Home>Homework Answsers>Nursing homework helpDISCUSSION.EVALUATING AND SUSTAINING CHANGEa year ago05.02.202420Report issuefiles (2)DISCUSSION_CHANGE.docxDiscussio.rubric.docxDISCUSSION_CHANGE.docxDISCUSSION.EVALUATING AND SUSTAINING CHANGERead a selection of your colleagues’ responses and respond to two of your colleagues by expanding upon your colleague’s post or offering an alternative perspective on the influence of leadership in evaluating, maintaining, and sustaining change in an organization.PEER #1Laura Assanga EyongIntroductionTransition leadership and management are two of the key components that influence whether an organizational transition is successful. Any project meant to bring about change inside an organization needs to be supported and carried out within their sphere of influence by effective leadership and management that have an impact on the individuals undergoing the change (Sfantou et al., 2017).As a result, leadership plays a number of roles in assessing, preserving, and advancing change. The purpose of this debate is to compare leadership approaches to the procedures for evaluating and maintaining change in a healthcare organization, as well as the differences between change management and change leadership. The topic of discussion covers the role that leadership plays in assessing, preserving, and promoting change as well as the necessity of monitoring change inside an organization.Change Management and Change LeadershipThe process that assists teams and entire organizations in implementing change into their daily operations is known as change management. The team can navigate toward the procedures and activities involved in change projects through change management. In addition, change management offers the frameworks and instruments required to maintain control over procedures and actions. transition management reduces potential distractions during the transition process in this way. In terms of change leadership, this refers to the motivating factors required to support the change via procedures for persuading individuals to accept and support the change as well as a common vision (Kotter, 2012).Leadership Approach in Sustaining ChangeEffective leadership techniques are required to sustain change, facilitate organizational transitions, and help staff members comprehend and accept changes to the work environment. Thus, good communication is the first leadership strategy for maintaining change. That is, in order to inform, update, and encourage individuals, good communication is required. Participatory leadership is the second leadership strategy, which focuses on maintaining change. In this case, encouraging people to participate in the process is the main goal (Kotter, n.d.). Additionally, there is the method of holding the change process accountable. That is to say, the leadership must take responsibility for the change, honor commitments, and ensure that others follow suit.Leadership Function in Evaluating and Sustaining ChangeAccording to Seljemo, Viksveen, and Ree (2020), leadership is the primary force behind change, and as such, it is essential to the assessment, upkeep, and sustainability of change. To begin with, leadership is required to decide whether or not change is necessary. To start the transition, the leadership must provide resources, both financial and human. Leadership serves as a role model for the followers during the shift by leading the charge to support the change. In order to maintain change and reduce fear, leadership must communicate the change (Kotter, n.d.). Leadership’s role in maintaining change is to address employee resistance to change by paying attention to and addressing the employee’s concerns.Leadership Influence on AimsDifferent leadership philosophies exist for handling change. That being said, the transformational leadership method is the main topic of this section. First, in order to support, maintain, and sustain change, transformational leadership techniques are essential. These include inspiring staff members to embrace the change and giving the resources and tools that are known to help achieve the goals of change (Sfantou et al., 2017).By communicating the change’s vision to the workforce and inspiring them to achieve the intended outcome, transformational leadership techniques are required to instill confidence in the workers during the transition (Sfantou et al., 2017).When to Stop Measuring ChangeIt is impossible to overstate the significance of evaluating change inside an organization. To start, measuring the change is essential to determining and sharing the process’s success, which will motivate people to embrace the project. It will be impossible to assess the success of the change without measuring it, and if people are unable to assess the change’s success, they might be reluctant to support it. Because everyone in the organization is aware of the benefits and expectations of the change, measuring it also helps to empower people to take action. Additionally, monitoring progress is necessary to understand how well the program is working and pinpoint areas that still require development (Sipes, 2020).ConclusionAll things considered, change is unavoidable. But without strong leadership and an efficient change management system, change cannot succeed. The provision of the instruments and frameworks required to maintain the change process calls for change management. The assessment, upkeep, and sustainability of the change process depend on