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Healthcare Seminar











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healthcare

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abuchanan170@aol.com

<abuchanan170@aol.com>
Thu, Aug 20, 2009 at 3:29 PM
To: democraticparty@democrats.org, AMOSHansaresearch@gmail.com
Forming: The Healthcare Co-Operative
By Annette Buchanan-Phillips, OFA
 
Preserving the: “People’s Choice, the Provider’s Competition, and Forming Buying Groups for Better Health Insurance Rates”
Objective: Any group, from Physicians for better Mal-Practice, Errors & Omissions, and Consumers can form buyers Cooperatives.  They allow patients choices in terms of insurers, rates, and coverages; caveats, and un-insurability clauses; as well as “self insurance” options.
Talking Points
How is a Group Administered? 
Many groups form through Growth Associations of Municipalities; which will create regional viability and smaller more manageable groups ie, COSE, Sam’s Club Members, and Consumer credit Counseling services Clients, etc.  
How will these be funded?
Treasury bonds, Notes, or Municipal and other Government Issues ie, HH, EE, T-Bills, etc.  Not by Taxes, but subscribers.
Self Insurance Options?
 Mutual Funds, CD’s , Annuities, and Money markets for Liquidity and non use earnings, ie, a Healthcare Trust Fund.
   
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Annette Buchanan

<amoshansaresearch@gmail.com>
Fri, Aug 21, 2009 at 6:08 AM
To: Greg Schultz <schultzg@dnc.org>
Dear Greg;
 I didn't get to hear the President on yesterday, but I guess we were
psychically on the same page.  Here is something I wrote for Saturday
the 22, with US Rep Marcia L. Fudge.  I hope to attend.  I registered,
but my transportation issues continue.  I am looking actively, for
another insurance position, because Primerica has been less than
lucrative.
   Thanks,
      Annette Buchanan-Phillips  1(216)298-3636
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Annette Buchanan

<amoshansaresearch@gmail.com>
Fri, Aug 21, 2009 at 6:09 AM
To: info <info@barackobama.com>
Quick Reply
To: info <info@barackobama.com>
   

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2009-ARRA-JAG-RFP-OJCS-2010

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Annette Buchanan

<amoshansaresearch@gmail.com>
Sat, Jan 9, 2010 at 6:14 PM
To: "Recovery.Tibbs" <Recovery.Tibbs@em.ohio.gov>, grantapplication@ojcs.ohio.gov
NRP Protocols
 Annette Buchanan <amoshansaresearch@gmail.com>   Sat, Sep 26, 2009
at 2:00 PM
To: prakamaya@hotmail.com
Cc: avodahministryofsalvation <avodahministryofsalvation@yahoo.com>
Bcc: Greg Schultz <schultzg@dnc.org>, "David Axelrod, The White House"
<info@messages.whitehouse.gov>
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Special Private Industrial Security Agency
Security Police Eyes
By
Annette Buchanan-Phillips, OPOTC, OFA ©1994

Business Objective and Purpose: To assess and identify areas of
sensitivity in corporate policy that could result in liability claims;
in order to prevent the occurrence of the m.  Corporate security
consulting, and personnel education,
seminars, and guidance concerning the acquisition of security equipment.
Monitoring and evaluating of current security procedures, and
shrinkage control, at the retail level.
National Response Plan Perspective
Objective: To establish a regional office for NRP coordination
efforts, on the local and community level.  2. To establish an office
in the region and manage the neighborhood watchers.  3. To educate
local workers on NRP directives and meet for feedback, evaluations,
and establish video conferencing links; and data feeds.
I.      Location
a.      Home offices & business liason workstations
b.      Institutional coordination points
II.     Specifications
A.      One room dedicated to work space
B.      Equipment
1.      CCTV units for intranet and video surveillance
2.      Desk
3.      Computers and Peripherals
4.      www.ININ.com  Interactive intelligence protocol software
5.      10 desks minimum required as a utility service
6.      Locking file cabinets
7.      Chairs and Office furnishings
8.      Other telecommunications support equipment ie., land lines and
mobile telephony, hand held computers, IPhones
9.      Office supplies, reference and support materials, and
maintenance services
10.     NRP support, evaluation and monitoring
11.     NRP payroll and disbursement controls
III.    Start Up costs
A.      $7000 to $15,000
B.      For equipment, furnishings, space, and installations
IV.     Projected Private Five year income
A.      According to fees and demand for consulting services
B.        NRP Guidelines for pay grade allocated by Congress
C.      All oversight is NRP and by Federal government mandate

 Community Policing.docx


Project Code:  ARRA JAG RFP-OCJS-2010-03/01 to 12/31-2011
Security Police Eyes
Aka S.P. Eyes for Enhanced Neighborhood Block Watch
implementation of the NRP Local Area Coordination Protocol:
Utilizing Video Teleconferencing & Reporting  Security Agents and Home Workers
Full Time Equivalent: 2080 Hours or 13 Months at 40 hours per week; or
     20 Months at 25 hours per week with 80 Administrative hours.
Allowable Costs

