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NRS-451 Organizational Culture and Values GCU
Sample Answer for NRS-451 Organizational Culture and Values GCU Included After Question
Assessment Description
Prepare a 10-15 slide PowerPoint presentation, with speaker notes, that examines the significance of an organization’s culture and values. For the presentation of your PowerPoint, use Loom to create a voice-over or a video. Refer to the Topic Materials for additional guidance on recording your presentation with Loom. Include an additional slide for the Loom link at the beginning, and an additional slide for References at the end.
- Outline the purpose of an organization’s mission, vision, and values.
- Explain why an organization’s mission, vision, and values are significant to nurse engagement and patient outcomes.
- Explain what factors lead to conflict in a professional practice. Describe how organizational values and culture can influence the way conflict is addressed.
- Discuss effective strategies for resolving workplace conflict and encouraging interprofessional collaboration.
- Discuss how organizational needs and the culture of health care influence organizational outcomes. Describe how these relate to health promotion and disease prevention from a community health perspective.
ou are required to cite a minimum of three sources to complete this assignment. Sources must be appropriate for the assignment and relevant to nursing practice.
While APA style format is not required for the body of this assignment, solid academic writing is expected, and in-text citations and references should be presented using APA documentation guidelines, which can be found in the APA Style Guide, located in the Student Success Center.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
A Sample Answer For the Assignment: NRS-451 Organizational Culture and Values GCU
Title: NRS-451 Organizational Culture and Values GCU
Introduction & Purpose of the Presentation
Organizational culture and values are critical components that allow nurses to deliver care to patients. Organizational culture is based on values, norms and practices that the management uses to develop mission and vision statements. Nurses thrive in friendly organizational cultures that value diversity and are transformational based on their values, mission, and vision statements (Kang et al., 2020). Through such environments, nurses enhance their patient engagements, develop better and innovative patient care models and this leads to positive patient outcomes (Braithwaite et al., 2018). The purpose of this presentation is to discuss the role of organizational culture and values based on mission and vision and its influence on nurses’ engagement. The presentation also explores the role of organizational culture and values in conflict resolution and management in health care setting.
Definition & Importance of Organizational Culture and Values
Organizational culture entails shared beliefs, values, and attitudes. An organizational culture also include the conduct and way of behaving, communication aspects, customs and the vision crafted by those involved. Furthermore, values and culture within an organization denote to a system of sharing assumptions and common approaches to issues as well as how employees behave in their duties (Braithwaite et al., 2018). Values are moral tools and components within the organization that guide overall conduct. Shared values and beliefs have robust influence on employees in the organization.
Organizational culture is important to different stakeholders who include the management and employees. Organizational culture and values encourage collaborations, motivates employees, leads to attainment of goals. Organizational culture and values provide the requisite foundation for ethical conduct and way of doing things for an entity (Runtu et al., 2019). Organizational culture influences the type of nursing and patient care models used by an organization. culture and values also shape the way staff, nurses, and providers develop relationships, communicate and collaborate in the healthcare setting (Manion & Davies, 2018). Organizational culture and values also establish expectations and standards of practice and a commitment by healthcare entities to the communities that they serve.
Purpose of Organizational Mission, Vision & Values
Organizational mission, vision, and values are critical component of its culture. The mission states the purpose of an organization and essence of its overall existence. The mission is recognized and integrated into practice and operations of the organization as part of their goals and objectives. Vision statement is futuristic and describes the dream of the organization and what it hopes to attain or accomplish in the future. Robust vision statements entail what the organization will attain and contain a clear development path (Dempsey & Assi, 2018). Values in an organization are ethical imperatives and standards of conduct that the stakeholders and the organization promote and follow. Values define the choices that an entity embraces to operate and contain ethical standards that employees should adhere to based on expectations and corporate social responsibility.
Mission statement offers overall purpose of what an organization hopes to attain now or in the current situation. Through the mission statement, a healthcare organization provides services that meet consumer needs and develops innovative interventions in health promotion and disease management. Vision statement ensures that an organization considers futuristic aspects in their industry and develops interventions to attain them (Runtu et al., 2019). For instance, the deployment of technology in healthcare implores organizations to consider innovative approaches in care delivery in the future to meet patient needs. Values allow practitioners to develop and model certain ethical imperatives like honesty and integrity to deliver quality patient care (Manion & Davies, 2018). The overall intent of these components is to develop an organizational culture that aligns with the overall need to deliver quality patient care.