successful leadership techniques including accountability, participative leadership, and effective communication. Measuring change is also crucial for gaining understanding of the program’s effectiveness and pinpointing areas that still require development (Sipes, 2020).ReferencesKhattak, M. N., Zolin, R., & Muhammad, N. (2020). Linking transformational leadership and continuous improvement: The mediating role of trust.Management Research Review,43,8, 931-950.Kotter, J. (2012). Change management vs change leadership—what’s the difference? [Video].YouTube.https://www.youtube.com/watch?v=2ssUnbrhf_U&t=46sKotter, J. (n.d.).The 8-step process for leading change. https://www.kotterinc.com/8-steps-process-for-leading-change/Seljemo, C., Viksveen, P., & Ree, E. (2020). The role of transformational leadership, job demands and job resources for patient safety culture in Norwegian nursing homes: across-sectional study.Bmc Health Services Research,20,Sfantou, D., Laliotis, A., Patelarou, A., Sifaki-, P. D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings:A Systematic Review.Healthcare,5,4, 73.Sipes, C. (2020).Project management for the advanced practice nurse(2nd ed.). Springer Publishing CompanyPEER # 2Quennie XserenityQuennie XSerenity Main PostChange is, indeed, inevitable; however, not all changes are bad.  To grow, we must change.Change management describes the processes for how the change can be achieved, while change leadership describes influencing and focusing on the change.  Basically, change leadership is a proactive approach to change management.  It is essential to differentiate between change management, or the tools, processes, and techniques used to help people progress through change, and change leadership, or the style, attributes, values, and behaviors of the person creating the momentum.According to John Kotter Leadership Vs management (n.d.), managers carry out the strategic plans that leaders develop.  While managers focus on the present and manage change, leaders focus on the future and create change.  Managers focus on the here and now, while leaders look at the long-term big picture.There are eight steps for leading change (Kotter, n.d.).  First, create a sense of urgency.  Inspire people to act and pursue a vision of the future.  Second, build a guiding coalition.  “A volunteer network needs a coalition of committed people – born of its own ranks – to guide it, coordinate it, and communicate its activities” (Kotter, n.d.).  Third, form a strategic vision.  Clearly differentiate how the present and future will differ from the past.  Fourth, enlist a volunteer army.  This army must be unified in the pursuit of achieving the goal together.  Fifth, enable action by removing barriers.  Clear the way and remove obstacles that slow things down.  Sixth, generate short-term wins.  Small wins should be recognized, collected, and communicated, early and often, to energize volunteers to continue.  Seventh, sustain acceleration by pressing harder after successes.  Finally, institute change by articulating the connections between new behaviors and organizational success, ensuring they continue until they become strong enough to replace old habits.References:John Kotter Leadership Vs. management | theory & functions. (n.d.). https://study.com/academy/lesson/john-kotters-leadership-vs-management-theory.htmlKotter, J. (n.d.).The 8-step process for leading changeLinks to an external site.Links to an external site.. https://www.kotterinc.com/8-steps-process-for-leading-changeSwift, C. (2023, April 12). Change leadership vs change management. Accipio. https://www.accipio.com/eleadership/change-management/change-leadership-vs-change-management/#:~:text=Clearly%2C%20change%20leadership%20describes%20influencing,the%20change%20can%20be%20achieved.Discussio.rubric.docxThis file is too large to display.View in new windowDiscussio.rubric.docxThis file is too large to display.View in new windowDISCUSSION_CHANGE.docxDISCUSSION.EVALUATING AND SUSTAINING CHANGERead a selection of your colleagues’ responses and respond to two of your colleagues by expanding upon your colleague’s post or offering an alternative perspective on the influence of leadership in evaluating, maintaining, and sustaining change in an organization.PEER #1Laura Assanga EyongIntroductionTransition leadership and management are two of the key components that influence whether an organizational transition is successful. Any project meant to bring about change inside an organization needs to be supported and carried out within their sphere of influence by effective leadership and management that have an impact on the individuals undergoing the change (Sfantou et al., 2017).As a result, leadership plays a number of roles in assessing, preserving, and advancing change. The purpose of this debate is to compare leadership approaches to the procedures for evaluating and maintaining change in a healthcare organization, as well as the differences between change management and change leadership. The topic of discussion covers the role that leadership plays in assessing, preserving, and promoting change as well as the necessity of monitoring change inside an organization.Change Management and Change LeadershipThe process that assists teams and entire organizations in implementing change into their daily operations is known as change management. The team can navigate toward the procedures and activities involved in change projects through change management. In addition, change