Equipment                 Salaries         Technical Support
Operating                                                                               Expenses
$2000- $4000 per desk
ININ on CIC platform    $50,000 mean per Agent =$500,000        Hosted by InIn
inclusive       Utilities $1000/mo=$20,000
Furniture, Telephony  $10,000   Support staff @ 10 hours/week=$100,000 x
10=$1,000,000   Supplies Budget: $100 /mo =$2000        Office space:$10,000
per month@ $1.60 sq ft
Laptops per home worker @ $550 x 100 remote workers     Travel + $50 per
On site Instructor hour         Maintenance / Replacement  Insurance
$100,000 per 50 hosted desks    Bond/EO insurance/ BOP Insurance/ and
outsource payroll & Legal services
 $10,000

 $1000 per worker per month
Family Culture Pass= $10,000 per 100 workers to 10 local cultural
venues  Subscriptions/memberships/ benefits/perks
 $150,000 (healthcare, 401K/ CE/ Certs)                 Incentives/Profit Share/
Bonus as per projected income/grants/ investment growth/




Funds Acquisition Sources

Federal;   Grants.gov;  Arnet.gov;  Dept of Ed Assistance Funding
Grants, SBA, MBDA, FBE/MBE

State: Ohio Development Grants, & Loans; www.K12.com/OHVA; Ohio Dept
of Education; (Home Schooling & Charters)

Local: Cleveland Area Development & Education Funds, Block Grants, and
Energy Assistance Grants, Weed & Seed Initiative Grants

Private Foundations: The Cleveland Foundation; Jump Start; WECO
Micro-loans, & the Bill & Melinda Gates Foundation; TM.org; the
MacArthur Foundation; the Clinton Foundation; & the Ford Foundation;
Tylenol Foundation; etc.


Total Anticipated Program Costs
$2,042,000.00
Anticipated Peripheral Income

$1,000,000.00 per year

Based on successful Electronic Enhanced Block Watch Network; and
Industrial & Corporate, Institutional Subscriber positive outcomes
from 1 year to project end: in Franchising fees, IPO, and Seminars,
with Promotions & Endorsements/ Sponsors.

Anticipated Outcomes:

1. Reduced unemployment as the network grows and more positions become created.
2. Increased income and effectiveness in Crime Prone and Law
Enforcement deficient areas.

3. Home employment as reporters increase, with more security and
greater efficiency of Funded Projects based on the NRP Priorities
Guidelines with a Terror Prevention & Homeland Security focus and
links to the National Response Plan Network.

4. Locally relevant News Feeds & Incident Feeds data becomes available
more efficiently; as systems are implemented and information is
integrated. This has worked very well in the Amber Alert system.

5. Video conferencing allows for faster verification of and
identification of Agents and their staff; with better quality
controls, and accountability.
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Annette Buchanan

<amoshansaresearch@gmail.com>
Sat, Jan 9, 2010 at 6:25 PM
To: OCJSSupport@dps.state.oh.us
To the Admin Support;
I am not certain as to why I was granted a sign on into this system:
Mine is a Homeland, Anti Terror NRP Coordination & Electronically
enhanced Block Watch Protocol focus; and not DEA or Drug Task Force
related at all.
Thank you,
 Annette Buchanan-Phillips, OPOTC-92-816; & NPN:4683998  Ohio 580212
Insurance Agent
Quick Reply
To: OCJSSupport@dps.state.oh.us
   

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2012 Jobs Plan

 

AMOSHansaResearch: Idea Mill

Annette Buchanan-Phillips NPN:4683998

Ohio Shared Services Vendor #0000186081 / MBE:173972

Homesteps: Vendor, Insurance Consultant: Business Analyst

4267 east 172nd Place: Cleveland, Ohio 44128

(216)882-4834   AMOSHansaResearch@gmail.com

 

 

Solartrynd:

Objective: Recovery & Trusteeship/ DIP Oversight (Ch 11 Bankruptcy)

Plan: Profitablity & Restoration Goals

Current Market trends: China has suspended production in their primary manufacturer of Solar shields due to pollution concerns.

A Recovery must include trusteeship & oversight of day to day operations with an emphasis on correcting all of the engineering or product defieciencies with no retoolng.

Retooling analysis if necessary to coorect for product quality and marketability issues. Questions to be addressed:

1. What are the defiencies that produced 2nd quality and less than usable products already created?

2. Salvage and quality correction opportunities?

3. What is the range of coreected product potentials?

4. Current marketability of the product "as is" ?

5. Is re-design necessary?

6. How fast can the improved product get to market?

7. Supply lines?

8. Distribution channels?

`9. Customer base; current vs projected?

10. Quick start production "step up" with a Freddie/Fannie REO Retrofits priority; Lease Option & short sale/ Mortgage Assumptions to alleviate vacancies and winter maintenance cost over-runs.

