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  • [Solved] NRP 474

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    – ## Module5.docx **## Module5.docx** Module 5: Quality Improvement This module is all about Quality Improvement. "Quality improvement is the framework used to systematically improve care. Quality improvement seeks to standardize processes and structure to reduce variation, achieve predictable resul…

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    – ## Module5.docx

    **## Module5.docx**

    Module 5: Quality Improvement

    This module is all about Quality Improvement. "Quality improvement is the framework used to systematically improve care. Quality improvement seeks to standardize processes and structure to reduce variation, achieve predictable results, and improve outcomes for patients, healthcare systems, and organizations" (U.S. Centers for Medicare & Medicaid Services, n.d.). It is incredibly important that we strive to understand the need for quality improvement, and that we implement it into practice.

    You will also complete and submit your Signature Assignment (SA) this week. The SA is worth 40% of your course grade and you MUST score a 78% or higher on it to pass the entire course. It is very important to put time and focused energy into your work for this assignment.

    _Continuous Improvement Pictures, images and stock photos_. iStock. (n.d.). https://www.istockphoto.com/photos/continuous-improvement

    **Course Objectives:**

    3. Summarize the potential and actual impact of patient safety initiatives and regulations.

    5. Apply quality improvement principles in care delivery

    **Module Objectives:**

    1. Create a framework for quality, safe, patient centered care. CO: 5

    2. Appraise the components of a root cause analysis. CO: 3

    **Required Chapter Readings and Resources:**

    Chapter 11: Quality Improvement Essentials

    Chapter 14: Quality Improvement and Project Management

    **Reference:**

    U.S. Centers for Medicare & Medicaid Services. (n.d.).
    _Quality Measurement and Quality Improvement_. CMS.gov.
    [https://www.cms.gov/medicare/quality-initiatives-patient-assessment-instruments/mms/quality-measure-and-quality-improvement-#:~:text=Quality%20improvement%20is%20the%20framework,%2C%20healthcare%20systems%2C%20and%20organizationsLinks to an external site.](https://www.cms.gov/medicare/quality-initiatives-patient-assessment-instruments/mms/quality-measure-and-quality-improvement-).

    **Required Assignment:**

    [**Root Cause Analysis PowerPoint or Padlet Assignment Based on a Sentinel Event Case Study**](https://nku.instructure.com/courses/82359/assignments/1406785?wrap=1)

    **Signature Assignment Lecture:**

    **he Signature Assignment (SA):**

    The SA is worth 40% of your course grade and you MUST score a 78% or higher on it to pass the entire course. It is very important to put time and focused energy into your work for this assignment.

    Please read the following articles and watch the video about the RaDonda Vaught Case. Then continue to do your own research on the aspects of this case directly related to nursing responsiblity and legalities. I encourage you to spend considerable time researching this case more in-depth outside of the provided resources here.

    **Complete a Root Cause Analysis based on this case:**

    1.

    1. Explain what a Root Cause Analysis is and the purpose of using one for your facility.

    2. What were the major issues and contributing factors that led to the incident in the RaDonda Vaught Case? What occurred based on facts shared in these resources?

    1. Please include all details surrounding this case. Explain the situation and causes. Speak to issues that may have led to distraction, protection of the hospital, nursing responsibilities, and anything else you feel is pertinent to share about this case.

    3. What, how, and why did this incident occur?

    4. What was this nurse charged with? Do you think this was fair after completing your research?

    5. What are opportunities and/or plans of improvement to prevent similar situations in happen in the future? Identify the best evidence(s) to support policy development related to this issue.

    6. Please also share your feelings and concerns as a result of studying this particular case. How can you better protect your patients and yourself?

    7. Create a safe medication administration flyer or announcement to display in your facility. Please include a picture of your flyer or announcement to include in this presentation.

    *Your presentation should have 16-20 slides for a PowerPoint Presentation (or 8-10 sections if you are using a Padlet). Use at least three scholarly references within 5 years. Include a title page and reference page (these are not included in the slide or section count).

    *You must use color, design, pictures/art to create a visually pleasing presentation. You want this to be interesting to your audience.

    **Video and Articles to Support this Assignment:**

    [https://www.youtube.com/watch?v=69hdAy6oay8Links to an external site.](https://www.youtube.com/watch?v=69hdAy6oay8)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/nrp-474)

    [https://www.psqh.com/analysis/lessons-learned-from-the-radonda-vaught-case/Links to an external site.](https://www.psqh.com/analysis/lessons-learned-from-the-radonda-vaught-case/)

    [https://www.tennessean.com/story/news/crime/2022/05/13/radonda-vaught-sentenced-vanderbilt-nurse/9717529002/Links to an external site.](https://www.tennessean.com/story/news/crime/2022/05/13/radonda-vaught-sentenced-vanderbilt-nurse/9717529002/)

    If you decide to use a Padlet, here is the link:
    [https://padlet.com/Links to an external site.](https://padlet.com/)

    COs: 3 & 5

    MO: 1, 2

    **References:**

    Gluck, F., & Timms, M. (2022, May 13).
    _Radonda Vaught sentenced to three years probation on a diverted sentence, could see record wiped_. The Tennessean. Retrieved March 3, 2023, from https://www.tennessean.com/story/news/crime/2022/05/13/radonda-vaught-sentenced-vanderbilt-nurse/9717529002/

    Nightline. (n.d.-a).
    _Former nurse speaks out after sentencing in fatal drug error_. YouTube. https://www.youtube.com/watch?v=69hdAy6oay8

    Ramsay, M. (2022, June 22).
    _Lessons learned from the Radonda Vaught case_. Patient Safety & Quality Healthcare. Retrieved March 3, 2023, from https://www.psqh.com/analysis/lessons-learned-from-the-radonda-vaught-case/