management offers the frameworks and instruments required to maintain control over procedures and actions. transition management reduces potential distractions during the transition process in this way. In terms of change leadership, this refers to the motivating factors required to support the change via procedures for persuading individuals to accept and support the change as well as a common vision (Kotter, 2012).Leadership Approach in Sustaining ChangeEffective leadership techniques are required to sustain change, facilitate organizational transitions, and help staff members comprehend and accept changes to the work environment. Thus, good communication is the first leadership strategy for maintaining change. That is, in order to inform, update, and encourage individuals, good communication is required. Participatory leadership is the second leadership strategy, which focuses on maintaining change. In this case, encouraging people to participate in the process is the main goal (Kotter, n.d.). Additionally, there is the method of holding the change process accountable. That is to say, the leadership must take responsibility for the change, honor commitments, and ensure that others follow suit.Leadership Function in Evaluating and Sustaining ChangeAccording to Seljemo, Viksveen, and Ree (2020), leadership is the primary force behind change, and as such, it is essential to the assessment, upkeep, and sustainability of change. To begin with, leadership is required to decide whether or not change is necessary. To start the transition, the leadership must provide resources, both financial and human. Leadership serves as a role model for the followers during the shift by leading the charge to support the change. In order to maintain change and reduce fear, leadership must communicate the change (Kotter, n.d.). Leadership’s role in maintaining change is to address employee resistance to change by paying attention to and addressing the employee’s concerns.Leadership Influence on AimsDifferent leadership philosophies exist for handling change. That being said, the transformational leadership method is the main topic of this section. First, in order to support, maintain, and sustain change, transformational leadership techniques are essential. These include inspiring staff members to embrace the change and giving the resources and tools that are known to help achieve the goals of change (Sfantou et al., 2017).By communicating the change’s vision to the workforce and inspiring them to achieve the intended outcome, transformational leadership techniques are required to instill confidence in the workers during the transition (Sfantou et al., 2017).When to Stop Measuring ChangeIt is impossible to overstate the significance of evaluating change inside an organization. To start, measuring the change is essential to determining and sharing the process’s success, which will motivate people to embrace the project. It will be impossible to assess the success of the change without measuring it, and if people are unable to assess the change’s success, they might be reluctant to support it. Because everyone in the organization is aware of the benefits and expectations of the change, measuring it also helps to empower people to take action. Additionally, monitoring progress is necessary to understand how well the program is working and pinpoint areas that still require development (Sipes, 2020).ConclusionAll things considered, change is unavoidable. But without strong leadership and an efficient change management system, change cannot succeed. The provision of the instruments and frameworks required to maintain the change process calls for change management. The assessment, upkeep, and sustainability of the change process depend on successful leadership techniques including accountability, participative leadership, and effective communication. Measuring change is also crucial for gaining understanding of the program’s effectiveness and pinpointing areas that still require development (Sipes, 2020).ReferencesKhattak, M. N., Zolin, R., & Muhammad, N. (2020). Linking transformational leadership and continuous improvement: The mediating role of trust.Management Research Review,43,8, 931-950.Kotter, J. (2012). Change management vs change leadership—what’s the difference? [Video].YouTube.https://www.youtube.com/watch?v=2ssUnbrhf_U&t=46sKotter, J. (n.d.).The 8-step process for leading change. https://www.kotterinc.com/8-steps-process-for-leading-change/Seljemo, C., Viksveen, P., & Ree, E. (2020). The role of transformational leadership, job demands and job resources for patient safety culture in Norwegian nursing homes: across-sectional study.Bmc Health Services Research,20,Sfantou, D., Laliotis, A., Patelarou, A., Sifaki-, P. D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings:A Systematic Review.Healthcare,5,4, 73.Sipes, C. (2020).Project management for the advanced practice nurse(2nd ed.). Springer Publishing CompanyPEER # 2Quennie XserenityQuennie XSerenity Main PostChange is, indeed, inevitable; however, not all changes are bad.  To grow, we must change.Change management describes the processes for how the change can be achieved, while change leadership describes influencing and focusing on the change.  Basically, change leadership is a proactive approach to change management.  