Costs vs Benefits Analysis

Economic Impact:

Objectives: 1.To allevate the vacancy rates and maintenance and risk management costs of currently (REO) Repossesed FreddieMac & Fannie Mae mortgaged Residential Properties.

2. To reduce federal debt associated with the same market.

3. To create employment and Jobs Act Fast Certified Green housing Inspectors, Appraisers & Installers of Alternative energy for power and environmental comfort and life support.

4. To create quick occupancy opportunities at the rate of 25% per quarter.

Jobs: We expect to create jobs in at least 5 specific areas with collateral market benefits.

1. Green Appraisers & Inspectors before and after retrofitting; with Surety bonding to Five Year Home Warranty via HomeSteps/ HomePath. (Insurance & Functional analysis)

2.Green Installers: for Electric Water heaters; outback shed furnaces, and emergency power generators.

3. Construction and demolition opportunities as whole communities are converted to green alternative energy protocols, with F&F REO's as the priority.

4. Solar Shield Industry and and Retail outlet distributors may add 10% new jobs with increased demand. Many of them have installer vendors other than via HomeSteps & HomePaths vendors.

5. All support indutries, suppliers and vendors may increase production with increased demand with a projected 10% goal.

6. End product inspections & appraisals with increased values create instant owner equity.

7. In lease /option & mortgage assumptions; the increased property values may allow new owners new refinance or free & clear options.

8. Depending on the current assessment of Federal debt attributed to this market area; 25% of this market outlay may be reduced. Based on the value of the unpaid and defaulted mortgage and support services vault costs.

***Jobs created are directly proportional to regional REO/RePo vacancy rates; and available quick occupancy population, within the target market.

Market demographic of Residential Lease Option and Sweat Equity Owners & Implementation Plan Participants by Priority:

Returning Veterans and Military Displaced Families:

1. This population has ready resources in the form of GI Bill; Relocation dollars and Mortgage guaranty programs if they are willing to increase value by sweat equity responsibilty for retrofitting tasks according to the prescribed schedule of task completion dates.

Sub-Prime Working Poor, lower Middle Class & Disabled as Home Owners:

1. This population may also be prime candidates for quick certified employment opportunities as mentioned above to create downpayment and mortgage credit escrow bank accounts for every task that they can complete on schedule.

2. Those who are disabled or otherwise employed may increase demand for other certified and bonded providers of appraisal, installation & inspection services in lieu of $5,000 invetsment. Some properties may become free and clearly resident owned; with non-transferrable 5 year Home Warranty.

The Plan with Implementation Tasks Schedule:

1. Replace Gas Water heaters with Electric water heater units. ($250-$400 with installation.)

2. Green Housing Inspection with a 5 Year Warranty issued as a Surety Bond during Retrofitting and converting to Warranty at scheduled tasks completion, with reappraisal for increased value. ($500 -$1000 for single family to multifamily residential properties.)

3. Steps 1 & 2 must be completed before occupancy and or 1, 2, & 4.

4. Inside gas must be moved to Outback Shed Furnace or replaced with geo-thermal, or forced hot water and or radiant electric heating units. If Central Air conditioner is present; a heat pump conversion will qualify. ($1000- $2500)

5. Back up Emergency power generator is required.

6.Rooftop Solar + Wind combination units, or Solar Collector shields. ($150 / 4 sheilds to $3000)

Total Projected Owner investment: $6,900.

Move In Investment with Scheduled Tasks: approx. $3,000.

***All increased value commenserate to post retrofitted homes; will increase the equity to the new owner but not the sale price with virtually no risk of increase to Federal debt. The new owner either contributed materials and work for "sweat equity" credits in lieu of Down Payment value.

Direct & Collateral Benefits:

Reduce Federal Debt

Create skilled, certified, & unskilled Jobs & Professional Careers to reduce unemployment

Reduce REO & RePo vacancy rates

Reduce homeless & displaced Veterans rate

Reduce displaced workers population

Save Solartrynd or Solendra Government Recovery Funds Investment

Reduce FreddieMac & FannieMae defaults by retrofitting foreclosures in process for energy cost reductions and recovery credits

Reduce Property management and maintenance costs

Reduce risk and insurance costs to mortgagers and owners

Provide the American Dream to the sub-Prime High Risk market by reducing their overall costs of acquistion and ownership.

Additional Data Required:

1.How many people are employed at Solyndra?

How many jobs retained?

How many jobs created?

How many Corporate installations?

2. SWOT Analysis of the Company with projections and Inventory with quality standards and actuarial, benefits, year end reports, and sales, past , present and projected tables. Profits & losses; with Salaried Staff & Hourly wage rates past, present and projected.

3. Assets vs expenditures and operating and expansion capital and Real Property valuations; with Stocks, Bonds, Notes, Accounts payable and Receivable.

4. Marketing, distribution and acquistion opportunities; post re-organization and quality control corrections, and retooling analysis.