Significance of Mission, Vision & Values to Nurse Engagement
As posited, the essence of mission, vision and values in an organization is to develop an organizational culture that espouses goals and objectives of the entity. Mission, vision, and values statements are essential ton engagement of nurses in different ways. They encourage positive and productive nurse-to-nurse interactions and relationships that are important in health care setting (Nightingale, 2018). They also promote longevity and retention implying that they reduce possible turnover and shortage in the practice setting. Mission and vision as well as values lead to increased commitment by nurses to a facility and to patients. They also allow development and nurturing of positive interactions with patients (Mannion & Davies, 2018). Mission, vision, and values are fundamental components of effective ways of communication and overall conduct among nurses. The implication is that nurses need systems that have positive values, vision and mission to motivate and inspire them to offer quality patient care.
Significance of Mission, Vision & Values to Patient Outcomes
Studies are categorical that positive relationship exists between an effective organizational culture and patient satisfaction based on better interactions with patients and commitment to quality care delivery. Patient satisfaction and outcomes are important measures of clinical outcomes and health care performance. Patients prefer organizations that have ethical practices and are patient-centered (Smits et al., 2018). The mission, vision and values statements encourage effective patient interactions as nurses espouse better values like integrity, honesty, transparency and better communication. An empowering organizational culture based on vision, mission, and values has a positive correlation with customer satisfaction (Braithwaite et al., 2018). The mission, vision, and values help attain improved care through mission-oriented culture that patients seek in healthcare settings.
Factors Leading to Conflicts in Professional Practice
Conflicts are an inevitable part of Organizational Interactions and working among diverse individuals with different and divergent perceptions of issues.
Conflicts have a negative connotation but may offer opportunities to improve organizational outcomes and processes. Different factors cause conflicts in organizations. These include ineffective communication, differences in roles responsibilities and goals among diverse stakeholders, differences in values and perceptions as well as resource strain and a demanding workplace environment (Dempsey & Assi, 2018). Further, organizational change may also be a source of conflicts because some employees may not be willing to adjust to the new way of doing things. Conflicts can also arise due to unmet and unrealistic personal and professional expectation as well as internal power structures and need for recognition among employees (Nightingale, 2018). The implication is that through an effective organizational culture based on values, stakeholders can find lasting solutions to the conflicts in these settings.
Organizational Culture and Values in Conflict Management
Organizational culture and values are critical aspects of the interventions that providers and entities in healthcare can use to address conflicts. Values offer direction on expected conduct and ethical approaches to minimize possible conflicts. Ethical standards improve interactions and level of communication in an organization to reduce frictions and miscommunication. Further, values harmonize organizational culture and sets attributes and skills that leaders should possess to handle conflicts better. Culture influences social normative that glues an organization together while shaping the type of leadership that evolves in an organization (Mannion & Davies, 2018). Leadership affects the kind of communication and approaches that an organization can use to address conflicts, especially in nursing and healthcare settings. imperatively, shared leadership based on a robust organizational culture and values is critical in adopting better conflict management approaches (Dempsey & Assi, 2018). Therefore, that have effective values and cultures can solve conflicts better and attain quality outcomes. Values like teamwork, respect, and transparency, integrity and honesty allow organizations to have common approaches to conflicts while transformational, participative and charismatic leadership styles improve the chances of generating solutions to conflicts in organizational settings.
Effective Strategies to Resolve Workplace Conflicts
The management of organizational conflicts is essential to improving care delivery, patient satisfaction, and performance of nurses. Leaders and followers should focus on the best approaches from the available ways like accommodation, collaboration, compromising, avoidance and competing. In this case, they can use strategies like accommodation, collaboration and compromising to deescalate such events (Sprajc et al., 2020). Secondly, they need to ensure that the organizational culture and values align with the stakeholders’ expectations, especially among their employees. Organizations and their management can also address conflicts when the values and culture align with their mission, vision, and the goals (Kang et al., 2020). Further, conflict resolution needs leaders to focus on issues and not individuals, have open and effective communication and accepting conflicts as critical to developing new ways of doing things.