It is essential to differentiate between change management, or the tools, processes, and techniques used to help people progress through change, and change leadership, or the style, attributes, values, and behaviors of the person creating the momentum.According to John Kotter Leadership Vs management (n.d.), managers carry out the strategic plans that leaders develop.  While managers focus on the present and manage change, leaders focus on the future and create change.  Managers focus on the here and now, while leaders look at the long-term big picture.There are eight steps for leading change (Kotter, n.d.).  First, create a sense of urgency.  Inspire people to act and pursue a vision of the future.  Second, build a guiding coalition.  “A volunteer network needs a coalition of committed people – born of its own ranks – to guide it, coordinate it, and communicate its activities” (Kotter, n.d.).  Third, form a strategic vision.  Clearly differentiate how the present and future will differ from the past.  Fourth, enlist a volunteer army.  This army must be unified in the pursuit of achieving the goal together.  Fifth, enable action by removing barriers.  Clear the way and remove obstacles that slow things down.  Sixth, generate short-term wins.  Small wins should be recognized, collected, and communicated, early and often, to energize volunteers to continue.  Seventh, sustain acceleration by pressing harder after successes.  Finally, institute change by articulating the connections between new behaviors and organizational success, ensuring they continue until they become strong enough to replace old habits.References:John Kotter Leadership Vs. management | theory & functions. (n.d.). https://study.com/academy/lesson/john-kotters-leadership-vs-management-theory.htmlKotter, J. (n.d.).The 8-step process for leading changeLinks to an external site.Links to an external site.. https://www.kotterinc.com/8-steps-process-for-leading-changeSwift, C. (2023, April 12). Change leadership vs change management. Accipio. https://www.accipio.com/eleadership/change-management/change-leadership-vs-change-management/#:~:text=Clearly%2C%20change%20leadership%20describes%20influencing,the%20change%20can%20be%20achieved.Discussio.rubric.docxThis file is too large to display.View in new windowDISCUSSION_CHANGE.docxDISCUSSION.EVALUATING AND SUSTAINING CHANGERead a selection of your colleagues’ responses and respond to two of your colleagues by expanding upon your colleague’s post or offering an alternative perspective on the influence of leadership in evaluating, maintaining, and sustaining change in an organization.PEER #1Laura Assanga EyongIntroductionTransition leadership and management are two of the key components that influence whether an organizational transition is successful. Any project meant to bring about change inside an organization needs to be supported and carried out within their sphere of influence by effective leadership and management that have an impact on the individuals undergoing the change (Sfantou et al., 2017).As a result, leadership plays a number of roles in assessing, preserving, and advancing change. The purpose of this debate is to compare leadership approaches to the procedures for evaluating and maintaining change in a healthcare organization, as well as the differences between change management and change leadership. The topic of discussion covers the role that leadership plays in assessing, preserving, and promoting change as well as the necessity of monitoring change inside an organization.Change Management and Change LeadershipThe process that assists teams and entire organizations in implementing change into their daily operations is known as change management. The team can navigate toward the procedures and activities involved in change projects through change management. In addition, change management offers the frameworks and instruments required to maintain control over procedures and actions. transition management reduces potential distractions during the transition process in this way. In terms of change leadership, this refers to the motivating factors required to support the change via procedures for persuading individuals to accept and support the change as well as a common vision (Kotter, 2012).Leadership Approach in Sustaining ChangeEffective leadership techniques are required to sustain change, facilitate organizational transitions, and help staff members comprehend and accept changes to the work environment. Thus, good communication is the first leadership strategy for maintaining change. That is, in order to inform, update, and encourage individuals, good communication is required. Participatory leadership is the second leadership strategy, which focuses on maintaining change. In this case, encouraging people to participate in the process is the main goal (Kotter, n.d.). Additionally, there is the method of holding the change process accountable. That is to say, the leadership must take responsibility for the change, honor commitments, and ensure that others follow suit.Leadership Function in Evaluating and Sustaining ChangeAccording to Seljemo, Viksveen, and Ree (2020), leadership is the primary force behind change, and as such, it is essential to the assessment, upkeep, and sustainability of change. To begin with, leadership is required to decide whether or not change is necessary. To start the transition, the leadership must provide resources, both financial and human. Leadership serves as a role model for the followers during the shift by leading the charge to support the change. In order to maintain change and reduce fear, leadership must