5. Current, past and projected marketable manufactured products output; minus materials and operating costs analysis.

6.DIP Annual Report-2011 & 2012

7. Chapter 11 Bankruptcy Re-Organization Plan

Cc: Chairman Benjamin S. Bernanke

Homesteps.com

Disability.gov

HUD.gov

Ohio Shared Services

White House; Linked In; Obama 2012 committee

David Rogers: Mission Continues

 
End Childhood Obesity?











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New comment on "What are your ideas to end childhood obesity within a generation?"

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Unstarred  White House Wed, Feb 2, 2011 at 12:08 AM
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Annette Buchanan-Phillips

<amoshansaresearch@gmail.com>
Wed, Feb 2, 2011 at 2:48 PM
To: 77063952_a13b709e-7e19-414e-aed5-73d9277d2e33@reply.linkedin.com
1. Test out with GED starting at 14; and into Vocational or community college.
2. Use Vendors over Cafeteria same thing different day.
3. Fruit & veggie options.
4. shorter lecture times interspersed with walk times, aerobics, swim,
sports...etc
5. Student driven curriculum.
***excitement and interest spark creativity, not lethargy.

On 2/2/11, White House <groups@linkedin.com> wrote:
> LinkedIn
> ------------
> "If people from the US would begin to accept that other cultures are BETTER
> at something (health and wellness) for a change, that would be a good start.
> I lived and worked overseas for most of my professional life (Japan and
> Germany), and never gained a pound due to the lifestyle, walking regularly
> as a social pastime, eating smaller portions, eating earlier in the day, and
> living with less stress in general. But it seems that Americans may not have
> the ability, in general, to LEARN FROM OTHERS for a change. Hmmm....."
> Posted by Michele Wilke
> Go to complete discussion:
> http://www.linkedin.com/e/-of9d9d-gjns1rk3-30/vaq/17222125/2199632/30944203/view_disc/
>
>
>     Send me an email for each new discussion &#187;
> http://www.linkedin.com/e/-of9d9d-gjns1rk3-30/snp/2199632/true/grp_email_subscribe_new_posts/
> <span style="font-size: 11px; color: purple;"><strong>TODO
> &lt;&lt;&lt;Subscribe to new posts:
> http://www.linkedin.com/e/-of9d9d-gjns1rk3-30/snp/2199632/true/grp_email_subscribe_new_posts/
> &gt;&gt;&gt; TODO</strong></span><br>
>


--
Annette Buchanan-Phillips
Quick Reply
To: 77063952_a13b709e-7e19-414e-aed5-73d9277d2e33@reply.linkedin.com
   

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New comment on "Setting the Record Straight: Wall Street Reform"

   Inbox 
Unstarred  White House Wed, Jun 2, 2010 at 6:40 PM
Unstarred  White House Wed, Jun 2, 2010 at 11:44 PM
Unstarred  White House Wed, Jun 2, 2010 at 11:50 PM
Unstarred  White House Thu, Jun 3, 2010 at 6:57 AM
Unstarred  White House Thu, Jun 3, 2010 at 8:48 AM
Add star 

Annette Buchanan-Phillips

<amoshansaresearch@gmail.com>
Thu, Jun 3, 2010 at 9:27 AM
To: White House <groups-noreply@linkedin.com>
Except that he was a football star; so the whole school would lose if
he couldn't play because I wouldn't share a little off my score. So
for the greater good, I helped the jock once.
 Thanx.
On 6/2/10, White House <groups-noreply@linkedin.com> wrote:
> LinkedIn
> ------------"Annette,
> When you were in school, working hard, studying, trying to get good grades,
> and you made a 97 on a test. The person in front of you made a 57 on the
> test. The logic you've suggested would be the equivalant of taking 20 points
> off of your score and adding it to your classmates who would then be
> rewarded for doing nothing while you were penalized for studying. Its pretty
> socialistic in nature and, as of now, not how things are done in America.
> Can you imagine the people who would graduate medical school if we did that?
> Are those doctors YOU want to go to?"
> Posted by Sam Worman
> Go to complete discussion:
> http://www.linkedin.com/e/vaq/19824055/2199632/17315846/view_disc/
>
> Don't want to get notifications about this discussion?
> Unsubscribe here: {0} http://www.linkedin.com/e/vwl/todo/
>
>


--
Annette Buchanan-Phillips
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Date: Thu, 3 Jun 2010 09:27:51 -0400
Message-ID: <AANLkTimtyks-DPL4HzDOogczufgHfn7q2cEtXAb8x0m3@mail.gmail.com>
Subject: Re: New comment on "Setting the Record Straight: Wall Street Reform"
From: Annette Buchanan-Phillips <amoshansaresearch@gmail.com>
To: White House <groups-noreply@linkedin.com>
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Add star 

Annette Buchanan-Phillips

<amoshansaresearch@gmail.com>
Thu, Jun 3, 2010 at 9:34 AM
To: White House <groups-noreply@linkedin.com>
No, let's give them a 2 year advantage to help themselves up, and
repair the economy to boot.  That stimulates the Housing, Auto,
manufacturing, services, retails, GNP, (small business 40-75%) and
GDP.  Also may coincidently trickle down to the banks/financial
services.  No one wants to leave life insurance to the kids because
the debts must be paid first on the will; its better to declare
chapter 7; to help them.
 Since the gov't bailed them out and left their customers in the
lurch.  Better we should have bailed out the customers and let them
get collateral benefits.