    Rubric

    **Root Cause Analysis Presentation**

    | | | |
    | — | — | — |
    | Root Cause Analysis Presentation |
    | **Criteria** | **Ratings** | **Pts** |
    | This criterion is linked to a Learning OutcomeBackground, Root Cause Analysis, Contributing Factors and Facts<br>The student explained what a Root Cause Analysis is and the purpose of its usage, the major issues and contributing factors that led to the incident in the RaDonda Vaught Case, and what occurred based on facts shared in these resources. The student included all details surrounding the case, and explained the situation and causes. | **27 ptsFull Marks** The student explained what a Root Cause Analysis is and the purpose of its usage, the major issues and contributing factors that led to the incident in the RaDonda Vaught Case, and what occurred based on facts shared in these resources. The student included all details surrounding the case, and explained the situation and causes.<br> <br>**14 ptsPartially Meets** The student explained what a Root Cause Analysis is and the purpose of its usage, but left off major issues and contributing factors that led to the incident in the RaDonda Vaught Case, and what occurred based on facts shared. The student provided a vague description of details surrounding the case, situation and causes.<br> <br>**0 ptsNo Marks** Little to no explanation of the root cause analysis, contributing factors, and/or issues surrounding this case were provided. | 27 pts |
    | This criterion is linked to a Learning OutcomeDetails that led to Distraction, Nursing and Hospital Responsibilities, Pertinent Case Data, What, How, Why of this Incident<br>The student described the issues that may have led to distraction, protection of the hospital, nursing responsibilities, and anything else that was pertinent to share about the case.<br>What, how, and why did this incident occur? | **27 ptsFull Marks** The student described the issues that may have led to distraction, protection of the hospital, nursing responsibilities, and anything else that was pertinent to share about the case. What, how, and why did this incident occur?<br> <br>**14 ptsPartially Meets** The student provided a vague description of the issues that may have led to distraction, protection of the hospital, nursing responsibilities, and anything else that was pertinent to share about the case. Little description of what, how, and why this incident occurred was provided.<br> <br>**0 ptsNo Marks** Little to no explanation of the nursing and hospital responsibilities, distractions, pertinent case data, or details were noted. | 27 pts |
    | This criterion is linked to a Learning OutcomeCharges, Opportunities for Future Improvement and Prevention<br>The student presented the charges brought against the nurse and whether or not the student feels the charges were fair.<br>Opportunities and/or plans of improvement to prevent similar situations in happen in the future were explained in detail. The student identified the best evidence(s) to support policy development related to this issue. The student created a safe medication administration flyer or announcement and provided proof of the display in his/her facility within this presentation. | **26 ptsFull Marks** The student presented the charges brought against the nurse and whether or not the student feels the charges were fair. Opportunities and/or plans of improvement to prevent similar situations in happen in the future were explained in detail. There was a deep explanation of health policy to support change related to this case. The student created a safe medication administration flyer or announcement and provided proof of the display in his/her facility within this presentation.<br> <br>**13 ptsPartially Meets** A vague description of the charges brought against the nurse and whether or not the student feels the charges were fair were presented. Opportunities and/or plans of improvement to prevent similar situations in happen in the future were mentioned, but vague in detail. There was a vague mention of health policy related to this issue. The use of a flyer or announcement about safe medication administration was mentioned, but not seen in the presentation.<br> <br>**0 ptsNo Marks** Little to no description of the charges brought against the nurse and whether or not the student feels the charges were fair were presented. No mention of plans of improvement to prevent similar situations in happen in the future or health policy related to this topic were mentioned. No mention of a safe medication administration flyer or announcement was noted. | 26 pts |
    | This criterion is linked to a Learning OutcomeTimeliness, Quality of Presentation, Slide Count, APA Formatting<br>The student submitted this assignment on time. It was visually pleasing with clean slides design and usage of pictures/art and color and design to support. The presentation was 16-20 slides for a PowerPoint Presentation (or 8-10 sections if you are using a Padlet). At least three scholarly references within 5 years were used. A title page and reference page were used but not included in the slide or section count. APA 7th Edition formatting was used throughout. Slides had citations at the bottom when references were used. | **20 ptsFull Marks** The student submitted this assignment on time. It was visually pleasing with clean slides design and usage of pictures/art and color and design to support. The presentation was 16-20 slides for a PowerPoint Presentation (or 8-10 sections if you are using a Padlet). At least three scholarly references within 5 years were used. A title page and reference page were used but not included in the slide or section count. APA 7th Edition formatting was used throughout. Slides had citations at the bottom when references were used.<br> <br>**10 ptsPartially Meets** Either the student did not submit this assignment on time, it was not visually pleasing, the presentation was outside of the 16-20 slides count, less than three scholarly references within 5 years were used, a lack of APA 7th Edition formatting was noted.<br> <br>**0 ptsNo Marks** This assignment had APA errors throughout, was well under the slide count, no references were noted, or the submission was not a presentation in design. | 20 pts |

    Total Points: 100

    ## image1.png

    **## Module5.docx**

    Module 5: Quality Improvement

    This module is all about Quality Improvement. "Quality improvement is the framework used to systematically improve care. Quality improvement seeks to standardize processes and structure to reduce variation, achieve predictable results, and improve outcomes for patients, healthcare systems, and organizations" (U.S. Centers for Medicare & Medicaid Services, n.d.). It is incredibly important that we strive to understand the need for quality improvement, and that we implement it into practice.

    You will also complete and submit your Signature Assignment (SA) this week. The SA is worth 40% of your course grade and you MUST score a 78% or higher on it to pass the entire course. It is very important to put time and focused energy into your work for this assignment.

    _Continuous Improvement Pictures, images and stock photos_. iStock. (n.d.). https://www.istockphoto.com/photos/continuous-improvement

    **Course Objectives:**

    3. Summarize the potential and actual impact of patient safety initiatives and regulations.

    5. Apply quality improvement principles in care delivery

    **Module Objectives:**

    1. Create a framework for quality, safe, patient centered care. CO: 5

    2. Appraise the components of a root cause analysis. CO: 3

    **Required Chapter Readings and Resources:**

    Chapter 11: Quality Improvement Essentials

    Chapter 14: Quality Improvement and Project Management

    **Reference:**

    U.S. Centers for Medicare & Medicaid Services. (n.d.).
    _Quality Measurement and Quality Improvement_. CMS.gov.
    [https://www.cms.gov/medicare/quality-initiatives-patient-assessment-instruments/mms/quality-measure-and-quality-improvement-#:~:text=Quality%20improvement%20is%20the%20framework,%2C%20healthcare%20systems%2C%20and%20organizationsLinks to an external site.](https://www.cms.gov/medicare/quality-initiatives-patient-assessment-instruments/mms/quality-measure-and-quality-improvement-).

    **Required Assignment:**

    [**Root Cause Analysis PowerPoint or Padlet Assignment Based on a Sentinel Event Case Study**](https://nku.instructure.com/courses/82359/assignments/1406785?wrap=1)

    **Signature Assignment Lecture:**

    **he Signature Assignment (SA):**

    The SA is worth 40% of your course grade and you MUST score a 78% or higher on it to pass the entire course. It is very important to put time and focused energy into your work for this assignment.

