Remember to submit your work following the file naming convention FirstInitial.LastName_M01.docx. For example, J.Smith_M01.docx. Remember that it is not necessary to manually type in the file extension; it will automatically append.Start by reading and following these instructions:1. Quickly skim the questions or assignment below and the assignment rubric to help you focus.2. Read the required chapter(s) of the textbook and any additional recommended resources. Some answers may require you to do additional research on the Internet or in other reference sources. Choose your sources carefully.3. Consider the discussions and the any insights gained from it.4. Create your Assignment submission and be sure to cite your sources, use APA style as required, check your spelling.Assignment: Create a power point with the intended audience to be a community health department. Focus on a real or fictional disaster that has or could affect your area. For example, if you live on the Florida coast you might choose potential hurricane. Discuss the role of the Community Health Nurse in each stage of disaster. You should include a few slides on each stage of disaster: preparedness, response, recovery with specific activities and resources that the public health nurse would use in each stage. Identify other agencies that might be involved. The assignment should be submitted in Power Point format, with at least 10 content slides (in addition to a title slide and reference slide) and include at least two scholarly sources other than provided materials

READ THE STORY AND ANSWER THE 2 QUESTIONS in a 1 page, double spaced, 12 pt times new roman word document.Lessons from American Experienceby Harlan Cleveland Harlan Cleveland, former president of the University of Hawaii, is president of the World Academy of Art and Science. In this selection, Cleveland explains how Hawaii, the most diverse of our fifty states, achieves ethnic and racial peace. He argues that the Hawaiian experience is no different from the experience of immigrants to the mainland; the ability to tolerate diversity is not unique in the world.We Americans have learned, in our short but intensive 200-plus years of history as a nation, a first lesson about diversity: that it cannot be governed by drowning it in "integration."I came face-to-face with this truth when, just a quarter of a century ago, I became president of the University of Hawaii. Everyone who lives in Hawaii, or even visits there, is impressed by its residents' comparative tolerance toward each other. On closer inspection, paradise seems based on paradox: Everybody's a minority. The tolerance is not despite the diversity but because of it.It is not through the disappearance of ethnic distinctions that the people of Hawaii achieved a level of racial peace that has few parallels around our discriminatory globe. Quite the contrary. The glory is that Hawaii's main ethnic groups managed to establish the right to be separate. The group separateness, in turn, helped establish the rights of individuals in each group to equality with individuals of different racial aspect, ethnic origin, and cultural heritage.Hawaii's experience is not so foreign to the transatlantic migrations of the various more-or-less white Caucasians. On arrival in New York (passing that inscription on the Statue of Liberty, "Send these, the homeless, tempest-tossed, to me"), the European immigrants did not melt into the open arms of the white Anglo Saxon Protestants who preceded them. The reverse was true. The new arrivals stayed close to their own kind; shared religion, language, humor, and discriminatory treatment with their soul brothers and sisters; and gravitated at first into occupations that did not too seriously threaten the earlier arrivals.The waves of new Americans learned to tolerate each other—first as groups, only thereafter as individuals. Rubbing up against each other in an urbanizing America, they discovered not just the old Christian lesson that all men are brothers, but the hard, new, multicultural lesson that all brothers are different. Equality is not the product of similarity; it is the cheerful acknowledgement of difference.What's so special about our experience is the assumption that people of many kinds and colors can together govern themselves without deciding in advance which kinds of people (male or female, black, brown, yellow, red, white, or any mix of these) may hold any particular public office in the pantheon of political power.For the twenty-first century, this "cheerful acknowledgement of differences" is the alternative to a global spread of ethnic cleansing and religious chivalry. The challenge is great, for ethnic cleansing and religious rivalry are traditions as contemporary as Bosnia and Rwanda in the 1990s and as ancient as the Assyrians.In too many countries, there is still a basic (if often unspoken) assumption that one kind of people is anointed to be in general charge. Try to imagine a Turkish chancellor of Germany, an Algerian president of France, a Pakistani prime minister of Britain, a Christian president of Egypt, an Arab prime minister of Israel, a Jewish president of Syria, a Tibetan ruler of Beijing, anyone but a Japanese in power in Tokyo. Yet in the United States during the twentieth century, we have already elected an