On 6/3/10, White House <groups-noreply@linkedin.com> wrote:
> LinkedIn
> ------------"Matthew,
> On second thought. lets just give eveyone free housing, free cars, free
> food, etc. We don't need to worry about the economy, global warming, nuclear
> proliferation, or the oil in the gulf. Dec 21 2010, it's sayonara for all of
> us anyway! Let's just live it up til then!"
> Posted by Sam Worman
> Go to complete discussion:
> http://www.linkedin.com/e/vaq/19824055/2199632/17342631/view_disc/
>
> Don't want to get notifications about this discussion?
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Date: Thu, 3 Jun 2010 09:34:20 -0400
Message-ID: <AANLkTinPvb-74PIr02YfJ8-rjMZjrhjg1cc7GSCMCiBd@mail.gmail.com>
Subject: Re: New comment on "Setting the Record Straight: Wall Street Reform"
From: Annette Buchanan-Phillips <amoshansaresearch@gmail.com>
To: White House <groups-noreply@linkedin.com>
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2008-Agenda

W.E.C.K.

“Windows on the World”

 

Political Issues

 

Healthcare

 

1. 45 million Americans are uninsured: What is the remedy?

A. Forming buying cooperatives for healthcare coverage;

utilizing private memberships in wholesale clubs, or Growth Associations, may be an option. 

B. Not for profit corporations or consumer advocacy groups; ie., Consumer Credit Counseling Services;

could purchase insurance at group rates; or self insuring by using annuities or bonds instead of carrier underwritng.

C. Under writing a national universal healthcare insurance program

with Workers Compensation, which all businesses are required to purchase anyway.

 

Education

 

1. Making educational objectives relevant from the beginning and

developmentally appropriate for the stage of the student.

2. Challenging the student to stretch their grasp of concepts beyond

what was previously expected; and more student driven according to interest. 

3.Assessing vocational interest and aptitudes at the primary level; in order to encourage exploration, research, engineering concepts, mathematics, and science from the beginning.

4.Encouraging creativity, problem solving and inventiveness early, and providing adequate tools, resources, and enrichment opportunities.

5.Regional, virtual, and neighborhood cluster education groups might be an option; with home schooling remote education supported by the local board with floating teacher support in the form of home visits, and parental cooperation and input in the process.  (Especially for at-risk

students.)

 

Housing

 

1. The HUD 50% off home ownership program; would be best open to anyone who is qualified to pay, without restriction, or steering.

2. Inner city families should be relocated to the outer borders of the city while infrastructure and homes are razed and re-constructed from the center outward, street by street. Even re-planning, the neighborhood cluster layouts and using current environmentally appropriate structures for the region: With energy self sufficiency, and efficiency as a primary objective.

3. Appraisal perameters should adhere to a standard with respect to economic life, and obsolescence, as well as functional obsolescence; with no structure appraised for more than reasonable for the age and condition of the structure and not according to inflationary spirals.

4. Five year home warranties should be a standard closing requirement against, hidden defects, disability, survivorship, and catastrophe not otherwise covered.

 

Foreign  Policy

 

1. A general Public relations approach to diplomacy, which displays an obvious respect for other peoples methods, culture, and needs, might go a long way to facilitate the mutual understanding and positive regard that we all need to make war and violence the last option; and empowerment and equanimity the first option.  Inter-dependence is the true reality: We all need each other in order to improve our world.  Making the playing field more even could actually help relieve tensions.

 

OFA-Reality Niche

Taxonomy on Motivational Therories by Annette Buchanan-Phillips IRN:4402180549  I/O Psy700

Dr.Marcos A. Carreras, Instructing

Name of Theory:Maslow's Heirarchy of Needs

Germinal Author: Abraham Maslow

APA Reference: Encarta Encyclopedia

APA Reference: Human Relations:

Description & Analysis: Human needs are listed and in ascending order of priority.  The effects of poverty, and emotional disorders keep people around the lower strata; and will not allow them to reach self actualization; and beyond to Self Transcendance.   Chart is courtesy of www.Wikipedia.org 

 

 

ERG Theory:

The ERG theory was developed by Clayton Alderfer, and it builds upon the theoretical work of Abraham Maslow in that it condenses his 5 needs to three needs categories.  While Maslow segments his lower needs composed of Physiological, Safety, and Love or Belonging; he calls Esteem and Self Actualization as higher needs. 