Effective Strategies to Encourage Inter-Professional Collaboration
Inter-professional Collaboration is vital for effective care delivery and attainment of one common purpose and goal. Inter-professional collaboration entails working together based on a common plan of care to deliver quality patient services (Tang et al., 2018). Strategies like having effective teams and teamwork, developing an organizational culture that supports increased interactions and based on good values lead to inter-professional collaboration (Machen et al., 2019). Inter-professional collaboration happens when leaders offer support based on their leadership styles (Dempsey & Assi, 2018). For instance, honesty, transparency, integrity and trust are critical values that encourage inter-professional collaborations in organizations. Effective assignment of duties and roles’ clarity ensures that providers collaborate to offer quality patient care.
Influence of Organizational Needs on Organizational Outcomes
Organization needs in healthcare continue to be dynamic and unpredictable because of increased care demand and use of innovative models like value-based care purchasing. The needs are unlimited yet available resources are limited and this implores nurses to use their mental fortitude to meet the diverse patient needs and attain quality care (Machen et al., 2019). Organizational needs like increased nurses and lowering costs impact outcomes as sufficient resources lead to better results. Better interactions and relationships come based on the organizational culture and values espoused by providers (Kang et al., 2020). Therefore, these values and culture promote better interactions among diverse stakeholders culture is also instrumental in equitable allocation of resources to achieve the expected outcomes.
Influence of Health Care Culture on Organizational Outcomes
Culture gives direction on conduct and processes within an organization to attain its goals and objectives. Culture also influences the type of interactions that occur among the diverse providers and stakeholders within and outside the organization (Sprajc et al., 2020). For instance, having a positive organizational culture attracts patients and gives them hope of attaining quality outcomes and increased levels of satisfaction. An organizational culture also leads to higher levels of patient safety and reduces occurrence of adverse events like medication errors. It also enhances the development of trustful interactions among different stakeholders (Nightingale, 2018). As organizations with better health care culture attain better outcomes in different areas that include patient outcomes and attainment of respective goals and objectives.
Influence on Health Promotion from a Community Health Perspective
Health promotion requires resources and a supportive organizational culture. Further, health promotion focuses on interventions aimed at reducing the occurrence of diseases and chronic conditions. Organizational culture and values are essential in developing better ways to interact with communities to implement better interventions aimed at care delivery (Dempsey & Assi, 2018). Organizational needs impact health promotion from a community perspective as they reduce available resources and personnel for equitable resource allocation. Organizational culture and values dictate how employees interact with communities to implement evidence-based practice interventions to improve overall care.
Disease Prevention from a Community Health Perspective
Stakeholders in healthcare must collaborate to prevent diseases in communities. Further, effective communication needs providers to work together to identify better strategies and approaches aimed at improving response and measures within such communities. The prevention of diseases also implores providers to form interdisciplinary teams and engage diverse stakeholders to develop acceptable measures and engagement of the community members among other partners. Prevention of diseases also requires sufficient resources and community partnerships which improves the ability of such entities to attain the expected outcomes. The implication is that organizational values and culture dictate the kind of interactions that nurses and their leaders will develop to allocate resources aimed at disease prevention.
References
Braithwaite, J., Herkes, J., Ludlow, K., Testa, L., & Lamprell, G. (2018). Association between organizational and
workplace cultures, and patient outcomes: systematic review. BMJ open, 7(11), e017708.
doi: 10.1136/bmjopen-2017-017708
Dempsey, C. & Assi, M. J. (2018). The Impact of Nurse Engagement on Quality, Safety, and the Experience of Care:
What Nurse Leaders Should Know. Nursing Administration Quality, 42(3):278-283.
doi: 10.1097/NAQ.0000000000000305
Manion, R. & Davies, H. (2018). Understanding organizational culture for healthcare quality improvement. BMJ, 363.
doi: https://doi.org/10.1136/bmj.k4907
Kang, J. Y., Lee, M. K., Fairchild, E. M., Caubet, S. L., Peters, D. E., Beliles, G. R., & Matti, L. K. (2020). Relationships
among organizational values, employee engagement, and patient satisfaction in an academic medical center.