    Please read the following articles and watch the video about the RaDonda Vaught Case. Then continue to do your own research on the aspects of this case directly related to nursing responsiblity and legalities. I encourage you to spend considerable time researching this case more in-depth outside of the provided resources here.

    **Complete a Root Cause Analysis based on this case:**

    1.

    1. Explain what a Root Cause Analysis is and the purpose of using one for your facility.

    2. What were the major issues and contributing factors that led to the incident in the RaDonda Vaught Case? What occurred based on facts shared in these resources?

    1. Please include all details surrounding this case. Explain the situation and causes. Speak to issues that may have led to distraction, protection of the hospital, nursing responsibilities, and anything else you feel is pertinent to share about this case.

    3. What, how, and why did this incident occur?

    4. What was this nurse charged with? Do you think this was fair after completing your research?

    5. What are opportunities and/or plans of improvement to prevent similar situations in happen in the future? Identify the best evidence(s) to support policy development related to this issue.

    6. Please also share your feelings and concerns as a result of studying this particular case. How can you better protect your patients and yourself?

    7. Create a safe medication administration flyer or announcement to display in your facility. Please include a picture of your flyer or announcement to include in this presentation.

    *Your presentation should have 16-20 slides for a PowerPoint Presentation (or 8-10 sections if you are using a Padlet). Use at least three scholarly references within 5 years. Include a title page and reference page (these are not included in the slide or section count).

    *You must use color, design, pictures/art to create a visually pleasing presentation. You want this to be interesting to your audience.

    **Video and Articles to Support this Assignment:**

    [https://www.youtube.com/watch?v=69hdAy6oay8Links to an external site.](https://www.youtube.com/watch?v=69hdAy6oay8)![A black and grey play button AI-generated content may be incorrect.](https://www.sweetstudy.com/questions/nrp-474)

    [https://www.psqh.com/analysis/lessons-learned-from-the-radonda-vaught-case/Links to an external site.](https://www.psqh.com/analysis/lessons-learned-from-the-radonda-vaught-case/)

    [https://www.tennessean.com/story/news/crime/2022/05/13/radonda-vaught-sentenced-vanderbilt-nurse/9717529002/Links to an external site.](https://www.tennessean.com/story/news/crime/2022/05/13/radonda-vaught-sentenced-vanderbilt-nurse/9717529002/)

    If you decide to use a Padlet, here is the link:
    [https://padlet.com/Links to an external site.](https://padlet.com/)

    COs: 3 & 5

    MO: 1, 2

    **References:**

    Gluck, F., & Timms, M. (2022, May 13).
    _Radonda Vaught sentenced to three years probation on a diverted sentence, could see record wiped_. The Tennessean. Retrieved March 3, 2023, from https://www.tennessean.com/story/news/crime/2022/05/13/radonda-vaught-sentenced-vanderbilt-nurse/9717529002/

    Nightline. (n.d.-a).
    _Former nurse speaks out after sentencing in fatal drug error_. YouTube. https://www.youtube.com/watch?v=69hdAy6oay8

    Ramsay, M. (2022, June 22).
    _Lessons learned from the Radonda Vaught case_. Patient Safety & Quality Healthcare. Retrieved March 3, 2023, from https://www.psqh.com/analysis/lessons-learned-from-the-radonda-vaught-case/

    Rubric

    **Root Cause Analysis Presentation**

    | | | |
    | — | — | — |
    | Root Cause Analysis Presentation |
    | **Criteria** | **Ratings** | **Pts** |
    | This criterion is linked to a Learning OutcomeBackground, Root Cause Analysis, Contributing Factors and Facts<br>The student explained what a Root Cause Analysis is and the purpose of its usage, the major issues and contributing factors that led to the incident in the RaDonda Vaught Case, and what occurred based on facts shared in these resources. The student included all details surrounding the case, and explained the situation and causes. | **27 ptsFull Marks** The student explained what a Root Cause Analysis is and the purpose of its usage, the major issues and contributing factors that led to the incident in the RaDonda Vaught Case, and what occurred based on facts shared in these resources. The student included all details surrounding the case, and explained the situation and causes.<br> <br>**14 ptsPartially Meets** The student explained what a Root Cause Analysis is and the purpose of its usage, but left off major issues and contributing factors that led to the incident in the RaDonda Vaught Case, and what occurred based on facts shared. The student provided a vague description of details surrounding the case, situation and causes.<br> <br>**0 ptsNo Marks** Little to no explanation of the root cause analysis, contributing factors, and/or issues surrounding this case were provided. | 27 pts |
    | This criterion is linked to a Learning OutcomeDetails that led to Distraction, Nursing and Hospital Responsibilities, Pertinent Case Data, What, How, Why of this Incident<br>The student described the issues that may have led to distraction, protection of the hospital, nursing responsibilities, and anything else that was pertinent to share about the case.<br>What, how, and why did this incident occur? | **27 ptsFull Marks** The student described the issues that may have led to distraction, protection of the hospital, nursing responsibilities, and anything else that was pertinent to share about the case. What, how, and why did this incident occur?<br> <br>**14 ptsPartially Meets** The student provided a vague description of the issues that may have led to distraction, protection of the hospital, nursing responsibilities, and anything else that was pertinent to share about the case. Little description of what, how, and why this incident occurred was provided.<br> <br>**0 ptsNo Marks** Little to no explanation of the nursing and hospital responsibilities, distractions, pertinent case data, or details were noted. | 27 pts |
    | This criterion is linked to a Learning OutcomeCharges, Opportunities for Future Improvement and Prevention<br>The student presented the charges brought against the nurse and whether or not the student feels the charges were fair.<br>Opportunities and/or plans of improvement to prevent similar situations in happen in the future were explained in detail. The student identified the best evidence(s) to support policy development related to this issue. The student created a safe medication administration flyer or announcement and provided proof of the display in his/her facility within this presentation. | **26 ptsFull Marks** The student presented the charges brought against the nurse and whether or not the student feels the charges were fair. Opportunities and/or plans of improvement to prevent similar situations in happen in the future were explained in detail. There was a deep explanation of health policy to support change related to this case. The student created a safe medication administration flyer or announcement and provided proof of the display in his/her facility within this presentation.<br> <br>**13 ptsPartially Meets** A vague description of the charges brought against the nurse and whether or not the student feels the charges were fair were presented. Opportunities and/or plans of improvement to prevent similar situations in happen in the future were mentioned, but vague in detail. There was a vague mention of health policy related to this issue. The use of a flyer or announcement about safe medication administration was mentioned, but not seen in the presentation.<br> <br>**0 ptsNo Marks** Little to no description of the charges brought against the nurse and whether or not the student feels the charges were fair were presented. No mention of plans of improvement to prevent similar situations in happen in the future or health policy related to this topic were mentioned. No mention of a safe medication administration flyer or announcement was noted. | 26 pts |
    | This criterion is linked to a Learning OutcomeTimeliness, Quality of Presentation, Slide Count, APA Formatting<br>The student submitted this assignment on time. It was visually pleasing with clean slides design and usage of pictures/art and color and design to support. The presentation was 16-20 slides for a PowerPoint Presentation (or 8-10 sections if you are using a Padlet). At least three scholarly references within 5 years were used. A title page and reference page were used but not included in the slide or section count. APA 7th Edition formatting was used throughout. Slides had citations at the bottom when references were used. | **20 ptsFull Marks** The student submitted this assignment on time. It was visually pleasing with clean slides design and usage of pictures/art and color and design to support. The presentation was 16-20 slides for a PowerPoint Presentation (or 8-10 sections if you are using a Padlet). At least three scholarly references within 5 years were used. A title page and reference page were used but not included in the slide or section count. APA 7th Edition formatting was used throughout. Slides had citations at the bottom when references were used.<br> <br>**10 ptsPartially Meets** Either the student did not submit this assignment on time, it was not visually pleasing, the presentation was outside of the 16-20 slides count, less than three scholarly references within 5 years were used, a lack of APA 7th Edition formatting was noted.<br> <br>**0 ptsNo Marks** This assignment had APA errors throughout, was well under the slide count, no references were noted, or the submission was not a presentation in design. | 20 pts |