Alderfer labels his three needs categories as Existence needs, Relatedness needs, and Growth needs.  Existence needs are life support and maintenace; such as food, shelter, air and water which also coorespond to Maslow's lowest level of the pyramid.  They are the need for physiological well being, basic subsistence and homeostasis.  They support and sustain life, more than lifestyle and culture.

Relatedness needs take in the desires forsatisying interpersonal relationships and society.  Relatedness supports the emotional well being needs.  Natural affection and feelings of belonging, family and employment are sustenance issues as they pertain to resources, support and social groups.  Those issues are the segway to satisfying the Growth needs of an individual or an organization.  In Maslow's Hierarchy the ERG Theory's "Relatedness Needs" combines Safety and Love and Belonging.

Growth needs satisfy a human being's and or an organization's need for growth and personal development and acheivement.  Though Growth needs seem to be intrinsic and inconsequential to some; they are essential to emotional health, and organizational health and profitability.  Stagnation, or inability to thrive means the failure of the organization and is an indicator that frustration prevented Growth Needs from being satisfied.

"Growth Needs" is where Maslow's Self Actualization fails to correspond to ERG theory.  The "Unique Frustration-Regression" syndtrome  is so named because the phenomenon of  being frustrated in Growth and Development may, and often does, effect every level of needs satisaction and will precipitate the Regression to basic "Flight or Fight" adrenalin reactions; or worse "kill or be killed" and "Survival of the Fittest" Darwinian and 'Lord of the Flies' mentality.

In a worse case scenario; a nightmare "psy-op" is a self actualization intervention using the "Unique Frustration-Regression" of ERG theory.  Further, ERG theory suggests that responses may become co-morbid; and intermingle.  The true test of how well a person or an organization has become self actualized; or will become stable, and maintain that stability; is whether it can weather an ERG theory "Unique Frustration-Regression" storm. 

To not fall into the criminal or poverty pitfall, requires internal survivalist cognitive wiring. That capability can be the difference in the  results being a negative or positive outcome.  Failing to draw upon every emotional resource within oneself, can mean emotional, business or economic catastrophe.    When outside resources are denied to you, survival  denotes emotional strength and managerial skill.   That skill is flexibility, stability, and resourcefulness; which is the winning edge.

In the context of employment ERG theory illustrates too well, "the Set up to Fail" management style of overly competitive middle management who fail to acknowlege and reward due to their own frustration and insecurity, or even worse, are satisfied better in the sabotage of corporate goals and objectives, by thwarting solutions and positive outcomes.

The "Need for Acheivement Theory": is an actual theoretical category of Assessment on the Thematic Apperception Test devised by Dr. David I. McClelland; the nACH variable.  It connotes a desire to acheive in a work or personal situation, via innovation, or improving upon processes, equipment, or methods to acheive greater efficiency or profits.  The mastery of complex tasks can open the door to other opportunity.

 Many times there is a payoff for suggestions, ideas, and excellent performance; as a motivator to actually "think" on the job.  The reward may be money, branding indentifiers, belonging incentives and upward mobilization opportunities.   Many times, the employer retains all propritary rights to that which is created in the course of or context of employment.

Motivator-Hygiene Theory: refers to the work of Dr. Frederick Herzberg, also known as the two-factor theory that attempts to explain the reasons and motivation for job satisfaction, and or dissatisfaction..  The "Motivator" refers to the conditions, sources, and or incentives that lead to feelings of "Job Satisfaction".  The "Hygiene" refers to the factors or sources, that pertain to feelings of "Job Dissatisfaction." 

 This two-factor theory is subjective and qualitative.  However, a correlation of pay rates and job satisfaction was established.  Those who enjoy higher pay rates expressed more job satisfaction than those who are paid less.  The pay rate is commensurate and equated with value to the organization, and social strata is tied to economic rewards, and buying power. 

To find a Maslow or ERG correlation would make higher pay to Higher placement on the Pyramid, and less debilitation from "Unique Frustration-Regression", imposition. 

"Job Charcteristics theory" is another aspect of Herzberg's work contending that the charcteristics of a job, its responsibility, and status is directly correlated to job value or pay rates and perks. " If you want people to do a better job; make the job better." (Herzberg) Therefore, Job Characteristics are directly proportional to job satisfaction; by its value, status and pay rate, and benefits; and consequential image and societal perception.    People show greater deference to the Executive than the Janitor; unless they own the company, as in the case of small business.

Multi-disciplinary Approach by Campion, utilizes Motivational theory, tailored to the Managemnent by Objectives model.  It may coordinate and incoporate each type of Motivational theory approach to acheive objectives.  Those approaches may correspond to Job characteristic and Performance strata.   The highest paid executive needs a different motivational approach than the least paid, new, less educated or experienced employee. 

Equity Theory: J. Stacy Adams wrote that people try to equate the effort they put into their work with what equity they feel in doing it.  If they feel they are underpaid or unequally with others for the same work; they slack off in efforts and feel better.  If they feel they are overly paid and unequal with others engaged in the same work, they increase their efforts and output to ease the cognitive dissonance of the perceived inequity.  Therefore people need to believe that they are being paid and treated equitablly in their work, in order to experience Job satisfaction; or transversely, dissatisfaction.

