Airport Rescue and Firefighting Services (ARFFS) and Local Authority Fire and Rescue Services (LAFRS) work together to provide and effective response to emergencies on and near airports.

Taking Birmingham International Airport (BHX) as your example airport, produce an airport response report for use by a fire and rescue service. This report will detail the following:

1. An explanation of the risk categorisation of airfields and the categorisation(s) of BHX;

(Explain the classification of airport risks and the classification of Birmingham Airport specifically)

(http://www.airfieldcharts.com/airportcategorisation.htm)

2. Details of the assets and capabilities of the ARRFS at BHX;

(Details of assets and capabilities (vehicles, equipment, training facilities, etc).

(Information on Birmingham Airport firefighting vehicles (in particular the “OshKosh” type) and training facilities available at the airport.)

(https://www.bhxfireandrescue.co.uk/about-us)

3. Details of the response of the ARRFS and WMFS to a major aircraft incident on the airport and off the airport;

(Details of the response of fire and rescue teams to an air disaster site inside and outside the campus)

4. Provide an outline of operational tactics for

a) an engine fire,

b) wheel fire and

c) fuselage fire in an Airbus A320 which will assist LAFRS firefighters to identify their potential role in such an incident.

** links that might help in solving some questions has been provided.

** Total word count = 1500 words without references and appendices.

** In-text Citations and References using Harvard Style.

** pdf files that will help you in solving the tasks will be attached.

Overview

Create an 8–10-slide mobilization plan PowerPoint presentation (with detailed speaker’s notes) for a mobilization plan by your health care organization to commit 20 nurses to participate in a 4-month-long multinational effort to treat patients exposed to a highly contagious virus in a hot zone in Africa.

Nursing leaders must incorporate approaches that are inclusive and respectful of all stakeholders in the health care workforce, patient population, and the larger community that is served by the organization. Communication among members of teams, between departments and service lines, within large networks, with strategic business partners, and with patients, families, or support persons requires awareness of various facets of effective communication and cultural competence. A mobilization plan for an international medical mission requires careful planning of organizational structure roles, power distribution, and team member empowerment.

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By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Identify nursing leadership priorities using a systems perspective.
  • Identify the major stakeholders within the health care system that would be affected by the mobilization plan.
• Competency 2: Apply systems theory and systems thinking to facilitate health care delivery and patient outcomes.
  • Apply systems thinking to determine the impact of the mobilization effort on hospital staffing and care patterns.
  • Identify key actions needed to assure quality of care and safety for mission patients and personnel.
• Competency 3: Analyze the role of multiculturalism and diversity in organizational and systems structure and leadership.
  • Examine potential multicultural and diversity issues that mission personnel may encounter.
• Competency 4: Evaluate how power relates to health care organizational structure, behavior, and leadership.
  • Describe the medical mission team’s organizational structure and how power is distributed.
  • Assess how the organizational structure empowers team members.
  • Evaluate potential power issues that may arise when dealing with a multinational contingent.
• Competency 5: Communicate in a manner that is consistent with the expectations of a nursing professional.
  • Write content clearly and logically, with correct use of grammar, punctuation, and mechanics.
  • Correctly format citations and references using current APA style.

  Context

  Power

  Leadership is often referred to as a power relationship and to be in a leadership role is to have some degree of power (Grossman & Valiga, 2013). The power that comes as a natural part of being a leader can be used most effectively not by control; but by influencing the direction of a group and the accomplishment of a vision. Power does not come just from having a position of authority; but also from having self-confidence, knowledge, a sense of purpose, and commitment to an ideal. Good communication skills, flexibility, a willingness to collaborate with others, as well as being open to other ideas and risks are sources of power. Leaders empower others by sharing the vision and inspiring commitment to a project or mission.

  Reference

  Grossman, S. C. & Valiga, T. M. (2013). New leadership challenge: Creating the future of nursing (4th ed.). Philadelphia, PA: F. A. Davis.

