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1 CEU: ARF, RCFE

Dementia is a terrible illness that causes severe damage to the brain. This is an irreversible condition that causes a large amount of physical and mental deterioration that can strain relationships and damage the memories we have of our loved ones.

The need for love, affection, physical closeness and contact continues throughout life, as does the desire to look and feel good. These needs are all part of our sexuality which can remain important for older people living in Residential Care Communities.

Course Objectives:

This course asks the questions that all direct care staff, and family members need to reflect on, in developing strategies that result in individualized responses to the different needs of their residents.

This course discusses:

  1. What sexuality is,
  2. The behaviors that may be present that can be perceived as sexual in nature,
  3. The human rights and responsibilities of people with dementia,
  4. Duty of care issues,
  5. Understanding family relationships,
  6. Approaches to risk management and developing policies on sexual behavior.

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Chapter 4 Conflict Management Strategies

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Chapter 5 Conflict Prevention Strategies

CEU: 3 ARF, GH, RCFE, STRTP

These lessons help managerial employees learn how to handle conflict in the workplace. The audio lessons, short quizzes and tests are accessible 24 hours a day and can be assigned your employees.

If you’re looking for a resource to teach your agency’s supervisors how to successfully navigate conflict management, this engaging course can help. The lessons address subjects such as identifying conflict behaviors, sources of organizational conflict, the supervisor’s role in conflict management, and strategies that can be employed by supervisors to deal with and prevent conflict in the workplace.

Learn about Management Strategies for conflict resolutions such a mediation and negotiation as well as conflict prevention strategies.

Chapter 4 Topics: Conflict Management Strategies

  • Conflict Process
  • What Is Conflict Resolution
  • Conflict Resolution Strategies in Managerial Communications
  • Bargaining Strategies
  • Relationship Conflict and Management
  • Strategies for Managing Work Conflict as a Team
  • How to Effectively Resolve Conflict
  • Third Party Conflict Resolution
  • Benefits of Team Mediation
  • Five Steps of the Negotiation Process
  • Conflicts Within a Diverse Workforce

Chapter 5 Topics: Conflict Prevention Strategies

  • Teamwork Skills in the Workplace
  • Using Emotional Intelligence
  • Managing Cultural Diversity
  • Becoming a Cohesive Group
  • Practice Exercises
  • Activity to do with your team at work

Filed Under: Uncategorized

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Chapter 3: Identifying Conflict Behaviors


2 CEUs: GH,ARF, RCFE, STRTP

This course is Chapter 3 of a 5 Chapter Series

These lessons help managerial employees learn how to handle conflict in the workplace. The video lessons, short quizzes and tests are accessible 24 hours a day and can be assigned your employees or used in a corporate training session.

This training chapter is for supervisors who want and need help identifying conflict behaviors in the workplace. The chapter explores several types of conflict behaviors in the workplace. Have your company’s supervisors review these lessons to understand how to effectively identify and correct negative behaviors, including passive-aggressiveness, deviant behavior and workplace incivility.

By the end of the chapter, you should be able to:

  • Define the concept of workplace incivility
  • Recognize different types of personal relationships in the workplace
  • Identify behaviors that can undermine trust in workplace settings
  • Describe the functions of emotions in the workplace
  • Evaluate aggressive and passive-aggressive behavior in the workplace
  • Interpret laws pertaining to hostile work environments
  • Explain how deviant workplace behavior can negatively affect an organization
  • Know when to intervene in workplace conflicts

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Chapter 2: Sources of Organizational Conflict

2 CEUs: ARF, GH,RCFE

STRTP APPROVAL PENDING

This course is Chapter 2 of a 5 Chapter Series

These lessons help managerial employees learn how to handle conflict in the workplace. The video lessons, short quizzes and tests are accessible 24 hours a day and can be assigned your employees or used in a corporate training session.

In this course you will learn about workplace conflict. Identify what workplace conflict and conflict management are, and learn strategies on how to resolve conflict in the workplace.

