Diagnostic Test Performed on a Person with Chest Pain Order Instructions: Can use dot points and headings in answers to questions where appropriate.
APA Referencing
Diagnostic Test Performed on a Person with Chest Pain Sample Answer
Case Scenario
Diagnostic Test Performed When a Person Presents With Chest Pain
According to the scenario, Mr. Joseph Waters, a 76 –year- an old man married to Carol and a father of two is admitted in the emergency department for further diagnosis for chest pains.
Diagnostic Test Performed on a Person with Chest Pain
According to the case, Joseph was brought into the ED with a medical history depicting that he had been suffering from (CAD), Hypertension, Hyperlipidaemia, Chronic Renal Impairment, Chronic Bronchitis, and Gastro-Oesophageal Reflux Disease (GORD), According to the report, he was under medication that included: Enalapril, Atorvastatin, Aspirin, Pantoprazole, and Salbutamol. This paper, therefore, seeks to carry out an analysis of Mr. Joseph’s condition
Electrocardiogram (ECG): Performed to determine the electrical activity of a patient’s heart through the attachment of electrodes to the skin.
Blood Tests: Performed to check an increase in the level of enzymes found around the heart’s muscles. Damages to the heart cells may allow heart attacks to leak enzymes into the blood.
Chest X-rays: Allows a doctor to determine the condition of the lungs including the size and the shape of a patient’s heart and blood vessels.
Computerized Tomography (CT scan): Can be used to determine the blood clots in the patient’s lungs or to check the aorta to ascertain a patient does not have aortic dissections.
As determined, Mr. Water’s would be experiencing Epigastric chest symptoms from myocardial ischemia (Kiriş, Gülmen, Yılmaz, &Okutan, 2011). However, his condition may be ascribed to gastrointestinal (GI) that occurs in spite of the existence of diaphoresis. The symptoms in this case that may make it challenging to consider this ailment as myocardial ischemia. Additionally, sharp pains witnessed by the patient may also be attributed to a musculoskeletal etiology.
CAD is primarily caused when cholesterol-rich deposits build up along the linings of the artery thus causing the thickening of the arterial wall including the narrowing of the space between the arteries that allow blood flows to access the heart (Kiriş et.al.2011). This, therefore, limits the amount of blood being supplied to the heart muscles with oxygen, a factor that reduces the presence of atheromas.
As established in the patient’s medical history, CAD may result from the narrowing of the athermanous that subsequently occludes the vessels. An early contraction of Atheroma is considered to be prevalent from adulthood with the lipid core that is comprised of two constituents released from the necrotic cells thus depriving macrophages which migrates into the ingested lipids and intima (Kiriş et.al.2011). In this case, the patient’s connective tissue matrix is derived from the organs smooth muscle cells that are considered to migrate from the media to the intima where they are bound to proliferate and change their nature into phenotypical fibrous capsules around the core of the lipid.
In a case where the plague produces a stenosis diameter of >50%, chances of reduced blood flow are prevalent through the coronary artery, an aspect that may result in angina. As a result of this, an acute coronary case is likely to arise as a result of the formation of a thrombus that occurs as a result of the disruptions caused by the plague (Kiriş et.al.2011). When these plagues build up, the patient’s coronary arteries are narrowed, an aspect that decreases the manner in which blood flows to the heart. As a result of the decrease in blood flow, the patient is likely to suffer from chest pains also described as angina or other CAD symptoms. Complete blocking of the patient’s coronary arteries may result in heart failure.
CAD is a heart illness that develops as a result of the narrowing of the arteries within the heart. When these arteries narrow, it becomes difficult for blood and oxygen to reach the muscles of the heart, a factor that result in the development of CAD that can lead to heart failure (Kiriş et.al.2011). On the other hand, it is essential to consider that Ischemia refers to the restriction of blood flow and oxygen to the other parts of the body.
CAD and ischemic chest are related in terms of the consequences of results of arteries sclerosis that results from the hardening of the arteries and atherosclerosis that occurs as a result of the fatty deposits found within the arteries (Kiriş et.al.2011). In such an instance, the coronary arteries are affected by atherosclerosis of the arteries sclerosis, thus becoming occluded and resulting in the impairment of the blood supply to the hearts muscle.
Enalaprilat a medicine is mainly utilized in the treatment of high blood pressure in an adult and also the congestive heart failure. Additionally, this drug may also be used in treating the ventricles disorder that depicts the restrictions of the lower chambers of the heart in allowing blood flows to the heart (Kiriş et.al.2011). This disorder is known to decrease the capacity of the heart in pumping blood to the rest of the body. Considering that Mr. Waters experienced some Pain: 7/10 in left chest with a BP of 108/60 would indicate that he was suffering from the Left Ventricular Dysfunction as the factor that resulted in the description of Enalapril 10 mg BD. This, therefore, requires that the patient is observed for a period of two hours until the blood pressure stabilizes.
Enalapril’s mechanism of action can be depicted in the case of this patient that results in the suppression of the renin-angiotensin-aldosterone systems, an aspect that results in the decrease of plasma angiotensin II thus resulting in a decrease of the vasopressin activities and aldosterone secretions (Kiriş et.al.2011). In this case, treatment will incorporate the use of VASOTEC alone that will be conducted over 48 weeks with the aim of increasing the patient’s serum potassium levels.
Atorvastatin is a medicine that can be used in treating an elevated total cholesterol condition (LDL) with the aim of elevating HDL cholesterol. The primary aim of the use of this drug in Mr. Water’s condition was to lower the cholesterol levels of a prescription of Atorvastatin 40 mg daily. Atorvastatin is known as one of the efficient synthetic lipid-lowering agents that inhibits 3-hydroxy-3-methylglutaryl-coenzyme A (HMG-CoA). The use of this drug, therefore, catalyzes the conversion of HMG-CoA to mevalonate, an aspect that is essential in the biosynthesis of cholesterol (Kiriş et.al.2011). When the less cholesterol is produced, the liver is known to take more cholesterol from the patient’s bloodstream, an aspect that would result in the circulation of low levels of cholesterol in the blood.
Using the ABCDE framework to discuss Mr. Waters current observations
The ABCDE framework, in this case, can be used as an observational tool through the consideration of the following principles (Halpin & Riggins, 2014):
Airway (A): Airway obstructions are considered as life-threatening and would require immediate attention since they may result in hypoxia and damage the heart, kidney and the brain. In this case, it is important that:
An assessment is made on the signs of airway blockages on the patient.
The airway elements that block the airway are treated as a medical emergency
The patient is given Oxygen is at a higher concentration
Breathing (B): During the assessment process, it is vital to consider the patients breathing and diagnose the difficulties. Treatment should be directed to the life-threatening conditions.
Calculation (C): In the case of Mr. Waters, it is essential to take consideration of hypovolaemia which may result in shocks (Halpin & Riggins, 2014). In a case where there are no signs of a cardiac cause, it is advisable that Mr. Waters is put on intravenous fluid especially when his condition depicts a fast heart rate. Breathing problems are likely to lead to a problem in a patient’s circulatory state and should be treated as early as depicted.
Disability (D): There is a need for determining the patient’s conscious level through the use of an AVPU method. This determines the alertness and the manner in which the patient responds to painful stimuli or his unresponsiveness to all the stimuli’s (Halpin & Riggins, 2014). In order to determine Mr. Water’s response to painful stimuli, the application of a supra-orbital pressure would be effective.
Exposure (E): In order to determine Mr. Water’s full exposure to his body, it is imperative to minimize the aspect of heat loss as a way of respecting his dignity. In establishing the differences in the observations, it is important to consider that the patient’s HR increased to 115 from 113 with a BP of 110/63 from 108/60. On the other hand, the patients RR were irregular and increased to 31 from the original observation of 28.
Action to take while waiting to review Mr. Waters
Conducting an assessment
Controlling the patient’s airways distress
Consider the precipitating factors
Completing the patient’s respiratory assessment
Monitor the patients deteriorating or improving symptoms
Consider an assessment on the patient’s family support and teach them how stress levels may exacerbate the symptoms of the ailment
Water’s current medication includes Salbutamol PRN. It is essential to determine that this drug belongs to the class of medicines also known as β2-adrenergic agonists and that is inhaled through the mouth to aid in opening bronchial tubes and allow the passage of air into the lungs (Halpin & Riggins, 2014).
The mechanism of action of salbutamol
Salbutamol would be used in the case of this patient to stimulate β2 adrenergic receptor considered as predominant in smoothing the bronchial muscles of the lung. This results in the activation of adenyl cyclase that results in the formation of the cyclic AMP (adenosine-mono-phosphate). The high levels of cyclic AMP have the capacity to relax the patient’s muscles, an aspect that decreases his airway resistance by lowering his intracellular concentrations of ionic calcium (Halpin & Riggins, 2014).
Bronchopneumonia is an acute inflammation of the lungs, primarily characterized by foci that are surrounded by parenchyma. This disease, therefore, produces a bacterium and affects the lobes being frequently determined as basal. Patients suffering from bronchopneumonia that is caused by bacteria as a result of invasions on the lungs parenchyma by the bacteria, an aspect that triggers the immune inflammatory response that fills the alveolar sacs with exudates (Halpin & Riggins, 2014). When the air sacs are filled with the exudates fluid through a process known as consolidation, the patient’s pulmonary lobes are affected.
Bacteria And Fungi
Streptococcus Pneumonia
Atypical Bacteria,
Mycoplasma Pneumoniae
Chlamydophila Pneumoniae
Legionella Pneumophila
Amoxicillin, in this case, belongs to the class of Amino penicillins that are considered as extended-spectrum antibiotics
As determined in Mr. Waters’s condition, in contracting community-acquired bronchopneumonia, it would be effective using amoxicillin in altering the actions of bacteria in the colon that encourages the growth of more bacteria which may result in the inflammation of the colon.
Immediate actions in order of priority
Ensure the patient is calmed while you call for help
It is important to Assess the patient’s failing organs
Assess clues to determine the cause
Act fast to clear blockages
It is also essential to Reduce the patient’s anxiety
Stabilize the patient from the obstructions caused by spasm and edema
Ensure the situation does not worsen
Cause of action in Mr. Waters case:
There is a need for determining the patient’s conscious level through the use of an AVPU method. This determines the alertness and the manner in which the patient responds to painful stimuli or his unresponsiveness to all the stimuli’s (Halpin & Riggins, 2014). In order to determine Mr. Water’s response to painful stimuli, the application of a supra-orbital pressure would be effective.
The likely cause of Mr. Waters’ septic shock
Weakened Immune Systems
Bacterial Infection
Fungi and Viruses
Clinical manifestations of septic shock Mr. Waters is showing
As detailed, septic shock is referred to as a systematic inflammatory response syndrome (SIRS) that document another infection. The clinical manifestation and features of this condition depend on a patient. In the case of Mr. Waters, the elements of fatigue, irritability, anxiety, rigors and fevers and the difficulties in breathing and the grunts determine that he is in a septic shock,
Stage 1: Non- progressive Shock: This shock occurs when blood flow is detected and several other systems are activated to maintain perfusion, the heart is prone to neat at a faster rate with the blood cells in the body turning smaller, a factor that restrains the circulation system thus resulting in a shock.
Stage II: Irreversible State: Occurs when the systems of the body fail to improve the process of perfusion and are reflected in the patient’s symptoms. As a result of this, oxygen is therefore deprived within the brain, a factor that results in the patient’s confusion and disorientation (Seymour & Rosengart, 2015). The deprivation of oxygen in the heart is likely to result in chest pains as well.
Stage III: This results when the heats functionality continues to go downwards, a factor that results in the shutting down of the kidneys thus injuring the body’s cells and tissues (Seymour & Rosengart, 2015). This stage may lead to a patient’s death.
