Defenses to Malpractice and Risk Management Techniques

Defenses to Malpractice and Risk Management Techniques
Defenses to Malpractice and Risk Management Techniques

Defenses to Malpractice and Risk Management Techniques

Order Instructions:

Look at this case and respond to the 3 main points raise in the question, it is critical that the writer detail out the respond to the question clearly using credible sources and past case laws to support your stand on the case.

Take the malpractice case below and discuss the defenses that may be raised in that case. Discuss how the incident could have been prevented. What risk management techniques could have been used?

Case Study : Malpractice Action Brought by Yolanda Pinnelas
People Involved in Case:
Yolanda Pinnelas-patient
Betty DePalma, RN, MS-nursing supervisor
Elizabeth Adelman, RN, recovery room nurse
William Brady, M.D., plastic surgeon
Mary Jones, RN-IV insertion
Carol Price, LPN
Jeffery Chambers, RN-staff nurse
Patricia Peters, PharmD-pharmacy
Diana Smith, RN
Susan Post, JD-Risk Manager
Amy Green-Quality Assurance
Michael Parks, RN, MS, CNS-Education coordinator
SAFE-INFUSE-pump
Brand X infusion pump
Caring Memorial Hospital
Facts:
The patient, Yolanda Pinellas is a 21-year-old female admitted to Caring Memorial Hospital for chemotherapy. Caring Memorial is a hospital in Upstate New York. Yolanda was a student at Ithaca College and studying to be a music conductor.
Yolanda was diagnosed with anal cancer and was to receive Mitomycin for her chemotherapy. Mary Jones, RN inserted the IV on the day shift around 1300, and the patient, Yolanda, was to have Mitomycin administered through the IV. An infusion machine was used for the delivery. The Mitomycin was hung by Jeffrey Chambers, RN and he was assigned to Yolanda. The unit had several very sick patients and was short staffed. Jeffery had worked a double shift the day before and had to double back to cover the evening shift. He was able to go home between shift and had about 6 hours of sleep before returning. The pharmacy was late in delivering the drug so it was not hung until the evening shift. Patricia Peters, PharmD brought the chemotherapy to the unit.
On the evening shift, Carol Price, LPN heard the infusion pump beep several times. She had ignored it as she thought someone else was caring for the patient. Diana Smith, RN was also working the shift and had heard the pump beep several times. She mentioned it to Jeffery. She did not go into the room until about forty-five minutes later. The patient testified that a nurse Updated: June 2014 MN506- Unit 9 Page 3 of 5
came in and pressed some buttons and the pump stopped beeping. She was groggy and not sure who the nurse was or what was done.
Diana Smith responded to the patient’s call bell and found the IV had dislodged for the patient’s vein. There was no evidence that the Mitomycin had gone into the patient’s tissue. Diana immediately stopped the IV, notified the physician, and provided care to the hand. The documentation in the medical record indicates that there was an infiltration to the IV.
The hospital was testing a new IV Infusion pump called SAFE-INFUSE. The supervisory nurse was Betty DePalma, RN. Betty took the pump off the unit. No one made note of the pump’s serial number as there were 6 in the hospital being used. There was also another brand of pumps being used in the hospital. It was called Brand X infusion pump. Betty did not note the name of the pump or serial number. The pump was not isolated or sent to maintenance and eventually the hospital decided not to use SAFE-INFUSE so the loaners were sent back to the company.

Betty and Dr. William Brady are the only ones that carry malpractice insurance. The hospital also has malpractice insurance.
Two weeks after the event, the patient developed necrosis of the hand and required multiple surgical procedures, skin grafting, and reconstruction. She had permanent loss of function and deformity in her third, fourth, and fifth fingers. The Claimant is alleging that, because of this, she is no longer able to perform as a conductor, for which she was studying.
During the procedure for the skin grafting, the plastic surgeon, Dr. William Brady, used a dermatome that resulted in uneven harvesting of tissue and further scarring in the patient’s thigh area where the skin was harvested.
The Risk Manger is Susan Post, J.D. who works in collaboration with the Quality Assurance director Amy Green. Amy had noted when doing chart reviews over the last three months prior to this incident that there were issues of short staffing and that many nurses were working double shifts, evenings and nights then coming back and working the evening shift. She was in the process of collecting data from the different units on this observation. She also noted a pattern of using float nurses to several units. Prior to this incident the clinical nurse specialist, Michael Parks, RN, MS, CNS, was consulting with Susan Post and Amy Green about the status of staff education on this unit and what types of resources and training was needed.

Resources

Anselmi, K. K. (2012). Nurses’ personal liability vs. employers’ vicarious liability. MEDSURG Nursing, 21(1), 45–48.

American Nurses Association Nursing World. (2009). Patient safety: Rights of registered nurses when considering a patient assignment. Retrieved from http://www.nursingworld.org/MainMenuCategories/Policy-Advocacy/Positions-and-Resolutions/ANAPositionStatements/Position-Statements-Alphabetically/Patient-Safety-Rights-of-Registered-Nurses-When-Considering-a-Patient-Assignment.html

Essentials of Nursing Law and Ethics
Chapter 5: “Defenses to Negligence or Malpractice”
Chapter 6: “Prevention of Malpractice”
Chapter 7: “Nurses as Witnesses”
Chapter 8: “Professional Liability Insurance”
Chapter 9: “Accepting or Refusing an Assignment/Patient Abandonment”
Chapter 10: “Delegation to Unlicensed Assisted Personnel”

SAMPLE ANSWER

Defenses to Malpractice and Risk Management Techniques

Introduction

It is the mandate of every medical practitioner to take care of the clients entrusted under his care. The doctor should not harm the patients, and neither should they make the existing illness worse. This case involves Yolanda Pinellas a 21 year old cancer patient entrusted under the care of Jeffrey Chambers. The client was admitted at Caring Memorial Hospital for chemotherapy but suffered massive injuries after being left unattended for over forty minutes. Despite the fact that she rung the bell, the medical staff in charge did not hurry to assuage her pain. Medical malpractice occurs when the treatment administered by the physician leads to further injury to the client (Infusion Nurses Society, 2010). Notably, there was an infiltration to the IV and as a result Yolanda suffered necrosis of the hand requiring her to go through multiple surgical procedures, skin grafting, and reconstruction. During the skin grafting process, the surgeon, Dr. William Brady, used a dermatome resulting to uneven harvesting of tissue, further scarring the patient’s thigh area where the skin was harvested.

The Defenses In This Case

While medical practitioners together with the other health care providers are not required to be perfect they have the duty to act responsibly and use reasonable care in their medical profession (Wickham, 2006). In the case of Yolanda VS Caring Memorial Hospital, Diana Smith, working during the shift heard the pump beep several times. She immediately alerted Jeffrey who was entrusted to take care of the client. Jeffrey did not take swift action as required, Diana went to the room after 40 minutes and discovered that IV had dislodged for the patient’s vein. She cross-checked and found that there was no evidence that the Mitomycin had gone into the patient’s tissue. Later it was discovered that indeed Mitomycin had gone to her tissue leading to massive injuries.

In Diana’s case, the practitioners were not apathetic, Diana responded to the patient’s bell. She took the right precautions by immediately stopping the IV, notifying the physician, and providing the necessary care to the hand. The major cause of the harm caused to Yolanda was not as a result of negligence. The Risk Manager Susan Post had noted over the last three months prior to the incidence that there were challenges of short staffing. Moreover, the nurses were working double shifts like Jeffery and this could compromise on their performance. Often the hospital assigned float nurses to several units (Sauerland, 2007). The hospital was in the process of implementing a training program to bolster the staff performance. In this case the damages that Yolanda occurred can be blamed on multiple acts of negligence, the burden of proof lies with the plaintiff to proof that more likely than not, the injuries she incurred were as a result of a particular negligent act.

How The Incident Could Have Been Avoided

This incident could be avoided by foremost ensuring that the ward in which Yolanda was admitted was sufficiently staffed because there were critically ill patients admitted in that ward. Infiltration which caused the leaking of the IV fluid could have been avoided if only one practitioner was assigned to conduct the operation. The staff who inserted the IV was not the one who administered the drug through the infusion machine. The practitioner should have applied a splint for stability and to prevent dislodging the IV infusion machine (Infusion Nurses Society, 2010).The hospital should have ensured that only qualified, chemotherapy-certified nurses trained in venipuncture are allowed to allowed administer vesicants. When Diana Smith heard the first bell from the client she should have respondent aptly knowing that the ward comprised of critically ill patients.

Management techniques That Could Have Been Used

During the administration of IV fluid the practitioner should have chosen a large vein with good blood flow for the placement of infusion machine. This would have minimized chances of infiltration (Ener, 2004). The venipuncture site must have been monitored closely to make sure that there was no infiltration, pain or discomfort.

References

Ener R., A. (2004). Extravasation of systemic hemato-oncological therapies. Ann Oncol. June;15(6):55-62.

Infusion Nurses Society (2010). Infusion Nursing. [3rd edition]  2010

Sauerland C,. A.(2007). Vesicant extravasation part I: Mechanisms, pathogenesis, and nursing care to reduce risk. Oncol Nurs Forum. 2007  Nov 27;33(6):114-41.

Schrijvers DL. Extravasation: a dreaded complication of chemotherapy. Ann Oncol. 2003;14 Suppl 3:iii26-30.

Wickham, R.(2006). Vesicant extravasation part II: Evidence-based management and continuing controversies. Oncol Nursing Forum. November 27;33(6):1143-50.

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Health based nursing research reforms

Health based nursing research reforms
Health based nursing research reforms

Health based nursing research reforms

Order Instructions:

Take note that this paper comes in two sections and each section is suppose to have its reference list at the end of that section. For section A, you will have to paste the link to the article used for the critique, and also any references used in the paper. and for section you will provide 4 minimum references from credible pear review sources. remember to follow proper rules on how to critique an article.

SECTION A (1 page)
Health Reform Shaped by Nursing Research
Critique a reliable internet source that describes a health reform-related public policy that was shaped or influenced by the application of nursing research in the U.S and should not be more than 5 years old. Also post the link to the internet source at the end of your paper.

Paste the link at the end of this section, which will directly link the reader to the article use for the critique.

SECTION B (1 page) ( 4 references minimum)
For this section, refer to 111521 and 111489 to better understand this section as those sections will have some reasonable information to the writer a better understanding of the amendment we are working on.

Compare two ethical principles and three measurable goals that would support passage by Congress of your amendment hear below.
The public policy problem is that section 2713 requires organizations to provide their workers with birth control as part of their insurance coverage. The public policy question is: should the federal government mandate that organizations can choose whether or not to provide contraceptive services to employees as part of their insurance coverage? The public policy resolution is an amendment to section 2713(a) (4) of PL 111-148 that would say: organizations – both for-profit and non-profit organizations – have the option of either offering their employees birth control as part of their insurance coverage or not to offer contraceptive services (Cauchi, 2014).