In this course you will learn about:

  1. Sources of Conflict in the Workplace
  2. Causes of Group Conflict in the Workplace
  3. Team Conflict and the Work Process
  4. What Is Interpersonal Conflict at Work?
  5. Functional vs. Dysfunctional Conflict in Organizations

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Chapter 1: The Supervisor & Conflict Management

2 CEUs: ARF, STRTP, RCFE

GH Approval Pending

This course is Chapter 1 in a 5 Chapter Series

These lessons help managerial employees learn how to handle conflict in the workplace. The audio lessons, and short quizzes are accessible 24 hours a day and can be assigned your employees or used in a corporate training session

If you’re looking for a resource to teach your company’s supervisors how to successfully navigate conflict management, this engaging course can help. The lessons address subjects such as identifying conflict behaviors, sources of organizational conflict, the supervisor’s role in conflict management, and strategies that can be employed by supervisors to deal with and prevent conflict in the workplace.

Course Objectives:

  • Defining Workplace Conflict: Types and Perspectives
  • The Leader’s Role in Recognizing & Managing Team Conflict
  • How Managers Can Positively Influence Employees
  • How to Be a Positive Influence in the Workplace
  • Employee Intervention: Methods and Application
  • Managerial Communication
  • Mitigating Personnel Issues in a Virtual Environment

Filed Under: Uncategorized

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3 CEUs: ARF, RCFE Administrators

The term “sundowning” refers to a state of confusion occurring in the late afternoon and spanning into the night. Sundowning can cause a variety of behaviors, such as confusion, anxiety, aggression or ignoring directions. Sundowning can also lead to pacing or wandering. Residents may become demanding, suspicious, upset or disoriented.

Sundowning isn’t a disease, but a group of symptoms that occur at a specific time of the day that may affect people with dementia, such as Alzheimer’s disease. The exact cause of this behavior is unknown.

The causes of sundowning are not well understood. One possibility is that Alzheimer’s-related brain changes can affect a person’s “biological clock,” leading to confused sleep-wake cycles. This may result in agitation and other sundowning behaviors.

It represents a concrete problem, which is difficult to manage for physicians and caregivers, and is probably linked to various biological, psychological and social aspects. As recently reported, the sundowning phenomenon is a predictor of faster cognitive decline in Alzheimer’s disease, and as such can represent a possible marker of frailty in this illness.

Course Objectives:

  • Definition of Sundowning
  • Factors that may aggravate late-day confusion
  • Common Behaviors Exhibited by Residents with Dementia
  • Coping with Sundowning
  • Tips for Reducing Sundowning
  • Managing Sleep Problems
  • Strategies for Staff to Use to Lessen Sundowning Behavior
  • Activitieserstanding Wandering, Hallucinations, Aggression, Suspicions & Delusions and Interventions for each behavior
  • Managing Behaviors
  • Communicating with Residents During Early, Middle & Late Stage Dementia

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CEU’s: 4 for ARF, RCFE

Dementia is a terrible illness that causes severe damage to the brain. This is an irreversible condition that causes a large amount of physical and mental deterioration that can strain relationships and damage the memories we have of our loved ones.

This course has been developed to provide evidence-based training and information, tailored
to caregivers needs. It aims to improve knowledge and care-giving skills, such as caregivers ability to cope with dementia symptoms and care for themselves.

Course Objectives:

  1. Introduction to Dementia and fundamental precepts of good dementia care;
  2. Symptoms of dementia;
  3. Types and causes of dementia;
  4. Stages of Dementia
  5. Risk Factors
  6. Alzheimer’s disease;
  7. Caring for Residents with Dementia
  8. Improving Communication
  9. Supported Decision Making
  10. Caregiver Health

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2 CEUs: ARF, GH, RCFE, STRTP

Study the role of leadership in a positive workplace as well as information on employee performance and empowerment and the process of fostering a positive work environment.

“Organizational culture” refers to a company’s purpose, objectives, expectations, and values for its employees. Culture influences how employees are expected to behave in a workplace. By using a number of methods, leaders may communicate these values to employees, who in turn affect their behaviors and attitudes. Organizational goals are the strategic objectives defined by a company’s management to explain expected outcomes and guide the efforts of its employees. Organizations must have a strategy for selecting and achieving their objectives if they are to have any commercial value. Personal interests of employees, ideas, and ideologies as examples of organizational culture play critical roles in the success of an organization. A corporation with a solid personal culture, on the other hand, is one in which the views as well as ideas of its own personnel are heavily included.

How It Helps

  • Offers flexibility: This course serves as a training tool on creating a positive workplace culture that you can use in many situations with many different kinds of employees.
  • Provides strategy: After working through this course, your employees will develop skills they can use to motive employees, provide feedback and foster the positive work environment you’d like to have.
  • Builds confidence: These lessons help to encourage leaders and those in decision-making roles to build and maintain a positive workplace by providing them with information about the role of the leader and the building of interpersonal skills.