    Total Points: 100

    ## image1.png

  • [Solved] MSS R

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    \ 20250927_000035.jpg](https://www.sweetstudy.com/files/20250927-000035-jpg "20250927_000035.jpg") \ 20250927_000257.jpg](https://www.sweetstudy.com/files/20250927-000257-jpg "20250927_000257.jpg") \ 20250927_000339.jpg](https://www.sweetstudy.com/files/20250927-000339-jpg "20250927_000339.jpg…

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  • [Solved] HHHHR

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    Personal Reaction Paper APA-7 attached one is sample paper – ## PersonalReactionPaper1.docx – apa-7-student-papersample20202.pdf **## PersonalReactionPaper1.docx** **![Glasses on top of a book](https://www.sweetstudy.com/questions/hhhhr)** Please follow the instructions attached to complete a person…

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    Assignment Prompt & Instructions

    Personal Reaction Paper
    APA-7 attached one is sample paper

    – ## PersonalReactionPaper1.docx

    – apa-7-student-papersample20202.pdf

    **## PersonalReactionPaper1.docx**

    **![Glasses on top of a book](https://www.sweetstudy.com/questions/hhhhr)**

    Please follow the instructions attached to complete a personal reaction paper.  The textbook is the only reference required for this assignment

    **Personal Reaction Paper – Due Sept. 28th**

    The objective of this assignment is to analyze how familiar the student is to the concepts that have been covered in Chapters 1 – 4 and how the student can relate and apply the concepts to experiences.

    Students will write and compose an APA formatted document using the following headings:

    1. Organizational Change

    2. History of Organizational Change

    3. Organizational Change Theories

    A scholarly written correctly formatted APA (7th edition) 5 -7-page paper includes an introduction and conclusion. A sample APA paper is posted in the first week of the course to assist you as you submit research documents with a rubric used to grade the document. The only reference required is the textbook. Scholarly papers must include citations.
    **Do not submit assignment in PDF form.**

    Textbook

    TEXTBOOK(S) AND REQUIRED MATERIALS:

    Title: Organization Change: Theory and Practice Author: W. Warner Burke

    Publisher: Sage Publishers

    Year Published: 2024 Edition: 6th edition ISBN: 13: 9781071869918

    ## image1.jpeg

    **apa-7-student-papersample20202.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/apa-7-student-papersample20202-pdf)

    **apa-7-student-papersample20202.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/apa-7-student-papersample20202-pdf)

    **## PersonalReactionPaper1.docx**

    **![Glasses on top of a book](https://www.sweetstudy.com/questions/hhhhr)**

    Please follow the instructions attached to complete a personal reaction paper.  The textbook is the only reference required for this assignment

    **Personal Reaction Paper – Due Sept. 28th**

    The objective of this assignment is to analyze how familiar the student is to the concepts that have been covered in Chapters 1 – 4 and how the student can relate and apply the concepts to experiences.

    Students will write and compose an APA formatted document using the following headings:

    1. Organizational Change

    2. History of Organizational Change

    3. Organizational Change Theories

    A scholarly written correctly formatted APA (7th edition) 5 -7-page paper includes an introduction and conclusion. A sample APA paper is posted in the first week of the course to assist you as you submit research documents with a rubric used to grade the document. The only reference required is the textbook. Scholarly papers must include citations.
    **Do not submit assignment in PDF form.**

    Textbook

    TEXTBOOK(S) AND REQUIRED MATERIALS:

    Title: Organization Change: Theory and Practice Author: W. Warner Burke

    Publisher: Sage Publishers

    Year Published: 2024 Edition: 6th edition ISBN: 13: 9781071869918

    ## image1.jpeg

    **apa-7-student-papersample20202.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/apa-7-student-papersample20202-pdf)

    **## PersonalReactionPaper1.docx**

    **![Glasses on top of a book](https://www.sweetstudy.com/questions/hhhhr)**

    Please follow the instructions attached to complete a personal reaction paper.  The textbook is the only reference required for this assignment

    **Personal Reaction Paper – Due Sept. 28th**

    The objective of this assignment is to analyze how familiar the student is to the concepts that have been covered in Chapters 1 – 4 and how the student can relate and apply the concepts to experiences.