communicate the change (Kotter, n.d.). Leadership’s role in maintaining change is to address employee resistance to change by paying attention to and addressing the employee’s concerns.Leadership Influence on AimsDifferent leadership philosophies exist for handling change. That being said, the transformational leadership method is the main topic of this section. First, in order to support, maintain, and sustain change, transformational leadership techniques are essential. These include inspiring staff members to embrace the change and giving the resources and tools that are known to help achieve the goals of change (Sfantou et al., 2017).By communicating the change’s vision to the workforce and inspiring them to achieve the intended outcome, transformational leadership techniques are required to instill confidence in the workers during the transition (Sfantou et al., 2017).When to Stop Measuring ChangeIt is impossible to overstate the significance of evaluating change inside an organization. To start, measuring the change is essential to determining and sharing the process’s success, which will motivate people to embrace the project. It will be impossible to assess the success of the change without measuring it, and if people are unable to assess the change’s success, they might be reluctant to support it. Because everyone in the organization is aware of the benefits and expectations of the change, measuring it also helps to empower people to take action. Additionally, monitoring progress is necessary to understand how well the program is working and pinpoint areas that still require development (Sipes, 2020).ConclusionAll things considered, change is unavoidable. But without strong leadership and an efficient change management system, change cannot succeed. The provision of the instruments and frameworks required to maintain the change process calls for change management. The assessment, upkeep, and sustainability of the change process depend on successful leadership techniques including accountability, participative leadership, and effective communication. Measuring change is also crucial for gaining understanding of the program’s effectiveness and pinpointing areas that still require development (Sipes, 2020).ReferencesKhattak, M. N., Zolin, R., & Muhammad, N. (2020). Linking transformational leadership and continuous improvement: The mediating role of trust.Management Research Review,43,8, 931-950.Kotter, J. (2012). Change management vs change leadership—what’s the difference? [Video].YouTube.https://www.youtube.com/watch?v=2ssUnbrhf_U&t=46sKotter, J. (n.d.).The 8-step process for leading change. https://www.kotterinc.com/8-steps-process-for-leading-change/Seljemo, C., Viksveen, P., & Ree, E. (2020). The role of transformational leadership, job demands and job resources for patient safety culture in Norwegian nursing homes: across-sectional study.Bmc Health Services Research,20,Sfantou, D., Laliotis, A., Patelarou, A., Sifaki-, P. D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings:A Systematic Review.Healthcare,5,4, 73.Sipes, C. (2020).Project management for the advanced practice nurse(2nd ed.). Springer Publishing CompanyPEER # 2Quennie XserenityQuennie XSerenity Main PostChange is, indeed, inevitable; however, not all changes are bad.  To grow, we must change.Change management describes the processes for how the change can be achieved, while change leadership describes influencing and focusing on the change.  Basically, change leadership is a proactive approach to change management.  It is essential to differentiate between change management, or the tools, processes, and techniques used to help people progress through change, and change leadership, or the style, attributes, values, and behaviors of the person creating the momentum.According to John Kotter Leadership Vs management (n.d.), managers carry out the strategic plans that leaders develop.  While managers focus on the present and manage change, leaders focus on the future and create change.  Managers focus on the here and now, while leaders look at the long-term big picture.There are eight steps for leading change (Kotter, n.d.).  First, create a sense of urgency.  Inspire people to act and pursue a vision of the future.  Second, build a guiding coalition.  “A volunteer network needs a coalition of committed people – born of its own ranks – to guide it, coordinate it, and communicate its activities” (Kotter, n.d.).  Third, form a strategic vision.  Clearly differentiate how the present and future will differ from the past.  Fourth, enlist a volunteer army.  This army must be unified in the pursuit of achieving the goal together.  Fifth, enable action by removing barriers.  Clear the way and remove obstacles that slow things down.  Sixth, generate short-term wins.  Small wins should be recognized, collected, and communicated, early and often, to energize volunteers to continue.  Seventh, sustain acceleration by pressing harder after successes.  Finally, institute change by articulating the connections between new behaviors and organizational success, ensuring they continue until they become strong enough to replace old habits.References:John Kotter Leadership Vs. management | theory & functions. (n.d.). https://study.com/academy/lesson/john-kotters-leadership-vs-management-theory.htmlKotter, J. (n.d.).The 8-step process for leading changeLinks to an external site.Links to an external site.. https://www.kotterinc.com/8-steps-process-for-leading-changeSwift, C. (2023, April 12). Change leadership vs change management. Accipio. https://www.accipio.com/eleadership/change-management/change-leadership-vs-change-management/#:~:text=Clearly%2C%20change%20leadership%20describes%20influencing,the%20change%20can%20be%20achieved.Discussio.rubric.docxThis file is too large to display.View in new window12Bids(65)Miss DeannaDr. Ellen RMEmily ClareDr. Sarah BlakeMISS HILLARY A+abdul_rehman_Prof Double RDoctor.NamiraYoung NyanyaSTELLAR GEEK A+Prof. TOPGRADEJahky BProWritingGuruSheryl HoganUbaid TariqDr. Adeline ZoeTutor Cyrus KenDr. Sophie MilesWIZARD_KIMnicohwilliamShow All Bidsother Questions(10)economics helpFor wizard kimEassyConsider TechnologyStatistics for Business and EconomicsAC116 DB 1For A-Plus Writer OnlyThe Statement of Cash FlowsMGT. 435accounting to managers 2