Resources.
Surprise: Obamacare is helping not harming traditional healthcare
Yahoo Fianance < http://finance.yahoo.com/news/a-surprise-obamacare-development–the-old-system-gets-stronger-191500716.html?soc_src=copy > [8/22/2014]

New Obama birthcontrol fixes for religious groups
< http://finance.yahoo.com/news/obama-offers-accommodations-birth-control-172442035–finance.html?soc_src=copy > [8/22/2014]

Democrats reframe debate on health care
< http://news.yahoo.com/dems-reframe-election-debate-health-082837822.html?soc_src=copy > [8/22/2014]

State Laws and actions challenging certain health reforms Richard Cauchi (2014) < http://www.ncsl.org/research/health/state-laws-and-actions-challenging-ppaca.aspx > [8/31/2014]

Top U.S. health advisor wants end to partisan fighting over Obamacare
< http://news.yahoo.com/top-u-health-adviser-wants-end-partisan-fighting-205047831.html?soc_src=copy > [9/9/2014]

Ouch, the bill for Obama care coming due
< http://finance.yahoo.com/news/ouch-bill-obamacare-coming-due-141800039.html > [9/9/2014]

One place we don’t see Obamacare working-Our pay check
< http://www.vox.com/2014/9/11/6130611/health-and-wages > [9/12/2014]

SAMPLE ANSWER

Health based nursing research reforms

The reforms in the health sector have been researched by various researchers in the nursing field. One of the highly recognized researchers that came up with a series of reforms in the health sector is the IOM report as by the committee of Robert Wood Foundation. Their research methodology was very efficient given the breadth of the area of study. Survey was used in observing the practitioners in the field and the use of questionnaires in collecting the data was very recommendable in their study.

The findings came were analyzed and the researchers recommended the changes that were to be effected in the field so that the field could be running effectively and smoothly. The first finding according to the researchers is that nurses in the U.S do not practice their nursing fully due to a variety of historical, regulatory and policy barriers which have limited the ability and scope of practice of the nurses (IOM, 2011, chapter 3). In regard to this barrier the researchers recommended that there is need for standardization of policies of practice by the nurses in all over the states of America. Once the rules have been standardized then the staff turnover will be reduced and any nurse can work at any hospital within the United States (Montgomery & Keegan, 2013, p. 59). All nurses should be allowed fully to the degree of their knowledge without limitations. Secondly the researchers found out that the education levels of the nurses were never advanced and therefore recommended that nurses should achieve higher education training through an improved education system that promotes seamless academic progression (IOM, 2011, chapter 4). Thirdly they found out that the nurses were not cooperating fully with the physicians. They recommended that nurses should be full partners with physicians and other health professionals in redesigning the healthcare system in United States (IOM, 2011, chapter 5). Laureate &Grey (2010, p.4) refer to this as the change in the practice model for the better achievement of results and effective flow of work in the working environment. Fourthly, the researchers’ findings revealed a lapse in the patient management of information. The researchers recommended effective workforce planning and policy making require better data collection and an improved information structure (IOM, 2011, chapter 6).

Reference

IOM (Institute of Medicine). 2011. The Future of Nursing: Leading Change, Advancing Health.

Washington, DC: The National Academies Press. Retrieved from

http://thefutureofnursing.org/sites/default/files/Future%20of%20Nursing%20Report_pdf

Montgomery, B. & Keegan, L., 2013. Holistic nursing: A handbook for practice (6th ed.).

Holistic nursing association: United States. Retrieved from http://books.google.co.ke/books?h

Laureate, L., & Grey, M., 2010.  Pitt nurse. University of Pittsburgh School of Nursing

Magazine. Retrieved from http://www.nursing.pitt.edu/pitt_nurse/archive/pittnurse_winter2010.pdf

One of the ethical principles is the principle of autonomy. This principle stands for independence and the ability to be self directed. According to this principle everyone has a right to self-determination and arte entitled to decide what happens to the life. Adults have the ability to think and capacity to consent to or refuse the treatment. This amendment will provide that everyone’s wishes are respected even if they do not agree to them. Mandating that the insurance companies cover the contraceptives, sterilizations and drugs or devices that are meant to induce the expulsion of human embryo would violate the consciences of many Americans which shall be against the promises made by president Obama (Centre for Medicare and Medical Services, 2011).

The other ethical principle is justice to all. This requires that all clients be treated equally irrespective of the origin, race or occupation. This principle stands to equalize those who are in the job market and those who are not. The bill is unfair because it concentrates on providing the contraceptives to those people who are in working in organizations or companies. Those who work in the private sector or who do not work will have not been affected by this bill. According to the National Catholic Bioethics Center (2010) pregnancy is not a disease and therefore contraceptives, sterilizations and abortifications should not be included as mandated preventive services. Therefore amending t he bill will ensure that both the workers and those who are not working are all treated equally.

One of the measurable goals is public education in regard to the use of the contraceptives their side effects and other better birth control methods. Another measurable goal is workers engagement in understanding the need for the amendment. The amendment should be expressed fully to the workers explaining to them why we need the amendments. Once they have understood then the need for the amendment then they can be the first ones to campaign for the amendment. The third measurable goal is engage organizations and groups that stand against the bill. for instance the religious group[s such as the Catholics are on record for opposing this bill, therefore engaging them in the amendment process will give more support to the amendment. The amendment should have the support of as many people as possible and one of the ways is to use such organizations.

References

Centers for Medicare & Medicaid Services, 2011. File Code CMS-9992-IFC2. Submitted

 Electronically Via Email. Family Research Council , Washington, DC

U.S. Department of Health and Human Services, 2011. “Women’s Preventive Services: Required

Health Plan Coverage Guidelines,” retrieved from http://www.hrsa.gov/womensguidelines/

The National Catholic Bioethics Center, 2010. File Code OCIIO 9999.  Philadelphia. Retrieved from www.ncbcenter.org

Morici, P., 2014. Ouch, the Bill for ObamaCare Coming Due.          http://finance.yahoo.com/news/ouch-bill-obamacare-coming-due-141800039.html

Newman, R., 2014. Surprise: Obamacare is helping, not harming, traditional healthcare.

Retrieved from http://finance.yahoo.com/news/a-surprise-obamacare-development–the-old-system-gets-stronger-191500716.html?soc_src=copy

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Balancing Profitability, Corporate Social Responsibility and Sustainability

Balancing Profitability, Corporate Social Responsibility and Sustainability
Balancing Profitability, Corporate Social                            Responsibility and Sustainability

Balancing Profitability, Corporate Social Responsibility and Sustainability

Order Instructions:

Entrepreneur Richard Branson noted recently in his LinkedIn blog that, “The entrepreneurs who will succeed in 2014 will need to focus upon having a purpose beyond profit for their business.” To what extent do you agree or disagree with this? Justify your reasons with reference to relevant literature.

Essay Plan for topic 2.

Entrepreneur Richard Branson noted recently in his LinkedIn blog that, “The entrepreneurs who will succeed in 2014 will need to focus upon having a purpose beyond profit for their business.” To what extent do you agree or disagree with this? Justify your reasons with reference to relevant literature.

Background /Introduction
Richard Branson is an internationally known British entrepreneur who has developed a significant brand called Virgin which has operated across multiple sectors ranging from record stores, airlines, trains and even a bank. Branson in his Linked In column is utilising his role as a respected leader with a reputation for an interest in corporate social responsibility to stimulate the readership with his commentary on emerging market opportunities and entrepreneurial behaviour. Historic thought expressed by Friendman (1962) was that profit was the goal and once that goal has been attained in legal manner the company should be allowed to proceed ahead relatively unchecked.
Branson presents a more modern commentary which demonstrates the importance of entrepreneurship, job creation and its impact on the world economy linking his predictions for 2014 with the importance of considering the sustainability agenda and the rapid changes generated by technological advancement.

This essay will argue that Branson is smart in advocating the importance of highlighting the increasing awareness of corporate social responsibility to entrepreneurs and his readers. It will explore the role of Richard Branson as a thought leader and his awareness of ‘increased education among stakeholders in societies plays a role in influencing the expectations and perceptions of sustainable business practices’. It will be argued that Branson is demonstrating emotional intelligence with regards to his evaluation of what stakeholders are looking for sensing a need for purpose beyond profit. Daniel Goleman describes such intelligence as a ‘social radar’. Evidence of such is demonstrated within the Branson blog by his decision to operate a Branson Centre of Entrepreneurship which offer start up loans to socially responsible companies. This position is supported by Blaga (2013 p2.) who argues that the two core issues facing contemporary society are the Global Financial Crisis and global warming.
Branson is further demonstrating leadership within corporate social responsibility by utilising his brand to ‘adapt to change and to solve problems of a personal or social nature’. The essay will explore the areas of capital, technology, generational changes with Generation Y and the importance of stakeholders, particularly customers, influencing the behaviour of entrepreneurs to consider more than simply profit.

Preliminary conclusion
This essay will explore the correlation between motivation via for profit organisations, as described by Matt Michalewicz in Life in Half a Second (2013 p.125) as “the exchange rate between life and cash” and their ability to deliver both profitability and positive purpose. As Daniel Priestley points out in his book Become a Key Person of Influence (2011 p.103)
Two hundred years ago the wealthiest people owned tracts of land and sprawling farms. One Hundred years ago the wealthiest people owned massive factories and bustling production lines. Today the wealthiest people simply have big ideas that spread like wildfire.
Within the essay further evidence will be sought to both support and challenge the hypothesis presented by Branson and subsequent arguments highlighted in this plan.

Reference List

Blaga, S 2013 ‘Rethinking Business Sustainability’, Review of Economic Studies and Research, vol.1, pp 5-21

McCleskey, J. 2014 ‘Emotional intelligence and leadership: A review of the progress, controversy, and criticism’, International Journal of Organizational Analysis, vol. 22 no. 1, pp.76 – 93.

Svensson, G, Wood, G & Callaghan, M 2010, ‘A corporate model of sustainable business practices: An ethical perspective’, Journal of World Business, Vol 45, pp 336-345

Weerawardena, J, McDonald, R E & Sullivan Mort, G. 2010, ‘Sustainability of nonprofit organizations: An empirical investigation’, Journal of World Business, vol. 45, pp. 346–356

Priestley D, 2011, Become a Key Person of Influence, Ecademy Press, St.Albans, Great Britain.

Michalewicz M, 2013, Life In Half a Second, Hybrid Publishers, Melbourne, Australia.

Goleman D, 1999, Working with Emotional Intelligence, Bloomsbury Publishing, London, Great Britain.