The overall treatment goal in the shock
The primary goal of shock treatment is to achieve adequate delivery of oxygen in the tissues especially in patients who present symptoms of septic shock.
The medical management of septic shock
In this case, it is important to begin antibiotic therapies and proper dosages on the patient at an early stage. In order to correct the conditions of hypoxia, impaired tissue oxygenation, and Hypertension, there is a need for resuscitating the patient (Seymour & Rosengart, 2015). It is also important that a physician identify the sources of infection and determine effective approaches of controlling them, through the maintenance of adequate functions on organ systems. This, therefore, can be guided through the use of a cardiovascular monitoring tool.
The nursing management of septic shock
Nurses should consider early resuscitation therapy on patients who undergo septic shock. The patients should be admitted in the ED with clinical approaches to show there is no evidence of end-organ determined (Seymour & Rosengart, 2015). It is also essential to consider that these patients may not need invasive hemodynamic monitoring and may not require Intensive Care admissions.
Diagnostic Test Performed on a Person with Chest Pain References
Kiriş, İ., Gülmen, Ş., Yılmaz, S., &Okutan, H. (2011). Management of Concomitant Coronary and Bilateral Carotid Artery Disease: A Case Report. Journal of Cardiac Surgery, 22(2), 149-151. doi:10.1111/j.1540-8191.2007.00358.Available From: http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=24181093&site=ehost-live(28th April 2016)
Success Factors in Project Management Experience Order Instructions: Project Management As You See It In any profession, you can hardly do better than to learn time-tested fundamentals and groundbreaking concepts, apply them across a variety of real world situations, and be inspired to continue to learn and teach as you go forward.
Success Factors in Project Management Experience
As you consider the totality of the information presented in this seminar, do you feel prepared to apply what you have learned? Do you think you have benefitted professionally from this course? Are there concepts that simply do not ring true in your experience?
Explain two best practices for project portfolio management and why they are most relevant to organizational success. Discuss at least two concepts presented in this course that surprised you. Identify a particular concept that seems particularly relevant to your research, “EFFECTS OF HRM PRACTICES ON EMPLOYEE PERFORMANCE”. explain why, and discuss your next steps for your doctoral study.
Success Factors in Project Management Experience Sample Answer
Project Management Experience
The project management course has contributed significantly to my knowledge and played an imperative role in developing my future potential professionally. At this juncture, I feel like I am ready to apply what I have learned. The course has not only introduced me to new concepts but also helped me put some of the organizational processes that I have observed into context. In essence, I absolutely understand the importance of various fundamental functions that are executed to enhance business success. I can undoubtedly say that I have advanced professionally and this course will contribute greatly to my future performance.
Despite understanding a majority of concepts however, I still came across some concepts that did not immediately tally with my experience. An example is the concept of employee ownership, which calls on organizations to put employees at the core of the implementation to promote effectiveness. In my previous experience, project portfolio management has been a reserve of the management, where major decisions are made at the top and employees are given direction from there (Harvard Business Review, 2013). Requiring the contribution of each employee during development appears like a workable idea, which I can project at my workplace. This is because it promotes ownership and consequently improves performance.
I found two best practices, namely the strategic alignment of objectives with organizational strategy and effective management of aggregate resources as the most relevant for organizational success. In order for project management to work effectively, it is imperative that the objectives resonate well with the organization’s goals in order to reduce chances of a conflict of interest and divided goals (Neverauskas and Čiutienė, 2011). Effective resource management ensures that the company can achieve optimal performance by achieving as much as possible using the limited resources.
Two concepts in this course really surprised me. The first one is that poor communication is a more common contributor to project management failure than to lack of adequate skills. It is important for the management team to foster effective communication as this ensures that information is disseminated properly and that the team can work together to deliver the desired outcomes (Besteiro, de Souza Pinto and Novaski, 2015). The second concept is that project completion is not adequate to gauge the successful implementation of a project. Monitoring and evaluation, which may be conducted over a long period of time after completion of the project ensures that the project any shortcomings can be addressed; and thus ensure the complete success of the project (Martinsuo and Killen, 2014).
The concept of project team management seems particularly relevant in my research, ‘Effects of HRM practices on employee performance’. Through this course, I have learnt that the HRM has a role to play in developing the project team through a sequence of actions that includes planning for human resource management, acquiring a project team, developing the project team and finally managing the project team (Stulgienė and Ciutienė, 2012). Following this pattern ensures that employee performance is exceptional, the HR has played the role of managing the project team to ensure that it possesses the right skills and capabilities to execute strategy. In this regard and in relation to my doctoral study, I intend to explore the importance of project team management as a prerequisite for effective project management. This means that the concept should be given greater priority that it has currently.
Success Factors in Project Management Experience References
Besteiro, É. C., de Souza Pinto, J., & Novaski, O. (2015). Success Factors in Project
Management. Business Management Dynamics, 4(9), 19-34. Retrieved from eds.a.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=17&sid=ca645ba2-da71-45dd-b82d-81871ba53245%40sessionmgr4005&hid=4202
Harvard Business Review. (2013). HBR Guide to Project Management.HBR Guide Series.
Cambridge, MA: Harvard Business Press.
Martinsuo, M., & Killen, C. P. (2014). Value Management in Project Portfolios: Identifying and
The Graduate Nursing Evidences Leadership Order Instructions: The graduate nurse evidence leadership as seen in the four domains: the profession of nursing, clinical practice arena, health policy arena, and systems level.
The Graduate Nursing Evidences Leadership
In order to complete this assignment, complete the short eighteen-question quiz (this takes approximately five minutes) about your leadership style at
About.com Psychology. (n.d.). Quiz – What’s your leadership style? Retrieved
from http://psychology.about.com/library/quiz/bl-leadershipquiz.htm
In a 3- to 5-page paper (excluding the title page, references and appendices), you will address the following criteria:
•Report your findings from the quiz:
?What kind of leader were you?
?How does this fit into your beliefs about your leadership style?
•Examine the attributes of leadership that may be needed for graduate level nurses.
•Analyze your personal leadership attributes you feel you have that will help you in your graduate nursing role. Also discuss those attributes that you feel you may need to develop in your graduate nursing role.
Finish with a quotation from a library article related to leadership in an advanced nursing role. Look in some of the known leadership journals like The Journal of Nursing Scholarship or Nursing Leadership Forum or the American Journal of Nursing, Journal of Nursing Administration, Nursing Administration Quarterly, Nursing Management or Health Care Management Review (found in the South University Online Library).
The Graduate Nursing Evidences Leadership Sample Answer
Nursing Leadership
Introduction
Leadership in the nursing profession is imperative as it helps nurses to relate to each other and their patients. Nursing practitioners are therefore required to exemplify good leadership skill at all times. This helps them to work well as a team, be good decision makers and improve in their service and care. Nevertheless, since nurses relate to people from different domains, it is essential for them to uphold high standards of work ethics and professionalism (Sanford, 2011). This means nurses should indicate leadership and the ability to rules in any clinical practice arena or system.
The Graduate Nursing Evidences Leadership Findings from the Quiz
Based on the quiz taken, I was a democratic leader. This means that I highly value the input of my team members when making decisions or solving problems. As a democratic leader, I motivate my staff and boost their moral through engaging them in activities and allowing them to take part in decision making. I however give the final decision based on the insights collected. I value quality service and my staff by helping each person in my team fully exploits their potential and to be independent. I am a respectful, trustworthy and straightforward leader who believes in productivity, discipline, and hard work. Am a charismatic leader, caring and empathic. I am committed to coaching, mentoring and developing of my staff, and focus on working as a team to attain success. As a leader, I am a good listener and communicator; I inspire and encourage my staff by acting as a role model.
The Graduate Nursing Evidences Leadership Fitting in my Belief about Leadership
Leadership is all about setting a path and example, and that is what is portrayed in this context. The belief that leaders acting as mentors and coaches fit the description of a leader. A good leader gives direction to their staff and offers guidance on what they ought to do at work. The act of leadership is portrayed as a position through which people get to relate with other effectively. A leader should be ready to learn from others and accept advice from those around them as well. Leading is not all about working as the head, but it is about helping others learn how to lead and work on their own in decision making and developing their potential. Leadership is giving direction rather than leading the way. This helps to involve others and to offer them the opportunity to practice and nurture their leadership skills as well.
As a nurse I value teamwork. I therefore believe in working hand in hand with others to accomplish organizational goals. Collaboration is essential for a leader as it helps to bring cohesiveness among the nurses and to work together for success. Direction, support, and positive motivation and feedback are important qualities that a leader must portray when working with a team. As it can be seen from the quiz, as am the kind of leader I do not value punishment as would be evident in autocratic leadership but I would rather offer guidance and support to those who are weak.
I value self-decision making and self-supervision as I believe that this promotes the independence and productivity of a team. As a leader therefore, I would let my team make their own decisions, work under minimal supervision and work freely doing what they feel best promotes the company’s productivity. Motivation is an essential characteristic of a leader and I would strive to offer security and encourage each staff member to reach their potential.
Attribute of Leadership for Graduate Level Nurses
There are many leadership attributes that a graduate nurse is required to portray in the execution of their duties. These graduate level nurses should have a vision for the future and work towards achieving this through self-motivation. A graduate nurse is expected to enact self-confidence, self-respect and willingness to participate in various activities. They should be risk takers, never fear to experience failure and should be ready to learn from obstacles experienced in the course of their work (Havig, Skogstad, Kjekshus & Romøren, 2011). It is expected of graduate nurses to build good relationships with others, be engaging and motivating. A graduate nurse leader should be capable of effective self-reflection to assist in gaining from both past and future experience; and thus ensure that they can work effectively with others. Being a team player is also an important attribute for a graduate nurse leader to portray. They should be able to work with other people and find balance in their professional and personal life. Lastly, a graduate level nurse should be in a position to communicate audibly and eloquently in order to ensure that they can interact effectively with clients, colleagues and other people requiring their services.
Analysis of Personal Leadership Attributes and The Graduate Nursing Evidences Leadership
Among the individual management qualities that will aid in my graduate nursing role include self-confidence and my risk taking attribute. These qualities give me the position to act without fear and exploit my potential to the fullest. The other attribute is excellent communication. I am a good communicator and I have good relationship qualities. This helps me to relate with others in my area of expertise, such as my colleague, patients and those in authority. Self-disciple and trustworthiness are also some of the attributes that can help me in my graduate nursing role.
In addition to the above, there are other attributes that I must adopt in order to fit well in the graduate nursing role. One of these attributes is being culturally diverse. Culture competence is imperative in the nursing profession as it helps one to relate with different people from diverse background respectfully and equally (Coonan, 2008). It is also important to be innovative and empowered in the graduate nursing role. This will assist me to be flexible to changes in the medical sector and the society.
The Graduate Nursing Evidences Leadership Conclusion
As I prepare to take up the role of a graduate nurse, I am confident that my leadership skills will ensure that I develop a respectable niche for myself in the nursing profession. Further, I am willing to learn from my experiences and thus improve my leadership skills even further to promote my performance as I take on an advanced nursing role. As quoted by Buckner, et al (2014), leadership is dynamic, ongoing and should be supportive of improvements occurring in nursing practice.