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Home>Homework Answsers>Nursing homework helpHomeworkturn in on timea year ago06.02.202440Report issuefiles (1)healthhistory.docxhealthhistory.docxStudents will demonstrate knowledge of interviewing skills, the components of a health history, recording the
history data, and assigning three priorities after reviewing the data. A health history will be completed and submitted according to the grading rubric and course schedule. Students will submit a detailed subjective health history of a volunteering adult over 50 on the provided form. Students should not give identifying data on the patient – only the demographics requested in the grading rubric.· The health history assignment is SUBJECTIVE – interviewing and questioning the patient.· Each student will complete a comprehensive health history following the rubric provided below:Instructions:· Comprehensive health history is all subjective data. Consider the health history a chance for the patient to tell their story.· Find a friend or relative to complete an entire health history.· After completing, a detailed health history, students will document the results of the health history APA7—information on how to complete a health history is found inChapter 4, pages 70 to 88.Steps for the Health History:Subject-CriteriaPossible PointsPatient Demographics-Gender, age, ethnicity, and other social demographics as indicated (self-pay, Insurance)5Chief Complaint-Use the patient’s own words—one or more symptoms or concerns cause the patient to seek care.-Elaborate on the chief complaint; describes how each symptom developed.I-ncludes the patient’s thoughts and feelings about the illness.5History of Present Illness-Appropriate dimensions of cardinal symptoms are listed (including location, severity, quality, setting, chronology, aggravating/alleviating, and associated manifestations)-HPI narrative flows smoothly in a logical fashion-For those who favor mnemonics, the 8 dimensions of a medical problem can be easily recalled using OLD CARTS (Onset,Location/radiation,Duration,Character,aggravatingfactors,Relieving factors,Timing andSeverity).10Past Medical History-Lists childhood illnesses-Lists adult illnesses with dates for at least three categories: medical, surgical, and psychiatric.-Medication, Allergies-Includes health maintenance practices such as immunizations, screening tests, lifestyle issues, and home safety.5Current Health Status-Summary of general health status related to the present illness.5Family HistoryNarrative and Genogramhttps://genopro.com/genogram/medical/Links to an external site.-Outlines or diagrams of age and health or age and cause of death of siblings, parents, grandparents, and children.-Documents the presence or absence of specific illnesses in the family (e.g., hypertension, coronary artery disease)-The family pedigree shows at least three generations and involves the use of standardized symbols, which mark individuals affected with a specific diagnosis to allow for easy identification.10Risk assessment based on family history-Family history of a known or suspected genetic condition-Ethnic predisposition to certain genetic disorders-Consanguinity (blood relationship of parents)-Multiple affected family members with the same or related disorders-Earlier than expected age of onset of disease-Diagnosis in less-often-affected sex10Past Surgical History-Were they ever operated on, even as a child?-What year did this occur?-Were there any complications?5Social History-Have they ever smoked cigarettes? If so, how many packs per day and for how many years? If they quit, when did this occur?-Do they drink alcohol? If so, how much per day and what type of drink?-Any drug use, past or present, should be noted.-Work, family, friends, community support systems,5Sexual Activity-Do they participate in intercourse? With persons of the same or opposite sex?-Are they involved in a stable relationship?-Do they use condoms or other means of birth control?-Married? The health of the spouse? Divorced? Past sexually transmitted diseases?-Do they have children? If so, are they healthy? Do they live with the patient?5Work/Hobbies/Other-What sort of work does the patient do?-Have they always done the same thing? Do they enjoy it?-If retired, what do they do to stay busy? Any hobbies?5Review of systems (ROS)-Documentation of the presence or absence of common symptoms related to each major body system.-Consider asking a series of questions going from “head to toe.”-The questions asked to reflect an array of standard and critical clinical conditions (heart disease, diabetes, arthritis)-These disorders would only be recognized if the patient were explicitly prompted.· Format· General/skin/sleep· HEENT· Respiratory· Cardiovascular· Musculoskeletal· Endocrine· Gastrointestinal and Urinary· Neuro/psyc10Prevention and Health Promotion-At least one prevention activity.-At least three health promotion recommendations.10APA Guidelines & Writing StyleAPA (title page, margins, page numbers, headings, subheadings, citations); spelling; writing straightforward, concise, and professional.10Total100healthhistory.docxStudents will demonstrate knowledge of interviewing skills, the components of a health history, recording the
