peer post

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#1 discussion

Caring determines what matters to a person. It underlies a wide range of interactions, from parental love to friendship, from caring for one’s work to caring for one’s pet to caring for and about one’s patients. Nursing in my opinion consists of a caring relationship that requires the individual to not only care for the patient but also the family and their communities. It requires medical knowledge, technical skills and empathy. A lack of empathy can influence their health and well-being. Possessing the ability to assess a patient needs and determine what type of care or intervention is needed to improve the clients’ health, person, and environment is the art of nursing. A nurse must realize that the patient is not the only person that they are caring for, they care for the whole family as well. We must make certain that the families’ needs are met as well as the patients for the best recovery for our actual patient. Majority of these family members are in a tough, stressful situation, it is our job to help them through it and keep their stress levels at the minimum. The patient’s environment plays a major role in their recovery, keeping it clean and stress free is the best way to keep them on the right path to recovery. As we know, there are so many different beliefs and cultures that impact the care we provide to our patients. An advanced practice nurse must provide care according to the patients beliefs and religion as well as social class and education level. This can be difficult at times, but it makes the patient satisfied with their stay and leads to a quicker recovery since they are able to relax instead of stressing out over their wishes and needs not being met. This could be as simple as following a patients request on diet restrictions due to religious views, making certain they do not deliver foods to the patient that are on their list.

Essential VIII is the essential that defines nursing care in my opinion. This essential recognizes that the master’s-prepared nurse applies and integrates broad, organizational, client-centered, and culturally appropriate concepts in the planning, delivery, management, and evaluation of evidence-based clinical prevention and population care and services to individuals, families, and aggregates/identified populations (AACN Master’s Essentials).

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Nursing homework help

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Re:Topic 2 DQ 1

 

Emotional intelligence is the intersection of thinking and emotion. Skill building and training in positive thinking and a focus on positive emotions assist nurses to better listen, encourage, motivate, and create connections (Huber, 2014). Having self awareness simply means that you understand you. You have an awareness of what makes you tick as well as what makes your heart sing or sink.  When you know your strengths and weaknesses as a person, you can then start to understand why you feel the way you do and what makes you feel the way you feel. When you can learn to understand your own emotions, as well as how to control them, you can identify their impact to you and those in your team (Candy, 2016).

 

I have a personal example of this from a current situation that I am facing on my job in which I am the program manager. In the last two months I have had two of my staff to move from our area.  Recently, one of the two Nurses I have left has decided to transfer to another clinic to “work less days”. She is fully aware that this will only leave our program with one nurse other than myself. This nurse shared this information to me openly in front other team members (Charge nurse, Social worker, dietician, secretary). It was so quiet you could hear a pin drop. I politely said ok, I want you to do what is going to make you happy and work for your family. Now the other team members didn’t take this news so calmly. What I have learned through the years from trial and error is that as the Leader I cannot allow my feelings to control my behavior. Deep down inside I wanted to scream because it takes 6 months for a new nurse to take call and train patients and I’m in school. To this day my staff are still not aware of how I really feel about the situation. As the leader of our program I could not afford to display the heart drop in my heart that I felt deep down inside because I didn’t want to envoke uneccessary anxiety on them. Surprisingly they have come to privately stating how surprised they were that  I was able to remain so calm after hearing that another nurse was leaving. Of course after hearing that I could only say “Thank you Lord” because that is an area that I have really had to seek God’s help with.

 

 

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discussion

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Electronic Health Record(EHR)

Physicians have been moving from paper medical records to Electronic Health Records (EHR). Discuss the Electronic Health Records, benefits, and challenges and relate it to a medical coding specialist/medial coder’s day to day activities.

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NUR-699 Module 2 DQ 2

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Max Points: 5.0

What strategies will you use in your new practice as an advance practice nurse to review and critique literature pertinent to your practice?

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Addressing Key Human Resource Functions

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Part 2

Fair and adequate compensation is critical for attracting the most qualified employees and retaining and motivating staff. When determining compensation, consideration should be given to fair and equitable compensation among all workers in the same company (internal equity) and fair and equitable compensation relative to the external market (external equity).

Consider the following scenario:

You have two medical assistants (MAs) who earn $15 per hour at your medical practice. When you hire a new MA, you discover that the current market pays $16 per hour for medical assistants.

Respond to the following discussion points in relation to equity conflicts and compensation:

  • State what you would offer the new MA and provide your reasons.
  • Discuss the implications of your decisions on internal and external equity.
  • Evaluate the changes, if any, you would make in the compensation of your current MAs.
  • Recommend strategies for resolving similar equity conflicts with compensation.

Performance evaluations can be stressful for both employers and employees. Nevertheless, performance appraisals have a number of benefits for both employers and staff.