Mayo Clinic Proceedings: Innovations, Quality & Outcomes, 4(1), 8
20.DOI:https://doi.org/10.1016/j.mayocpiqo.2019.08.001
Machen, S., Jani, Y., Turner, S., Marshall, M., & Fulop, N. J. (2019). The role of
organizational and professional cultures in medication safety: a scoping review
of the literature. International Journal for Quality in Health Care, 31(10), G146-
G157. doi: 10.1093/intqhc/mzz111
Runtu, T. M., Novieastari, E., & Handayani, H. (2019). How does organizational culture
influence care coordination in hospitals? A systematic review. Enfermeria clinica, 29, 785-
802.
Tang, C. J., Zhou, W. T., Chan, S. W. C., & Liaw, S. Y. (2018). Inter-professional
collaboration between junior doctors and nurses in the general ward setting: A qualitative
exploratory study. Journal of nursing management, 26(1), 11- 18.
Nightingale, A. (2018). Developing the organizational culture in a healthcare setting. Nursing
Standard, 32(21), 53-63. DOI: 10.7748/ns.2018.e11021.
Sprajc, P., Podbregar, I., & Hribar, N. (2018). Strategic aspects of the human capital
management in the development of organizational culture. Economic and Social
Development: Book of Proceedings, 106- 112.
Smits, M., Keizer, E., Giesen, P., Deilkås, E. C. T., Hofoss, D., & Bondevik, G. T. (2018).
Patient safety culture in out-of-hours primary care services in the Netherlands: a cross-
sectional survey. Scandinavian journal of primary health care, 36(1), 28-35. DOI:
10.1080/02813432.2018.1426150.
Rubric Criteria
Total 130 points
Criterion | 1. Unsatisfactory | 2. Less than Satisfactory | 3. Satisfactory | 4. Good | 5. Excellent |
Effective Strategies for Resolving Conflict
Effective Strategies for Resolving Workplace Conflict and Encouraging Interprofessional Collaboration |
0 points
Effective strategies for resolving workplace conflict and encouraging interprofessional collaboration are omitted. |
7.8 points
Strategies for resolving workplace conflict and encouraging interprofessional collaboration are partially discussed. It is unclear how the proposed strategies would be effective; the proposed strategies are not relevant. |
8.22 points
Strategies for resolving workplace conflict and encouraging interprofessional collaboration are generally discussed. The proposed strategies are relevant and would be generally effective for resolving workplace conflict and encouraging interprofessional collaboration. More evidence and rationale are needed. |
9.26 points
Effective strategies for resolving workplace conflict and encouraging interprofessional collaboration is discussed. Some detail or rationale is needed for clarity or support. |
10.4 points
Effective strategies for resolving workplace conflict and encouraging interprofessional collaboration is discussed. Strong support and rationale are provided to support each strategy. |
Mechanics of Writing (includes spelling, punctuation, grammar, language use)
Mechanics of Writing (includes spelling, punctuation, grammar, language use) |
0 points
Slide errors are pervasive enough that they impede communication of meaning. |
4.88 points
Frequent and repetitive mechanical errors distract the reader. |
5.14 points
Some mechanical errors or typos are present, but they are not overly distracting to the reader. |
5.79 points
Slides are largely free of mechanical errors, although a few may be present. |
6.5 points
Writer is clearly in control of standard, written, academic English. |
Presentation of Content
Presentation of Content |
0 points
The content lacks a clear point of view and logical sequence of information. Includes little persuasive information. Sequencing of ideas is unclear. |
39 points
The content is vague in conveying a point of view and does not create a strong sense of purpose. Includes some persuasive information. |
41.08 points
The presentation slides are generally competent, but ideas may show some inconsistency in organization or in their relationships to each other. |
46.28 points
The content is written with a logical progression of ideas and supporting information exhibiting a unity, coherence, and cohesiveness. Includes persuasive information from reliable sources. |
52 points
The content is written clearly and concisely. Ideas universally progress and relate to each other. The project includes motivating questions and advanced organizers. The project gives the audience a clear sense of the main idea. |
Purpose of Organizational Mission, Vision, and Values
Purpose of Organizational Mission, Vision, and Values |
0 points
Purpose of organizational mission, vision, and values is omitted. |
7.8 points
Purpose of organizational mission, vision, and values is partially summarized. There are omissions and inaccuracies. |
8.22 points
Purpose of organizational mission, vision, and values is summarized. Some information is needed. There are minor inaccuracies. |
9.26 points
Purpose of organizational mission, vision, and values is outlined. Some detail is needed for clarity or accuracy. |
10.4 points
Purpose of organizational mission, vision, and values is accurate and clearly outlined. |
Language Use and Audience Awareness (includes sentence construction, word choice, etc.)