Irish Catholic as president, chosen several Jewish Supreme Court justices, and racially integrated the armed forces right up to the chairman of the Joint Chiefs of Staff . . . .I wouldn't dream of arguing that we Americans have found the Holy Grail of cultural diversity when, in fact, we're still searching for it. We have to think hard about our growing pluralism. It's useful, I believe, to dissect in the open our thinking about it, to see whether the lessons we are trying to learn might stimulate some useful thinking elsewhere. We still do not quite know how to create "wholeness incorporating diversity," but we owe it to the world, as well as to ourselves, to keep trying.Reflective Questions To what degree to you think America has moved forward since Harlan Cleveland offered these statements? Name some specific examples to support your opinion.Do you agree with Cleveland's assertion that "equality is the cheerful acknowledgement of difference"?Excerpted from Harland Cleveland, "The Limits to Cultural Diversity," in Intercultural Communication: A Reader (12th ed.), eds. Larry A. Samovar, Richard E. Porter, and Erwin R. McDaniel (Belmont, CA: Wadsworth, 2009), 431–434. Reprinted by permission of the World Future Society.

CompetencyExamine the role of organization development in anticipating and effecting change in organizations.Scenario InformationAn American Internet Technology company has merged with a Canadian Social Media company. Because of this merger, performance is not as optimum as the executives would have hoped; morale is low, and stress is up. The new company has decided to hire you as an Organizational Development consultant. They have tasked you with finding out the issues and what they should do next to get back on track.InstructionsIn your first days of your new role as the OD consultant, you know your first task is to complete a needs analysis for change. During this process, you have noticed a misconception of what organizational development is at the new company. The company has come to you and asked for a report outlining the importance of using the Organizational Development process for their situation, including your analysis of what they should be prepared for, such as employee resistance.For your report, you have been asked to analyze and address the following: Introduce the meaning of organizational development; what it is and what it is not. What is the need for change with these merged companies? How can the renewal process be used by the company to adapt to change? What are potential employee resistances the company should be aware of? How can the company overcome these resistances? The format for your report should be in a business, professional format.Grading Rubric F F C B A 0 1 2 3 4 Not Submitted No Pass Competence Proficiency Mastery Not Submitted Failed to provide a meaning of organizational development and describe what it is and what is not. Provided an acceptable meaning of organizational development. Described what organizational development is and what is not. Provided a thorough definition of organizational development. Also described what organizational development is and what it is not using a couple of examples. Provided a thorough definition of organizational development including a multitude of clear and substantive examples which illustrate what it is and what it is not. Not Submitted Failed to identify the need for change with the merging companies. Identified the need for change with the merging companies. Identified the need for change with the merging companies. Supported the need for change with a nice level of detail and some examples. Clearly identified the need for change with the merging companies. Offered substantial details and clear examples to support the need for change, thus demonstrating substantial comprehension of the content. Not Submitted Failed to describe how the renewal process can be applied by companies as a tool for adapting to change. Described how the renewal process can be applied by companies as a tool for adapting to change. Described how the renewal process can be applied by companies as a tool for adapting to change. Provided a couple of best practices for the application of this tool. Clearly described how the renewal process can be applied by companies as a tool for adapting to change. Provided several best practices for the application of this tool and described why they’re effective. Not Submitted Failed to provide a description of the sources of employee resistance to change programs. Failed to provide best practices for overcoming resistance to change programs. Provided a description of the sources of employee resistance to change programs. Provided best practices for overcoming resistance. Provided a nice description of the sources of employee resistance to change programs. Described how and why the resistance arises. Provided best practices for overcoming resistance to change programs including general reasons for why practices identified may be effective. Provided a thorough description of the sources of employee resistance to change programs. Provided clear examples of these sources of resistance and thoroughly described how and why they arise. Provided best practices for overcoming resistance to change programs and described why these tools are effective.