Respond to the following questions in relation to performance evaluation:

  • In what ways do performance evaluations benefit employers?
  • In what ways do performance evaluations benefit employees?

HR departments play an essential role in developing an agency’s staffing strategy and handling employee-centered activities of an organization. The presence of an HR department, however, does not absolve individual managers within the agency of human resources responsibilities.

Respond to the following questions in relation to HR issues:

  • What role, if any, do managers have in addressing HR issues or concerns?
  • How does this differ from the role of the HR department staff?

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Critique article analysis — Lived experience

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Nursing Research. Please make sure you are very comfortable with NURSING RESEARCH before offering to do assignment…..this is one half of my final grade!!!!!

 

Please use the article “Preview the documentView in a new windowThe lived experience of women victims of intimate partner violence”Preview the documentView in a new window to complete this critique. There is no time limit however, once you click submit you will not be able to return to the critique. Be sure to save your work.

 

Answer all questions fully w/reference

 

1) What was the goal of the research?

 

2) What were the study objectives? Did they relate to the goal of the study?

 

3) Why is the research design appropriate for addressing the research goal?

 

4) Explain how the sample selection was appropriate for this research study

 

5) How were data collection methods appropriate to the research design and study aims?

 

6) How were ethical issues taken into consideration?

 

7) Do you believe that data analysis was sufficiently rigorous? Why or why not?

 

8) Were the findings explicit and supported by sufficient evidence? Provide rationale for your answer.

 

9) How does the researcher link results to existing knowledge?

 

10) Why is this research important to nursing practice?

 

Textbook reference:

Boswell, C. & Cannon, S. (2013). Introduction to nursing research: Incorporating evidence

 

based practice (3rd  ed.). Sudbury, MA: Jones and Bartlett.  ISBN: 1-4496-9507-8

 

 

 

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nursing research

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I need help for my nursing paper homework. My instructor asked us to research an article in nursing, and base on that article, have brief respond in PICO format, maybe 1 or 2 complete senteces for each part. My teacher wants to see the article we chose to do pico. I provide PICO info.:

 

component                                                                              consideration

 

 

 

P= Patient, populatio, or problem of interest                        Need for explicit description, may include setting, l   .

 

limiting to subgroup(such as by age)

 

 

 

I= Intervention of interest                                                 The more defines, the more focused the search of the

 

litrature wil be,may include expodure,treatment,patient

 

perception,diagnostic test, or predicting factor.

 

 

 

 

 

.

 

C= Comparison of Interest                                               Usually the comparison is to another treatment or the usual

 

standard of care.

 

 

 

O= Outcome of Interest                                                    Specifically identifying the outcome to enable a litrature

 

search to find evidence that examined the same outcome

 

perhaps in different ways.

 

 

 

It could be any topping for nursing research, just do it in pico format at the end.She told it could be maybe 1 complete sentece for each part,the new article would be the best.i should give article to  my teacher too.

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Nursing homework help

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Frank Fellows, a 72 year old patient admitted for acute confusion presented in the emergncy department

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power point on incivility in nursing propsed change for uniy policy

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PROPOSED PLAN AFFECTING THE STAFF (EMPLOYEES’ INTENDED CHANGES)

The following plan is a Staff Management schedule proposal in line with targeted sectoral changes as a proposal for improving the working condition for all staff involved. The program aims to put in place a smooth, teamwork and efficient workers management body, one transparent and accountable in its work, employee-oriented and bidding to the regulation labour acts

To achieve the above and in line with the organization’s mission and vision, the proposal puts forth to change and bring in line the deliverable:

 

This proposal plan works as a complement to the already existing plan for the entire organizational management. However, this in particularly only targets the staff as the correspondence and targeted group. Nonetheless, it is set to the better condition of the staff.

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AREAS TARGETED FOR CHANGE

1. Enhance trust and confidence among all employees

2. Improve on staff engagements on issues about their work.

3. Improve on staff working condition and Harmonize and rationalize structures and roles

 

Also considering that the nursing fraternity is made up of individual and pertinent nurses’ engagement to deliver to the patients, their morale and productivity stands as the central interest. Therefore, by making these recommendations to promote their productivity, the services recipients would be wholly attended to.

 

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Moreover, the plan makes a recommendation to the Human Resource office and management for implementation. As representation staff body, we believe that realization and implementation of these recommendations under the plan would only boost the morale of workers but also improve their productivity thereby increasing output and profitability of the organization.

Encouraging and developing an attitude of the nursing staff where they don’t quickly judge and conclude about intentions and the motives their colleagues, employers or patients and their families.

Encourage an environment that promotes solution orientation to problems while discouraging finger pointing among the nursing staff.