Language Use and Audience Awareness (includes sentence construction, word choice, etc.) |
0 points
Inappropriate word choice and lack of variety in language use are evident. Writer appears to be unaware of audience. Use of primer prose indicates writer either does not apply figures of speech or uses them inappropriately. |
4.88 points
Some distracting inconsistencies in language choice (register) or word choice are present. The writer exhibits some lack of control in using figures of speech appropriately. |
5.14 points
Language is appropriate to the targeted audience for the most part. |
5.79 points
The writer is clearly aware of audience, uses a variety of appropriate vocabulary for the targeted audience, and uses figures of speech to communicate clearly. |
6.5 points
The writer uses a variety of sentence constructions, figures of speech, and word choice in distinctive and creative ways that are appropriate to purpose, discipline, and scope. |
Significance of Mission, Vision, and Values on Nurse Engagement and Patient Outcomes
Significance of Mission, Vision, and Values on Nurse Engagement and Patient Outcomes |
0 points
Explanation of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is omitted. |
7.8 points
An incomplete explanation of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is presented. There are omissions and inaccuracies. The significance is not established. |
8.22 points
A summary of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is presented. More information is needed. There are minor inaccuracies. The significance is partially established. |
9.26 points
An explanation of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is presented. Some rationale or information is needed for support. The significance is generally established. |
10.4 points
A detailed explanation of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is presented. Sound rationale is provided for support. The significance is clearly established. |
Documentation of Sources
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style) |
0 points
Sources are not documented. |
4.88 points
Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors. |
5.14 points
Sources are documented, as appropriate to assignment and style, although some formatting errors may be present. |
5.79 points
Sources are documented, as appropriate to assignment and style, and format is mostly correct. |
6.5 points
Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error. |
Influence of Organizational Needs and Culture of Health Care on Organizational Outcomes
Influence of Organizational Needs and Culture of Health Care on Organizational Outcomes |
0 points
How organizational needs and the culture of health care influence organizational outcomes is not discussed. |
7.8 points
How organizational needs and the culture of health care influence organizational outcomes is partially presented. There are major omissions and inaccuracies. |
8.22 points
How organizational needs and the culture of health care influence organizational outcomes is generally discussed. How these relate to health promotion and disease prevention from a community health perspective is summarized. The relationship among these is not clearly established. More information is needed. There are some inaccuracies. |
9.26 points
How organizational needs and the culture of health care influence organizational outcomes is discussed. How these relate to health promotion and disease prevention from a community health perspective is described. The relationship among these is generally established. Some information or rationale is needed. |
10.4 points
How organizational needs and the culture of health care influence organizational outcomes is clearly discussed. How these relate to health promotion and disease prevention from a community health perspective is described in detail. The relationship among these is established. Rationale and evidence is provided for support. |
Factors Leading to Conflict in Professional Practice
Factors Leading to Conflict in Professional Practice and Influence of Organizational Values and Culture in Addressing Conflict |
0 points
Factors leading to conflict in a professional practice are omitted. |
7.8 points
Factors leading to conflict in a professional practice are partially presented. A vague summary of how organizational values and culture influence the way conflict is addressed is presented. There are significant omissions. |
8.22 points
A general explanation of factors leading to conflict in a professional practice is presented. A summary of how organizational values and culture influence the way conflict is addressed is presented. Some aspects are unclear. More information and rationale are needed. |
9.26 points
An explanation of factors leading to conflict in a professional practice is presented. How organizational values and culture influence the way conflict is addressed is described. Some information or rationale is needed for support. |
10.4 points
An explanation of factors leading to conflict in a professional practice is clearly presented. How organizational values and culture influence the way conflict is addressed is described in detail. Strong rationale and evidence are provided for support. |
Layout
Layout |
0 points
The layout is cluttered, confusing, and does not use spacing, headings, and subheadings to enhance the readability. The text is extremely difficult to read with long blocks of text, small point size for fonts, and inappropriate contrasting colors. Poor use of headings, subheadings, indentations, or bold formatting is evident. |
