by giving speeches, presentations and by providing resources such as writing books, articles and other literature that will increase the knowledge of the elderly individuals. People who pursue a career in this field will have a love of communication and be able to communicate effectively. He or she must be dedicated about the wellbeing of the older population.

There are many different kinds of gerontologists. There is the research gerontologist that researches and analyzes how the aging process affects people in different type of settings. They then use their findings as a means to understand and to enhance the lives of the senior citizens. Those in applied gerontology interact with the older people by communicating and providing assistance to them, their families and anyone they interact with on a daily basis.

In the area of administration, there are administrative gerontologists who are trained to provide management skills by creating programs and services that will be beneficial to the elderly. They help to keep the programs that are already in place running properly.

Gerontologists can have a degree in any related field. A degree in psychology, nursing, sociology, teaching and any other socially related degree can be used to enter this career.

Work Environment:

Gerontologists are able to work in many different types of employment places including nursing facilities, assisted living centers, hospitals, and health offices. They can also teach at schools and colleges and even with other professionals in the health industry to provide a better quality of life for the elderly.

Education:

For those who are interested in pursuing this career will need to take coursework in biology, geometry, algebra, and chemistry while in high school. Bonus courses would be English, psychology and any course that will better prepare you for making the transition from high school to college with a specialization in gerontology.

College Requirements:

A career as a gerontologist requires a high diploma or a GED. Training requires college and university coursework in any field that relates to sociology. A completion of a Bachelors and even a Masters degree is needed to become a gerontologist. Before becoming a licensed and practicing gerontologist a clinical internship may also be required.

Requirements do vary according to which discipline of gerontology you are majoring in; it is best to check with your school to make sure you are fulfilling the requirements necessary for your career.

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Job Outlook for Nurses Is Outstanding According to the Department of Labor

Registered Nurse Report
This comes from the US Department of Labor and is their 2010-2011 Occupational Guide. Here are highlights of the report:

• Registered nurses (RNs) constitute the largest healthcare occupation, with 2.6 million jobs.


• About 60 percent of RN jobs are in hospitals.


• The three typical educational paths to registered nursing are a bachelor's degree, an associate degree, and a diploma from an approved nursing program; advanced practice nurses-clinical nurse specialists, nurse anesthetists, nurse-midwives, and nurse practitioners-need a master's degree.


• Overall job opportunities are expected to be excellent, but may vary by employment and geographic setting; some employers report difficulty in attracting and retaining an adequate number of RNs.


• Employment of nurses is expected to grow by 22% much faster than the average of all occupations


• Nurses with a bachelor's degree are more sought after than nurses without one

One of the most interesting things about the job outlook is that they say that growth in nursing in hospitals will be much lower than in other places like working in doctor's offices, nursing homes, home healthcare and in other parts of the medical field. Just because it is growing slower doesn't mean that there still isn't quite a significant growth in jobs in the hospital setting.

Other interesting things in the report are that in some areas of the country they are having such a difficult time attracting nurses that employers are offering relocation assistance (money to relocate), signing bonuses which are cash bonuses when you officially agree to work for them, family friendly scheduling and other incentives to attract qualified candidates.

In 2008, here were the median wages of nurses:

• Employment services (those who work as head hunters) $68,160


• General medical and surgical hospitals 63,880


• Offices of physicians 59,210


• Home health care services 58,740


• Nursing care facilities 57,060

The report also talks about the types of jobs that nurses have and their responsibilities and the opportunities for advancement. Here are some of the interesting points about registered nurse advancement:

• Most RNs start out as staff nurses in hospitals


• Many RNs go on to become advanced practice nurses such as nurse practitioners, nurse anesthetists or nurse midwives


• Many nurses in the hospital environment find advancement opportunities in management and supervisory positions in the hospital


• Many nurses move their career into the business side of healthcare. It isn't uncommon for nurses to go academically to get an MBA degree and enter the business world and it is not unheard of that nurses go on to become lawyers.

It is important to remember that healthcare is a big business that hires many people who work very far from the patient's bedside. In many, many of these jobs, it is really important that the people have a real and tangible healthcare background. Nursing provides that background.

It is also worthwhile to keep in mind that there are several important factors that are driving the increase in the need for nurses. Firstly, the aging population means more sick people. The baby boomers are getting into their 60s and the need for more healthcare at that age increases dramatically. That means there is a need for more nurses. Secondly, whatever healthcare reform looks like, it will likely increase the access many people have to healthcare. People who couldn't afford healthcare or it wasn't a financial priority will be able to get healthcare under the new programs being discussed. This will drive the demand for more doctors.

You've Done Your CNA Training, What's Next?

No doubt that once you've fully completed your CNA training you'll want to find a job in your local area, so you're going to need to understand the employment options available to you. The good thing about being a CNA is that you can pretty much work any where you like in the health care setting you just need to find the right job for you.

The remainder of this CNA training article will aim to provide you with the facts relating the employment prospects of newly qualified Certified Nursing Assistants.

There are several employment options open to you as a newly qualified CNA, you just need to have a good look around the local health care providers in your area. When you're searching for a job consider that there are 4 main types of CNA employment on offer, these include the following:

• Home care employment


• Hospital employment


• Long term care employment


• Doctor's surgery employment

The first and also the most popular type of CNA employment is working within the clients home, more and more these days people want to stay in their own homes for as long as they can without having to go into long term care facilities, this is where the home based CNA comes in. The home healthcare CNA cares for someone in their own home, this means that the person can stay in their own home and maintain their own independence whilst still receiving the care and support they need. The duties of the home based CNA include things like shopping, cleaning, cooking, washing, assisting with personal hygiene needs and nutritional support.

The second type, and most commonly available type of CNA employment is that in the acute sector, I.e. within the hospital based setting. Within the acute care sector CNA's work directly alongside registered nurses and other registered practitioners, for this reason the role can be a lot more fast paced and challenging at times. The duties of the hospital based CNA are often a little more technical based, offering you the opportunity to care for patients who are undergoing surgery and medical intervention. Such patients require things like blood pressure, pulse, optometry, respiration and blood glucose monitoring, something which you don't do in patient homes.

The third type of CNA employment is that in the long term care setting, this includes nursing homes and residential care homes. Duties within the long term care facility can often be similar to those in the home setting, including things like washing, dressing, feeding and bathing. Working in a nursing home setting can be rewarding since you get to know the residents you're looking after, however it can also be emotionally demanding at times. One of the major positives of employment within the long term care setting is that the availability is growing slowly due to more and more people living longer.

The final type of CNA employment is that within a doctor's office or GP practice, this is one f the slowest paced jobs and is usually an option for those older CNAs who are looking for something a little less physically and emotionally demanding.

Whatever your choice, your CNA training will set you up for each of the above settings, however it will only be your own experience and time which will give you the true skills needed to succeed in each area.