The Graduate Nursing Evidences Leadership References
Buckner, E., Anderson, D., Garzon, N., Hafsteinsdóttir, T., Lai, C., & Roshan, R. (2014). Perspectives on global nursing leadership: international experiences from the field. International Nursing Review, 61(4), 463-471. doi:10.1111/inr.12139. Retrieved from eds.a.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=6c9daff7-3c7e-4c89-a919-c1af6a4ac73e%40sessionmgr4003&vid=18&hid=4111
Coonan, P. R. (2008). Educational innovation: Nursing’s leadership challenge. Nursing Economics, 26(2), 117-21. Retrieved from http://search.proquest.com/docview/236937879?accountid=45049
Havig, A. K., Skogstad, A., Kjekshus, L. E., & Romøren, T. I. (2011). Leadership, staffing and quality of care in nursing homes. BMC Health Services Research, 11, 327. doi:http://dx.doi.org/10.1186/1472-6963-11-327
Sanford, K. D. (2011). The case for nursing leadership development. Healthcare Financial Management, 65(3), 100-4, 106. Retrieved from http://search.proquest.com/docview/858660693?accountid=45049
Constructive Criticism and Comments Order Instructions: The writer will have to read each of these articles and react to them by commenting, analyzing and supporting with relevant peer review articles. The writer will have to read carefully before giving constructive comments on the article. APA and in-text citation must be used as each respond to the two articles must have in-text citations with a peer review article to support your comments.
Constructive Criticism and Comments
The writer will provide a reference at the end of each comment. They will be a minimum of 1 reference for each respond to the tow articles.
The writer will refrain from simply agreeing but offer constructive and educative feedbacks to the articles. Each article must contain a peer review article to support the statement.
Constructive Criticism and Comments Sample Answer
Comments and Constructive Criticism
Article One
Diversity is a decipherable source of innovation and creativity, which can provide the foundation of competitive advantage in an organization. Diversity is also closely tied to project management since it is the organizational segment that facilitates its growth and expansion in the specified business arena. It can have an impact on project management as identified in the article (Ozgen Nijkamp & Poot, 2013). Nevertheless, the barriers associated with the incorporation of diversity not only affect communication within an organization and project management but also affect the level of confidence in the employed workforce (Bassett-Jones, 2005). There are other potential problems that might rise such as conflict and misunderstanding within the organization, which can result in loss of competitiveness, low morale, absenteeism, and poor quality of projects. From this perspective, it is evident that Ford needs to conduct an analysis of its primary cause of failure in Indonesia and Japan in order to identify the diversity-related solutions while viewing the entire scenario from this perspective in order to compete effectively in the diversified environment.
Article Two
Working in a culturally diverse environment has several potential benefits such as enhancing the competitiveness of an organization. The selection of teams among employees in designing, constructing and supervision facilitates the management of projects since they bring out the perspectives of each culture from their representation in the formulated groups (Hutzschenreuter & Horstkotte, 2013). However, a major challenge might arise due to the selection of teams, which facilitate the diversified growth of an organization by experiencing challenges relating to the selection of the most appropriate human resource management archetypal. Despite the noted effects of culturally diverse teams on performance, Nouri et al. (2013), still insists that cultural diversity may fail to be a factor to be considered in team performance. Therefore, the impact of cultural diversity teams on the performance of the team is relatively uncertain due to the presence of several other factors and conflicting perspectives.
Constructive Criticism and Comments References
Bassett-Jones, N. (2005). The Paradox of Diversity Management, Creativity and Innovation. Creativity and Innovation Management Journal, 12, 2, 169-175. http://onlinelibrary.wiley.com/doi/10.1111/j.1467-8691.00337.x/abstract
Hutzschenreuter, T., & Horstkotte, J. (June 01, 2013). Performance effects of top management team demographic faultlines in the process of product diversification.Strategic Management Journal, 34, 6, 704-726. http://onlinelibrary.wiley.com/doi/10.1002/smj.2035/abstract?userIsAuthenticated=false&deniedAccessCustomisedMessage
Nouri, R., Erez, M., Rockstuhl, T., Ang, S., Leshem-Calif, L., & Rafaeli, A. (2013). Taking the bite out of culture: The impact of task structure and task type on overcoming impediments to cross-cultural team performance. Journal of Organizational Behaviour, 34, 739-763. doi:10.1002/job.1871 http://onlinelibrary.wiley.com/doi/10.1002/job.1871/abstract
Ozgen, C. Nijkamp, P. & Poot J. (2013). Impact of cultural diversity on firm innovation: evidence from Dutch micro-data. Journal of Migration, 2, 1, 18. http://link.springer.com/article/10.1186/2193-9039-2-18/fulltext.html
Managing Human Resources in Health and Social Care Sample Answer
Managing Human Resources in Health and Social Care
Introduction
Recruiting efficient workers remains an important factor to the success of every organization. Consequently, organizations adopt approaches involving training and developing the most effective employees. Within the health and social care fields it is imperative measures aimed at understanding systems used to monitor and promote the development of employees are integrated.
Managing Human Resources in Health and Social Care
The paper explores the various legislative frameworks that must be observed during recruitment processes. This includes exploring leadership theories which can promote effective team spirit. This is particularly important to progress the healthcare organization leadership and management of the employees as well as the recruitment processes.
Task 1
Factors to Be Considered in Planning and Recruiting Individuals
The element of planning and recruitment can be defined as the process through which organizations find and hire best and qualified employees for a job placement in a manner that is timely and sot efficient (Sumelius, Björkman, Ehrnrooth, Mäkelä, & Smale, pp. 569. 2014). This process therefore requires the consideration of an effective planning process in which the requirements of the job are analyzed, the employees are screened and selected based on their qualifications and integrated in the organization. The primary factors that need to be considered in this process include the qualifications of the applicants and their level of experience.
Many health institutions today have significantly increased their attention towards human resource management. Human resource is the major principle of health systems alongside physical capital (Sumelius et.al.2014). Human resources in relation to health can be defined as a diversified non-clinical and clinical staff in charge of both private and public health care. It is important to consider the fact that the most significant input in the health system is its presentation and the benefits realized from these systems.
The first aspect that needs to be considered in the planning and recruitment of employees is the establishment of the overall aim of the hiring process, with particular focus drawn on the aspects an organization would want to achieve. For instance, some organizations may plan to recruit employees in a bid to replace the existing workers as a result of career advancement, retirements, or in some cases the creation of new job positions. Given this, a clear understanding of the competency, skill sets, and educational experience of individuals remains essential in the recruitment process.
An organization, therefore, needs to take consideration of the availability of employees that are required to fill the job requirements and the need to establish is they already work for the same organization (internal recruitment) or reside within other areas (external recruitment). In instances where these employees are unavailable, the organizations need to consider the financial implications that are associated with their pieces of training to meet the required job levels or the need to offer remunerations and relocation incentives to encourage the skilled workers from other areas. Once the organization determines these aspects, the need to attract the right employees for the available jobs is initiated. The jobs are then advertised in areas where there are skilled workers through the newspapers and local employment centers.
The Relevancy of Legislative Measures and Policy Frameworks of UK In the Selection, Recruitment and Employment Process of Personnel at Hounslow Care Ltd
It is essential to determine that policies are defined as the functions that determine an organizations principle and actions that are adopted and proposed by an organization. On the other hand, legislations can be defined as laws that are developed by the government to protect and govern the rights of employees within an organization.
It is necessary that each and every country has its own rules and policies that guide them in the recruitment, selection and employment of personnel. Therefore, it is vital for Hounslow care ltd to apply related policies. It is important to note that the prevailing laws in the United Kingdom gives equal opportunities for every citizen irrespective of the race, religion, community or even gender to access healthcare.
The United Kingdom government provides laws and policies that govern the employment, selection and recruitment of a new workforce. The major laws involved in Hounslow care ltd includes The Race Relation Act, Sex Discrimination Act, Employment policy, legislation Employment Relations and lastly but not least The Race Relation (Colvin, & Gough, pp. 1019. 2015). Legislation Employment and Employment policy helps to ensure that equal wages are paid to the employees and also enforces the tribunal methods of employment are adhered to.
The Sex Discrimination Act in this case protects the employees from discrimination within this organization considering the fact that those seeking for job opportunities are frequently discriminated directly or indirectly. Direct discrimination may entail rejecting their training, denying them a promotion, giving hostile conditions or even worse, rejecting people because of their secluded characteristic (Colvin, & Gough, pp. 1019. 2015). On the other hand, indirect discrimination occurs in situations whereby the terms and the policies of the organization do not favor those individuals with particular protected characteristics.
The Employment Act principally deals with conflict declaration and achievement of the required principles of employment. Hounslow Care ltd is currently focusing on employing more qualified personnel that caters for the whole society. In order for them to effectively achieve this, they must uphold and sustain applications primarily from the people that are not represented in the institution (Colvin, & Gough, pp. 1019. 2015). Additionally, there is a need of supporting the applicants who are bound to feel that equality and justice is not achieved within a recruitment process so that can easily have their issues addressed.
Evaluation of Different Approaches Used to Ensure the Selection of the Best Personnel’s at Hounslow Care Ltd
In achieving this, it is essential to take cognizance of the two main procedures that should be followed during selection and evaluation of workers. This includes interviewing candidates through conducting tests in the centers. An additional approach includes evaluating and ensuring that the candidate is well equipped and can offer high quality services (Hollenbeck, & Jamieson, pp.380. 2015). Therefore, it is highly essential for Houslow Care ltd and other health institutions to adhere to these approaches so that they can be able to choose qualified workers.
It is important to know that conducting interviews is the most crucial step when choosing employees. When conducting interviews, the interviewer talks about the candidate’s impersonation and can make any conclusion (Hollenbeck, & Jamieson, pp.380. 2015). The main advantage of interviewing is that the candidate can easily be evaluated by the interviewer with no possible mistakes since it is one on one. Additionally, this aids in choosing the best out of the candidates since the interviewer is able to distinguish a more confidence candidate. Another approach that can aid in choosing excellent employees is the use of tests where every candidate conducts a test concerning the type of job that is being offered. It is usually assumed that the outcome of the test depicts the job applicant’s mindset.
(M1). Critical analysis of the different approaches of the recruitment process employed in recruiting individuals at Hounslow Care Ltd
In developing an effective approach of recruitment aimed at aiding in the employment of individuals at Hounslow Care Ltd, it is significant that the job description is clearly developed and that give information on the detailed aspects of the job that include the responsibilities, pay, and reporting requirements. On the other hand, there is a need of developing a skills inventory and a job posting strategy. This clearly gives a depiction of the systematic interview process to the candidates as well.
Task 2
2.1 How Individuals Interact In Groups within Health and Social Care Settings
2.1.1: Formation of Groups
It is essential to note that the theories of behavior can be defined as the behaviors that are displayed by leaders since behavior remains the single most predictor of a leader’s results, success and influences. The Tuckman’s model remains the most famous theory that explains the manner in which individual’s work in groups. Tuckman divided the team interaction stages in four phases that include the forming phase, storming, norming, and performing. Armstrong believes that the forming phase implies to the high reliance on leadership as an approach for guidance. Employees within these systems await information on determining what is new with everyone within this system, thus retaining their selves’ as cautious, polite and well organized (Armstrong & Laschinger, pp.134, 2006). During this point, the individuals learn to cope with the opportunities and challenges and try to agree to specific matters in handling tasks, and responsibilities effectively. In order to ensure that interaction and communication is effective between the group members and the co-workers, it is vital that everyone acquires the opportunity to share thoughts, information, and ideas with the aim of knowing each other.
Armstrong alleges that various ideologies are determined to differ within this step for deliberation. Within the step of storming, teams or groups are determined to identify various issues and derive approaches of effectively solving these issues. Storming therefore remains one of the vital steps for a group’s growth (Armstrong & Laschinger, pp.134, 2006). However, this may turn out to be a challenge for individuals within the team who have an issue with disputes. This therefore determines the fact that every individual within the team needs to reflect patience and have the capacity of bearing to the issues since avoiding the element of tolerance and patience within a group may turn out to be a challenge in achieving success within an organization. The efforts of the managers and the supervisors are therefore essential in directing leadership and behavioral patterns within the process.