Branson R, 2013, Big Ideas 2014: The Year of the Entrepreneur, LinkedIn Influencers, blog post, 11 December, viewed 20th August 2014

SAMPLE ANSWER

Balancing Profitability, Corporate Social Responsibility and Sustainability

Richard Branson is an internationally recognized British entrepreneur who has developed a significant brand called Virgin, which has operated across multiple sectors ranging from record stores, airlines, trains and even a bank. Branson in his Linked In column is utilizing his role as a respected leader with a reputation for an interest in corporate social responsibility to stimulate the readership with his commentary on emerging market opportunities and entrepreneurial behavior. Historic thought expressed by Friedman, as cited in Svensson, Wood and Callaghan 2010, p. 342) was that profit was the goal and once that goal has been attained in a legal manner the company should be allowed to proceed ahead relatively unchecked. Branson presents a more modern commentary, which demonstrates the importance of entrepreneurship, job creation and its impact on the world economy, linking his predictions for 2014 with the importance of considering the sustainability agenda and the rapid changes generated by technological advancement (Blaga 2013, p. 13). This essay will argue that Branson is smart in advocating the importance and of highlighting the increasing awareness of corporate social responsibility to entrepreneurs and his readers. It will explore the role of Richard Branson as a thought leader and his awareness of increased education among stakeholders in societies plays a role in influencing the expectations and perceptions of sustainable business practices, based on a critical analysis of particular sources.

Background

It will be argued that Branson is demonstrating emotional intelligence with regards to his evaluation of what stakeholders are looking for, sensing a need for purpose beyond profit. Daniel Goleman (1999, p.133) describes such intelligence as a ‘social radar’. Evidence of such is demonstrated within the Branson blog by his decision to operate a Branson Centre of Entrepreneurship, which offers start up loans to socially responsible companies. This position is supported by Blaga (2013, p. 2), who argues that the two core issues facing contemporary society are the Global Financial Crisis and global warming. Global financial crisis can be explained as the emergence of unstable economic environments which negatively impact on the growth curve of world economies. Just to mention but an example, the 2007-2008 Global Financial Crisis becomes the latest crisis that affected most countries whose currency is pegged on the dollar. The immediate effect of this crisis was the collapse of companies, which had to lay off employees because of the decreasing demand for their products. This led to a reduction in the purchasing power of the customers as well as a reduction in the propensity to purchase. From this example, it is made evident that the goal of profit making might fail to sustain a company if it does not leverage itself by use of lean production, sustainability and corporate social responsibility.

McCleskey (2014, p. 9) notes that Branson is further demonstrating leadership within corporate social responsibility by utilizing his brand to facilitate change while simultaneously solving both human problems that are both social and personal in nature. As a result, a deeper exploration of finance, capital, technology, generational changes with Generation Y and the importance of stakeholders, particularly customers, influencing the behavior of entrepreneurs to consider more than simply profit. Based on the commentary by Richard Branson, I agree that organizations need to focus beyond the profit maximization objective as this will facilitate their giving back to the community in which they operate. The thought of sharing in the success or the struggles of the society resonates towards the principle of corporate social responsibility (CSR). According to Goleman (1999, p. 34), this principle defines the ability of a company to self-regulate its activities by integrating business models where businesses can monitor and ensure that its activities comply with the laws, international norms and ethical standards. The hypothecation of corporate social responsibility principle is grounded on the need for companies to go beyond compliance and actively engage in promoting social good, which is beyond the profit making objective. It is argued that CSR triggers companies into engaging in actions that promote environmental conservation and this has a widespread impact on the stakeholders who include employees, customers, the communities and investors.

The applicability of CSR into the contextual statement presented by entrepreneur Richard Branson is supported by the opinions voiced by critiques of this business principle because it derails a business from its economic goals and roles. On the other hand, the proponents of CSR posit that it increases the long term profitability of a business by creating a long term relationship with the society so that it can enjoy a long lasting loyalty which in essence translates into increased profitability (Svensson, Wood, & Callaghan 2010, p. 10). There are other econometric researchers who conducted empirical researches and analysis which led to the conclusion that CSR has a neutral impact on the finances of a business thus companies can either embrace it or shun it depending on their preferences.  Acting as a seasoned venture capitalist, Branson, acting as the director of the Virgin Group of businesses has in the past used CSR to bond with the people (Svensson, Wood, & Callaghan 2010, p. 10). This exercise dates back to the 2008 report when the company benefited by increasing its global awareness and customer base by being a part of CSR initiatives.

On the other hand, political sociologist who showed interest in the topic researched on the context of neoliberalism, capitalism and globalization. To some extent, the statement by Branson depict a scenario equivalent to capitalism where the objective of profit making is clouding the vision of companies into making them capital oriented. By referring to 2014, Branson refers to a futuristic period where companies that invest in creating social movements to brand their products and services are likely to be more successful that capitalistic companies that only focus on increasing their profits. Looking at CSR from a consumer perspective draws a different picture. As cited by Goleman (1999, p. 80), consumers are likely to acknowledge and support companies that achieve their targets while conforming to helping the society in which they operate. The customers believe that these companies have to fund charities and support sporting activities among other social activities that will win over their loyalty. In the long run, the companies have nothing to lose if they failed to participate in CSR activities but they stand to gain for a relatively longer period of time when they go an extra mile into acting beyond the profit motive. In spite of my support for the statement voiced by Branson, it is still contentious on the position of an organization that stops pursuing profitability in order to support the growth and development of the society. This dilemma is noticeable especially in the companies that could embrace emerging technologies as tools for profit maximization (Weerawardena et al 2010, p.99). By following the advice given by Branson, it becomes impossible for a company to satisfy the needs of the society while taking advantage of technological advancement especially those that demand laying off of employees so as to create space for automation.

Apart from the growing need to invest in social corporate responsibilities, Branson brings out the importance of entrepreneurship and job creation and how it is likely to impact on global economies. The ability for a company to invest into bettering human resource through job creation resonates to the need for sustainability among industries. According to Friedman, the sole purpose of beginning a business is to make profits. The other side goals include the need to be an own boss, create employment and practice entrepreneurial skills. These are collective possibilities why people create businesses. On the side, modern businesses are looking for ways to form and promote businesses that conserve resource use. This concept is not only applicable in eco-businesses but all over the world. The current trend revolves around the need for sustainability. The concept goes further into seconding the need for lean production which has a direct correlation to sustainability. The technological agenda further supports the achievement of sustainability. According to Goleman (1999, p. 29), the term sustainability business is synonymous with green business. It describes the ability for a business enterprise to minimize on the negative impact of its operations on environment, the economy, society and community. The concept demands that a successful business has to meet a triple bottom line by making provisions for progression of human rights policies as well as the environment.

For a business to be described as sustainable or green, it has to meet the following criteria. First, it has to incorporate sustainability principles into its decision making processes. Second, it has to consider supplying environmental friendly services or products. These services have to be differentiated and innovative so as to replace the demand for non-green products and service (Weerawardena et al 2010, p. 99). Third, the business has to participate in activities that promote the attainment of a better environment as compared to its competitors while fourth, a sustainable business venture is that which has made a commitment to abide by environmental principles in the course of conducting its business operations. Apparently, the statement made by Branson has a direct reflection towards the emergence and increase of such business ventures in the year 2014 and the years to come. He suggests that instead of these companies chasing after profit maximization as their sole purpose of operation, they have to participate in bettering the environment by promoting the innovation and production of environmental friendly products (Michalewicz 2013, p. 91). They have to ensure that their industrial processes, manufacturing processes and products have to address the current environmental problems arising from global warming and an increase in the emission of carbon gases.

Branson does not disqualify the objective of profit maximization. In fact, organizations have to make profits for them to survive global competition and the uncertainties that come with global financial crisis. For instance, during the 2007-2008 Global financial crisis, companies that were not properly leveraged by maintaining proper financial back-ups plunged into deeper economic uncertainties. At times, the profits could be re-invested into the business so as to ensure that the organization survives economic uncertainties. Nonetheless, sustainability could usher in a new revolution that could provide a balance between profit maximization and caring for the environment since it defines the ability of a company to “meet the needs of the present world without compromising the ability of the future generations to meet their own needs” (Weerawardena et al 2010, p. 99). The sentiments made by Branson identify the inert abilities for companies to design business processes that make provision for the business to take advantage of environmental situations so as to promote social welfare by producing renewable resources. Apparently, the Brundtland Report seconds these statement as the report emphasizes on the need for a company to balance between profits, the planet and people (Priestley 2011, p. 55). In the words of Richard Branson, the ability for a company to be objective on other activities rather than profit making insinuates the need to balance the triple bottom line concept which revolves around balancing profit, people and the planet/ environment. This can be attained by revamping of the supply chain, and the distribution systems so as to promote business growth while ensuring that the environment and the society gain maximally from the process rather than engaging in activities that maximize profit at the expense of the environment and the society.

The convergence of sustainability and corporate social responsibility initiates a new dimension to the whole topic of profitability for businesses. This is because these two concepts are voluntary but have enormous impact on the name, the brand and the loyalty of the customers towards the business. Both sustainability and CSR create value for the customers, the suppliers, the investors and the environment thus it provides a balance that surpasses any economic benefits that can be derived from increasing profit margins. In the end, Branson shows his concern for two major concepts that are hardly advocated for by entrepreneurs because of their sensitivity (Branson 2013, p.20). These two act as economic mediators, thus, initiating a proliferated diversity towards business management and profit maximization. In conclusion, a critical analysis of the sources referenced above justifies the position of the Branson’s quote, and through that, the paper has managed to establish a multi-faceted perspective regarding the factors that are influential in the current economical field.

References

Blaga, S 2013 ‘Rethinking Business Sustainability’, Review of Economic Studies and Research, Vol. 1, pp 5-21.

Branson R, 2013, Big Ideas 2014: The Year of the Entrepreneur, LinkedIn Influencers, blog post, 11 December, viewed 20th August 2014.

Goleman D, 1999, Working with Emotional Intelligence, Bloomsbury Publishing, London. Great Britain.

McCleskey, J. 2014 ‘Emotional intelligence and leadership: A review of the progress, controversy, and criticism’, International Journal of Organizational Analysis, vol. 22 no. 1, pp.76 – 93.

Michalewicz M, 2013, Life in Half a Second, Hybrid Publishers, Melbourne, Australia.

Priestley D, 2011, Become a Key Person of Influence, E-academy Press, St. Albans. Great Britain.

Svensson, G, Wood, G & Callaghan, M 2010, ‘A corporate model of sustainable business practices: An ethical perspective’, Journal of World Business, Vol. 45, pp 336-345

Weerawardena, J, McDonald, R E & Sullivan Mort, G. 2010, ‘Sustainability of non-profit organizations: An empirical investigation’, Journal of World Business, vol. 45, pp. 346–356.

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Significant Management Challenges Gen Y Poses on Gen X

Significant Management Challenges Gen Y Poses on Gen X
Significant Management Challenges Gen Y Poses on Gen X

Significant Management Challenges Gen Y Poses on Gen X

Order Instructions:

Your system has the essay description which is below

Managing Gen “Y” poses significant challenges for the Gen “X” manager

explain how the concepts of early management theorists may be used to effectively improve the performance of a modern organisation. Using the following topic and a management theorist, or a number of theorists, from the following list, students should construct a solution that might prevent or mitigate the management and workforce challenges described in the question:

“Managing Gen “Y” poses significant challenges for the Gen “X” manager”.

Describe the situation surrounding the aging Gen “X” workforce and its managerial interaction with Gen “Y”. Which management theories can a Gen “X” manager learn and exploit in order to effectively manage a Gen “Y” workforce.”

