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  • Evaluating the Strength of the Evidence Part 3 – Evidence fr…

    I already wrote my paper just please put it in APA seventh edition. I will provide my writing here I just need you to put it in APA seventh edition.

    Identifying and Strengthening the Evidence Essay Part 3

    Key performance indicator (KPI) evidence from within my organization and among stakeholders.

    Whereas part 2 of this activity focused on scientific evidence and practitioner articles, Part 3 considers evidence from my organization and stakeholders. Evidence-based management asks leaders to consider scientific data along with internal organizational information, professional expertise, and stakeholder values (Barends & Rousseau, 2018). This requires carefully examining available performance records and talking with staff members about their thoughts and beliefs.

    Key performance indicator (KPI) data used in my chosen mid-sized outpatient setting falls into three general categories: quality/performance records, HR metrics, and patient satisfaction data. The organization tracks and reports metrics on patient wait times, no-show appointments, patient survey scores, staff productivity, throughput, and some financial indicators like revenue per visit and cost per encounter. Dashboards are pulled from the electronic health record reporting system on a monthly basis and reviewed in leadership meetings. These dashboards usually focus on key operational metrics such as time-to-provider, length of visit, and same-day access rates. Dashboard use has been shown to improve knowledge of operational performance (Coiera et al., 2025), but performance improvements were only noted when leaders took action to correct problems rather than simply reviewing dashboards.

    HR metrics are collected on employee turnover, absenteeism, and staff engagement metrics captured through annual employee climate surveys. Employee turnover has an impact on patient access and flow throughout the organization, so HR metrics can be tied to operational performance. Although HR metrics are tracked alongside performance indicators, they are not often interpreted together. Decision-making based on siloed data limits leaders ability to make cross-functional improvement. De Melo Santos et al. (2025) found that performance measurement systems are strengthened when indicators are linked to one another instead of assessed independently. In the current organization, separated reporting channels may weaken any related evidence.

    Patient satisfaction surveys represent another source of performance data used in the organization. Patient surveys are conducted quarterly and contain both numerical ratings and open-text comments. Leaders use numerical ratings as benchmarks for performance improvement, but comments are used to drive responses to patients. Occasionally, individual comments are brought to a department heads attention, despite trending stable satisfaction scores.

    Leadership perceptions provide additional insight when examining how evidence is used. When talking with leaders and staff members informally, I learned that leaders viewed KPIs as an important component of accountability, payer requirements, and regulatory obligations. Managers found dashboard reporting helpful for understanding trends in wait times and productivity gaps. Some staff members including front-line providers and support staff view productivity metrics (e.g., visits per day) as a reductive measure of care.

    Ethical implications exist when using KPI data to drive decisions as well. Leaders should consider potential harm to patients or employees when acting on KPIs. Failing to adjust productivity measures for patient acuity may pressure teams to shorten patient encounters. Ethical leaders balance efficiency with providing quality care, maintaining patient safety, and enhancing the patient experience. Patient health information used to report KPIs is also subject to HIPPA standards. Leaders should consider ethical and legal requirements when using employee performance data for decision-making. Transparency and information sharing can help maintain trust among staff members.

    Evidence-based management requires leaders to not only identify the strength of evidence but weigh ethical concerns as well (Barends & Rousseau, 2018). Stakeholder interpretations of KPI data can also strengthen or weaken the available evidence.

    In conclusion, the strength of evidence internally would be considered moderate. Much of the quantitative data used for decision-making is collected through the EHR system and is reliable. However, there are gaps in internal systems that weaken the strength of the evidence. Not all indicators are defined consistently across departments which weakens comparison. Qualitative data such as staff and patient input is anecdotal and not collected through formal focus groups or validated surveys. Finally, financial, HR, and operations metrics are not linked during reporting periods which reduces leaders ability to integrate and view organizational performance holistically.

    Nabovati et al. (2023) reported that hospital managers utilize a subset of key performance indicators when making decisions based on information needs. Common KPIs included wait times, patient satisfaction scores, financial indicators, and safety metrics. In alignment with this research, leaders in my organization focus on wait times, patient satisfaction scores, and productivity when discussing performance improvements during meetings. These areas strengthen the relevance of KPIs used in the organization, but they may limit visibility on long-term improvements.