The forming stage is another essential stage that allows the group members to agree, frankly discuss issues in regards to their views and ideologies with the aim of adjusting to the behavioral patterns and attitudes of the others with the aim of developing an effective work habit (Rodgers, pp. 373.2014). This therefore sees the members of a team agree in the rules and values including the change of methods and the inclusion of professional patterns. Managers and supervisors are bound to turn out as more energetic with the capacity to improve more.
2.1.2 Linking the Theories to Health and Social Care
In light of the formation of group’s theory, it is important to determine that the theory primary guides on how effective groups can be developed within the health and social care industry. The theory can be incorporated within this industry in the formation of effective groups that goes through the formation process (Rodgers, pp. 373.2014). The Belbin theory on the other hand provides appropriate approaches through which groups can work in partnership. The two theories in this case would aid in the formation of an effective group that incorporates the element of teamwork in the achievement of goals.
2.2. Approaches Used By the Staff within Different Levels in Promoting Efficient Team Work at Hounslow Care Home Ltd
At Hounslow Care Home Ltd, the element of teamwork helps in initiating a collaborative effort between group members geared towards the achievement of an organizations goal (Rodgers, pp. 373.2014). Team working therefore brings several individuals within a group together in addressing some of the needs of an organization through the incorporation of group activities where individuals are assigned different roles within the team.
In line with this, it is important to consider the types of groups that include the formal and the informal groups (Rodgers, pp. 373.2014). Formal groups are developed by an organizations manager with the aim of achieving a specified goal that meets the needs of an organization. Formal groups exist within organization for the purpose of performing and achieving specific goals and objectives of an organization. On the other hand, informal groups may be considered as self-created groups that are formed for several reasons to fulfill the needs of the workers or teams.
2.2.1 Advantages of Teamwork
Teamwork has the capacity to grant the members of a team an opportunity to learn from each member, thus presenting a potential workforce that is flexible in meeting the needs of an organization (Rodgers, pp. 373.2014). On the other hand, teamwork presents members and an organization the opportunity to combine different abilities and ideas together, thus making it easier to discover new work approaches.
2.2.2 Disadvantages of Teamwork
Team members are likely to experience less motivation and enter into conflicts especially n events where the interests of the team members fail to match an organizations objective. Change resistance also remains one of the challenges that teams are bound to face within a team.
It is imperative to determine the fact that there is not a single developed approach that may be considered as essential in working with a team collaboratively (Rodgers, pp. 373.2014). This is attributed to the fact that teams are unique and need to locate their own collaborative working methods in an effect manner. In consideration of Hounslow Care Home Ltd, there is a need to take consideration of the following approaches in establishing an effective team working relationship.
There is a need to ensure that the core objectives of a team and understood explicitly and accepted by every individual.
There is a need to consider the diversity of personality’s ad skills as one of the essential factors in ensuring a team is effectively working. This therefore requires that the members of a team employ their strengths in supplementing the weaknesses of others.
It is important that the levels of transparency and understanding about the responsibilities of the employees is understood clearly.
The members also need to discuss about some of the different subjects that allow them to meet at a point of agreement. This requires that they are provided with the opportunity that grants them social time, a factor that opens communication.
Cultivating trust within the members of a team through the spending of personal time with the team members is essential in understanding the team members.
Engaging the group members within activities that are socially inclined mitigates the barriers that may hamper the performance of the team.
D.3 Creative Thinking in the Planning, Development and Building of an Effective Team in Hounslow Care Home Ltd
In this case, one of the essential elements that I considered in developing an effective group in this organization was to ensure that the diversity of the group members was considered in the formation of the group. This helped in blending different individuals with different traits and abilities within the group, a factor that developed unity of purpose within the group.
Task 3
3.1 How the Performances of Employees Working Within the Health/Social Care Can Be Appraised
The monitoring of the performance of employees can be achieved through several approaches. First and foremost, the identification of the current employee’s performance where improvements are considered as indicators can be developed in a bid to establish the milestones an organization achieves. To ensure these improvements are achieved, the managers are required to link them with the team’s objectives and aims, an aspect that enables employees to understand their roles within the teams.
The element of performance management entails a process that seeks to establish a shared understanding on the aspects that need to be achieved and the manner in which they can be achieved in managing people, a factor that increases the chances of an organization in achieving success (Downey, et.al.2011, pp 280). This therefore determines the fact that several approaches developed to measure performance within an individual in the health care sector and social organization. The approach in this case involves the improvement of the candidates, marketing and performances, a factor that determines the appropriate avenues of improving the performance levels of individuals, the evaluation of specified standards through the inclusion of tests and fixing of standards that need to be achieved.
The manner in which performances of individuals are measured is termed as performance appraisal (Downey, Lee, & Stough, pp. 280.2011). There are five primary approaches of performance evaluation that includes: measurement, feedback, inclusion of positive reinforcement, the sharing of ideas and reaching an agreement. Measurement means the achievement of an organization goals established, with the individual performance level requiring appraisal.
When this information is provided, the individuals within an organization are determined in reference to their performance and progress, a factor that provides feedback (Downey, Lee, & Stough, pp. 280.2011). Positive feedback in relation to criticisms needs to be made in regards to the matters that need to be developed, a factor that initiates a positive and constructive reinforcement. The exchange and sharing of ideas within the next phase in a situation where challenges are faced is measured with the aim of determining the way of recovering performance. Agreement determines the last phase in which employees are considered to understand their objectives and targets and how these may be achieved.
3.2 Individual Training and Development Needs and How They Can Be Identified At Hounslow Care Home Ltd.
In order to identify the development and training needs of the employees, the organization needs to re-evaluate their institution’s business goals with the aim of addressing the crucial activities that include the monitoring of performance quality, the assessment of problem domains, the evaluation of weak points and appraisal (Van Bogaert et.al. 2016). It is essential to consider that everyone has flows and need to keep updates on where there is a need of expanding their knowledge base. After a close observation and measurement of the employee’s performance and progress, the outcomes are achieved that enables the organization to understand the population’s training needs and what is required during training. In this case, having a clear understanding of the employees at Hounslow care Home Ltd helps in developing appropriate training approaches for the employees.
Hounslow care Home Ltd needs to provide the employees with appropriate training resource’s that are aimed at completing the learning process and that advances the aspect of knowledge acquisition and improves the skills expertise, ideas, concepts, and behaviors of employees progress and performances (Van Bogaert, et.al,2016). This can be depicted in an instance where the employees within this organization lack proper communicational skills. After measurement and evaluation, the management of the organization developed a training program aimed at developing these skills among the employees.
3.3 Different Strategies Aimed At Promoting the Continuing Development of Individuals in This Sector
3.3.0 Supervision and Appraisal
Performance incentives and feedback remains fundamental within an organization and that are developed to promote the continuous development of employees within the healthcare sector. Performance feedback infers to a vital approach developed to enhance and boost the performance level of employees in cases where feedback is not provided on how individuals may understand on the performances done (Decramer, Smolders, & Vanderstraeten, pp.354.2013). In this instance, employees need to have information in regards to how they can enhance their professional careers within the sector. Through performance feedback’s, the positive and the negative individual’s within an organization are given the opportunity to solve issues since this aspect updates them on their weaknesses and mistakes and provides them with the opportunity to learn. Performance feedback does not only enlighten the employees on their weaknesses, but provides them with the recommendation of how they can be trained (Decramer, Smolders, & Vanderstraeten, pp.354.2013).
3.3.1 Training versus Education
On the other had, it is imperative to training and education remains significant in promoting the continual development of employees within this sector. The healthcare organization clearly needs to invest in the training and development of its employees in order to effectively improve on their skills and competencies within the work environment (Decramer et.a.2013, pp.315). As detailed, an organization aiming to be effective in the market needs to ensure that its employees are trained to improve their current and future knowledge and performance of employees through an approach that includes the increase of their ability to learn. Appropriate performance based incentives are essential in motivating the employees and considers the increments of wages and the provision of training and developmental programs as part of the benefits enjoyed by the employees.
3.3.2 Mentoring
Mentoring the employees is considered as another effective approach that organizations may use in ensuring the continual development of their employees. The managers in this case are required to guide the employees by offering mentorship and training programs aimed at improving the skills of the employees within their job functions.
D1) How to Monitor My Own Personal Training and Development Needs
In determining my personal training and development needs, it is important to consider the level of productivity within my department. This can be determined through the evaluation of the achieved goals in relation to the organizations goals that will determine the need of training and development.
Task 4
4.1 Leadership Theories That Apply In This Industry
Theoretical, theory explains that leadership patterns and styles commonly depend on the level of leadership. The theory also alludes to the fact that the most successful style of leadership is determined by the conditions under which leaders are subjected to. According to this theory, it is equally important to understand that leadership has three main branches which include democratic, laissez faire styles and authoritarian. Among the three, it is considered that authoritarian is the most efficient especially for the period of disaster (Manroop, Singh, & Ezzedeen, pp.780.2014). However, if a leader decides to use this method every time, it ends up failing since it does not gratify the members. On the other hand, a leader who uses the democratic form of leadership successfully runs his empire since it is most simple and suitable for many situations. There are two main theories of leadership that affect health care facilities which include: transactional theory and the transformational theory.
4.0.1 Transactional Theory
The transactional leadership approach is one that incorporates the element of employee motivation through appeals made through their own interests. In this case, transactional leaders are granted powers from their authorities and responsibilities within an organization, with the employees expected to follow and obey the formal instructions offered by such a leader (Manroop, et.al.2014, pp.345). Transactional leaders on the other hand believe in motivating the employees through the inclusion of punishments and rewards.
4.0.2 Transformational Theory
The transformational approach of leadership is one that sees leaders and their subjects raise one another in levels of motivation and morality in order to meet their shared goals. Transformational leaders in this case are viewed as effective and are likely to collaborate wit the employees with the aim of achieving the goals of an organization.
Application of these Theories in this Industry
Since the behavioral theory of leadership aids in reaching to an agreement, it should be used in both social and health care institutions. If this theory is formulated within the conceptual framework of an organization by the leaders in social workplaces, it would be exceptionally easy for t to administer responsibilities and duties for the subordinates. On the other hand, situational theory is more useful in areas where more complicated issues are involved.
4.2 How working relationships can be managed at Houslow care Ltd
Every worker in Houslow care ltd should be positioned accordingly so as to ensure that work is easily monitored. On the other hand, there are other aspects that can be used to ensure that work is administered effectively (Mitchell, Obeidat, & Bray, pp.901. 2013). For example, trust is the main fundamental aspect of any working environment. This can be achieved through the inclusion of teamwork and teambuilding within an organization.
Secondly, employees in Houslow care ltd should know that in any working environment, innovation is very much necessary in order for the organization to offer effective and quality services (Mitchell et.al.2013, pp.901). In order to incorporate this culture within the functions of this institution, it is important that the leaders incorporate the use of emotional intelligence in practice. They should also consider the fact that communication and mutual understanding among the employees is also very vital, a factor that can be achieved through constructive feedback within the organization.
4.3 Evaluating the developments that have been influenced by management approaches
Leadership basically refers to a dynamic and lively relationship between workers and leaders who have a universal interest and are principally motivated by better results (Mitchell, et.al.2013).Team working means working collectively in order to jointly achieve the goals set by an organization.
Actually, team working is the most crucial aspect and each institution should apply as it helps the workers to perform their duties effectively. According to some assessments that have been made, it is important to know that teamwork generates incredible performance and thus should be highly recommended through the initiation of confidence within the team members (Mitchell, et.al.2013).