Suggested Resources

The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

Capella Multimedia

Click the links provided below to view the following multimedia pieces:

Power

1. Power

Dr. Abrams:
To continue our discussion on being persuasive and powerful and influential in your negotiations, let us talk a little about power. Most people have a negative reaction to power, but I want you to think of power as something neutral. That power is not good or bad. Power exists in all people, all organizations, all environments, how power is used and to what ends affect whether it is good or bad.

The researchers, French and Raven, did a study on power, and came up with six different kinds. One is expert power, that we grant people power because they are experts in the field. Also gives them a lot of logic and a lot of credibility.

Legitimate power is the kind of power that we grant people based on their title or their role.

Referent power is the power we give to people because we have a lot of respect for them, and we want to be like them, in a role model kind of situation.

Information, we give people power, because they have information that we want. One of the great killers of an organization is withholding information. Powerful people actually share information.

The other one is called punishment power/reward power. Well, we grant people power if they have the ability to punish us and/or the ability to reward us. For example, your boss, your professor, your parents. Individual resources and abilities impact power exercised by a person in a negotiation situation.

Individual differences and ability, political skills, and a willingness to use those skills and abilities within the organization are really important on how you define your BATNA, how you make a decision, and your walkaway point.

I think though, handling power in an organization is a skill. Part of learning to manage is learning to manage power.

Gaining power internally brings you a sense of self, which is different from power externally. So you want power in your organization, because of who you are, and people believe that organizations are rational. However, they are not.

One of the ways to understand organizations is to look at organizations as political, not rational, and that politics impact the organization internally and externally.

The equation goes like this, politics equals influence and equals power. I want you to think about who you grant power to in your organization and why, and who you grant power to in a negotiation setting and why.

2. Five Reasons Organizations Behave as Political Institutions

Dr. Abrams:
I have five reasons that organizations behave as political institutions. I will just state them clearly and then you can let me know what you think. First thing is that humans have values. Our actions reflect our priorities and our priorities are reflections of our values.

So if you want to persuade me to do something in a negotiation, you are going to have to figure out what it is that I value.

Organizational effectiveness is a value. The issue or the criteria used to measure effectiveness is a value choice. So for some people it is bottom line, for other people, no one got fired today, other settings, no one got killed today. So I want you to think about how you define organizational effectiveness and how the people at the table will be defining organizational effectiveness.

Third one is, there is always competition for scarce resources. There is never ever enough internal resources and external resources, and the question is, who is going to get them and why? If you make your argument based on a value system of the organization and the person, you are more likely to get the resources you need.

Information is seldom complete. We never have enough information to make a decision. We fill in those gaps with our judgment. Judgments are based on experience and your value system, and your value system affects how you see things. So it is a good idea to find out somebody’s interest over position for the negotiation.

The last one is that we have a tremendous dependency on others in our organization, and we need to be persuasive, we need to be influential to get those people to come to the table. We are dependent on them, you have no control over them.

So to sum all this up, it is not a solution, it is a suggestion, is the idea of law reciprocity. You take care of people, they will take care of you. Sometimes you honestly compromise and then they will compromise. If you scratch my back, I will scratch yours. It is a really important concept.

Another one is currency. Find out what people’s currencies are. Find out what their values are and how you can attribute to those and create networks, so you could build coalitions and figure out how to make the best possible argument to fit your needs.

Assessment Instructions

Preparation

Use the Capella library and the Internet to help you complete this assessment. For help using PowerPoint, refer to the Microsoft Tutorials and other resources located in the Suggested Resources and left navigation menu of the courseroom.

This assessment is based upon the scenario below. The scenario is very limited in detail; where more detail is needed, incorporate any assumptions you make to flesh out the scenario. It is intended to assess your ability to communicate your approach to a challenge by evaluating issues of organization, leadership, safety, quality improvement, multiculturalism and diversity.

Your approach should be very conceptual and high-level.