Also try to connect the effect of the technology on both Gen X and Y

“Managing Gen “Y” poses significant challenges for the Gen “X” manager”.

Describe the situation surrounding the aging Gen “X” workforce and its managerial interaction with Gen “Y”.
Which management theories can a Gen “X” manager learn and exploit in order to effectively manage a Gen “Y” workforce.

Commentary and feedback will not normally be placed on a student’s submission. A separate grading sheet will be provided and attached to the paper with the examiner’s comments and grade. Papers will be returned in lectures, or tutorials, typically within 10 working days of submission.

Papers will be assessed against the following criteria with the examiner awarding one of the selection items (a) through (d) to the paper in each criteria. For this item, as a general rule, a=(up to) 10 marks, b=(up to) 7.5 marks, c=(up to) 5 marks, d=(up to) 3 marks. The examiner’s final comment has a maximum weighting of (up to) 10 marks :

1. Hurdle requirement Pass/Not Pass:

a. The item has been presented in the medium of written English. Sentences are structured and conform to academic writing guidelines. The paper has an identifiable structure including an introduction, a main body, and conclusion. The paper follows the Harvard Referencing Style. The examiner can proceed with further assessment.

b. The item has not been presented in the medium of written English and the examiner cannot proceed with further assessment. Sentences are not structured and do not conform to academic writing guidelines. The paper does not have an identifiable structure including an introduction, a main body, and conclusion. The paper does not follow the Harvard Referencing Style.

2. Theorists and concepts. This section has a total potential value of 10 marks

a. The paper comprehensively references one or more key management theorists and comprehensively explains their theories.

b. The paper effectively references at least one or more key management theorists and effectively explains their theories.

c. The paper adequately references at least one or more key management theorists and adequately explains his or her theories.

d. The paper does not adequately reference one or more management theorists, nor does it explain his or her theories.

3. Current practices. This section has a total potential value of 10 marks

a. The paper comprehensively identifies current practices in an organisation that can be improved, and describes why they need improvement.

b. The paper effectively identifies current practices in an organisation that can be improved, and describes why they need improvement.

c. The paper adequately identifies current practices in an organisation that can be improved, and describes why they need improvement.

d. The paper does not identify current practices in an organisation that can be improved, nor does it describe why they need improvement.

4. Application of management theory and principles learned in MGT5MPT. This section has a total potential value of 10 marks

a. The paper comprehensively describes management concepts learned in MGT5MPT and comprehensively explains how these might improve work practices in the contemporary workplace.

b. The paper effectively describes management concepts learned in MGT5MPT and effectively explains how these might improve work practices in the contemporary workplace.

c. The paper adequately describes management concepts learned in MGT5MPT and adequately explains how these might improve work practices in the contemporary workplace.

d. The paper does not describe management concepts learned in MGT5MPT, nor does it explain how these might improve work practices in the contemporary workplace.

5. Final Comment. This section has a total potential value of (up to) 10 marks.

Discuss with reference to one or more of the theorists below:

  • Babbage
  • Taylor
  • Fayol
  • Gant
  • Gilbreth
  • Follet
  • Max Weber
  • Barnard
  • Maslow

Please present a draft essay considering the matters above within 12 hours

SAMPLE ANSWER

Significant Management Challenges Gen Y Poses on Gen X

Generalization about generations and their universal features has become part of the modern world. The generalization relates to social, economic, educational, and cultural disparities between age groups and how they have been affected by the economy, culture, and technology. Due to the delayed retirement of the baby boomers and faster entry of young people into the marketplace, senior management is likely to deal with more than three generations. The workplace has developed to a community of diverse generations. Boomers are around 65 years old of age; generation X is about 30-45 years old, and the millennial group known as the generation Y are 20-30 years old. The work styles of these individuals are quite different; they have completely different opinions and views. Therefore, managing one generation by a manager from a different generation has become a big predicament that faces the organizations. Currently, most workplaces are occupied by generation X and Y whose age differences are not quite big but their ideas, lifestyles, and opinions are totally different (Remesar 2012, n.p.). To deal with this kind of disparity, the managers need to know the situation around these generations, and also the skills that manager X should learn to deal with the most ambitious and digital Gen Y for the betterment of the organization.

Comparison between Gen X and Gen Y

Generation X was born between 1965 and 1976. Thus, the group is currently between 35- 46 years old. Events that define every generation typically impact their lives by the time the individuals turn around twenty years old. Therefore, defining occasions for this generation were events such as Watergate, the AIDS epidemic, the popularity of MTV, the appearance of non-traditional families, and the development and fame of computers and the internet. This was the first generation to see their parents more work focused than family focused. Additionally, this generation saw a change in work, ethics, entertainment, business and government. Individuals of this Generation are skeptical, independent, and less loyal than the previous generation. They are more loyal than the next generation, and less enthusiastic to sacrifice their lives to work. According Erickson (2010, p.14), “They moved their focus from the ‘nose to the grindstone’ archetype of their grandparents, to the quality of life paradigm that supports free time and looks for a balance between play and work” .

Generation Y, or the millennials, were born between 1977- 1994; this generation is now aged between eighteen and thirty-four years of age. The marking life events for this generation were the great fall of the Berlin Wall, the Columbine learning institution shootings that occurred on September 11th, 2001 (Blazev 2014, p.9). Some events also included the deadly War in Iraq, Thailand and Indonesia, Tsunamis in Japan, and the popularity of iPods, cell phones, and iPads. This generation falls into three major personalities: the rebel the rationalist, and the sensualist; however, people may be a weighted combination of the three personalities.

Rationalists are ruled by motives where their goals are materialistic in nature with a monetary focus. These knowledge workers can excel in analysis work, accounting, development, and finance. Rebels are ruled by their desire to rule and of course rebel from the environment. Unlike the rationalist, this generation is not driven by monetary gains and is choosy yet ever motivated. It should be noted that the rebels are not often successful in a teamwork environment; however, promotion, sales, and product development suits this group. Sensualists are guided by sensual pleasure and look for pleasure, as an escapist, rather than power or monetary driven gains. Moreover, this generation craves for relationships and seeks ideas from other people (Remesar 2012, n.p.)

Millennials in overall have a worldwide perspective, are patriotic, optimistic, fast-paced multitaskers, assertive persons, self-learners, self-aware, spiritual, and have a “different or confused” value system. They are independent, determined, selectively commit to goals and stoic, and see endless information and new technology always. According to Saichev and Sornette (2011, p.345) of the Chicago University Business Review, most Americans are now working longer hours than before; she argues that this is creating antipathy in the generation Ys that are going into the workforce. Same way Remesar (2012, n.p.) says that the millennials are self-confident and self-aware of their own desire and goals, this group do not need “a lot of work and little life dynamic” as the previous generation and baby boomers” (Srinivasan 2012, p.52). Generation Ys want a very flexible life and work equality where they are always challenged. A study carried by Lowe (2010) reveals that regardless of where they come from, expect them to work in new, and a diverse ways based on their expected rhythms. They are not confined in the offices for more than 8 hours since they want to do other things. In order to attract Generation Y employees, managers should value time as currency; compressed schedules, telecommuting, flextime, and job sharing all appeal to generation Y.

This theory is very relevant to the conversation for managing the generational split. Some of the experts have suggested that as Gen Y enters the job market, there has been a constant shift in the dynamic of the workforce’s requirements (Srinivasan 2012, p.55).  It has been proposed by organizational psychologists that the preceding generations have been motivated and driven by their need for  Self-Esteem” in the workplace.  Employees before Generation Y have to put a higher value on factors such as title, salary, and respect from their bosses or colleagues. Conversely, millenials seem to put a higher premium on mentorship, work-life balance, and challenging the norms.  Some psychologists posit that this procedure began with Gen X’s climb the proverbial organizational ladder (Srinivasan 2012, p.50). It is currently manifesting itself in the preservation practices being implemented in organizations in order to attract, and importantly keep the Generation Ys on  staff.

Humanist Theory developed by Carl Rogers and Abraham Maslow concerns human beings and their ability to select choices throughout the life “within the constraints imposed by heredity, personal history, and the environment” (Remesar 2012, n.p.). The theory shows an existential drive for universal purpose and meaning. By self-assessment tools, cooperates are in a position to analyze knowledge employee behavior; it includes assessing important thinking, personal improvement and firm value added, and connections with colleagues through a self-reflection (Leask & Barron 2013, p.22). This self-assessment helps companies in accounting for employees’ existing development and generates a benchmark from which to consider the coming development and growth. Questionnaires are used in order to assess team or individual performance. In these questionnaires and through the workplace behaviors, expectancy, self-esteem, desire, and self-confidence are measured. It is very important to note, nonetheless that expectancy, self-esteem  self-confidence, and desire  are measured by the people based on what they expect the outcome to be, how brawny their desire for success are and the confidence with which they trail it. As such, results merely account for how each person or team feels as though they accomplished certain goals rather than weighing the superiority and success of the goal itself as compared to another teams or individual performance (Ramesar 2012, n.p.).

Technology has many effects on both of the generations that may be negative or positive. Leask & Barron (2013, p.31) say that the introduction of technology has molded individuals in Gen Y, who are lazy and hate hard work. He argues that there are cases when the physical interaction is needed not just sending emails to the offices. However, Erickson (2010, p.21) says that the introduction of technology has created people in generating Y who are smart and need very little exercise to perform firm’s activities. Additionally, the technological effects have eroded the origin culture of interaction. The Gen Y has online friends, and physical interaction is very limited to a few individuals. Many individuals in a workplace that belong to Gen X feel out of place, for those who do not understand these technological advances either boycott such duties or tell the digital group to assist them. As such, they feel they are not good enough for certain organization, hence, are not motivated and feel disappointed. The old employees also feel that the technological advances will rob them their position hence at times feel frustrated.

Following the delayed retirement and early entry of young people in the job market, managements have been faced to handle more than three different generations whose ideas and values differ. Gen Y and Gen X occupy most of the functions of the organizations. These groups are different in the way they do and perform their roles and air out their ideologies. They see the world in two different viewpoints. The Gen Y is known to be smart and digital while Gen X is described as manual and know little about the technologies as compared to Gen Y (Leask & Barron 2013, p.34). Following the aggressive nature of Gen Y, managers of Gen X have found it quite challenging managing this digital generation. Gen Y is fearless, respect the leaders according to their legacy and not age. For Gen X managers to successfully handle these individuals, they have to archive the command and control form of leadership and embark on motivational theories that ensure everyone has a role in the organization.

References

Erickson, TJ 2010, What’s Next, Gen X? : Keeping Up, Moving Ahead, And Getting The Career You Want, Boston, Mass: Harvard Business Press.

Leask, A, Fyall, A, & Barron, P 2013, ‘Generation Y: opportunity or challenge – strategies to engage Generation Y in the UK attractions’ sector’, Current Issues In Tourism, 16, 1, pp. 17-46, Hospitality & Tourism Complete.

Lowe, S 2010, Managing In Changing Times : A Guide For The Perplexed Manager, Los Angeles: Response Books.