Recruitment on the other hand entails choosing the most qualified candidates amongst the many who turn up for interviews. In addition, employers need to develop effective communication approaches in order to corporate as teams. Additionally, organizations and managers need to take cognizance of their career development in order to remain relevant in skills.
(M3) Comparison of how different leadership styles can be used within your branch of Hounslow Care Ltd
It is important to consider the fact that leadership remains an essential element for any entity. Different managers present different leadership styles in impacting productivity among the employees. However, it is important to note that an effective leadership style would impact the growth and development of the organization immensely. Employing the delegative approach of leadership would not be an effective approach of leading the organization and the employees to the achievement of their goals since the leaders are in most cases bound to arrive on decisions on their own. However, the participative leadership approach would be effective since the leaders include the participation of the employees in the decision-making process, a factor that would yield results in this organization.
D2. How to address the dilemma of a member of staff who was underperforming
Many organizations consider firing their staff members who do not perform within their organizations. However, it is essential to consider that the underperforming staff members are sometimes affected by some work-related situations that hinder their performance. This would, therefore, require an approach that would ensure that the staffs are motivated and are trained to remain productive within the organization.
Managing Human Resources in Health and Social Care Conclusion
This study has in this case discovered that recruiting best workers is important to every organization. This paper seeks to describe the approaches which involve training and developing the most effective employees. The aims at improving at understanding systems used to monitor and promote the development of employees so that they can work as a team.
Managing Human Resources in Health and Social Care References
Colvin, A, & Gough, M 2015, ‘Individual Employment Rights Arbitration in the United States’, Industrial & Labor Relations Review, 68, 5, pp. 1019-1042, Business Source Complete, EBSCOhost,viewed14April2016.RetrievedFrom:http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=110155333&site=ehost-live\
Decramer, A, Smolders, C, & Vanderstraeten, A 2013, ‘Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction’, International Journal Of Human Resource Management, 24, 2, pp. 352-371, Business Source Complete, EBSCOhost, viewed 14 April 2016 RetrievedFrom;http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=83561511&site=ehost-live
Downey, L, Lee, B, & Stough, C 2011, ‘Recruitment Consultant Revenue: Relationships with IQ, personality, and emotional intelligence’, International Journal Of Selection & Assessment, 19, 3, pp. 280-286, Academic Search Premier, EBSCOhost, viewed 14 April 2016.Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=64905370&site=ehost-live
Findley, S, Matos, S, Hicks, A, Campbell, A, Moore, A, & Diaz, D 2012, ‘Building a Consensus on Community Health Workers’ Scope of Practice: Lessons From New York’, American Journal Of Public Health, 102, 10, pp. 1981-1987, Professional Development Collection, EBSCOhost, viewed 14 April 2016. RetrievedFrom:http://search.ebscohost.com/login.aspx?direct=true&db=tfh&AN=82041368&site=ehost-live
Hollenbeck, J, & Jamieson, B 2015, ‘Human Capital, Social Capital, And Social Network Analysis: Implications For Strategic Human Resource Management’, Academy Of Management Perspectives, 29, 3, pp. 370-385, Business Source Complete, EBSCOhost, viewed 14 April 2016.Retrived From: http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=109373294&site=ehost-live
Manroop, L, Singh, P, & Ezzedeen, S 2014, ‘Human Resource Systems and Ethical Climates: A Resource-Based Perspective’, Human Resource Management, 53, 5, pp. 795-816, Business Source Complete, EBSCOhost, viewed 14 April 2016. RetrievedFrom:http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=101763003&site=ehost-live
Mitchell, R, Obeidat, S, & Bray, M 2013, ‘The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High-Performance Human Resource Practices’, Human Resource Management, 52, 6, pp. 899-921, Business Source Complete, EBSCOhost, viewed 14 April 2016. RetrievedFrom:http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=92038564&site=ehost-live
Rodgers, L 2014, ‘Public Employment and Access to Justice in Employment Law’, Industrial Law Journal, 43, 4, pp. 373-397, Business Source Complete, EBSCOhost, viewed 14 April 2016.RetrievedFrom:http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=99750000&site=ehost-live
Sumelius, J, Björkman, I, Ehrnrooth, M, Mäkelä, K, & Smale, A 2014, ‘What Determines Employee Perceptions of HRM Process Features? The Case of Performance Appraisal in MNC Subsidiaries’, Human Resource Management, 53, 4, pp. 569-592, Business Source Complete, EBSCOhost, viewed 14 April 2016. RetrievedFrom:http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=97119660&site=ehost-live
Van Bogaert, P, Peremans, L, Diltour, N, Van heusden, D, Dilles, T, Van Rompaey, B, & Havens, D 2016, ‘Staff Nurses’ Perceptions and Experiences about Structural Empowerment: A Qualitative Phenomenological Study’, Plos ONE, 11, 4, pp. 1-14, Academic Search Premier EBSCOhost, viewed 14 April 2016RetrivedFrom:http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=114181107&site=ehost-live
CommunityMental Health Center for Family Treatment Exam 1. FAMILY ASSESSMENT
You are a social worker employed by a community mental health center that specializes in family-based treatment.
Community Mental Health Center for Family Treatment
You will be using your movie selection
(Stepmom movie which is a 1998 tear-jerker directed by Chris Columbus and starring Julia Roberts, Susan Sarandon, and Ed Harris) to obtain information about
the featured child and family to obtain information for your assessment and treatment plan. When there is more than one child in a family, pick only one
child. Your identified client should be the child, but you need to include the family in your assessment and, in the next assignment, your treatment plan.
You will have to take a bit of poetic license about any of the family members as you like, but try not to make up too much information…use the information in the movie. You will observe the family then prepare a multi-dimensional assessment report. It is required that you use the grading matrix framework found below in the grading matrix. Important criteria include: Multidimensionality, support for inferences, and practitioner impressions, etc.
Exam 1. Grading Matrix
Multidimensionality
(1) Specification of problem
(2) Client Motivation
(3) Client Resources (strengths)
(4) Interpersonal functioning
(5) Intrapersonal functioning
(6) Ethnic/Cultural/Gender
Considerations
(7) Developmental considerations
I. Inferences and Impressions
(8) Supported by evidence (documentation)
(9) Practitioners’ impressions, including initial problems targeted for treatment, but not the treatments yet (that comes in Exam 2).
(10) Suggested measurement of problems (one qualitative & one quantitative)
Effective Approaches in Leadership and Management (Benchmark Assessment)
View Rubric Details:
In this assignment, you will be writing a 1,000-1,250-word essay describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:
1.Select an issue from the following list: nursing shortage and nurse turn-over, nurse staffing ratios, unit closures and restructuring, use of contract employees (i.e., registry and travel nurses), continuous quality improvement and patient satisfaction, and magnet designation.
2.Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
3.Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited to your personal leadership style.
4.Use at least two references other than your text and those provided in the course.
Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.
You are required to submit this assignment to Turnitin. Refer to the directions in the Student Success Center. Only Word documents can be submitted to Turnitin.
40.0 % Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue is not provided.
The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue is provided; however, relevant information is missing, such as not providing support for your rationale by using the theories, principles, skills and roles of the leader versus manager described in your readings, or not providing at least two references beyond your text.
The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue is provided and meets the basic criteria for the assignment as indicated by the assignment instructions.
The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue meets all criteria for the assignment, and is provided in detail.
The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue meets all criteria for the assignment, is provided in detail. Higher level thinking is demonstrated by incorporating prior learning or reflective thought.
40.0 % Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited to your personal leadership style.
The identification of the approach that best fits your personal and professional philosophy of nursing is not provided.
The identification of the approach that best fits your personal and professional philosophy of nursing is provided; however, relevant information is missing, such as an explanation to why the approach is suited to your personal leadership style.
The identification of the approach that best fits your personal and professional philosophy of nursing is provided and meets the basic criteria for the assignment.
The identification of the approach that best fits your personal and professional philosophy of nursing, along with an explanation to why the approach is suited to your personal leadership style, is provided in detail.
The identification of the approach that best fits your personal and professional philosophy of nursing meets all criteria for the assignment, and is provided in detail. Higher level thinking is demonstrated by incorporating prior learning or reflective thought.
15.0 %Organization and Effectiveness
5.0 % Thesis Development and Purpose
Paper lacks any discernible overall purpose or organizing claim.
Thesis and/or main claim are insufficiently developed and/or vague; purpose is not clear.
Thesis and/or main claim are apparent and appropriate to purpose.
Thesis and/or main claim are clear and forecast the development of the pap. It is descriptive and reflective of the arguments and appropriate to the purpose.
Thesis and/or main claim are comprehensive; contained within the thesis is the essence of the paper. Thesis statement makes the purpose of the paper clear.
15.0 %Organization and Effectiveness
5.0 % Paragraph Development and Transitions
Paragraphs and transitions consistently lack unity and coherence. No apparent connections between paragraphs are established. Transitions are inappropriate to purpose and scope. Organization is disjointed.
Some paragraphs and transitions may lack logical progression of ideas, unity, coherence, and/or cohesiveness. Some degree of organization is evident.
Paragraphs are generally competent, but ideas may show some inconsistency in organization and/or in their relationships to each other.
A logical progression of ideas between paragraphs is apparent. Paragraphs exhibit a unity, coherence, and cohesiveness. Topic sentences and concluding remarks are appropriate to purpose.
There is a sophisticated construction of paragraphs and transitions. Ideas progress and relate to each other. Paragraph and transition construction guide the reader. Paragraph structure is seamless.
15.0 %Organization and Effectiveness
5.0 % Mechanics of Writing (includes spelling, punctuation, grammar, language use)
Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used.
Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register); sentence structure, and/or word choice are present.
Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct sentence structure and audience-appropriate language are used.
Prose is largely free of mechanical errors, although a few may be present. A variety of sentence structures and effective figures of speech are used.
Writer is clearly in command of standard, written, academic English.
5.0 %Format
2.0 % Paper Format (use of appropriate style for the major and assignment)
Template is not used appropriately or documentation format is rarely followed correctly.
Template is used, but some elements are missing or mistaken; lack of control with formatting is apparent.
Template is used, and formatting is correct, although some minor errors may be present.
Template is fully used; There are virtually no errors in formatting style.
All format elements are correct.
3.0 % Research Citations (In-text citations for paraphrasing and direct quotes, and reference page listing and formatting, as appropriate to assignment)
No reference page is included. No citations are used.
Reference page is present. Citations are inconsistently used.
Reference page is included and lists sources used in the paper. Sources are appropriately documented, although some errors may be present.
Reference page is present and fully inclusive of all cited sources. Documentation is appropriate and GCU style is usually correct.
In-text citations and a reference page are complete. The documentation of cited sources is free of error.
100 % Total Weightage
Effective Approaches in Leadership and Management Sample Answer
Effective Approaches in Leadership and Management
Continuous Quality improvement and patient satisfaction
Constant Quality improvement and patient contentment focuses on activities conducted within the healthcare institution to ensure that health care is patient-centered and good health is acknowledged as an integral part of the medical evaluation. Nursing leadership and management must put into consideration the quality and satisfaction of their patients and the health care as a whole. Continuous Quality Improvement and Patient satisfaction are established as an efficient partnership between the medical practitioner, their patients and family. They ensure that patients are granted the standardized medical attention, their needs and want are respected and that they acquire the best support and direction in making a decision and practicing medical care. Every nurse leader and manager must consider directing their effort towards establishing quality care and patient satisfaction (McFadden, et al., 2014).
Nursing leaders and managers have different responsibilities and roles when it comes to ensuring continuous quality improvement and patient satisfaction. Subsequently, when focusing on continuous quality improvement this paper will concentrate on factors that ensure health care services are offered at a quality standard and the health environment is well established and cared for effectively. On the other hand, patient satisfaction is based on how patient receive quality service and care. It is structured to ensure that staff care and patient care are well established and maintained in any healthcare institution.