Skills Covered

  • Develop a positive workplace culture
  • Understand leadership in a positive workplace
  • Provide feedback and motivate employees in a positive workplace
  • Outline employee empowerment and performance in a positive workplace
  • Discuss interpersonal skills in a positive workplace
  • Foster a positive workplace environment

Filed Under: Uncategorized

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CEU’s: 2 ARF, GH, RCFE, STRTP

This course can help your team members learn to identify sources of conflict in the workplace and teach them how to take appropriate measures to eliminate it. Show the video lessons within this course to your employees so they can learn the stages of the conflict process, develop the ability to see issues from both sides and gain the skills necessary to work toward a resolution. Each of the lessons is followed by a quiz that you can use to evaluate your employees’ progress.

  • Clarifies the conflict process: Team leaders learn to look at intentions, behavior and outcomes so they can better resolve disagreements.
  • Builds mediation and arbitration skills: The lessons teach team leaders to take a hands-on approach to settling disputes and facilitating communication.
  • Encourages harmony in the workplace: As team leaders explore different kinds of organizational discord and learn conflict management strategies, they can improve their capacity to repair relationships.

Skills Covered:

Types and Sources of Workplace Conflict

  • Forms of workplace conflict
  • Three perspectives common sources of conflict
  • The differences between functional and dysfunctional conflict
  • Causes of conflict in the workplace
  • The five step process for dealing with conflict

Conflict Management Strategies for Team Leaders

  • The role of a leader in managing team conflict
  • Conflict resolution styles
  • Mediation and arbitration
  • Conflict resolution bargaining strategies
  • The negotiation process

Navigating Through The Course:

  • Please follow the course in order i.e. Start with Module 1, then Module 2 etc – you will not be allowed to jump ahead.
  • Read or listen to the material and watch all videos, if applicable, and lastly complete quizzes if any.
  • You must obtain, at least, 70% on each quiz to move forward to the next section. You can retake the quiz as many times as necessary.
  • NOTE: Each page is timed, see top right hand corner of page for timer. You will not be able to advance forward, until you have completed all the work on each page and the timer has run out.
  • PLEASE MAKE SURE YOU CLICK ON THE “MARK COMPLETE” ICON ON EACH PAGE, ONCE YOU HAVE COMPLETED THAT PAGE. You can only do this once the timer runs out

You can also Navigate through the course using the Blue navigation pane, on the top left side of your window.

You can collapse the Navigation pane,

by toggling it.

Filed Under: Uncategorized

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3 CEUs: ARF, GH, RCFE, STRTP

This course offers tips to ensure the managers in your company have the ability to positively interact with the employees they manage; It trains managers to effectively guide and motivate employees to maximize job performance and satisfaction that will drive your company’s success. They will learn the elements of strong manager-employee relationships, as well as the steps needed to establish those relationships.

Course Objectives

  • Enhance leadership skills: Your managers can learn how to take a more definitive leadership role as they improve their interactions with the employees they manage.
  • Improve workplace relationships: The lessons help your managers become more supportive of their employees, as well as better communicators, which helps enhance relationships throughout the workplace.
  • Strengthen employee performance: As employees feel the support of their managers through respect, recognition and enhanced guidance, their job performance can improve dramatically.
  • Motivate and empower your team: Learn what motivation is, including its two types: intrinsic and extrinsic motivation, explore two popular theories of motivation in the workplace with examples, and discover how motivation can help managers succeed.

Skills Covered

Establishing Strong Manager & Employee Relationships

  • The meaning of employee relations
  • Reasons that building good relationships between managers and employees should always be a priority
  • Why it’s important to build relationships during new employee orientation
  • Ways for managers and employees to develop trust

Elements of Strong Manager & Employee Relationships

  • The meaning and advantages of having an open-door policy
  • Using humility to build relationships with employees
  • Strategies for treating employees with respect
  • Ways for managers to support employees when building relationships
  • How to create opportunities for employees to grow
  • The definition and benefits of employee recognition

Motivating Your Employees

  • Workplace motivation
  • Needs based & behavior based motivation
  • Understanding employee behavior
  • Influencing employee behavior
  • Types of managers
  • Using consequences to motivate employees
  • Using goals to motivate employees
  • Empower employees & improve motivation

Filed Under: Uncategorized

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3 CEUs:ARF, GH, RCFE, STRTP

This training course covers effective delegation skills for supervisors in a series of lessons, quizzes and exercises. A variety of delegation subjects are highlighted in this course, including an introduction to delegation, delegating tasks, delegation within teams and management of the delegation process.