Remesar, A 2012, Urban Regeneration. A Challenge For Public Art [1999]. Edition 2005, n.p.: Publicacions de la Universitat de Barcelona, RECERCAT

Saichev, A, & Sornette, D 2010, ‘Generation-by-generation dissection of the response function in long memory epidemic processes’, European Physical Journal B — Condensed Matter, 75, 3, pp. 343-355.

Srinivasan, V 2012, ‘Round Table: Multi generations in the workforce: Building collaboration’, IIMB Management Review, 24, pp. 48-66.

Blazev, AS 2014, Power Generation And The Environment, Lilburn, GA: The Fairmont Press, Discovery eBooks

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The health policy Research Assignment

The health policy
The health policy

The health policy

Order Instructions:

Is it possible for a health policy to fail due to cultural factors? How important is it for the community to get involved with the decision-making process during policy development?

You will recognize the significance in cultural awareness and health policy development. For this writing, consider community engagement in policy development.

Consider the importance of beliefs and behaviors when developing health policies. This is a 3 pages):
Answer the following Questions:
1. Explain the importance of culturally appropriate health policies.
2. Explain how one can develop a policy so that it gets the support of the community.
3. Explain how you might engage the community to be part of the voice when developing a policy.

Articles:

Campbell, D. (2011). Anthropology?s contribution to public health policy development. McGill Journal of Medicine, 13(1), 76.

Anthropology?s contribution to public health policy development by Campbell, D., in the McGill Journal of Medicing (MJM), 13(1). Copyright 2011 by McGill

University/Faculty of Medicine. Reprinted by permission of McGill University/Faculty of Medicine via the Copyright Clearance Center.

Lee, K., Buse, K. & Fustukian, S. (Eds.). (2002). Health policy in a globalising world. Cambridge, United Kingdom: Cambridge University Press.

Health policy in a globalizing world by Lee, K., Buse, K. & Fustukian, S. Copyright 2002 by Cambridge University Press. Reprinted by permission of Cambridge University Press via the Copyright Clearance Center.

Allen, T. & Heald, S. (2004). HIV/AIDS policy in Africa: What has worked in Uganda and what has failed in Botswana? Journal of International Development, 16(8), 1141?1154.
Retrieved from the Walden Library databases.

Porter, J. D. H. (2006). Epidemiological reflections of the contribution of anthropology to public health policy and practice. Journal of Biosocial Science, 38(1), 133?144.
Retrieved from the Walden Library databases.

Laureate Education (Producer). (2011). Global health and issues in disease prevention [Multimedia file]. Retrieved from https://class.waldenu.edu

Medical Care?s Role in Promoting Health,? featuring Stephen Bezruchka, MD

Fortier, J. (Director & Producer). (2008). Importance of culturally appropriate care for Native Americans [Video excerpt]. In L. Adelman (Executive producer),
Unnatural causes: Episode 4?Bad sugar. United States: Public Broadcasting Service. Retrieved from http://www.unnaturalcauses.org/video_clips_detail.php?res_id=77(c) California Newsreel, 2008. www.unnaturalcauses.org? Fortier, J. (Director & Producer). (2008).

Tohono Odham Community Action (TOCA)?Cultural renewal to improve health [Video excerpt]. In L. Adelman (Executive producer), Unnatural causes: Episode 4?Bad sugar. United States: Public Broadcasting Service. Retrieved from http://www.unnaturalcauses.org/video_clips_detail.php?res_id=46

Please apply the Application Assignment Rubric when writing the Paper.
I. Paper should demonstrate an excellent understanding of all of the concepts and key points presented in the texts.
II. Paper provides significant detail including multiple relevant examples, evidence from the readings and other sources, and discerning ideas.
III. Paper should be well organized, uses scholarly tone, follows APA style, uses original writing and proper paraphrasing, contains very few or no writing and/or spelling errors, and is fully consistent with doctoral level writing style.

IV. Paper should be mostly consistent with doctoral level writing style.

SAMPLE ANSWER

The increasing diversity of the healthcare spectrum comes with challenges and opportunities for healthcare providers, policy makers, and healthcare systems to develop and deliver culturally competent healthcare services. In the healthcare setting, cultural competence is defined as the ability of healthcare organizations and providers to deliver effectively healthcare services that satisfy the cultural, social, and linguistic patient needs, (Johnson et al, 2008). Culture is defined as incorporated models of human behavior. These include thoughts, language, actions, communications, beliefs, customs, values as well as institutions of religious, racial, ethnic and social groups. In essence culture is generally the way of life of a particular community (Galea, 2007). Benefits of culture include the ability of people to provide adequate preparation response as well as recovery from disaster based on their culture, it provides for a protective system that can provide comfort and reassurance, it also defines suitable behavior and provide a support system that identifies a shared dream for recovery. However despite the strength of culture, some cultures can render one group vulnerable compared to others (Galea, 2007).

The importance of culturally appropriate health policies cannot be adequately stressed. A healthcare system governed by culturally appropriate cultural policies has improved health outcomes and enhanced quality of care, and contributes greatly to ethnic and racial discrepancy elimination. The healthcare systems that are culturally competent easily implement strategies that provide relevant enlightenment on cultural capability, competence as well as cross-cultural concerns to health personnel besides initiating policies that decrease linguistic and administrative setbacks to patient care. Cultural competence is also important for it can help reduce long standing differences in mental and physical health conditions of people who belong to different ethnic, cultural and racial backgrounds.

According to Johnson et al (2008), culturally appropriate health policies are crucial in improving healthcare through: effectively eliminating ethnic and racial disparities, improving healthcare quality, and increasing the access to healthcare. In the present day healthcare climate, there is a high potential for appropriate and competent healthcare policies to increase healthcare quality , which is a significantly motivating factor for healthcare providers to undertake training to improve their practice of cultural competence and appropriateness, (Johnson et al, 2008).

If someone wants to develop a policy so that it gets the support of the community, they can establish a policy that supports culturally competent care. Five themes govern such a policy that has a community support namely: a patient-centered emphasis; effective physician-patient communication; achieves balance of skill/attitude-centered and fact-centered approaches to achieving cultural competence as a process of development; and incorporates the understanding of the alternative care sources, as illustrated by Donini-Lenhoff & Hedrick (2010). The policy should be based on a conceptual framework that emphasizes on the cultural competence that focuses much of the attention on the patient and the kin, as opposed to the characteristics of cultural group of the patient or the disease.

Effective communication must be underlined in the policy because such communication facilitates the success of the patient-physician relationship. Important concepts that should be incorporated into the model to facilitate communication include: proper interviewing techniques, negotiation of treatment, and implementing the explanatory model, as mentioned by Donini-Lenhoff & Hedrick (2010). Methodologies to acquire cultural competence are either skill/attitude-centered or fact-centered. The fact-centered approach focuses on education on specific ethnic group information. The model must ensure community acceptance by incorporating the skilled/attitude-centered approach so that patient cannot appear to be represented as racial stereotypes, according to Chin (2011). As well the policy must acquire cultural competence as a developmental process and underline the alternative healthcare sources so that it can fit into the community. Gaskin & Hoffman (2010) argues that the best way of ensuring that a healthcare policy is acceptable to the community is by engaging the community to be part of the voice when developing the policy, as argued by Chin (2011).

Many of the conceptual frameworks that address cultural appropriateness and competence in healthcare emphasize the significance of healthcare policies to recognize the voice of the patients because community compliance to healthcare policies is improved by culture compliance. The voice of the community can be part of developing a healthcare policy if the policy is focused towards provision of linguistically and culturally competent care, (Geron, 2012). To achieve this, before implementing the policy, data can be collected from the community regarding ethnicity, race and language preferences, which will be a basis of designing the policy. After identifying any disparities in the reported in the data collected, the policy can be designed to reflect the voice of the community by focusing on the provision of linguistically and culturally competent care, (Geron, 2012). The policy should also underline that the entire spectrum of the healthcare profession should receive training in diversity issues. It should also emphasize development of a patient language resource, written patient communication and addresses ethnic and racial diversity. Such a policy will inhibit the voice of the community, as illustrated by Gaskin & Hoffman (2010).

References

Chin, J. L. (2011, January/February). Culturally competent health care. Public

Health Reports, 115(1), 25-33 Crimmins, E.M., Hayward, M.D., & Seeman, T.E. (2004). Race/ethnicity, socioeconomic status and health. In N.B. Anderson, R.A. Bulatao, & B. Cohen (Eds.), Critical perspectives on racial and ethnic differences in health in later life (pp. 310-352). Washington, DC: National Academies Press

Donini-Lenhoff, F. & Hedrick, H. (2010). Increasing awareness and implementation of cultural competence principles in health professions education. Journal of Allied Health, 29:241-245.

Galea, S. (2007). Macrosocial determinants of population health. New York, NY: Springer.

Johnson, M., Noble, C., Matthews, C., & Aguilar, N. (2008). Towards culturally competent health care: language use of bilingual staff. Australian Health Review, 21(3), 49-66

Gaskin, D.J., & Hoffman, C. (2010). Racial and ethnic differences in preventable hospitalizations across 10 states. Medical Care Research Review, 57(Suppl.1), 85-107.

Geron, S.M. (2012). Cultural competency: How is it measured? Does it make a difference? Generations, 26, 39-45.

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Functional organization types and their pros and cons

Functional organization types and their pros and cons
Functional organization types and their pros and cons

Functional organization types and their pros and cons

Order Instructions:

Watch the “Structuring Your Organization” video.

Write a 350 to 700-word summary of your team’s discussion of each functional organizational types and their pros and cons

SAMPLE ANSWER

Functional organization types and their pros and cons

Introduction

Different organizations adopt different structures that they deem essential to facilitate their operations.  These structures provide guidelines on how employees communicate sets and regulate policies, as well as source of authority and responsibilities of the staffs. The author deliberate on the various pros and cons of different organizational structures as discussed in the movie.

Discussion

One of the types of organizational structure is functional. In such structures, various people hold similar positions hence perform related tasks and are expected to use same level of skills. Such structures are normally used in large entities to ensure division of labor (Digital films, 2014).  Advantages of this structure are classified under coordination and motivation. One of the benefits of this structure is that communication is easy because the people share various attributes such as skills and experience. It becomes very easy for people that share various aspects meet and communication on various issues (Digital films, 2014). The process and time of making decision is less.  Because of shared skills and knowledge, the people have same perspectives on certain aspects and therefore, it becomes easy and less cumbersome to reach a decisive conclusion/decision. Benefits related to motivation include enhancement of performance evaluations for supervisors. It is easier for the supervisors to monitor on progress of subordinates and when it comes to rewarding those that perform exemplary while discouraging lazy staffs. This structure gives peers an opportunity to evaluate and monitor colleagues hence a source of encouragement and inspiration. The structure as well creates an ambiance environment for development of teamwork that may culminate into the development of norms, values and cohesion among a group stimulating high performance (Montana & Charnor, 1993). This structure has as well a number of cons. One of them is that it is a bit cumbersome to render efficient services especially with increase in the products and services the company deals in.  It also becomes a challenge to meet the different needs of the continued increasing number of customers. The last con is that it is a challenge to meet all the needs of an entity especially if it expands in many regions.

