Coaching and mentoring should be a core competency of nurses prepared at the graduate level

Support your responses with scholarly academic references using APA style format. Discussion Question 1 Answer the following:    Coaching and mentoring should be a core competency of nurses prepared at the graduate level. Do you agree or disagree with this statement? Defend your response.    Based on your graduate specialization, identify one coaching activity that you can…


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May 2012, Alice Randall wrote an article for The New York Times on the cultural factors that encouraged black women to maintain a weight above what is considered healthy.

May 2012, Alice Randall wrote an article for The New York Times on the cultural factors that encouraged black women to maintain a weight above what is considered healthy. Randall explained—from her observations and her personal experience as a black woman—that many African-American communities and cultures consider women who are overweight to be more beautiful and desirable than women at a healthier weight. As she put it, “Many black women are fat because we want to be” (Randall, 2012).

Randall’s statements sparked a great deal of controversy and debate; however, they emphasize an underlying reality in the healthcare field: different populations, cultures, and groups have diverse beliefs and practices that impact their health. Nurses and healthcare professionals should be aware of this reality and adapt their health assessment techniques and recommendations to accommodate diversity.

In this Discussion, you will consider different socioeconomic, spiritual, lifestyle, and other cultural factors that should be taken into considerations when building a health history for patients with diverse backgrounds. Your Instructor will assign a case study to you for this Discussion.

Case study:

EB is a 68-year-old black female who comes in for follow-up of hypertension. She has glaucoma and her vision has been worsening during the past few years. She lives alone and is prescribed four hypertension medications (Hydralazine 50 mg PO Q8H, Metoprolol XL 200 mg PO Q12H, Lisinopril 40 mg PO daily, and HCTZ 25mg PO daily ). She brings in her medication bottles and she has some medication bottles from the previous year full of medications. She is missing one medication she had been prescribed and says she may have forgotten it at home. Her BP in clinic today is 182/99 with HR of 84.

an explanation of the specific socioeconomic, spiritual, lifestyle, and other cultural factors associated with the patient you were assigned. Explain the issues that you would need to be sensitive to when interacting with the patient, and why. Provide at least five targeted questions you would ask the patient to build his or her health history and to assess his or her health risks.

Rubric:

Answers all parts of the Discussion question(s) with reflective critical analysis and synthesis of knowledge gained from the course readings for the module and current credible sources. Supported by at least three current, credible sources. Written clearly and concisely with no grammatical or spelling errors and fully adheres to current APA manual writing rules and style.

References:

At least 3 references:

Ball, J. W., Dains, J. E., Flynn, J. A., Solomon, B. S., & Stewart, R. W. (2019). Seidel’s guide to physical examination: An interprofessional approach (9th ed.). St. Louis, MO: Elsevier Mosby.

Chapter 1, “The History and Interviewing Process” (Previously read in Week 1)
This chapter highlights history and interviewing processes. The authors explore a variety of communication techniques, professionalism, and functional assessment concepts when developing relationships with patients.

Chapter 2, “Cultural Competency”
This chapter highlights the importance of cultural awareness when conducting health assessments. The authors explore the impact of culture on health beliefs and practices.

 

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Children, Work and How to Entertain Yourself

Children, Work and How to Entertain Yourself

Not much on the subject of TV, friends are generally fast paced, and you’re simply straight-up fed up? You can study in order to sit on your special occasion, no matter if that you’re within, exterior, and in the Internet. Try to captivate on your own and you will definitely never need to become bored.

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Seek out four-leaf clovers. If you have a major patio or perhaps niche neighborhood, have a look at pasturage on an in depth way, checking for your white colored hulk of foliage. Any four-leaf clover. Should you choose to, press the following straight to a most-liked e book as well as maintain it to remain for ever luck. And / or give it to a person’s crush. Or to consider it and even let it rest there.

 

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Read the Case Study entitled “The sad history of pay for performance” and then answer the question at the end of the case. 

The sad history of pay for performance

Read the Case Study entitled “The sad history of pay for performance” and then answer the question at the end of the case.

Please be sure to back up your answer to the case with facts from the textbook (Chapter 11- Towards International and Transnational Management)

International Variation in preferred corporate culture. One serious mistake is to assume that the culture preferred in the domestic HQ of an international company will work throughout the work and that HR can globalize its various tools without serious problems.