Expectancy Theory: by Victor Vroom is also tied to the Decision tree; in that what people expect to gain from an activity as a motivator.  People engage in that which they expect rewards from.  If they do not expect rewards they do not engage, in it. Motivation= Expectancy x Instrumentality x Valence (value of rewards attached to the efforts)

Goal Setting Theory: Is the result of the study conducted by Stajkovic, Locke, & Blair.  They concluded that Conscious and subconscious goals interact to Motivate people.  Those goals, need to be specific, have definite, tasks, performance guidelines, benchmarks, and feedback and be rewarded equitably.   The time specified for completion, performance objectives and measurable results make for Management by Objectives to acheive goals successfully. Goal setting theory is an integration of motivators in order to develop a process and system for organizational and personal success.

Control Theory: by Travis Herschi, revolves around Perspectives of Human Natutre.  It is specifically the Nonconformist Perspective in the biological Theories of Crime.  In the undisciplined person, there is a very loose identification with Societal Norms, and the individual seeks to exhibit no controls.  If they engage in Criminal Behavior they become forced into society's control systems.  Otherwise, they may separate themselves from the mainstream, in order to feel free of control.

 

References

 Hunt, James G., Osborn, Richard N., & schemmerhorn, John R.: Organizational Behavior, 10th Edition. Chapter 5.  Motivation Theories: Acheivement requires effort. John Wiley & Sons:2008.

Bartol, Anne M. & Curt R.: Criminal Behavior A Psychsocial Approach. 2008: Pearson Education, Inc.; Upper Saddle River, New Jersey.

Blair, Eden S. Blair, Locke, Edwin A. & Stajkovic, Alexander D.:Journal of Applied Psychology, 2008.

 Assignment 1: Research Question

Annette Buchanan-Phillips

10/07/2011

I/O Psych700: Dr. Marcos Carreras, Professor

 

Question:

I. Based on your reading, what are some of the organization development techniques, or interventions for bringing about change?  II. What role does the Industrial/ Organizational Psychologist play in managing change in the organization?

 

Organizational Development Techniques or Interventions for bringing about Change

 

 The “Open Systems” model captures the context in which certain behaviors occur, what precipitates them and the scope and parameters that shape them.   In ”Eysenck’s dichotomy, “  Introversion indicates the effects of being overly controlled.   The Extroversion is indicative of being under controlled.  Both personality types are the result of restriction.

 According to Magargee, “the limitations of over controlling, crosses the line into the extreme opposite in behaviors.   Such “Mind Control” candidates like those exhibiting the effects of over and or under controlling restricted existence, or cultures; are primed for extreme pendulum swing behaviors.

 I dubbed them: “the Terrorist Selective Service”; because the greater restrictive culture is directly proportional to the more extreme brutality in reactionary violence.   They are the ones that snapped; who seemed so nice, and subdued.   In other words, the overly controlled introvert is unlikely to react violently, unless the subject of long term provocation and torment has evoked such a snap of mind to exhibit an extreme violent reaction once.   The ultimate extreme act of violence is usually without thought of the outcomes or the ever-after. 

The change was constructed, and behavior elicited by design; with an organizational construct of negative reinforcements toward a specific target demographic.  Industrial & Organizational Psychologists are in the position to screen these from the workplace; and hopefully assess to identify those at risk for sudden and extreme violence. 

 

 

 

Interface of individuals to their Environments

 

The environment lends itself to assist individuals in their physical tasks, and learning required to perform job tasks.    In the Hawthorne Effect experiments; variations in light intensity and brightness was measured in proportion to pieces and work output.  Lights had an effect emotionally on the workers, as well.  The variable lead to the Seasonal Affective Disorder diagnosis in which the lessening of sunlight hours contributes to a depressive reaction in some people. ( DSM- IV )

Assessments for aptitude, and cognitive ability can be mobility and retention indicators, with some companies.  There is a five year predictive indicator amongst those who are motivated to succeed.

The three most important measures are values, personality and attitude; for selection and attrition and upward or lateral mobility.   Skills enhancement efforts can raise the quality of the employees within an organization. 

All of the aptitude, cognitive ability, and personality assessments come under the Industrial and Organizational Psychology techniques that shape Corporate-culture.  Most branding, incentives, and selection tasks are determined by the scores gathered in tests, performance measures, and interviews.   Emotional assistance and support counseling are also among the tools of the Industrial & Organizational Psychologists.

 

Person to Organization Fit Model

 

“Gustafson & Mumford; (1995) found that individual personality predicted job satisfaction and performance better when the type of job situation was taken into account supporting a Personal-Organizational fit interpretation.”

The Person to Organization model suggests that a fit between an applicant’s personal characteristics, and attributes of the organization, contributes in important ways to individual performance and retention, as well as to organizational effectiveness.