    Combining scientific evidence from Part 2 with internal organizational information and stakeholder perceptions, leaders should continue to use KPI data to identify areas of organizational performance. However, careful attention should be paid to how dashboards are used and how productivity impacts quality of care. To strengthen internal evidence, organizations should link HR, operations, and financial metrics; create formalized methods for stakeholder feedback; and investigate how productivity metrics relate to quality of care.

    References

    Barends, E., & Rousseau, D. M. (2018). Evidence-based management: How to use evidence to make better organizational decisions . Kogan Page Publishers.

    Coiera, E., Chan, A., Brooke-Cowden, K., Rahimi-Ardabili, H., Halim, N., & Tufanaru, C. (2025). Clinical and economic impact of digital dashboards on hospital inpatient care: A systematic review. JAMIA Open , 8 (4), ooaf078. https://doi.org/10.1093/jamiaopen/ooaf078

    de Melo Santos, C. J., Barbosa, A. S., & Oliveira SantAnna, . M. (2025). Performance measurement systems in primary health care: A systematic literature review. BMC Health Services Research , 25 , 353. https://doi.org/10.1186/s12913-025-12412-6

    Nabovati, E., Farrahi, R., Sadeqi Jabali, M., Khajouei, R., & Abbasi, R. (2023). Identifying and prioritizing the key performance indicators for hospital management dashboard at a national level: Viewpoint of hospital managers. Health Informatics Journal , 29 (4), 14604582231221139. https://doi.org/10.1177/14604582231221139

    Smith, M., & Bititci, U. (2022). Interactions between performance measurement and management, employee engagement and performance. International Journal of Operations & Production Management , 42 (3), 255276.

  • art 143 db 2 nael

    Revolutionary Way of Seeing

    Manet painting of Luncheon on the Grass

    TO DO:

    • Read History of Modern Art, pp. 14-50

    • Comments will be extra credit due to the President’s Day Holiday

    Like last week, this week’s reading (History of Modern Art, pp. 14-50) discusses major shifts in the way people both created and viewed art. In your second discussion forum post, you will once again choose an artist from the reading to discuss and very briefly present a work of art by that artist as an example of their contribution to the history of art. You may choose a work of art discussed in the textbook but please make additional observations if you do.

    In your two paragraph response, you will discuss the reason why this artist is important, and how they helped advance the evolution of art in the late 19th century.

    • Briefly identify the artist and the movement with which they are associated.
    • What influenced this artist? (For example, other artists, scientific advances, photography, Parisian culture, literature, nature, etc.)
    • Was their work controversial? If so, why?
    • Briefly identify the work of art and provide a few pertinent details about the piece.
    • Describe the style or technique of the piece as well as you can. Was it revolutionary in some way? Does it affect the meaning of the work?

    Due to the President’s Day holiday, you will have extra time for this assignment! Your discussion post should be completed by Tuesday 2/17 at 11:59 PM. It should include an image of your subject, which can be included by selecting the image option in the menu above the text box (it looks like a small rectangle with a mountain and sun). Comments will be extra credit due to the holiday. Please cite at least two sources in your post

    ! was a Parisian painter and a key figure in the transition from Realism to Impressionism. He’s often called the “father of modern art” for his role in breaking away from academic styles to depict modern life. Manet’s work was controversial for its use of frontal lighting, impasto brushstrokes, and contemporary scenes. Dr. Beth Harris and Dr. Steven Zucker discuss his painting “Olympia” and its importance to art history in the video below:

    douard Manet, Olympia, oil on canvas, 1863 (Muse d’Orsay, Paris)

    is a 19th-century art movement that originated in France. Impressionist artists captured the effects of light and atmosphere on color and form. They used short brush strokes, bright colors, and open compositions to create an unfinished look. Although it may seem traditional to us, Impressionism was originally controversial and marked a radical change from previous ways of making art. Learn more in the video below:

    was a French painter, sculptor, and printmaker who is considered a founder of Impressionism. Though he helped organize the first Impressionist exhibition in 1874, Degas preferred to be called a realist and rejected the Impressionist label. His work was deliberate and controlled, painted in the studio from memory, sketches, and notes. In the video below, MoMA curator Jodi Hauptman and conservator Karl Buchberg explore Degass monotype process with printmakers Andrew Mockler and Jennifer Marshall of Jungle Press Editions.