Matrix is yet another popular structure that many entities adopt. This is more complex as it groups senior staffs according to the function and as product team members (Digital films, 2014). Subordinates in this structure have a product and a functional boss.

This structure has pros as well as cons.   One of the benefits of the structure is that it enhances the process of product development in an entity. There is cooperation and effective communication across the team members making the process to flow smooth. The structure encourages creativity and innovation as managers have different expertise. Decision-making is also improved through the teams (Aquinas, 2008).  Employees have freedom and autonomy when it comes to execution of their tasks improving their performance.  Some of the cons of these structures include increased cases of role ambiguity and conflict. Two bosses may cause a conflict when they address a solution.   Employees as well experience role ambiguity when it comes to whom to report and remains answerable.    The level of work stress is also high due to ambiguity and conflicts. Because of lateral movement, opportunities for promotion are minimal contributing to low morale among employees.

In conclusion, it is evident that all these structures have pros and cons. It is therefore important that managers adapt to a structure that best address their needs and helps in achievement of their goals and objectives.

References

Aquinas, P . (2008). Organization Structure and Design. Anurag Jain Publishers.

Digital films. (2014). Retrieved from:            http://digital.films.com/PortalPlaylists.aspx?aid=7967&xtid=48917&loid=150266

Montana, P., & Charnor, B. (1993). Management. A streamlined Course for students and Business People. Barrons Business Review series, 155-169. 

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Organizational Structure: Coca-Cola Company

Organizational Structure: Coca-Cola Company
Organizational Structure: Coca-Cola Company

Organizational Structure: Coca-Cola Company

Order Instructions:

Write a 1,050- to 1,400-word paper in which you select an organization with which you are familiar and present the following items as they relate to that organization:

•Describe the organizational structure of your selected organization. Compare and contrast that structure with two different organizational structures.

•Evaluate how organizational functions (such as marketing, finance, human resources, and operations) influence and determine the organizational structure of your selected organization.

•Explain how organizational design (such as geographic, functional, customer-based, product, service, hybrid, matrix, marketing channels, and departmentalization) helps determine which structure best suits your selected organization’s needs.

Format your paper consistent with APA guidelines.

SAMPLE ANSWER

Organizational Structure: Coca-Cola Company

An organizational structure describes how activities are coordinated, allocated and supervised so as to achieve the goals and objectives of an organization. The structure defines how an organization exercises authority through allocation of management responsibilities. By so doing, the organization benefits in two major ways. First, the structure helps in setting a standard procedure that guides operations and routines. Second, it determines how each and every employee participates in the decision making process and how their views help in shaping the organization. Nonetheless, Amaral and Uzzi, (2007) notes that organizational structures are varied between different organizations depending on several factors. The organizational functions; finance, marketing, operations and human resource are likely to influence the organizational structure while also organizational design, for instance functional, product, geographic, customer-based, hybrid, service, matrix, departmentalization and marketing channel impact on the determination of a structure that best suits the needs of these organization.

The practicality of these assertions is made evident with the selection of Coca-Cola Company. This company operates as a multi-national dealing in the manufacture, marketing and distribution of non-alcoholic beverages. The company sustains a large supply chain spanning 200 countries while serving more than 1.6 billion customer every day (Stevenson, 2009). The board of directors are based at headquarter in Atlanta, Georgia. The organizational structure for Coca-Cola is designed in such a way so as to suit the changing needs of the customers. It uses a decentralized system of management, which divided into two operating groups; the Bottling Corporate and Bottling Investment. The operating groups are further divided to match the different regions within which the company operates. These regions include; Africa, Eurasia, Latin America, European Union, the Pacific and North America. These regions are again divided into geographic regions so as to allow for localized decision making. The adoption of the decentralized organizational structure gives mandate to the local managers as well as the regional managers to make decisions on behalf of the overall managers based at the headquarter (Borgatti & Foster, 2013). This process facilitates decision making because these regional and local managers can make decisions with urgency so as to match up to the changes in the market demands. On the other hand, the higher-level management based at the headquarter get the time to focus on long term planning for the organization while simultaneously reviewing the decisions made by the local and regional managers.

Within the regional offices are corporate divisions such as human resources, finance, innovation, research and development, strategy and planning and marketing departments. The managers of these departments are given powers to operate autonomously. Their decision making is guided by the vision and mission of the company thus their decisions, in spite of their being made at a local level, have to be in line with those made by the top hierarchy. An example is exhibited when the corporate management based at the headquarters made the decision to sponsor the 2002 World Cup (Stevenson, 2009). Inclusion was practiced when the company allowed the regional managers to manage the advertisement decisions for their local divisions. By so doing, the regional managers designed marketing and promotional campaigns that were appealing to their local audiences and customers. It is also notable that when the organization is faced by a problem such as low growth rate, the top management at headquarter is involved in seeking a long standing solution. Their decisions are often guided by reports made by the local managers who meet in face to face meetings with the local employees and discuss on the possible solutions. By so doing, Coca-Cola Company portrays itself as a company that is more customer oriented.

The company also has an intranet system that facilitates real time communication between the managers thus facilitating sharing of information across the organizational structure. By so doing, Coca-Cola Company has managed to balance between mutual adjustments and standardization of the workforce. Additionally, the actions of the employees are guided by the Code of Conduct, which gives employees flexibility while retaining their focus to the common organizational goal. From these illustrations, it is evident that Coca-Cola Company employs the use of a hybrid organizational structure that combines both organic and mechanic models. The hybrid system allows for the flow of information from bottom-up and laterally between the employees. (Stevenson, 2009) On the other hand, decentralization and standardization are components of a mechanistic structure. The blending of these two is important considering the large customer base as well as providing coordination among the 94,800 employees.

The hybrid organizational structure employed at Coca-Cola Company can be contrasted with two different organizational structure. These two structures are functional and divisional structures which are applied in different companies based on the desired outcome. To begin with the functional organizational structure, it mainly consist of task allocation, supervision and coordination activities and it organizes people according to their functions (Lim & Sambrook, 2010). The structure is suited towards coordinating production, accounting, human resource and marketing functions. Functional structures often lead to operational efficiently as employees are made to specialize on functions they are best suited. Coca-Cola Company cannot implement this structure because it provides a rigid communication channel, which slows down decision making. This structure is best suited to small organizations that produce standardized goods. Comparing the structural organization structure to the hybrid structure used at Coca-Cola shows that a combination of organic and mechanic structure could be better suited towards managing multi-national organizations because of the increased communication between the various departments, the employees and the top-most management. In contrast, whereas functional structure could result into disagreements for large organizations, it could be enhance coordination of employees when applied to small firms.

The second organizational structure that will be compared and contrasted against the hybrid structure used at Coca-Cola Company is the matrix organizational structure (Burt, 2012). This structure divides the employees based on the products of the firm as well as their functions.  A matrix structure combines teams of employees rather than individuals as seen in the functional structure. By so doing, the organization takes advantage of group work and exploits their strengths while making up for their individual weaknesses that are common among functional and decentralized structures. The matrix structure provides a pure organizational structure that ensures control while at the same time regulating the activities of the employees (Jacobides, 2007). It is best applied at Google organization where the employees work together in developing new computer programs. The system is therefore suited to the service industry but it could be perfectly applied to Coca-Cola Company. It is recommended that a multi-divisional structure would be best suited when applied to Coca-Cola Company as it would increase coordination between the divisional level and corporate level managers and this will enhance decision making.

Apparently, organizational functions such as production, accounting, human resource and marketing functions are seen to influence the selection of the hybrid organizational structure applied to the Coca-Cola Company. More so, this is seen in the decision to create five hierarchical levels to suit the diverse needs of the managers at the corporate level (Cogliser & Schriesheim, 2010). It is because of the rising need to coordinate the functions between these organizational functions that Coca-Cola Company is striving to adhere to the hybrid structure which combines both mechanistic and organic structures. By so doing, the company enjoys the advantages organic and mechanistic structures thus reducing on the disadvantages that could result from sticking to either the mechanistic or organic structures. As a result, Coca-Cola has realized an increase in their sales and revenues while the employees have remained motivated and satisfied. Furthermore, the example of Coca-Cola presents evidence that the organizational design is varied depending on the functions, geographic coverage, customer base, type of product or service, marketing channels and departmentalization. These factors influence the needs of the employees, the management and the customers thus creating a need to implement an organizational structure that promotes inclusiveness so as to increase the chances of success.

Specifically, Coca-Cola Company appreciates that a divisional structure will give the organization a chance to operate in uncertain global environment. Dividing the global market into regions allows the company to meet the diverse needs of its customers (Dansereau, Graen & Haga, 2010). For example, the marketing campaigns need to be localized to suit specific geographic locations. Again, the decentralization of the organization structure allows for the proper functioning of the corporate ad regional/local managers as they can focus on specific organizational functions. From these illustrations, it is made apt that organizational design is influence by either geographic, functional, customer-based, product, service, hybrid, matrix, marketing channels or departmentalization factors.

References

Amaral, L. & Uzzi, B. (2007). Complex Systems—A new paradigm for the integrative study of management, physical, and technological systems. Management Science Journal, 53 (7), 1033–1035.

Borgatti, S. & Foster, P. (2013). The network paradigm in organizational research: A review and typology. Journal of Management, 29 (1), 991-1013.

Burt, R. (2012). Structural holes: The social structure of competition. Cambridge, MA: Harvard University Press.

Cogliser, C. & Schriesheim, C. (2010). Exploring work unit context and leader-member exchange. A multi-level perspective. Journal of Organizational Behavior, 21 (2), 487-511

Dansereau, F., Graen, G., & Haga, W. (2010). A vertical dyad linkage approach to leadership in formal organizations. Organizational Behavior and Human Performance Journal, 13 (1), 46-78.

Jacobides, M. (2007). The inherent limits of organizational structure and the unfulfilled role of hierarchy: Lessons from a near-war. Organization Science Journal, 18 (3), 455-477.

Lim, M. & Sambrook, S. (2010). Organizational structure for the twenty-first century. Presented the annual meeting of The Institute for Operations Research and The Management Sciences, Austin.

Stevenson, W. (2009). Production operations management. Boston: Irwin Press.

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The Law of Tort Research Paper Available

The Law of Tort
The Law of Tort

The Law of Tort

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Torts

SAMPLE ANSWER

The Law of Tort

Tort as a law jurisdiction is a civil wrong that unfairly makes someone else suffer resulting in legal liability for the individuals who commit the tortuous acts. Although most of the crimes may be torts, the cause of lawful action is not unavoidably a crime, as harm might be due to negligence that does not amount to criminal negligence. The casualty of the harm can regain their loss as breakages in a lawsuit. In order to prevail, the claimant in a lawsuit should show that the actions were the legally recognizable source of the harm (Lahe, 2013). The correspondent of tort in civil law influences is delict.