Attraction, selection, and attrition model, (Schneider, 1987) utilizes learning theory; “similarities attract and attrition is the result of a gravitational hypothesis.  Cognitive ability is directly proportional to upward mobility; and a five year predictor of mobility.”

In Gough’s study (1957); “Aptitude, treatment, Interactions are relevant to a successful integration into a company’s culture.

“Aptitude represents individual differences, characteristics of people and treatment is broadly defined as situations, encountered by people, (job characteristics, working conditions, supervision, performance goals, etcetera). “

John Campbell (1999) argues that all interactions and Industrial & Organizational Psychology treatments revolve around the qualities of the people in the group.  The more homogenous the group; the better the group will function.  People who share similar values, attitudes and personalities will work well together.  This phenomenon is called “homogeneity.”  

Yet no company wants to strive for a “Stepford Wife” staff, of cookie cutter employees, devoid of individuality.  Instead, the effective fit is complementary differences.  The most creativity is expressed as functional innovation of familiar systems and processes; that will enhance the group’s marketability and profits, in the employment situation.

That type of Corporate Identification; is the result of acculturation, branding, incentives, rewards, and mobility within the context of skills and achievement recognition.  Behavioral restrictions are for cultural enhancement, but not stifling or rewarding negative values or images.  Every positive reward benchmark is meant to inspire, and motivate while fostering the sense of belonging.

 

The Role of the Industrial & Organizational Psychologist in Managing Change

 

The Industrial & Organizational Psychologist helps to establish behavioral parameters for the company or group.  The employee or member handbook of educational objectives and goals are the culmination of the work of the Human Resources Director and Industrial & Organizational Psychologists.   

Industrial & Organizational Psychologists utilize learning and behavioral psychology theory to assess, predict, prevent and attribute a person to organizational fit.  Selection criteria and methods, and methods of operation, plus promotion guidelines are all a part of the process. 

Some indicators are predictors of success for the person which in turn means success for the company.  Although the formula for success in terms of a group varies there are some overall guides.  Coping strategies are crafted by the Acculturation Focus group mentioned before; meaning the I/O Psychologists and Human Resource Directors. 

The Organizational structure crafted by them includes benefits, incentives, rewards, and both negative and positive reinforcements.  Those compose the Internal Environment; along with the dress and the conduct code.  The norms of the organization; the success bench marks, goals, and identifiers and the branding and uses of status markers, and images are all by design. The stratum progresses according to:

            1. Technical proficiency is the ability to operate tools correctly for a task

            2. Oral & written communications skills

            3. Supervision & Leadership skills criteria

            4. Large scale Selection & Classification study

            5. Scientific study & theory for use as a knowledge vault

            6. Predictors, indicators and constructs

            7. Performance management objectives

The coping strategies include the External environment that affects the internal organizational culture.  The I/O Psychologist helps to prevent potential liability to the company by creating a system of conduct that makes reasonable care a part of the culture.  It also provides for counseling and emotional assistance to employees or members in distress either expressed or displayed by a schedule of professional evaluations and assessments. 

Many external relationship issues have filtered into the workplace; and resulted in violence.  Although not every incident can humanly be predicted or prevented; reasonable care includes integrating Security into the cultural plan.

Other steps include pre-employment personality and values assessment; background and drug testing.  Those are as important as badge identifiers and locators; and security monitoring of the external and internal environs. 

The U.S. Army (1982-1994) Research Institute and a Consortium of Private research firms conducted one of the largest organizational research projects that resulted in the “O*Net” which is the Occupational Information Network of people, data and things (equipment, etc.).

Organizational skeletons establish personnel selection, retention and advancement criteria and parameters.

In summary, personality, values, and attitudes determine the “Fit” of persons to organizations.  These are inherent, learned, enforced, encouraged and reinforced behavioral patterns and constructs that determine and affect a culture and its effectiveness.  No organization is any better than its people.

            Organizations have personalities, and in some instances are considered as persons.  Its image is paramount to its relationship with its External and Internal community.  Trust is essential, personally and organizationally.  Trust is built upon two precepts; consistency and integrity.  Hence positive values, standards and culture mean a reliable, respectable and trustworthy organizational image. 

 

References

 

Cascio, W. F., &  Aguinis, H. (2005). Applied psychology in human resource management (6th ed.). Upper Saddle River, NJ: Prentice Hall.

 

Jex, S. M. (2002). Organizational psychology: A scientist-practitioner approach. New York, NY: Wiley.

 

*Bartol, Anne M. & Curt R. (2008). Criminal Behavior: A Psychosocial Approach (8th Ed.)

Upper saddle River, NJ: Pearson/ Prentice Hall.

*Eysenck, Hans J. (1977) page 97 & Megargee, E.I. (1982) [pgs.,315, 321, 325, 374, 612, 615, 630] 

“Stepford Wives” refers to a film by Universal Studios. MGM; Hollywood, CA.  

 

           

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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