As it was mentioned on Chapter 11 (National Cultures and Corporate Cultures pg. 195) national cultures vary substantially on their relative preferences for the four cultures (Family, Incubator, Guided Missile, Eiffel Tower)

Read the case “The sad history of pay for performance” is a single concept than in many cases can bring disastrous consequences and contra productive effects.

The Sad history of pay for performance

Pay for performance is one of these incentive systems that “should” work because it seems so logical and fair, but in practice runs foul of corporate culture. So let’s consider the circumstances in which it succeeds and the many in which it fails.

It is, of course, an Eiffel Tower concept (Chapter 11) Top management is assumed to know how difficult jobs are and therefore how much the successful completion of each task is worth and what reward the employee deserves. Where the job-holder excels, top management even assumes that this excellence will take predictable and measurable forms, increasing in quantities achieved without the quality of the tasks being changed. One consequence of this is that you cannot change a production system to which rewards have been attached without also changing the reward system, which typically lead to strong resistance to change from employees and the need to recalculate pay-for-performance tariffs every time technologies change.

Pay for performance undermines the order and predictability of Eiffel Tower cultures. It does this by withholding a portion of the employee’s pay until after the task has been performed. If the task is held to be unsatisfactory, pay for that period will be less. There is a strong shift of power towards those judging performance and away from those actually performing.

Pay for performance runs into immediate difficulties in any Family culture where motivations and rewards are intrinsic, not extrinsic. You are not paid to be a good parent; you are not rewarded as an individual for what your family group has nurtured in you. Children given monetary incentives for fastening their seat belts is automobiles stopped doing so when the incentives stopped. From a family point of view their lives are precious in themselves and incentives trivialized this. What should a nurse get for holding the hand of a dying teenage joyrider whose auto has crashed and the breaking the news to his parents? Should she get $50, or a T-shirt with a heart on it? Are not many jobs their own reward? Are we all just waiting staff wanting tips?

Pay for performance fails utterly in an Incubator culture. Indeed, it is anti-creative in its influence. When certain tasks are incentivized research shows that employees choose the easiest and avoid the more difficult ones. It is the hard jobs that most need innovation. If and when innovation does occur, it may not be rewarded. It may even be punished, because top management does not know what value to attribute to a task completed in a creative manner. In any case the deep significance of creativity is often insulted by the pin-money used to reward it. What if the innovation is worth millions and you pay $100? The innovator is likely to feel more aggrieved than if paid nothing.

Finally, the Guided Missile culture quarrels with pay for performance because you have singled out the individual and ignored the team. Why should not those who give help to other be rewarded? Why not give money to whole teams? Indeed, if the group becomes jealous of the high performing individual they will drag that person down to their level. Retail clerks who “sell too much” will have their receipt books stolen by co-workers or be otherwise punished. What is the point of making leaders out of high performers who are disliked by their peers because they received money that others helped them earn?

This capsule case is summarized from Alfie Kohn’s book, Published by Rewards.

(Source: Managing People Across Cultures by Fons Trompenaars and Charles Hampden-Turner)

Questions: A tool, often believed to be neutral, like pay for performance, will prove disastrous in certain cultures yet the need to locate and develop talent remains desperately urgent …

1) How could you, as an International Manager working with a team of employees from different parts of the world evaluate your employees’ performance without causing anxiety, misinterpretation and frustration among them?
Again, be sure to back up your answer to the case with facts from the textbook (please use APA format). Your case report should have a minimum of 500 words. Submit your case report as Word document.

Grading Rubric

Your assignment will be graded according to the grading rubric.

Case Assignment

Grading Rubric

Total Points Possible

Thoroughly answered the question

30

References to course material

10

Spelling/Grammar at the college level and reference to text or other material

10

Total Points

50

 

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Read the Case Study entitled “The sad history of pay for performance” and then answer the question at the end of the case.  was first posted on December 2, 2019 at 12:31 am.

Compare and contrast the characteristics of the central nervous system and the peripheral nervous system.

Week 11 : Discussion 11

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Discussion Topic

Compare and contrast the characteristics of the central nervous system and the peripheral nervous system.  Also, explain how the somatic and autonomic nervous systems could be included in the afferent and efferent divisions.

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Effective communication is vital to constructing an accurate and detailed patient history.