Legal injury is not limited to physical injury and can include economical, emotional, or reputational injuries as well as infringements of property, privacy, and constitutional rights. Torts encompass such wide topics as false imprisonment, auto accidents, false imprisonment, defamation, copyright infringement, and product liability (toxic torts) ( Lahe, 2013). While most of the torts are as a result of negligence, tort also recognizes intended actions, where an individual has deliberately acted in ways that harm other people. This allows recovery without the demonstration of negligence.

Tort law is dissimilar from criminal law in the following ways:  First, torts may result from negligence but not intentional or criminal actions. Another reason is that tort lawsuits have a lower weight of proof such as prevalence of evidence beyond a reasonable distrust. In some cases, a plaintiff can triumph in a tort case even if an individual who caused the loss was acquitted in the early criminal trial (Lahe, 2013). Therefore, most crimes are caused by tort but the commission of the tort is not regarded as always a crime.

References

Lahe, J. (2013). The Concept of Fault of the Tortfeasor in Estonian Tort Law: A Comparative Perspective. Review Of Central & East European Law, 38(2), 141-170.

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Analyzing the disorder Assignment

Analyzing the disorder
Analyzing the disorder

Analyzing the disorder

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HPI
A 40-year-old Asian American male, who works as a roofer, complains that three days ago he was lifting a heavy object at work, following which he got low back pain. The pain is in the middle of the back near his waist. The pain increases when he bends forward and he is experiencing numbness and tingling in the toes of his right foot. He has had similar symptoms before, but it has not been so bad in the past. This is the worst he has had because in the earlier instances, he has never had the tingling sensation in his right foot before.

In the past, he got better with rest and some Ibuprofen. He is worried that he will not be able to continue his work and make money. He is out of work as a result of the pain. He has a lot of difficulty getting sleep at night. He has started taking some of his friend’s medication and it seems to help.
He has pain in the mid lumbar area, which radiates to the right buttock. He also has numbness and tingling down the back of his right thigh to his toes. The pain and numbness has been increasing since the problem started three days ago. He has tried over-the-counter Ibuprofen and some stretching exercises, but it does not seem to help. He has not sought any medical care yet. In the past, the pain had just gone away, but this time the pain is persistent. There is a gradual worsening of his symptoms and he is concerned about the pain that has been increasing steadily over the past three days. He is wondering whether he has a herniated disc. His major concern is that he has no health insurance and will be missing work.

PMH
He has had similar pain in the past, but it was not so severe. He saw a chiropractor around two or three years ago and that gave him some relief. Otherwise, the patient has no chronic medical problems. He does not seek medical care on a routine basis.
Page 1 of 5
He has had no diagnostic measures in the past. He has never had any blood work reports, CT scan reports, X-ray reports and so forth done in the past. He has been gaining weight over the past few years and does not do any stretching exercises before
© 2007 South University
work. Patient does not have any other risk factors. There are no records of any past surgeries. He has neither had any significant illnesses in the past nor any hospitalizations.

ROS
Pain in the mid lumbar area radiating to the right buttock. There is a tingling sensation that goes down the back of his right thigh to the toes. He does not have urinary or bowel incontinence. No nausea, vomiting, or fever. He denies abdominal pain and pain with urination. There is no gross hematuria.
MEDICATIONS
Patient does not take any prescription medications, only over-the-counter Ibuprofen. He is using 800mg of Ibuprofen every four hours. Patient is compliant with the prescribed regimen; in fact, he could be using too much. Patient is seeking care because of the increasing pain. He has tried chiropractic manipulations in the past for low back pain.

ALLERGIES/REACTIONS
He is allergic to Penicillin. It has caused a rash in the past.
SOCIAL HISTORY
This patient works for a local roofing company and makes $30,000.00 per year, which is just a little over the minimum wage. He has a high school education certificate and makes just enough money to get by. He has no health insurance. The patient feels that the last thing that he wants to do is spend money on healthcare. He feels his body will get better on its own, and so he can just keep working. He made the appointment at this outpatient clinic because his friends told him about it. He was not sure where to go for help. He has decreased access to healthcare because he is not aware of the services available. The patient has had essentially no healthcare to date. The patient states that he is starting to realize that his body will not last forever at his current position as a laborer.
The patient is divorced and thinks he was a failure as a husband. He is behind in alimony payments. His wife is alive and well without any medical problems. They do not communicate anymore. They have no children. He would like to try and get back together with her, but she refuses to speak to him. He has been holding himself back
Page 2 of 5from expressing the amount of stress he has in life for many years. He thinks he is becoming depressed as a result of this. His parents still live in the area and he sees them every weekend. He has friends from work and they do social things together. The patient has not sought any emotional support from anybody. There is no element of family dysfunction. He becomes easily stressed out. He lives in social isolation from his community. The patient has always taken his health for granted and not thought much about it in the past.
HABITS
Smoking: Non smoker
Alcohol: Drinks at bars on weekends to excess with his friends
Substance abuse: He smokes marijuana.
DIET HABITS
He skips breakfast and eats at fast food restaurants twice every day. He sips coffee and caffeinated beverages throughout the day. The patient feels that his job gives him enough exercise and so he need not do anything else. He plans to go on a “diet” soon to lose the weight he has gained over the past few years, but is not sure about the diet he is going to follow.
WORK HABITS
The patient works as a roofer. He has had other labor-intensive jobs in the past that do not require an educational background. He does not enjoy his job. He knows it is a dead end job and wants to go to school. He is originally from United States and lives in a suburban community where resources are easily accessible, but he is not aware of them.
FAMILY HISTORY
Both parents have hypercholesterolemia. His 65-year-old father has prostate cancer. Both parents are being treated with medications for their high cholesterol levels. He has no siblings. There is a remote history of heart disease in his relatives.
Page 3 of 5
© 2007 PHYSICAL EXAMINATION
Vital Signs: Ht: 6”; Wt: 220; WC: 40; BP: 120/78; T: 97 po; P: 92 and regular; R: 18 non-labored
HEENT: WNL
Lymph Nodes: None
Lungs: Clear
Heart: RRR without murmur
Carotids: Not examined
Abdomen: Android obesity, otherwise benign
Rectum: Not examined
Genital/Pelvic: NA
Extremities, Including Pulses: 2+ pulses in the lower extremities
Neurologic:
Mental Status: Alert and oriented
Cranial Nerves: II – XII intact
Motor Strength: Upper extremities equal strength 5/5.
Lower extremities: decreased strength of right leg with resisted extension; patient complains of pain in posterior thigh.
Sensation (light touch, pin prick, vibration, and position): Decreased sensation of right leg along L5 : S 1 dermatome to pin prick stimulation compared with the left.
Reflexes: DTRs 2+ in upper and lower extremities
Cerebellar function intact—Romberg test is negative; heel-to-toe walking is steady.
Postive straight leg raise on the right at 20 degrees.
LAB RESULTS/RADIOLOGICAL STUDIES/EKG INTERPRETATION
Lab Results
CBC: WNL
UA dip stick: WNL
Radiological Studies
Plain film of lumbar spine: loss of disc height at L5 to S1. Mild degenerative changes of lumbar vertebrae.
MRI: moderate disc bulge at L5: S1.
EKG: Not performed

SAMPLE ANSWER

Analyzing the Disorder

Common low back pain affects more than two thirds of people aging over 40 years. It a rampant problem in the society on the basis of its direct cost associated with health care as well as its socio-economic ramifications. Ten percent of the people with low back pains fear that the pain may evolve to become a chronic case. With reference to the case study of the 40 year old Asian American man, the cause of his musculoskeletal condition is thought to be caused by physical straining especially lifting heavy loads (Leg Numbness, Tingling Feet and Toes. (Dawson, n.d.).

From the signs and symptoms of the subject in the case study, it can be suspected that he is suffering from DDD. The herniating of the disc may occur suddenly or gradually, especially after lifting a heavy load from the ground. The disorder is the most prevalent cause of disability among the middle aged persons.

Pathophysiology

His suspicion that he has a herniated disc in the lumbar spine which is probably pressing the sciatic nerve is likely to be true. Herniation of the nucleus pulposus (HNP) come about when this nucleus breaks dissociates from the annulus fibrosus of an intervertebral disc which is the spinal shock absorber. This leads to degenerative disc disease (DDD).

Signs/symptoms

Pain is the most common disabling symptom in musculoskeletal disorders. The man in the case study has been forced to seek medical attention quite often as a result of the pain. The symptoms characterizing DDD have been manifested by the patient. These include pain, tingling in the lower back, calf or foot, thigh, typically affecting one side. The symptoms worsen when the patient is standing, sitting, lying down and some certain movements such as bending or, as in the case of the subject in the case study, lifting objects from the ground (Degenerative Disc Disease Progression over Time. (n.d.).

Progression trajectory,

The progress of lumbar degenerative disease is slow since it also starts as a benign, manifesting its symptoms in a slow rate. According to the case study, the pain tends to increase with time especially during some movements. It is predicted that if one starts experiencing several low back pains at the age of thirties, chances of being in a wheel chair when they reach sixties are high. Although there will be progression in the disc generation, it is not common for low back pain and related symptoms to progress (Disc Disease Progression over Time, n.d.).

Diagnostic testing

The diagnostic of DDD is done by achieved through carrying out various diagnostic studies. Some of the tests carried out include computed tomography, discography, radiographs and magnetic resonance. The discography is able to tell the source of pain experienced by the patient. These studies are, for instance, provocative discography, lumbar radiographs and magnetic resonance imaging. The patient history, physical examination together with these studies is useful in the diagnostic process although they are not in and of themselves ultimate procedures in the diagnosis of pain. The overall diagnosis is therefore determined by the clinical status of the patient and his response to the prescribed treatment (Hasz, 2012).

A reliable explanation on the cause of back pain experienced by patients is obtained through a diagnosis of degenerative disc disease. This is a usual practice during clinical practice.  In Diagnosis of these patients is carried out to find evidence associated with degenerative changes. This is done by healthcare providers by use X-ray, Computed Tomography (CT) or MRI scans. The result obtained from the diagnostic tests provides an explanation for the cause of pain. The health care team use the diagnosis as the basis of decisions made on treatment models chosen. In some cases, procedures such as epidural steroid injections and spine surgeries are focused on modifying degenerative changes occurring in the spine. A common belief by most of the healthcare providers and patients is that these diagnostic tests involving MRI or CT scan make out the cause of pain or degenerative disc changes experienced in the spine (Degenerative Disc Disease., n.d.).

 Treatment options

Treatment of degenerative disc disease is treated effectively by conservative care which also comprises of medication to manage pain and inflammation. This medication may be administered orally or intravenously through epidural injections. There are many surgery forms available today as a common form of treatment for DDD. The surgeries use different technologies which have to pass a test of time. Different cultures also have their own remedy on how to conservatively intervene against this disorder. However, exercise and physical therapy is cuts across all cultures and interventions. It is worth noting that there is no sure way of treating DDD hence this remains highly difficult and controversial (Alexandre, 2011).