In light of this continuous quality improvement and patient satisfaction, the essay will offer a comparison between nursing leaders and managers through supportive theories, rationale, principles, skills and roles.
Comparison between Health Manager and Nursing Leader
Dissimilarity
Nursing leaders and nursing managers have different roles, responsibility, and skills when it comes to ensuring continuous quality improvement and patient safety. Their distinction can be defined through how each corresponds to their department in ensuring quality health and patient care. While nursing leaders acquire their roles through their ability to lead, influence and motivate others to perform better, managers are appointed into their positions officially and hence play the role of overseeing activities and processes within the facility (Meehan, 2012). In this regard, nursing leaders are likely to approach the matter of constant eminence development as well as patient satisfaction in distinct ways. One of the basic dissimilarities between nursing leaders and managers can be attributed to their roles. Nursing managers are responsible for direct patient care. They ensure that all the patients in a medical institution attain the medical attention and care they deserve by ensuring that all protocols are observed and that required resources are availed. On the contrary, leaders play a motivational and individual development role, with an objective of encouraging others to perform their duties effectively. They keep vigilance on the issues and concerns of their patients to ensure that their safety and care is given priority. Through nursing leaders, staff can see quality improvement and patient satisfaction as a moral issue that will guarantee the happiness of patients and thus work towards achieving this objective. This is as opposed to managers who expect quality improvement and satisfaction through following set rules and expectations (Thompson, 2006).
Nursing leaders play the role of streamlining the institution’s workforce as well as ensuring that the resources allocated are effectively used to achieve the organization’s objectives. This means that to ensure continuous quality improvement, nursing leaders would work towards ensuring that available resources are optimized to bring out maximum impact and enhance patient satisfaction (McFadden, et al, 2014). Managers on the other hand would promote continuous quality improvement and satisfaction by promoting resource allocation and providing an appropriate working environment. They are in charge of medical staff and patient welfare at large in ensuring continuous quality improvement and patient satisfaction. Moreover, it is the duty of the manager to offer the nursing leader a viable platform through which they can conduct quality service to their patients. Thus, the manager plays an overall duty in ensuring health quality and patient care compared to a nursing leader whose primary focus is to their patient health and concern (Fleishman, 2002).
Manager skills ensure continuous quality improvement and patient safety through striking a balance coordinating resources, financial matters, and personnel in healthcare. Furthermore, the managers are responsible for ensuring goals and objective such as ensuring quality patient care are achieved. On the other hand, the nursing leader exhibits different responsibilities and skills in establishing continuous quality improvement and patient safety. Nursing leaders must establish good communication and interpersonal relationships and expertise with their patient, staff, and other clients of the medical facilities. They are also responsible for empowering, motivating, inspiring and encouraging other towards achieving and establishing quality service and care.
On the contrast, it can be established that managers envision the future for medical operation and create a path towards productivity and efficiency. The manager is in charge of growth and opportunities in healthcare to ensure new medical staffing are accounted and quality service in rendered throughout the season. However, nursing leaders are different as they do not have the power figure but can envisage socio-adaptive component that helps ensure a good relationship between the patients and the clinical staff. The nursing leader is task oriented and conducted their duty with the aim of offering their patients and clients a favorable environment.
Similarity
Despite their numerous dissimilarities, nursing leaders and managers share some equal responsibility and characteristics to establish continuous quality improvement and patient satisfaction. Both of them are responsible for ensuring job satisfaction for their clients. Managers can act as motivators and risk takers same applies to nursing leaders who take risk and chances to provide quality improvement and patient satisfactory (Thompson, 2006).
Additionally, managers, just like nursing leaders, are enforcing work unity and envision goals. They all strive towards cohesion at the health institution and encourage mutual tolerance in health care to boost quality and satisfactory service. Their duty is to maintain a conducive working environment comply with the various demand and obligation in ensuring continuous quality improvement and patient satisfactory is retained in the health care. Both managers and nursing leaders are a representative of each group or unit they lead and hence act as role models. They are therefore expected to possess qualities that do not contradict their position and value. They should maintain a high standard of professionalism that is acceptable within their jurisdiction and adhere to different roles, responsibility, and accountability.
Personal and Professional Philosophy of Nursing
The most appropriate personal and professional philosophy than can be considered in this case is accountability. Nursing is a calling and is held to high professional standards and obligations hence the need to show a high level of accountability (Meehan, 2012). Nevertheless, when dealing with a patient, nurses, and medical practitioners take their lives in their own hands, making them responsible for any outcome and consequences that their patients might face. Hence, it is recommended for a nurse to exhibit a high standard of accountability. They should not be limited from performing their duties with utmost care and accountability based on self-esteem, belief or negativity.
Accountability is suitable for personal leadership skills as it helps to build self-responsibility, improve tolerance and acceptance. It also fosters competence, determination and goal orientation within an individual. Being accountable is also being responsible for others. This means one is able to take the risk for the sake of saving and helping others. It is also suitable for personal leadership skills as it improves personal relationships, communication skills and fosters social engagement with other people. Accountability can therefore be perceived as effective in promoting personal and public relationships with other people in the healthcare institution.
Effective Approaches in Leadership and Management References
Fleishman, R. (2002). The RAF method for regulation, assessment, follow-up and continuous improvement of quality of care: Conceptual framework. International Journal of Health Care Quality Assurance, 15(6), 303-310. Retrieved from http://search.proquest.com/docview/229598851?accountid=45049
McFadden, K. L., Lee, J. Y., Gowen, Charles R., I.,II, & Sharp, B. M. (2014). Linking quality improvement practices to knowledge management capabilities. The Quality Management Journal, 21(1), 42-58. Retrieved from http://search.proquest.com/docview/1503666127?accountid=45049
Meehan, T. C. (2012). The Careful Nursing philosophy and professional practice model. Journal Of Clinical Nursing, 21(19/20), 2905-2916. doi:10.1111/j.1365-2702.2012.04214.x
Thompson, J. M. (2006). Nurse managers’ participation in management training and nursing staffs’ job satisfaction and retention (Order No. 3230066). Available from ABI/INFORM Complete. (304937671). Retrieved from http://search.proquest.com/docview/304937671?accountid=45049
Professional Resume and Cover Letter Order Instructions: Professional Resume and Cover Letter
Professional Resume and Cover Letter
Details: Professional Resume and Cover Letter
Write an introductory cover letter of no more than 500 words in which you explain your professional objectives, professional interests, and strengths as an applicant.
Create a resume detailing your license(s), earned a degree(s), certification(s), professional experiences, previous positions held, membership in professional organizations, publications, and skills.
Both the cover letter and resume should be formally written using a professionally accepted format. Review “Resume Resources,” located at for http://www.resume-resource.com/examples-medical.html for examples of approved formats; however, other professional templates may be used.
Share your resume with a colleague and elicit their feedback. Revise your resume if needed and submit the resume in the assignment section of the course.
APA format is not required, but solid academic writing is expected.
This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.
You are not required to submit this assignment to Turnitin unless otherwise directed by your instructor. If so directed, refer to the Student Success Center for directions. Only Word documents can be submitted to Turnitin.
******RUBRIC ******
Letter
1
Unsatisfactory
0.00%
2
Less than Satisfactory
75.00%
3
Satisfactory
83.00%
4
Good
94.00%
5
Excellent
100.00%
80.0 %Content
40.0 % Introductory cover letter of no more than 500 words in which you explain your professional objectives, professional interests, and strengths as an applicant. The cover letter is formally written using a professionally accepted format.
No cover letter is provided.
The cover letter is missing one or more of the components as indicated by the assignment instructions, including no more than 500 words in which you explain your professional objectives, professional interests, and strengths as an applicant, or not in a professionally accepted format.
The cover letter includes all components as indicated by the assignment instructions, including no more than 500 words in which you explain your professional objectives, professional interests, and strengths as an applicant.
The cover letter includes all components as indicated by the assignment instructions. Explanation of your professional objectives, professional interests, and strengths as an applicant is written in a clear and concise manner.
The cover letter includes all components as indicated by the assignment instructions. Explanation of your professional objectives, professional interests, and strengths as an applicant is written in a clear and concise manner. Cover letter has a professional appearance.
40.0 % Resume detailing your license(S), earned degree(S), certification(S), professional experiences, previous positions held, membership in professional organizations, publications and skills. Resume is formally written using a professionally accepted format.
No resume is provided.
The resume is missing one or more of the components as indicated by the assignment instructions, including the detailing your license(s), earned degree(s), certification(s), professional experiences, previous positions held, membership in professional organizations, publications and skills.
The resume includes all components as indicated by the assignment instructions, including the detailing of your license(s), earned degree(s), certification(s), professional experiences, previous positions held, and membership in professional organizations, publications, and skills.
The resume includes all components as indicated by the assignment instructions and are offered in a detailed yet concise manner.
The resume includes all components as indicated by the assignment instructions and are offered in a detailed yet concise manner. The resume has a professional appearance.
10.0 %Organization and Effectiveness
10.0 % Language Use and Audience Awareness (includes sentence construction, word choice, etc.)
Inappropriate word choice and lack of variety in language use are evident. Writer appears to be unaware of audience. Use of “primer prose” indicates writer either does not apply figures of speech or uses them inappropriately.
Some distracting inconsistencies in language choice (register) and/or word choice are present. The writer exhibits some lack of control in using figures of speech appropriately.
Language is appropriate to the targeted audience for the most part.
The writer is clearly aware of audience, uses a variety of appropriate vocabulary for the targeted audience, and uses figures of speech to communicate clearly.
The writer uses a variety of sentence constructions, figures of speech, and word choice in distinctive and creative ways that are appropriate to purpose, discipline, and scope.
10.0 %Format
10.0 % Mechanics of Writing (includes spelling, punctuation, grammar, language use)
Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used.
Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register), sentence structure, and/or word choice are present.
Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct sentence structure and audience-appropriate language are used.
Prose is largely free of mechanical errors, although a few may be present. A variety of sentence structures and effective figures of speech are used.
Writer is clearly in command of standard, written, academic English
Professional Resume and Cover Letter Sample Answer
Date
Human resource manager,
City of Hope,
1500 E Duarte Rd, Duarte, California, CA 91010
+1 626-256-4673 hiring.manager@hope.com
Dear Mr. James Brown,
I am pleased to write to you today concerning my application for the nursing position advertised on the City of Hope website, Ref/2016/03/5/NS. I believe my experience and qualification makes me and perfect for this role. I have a Master’s Degreehttps://mybestwriter.com/cover-letter-goldmansachs-summer-analyst/, Bachelor’s Degree and a Diploma is nursing and a proven track record and experience of over 9 years in real managing of both staff and patients. I am calm, patient professional, and organized with outstanding health care skills. I possess a passion to giving quality health care to cancer patients, also in providing leadership to motivate the staff to providing high standard level services.
In my current role at the New York Metropolitan Cancer Treatment Centre, I am tasked with creating care plans for cancer patients, supervising and mentoring junior nurses and carers, and carrying administrative functions among other duties. During this time and my time at the Washington General Hospital, I have been acknowledged as an ambitious, dedicated, and reliable person with the ability to work without supervision.
In addition, my 9 years of experience have enable me to develop key nursing skills like Patient Education, HIPPA Compliance, Chart Review, IV Medication, and Team Leader. I have been recommended by the Washington General Hospital for proficiency in handling difficult and critical patients and family members.
I seriously believe that a relationship with City of Hope would be mutually beneficial. I am seeking a challenging and diverse environment to utilize my skills and experience to the fullest. I look forward to hearing from you, and would love to expound on my experiences and skills further over an interview. Please find more details on my work history in the attached resume.