    Students will write and compose an APA formatted document using the following headings:

    1. Organizational Change

    2. History of Organizational Change

    3. Organizational Change Theories

    A scholarly written correctly formatted APA (7th edition) 5 -7-page paper includes an introduction and conclusion. A sample APA paper is posted in the first week of the course to assist you as you submit research documents with a rubric used to grade the document. The only reference required is the textbook. Scholarly papers must include citations.
    **Do not submit assignment in PDF form.**

    Textbook

    TEXTBOOK(S) AND REQUIRED MATERIALS:

    Title: Organization Change: Theory and Practice Author: W. Warner Burke

    Publisher: Sage Publishers

    Year Published: 2024 Edition: 6th edition ISBN: 13: 9781071869918

    ## image1.jpeg

    **apa-7-student-papersample20202.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/apa-7-student-papersample20202-pdf)

    – 1
    – 2

  • [Solved] CF CL D4

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  • [Solved] 300 word Discussion Thread: Solution Focused Brief Therapy or Narrative Therapy

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    DUE 9/18 6 PM EST Consider the two theories you studied this week (Solution Focused Brief Therapy and Narrative Therapy) and apply them to the **Case Study: Olivia** listed under the **Discussion: Solution Focused Brief Therapy or Narrative Therapy Resources** below. Then answer the following questi…

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    DUE 9/18  6 PM EST
    Consider the two theories you studied this week (Solution Focused Brief Therapy and Narrative Therapy) and apply them to the **Case Study: Olivia** listed under the **Discussion: Solution Focused Brief Therapy or Narrative Therapy Resources** below. Then answer the following questions in your Discussion Thread. Further instructions on submitting your video discussion can be found under the **Discussion: Solution Focused Brief Therapy or Narrative Therapy Resources** below. Please organize your post to show where you answered which question.
    1. What are the goals with this client when applying a Solution Focused Brief Therapy approach? What are the goals when applying an Narrative Therapy approach?
    2. What would be the role of the counselor and the role of the client from the Solution Focused Brief Therapy perspective? What about an Narrative Therapy perspective?
    3. What interventions/techniques/procedures might be helpful for this client from a Solution Focused Brief Therapy approach? What about from an Narrative Therapy approach?
    4. How would you integrate a biblical perspective with this client when applying a Solution Focused Brief Therapy approach? What about with the Narrative Therapy approach? How are these theories compatible (or incompatible) with a biblical worldview when applied to this client?
    5. If you had to choose between the two theories, which one would fit better the needs of this client? Which one are you more comfortable with? Explain briefly.
    \
    CaseStudyOlivia3.docx](https://www.sweetstudy.com/files/casestudyolivia3-docx "CaseStudyOlivia3.docx")

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    For this module, you'll read Chapter 11, _Developing Strategies for Addition and Subtraction_, from our text _Elementary and Middle School Mathematics_ this week. Please read pages 238-260. After reading the article or chapter, make connections between the math concepts and procedures or ideas cover…

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    For this module, you'll read Chapter 11, _Developing Strategies for Addition and Subtraction_, from our text _Elementary and Middle School Mathematics_ this week. Please read pages 238-260.
    After reading the article or chapter, make connections between the math concepts and
    procedures or ideas covered in the text and what you have observed in teaching. You may
    make connections to teaching methods you have observed that were similar or were
    contrasting to those covered in the text. Your response should be 1-2 pages, double-
    spaced, 12 point, Arial, Calibri, or Times New Roman font

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  • [Solved] LABR

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    instructions and reading attached – ## Class51.pdf – ## Class5PPT.pdf – CompaExcerpt.pdf – TrumpsNLRBpurgeisaboutwaymorethancrushingunions..pdf **## Class51.pdf** 1. Let's assume you have a friend who knows very little about collective bargaining or its history in the private sector in the U.S. Ple…

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    instructions and reading attached

    – ## Class51.pdf

    – ## Class5PPT.pdf

    – CompaExcerpt.pdf
    – TrumpsNLRBpurgeisaboutwaymorethancrushingunions..pdf

    **## Class51.pdf**

    1. Let's assume you have a friend who knows very little about collective bargaining
    or its history in the private sector in the U.S. Please explain the following: (1)
    how would you explain the NLRA and its evolution (through Taft Hartley and
    Landrum Griffin) over time and (2) how do would you explain the Trump
    administration's recent decisions and actions regarding the NLRB?

    Please feel free to use Google, Bing DuckDuckGo and/or ChatGPT as well as
    assigned materials to explore your answers to these questions but make sure to
    indicate when your information comes from one of these sources.

    2. Compare and contrast the Railway Labor Act (RLA) and the National Labor

    Relations Act (NLRA). Which do you think is more favorable to collective
    bargaining from the worker/union perspective?

    3. Some of the provisions of the National Labor Relations Act were subsequently

    amended by the Taft-Hartley Act. Which of these changes do you consider most
    significant in terms of altering the balance of power between employers and
    workers in organizing and collective bargaining? Explain.

    Reading:
    https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage
    -and-nlrb-structural-changes
    https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substant
    ive-provisions

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes)

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes)

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions)

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions)

    **## Class5PPT.pdf**

    LABR/ECON 511 Class 5

    1. National Labor
    Relations Act

    2. Taft-Hartley and
    Landrum-Griffin Acts

    3. Trump Administration
    version 2.0

    1. NLRA

    Deceptively simple on the surface
    • New Deal Legislation (1935) that gave workers,

    the right to organize and bargain collectively
    • Enacted by overwhelming vote of the U.S. Senate

    (63-12) and simple voice vote of the House and
    signed by President Roosevelt on July 5, 1935

    • Despite its popularity when enacted it was
    difficult to enforce and continues to be extremely
    controversial

    The 1935 NLRA

    ü Encouraged collective
    bargaining among private sector
    workers and employers

    ü Identified employers as “deniers
    of labor rights”

    ü Prevented employer from
    campaigns or use consultants to
    discourage workers from
    supporting the union

    ü Right to have “union shop” was
    a federal matter. (There were
    no “right to work” state laws)

    ü Few restrictions on union
    concerted actions against
    employers

    Exemptions from NLRA

    üPublic-sector employees,
    üAgricultural workers
    üDomestic workers,
    ü Independent contractors
    üWorkers employed by a parent or spouse,
    üEmployees of air and rail carriers covered by the

    Railway Labor Act,
    üSupervisors (Taft-Hartley Act amendment

    removed)

    NLRA- *ULPs directed at Employers

    (3) to encourage or discourage
    membership in any labor
    organization by discrimination
    in regard to hire or tenure of
    employment or any other term
    or condition of employment;

    (4) to discharge or discriminate
    against an employee because he
    has filed charges or given
    testimony under the NLRA

    (1) to interfere with, restrain,
    or coerce employees in the
    exercise of their rights to
    collective bargaining and
    similar concerted activities;

    (2) to dominate or interfere
    with the formation or
    administration of any labor
    organization or contribute
    financial or other support to
    it;

    \* ULP = Unfair Labor Practice

    Employer Unfair Labor Practices

    Results
    ü Massive increase in unionization

    in the U.S. following the passage
    of the NLRA

    ü Unions won 80% of all elections
    following passage of NLRA

    ü World War II brought austerity
    measures and restraint on wages
    while corporate profits soared

    ü Post World War II brought wide-
    scale strike wave across the U.S.