    What is a monotype and how does it relate to Degas’ artistic philosophy?

    A is a print, but with one major difference from other printmaking processes: the artist creates exactly one print, instead of multiples (called editions). This is due to the way a monotype is made.

    To make a monotype, the artist applies paint or ink directly onto the plate which can be metal, glass, plexiglas, or even . The plate is pressed against the paper to transfer the ink. (So the finished print is a mirror image of whats on the plate.)

    Learn more in the video below:

    The history of photography began with the discovery of two critical principles: The first is camera obscura image projection; the second is the discovery that some substances are visibly altered by exposure to light. Photography has revolutionized the world since its invention in the 19th century. The short video below, Illuminating photography: From camera obscura to camera phone by Eva Timothy, is an entertaining summary:

    Cinema has also transformed the world. See the original “moving picture”, the Race Horse from 1878 by :

    is considered one of the most important painters. He moved away from the apparent spontaneity and rapidity of and developed a structured, more monumental art to depict modern urban life. His most famous painting is A Sunday on La Grande Jatte (1884, 1884-86). Learn more in the video below, which is presented by Dr. Beth Harris and Dr. Steven Zucker for Kahn Academy:

    Georges Seurat, A Sunday on La Grande Jatte – 1884, 1884-86, oil on canvas, 81-3/4 x 121-1/4 inches / 207.5 x 308.1 cm (The Art Institute of Chicago).

    Cezanne.pngRoberts, Ken. Czanne. Tudor Publishing Company, 1967.

    Screenshot 2026-02-12 at 8.03.57PM.png.

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    Requirements: 1h

  • movie agora

    Write a movie review based on personal understanding and emotions

  • Writing Question

    attached pic (red circled ones). same as class

    Requirements: as above

  • music in america

    respond to freddy with 150 words please no palgiarism no a i. no chat bots original work please

    Traditionally male professions

    Women entering male dominated music professions face added barriers. You see this pattern clearly in orchestral conducting. The symphony orchestra values continuity, its structure has changed little over time, and institutions protect long standing traditions. Programming often favors familiar works, and new approaches face resistance. Women operate inside systems shaped by historical authority. Leaders such as William Schuman influenced Juilliard and Lincoln Center, their models emphasized stability and control, and these values still guide decision making. Leadership roles reflect established norms, and those norms favor people who match past expectations. Economic pressure intensifies these limits. Orchestras struggle to fill seats, financial strain drives caution, and administrators avoid choices viewed as risky. Hiring follows familiar paths, and women face greater scrutiny in this climate. Conducting signals authority, tradition links authority with male experience, and women must prove competence more often and more publicly. Modern traditionalists aim to advance music while preserving structure, and this balance affects leadership access. Institutions promote modest and accessible programming, familiarity reassures audiences, familiar leadership reassures boards, and diversity moves slowly under these conditions. Change develops through visible action. Women work within the system rather than outside it, men in established roles support inclusion through advocacy, and their support reduces resistance. Institutions expand leadership standards over time, women establish authority through consistent performance, public success builds trust, and repeated engagement reshapes expectations. These efforts connect innovation with tradition. Observers see progress through gradual shifts, leadership norms evolve without rejecting the mainstream culture, and access increases through sustained evidence of skill and authority within contemporary concert music institutions shaped by tradition and innovation.

    Requirements: music in america

  • music in america

    please respond to delores with 160 words no plagiarism no a i no chat bots original work