Health Care Provider and Faith Diversity Final Draft Order Instructions: Benchmark Assignment) Health Care Provider and Faith Diversity: Final Draft
Health Care Provider and Faith Diversity Final Draft
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Implement feedback from the previous draft and revise the final draft based on insight from experience gained in the course.
Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.
Health Care Provider and Faith Diversity Final Draft Sample Answer
Abstract
The concept of spirituality has gained popularity in healthcare. Faith and spirituality are core components that define people and shape their experiences. This paper implements feedback from the previous works to provide valuable insights into the unique needs, customs, and rituals that can be integrated in healthcare. The paper aims at addressing the seven world view questions and to provide a summary of the comparative analysis of the various belief systems. The spiritual perspectives on healing will be addressed. The critical healing components common to all beliefs will be discussed. Additionally, important factors to consider when caring for patients from a particular faith that differ from healthcare providers will be explored. The paper concludes with a reflective summary describing ways the insights gained can be applied into practice.
Address Several of the Worldview Questions
A world view refers to the way of thinking about reality. It entails summing up people’s basic assumptions about meaning of life. To determine personal worldview, one should answer the following seven questions.
According to my personal world view, the prime reality is that we all believe in a Supreme Being. In my case, I believe there is God, who rules the universe. According to our doctrines, the world was created in six days. We have a personal relationship to this world as man was ordered by God in the Garden of Aden to till the land and multiply and fill the land (Genesis 1: 26). Therefore, Human beings were made in the image of God. In Christianity doctrines, when a believer dies, one is resting with the angels. We believe that the soul is immortal and continues to live after death (Acts 2:29, 34). It is possible for human beings to know anything. This is attributable to the fact that were made in the image of God, thus, he has granted this wisdom (Genesis 1: 27).
I am also aware of the processes of evolution and its association with increased intelligence and consciousness. I am a deontologist supporter. Therefore, I believe that there is nothing right or wrong in the world. These ate notions developed by socio-cultural pressures for survival. Human history begins when one’s understand their purpose on earth. As Christians, we believe that our purpose is to serve people and to help them live in harmony (Philippians 2:1-30).
Comparative Analysis of the Different Belief Systems
In Christianity, God is the Supreme Being and is believed to be omnipresent. Christians believe they were made in the image of God. He is the healer and comforter (Psalms 103:2-5). Christians lacks the concept of self. They are individuals whose souls are bound, and will be redeemed by the return of Jesus Christ. Therefore, their faith is driven by their relationship with man and God.
This is the only religion that worships the Supreme Being who loved the humanity that he gave his son, to live with them, understand their sufferings and to intercede for them. They believe in doctrines of sins, and the ultimate wage for sin if not repented is death. This is often associated with emotional insecurity especially in Christians who have had estranged lifestyles before (Hardman-Smith, 2013). The Christian spirituality doctrine supports repentance and forgiveness; good healing anchors that nurse could be utilized to build and strengthen the patient’s hopes once more. Christianity also teaches on issues of kindness, love and empathy towards the suffering; e.g. the story of the Good Samaritan (Hardman-Smith, 2013).
On the other hand, Buddhist believes that life begun spontaneously. In Buddhist, the greatest physician is Buddha. Buddha has skills to diagnose and administer treatment in a spiritual manner. Buddhist highly values the self-concept, which is transformed from mental and physical forces. This is an important factor during healing processes. Suffering is associated with the four noble of truths. They believe in meditation and prayers. Buddhism critical component of spirituality in healthcare is that the community must take care of the sick. According to their teaching, he who attends the sick attends must be kind, compassionate and understanding. These are universal and important or core factors when attending patients from the different spirituality (Probst, 2014).
Spiritual Perspective on Healing
The holistic model of healing have three spheres including mind, body and spirit. In spiritual healing, it is the third realm (spirit) that is considered. Healing the spirit have positive effect of the body and the mind. This is a broad topic, but the specific approaches to healing includes healing liturgies, faith healing, laying of hands, anointing with oil and music meditation. The growing demand of spiritual healing has made the medical community to integrate some of the critical components of healing in their therapeutic interventions. The most common critical components of religion in healthcare include prayer, meditation as well as patient’s belief. These are important as they influence the patient’s perception of a disease; and have been found to affect the decision making processes. Additionally, spirituality shapes the patient coping ability (Allan, 2014).
What patients consider important when being cared for by providers with different spiritual beliefs
Receiving care from healthcare providers with different spiritual beliefs makes a patient feel uncomfortable. The healthcare providers must assess all issues that they consider valuable during their treatment regimen. The patient’s autonomy must be respected. Disregarding patient beliefs could lead to dissatisfaction. If the patient is not comfortable to be attended by the healthcare provider, the nurse manage must make arrangements to ensure that she gets a nurse whom they share values and beliefs (Hardman-Smith, 2013).
Creating a healing environment
Additionally, this course work has facilitated my understanding of healing hospital as described by Laurie in Arizona Medical Centre healing hospital report. These includes the physical environments which are set up in a manner that they promote the patients as well as their relatives to cope including less noise disturbances as the patients’ needs ample rests to recuperate (Probst, 2014). Additionally, healing hospital must combine technology with the work design. This is because it facilitates the healthcare providers to deliver their care more efficiently. This includes activities such as assigning bank elevators to facilitate easy movement of the patients in critical conditions and the healthcare providers. This helps in maintaining patient’s dignity as well as the preservation if the patients privacy- improving the healing process (Hardman-Smith, 2013).
The integration of recent medical devices, healthcare informatics and nursing informatics yield efficiency and effective delivery of services. On the other hand, I have also learned the challenges to anticipate when establishing a healing environment (Marriage, 2013). These includes staff shortages which could result to nurse burnout and lack of adequate facilities that will help give the nurses a healing environment too. Some of the factors that might affect the concept of spirituality include scarcity of time, lack of patient knowledge and low experiences in managing spirituality discussions with the patients (Allan, 2014). There are incidences where the patient may want to impose their faith or beliefs to the care provider. For instance, consider a patient requesting a non-religious patient to pray. For instance; at my work place, we have very short breaks, and there lacks a mediation place. There lacks motivational factors which could be affecting out productivity. I will definitely share the insights achieved with my colleagues; there is just so much that we can learn from this unit- important concepts often overlooked by most healthcare facilities (Hardman-Smith, 2013).
Reflective summary
This course has improved my understanding the role of spirituality at people’s place of work. I have always approached the concept of spirituality with a lot of uneasiness and tension; but from my interaction with the other assignment has enabled me note that my perspective of estranged relationship between healthcare and religion is not a reflective of what is expected in the field. I have learnt that integrating spirituality in healthcare serves the best interests of the patients (Hardman-Smith, 2013).Therefore, introduction to the worldview was important as it has enable me understand how to approach patients from different cultural and religious background; such that I can now establish a fruitful interaction with the patient- promoting the holistic healing process.
In the topic of the phenomenology of illness and disease, it is interesting to learn that suffering, pain as well as disease has features that are universal in human beings; and that their magnitude is influenced heavily by the person’s race, social status, gender as well as religion. By reading Lev Tolstoy book TheDeath of Ivan Illych, I now understand the universal elements of disease, illness as well as death. The analysis of the Called to care text book was informative and phenomenon too. I have learnt that my perspectives about religion would influence the relationship with the patient. I have learnt not to underestimate the patients faith and the religious systems, nor should I impose my faith or believes on the patient (Probst, 2014).
Altogether, learning this unit has enable me understand that patients especially those diagnosed with chronic diseases and are at the end of life stage have crisis of identity. In this context, spirituality must be integrated in care as it entails the search of the lost identity as well as the search of meaning. From the evidence based research, it is evident that spirituality is a coping strategy for most patients (Russell, 2013).
Health Care Provider and Faith Diversity Final Draft Conclusion
Therefore, every healthcare providers, especially the nurses are expected to integrate the patients culture and spirituality in the patients care plan, and when making health decisions. Additionally, the healthcare providers should not neglect their spiritual wellbeing or psychological health. Maintaining a healthy environment for nursing is important as nurse’s work in stressful environments; and is exposed to patient sufferings as well as death. This unit reminds me of the importance of staying in touch with my religion and feelings that add value as well as meaning to my life- while dedicating care to others.
Health Care Provider and Faith Diversity Final Draft References
Allan, F. (2014). The Essential Guide to Religious Traditions and Spirituality for Health Care Providers Jeffers Steven , Nelson Michael , Barnet Vera et al The Essential Guide to Religious Traditions and Spirituality for Health Care Providers1048pp £120 Radcliffe 9781846195600 1846195608. Nurse Researcher, 21(6), 46-46. http://dx.doi.org/10.7748/nr.21.6.46.s4
Hardman-Smith, J. (2013). The Essential Guide to Religious Traditions and Spirituality for Health Care ProvidersThe Essential Guide to Religious Traditions and Spirituality for Health Care Providers. Cancer Nursing Practice, 12(3), 8-8. http://dx.doi.org/10.7748/cnp2013.04.12.3.8.s3
Marriage, H. (2013). Book review: December 2013 The essential Guide to religious Traditions and Spirituality for Health Care Providers Stephen L Jeffers , Michael Nelson , Vern Barnet , Michael Brannigan (eds) Radcliffe Publishing , Milton Keynes pp 1048 £120 ISBN 9781846195600. J Health Visiting, 1(12), 717-717. http://dx.doi.org/10.12968/johv.2013.1.12.717
Probst, J. (2014). Health Care Providers In Rural America. Health Affairs, 33(2), 346-346. http://dx.doi.org/10.1377/hlthaff.2013.1389
Russell, P. (2013). The Essential Guide to Religious Traditions and Spirituality for Health Care ProvidersThe Essential Guide to Religious Traditions and Spirituality for Health Care Providers. Nursing Older People, 25(6), 8-8. http://dx.doi.org/10.7748/nop2013.07.25.6.8.s11
Health Care Policy Development Scheme in Hong Kong
Policy, Power and Politics in Health Care Provision: Health Care Policy Development – The Elderly Health Care Voucher Scheme in Hong Kong
To analyze the process of health care policy development with reference to one policy within the Hong Kong health care system. The policy could be one that has been developed for the health care system in general. ( Dear writer, please use Elderly health care voucher scheme in Hong Kong)
Health Care Policy Development Scheme in Hong Kong Sample Answer
Policy, Power and Politics in Health Care Provision: Health Care Policy Development – The Elderly Health Care Voucher Scheme in Hong Kong
Power and politics are critical determinants of policy development in multiple settings. Health care is an important aspect of livelihood, and as such, there always arise needs to better its accessibility, affordability, and availability among other aspects. Following the vitality of health in communities, the relevant political authorities and powers play importantly in developing and modifying health policies. Usually, such policies are developed and enacted through specified processes involving well-designed strategies. This paper discusses the process of health policy development. So as to facilitate the discussion and analysis, the paper looks into Hong Kong’s The Elderly Health Care Voucher Scheme (EHCVS) enacted in 2009 and uses it to illustrate the process of policy development. It is worth noting that Hong Kong has a well-developed primary health care system, and the said policy has significantly contributed to the observed achievements (Food and Health Bureau, 2010).
The Process of Health Care Policy Development
Policies are developed in a systematic manner so as to ensure that they are not only necessary, suitable and applicable, but they are also effective and sustainable. Policies begin with being formulated, adopted, and implemented. After being successfully incorporated into the system, they are continuously evaluated and their impact assessed. It is worth noting that the suitability of policies as determined at the stage of evaluation is influenced by the efficiency of previous processes from policy formulation to implementation. In other words, the phases are interconnected in that their effectiveness influences the final outcomes.