    ü Wages perceived as stagnant,
    prices/inflation perceived as
    growing

    ü Labor wanted its share
    ü Perception that power tipped too

    favorably to organized labor

    Corporate Profits

    2. Taft-Hartley & Landrum Griffin Acts

    • The NLRA was changed
    by the Taft-Hartley
    (1947) & Landrum
    Griffin Act (1959)

    • Substantively changed
    (weakened) the NLRA

    Taft-Hartley Act 1947

    • Also called the Labor Management Relations
    Act

    • Was enacted into law over-riding President
    Truman’s veto

    • Increased the number of NLRB Board
    members from 3 to 5

    • Purpose was contested. Proponents argued
    fairness and balanced power. Opponents
    argued it would create slave labor.

    Taft-Hartley Changes to the NLRA
    ü Changed who is covered by

    the NLRA: Excluded
    independent contractors,
    and front line supervisors
    who had formerly been
    covered

    ü Gave employers the right to
    file election petitions after
    receiving request for
    voluntary recognition-
    potential strategic
    advantage

    ü Created categories of ULPs
    against labor unions

    Taft-Hartley Changes to the NLRA

    (3) Allowed the creation of bargaining
    unit for purposes of voting that had
    nothing to do with how the workers had
    organized

    (4) Prohibited representation elections
    for 12 months after a union vote failed

    (5) Required pre-election hearings giving
    employers the opportunity to delay
    elections if they desired to do so

    (1) Required NLRB use set election
    procedure whereas formerly they had on
    occasion used other methods to
    determine majority worker support for
    unionization e.g. authorization cards

    (2) Allowed employers “free speech” to
    discourage employees from organizing as
    long as the speech does not coerce or
    threaten employees, i.e. campaign
    against union

    Union Unfair Labor Practices

    Taft-Hartley Changes to the NLRA
    Notice Requirements & New
    Agency
    ü Required 60 day notice

    period in order to be able
    to amend or terminate an
    existing collective
    bargaining agreement

    ü Created the Federal
    Mediation and
    Conciliation Services
    (FMCS) and required
    notice to them as well if
    no agreement reached

    Taft-Hartley Changes to the NLRA
    ü Restriction on Strikes and other

    Union Concerted Activity
    ü No strikes within 60 day notice

    period
    ü Restriction on “secondary boycotts”

    in which a union pressures a
    company not to do business with the
    employer with which the union has a
    dispute.

    ü Specified legal reasons for strike and
    prohibited recognition strikes,
    sympathy strikes, strikes to induce
    employers to agree to industry-wide
    bargaining

    ü Empowered the President to become
    involved if a strike or lockout impacts
    an entire industry

    Landrum-Griffin Act (1959)

    • Further restricted unions tightening some of the
    Taft-Hartley provisions such as restrictions on
    secondary boycotts, picketing by unions for
    recognition

    • Financial Reporting by labor and employer
    representatives to the Dept. of Labor

    • Devolution of authority over elections to Regional
    Directors of the NLRB

    • Code of conduct guaranteeing rights of union
    members

    3. Trump Administration 2.0
    • Fired General Counsel

    appointed by Biden (this is
    normal)

    • Rescinded policy on college
    athletes as “workers” for
    purposes of organizing

    • Fired NLRB Board Member
    arguably in violation of the
    law and leaving the Board
    without a quorum –
    essentially stopping the
    agency’s work completely

    Historical Perspective

    • Long periods of hostility
    towards unions and
    collective bargaining

    • Very short period of
    ascendant NLRA before
    amendments (1935-1947)

    • Some attempts at +
    reform under Biden

    • Significant changes early
    in Trump administration
    version 2.0

    **CompaExcerpt.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/compaexcerpt-pdf)

    **TrumpsNLRBpurgeisaboutwaymorethancrushingunions..pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/trumpsnlrbpurgeisaboutwaymorethancrushingunions-pdf)

    **TrumpsNLRBpurgeisaboutwaymorethancrushingunions..pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/trumpsnlrbpurgeisaboutwaymorethancrushingunions-pdf)

    **## Class51.pdf**

    1. Let's assume you have a friend who knows very little about collective bargaining
    or its history in the private sector in the U.S. Please explain the following: (1)
    how would you explain the NLRA and its evolution (through Taft Hartley and
    Landrum Griffin) over time and (2) how do would you explain the Trump
    administration's recent decisions and actions regarding the NLRB?

    Please feel free to use Google, Bing DuckDuckGo and/or ChatGPT as well as
    assigned materials to explore your answers to these questions but make sure to
    indicate when your information comes from one of these sources.

    2. Compare and contrast the Railway Labor Act (RLA) and the National Labor

    Relations Act (NLRA). Which do you think is more favorable to collective
    bargaining from the worker/union perspective?

    3. Some of the provisions of the National Labor Relations Act were subsequently

    amended by the Taft-Hartley Act. Which of these changes do you consider most
    significant in terms of altering the balance of power between employers and
    workers in organizing and collective bargaining? Explain.