    Do You ImaginE

    You know if we were to look at the world of orchestral conducting, it would be so obvious that women often face challenges, and obstacles that their male colleagues don’t. Conducting music has definitely been a male dominated profession for a very long time, even today it’s as though people carry old assumptions about who looks like a leader. People often don’t or won’t look at women as Leaders. A male conductor can walk onto the podium, and people automatically trust his authority, but if a woman walks onto the podium the same way the man did and even stood in the same spot, she will have to prove herself before people would even think about her lifting the Baton. One of these major obstacles for a woman I believe is Stereotyping. Ther are quite a few people who still believe That Leadership has to look loud, and feel loud, people still believe it should be forceful or traditionally masculine, and they judge a woman much more harshly for the same behaviors as the man. Women conductors also have to deal with rude comments about certain things they wear, also what they look like, their overall appearance. If that’s not bad enough people talk about their personality, they poke fun at their gestures, the same gestures their male coworkers use. To top all these things off, there’s a lot less women mentors in that field, leads to fewer role models, without role models people will not open their door to women conductors. People that do the hiring are very bias, which to me is the biggest obstacle inn a woman’s way. There are a few orchestras that will try to be fair, but unconscienced bias can affect who will be invited to the auditions, who gets recommended and also who gets chosen for the big opportunities. I’m sure women feel extra pressure on them to balance a very demanding travel schedule, which come with expectations about family responsibilities. I’m thinking, in order to get these issues addressed, we would need both men and women to play a very big role in this plan. Women can continue pushing forward, also supporting one another during this time. Women need to start claiming their space, or place in the field. Men can be a big help to the women, by big help I mean mentoring these women. Men can call out the bias; they can treat a woman’s leadership as a completely normal thing to do while out in the field. When everybody works together, and has respect for one another, the field becomes more open, and fair. People will definitely be more focused on the actual talent, and not on the person’s gender.

    by Dolores Villalobos

    Requirements: music in america

  • HIST 1302 Assessment Assignment

    Creating Lives Signature Assignment Project

    HIST 1302

    United States History II

    Student Learning Objectives (ACGM) Assessed in this assignment:

    1. Create an argument through the use of historical evidence. (SLO1)

    2. Analyze and interpret primary and secondary sources. (SLO2)

    3. Analyze the effects of historical, social, political, economic, cultural, and global forces on this period of United States history. (SLO3)

    Core Objectives (THECB) Assessed in this assignment:

    1. Critical Thinking Skills (CT) – to include creative thinking, innovation, inquiry, and the analysis, evaluation, and synthesis of information.

    2. Communication Skills (COM) – to include effective written, oral, and visual communication.

    3. Social Responsibility (SR) – to include intercultural competency, civic knowledge, and the ability to engage effectively in regional, national, and global communities.

    4. Personal Responsibility (PR) – to include the ability to connect choices, actions, and consequences to ethical decision-making.

    Assignment Directions

    1. You will prepare a six-part letter to any historical person. Your character is a fictional character who turned 18 years old in the time period of 1910-1960. (You are going to pick one historical event during the time period)

    2. You may choose your characters place of birth within the United States (or perhaps as a young immigrant to the United States), gender, ethnicity, race, religion, class, occupation, and overall personality traits.

    3. Your character cannot alter the course of history in any fundamental way.

    4. Your assignment will consist of the following parts:

    Part I (100 words minimum): Utilizing your course readings and materials, introduce your character in one paragraph. Provide historically- accurate and meaningful details regarding your characters name, date and place of birth, current place of residence,

    race, ethnicity, sex, gender, class, and other relevant personal detail and information. Each of these personal characteristics must be identified and explained. In addition, create an avatar (or some other artistic representation) of your character and explain why you chose the characteristics depicted. (COM)

    Example: Introduce your character to whom you are addressing in your letter.

    Part II (300 words minimum): Analyze one of the major historic conflicts taking place in the time-period your character is living through (such as the Civil Rights movement, Vietnam War, Cold War, etc.) and is having a direct impact on the life of your character. Explain the historic antecedents or causes of such events. Be sure to identify the major historical figures and organizations that are associated with this event and the specific role(s) each played. Be sure to identify precise historical, social, political, economic, cultural, and global forces that shaped the event or conflict you are describing. Last, explain how this historical event or conflict affected or, perhaps, divided, Americans living in this era. (SLO1; SLO2, SLO3; CT; COM)

    Example: What is the problem going on and how can the person you are writing to help?

    Part III (200 words minimum): Find and analyze one primary source document directly related to the historical event or conflict you described in Part II. Explain the historical issue or issues raised in the primary source document. In other words, what does the document tell us and what insights does it shed on the historical event you discussed in Part II? In your review of this primary source, explain the view or perspective of the author of the document. What is the overall purpose of the document? Last, provide at least one examples or quotes from your document that help you understand the perspective of the person(s) who produced it. Last, consider how the issues raised in the primary-source document you analyzed would have reinforced or challenged your characters worldview, ethical values, and/or historical perspective. Would your character agree or disagree with the view or perspective expressed by this document? Be sure you properly cite the source you use. (SLO2; CT; COM)

    Example: quote one primary document in your letter that connects to the event you are talking about.