Problem Identification and Development of Solutions
The first stage of policy development involves problem identification and determination of possible solutions (Anthamatten & Hazen, 2011). In health care, the process involves evaluating the system, assessing the efficiency of service delivery, identifying specific challenges, and determining hindrances to effective care (Bosch-Capblanch et al., 2012). While most challenges are experienced by patients and the community, leaders including politicians are actively involved in problem identification. Indeed, the identified problem must be formulated into political agendas for them to drive policy modification or development. Usually, the process of considering problems as political issues attracts stakeholders from multiple settings including health care institutions and wellness groups in the community. Authorities such as local governments may also push for problems to be addressed through approaches such as requesting for the funding of schemes.
The process of policy formulation often involves comprehensive discussions as parties seek to confer on mechanisms to be employed in addressing issues of interest (Gaskin, Jenny, & Clark, 2012). It is worth noting that while problem formulation may appear to be a simple task, such as being able to realize that the mortality rate for a given population is high, the process has other important aspect underlain within it. Instead, rational and comprehensive models are involved where policymakers explore all necessary considerations so as to inform the course of action. These include the determination of the cause of the problem and ensuring that the interventional approach taken will not only solve the superficial problem but its root cause as well. Additionally, policymakers must consider the applicability of policies to the identified problem as some problems could be resolved by certain policies but not others (Chan & Hu, 2013).
In the case of Hong Kong, rising cost of health care services was identified as a challenge that necessitated the development of EHCVS (Chui, 2011). Owing to the susceptibility of the aged to diseases and age-associated inability to work, the elderly suffered more than most other groups. It was also determined that the financial inability of the group forced most elderly patients to rely solely on the relatively cheap public sector for health care services despite there being inadequacies in the sector. As such, the government resolved to address the financial limitations of the group so as to facilitate the population’s access to quality services. By subsidizing health care cost through EHCVS, the government enabled the elderly to seek services in the private sector where they were initially available but inaccessible to many.
The approach presented more health service choices for the group by overcoming the previously observed limitation to a few care providers hence enabling them to seek care that suited their specific needs (Andersen, Bech, &Lauridsen, 2012). At the same time, the approach resolved the issue of congestion in public health care institutions hence addressing health care access challenges among the old rigorously. The government had also observed that family doctors were vital for the promotion of health among the aged. Fundamentally, EHCVS created opportunities for the patients to interact with doctors from the private sector and consequently encouraging the population to consider the concept of hiring a family doctor (Health Care Voucher, 2016). By so being, the scheme did not only solve short-term health problems, but it also facilitated the long-term provision of high-quality care to the financially susceptible group.
Formulation of the Policy
The second stage in formation of policies entails proposing solutions as agenda issues. It involves the development of courses of actions that are effective and acceptable in addressing issues incorporated in the agenda. Effectiveness is mostly the analytical aspect and it involves determination of solution’s validity, efficiency, and ability to be implemented. Alternatives are usually considered if it is determined that the proposed solution would not be effective. Policy acceptability is mostly a political aspect on the other hand. Policymakers consider the available choices in resolving the problem of interest. Possible approaches are analyzed so that policymakers can identify the most effective ones. In health care, policies are evaluated on the basis of their feasibility and validity in solving the identified problem (Andrews, Evans, Dunn,& Masuda, 2012).The policies are analyzed by the relevant political authorities, and if they are determined to be politically feasible, they are authorized for subsequent processes.
The process involves rigorous discussions and bargaining where parties purpose to build a majority on their side. It is worth noting that though political leaders and officials in power are the ultimate decision-makers in policy formation, other parties such as the media and policy analysts are actively engaged and they often have significant impact on the decisions made (Knottnerus, 2010).In some cases, policy formation may also involve research and studies whereby different groups engage as sponsors (Burris, 2013). Essentially, policy formulation is two-sided involving both a technical domain and a political aspect. The former refer to the analyst while the latter refer to the policymaker. It is worth noting that while both parties have complementaryroles, policymakershave more responsibility on the course of the policy than the analysts (Hayes, 2014). Additionally, analysts approach policy formation from the perspective of rationality while their political counterparts focus on compromise and majority-building.
In Hong Kong, EHCVS was evaluated in relation to the criteria for eligibility, financial implications to the country, and the expected take-up rate (Wong, 2012). The process was marked with heated discussions among members of the Legislative Council (Simon, 2013). The cost of running and sustaining the scheme was of particular concern to members of the council who objected it. The voucher value was also comprehensively discussed during the formulation process. Other areas marked with arguments were eligibility to the plan and the impact that the plan was projected to have on the public health care sector (Simon, 2013). It is also worth noting that processes such as designing the voucher scheme were addressed with care so as to prevent developing a policy that was prone to misuse. Likewise, the definition of recipient policies, benefit policies, and the role of service providers was critical as their clarity would influence policy implementation (Karen, 2011).
Policy Adoption
After a policy has been developed, it is adopted into law by the relevant bodies. Adoption entails incorporating the policy into the current laws. Usually, it is the executive arm of the government that adopts policies by either conducting cabinet meetings or having the relevant departments put in place without discussions. Users of the law are directed to comply with the law from a specified time. The adoption process is often accompanied with a launching ceremony where the relevant department makes a formal communication to the public. Policies are also signed into law during their formal launch. The relevant stakeholders are invited for them for signing to be done in their presence.
In Hong Kong, EHCVS was adopted by the health department in October 5, 2009 at Hong Kong University Shenzhen Hospital (HKUSH) (News.gov.HK, 2015). The government held a press conference where it launched the scheme. The process involved highlighting the elements of the policy and inviting the public to enroll into it. In the press release, the government explained the scope and purpose of the policy by stating the policy was applicable to out-patient care for eligible persons starting from the following day. Through the director of health services, the government signed a consent form to mark the launching of the plan with the hospitals CEO in the presence of dignitaries from both the government and the hospital. During the launch, the government also reassured the public that there were high expectations for the policy to resolve the targeted health care problems that faced the elderly.
The government also promised to monitor the policy so that it overcame limitations that could halt its course. In the launching ceremony, the government also explained to the public the processes that were involved in benefiting from the program. As explained, elderly persons who were not less than 70 years and having the national Identity Card or a Certificate of Exception could open the policy’s account for them to access primary care services that were offered by providers who participated in the plan. The government also explained that eligible persons were to acquire and use the voucher electronically, but they would be issued with printed records of their expenditure.
Policy Implementation
Implementation involves practical application of the principles outlined in the policy (Brownson, Chriqui, &Stamatakis, 2010). The process is important as it directly influences the impact of the developed policy in addressing the issue of interest. Prior planning is necessary so as to ensure that a policy befits the setting in which it is to be applied and that it achieves satisfactory impact in solving issues at hand. During policy implementation, new issues may arise, and as such, adjustments are often unavoidable. When examining policy implementation, factors considered include the extent to which the law has worked, the time it has taken to deliver given expectations, the places it has worked, as well as the means through which it has impacted on a given setting (Levaggi&Menoncin, 2014). Successful implementation of policies is presided by a series of considerations and evaluations. Various stakeholders are involved and more so service delivery agencies. It is worth noting that some policies may take long for their full implementation and there might be need for their gradual implementation through phases. Factors that would necessitate gradual implementation include insufficiency of funds or high complexity of policies where by testing should be done for their continuous evaluation prior to overhauling the existing system(Bosch-Capblanchet al., 2012). In most cases, the implementation process is marked with instrumentation that facilitates the efficient running of policies.
In Hong Kong, a “money-follows-patient” basis was first implemented prior to the implementation of EHCVS (Food and Health Bureau, 2010). The process involved provision of partial subsidies for primary health care needs of the aged. The applicability of the policy in enabling the eligible group to access services that suited their needs was continuously evaluated and the feedback used to pilot the novel model. The involved primary care providers included doctors, alternative medicine practitioners, dentists, nurses, and therapists among others. It is worth noting that as a measure to avoid wastage of funds, only specific types of services were catered for in the plan. These included services whose use could be easily monitored and excluded those whose use could not be easily checked. Instrumentations employed during the implementation of EHCVS include setting up an electronic system to facilitate the access and provision of health care services. The system enabled primary health care service providers to enter data about their clients, submit it to the authorities, and generate the voucher balance in print form for patients to access it (Karen, 2011). The system enabled users to open an account from where enrolled practitioners would access their (clients’) information after they had secured the consent of their clients. As Karen (2011) noted, the process had been simplified so as to promote the implementation of the policy as it was feared that complexities would deter the elderly from embracing it. Other measures taken to facilitate implementation by avoiding deterrence to enrollment included not requiring patients to pre-register or carry their vouchers when seeking care. Despite the implementation process being mostly successful, there were significant challenges in the course. For instance, the enrollment was way below the expectations, a situation that challenged the effectiveness of the policy. The voucher value was also determined at the implementation process to be low as beneficiaries of the plan were still forced to cater for their services out-of-the-pocket to a great extent. Indeed, a large number of eligible persons failed to cease the opportunity and instead continued to rely on the public sector.
Policy Evaluation
The last component in policy formation entails monitoring it after it has been implemented. Monitoring enables stakeholders to evaluate the policy, analyze it, and criticize it (Reisman, 2014). Subsequently, stakeholders can assess it alongside other policies and determine whether it is a better alternative depending on the efficiency it achieves. The impacts the policy creates are determined by the use of records, reports, and responses from the users of the systems. In the appraisal of policies, shortcomings are assessed and their weaknesses weighed against the strengths. Usually, effectiveness of policies is determined by considerations of the margin between benefits and under achievements.
If policies are effective, their desirable impact would be felt more than their shortcomings such as heavy expenditure, inconveniences, and other constraints. Essentially, evaluation is done so as to determine chances of policy betterment by enhancing their strengths and correcting their weaknesses. It is carried out with relation to the expectations of the developers, and as such, information is continuously collected so as to determine whether predetermined parameters are fulfilled. The process is important for the government as it guides the course of implementation for optimal efficiency. It is advisable for governments to review their policies regularly so that they can solve presenting issues in time and hence avoid more severe difficulties of implementation. It is worth noting that like in the policy formulation process, analysts and political leaders engage actively but with the former carrying out the better part of activities (Hayes, 2014). In addition to evaluating data from system users, analysts may also conduct research through surveys.
In Hong Kong, reviews of the EHCVS began one-and-a-half years after its implementation (Yam, Liu, Huang, Yeoh, & Griffiths, 2011). At this time, the policy was half-way its set timeline, and therefore, it was possible to monitor its course and the impact it crated on the country’s health care system. In the reviews, parameters emphasized were participation to the plan, embracement of the vouchers, and the responses given by the elderly. The gathered information was then used to modify the plan so that it gained more effectiveness during its last half of implementation. Importantly, feedback was also gathered form service providers as they were centrally involved in the implementation process. From the evaluation process, it was determined that the usage rate of the scheme was below the projections of its developers. Surveys were also conducted by researchers and the awareness of the targeted group about the policy assessed. By assessing awareness, the government was able to determine effective approaches it would employ in informing the public and encouraging eligible persons to enroll in it. Such means included advertisements through media houses. To sum it up, the evaluation processes was necessary for enhanced implementation of the plan.
Health Care Policy Development Scheme in Hong Kong Conclusion
Policy development is an extensive process influenced by politics and power. In health care, policies are often reviewed, modified, or developed so as to suit the demands of communities. Policy development is carried out in stages and every process is critical in influencing the overall impact of plans. Various stakeholders are involved during the policy-making process from the first stage to the last one. In health care, these include the community, medical care providers, political leaders, policy analysts, as well as sponsors. EHCVS was an important scheme for Hong Kong though it did not fully meet the expectations of its developers. The policy contributed significantly to the country’s present day efficient health care system.
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