    Reading:
    https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage
    -and-nlrb-structural-changes
    https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substant
    ive-provisions

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes)

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes)

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions)

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions)

    **## Class5PPT.pdf**

    LABR/ECON 511 Class 5

    1. National Labor
    Relations Act

    2. Taft-Hartley and
    Landrum-Griffin Acts

    3. Trump Administration
    version 2.0

    1. NLRA

    Deceptively simple on the surface
    • New Deal Legislation (1935) that gave workers,

    the right to organize and bargain collectively
    • Enacted by overwhelming vote of the U.S. Senate

    (63-12) and simple voice vote of the House and
    signed by President Roosevelt on July 5, 1935

    • Despite its popularity when enacted it was
    difficult to enforce and continues to be extremely
    controversial

    The 1935 NLRA

    ü Encouraged collective
    bargaining among private sector
    workers and employers

    ü Identified employers as “deniers
    of labor rights”

    ü Prevented employer from
    campaigns or use consultants to
    discourage workers from
    supporting the union

    ü Right to have “union shop” was
    a federal matter. (There were
    no “right to work” state laws)

    ü Few restrictions on union
    concerted actions against
    employers

    Exemptions from NLRA

    üPublic-sector employees,
    üAgricultural workers
    üDomestic workers,
    ü Independent contractors
    üWorkers employed by a parent or spouse,
    üEmployees of air and rail carriers covered by the

    Railway Labor Act,
    üSupervisors (Taft-Hartley Act amendment

    removed)

    NLRA- *ULPs directed at Employers

    (3) to encourage or discourage
    membership in any labor
    organization by discrimination
    in regard to hire or tenure of
    employment or any other term
    or condition of employment;

    (4) to discharge or discriminate
    against an employee because he
    has filed charges or given
    testimony under the NLRA

    (1) to interfere with, restrain,
    or coerce employees in the
    exercise of their rights to
    collective bargaining and
    similar concerted activities;

    (2) to dominate or interfere
    with the formation or
    administration of any labor
    organization or contribute
    financial or other support to
    it;

    \* ULP = Unfair Labor Practice

    Employer Unfair Labor Practices

    Results
    ü Massive increase in unionization

    in the U.S. following the passage
    of the NLRA

    ü Unions won 80% of all elections
    following passage of NLRA

    ü World War II brought austerity
    measures and restraint on wages
    while corporate profits soared

    ü Post World War II brought wide-
    scale strike wave across the U.S.

    ü Wages perceived as stagnant,
    prices/inflation perceived as
    growing

    ü Labor wanted its share
    ü Perception that power tipped too

    favorably to organized labor

    Corporate Profits

    2. Taft-Hartley & Landrum Griffin Acts

    • The NLRA was changed
    by the Taft-Hartley
    (1947) & Landrum
    Griffin Act (1959)

    • Substantively changed
    (weakened) the NLRA

    Taft-Hartley Act 1947

    • Also called the Labor Management Relations
    Act

    • Was enacted into law over-riding President
    Truman’s veto

    • Increased the number of NLRB Board
    members from 3 to 5

    • Purpose was contested. Proponents argued
    fairness and balanced power. Opponents
    argued it would create slave labor.

    Taft-Hartley Changes to the NLRA
    ü Changed who is covered by

    the NLRA: Excluded
    independent contractors,
    and front line supervisors
    who had formerly been
    covered

    ü Gave employers the right to
    file election petitions after
    receiving request for
    voluntary recognition-
    potential strategic
    advantage

    ü Created categories of ULPs
    against labor unions

    Taft-Hartley Changes to the NLRA

    (3) Allowed the creation of bargaining
    unit for purposes of voting that had
    nothing to do with how the workers had
    organized

    (4) Prohibited representation elections
    for 12 months after a union vote failed

    (5) Required pre-election hearings giving
    employers the opportunity to delay
    elections if they desired to do so

    (1) Required NLRB use set election
    procedure whereas formerly they had on
    occasion used other methods to
    determine majority worker support for
    unionization e.g. authorization cards

    (2) Allowed employers “free speech” to
    discourage employees from organizing as
    long as the speech does not coerce or
    threaten employees, i.e. campaign
    against union

    Union Unfair Labor Practices

    Taft-Hartley Changes to the NLRA
    Notice Requirements & New
    Agency
    ü Required 60 day notice

    period in order to be able
    to amend or terminate an
    existing collective
    bargaining agreement

    ü Created the Federal
    Mediation and
    Conciliation Services
    (FMCS) and required
    notice to them as well if
    no agreement reached

    Taft-Hartley Changes to the NLRA
    ü Restriction on Strikes and other

    Union Concerted Activity
    ü No strikes within 60 day notice

    period
    ü Restriction on “secondary boycotts”

    in which a union pressures a
    company not to do business with the
    employer with which the union has a
    dispute.

    ü Specified legal reasons for strike and
    prohibited recognition strikes,
    sympathy strikes, strikes to induce
    employers to agree to industry-wide
    bargaining

    ü Empowered the President to become
    involved if a strike or lockout impacts
    an entire industry

    Landrum-Griffin Act (1959)

    • Further restricted unions tightening some of the
    Taft-Hartley provisions such as restrictions on
    secondary boycotts, picketing by unions for
    recognition

    • Financial Reporting by labor and employer
    representatives to the Dept. of Labor

    • Devolution of authority over elections to Regional
    Directors of the NLRB

    • Code of conduct guaranteeing rights of union
    members

    3. Trump Administration 2.0
    • Fired General Counsel

    appointed by Biden (this is
    normal)

    • Rescinded policy on college
    athletes as “workers” for
    purposes of organizing

    • Fired NLRB Board Member
    arguably in violation of the
    law and leaving the Board
    without a quorum –
    essentially stopping the
    agency’s work completely

    Historical Perspective

    • Long periods of hostility
    towards unions and
    collective bargaining

    • Very short period of
    ascendant NLRA before
    amendments (1935-1947)

    • Some attempts at +
    reform under Biden

    • Significant changes early
    in Trump administration
    version 2.0

    **CompaExcerpt.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/compaexcerpt-pdf)

    **TrumpsNLRBpurgeisaboutwaymorethancrushingunions..pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/trumpsnlrbpurgeisaboutwaymorethancrushingunions-pdf)

    **## Class51.pdf**

    1. Let's assume you have a friend who knows very little about collective bargaining
    or its history in the private sector in the U.S. Please explain the following: (1)
    how would you explain the NLRA and its evolution (through Taft Hartley and
    Landrum Griffin) over time and (2) how do would you explain the Trump
    administration's recent decisions and actions regarding the NLRB?

    Please feel free to use Google, Bing DuckDuckGo and/or ChatGPT as well as
    assigned materials to explore your answers to these questions but make sure to
    indicate when your information comes from one of these sources.

    2. Compare and contrast the Railway Labor Act (RLA) and the National Labor

    Relations Act (NLRA). Which do you think is more favorable to collective
    bargaining from the worker/union perspective?

    3. Some of the provisions of the National Labor Relations Act were subsequently

    amended by the Taft-Hartley Act. Which of these changes do you consider most
    significant in terms of altering the balance of power between employers and
    workers in organizing and collective bargaining? Explain.

