PBHL20002 Assignment 4 Word Limit : 1500 words need 5 pages double spaced My topic is: Disease transmission on public transport .referencing in Harvard styleWhat is Photovoice?Photovoice is a communications technique originally developed for community-based research. It involves a combination of photographs and text which is intended to reflect the situation as perceived by the person creating the photovoice. The technique is commonly seen in ethnographic research and modern art, but for this class, you will use a modified version of its methodology to analyse a health issue relevant to your local environment - the places you live, work, and commute.Assignment RequirementsChoose a topic from the list of health issues in the next section below. Think about it from the point of view of our four simple rules (Distinctions, Systems, Relationships, and Perspectives). Identify some of its components, determine how the issue in question arises from these components, and figure out how the components you’ve chosen interact with each other. Once you have done this, take some photos of the local environment that illustrate some of these components and interactions. These photos, along with textual explanations, will form your assignment. The assignment must include:- Introduction - A section that briefly outlines your topic and the perspective you have chosen to analyse the system that gives rise to it. - Visual representation - A diagram that includes the components you have chosen to highlight and shows their relationship to each other. This could be a visual map, a part-whole diagram, a causal loop, or other similar representation. - Photos and text - 4-5 photographs from your local environment, each one accompanied by a short paragraph (approximately 300 words) explaining which component of the system it illustrates and how it fits into the system you have described in the previous section. TopicsSelect only ONE of these topics for your assignment.- Disease transmission on public transport. It is obviously easy for infectious diseases to spread on public transport, as it is in any location where there are a large number of people. You should also consider the reasons why so many people need to be in that one place at the same time (eg. Does it relate to their job? Something else?). - Incidental exercise opportunities. Despite the popularity of cars, trains, and the like, modern life still involves a lot of things like walking (among other forms of exercise). Note that some features of the urban environment support exercise (eg. stairs), and others have an opposing effect (eg. escalators). - Traffic and accidents. City and town environments provide a great deal of convenience, with a high concentration of offices, shops, and the like. While this makes them very advantageous in certain ways, they also result in a large concentration of people and vehicles in a relatively small area. Additionally, time pressure often results in people cutting corners when it comes to traffic rules, right of way, use of pedestrian facilities, and so forth. - Indoor air quality. The rise of service industries over the past century has led to many people spending most of their working time indoors. These jobs are often very desirable because of their high salaries compared to the older style of work, but the ventilation systems required (particularly in high-rise buildings) have their own issues. The air often comes from outside, and its content may be uncertain or variable; additionally, uneven circulation and temperature issues can result in sometimes serious discomfort.____________________________________________________________________________________________________________________________________Your final assessment item for this unit is to prepare a photovoice illustrating the system behind a public health issue of your choice. Your photovoice should: illustrate different elements and relationships within the system • explain how these elements and relationships impact upon public health outcomes demonstrate how the system can be used to identify potential community partnerships beneficial to health promotion identify how specific elements and relationships in the system can be used to inform public policy/public health interventions referencing in Harvard styleMy topic is: Disease transmission on public transport .I need A++ quality work please no plagiarism .i attached Grade Rubric criteria please check it carefully.

September 16, 2019 11:40:48 AM EDT 4 days ago Access the profile card for user: Shanna Sherman Shanna Sherman Employee Recruitment - Main Discussion Post Collapse Employee Recruitment Employee recruitment is a necessary skill for all human resource managers (HRMs) to assist with determining how many people are needed to fill job openings, and which individuals should be hired that best match the position they are seeking for employment. Considering that organizations tend to spend the most money on their labor force, HRMs must employ effective recruiting strategies that find the right job candidates to help maximize a company’s productivity (Lussier & Hendon, 2018). This discussion will summarize the Gillette Children’s Specialty Healthcare’s (GCSH) employee recruitment process and identify the role HRMs and managers play. An explanation of how positions are advertised and the success of GCSH’s recruiting process will also be provided. GCSH’s Recruitment Process The registered nurse (RN) profession has been estimated to grow by 16% by 2024 (Bureau of Labor Statistics, 2017), however, Auerbach, Buerhaus, and Staiger (2017) found that the shortage of RNs will continue to grow making recruiting qualified RNs even more difficult than before. Gillette Children’s employs several different methods when recruiting new employees and requires the efforts of both HR and department management to recruit the right person for the job. The HR department at GCSH utilizes quantitative and qualitative forecasting prior to recruiting new employees to help determine how many and what positions need to be posted. Computer programs, utilized by floor RNs, provide quantitative data for HR to analyze to assist in forecasting historical trends to determine how many employees are needed to staff a specific unit. Unit management provides qualitative forecasting by making recommendations to HR if they feel a unit is over or understaffed, at which time HR will work with patient care managers who will approve or deny the nurse managers request based on the organization’s budget. Human resources at GCSH is responsible for creating the job analysis that outlines the job description and qualifications required of new employee candidates. Unit managers assist HR by providing frequent job requirement and description updates in order to make sure HR’s job analysis fits the position needing to be filled. Providing an inaccurate representation of a job description and duties when hiring a new employee could lead to lost money and employee turnover (Lussier & Hendon, 2018). Recruitment advertising strategies at GCSH include the use of the organization’s website, Internet postings on professional organization sites (i.e. Minnesota Organization of Leaders in Nursing [MOLN]), word of mouth from past and present employees, and through schools of nursing (interns). Employees who recommend an external candidate who is hired receives a $500 referral bonus after the employee has been employed for six months, and so does the new employee. Internal hiring strategies are used for open positions, but when a position is left vacant, HR recruits external candidates. Management works with HR during the recruitment process to determine which candidates to select, from the pool of applicants, that should be interviewed. Weeding out unqualified candidates saves an organization time and money (Lussier & Hendon, 2018). In summary, the recruitment process at GCSH begins with the nurse manager identifying a need for staff. The HR recruiter will post the position on the internal and external website, which gives staff the opportunity to apply for the position or recommend potential candidates. Candidates are thinned by HR based on their qualifications and experience, at which time nurse management also provides feedback on the type of person required to be successful in the position. Only well-qualified individuals are selected for the interview process, and HR conducts the initial interview prior to nurse management. Common challenges faced during GCSH’s recruitment process are receiving resumes from unqualified individuals, not enough baccalaureate-prepared RNs, and individuals whose values do not align with the hospital’s values. References Auerbach, D. I, Buerhaus, P. I., & Staiger, D. O. (2017). How fast will the registered nurse workforce grow through 2030? Projections in nine regions of the country. Nursing Outlook 65(1), 116-122. doi:10.1016/j.outlook.2016.07.004 Bureau of Labor Statistics. (2017). Occupational outlook handbook, registered nurses. Retrieved from http://www.bls.gov/ooh/healthcare/registerednurses... Lussier, R. N., & Hendon, J. R. (2018). Human resource management: Functions, applications, & skill development (3rd ed.) Thousand Oaks, CA: Sage PublicationsAPA format, 2 references, at least 2 paragraphs for this discussion response

Review your classmates’ posts, and respond to at least two of your peers. When responding to your classmates, please provide feedback on their examples of good and poor critical thinking skills. Discuss additional ways one can think more critically. Each participation post should be a minimum of 100 words.See Attachment... there should be 2 responses