history data, and assigning three priorities after reviewing the data. A health history will be completed and submitted according to the grading rubric and course schedule. Students will submit a detailed subjective health history of a volunteering adult over 50 on the provided form. Students should not give identifying data on the patient – only the demographics requested in the grading rubric.· The health history assignment is SUBJECTIVE – interviewing and questioning the patient.· Each student will complete a comprehensive health history following the rubric provided below:Instructions:· Comprehensive health history is all subjective data. Consider the health history a chance for the patient to tell their story.· Find a friend or relative to complete an entire health history.· After completing, a detailed health history, students will document the results of the health history APA7—information on how to complete a health history is found inChapter 4, pages 70 to 88.Steps for the Health History:Subject-CriteriaPossible PointsPatient Demographics-Gender, age, ethnicity, and other social demographics as indicated (self-pay, Insurance)5Chief Complaint-Use the patient’s own words—one or more symptoms or concerns cause the patient to seek care.-Elaborate on the chief complaint; describes how each symptom developed.I-ncludes the patient’s thoughts and feelings about the illness.5History of Present Illness-Appropriate dimensions of cardinal symptoms are listed (including location, severity, quality, setting, chronology, aggravating/alleviating, and associated manifestations)-HPI narrative flows smoothly in a logical fashion-For those who favor mnemonics, the 8 dimensions of a medical problem can be easily recalled using OLD CARTS (Onset,Location/radiation,Duration,Character,aggravatingfactors,Relieving factors,Timing andSeverity).10Past Medical History-Lists childhood illnesses-Lists adult illnesses with dates for at least three categories: medical, surgical, and psychiatric.-Medication, Allergies-Includes health maintenance practices such as immunizations, screening tests, lifestyle issues, and home safety.5Current Health Status-Summary of general health status related to the present illness.5Family HistoryNarrative and Genogramhttps://genopro.com/genogram/medical/Links to an external site.-Outlines or diagrams of age and health or age and cause of death of siblings, parents, grandparents, and children.-Documents the presence or absence of specific illnesses in the family (e.g., hypertension, coronary artery disease)-The family pedigree shows at least three generations and involves the use of standardized symbols, which mark individuals affected with a specific diagnosis to allow for easy identification.10Risk assessment based on family history-Family history of a known or suspected genetic condition-Ethnic predisposition to certain genetic disorders-Consanguinity (blood relationship of parents)-Multiple affected family members with the same or related disorders-Earlier than expected age of onset of disease-Diagnosis in less-often-affected sex10Past Surgical History-Were they ever operated on, even as a child?-What year did this occur?-Were there any complications?5Social History-Have they ever smoked cigarettes? If so, how many packs per day and for how many years? If they quit, when did this occur?-Do they drink alcohol? If so, how much per day and what type of drink?-Any drug use, past or present, should be noted.-Work, family, friends, community support systems,5Sexual Activity-Do they participate in intercourse? With persons of the same or opposite sex?-Are they involved in a stable relationship?-Do they use condoms or other means of birth control?-Married? The health of the spouse? Divorced? Past sexually transmitted diseases?-Do they have children? If so, are they healthy? Do they live with the patient?5Work/Hobbies/Other-What sort of work does the patient do?-Have they always done the same thing? Do they enjoy it?-If retired, what do they do to stay busy? Any hobbies?5Review of systems (ROS)-Documentation of the presence or absence of common symptoms related to each major body system.-Consider asking a series of questions going from “head to toe.”-The questions asked to reflect an array of standard and critical clinical conditions (heart disease, diabetes, arthritis)-These disorders would only be recognized if the patient were explicitly prompted.· Format· General/skin/sleep· HEENT· Respiratory· Cardiovascular· Musculoskeletal· Endocrine· Gastrointestinal and Urinary· Neuro/psyc10Prevention and Health Promotion-At least one prevention activity.-At least three health promotion recommendations.10APA Guidelines & Writing StyleAPA (title page, margins, page numbers, headings, subheadings, citations); spelling; writing straightforward, concise, and professional.10Total100Bids(66)PROVEN STERLINGMiss DeannaDr. Ellen RMEmily ClareDr. Sarah BlakeMISS HILLARY A+abdul_rehman_Prof Double RDoctor.NamiraFortifiedYoung NyanyaSTELLAR GEEK A+Prof. TOPGRADEJahky BProWritingGuruSheryl Hogansherry proffTutor Cyrus KenDr. Sophie MilesWIZARD_KIMShow All Bidsother Questions(10)BUS 311 Week 2 DQs. Get an A++.Explain the need for ethical standards and behavior in auditing and the implications of unethical behavior on individual professionals, the profession, businesses, and the economy Understand professional responsibilities of an auditor and the nature of anlibrarysmarts onyits simple physics i’m just to busy to do it1. The mean rate of return on a stock is estimated at 20% while the volatility is 40%: The risk free interest rate is 5%:Discussion QuestionSHORT STRAIGHT ANSWERSaccountingMod 6 Disenglish homework