Course Objectives

  • Understand delegation
  • Detail the processes used in task delegation
  • Oversee delegation within teams
  • Manage delegation successfully

This course will help to:

  • Build confidence: Supervisors who understand how to effectively and successfully delegate tasks are more likely to feel confident doing so.
  • Promote efficiency: Once your supervisors can delegate tasks to their teams and team members, they’ll have more time to complete other important supervisory tasks.
  • Encourage cohesiveness: Your teams will benefit from having a strong leader at the head who knows how to delegate tasks and responsibility among team members.

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This practice exam was designed as a tool for prospective RCFE administrators. It was developed from Title 22 general regulations and RCFE Specific regulations..

The questions references the regulations, and will help you prepare for the CCLD Administrator Exam. Over 90 questions included. In order to pass the Administrators Exam you must study the regulations.

NOTE: Practice questions are only a study guide and should not be used as a substitute for actual study of the regulations.

We make no claim that the questions will be the same as the questions on the actual CCLD Exam. Best strategy is to study the actual regulations and use the questions to test your knowledge.

NOTE: You MUST study the regulations in order to pass the exam.

Filed Under: Uncategorized

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This practice exam was designed as a study guide and practice tool for prospective GH administrators. It was developed from Title 22 general (800) and GH Specific (840) regulations.

The questions references the regulations, and will help you prepare for the CCLD Administrator Exam. Over 160 questions included. In order to pass the Administrators Exam you must study the regulations.

NOTE: Practice questions are only a study guide and should not be used as a substitute for actual study of the regulations.

We make no claim that the questions will be the same as the questions on the actual CCLD Exam. Best strategy is to study the actual regulations and use the questions to test your knowledge.

NOTE: You MUST study the regulations in order to pass the exam.

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Benjamin Franklin once said, ‘In this world nothing can be said to be certain, except death and taxes.’ We would add a third item to his list: anger. Controlling and limiting anger is important in every aspect of one’s life. Without control you are putting limits on what you can accomplish in your personal and professional life.

Anger can be an incredibly damaging force, costing people their jobs, personal relationships, and even their lives when it gets out of hand. However, since everyone experiences anger, it is important to have constructive approaches to manage it effectively. The Anger Management workshop will help teach participants how to identify their anger triggers and what to do when they get angry.

Workshop Objectives:

  • Understand anger dynamics in terms of the anger cycle and the fight and flight theory.
  • Know common anger myths and their factual refutations.
  • Know the helpful and unhelpful ways of dealing with anger.
  • Understand the difference between objective and subjective language.
  • Know tips in identifying the problem.
  • Express a feeling or position using I-messages.
  • Negotiation and solution-building.
  • Reflect on one’s hot buttons and personal anger dynamics.
  • Learn and practice de-escalation techniques.

Filed Under: Uncategorized

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This practice exam was designed as a study guide and practice tool for prospective STRTP administrators. It was developed from Title 22 general regulations and STRTP Specific regulations ( STRTP Interim Licensing Standards).

The questions references the regulations, and will help you prepare for the CCLD Administrator Exam. Over 150 questions included. In order to pass the Administrators Exam you must study the regulations.

NOTE: Practice questions are only a study guide and should not be used as a substitute for actual study of the regulations.

We make no claim that the questions will be the same as the questions on the actual CCLD Exam. Best strategy is to study the actual regulations and use the questions to test your knowledge.

NOTE: You MUST study the regulations in order to pass the exam.

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This practice exam was designed as a study guide and practice tool for prospective ARF administrators. It was developed from Title 22 general (800) and ARF Specific (850) regulations.

The questions references the regulations, and will help you prepare for the CCLD Administrator Exam. Over 250 questions included. In order to pass the Administrators Exam you must study the regulations.

NOTE: Practice questions are only a study guide and should not be used as a substitute for actual study of the regulations.

We make no claim that the questions will be the same as the questions on the actual CCLD Exam. Best strategy is to study the actual regulations and use the questions to test your knowledge.

NOTE: You MUST study the regulations in order to pass the exam.