 

 

 

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RECOMMENDATIONS 1. Developing Trust and Confidence

The staffing office in charge will remain treasured in any discussion on behalf of the whole staffing body including senior managers and other senior staff.

All departmental heads will continue to be accessible to all members at their discrete and on need but are requested to make good use of team leaders.

The human resource office is advice to develop a comprehensive internal communication channel with all staff members at all times, and the staff is also admonished to take advantage of the communication channel to be initiated.

 

 

This change plan targets creating a more staff fraternal organization, one culture at promoting the better working condition culture by fostering trust and confidence in workers. The plan considers that a certain worker entrusted with managerial or production responsibilities would perform better than a staff denied all these. Every of the recommendations above hence stands to prove the reliability of their position as workers

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The internal communication channel aims developing communication which will be informing, engaging and motivating staff

There will also be a consistent follow-up of employees’ performance to help in reward selection.

The change management team will also form an active support and guidance in the implementation of the recommendations with an insight of continuous change and innovation mostly targeting increased performance.

 

 

Every departmental head should be charged with the task of taking a lead in ensuring that the recommendations are implemented.

However, the plan also intends to retain the existing chain of command for the sake of smoothing transition during the changes.

Encouragement of individual nurses to do self-evaluation to determine if their conduct is civil or uncivil.

An overview of the entire nursing staff and their relationship with each other to see if they treat and engage with each other in a civil or uncivil manner.

 

2. Engaging Staff

All senior managers will adhere to the Flexible Work Arrangements as desired by the plan.

There would be a comprehensive policy which will take into account the main areas of interest such as job security, allowances, and informational mobility.

Moreover, the Human Resource Management offices should encourage among employees within the station and if at all there are other decentralized stations, the same human-friendly policies used in the headquarters must apply to them too.

These recommendations aim to create a platform for interaction for all employees in the use of management and their roles. In so doing, it emphasizes on a team work schedule that will have many works collectively. However, has always been in most cases, this does necessitate that all roles will be tackled collectively, but every employee will tackle his/her role but with the spirit of togetherness. Such would ensure a flow of roles from one person to another

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There will also be a regular learning and training of public servants in line with their roles so as to enhance their performance and score changes. All employees including managers and other senior staff members will be subjected to the same level of test scores.

The regular training also comes with a test mode on the performance of the employees. This is an integral component of the entire performance appraisal, beginning the next financial year.

The induction plan for the staff should also be utilized by all senior managers, departments, offices and other segmented leaders within the organization.

 

The comprehensive mobility policy will take into considering interesting segments to the staff such as job security, an open chain of command, direct link to senior managers in respect departments and overall, and the need to protect or safeguard certain critical institutional knowledge among other issues. It will equally ensure that a better appraisal system and recruitment procedure is put in place to boost the performance of the entire organization.

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Moreover, the plan also intends to reinforce and prioritize middle management and junior staff training across all departments with an aim of eliminating all waits particularly in time and finances.

All the departments will explore modalities of creating a comprehensive departmental monitoring program.

The role of the Human Resource Management must come out very clearly as far as staff’s interest are concerned. These duties must be assigned wisely and precisely to the intended person who are head of the departments such as the staff care centre, Recruitment offices, and many others by concentrating on plans attached to the temporary staff needs.

The training will also be including subjecting the staff to interdisciplinary training where the staff will be trained across all dimensions as a motive of equipping them with adequate knowledge to tackle all responsibilities across the operations in case of shifts or transfer to other departments. This would also help counteract issues to do with employee turnovers due to leaves and pension plans.

 

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3. Improving Working Methods

These recommendations are made in anticipation of creating transparency and accountability about the organization. These include among others.

Every function within the organization must be tackled and performed in line with the organization mission, vision and employees terms of work.

All duties assigned to employees must be recognized by their terms of labour and every work outside the staff agreement sheet would be considered payable in bonus to the staff involved.

There will be a clear division of labour with no overlapping roles to the staff.

There is a formal consultation for all staff members to enhance their performance.

This plan for change proposal aims to shade more light into the working condition of all staffs by proposing changes that will enhance on the working methods by increasing accountability and transparency.

Other segments of the plan are as planned in the initial stages of the plan. This includes redefining every of the procedures of the proposal to identify those that relate to the staff. As much as these changes are in the interest of the staff, it is much for the performance aim of the organization at large.

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The Systems Development Life Cycle

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Write a 1,050- to 1,400-word paper discussing how the systems development life cycle (SDLC) is used in a HCIT project.

Include the following in your paper:

  • Explain the processes of project management.
  • Explain the systems development life cycle and how it is used in HCIT.
  • Examine the role of a health care manager in a typical IT project.
  • Compare the project management life cycle with the systems development life cycle.

Cite at least 3 peer-reviewed, scholarly, or similar references.

Format your paper according to APA guidelines.

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