Differentiate the Disorder from Normal Development

The normal intervertebral discs occur between the vertebral bodies which is important in linking the discs together. They form make up to one third of the spinal column in which they also form consist of its main joints. Normal discs play an important role in providing mechanical support through constantly transmitting loads arising from body activity as well as body weight through the spinal column. The spinal column is flexible due to these discs which allow torsion, bending and flexion. There thickness is approximately 7–10 mm thick and have a diameter of 4 cm. The thick outer ring making up the complex intervertebral discs structures are made of fibrous cartilage known as the annulus fibrosus, which also lines a more gelatinous core referred to as the nucleus pulposus. The cartilage end-plates sandwich the nucleus pulposus. With an increase in age and as one grows and there is skeletal maturation, the distinction between the annulus and nucleus decreases and the nucleus becomes less gel like and more fibrotic. The morphology of the disc changes becoming more disorganized

Physical and Psychological Demands on the Patient and Family

The man in the case study is said to be divorced hence he depends on himself through a job he gained through his high school certificate. Having been overwhelmed by challenges of marriage indicates that the patient must have contributed to many problems in the family probably mainly caused by his illnesses.

 Key Concepts to Achieve Optimal Management and Outcomes

Optimal disorder management and outcomes with regards to care for the man suffering degenerative disc disease refers to concepts which will improve his wellness and control of problems and psychological factors closely associated with the specific physical conditions and disease. It is important to manage the patient’s cognitive and psychological factors in competence to enable him to manage his own affairs. Also, there is need to manage factors which will ensure motivation, productivity, leadership and healthy workplaces.

With patient-centered care, the family and their patient should be provided with relevant and adequate information which will enable them to manage the disorder ethically. Since it typically arises from the aging process hence it has a tendency to care become a chronic problem. This means that the patient should lead an active life, according to evidence based care, so as to manage their incapacity, whether short term or long term disability.

The Role of Interdisciplinary Team

There is no one person, due to his skills and knowledge can claim responsibility over the success of the team or provision of all care needed by the patient against a disorder such as DDD.  Each of the individuals in a team handling the disorder shares a common although each contributes his common goal. The physicians, health care givers and family or friends join the collaborative care teams which align themselves around values and requirements of the patient. The collaborative team should agree on which regenerative therapies would be suitable to repair the degenerated disc or discs.

Facilitators and Strategies to Overcome Barriers

Some of the strategies acceptable by the American Nurses Association are aimed at overcoming self destructive tendencies and promoting patient centered care. In order to restore the patient to back to active life, identification of a proper form of treatment is necessary. The medical practitioners need to use the most appropriate diagnostic procedures before choosing the most preferred therapy for the patient. The patient in the case study has not sought for adequate medical intervention due to economic and social inadequacy.

Alternative ways are available to intervene in the patient’s case. Since he is divorced at the age of 40 years and already takes the blame, this may be a hindrance for his quick recovery. The team is encouraged to provide a lasting solution which is helpful in enabling the man to move on in life. For instance, exploring ways of carefully evaluating the patient’s psychosocial issues with an aim of providing professional counselling will improve the man’s better view of life. Identification of these psychosocial problems would make it easier to counter the factors which quicken the rate at which the disorder becomes chronic. The musculoskeletal disorder related pains will be controlled hence setting the patient toward healing process.

Section II

Plan of Care

According to basic science the disc is not entirely to blame for the pain the pain the patient may be experiencing. This gives the first hint on where the care plan should be directed since it indicates that annulus is not obviously compromised. The care plan considers both indications and diagnostics for either disc replacement or fusion in patients with DDD. However, research hold that the benefits of this process still do not outweigh risks.

How does patient’s socio-cultural background potentially impact the optimal management and outcomes of this plan of care?

From the patient history given, therapy needs to be coupled with a structured rehabilitation program that takes account of cognitive-behavioural therapy and exercise. Research should provide a guide or a framework on this can be done owing to the fact that the man is lonely.

Subjective Data and Objective Data

The patient’s subjective data entails the history taken from his background with regards to his sickness from degenerative disc disease. On the other hand, the objective data will include all other factors related to the effects of the patient’s sickness. These include his divorce, lack of health insurance and poor attention to medical therapy in relation to continuing with work. The issue of family dysfunction, social isolation and poor attention to proper health measures would comprise of objective data.

Assessment

From the history given the patient has not sought for proper medical attention since he only prefers over the counter Ibuprofen. Although he has tried chiropractic manipulation in the past, his problems could not end since this was not the best remedy for this.

Goals of care

·         To change the patient’s attitude toward medical attention

·         To ensure the patient commences appropriate medication immediately; involving diagnosis and prescription of the right drugs.

·         To counsel the patient approach marriage on a better dimension so as to win his wife back.

·         To give enable the patients adopt a better lifestyle of nutrition, exercise and work.

How does patient’s socio-cultural background potentially impact the optimal management and outcomes of this plan of care?

The social cultural background of the patient, which is engraved in his attitude to all the issues surrounding him, would make it difficult to implement this plan. However, with an enforced rehabilitation, the plan will work wonders. The negative perception of the patient toward the use of social amenities and services provided would make it a challenge for a successful disease management.

Plan of care

The plan of care for the patient and others like him is to be based on evidence based care. This involves paying serious attention to many aspects other aspects besides responding to patient symptoms and patient history alone. The identification of the right therapy should be ideal to comprehensively solve the problems the man’s seeking. This includes working in collaboration with close family members, employer and other medical experts (Belfer, 2013).

 

1.      Diagnostic test:  List, Include IC9 codes.

                   I.            Physical examination

                II.            Computed Tomography (CT)

             III.            Provocative discography,

             IV.            Lumbar radiographs

                V.            Magnetic resonance imaging

 

2.      Medications: Listnew or changes to dose and time. Make sure you write medication, dose, route and length of time to take if relevant.

v  Acetaminophen (such as Tylenol)

v  NSAIDs, or non-steroidal anti-inflammatorydrugs. These are:

1.        Ibuprofen

2.       Naproxen

3.       COX-2 inhibitors

(Pain Medications for Degenerative Disc Disease Treatment. (n.d.). 

3.      Conservative treatments:  This would be treatments such as ice, raise head of bed, weigh every day, etc.

Conservative treatment for degenerative disc disorder is based on the patient’s culture. The Asian American people treat DDD by tying a restrainer around the lower back to exert pressure on the part expected to have a lumbar curvature.

4.      Education: The education plan for the patients such as the patient in the case study is the introduction social training on how to balance work, family, social life, nutrition and exercise.

5.      Collaboration and/or referrals: To ensure the plan is implemented, the county health officer would be mandated to supervise the process. With this position, the officer is capable of influencing all departments and institutions in the country where the individual comes from.

6.      Follow-up: The follow-up will comprise of the implementation tools. These include a copy of care plan, sample regimen for the disease and charts for illustration.

 References

Alexandre, A., Masini, M., & Menchetti, P. M. (2011). Advances in minimally invasive surgery and therapy for spine and nerves. Wien: Springer.

Belfer, I. (2013). Nature and Nurture of Human Pain. Hindawi, 2013(-), -.

Dawson, E. G. (n.d.). Herniated Discs: Definition, Progression, and Diagnosis. SpineUniverse. Retrieved September 17, 2014,Retrieved from http://www.spineuniverse.com/conditions/herniated-disc/herniated-discs-definition-progression-diagnosis  

Degenerative Disc Disease. (n.d.). Treament|Degeneratice Disc Disease Treatments. Retrieved September 18, 2014, from http://www.instituteforchronicpain.org/common-conditions/degenerative-disc-disease

Degenerative Disc Disease Progression over Time. (n.d.). Spine-health. Retrieved September 17, 2014, from http://www.spine-health.com/conditions/degenerative-disc-disease/degenerative-disc-disease-progression-over-time

Hasz, M. W. (2012). Diagnostic Testing for Degenerative Disc Disease. Hindawi, 2012(2012), -.

Leg Numbness, Tingling Feet and Toes. (n.d.). Healthhypecom. Retrieved September 17, 2014, from http://www.healthhype.com/leg-numbness-tingling-feet-and-toes.html

Pain Medications for Degenerative Disc Disease Treatment. (n.d.). Spine-health. Retrieved September 17, 2014, from http://www.spine-health.com/conditions/degenerative-disc-disease/pain-medications-degenerative-disc-disease-treatment

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Impact of Heritage Foundation on the Western Culture

Impact of Heritage Foundation on the Western Culture
Impact of Heritage Foundation on the Western Culture

Impact of Heritage Foundation on the Western Culture

Order Instructions:

For this assignment, you will choose 1 group, organization, that is actively involved in engaging the culture:

**I Chose Heritage Foundation**

The goal is to explain and analyze what the organization is doing to impact the culture. You can focus on the strengths and accomplishments of the group, or you could focus on its weaknesses and suggest ways the group could be more effective. Cite your information where necessary.

SAMPLE ANSWER

Impact of Heritage Foundation on the Western Culture

Heritage Foundation is an American organization that upholds respect for customs, supports antimonarchism, defends the western culture against the challenges of modernist beliefs and autocratic administration. It is centered at Washington, D. C. This paper will explain and analyze the impact of this organization on culture and examine the strengths and the accomplishment of the group.

Heritage impacts on culture in various ways. First, in 2006, Heritage launched a website, familyfacts.org, aimed at trussing up support for customary families and communal values of belief (Estelle & Nancy, 2001). Second, by recruiting researchers, the group now reviews social science relating to family life and creed, with outcomes that support a customary understanding of the nuclear, spiritual, heterosexual kinfolk as the prime social unit (Annebert & Jules, 1996). Additionally, the group delivers facts and data on any topics in accessible designs to the decision-making government on any matter that pertains culture. These capture people, from various parts of the world, as many realize that the worth in culture. These strengths have enabled the group to attain some of its goals.

Since the launching of this group, many undertakings have been realized. The Heritage has supported scholars who cycle in and out of high level centralized government posts. It has maintained a strong year-round practicum program and hosts hundreds of open occasions and trains reporters on how to use Heritage’s own computer exploration prototypes (James, 1997). By starting  the family website, it has cemented its reputation as a professional in the kinfolk and religious morals and a persuasive lobby expression for public dogmas that support a conventional family. Finally, the Heritage has maintained many PR departments that have facilitated research enabling it to stand tall in the showcasing and safeguarding of the cultures.

In conclusion, focusing on the strengths of this group, the heritage has actively been in involved in impacting on the culture of American population, as the wave of modernist culture fast creeps in. Through the family media, much information has been made reachable to the general public. This boost safeguards on culture. However, since there are illiterates within the country, the Heritage can modify its advertisement so as to reach those that may not be able to get this information only in the English language.

References

James, R. (1997). Heritage on the hill. The right’s preeminent PR machine. The National journal, 265(21), 11-18.

Annebert, D. & Jules, L.P. (1996). Religious determinants of academic attainment in the Netherlands. Comparative Education Review, 40(1), 47-65.

Estelle, D. & Nancy, A. (2001). Sex in the consulting room, the examining room and the sacristy: Survivors of sexual abuse by professionals. American Journal of Orthopsychiatry, 71(2), 204-217.

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