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Home>Homework Answsers>Nursing homework helpnursingDescribe a situation of ethical dilemma that you have experienced in practice and how it was resolved. (Saunders, 2014).Submission Instructions:Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources (within 5 years). Your initial post is worth 8 points.APA style writinga year ago07.02.20248Report issueBids(63)Miss DeannaDr. Ellen RMPROF_ALISTERSheryl HoganProf Double RDr. Sarah BlakeProf. TOPGRADEfirstclass tutorDoctor.NamiraDemi_Rosesherry proffMUSYOKIONES A+Dr CloverMISS HILLARY A+Discount AssigngrA+de plusJahky BDr. Everleigh_JKColeen AndersonIsabella HarvardShow All Bidsother Questions(10)Member of Operations TeamAssignment 3.2: Deliverable — Profiling the Customer Classpayment link1400words should make sure to be AFor Professor GoodmanWorld Cultures 2 AssignmentSee descriptionBUS 311Support, Progress, and MotivationWageweb conducts surveys of salary data and presents summaries

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Home>Homework Answsers>Nursing homework helpDNPNURSEPart 1: Literature Review: Be sure you have completed all required sections of the template (PDF)Part 2: Critical Assessment -Reflect on comments from colleagues in response to your Week 10 Discussion post. Apply feedback of value to you in completing your synthesis of evidence to inform a practice change initiative focusing on quality improvement.EvidenceSynthesisandRecommendationForm.pdfa year ago05.02.202410Report issueBids(70)Miss DeannaDr. Ellen RMnicohwilliamPROF_ALISTERSheryl HoganProf Double REmily ClareDr. Sarah BlakeProf. TOPGRADEDoctor.NamiraDemi_Rosesherry proffMUSYOKIONES A+Dr CloverMISS HILLARY A+Discount AssigngrA+de plusJahky BProWritingGuruDr. Everleigh_JKShow All Bidsother Questions(10)EXPERT_RESEARCHERLEG500 Final Part 1 and 2Business Operations, And The Criticality And Priorities Associated With The InformationDiscussion Question 1The Rock Insurance Case study in a previous moduleIssues with the common law of contracts gave rise to the need for the Uniform Commercial Code (UCC), which has now been adopted, at least in part, by every state in the United States. Identify two issues with the common law of contracts that have been adRead the following case study and then answer the question which follows:

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Home>Homework Answsers>Nursing homework helpnursingEndocrine Function:C.B. is a significantly overweight, 48-year-old woman from the Winnebago Indian tribe who had high blood sugar and cholesterol levels three years ago but did not follow up with a clinical diagnostic work-up. She had participated in the state’s annual health screening program and noticed that her fasting blood sugar was 141 and her cholesterol was 225. However, she felt “perfectly fine at the time” and could not afford any more medications. Except for a number of “female infections,” she has felt fine until recently. Today, she presents to the Indian Hospital general practitioner complaining that her left foot has been weak and numb for nearly three weeks and that the foot is difficult to flex. She denies any other weakness or numbness at this time. However, she reports that she has been very thirsty lately and gets up more often at night to urinate. She has attributed these symptoms to the extremely warm weather and drinking more water to keep hydrated. She has gained a total of 65 pounds since her last pregnancy 14 years ago, 15 pounds in the last 6 months alone.Case Study QuestionsIn which race and ethnic groups is DM more prevalent? Based on C.B. clinical manifestations, please compile the signs and symptoms that she is exhibiting that are compatible with the Diabetes Mellitus Type 2 diagnosis.If C.B. develop a bacterial pneumonia on her right lower lobe, how would you expect her Glycemia values to be? Explain and support your answer.What would be the best initial therapy non-pharmacologic and pharmacologic to be recommended to C.B?Submission Instructions:APA style writing!!!!Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources. Your initial post is worth 8 points.a year ago07.02.202410Report issueBids(65)Miss DeannaDr. Ellen RMnicohwilliamPROF_ALISTERSheryl HoganProf Double REmily ClareDr. Sarah BlakeProf. TOPGRADEDemi_Rosesherry proffMUSYOKIONES A+Dr CloverDiscount AssigngrA+de plusJahky BProWritingGuruDr. Everleigh_JKColeen AndersonIsabella HarvardShow All Bidsother Questions(10)akdkljdFinalsExp19_Excel_Ch05_HOEAssessment_Fine_Artsee belowPlea Bargain DebateDecision Making Case helpDiscussion about The surrogate roleCMVweek disc socialAdolescents mental health

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