4.88 points
The layout shows some structure, but appears cluttered and busy or distracting with large gaps of white space or a distracting background. Overall readability is difficult due to lengthy paragraphs, too many different fonts, dark or busy background, overuse of bold, or lack of appropriate indentations of text. |
5.14 points
The layout uses horizontal and vertical white space appropriately. Sometimes the fonts are easy to read, but in a few places the use of fonts, italics, bold, long paragraphs, color, or busy background detracts and does not enhance readability. |
5.79 points
The layout background and text complement each other and enable the content to be easily read. The fonts are easy to read and point size varies appropriately for headings and text. |
6.5 points
The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text. |
Grading Rubric
Performance Category | 100% or highest level of performance
100% 16 points |
Very good or high level of performance
88% 14 points |
Acceptable level of performance
81% 13 points |
Inadequate demonstration of expectations
68% 11 points |
Deficient level of performance
56% 9 points
|
Failing level
of performance 55% or less 0 points |
Total Points Possible= 50 | 16 Points | 14 Points | 13 Points | 11 Points | 9 Points | 0 Points |
Scholarliness
Demonstrates achievement of scholarly inquiry for professional and academic topics. |
Presentation of information was exceptional and included all of the following elements:
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Presentation of information was good, but was superficial in places and included all of the following elements:
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Presentation of information was minimally demonstrated in all of the following elements:
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Presentation of information is unsatisfactory in one of the following elements:
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Presentation of information is unsatisfactory in two of the following elements:
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Presentation of information is unsatisfactory in three or more of the following elements
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16 Points | 14 Points | 13 Points | 11 Points | 9 Points | 0 Points | |
Application of Course Knowledge
Demonstrate the ability to analyze and apply principles, knowledge and information learned in the outside readings and relate them to real-life professional situations |
Presentation of information was exceptional and included all of the following elements:
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Presentation of information was good, but was superficial in places and included all of the following elements:
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Presentation of information was minimally demonstrated in the all of the following elements:
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Presentation of information is unsatisfactory in one of the following elements:
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Presentation of information is unsatisfactory in two of the following elements:
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Presentation of information is unsatisfactory in three of the following elements
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10 Points | 9 Points | 6 Points | 0 Points | |||
Interactive Dialogue
Initial post should be a minimum of 300 words (references do not count toward word count) The peer and instructor responses must be a minimum of 150 words each (references do not count toward word count) Responses are substantive and relate to the topic. |
Demonstrated all of the following:
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Demonstrated 3 of the following:
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Demonstrated 2 of the following:
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Demonstrated 1 or less of the following:
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8 Points | 7 Points | 6 Points | 5 Points | 4 Points | 0 Points | |
Grammar, Syntax, APA
Points deducted for improper grammar, syntax and APA style of writing. The source of information is the APA Manual 6th Edition Error is defined to be a unique APA error. Same type of error is only counted as one error. |
The following was present:
AND
AND
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The following was present:
AND/OR
AND/OR
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The following was present:
AND/OR
AND/OR
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The following was present:
AND/OR
AND/OR
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The following was present:
AND/OR
AND/OR
AND/OR
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The following was present:
AND/OR
AND/OR
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0 Points Deducted | 5 Points Lost | |||||
Participation
Requirements |
Demonstrated the following:
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Failed to demonstrate the following:
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0 Points Lost | 5 Points Lost | |||||
Due Date Requirements | Demonstrated all of the following:
A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT. |
Demonstrates one or less of the following.
A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT. |
Also Read: NRS 451 Health Organization Evaluation GCU