Discussion: Building a Health History

Effective communication is vital to constructing an accurate and detailed patient history. A patient’s health or illness is influenced by many factors, including age, gender, ethnicity, and environmental setting. As an advanced practice nurse, you must be aware of these factors and tailor your communication techniques accordingly. Doing so will not only help you establish rapport with your patients, but it will also enable you to more effectively gather the information needed to assess your patients’ health risks.

For this Discussion, you will take on the role of a clinician who is building a health history for a particular new patient assigned by your Instructor.

To prepare:

With the information presented in Chapter 1 of Ball et al. in mind, consider the following:

· By Day 1 of this week, you will be assigned a new patient profile by your Instructor for this Discussion. Note: Please see the “Course Announcements” section of the classroom for your new patient profile assignment.

· How would your communication and interview techniques for building a health history differ with each patient?

· How might you target your questions for building a health history based on the patient’s social determinants of health?

· What risk assessment instruments would be appropriate to use with each patient, or what questions would you ask each patient to assess his or her health risks?

· Identify any potential health-related risks based upon the patient’s age, gender, ethnicity, or environmental setting that should be taken into consideration.

· Select one of the risk assessment instruments presented in Chapter 1 or Chapter 5 of the Seidel’s Guide to Physical Examination text, or another tool with which you are familiar, related to your selected patient.

· Develop at least five targeted questions you would ask your selected patient to assess his or her health risks and begin building a health history.

Assignment: 

My Case study: 14-year-old biracial male living with his grandmother in a high-density public housing complex 

Post a summary of the interview and a description of the communication techniques you would use with your assigned patient. Explain why you would use these techniques. Identify the risk assessment instrument you selected, and justify why it would be applicable to the selected patient. Provide at least five targeted questions you would ask the patient.

Learning Resources

Ball, J. W., Dains, J. E., Flynn, J. A., Solomon, B. S., & Stewart, R. W. (2019). Seidel’s guide to physical examination: An interprofessional approach (9th ed.). St. Louis, MO: Elsevier Mosby.

Chapter 1, “The History and Interviewing Process”

This chapter explains the process of developing relationships with patients in order to build an effective health history. The authors offer suggestions for adapting the creation of a health history according to age, gender, and disability.

Chapter 5, “Recording Information”

This chapter provides rationale and methods for maintaining clear and accurate records. The authors also explore the legal aspects of patient records.

Sullivan, D. D. (2019). Guide to clinical documentation (3rd ed.). Philadelphia, PA: F. A. Davis.

Chapter 2, “The Comprehensive History and Physical Exam” (pp. 19–29)

Deckx, L., van den Akker, M., Daniels, L., De Jonge, E. T., Bulens, P., Tjan-Heijnen, V. C. G., … Buntinx, F. (2015). Geriatric screening tools are of limited value to predict decline in functional status and quality of life: Results of a cohort study. BMC Family Practice, 16, 1–12.

Wu, R. R., & Orlando, L. A. (2015). Implementation of health risk assessments with family health history: Barriers and benefits. Postgraduate Medical Journal, (1079), 508–513.

Lushniak, B. D. (2015). Surgeon general’s perspectives: Family health history: Using the past to improve future health. Public Health Reports, (1), 3.

Jardim, T. V., Sousa, A. L. L., Povoa, T. I. R., Barroso, W. K. S., Chinem, B., Jardim, L., … Jardim, P. C. B. V. (2015). The natural history of cardiovascular risk factors in health professionals: 20-year follow-up. BMC Public Health, 15(1111), 1–7.

 

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Top Recommendations Of How to Entertain Yourself

Top Recommendations Of How to Entertain Yourself

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Hunt for four-leaf clovers. If you a great garden or simply domain near by, take a look at type grass in an in depth process, checking for ones white giant regarding foliage. The actual four-leaf clover. If you undertake, squeeze it all in to the chosen arrange in addition to ensure that is stays forever luck. Or maybe create it for ones own crush. Or simply look at it and even leave it there.

 

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Revitalizing A Brand

Read the case study titled “Revitalizing a Brand”, located in the online course shell. Use the Internet or Strayer databases to research the branding and communication strategies of one (1) health services organization that is similar to the health services organizations mentioned in the case study. Write a four to six (4-6) page paper in…


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