    Part IV (200 words minimum): Identify one major historically relevant ethical dilemma or moral choice that your character is struggling with in regards to this historical conflict. What personal or unique impact is this historical event having on your character? Be sure to explain how this ethical issue relates to this historical event and how the event is directly affecting your character (i.e., impacting his or her everyday experiences and/or challenging your characters world and ethical view(s)). (SLO1; CT; COM)

    Example: What is your dilemma? Tell your person you are writing to the issue you are facing.

    Part V (100 words minimum): Explain how your character has decided to respond to the ethical dilemma at hand and why he or she responded in the way you identified. Explain how your characters cultural background and historical setting (i.e. the historical, social, political, economic, cultural and global forces), and the broader conceptions of ethical behavior embedded within, shaped your characters response. Consider at least one of the following: (1) your characters conception(s) of civic responsibility; (2) your characters understanding of the importance and role of the democratic process; (3) your characters respect for social justice, fairness, and difference; (4) your characters experiences with prejudice, racial or gender discrimination, and/or economic and social marginalization. (SLO3; SR; COM)

    Example: How can you solve the issue or what have you done to solve the issue.

    Part VI (100 words minimum): Last, explain how your characters understanding of self and his or her related personal values influenced their response to the ethical dilemma faced and/or was altered by the historical events of the era he or she experienced. (PR; COM)

    Example: Plead for help or ask for forgiveness.

    Assignment Requirements

    Each Creating Lives Signature Assignment Project will meet the following requirements:

    1. Your paper must be typed, double-spaced, Times New Roman 12-point font, and 600 words (minimum) in length*.

    2. You must submit your essay into Canvas by the assignment due date set by the instructor.

    3. Paper will count towards 20% of your final course grade*.

    4. Your paper must draw from and cite a minimum of 1 secondary and 1 primary source document.* Individual instructors may elect to require specific or additional sources.

    5. Use appropriate in-text citations and a complete bibliography, formatted according to the most recent edition of an academic citation style (i.e., MLA/APA/Turabian/Chicago Manual of Style).

    6. Papers will be graded according to the essay rubric posted online and below.

    The specific instructions regarding assignment due dates may vary according to individual instructor. Items marked with an asterisk (*) are set assignment parameters that cannot be changed by individual instructors.

    Attached Files (PDF/DOCX): HIST 1302 rubric.pdf, Signature Assignment Template (2).docx

    Note: Content extraction from these files is restricted, please review them manually.

  • music in america

    please respond to delores with 160 words no plagiarism no a i no chat bots original work

    Do You ImaginE

    You know if we were to look at the world of orchestral conducting, it would be so obvious that women often face challenges, and obstacles that their male colleagues don’t. Conducting music has definitely been a male dominated profession for a very long time, even today it’s as though people carry old assumptions about who looks like a leader. People often don’t or won’t look at women as Leaders. A male conductor can walk onto the podium, and people automatically trust his authority, but if a woman walks onto the podium the same way the man did and even stood in the same spot, she will have to prove herself before people would even think about her lifting the Baton. One of these major obstacles for a woman I believe is Stereotyping. Ther are quite a few people who still believe That Leadership has to look loud, and feel loud, people still believe it should be forceful or traditionally masculine, and they judge a woman much more harshly for the same behaviors as the man. Women conductors also have to deal with rude comments about certain things they wear, also what they look like, their overall appearance. If that’s not bad enough people talk about their personality, they poke fun at their gestures, the same gestures their male coworkers use. To top all these things off, there’s a lot less women mentors in that field, leads to fewer role models, without role models people will not open their door to women conductors. People that do the hiring are very bias, which to me is the biggest obstacle inn a woman’s way. There are a few orchestras that will try to be fair, but unconscienced bias can affect who will be invited to the auditions, who gets recommended and also who gets chosen for the big opportunities. I’m sure women feel extra pressure on them to balance a very demanding travel schedule, which come with expectations about family responsibilities. I’m thinking, in order to get these issues addressed, we would need both men and women to play a very big role in this plan. Women can continue pushing forward, also supporting one another during this time. Women need to start claiming their space, or place in the field. Men can be a big help to the women, by big help I mean mentoring these women. Men can call out the bias; they can treat a woman’s leadership as a completely normal thing to do while out in the field. When everybody works together, and has respect for one another, the field becomes more open, and fair. People will definitely be more focused on the actual talent, and not on the person’s gender.