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CEU’s: 2 ARF, GH, RCFE, STRTP

This course will train managers & Supervisors on methods of establishing and enforcing expectations for their employees. These lessons and quizzes provide techniques to improve performance evaluations and provide ongoing feedback. Establishing expectations for your employees and making sure they understand what is expected of them are key to corporate success. This course looks at how to devise written policies, communicate expectations and evaluate employee performance.

Course Objectives:

At the end of this workshop, participants should be able to:

 Setting Clear Employee Expectations

  • Employer and employee expectations
  • Establishing performance standards
  • The Pygmalion Effect
  • Common mistakes in establishing employee expectations

Managing Employee Expectations

  • What company handbooks should contain
  • Communication about expectations
  • Performance appraisals
  • Consistent feedback

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CEU’s: 3 for ARF, GH,RCFE, STRTP

Sexual harassment on the job can create a great deal of stress for workers. Use this course to help supervisors and employees understand the gravity of harassment and provide training for prevention and complaint management under California law.

Supervisors understand their roles in preventing workplace harassment and handling harassment complaints with this informative course. Video and text lessons provide in-depth details about harassment law in California, types of workplace harassment, procedures and policies for employees and supervisors, risk management, prevention and so much more. Supervisors can gain the knowledge needed to develop and implement workplace harassment policies and procedures as well as steps to take in prevention and during the complaint process. Self-assessment quizzes and chapter exams are available to assess knowledge of lesson concepts.

Course Objectives

TopicObjectives
Types of Workplace HarassmentExplore types of workplace harassment, including quid pro quo harassment, internet and email harassment and sexual harassment.
Personal Relationships in the WorkplaceExamine differences between flirting and sexual harassment, co-worker dating and breakups and how to create and maintain a respectful workplace.
Harassment Policies & Procedures for Supervisors & EmployeesDetail the steps involved in a harassment complaint, ways to ensure privacy in the complaint process, how to prevent sexual harassment, the meaning of retaliation in the workplace and use anti-harassment policies if a complaint is filed.
Vicarious Liability & Sexual HarassmentDiscover the meaning of vicarious liability and the impact it can have on supervisors is explored.
Risk Management for Sexual HarassmentTake a close look at how to develop a sexual harassment policy, implement sexual harassment complaint procedures, prevent and correct supervisor harassment, manage the EEOC sexual harassment complaint process and understand affirmative defense in sexual harassment litigation.
Sexual Harassment & California LawFind out about hostile work environments, work locations where sexual harassment could occur, definition of a legal harasser according to California law, workplace discrimination and retaliation, statistics for workplace sexual harassment and the emotional and professional impact and legal consequences of sexual harassment.

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CEU’s: 2 FOR ARF, GH, RCFE, STRTP

Being a true professional is a valuable and rewarding attribute.This training course will help you understand the importance of displaying and maintaining professionalism at work. This course’s short and entertaining video lessons focus on workplace boundaries, methods for staying professional when conflicts arise and more. Use the keys in this lesson to learn how to increase your professionalism, maintain your dignity, and demonstrate your commitment.

The series of video lessons in this course emphasize key elements of workplace professionalism. In this course, employees can learn about standards of professionalism that are used in the workplace, boundaries and their importance, appropriate dress and professional communication.

Skills Covered

Establishing Professionalism at Work

  • Key elements needed to maintain professionalism at work
  • Standards and expectations of workplace professionalism
  • Methods for demonstrating professionalism at work
  • Importance of boundaries

How Professionalism Impacts the Workplace

  • Positive aspects of professionalism in the workplace
  • Ways to present a professional image while at work
  • Professionalism in communication
  • Methods for keeping emotional baggage out of the workplace

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CEU’S: 3 FOR ARF, GH, RCFE, STRTP

Welcome to the Communication Strategies workshop. For the better part of every day, we are communicating to and with others. Whether it’s the speech you deliver in the boardroom, the level of attention you give your spouse when they are talking to you, or the look that you give to the cat, it all means something. This workshop will help participants understand the different methods of communication and how to make the most of each of them.These strategies will provide a great benefit for any organization and its employees. They will trickle down throughout the organization and positively impact everyone involved.

Workshop Objectives:

  • Understand what communication is
  • Identify ways that communication can happen
  • Identify barriers to communication and how to overcome them
  • Develop their non-verbal and paraverbal communication skills
  • Use the STAR method to speak on the spot
  • Listen actively and effectively
  • Ask good questions
  • Use appreciative inquiry as a communication tool
  • Adeptly converse and network with others
  • Identify and mitigate precipitating factors
  • Establish common ground with others


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