    Reading:
    https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage
    -and-nlrb-structural-changes
    https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substant
    ive-provisions

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes)

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-passage-and-nlrb-structural-changes)

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions)

    [https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions](https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1947-taft-hartley-substantive-provisions)

    **## Class5PPT.pdf**

    LABR/ECON 511 Class 5

    1. National Labor
    Relations Act

    2. Taft-Hartley and
    Landrum-Griffin Acts

    3. Trump Administration
    version 2.0

    1. NLRA

    Deceptively simple on the surface
    • New Deal Legislation (1935) that gave workers,

    the right to organize and bargain collectively
    • Enacted by overwhelming vote of the U.S. Senate

    (63-12) and simple voice vote of the House and
    signed by President Roosevelt on July 5, 1935

    • Despite its popularity when enacted it was
    difficult to enforce and continues to be extremely
    controversial

    The 1935 NLRA

    ü Encouraged collective
    bargaining among private sector
    workers and employers

    ü Identified employers as “deniers
    of labor rights”

    ü Prevented employer from
    campaigns or use consultants to
    discourage workers from
    supporting the union

    ü Right to have “union shop” was
    a federal matter. (There were
    no “right to work” state laws)

    ü Few restrictions on union
    concerted actions against
    employers

    Exemptions from NLRA

    üPublic-sector employees,
    üAgricultural workers
    üDomestic workers,
    ü Independent contractors
    üWorkers employed by a parent or spouse,
    üEmployees of air and rail carriers covered by the

    Railway Labor Act,
    üSupervisors (Taft-Hartley Act amendment

    removed)

    NLRA- *ULPs directed at Employers

    (3) to encourage or discourage
    membership in any labor
    organization by discrimination
    in regard to hire or tenure of
    employment or any other term
    or condition of employment;

    (4) to discharge or discriminate
    against an employee because he
    has filed charges or given
    testimony under the NLRA

    (1) to interfere with, restrain,
    or coerce employees in the
    exercise of their rights to
    collective bargaining and
    similar concerted activities;

    (2) to dominate or interfere
    with the formation or
    administration of any labor
    organization or contribute
    financial or other support to
    it;

    \* ULP = Unfair Labor Practice

    Employer Unfair Labor Practices

    Results
    ü Massive increase in unionization

    in the U.S. following the passage
    of the NLRA

    ü Unions won 80% of all elections
    following passage of NLRA

    ü World War II brought austerity
    measures and restraint on wages
    while corporate profits soared

    ü Post World War II brought wide-
    scale strike wave across the U.S.

    ü Wages perceived as stagnant,
    prices/inflation perceived as
    growing

    ü Labor wanted its share
    ü Perception that power tipped too

    favorably to organized labor

    Corporate Profits

    2. Taft-Hartley & Landrum Griffin Acts

    • The NLRA was changed
    by the Taft-Hartley
    (1947) & Landrum
    Griffin Act (1959)

    • Substantively changed
    (weakened) the NLRA

    Taft-Hartley Act 1947

    • Also called the Labor Management Relations
    Act

    • Was enacted into law over-riding President
    Truman’s veto

    • Increased the number of NLRB Board
    members from 3 to 5

    • Purpose was contested. Proponents argued
    fairness and balanced power. Opponents
    argued it would create slave labor.

    Taft-Hartley Changes to the NLRA
    ü Changed who is covered by

    the NLRA: Excluded
    independent contractors,
    and front line supervisors
    who had formerly been
    covered

    ü Gave employers the right to
    file election petitions after
    receiving request for
    voluntary recognition-
    potential strategic
    advantage

    ü Created categories of ULPs
    against labor unions

    Taft-Hartley Changes to the NLRA

    (3) Allowed the creation of bargaining
    unit for purposes of voting that had
    nothing to do with how the workers had
    organized

    (4) Prohibited representation elections
    for 12 months after a union vote failed

    (5) Required pre-election hearings giving
    employers the opportunity to delay
    elections if they desired to do so

    (1) Required NLRB use set election
    procedure whereas formerly they had on
    occasion used other methods to
    determine majority worker support for
    unionization e.g. authorization cards

    (2) Allowed employers “free speech” to
    discourage employees from organizing as
    long as the speech does not coerce or
    threaten employees, i.e. campaign
    against union

    Union Unfair Labor Practices

    Taft-Hartley Changes to the NLRA
    Notice Requirements & New
    Agency
    ü Required 60 day notice

    period in order to be able
    to amend or terminate an
    existing collective
    bargaining agreement

    ü Created the Federal
    Mediation and
    Conciliation Services
    (FMCS) and required
    notice to them as well if
    no agreement reached

    Taft-Hartley Changes to the NLRA
    ü Restriction on Strikes and other

    Union Concerted Activity
    ü No strikes within 60 day notice

    period
    ü Restriction on “secondary boycotts”

    in which a union pressures a
    company not to do business with the
    employer with which the union has a
    dispute.

    ü Specified legal reasons for strike and
    prohibited recognition strikes,
    sympathy strikes, strikes to induce
    employers to agree to industry-wide
    bargaining

    ü Empowered the President to become
    involved if a strike or lockout impacts
    an entire industry

    Landrum-Griffin Act (1959)

    • Further restricted unions tightening some of the
    Taft-Hartley provisions such as restrictions on
    secondary boycotts, picketing by unions for
    recognition

    • Financial Reporting by labor and employer
    representatives to the Dept. of Labor

    • Devolution of authority over elections to Regional
    Directors of the NLRB

    • Code of conduct guaranteeing rights of union
    members

    3. Trump Administration 2.0
    • Fired General Counsel

    appointed by Biden (this is
    normal)

    • Rescinded policy on college
    athletes as “workers” for
    purposes of organizing

    • Fired NLRB Board Member
    arguably in violation of the
    law and leaving the Board
    without a quorum –
    essentially stopping the
    agency’s work completely

    Historical Perspective

    • Long periods of hostility
    towards unions and
    collective bargaining

    • Very short period of
    ascendant NLRA before
    amendments (1935-1947)

    • Some attempts at +
    reform under Biden

    • Significant changes early
    in Trump administration
    version 2.0

    **CompaExcerpt.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/compaexcerpt-pdf)

    **TrumpsNLRBpurgeisaboutwaymorethancrushingunions..pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/trumpsnlrbpurgeisaboutwaymorethancrushingunions-pdf)

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