Scenario
Your health care organization has recently committed 20 nurses to participate in a 4-month-long multinational effort to treat patients exposed to a highly contagious virus in a “hot zone” in Africa. The director of your organization has asked you, because of your previous medical mission experience, to outline nursing-related plans for preparing for the mobilization and present this information at an upcoming staff meeting.

Deliverable: Mobilization Plan PowerPoint Presentation

Create an 8–10-slide PowerPoint presentation (with detailed speaker’s notes) of your mobilization plan. It should be targeted toward members of the hospital’s administrative staff, nurses, and the physicians who will also participate in this medical mission.

• Use bullet points and phrases on the slides.
• The narrative, or explanation for each slide, should be in the speaker’s notes section.

The mobilization plan should address the following:

• Identify the major stakeholders within the health care system that would be affected by the mobilization plan.
• Analyze how the mobilization effort will impact staffing patterns and nursing care at the hospital.
• Describe the medical mission team’s organizational structure of the mission team and how power is distributed.
  • Include one slide of an organizational diagram for the mission.
    • Describe the roles (in the speaker’s notes).
• Assess how the organizational structure empowers team members.
  • Provide 1–2 examples of how team members will have power.
• Identify key actions needed to assure quality of care and safety for mission patients and personnel.
• Evaluate potential power issues that may arise when dealing with a multinational contingent.
  • (Be generic; that is, do not address individual nationalities, races, et cetera.)
  • Consider interactions with health care personnel from other countries.
• Examine potential multicultural and diversity issues that mission personnel may encounter.
  • Consider that the indigenous population may be hostile to treatment.
  • Outline possible training requirements to improve cultural competencies of the personnel.

Additional Requirements

• Written communication: Written communication should be free of errors that detract from the overall message.
• APA formatting: Resources and in-text citations should be formatted according to current APA style and formatting.
• Length: Presentation should be 8–10 slides. Include speaker’s notes on each content slide.
• References: Include a minimum of three peer-reviewed resources on the final slide (in APA format).
• General formatting: Choose an appropriate theme if using a template.

Print

Mobilization Plan Scoring Guide

1. Term Paper Criteria for 100 points:

Write your personal reflection based on a book, Four Seasons: The Story of a Business Philosophy, Isadore Sharp (max. five pages)

• How the company’s leadership is different from other hospitality businesses? (one page)
• How does the company care about internal customers (=employees)? (one page)
• How the company serves external customers? (one page)
• How will you apply what you learned from this book into your future professional life? (one page)
• What is your own definition of “Service Management”? (half page)

• A term paper must be typewritten and submitted to Dropbox in D2L by Apr. 6 (Fri.) by Noon.

• Double-spacing, all pages numbered, correct spelling, and good grammar 12 font size,

40% Personal reflection of a book, Four Seasons: The Story of a Business

Philosophy

30% Detail in expressing issues, concisely and accurately

30% Quality of written expression including grammar, right format

General Instructions:

1. Be detailed and specific in your explanations assuming that the reader does not know anything about your theory.
2. Pay close attention to the rubric at the end of the guidelines. Use
   it to crosscheck your paper to make sure that you have addressed the
   required criteria to avoid losing points unnecessarily.
3. Follow the writing conventions and do not use contractions like
   “it’s, can’t etc.” Always write your words in full and proof read. You
   will lose 0.5 points for each group of 3 errors from your total earned
   points on the rubric.

Read the case study in our text on page 307 to 308, Suarez Family After September 11, 2001 and answer the following questions:

1. Name one main challenge faced by Maria and her extended family? Give reasons for your answer.
2. Name one key strength in this case study? Give reasons for your answer.
3. September 11 was a significant life event in US history, locate and summarize two scholarly journal articles
   on the psychological effects of this event on children/adolescents AND
   adults (one journal article for each). Based on what you read in these
   journal articles, are the experiences similar or different for the two
   groups? Give supporting evidence from the journal articles citing the
   author and page number.
4. Describe one theory that might be useful for understanding Maria’s
   situation and for designing possible intervention? Support your answer
   with information from the text or scholarly journals citing the author and page number