    by Dolores Villalobos

    Requirements:

  • music in america

    please respond to delores with 160 words no plagiarism no a i no chat bots original work

    Do You ImaginE

    You know if we were to look at the world of orchestral conducting, it would be so obvious that women often face challenges, and obstacles that their male colleagues don’t. Conducting music has definitely been a male dominated profession for a very long time, even today it’s as though people carry old assumptions about who looks like a leader. People often don’t or won’t look at women as Leaders. A male conductor can walk onto the podium, and people automatically trust his authority, but if a woman walks onto the podium the same way the man did and even stood in the same spot, she will have to prove herself before people would even think about her lifting the Baton. One of these major obstacles for a woman I believe is Stereotyping. Ther are quite a few people who still believe That Leadership has to look loud, and feel loud, people still believe it should be forceful or traditionally masculine, and they judge a woman much more harshly for the same behaviors as the man. Women conductors also have to deal with rude comments about certain things they wear, also what they look like, their overall appearance. If that’s not bad enough people talk about their personality, they poke fun at their gestures, the same gestures their male coworkers use. To top all these things off, there’s a lot less women mentors in that field, leads to fewer role models, without role models people will not open their door to women conductors. People that do the hiring are very bias, which to me is the biggest obstacle inn a woman’s way. There are a few orchestras that will try to be fair, but unconscienced bias can affect who will be invited to the auditions, who gets recommended and also who gets chosen for the big opportunities. I’m sure women feel extra pressure on them to balance a very demanding travel schedule, which come with expectations about family responsibilities. I’m thinking, in order to get these issues addressed, we would need both men and women to play a very big role in this plan. Women can continue pushing forward, also supporting one another during this time. Women need to start claiming their space, or place in the field. Men can be a big help to the women, by big help I mean mentoring these women. Men can call out the bias; they can treat a woman’s leadership as a completely normal thing to do while out in the field. When everybody works together, and has respect for one another, the field becomes more open, and fair. People will definitely be more focused on the actual talent, and not on the person’s gender.

    by Dolores Villalobos

    Requirements:

  • music in america

    please respond to delores with 160 words no plagiarism no a i no chat bots original work

    Do You ImaginE

    You know if we were to look at the world of orchestral conducting, it would be so obvious that women often face challenges, and obstacles that their male colleagues don’t. Conducting music has definitely been a male dominated profession for a very long time, even today it’s as though people carry old assumptions about who looks like a leader. People often don’t or won’t look at women as Leaders. A male conductor can walk onto the podium, and people automatically trust his authority, but if a woman walks onto the podium the same way the man did and even stood in the same spot, she will have to prove herself before people would even think about her lifting the Baton. One of these major obstacles for a woman I believe is Stereotyping. Ther are quite a few people who still believe That Leadership has to look loud, and feel loud, people still believe it should be forceful or traditionally masculine, and they judge a woman much more harshly for the same behaviors as the man. Women conductors also have to deal with rude comments about certain things they wear, also what they look like, their overall appearance. If that’s not bad enough people talk about their personality, they poke fun at their gestures, the same gestures their male coworkers use. To top all these things off, there’s a lot less women mentors in that field, leads to fewer role models, without role models people will not open their door to women conductors. People that do the hiring are very bias, which to me is the biggest obstacle inn a woman’s way. There are a few orchestras that will try to be fair, but unconscienced bias can affect who will be invited to the auditions, who gets recommended and also who gets chosen for the big opportunities. I’m sure women feel extra pressure on them to balance a very demanding travel schedule, which come with expectations about family responsibilities. I’m thinking, in order to get these issues addressed, we would need both men and women to play a very big role in this plan. Women can continue pushing forward, also supporting one another during this time. Women need to start claiming their space, or place in the field. Men can be a big help to the women, by big help I mean mentoring these women. Men can call out the bias; they can treat a woman’s leadership as a completely normal thing to do while out in the field. When everybody works together, and has respect for one another, the field becomes more open, and fair. People will definitely be more focused on the actual talent, and not on the person’s gender.

    by Dolores Villalobos

    Requirements: