Describe the nurses’ role and responsibility as health educators. What strategies besides the use of learning styles can a nurse educator consider when developing tailored individual care plans, or for an educational program in health promotion? When should the behavior be utilized in a care plan or health promotion?
Four crucial conversations concepts for leaders Healthcare leaders who want to engage social influence to eliminate disruptive behavior will have to break the code of silence in four specific conversations:
Administrations must go public about the pervasiveness of concerns.
Most hospitals attempt to put a good face on disruptive behavior by dismissing it as a problem with “a few bad apples.” The truth, according to the Silence Kills study, is that it happens every day in most hospitals. The problem is much more pervasive than just a few bad apples. In order to influence change, leaders need to begin by acknowledging the frequency of concerns.
Caregivers must directly confront disruptive behavior.
Next, leaders need to invest substantially in increasing the will and skill of every employee to speak up when they see problems. The focus needs to be not just on confronting disruptive behavior, but on speaking up when people see mistakes, incompetence, violations of safety standards and more. The Silence Kills study identifies seven kinds of problems; fewer than one in ten people address these problems effectively, which can lead to burnout, disengagement, errors and worse.
Medical directors and nurse managers must respond appropriately to escalations.
The research also shows that the problem is not just upward, it’s sideways and downward. Nurses fail to speak up to their peers when they have concerns. Managers fail to confront direct reports. Medical directors give their underlings a “pass” rather than make waves. The silence is deafening in every direction—and lower level employees will not feel the expectation to address concerns if their leaders don’t lead the way.
Administration must back up sanctions when they occur.
The most common reason people fail to speak up in hospitals is because they adopt the attitude of “It’s not my job.” The second most common reason is the belief that “Others won’t back me up if I do.” For example, nurse managers worry that if they confront a disruptive doctor who brings a lot of money into a hospital, no one in administration will back them up. Administration must make it clear that if code-of-conduct violations occur, they will back up those who take appropriate action. As the saying goes, “Silence betokens consent.” The pervasive and risky problems with disruptive behavior in hospitals today will not be eradicated by codes of conduct—although these are a worthwhile step in the right direction. the real change will occur when we substantially increase skills in conversation—especially the emotionally and politically risky conversations we so consistently avoid. When this vast potential of social pressure is finally tapped, our hospitals will become healthier for patients and caregivers alike.
Conflict management is a challenge in every work environment but can be even more challenging in the ever-changing chaos of the health care environment. share two specific concepts that you found most beneficial.
Describe the role and importance of play in a child’s development. Give an example of a positive benefit of play. Maria is 3 years old and has developed a temperature post-surgery from a tonsillectomy. Her mum, Theresa a tax specialist, has stayed overnight and they were expected to go home, her boss was not happy that she took the day off as it’s the end of the financial year. Theresa still has to pay for childcare even though Maria is not there, but the surgeon would like to keep her in the hospital for a few extra days as her vital signs are not within the normal range. What impact could this have on Maria and her mum and family?
Complete a concept analysis on one of the following topics. Utilize the Overcoming concept analysis as an example. This part of the assignment should contain the following parts: Introduction, Definition, and Uses of the Concept, Defining Attributes, Antecedents, Consequences, Model Case, Borderline Case, Contrary Case, and Implications for Nursing Practice. Your chosen defining attributes should be clearly identified in each of the three cases.
Integrate the teaching-learning needs of clients across the lifespan when proposing pharmacotherapies utilizing and including this journal resource: Knudsen, H. K., Brown, R., Jacobson, N., Horst, J., Kim, J. S., Collier, E., Starr, S., Madden, L. M., Haram, E., & Molfenter, T. (2019). Pharmacotherapy, Resource Needs, and Physician Recruitment Practices in Substance Use Disorder Treatment Programs. Journal of addiction medicine, 13(1), 28-34. https://doi.org/10.1097/ADM.0000000000000441
Post a discussion. “I am a Psychiatric Mental Health Nurse Practitioner (PMHNP) student, and I am interested in facilitating access to mental health care in rural areas through telemedicine”.
Please review the above information. Select one scholarly journal publication – examine one research article in terms of ‘reliability’. Post a concise note sharing your thoughts.
Racial Identity Models of racial identity help us understand that the status of racial identity (for both counselors and clients) can influence the career development intervention process at several levels. For example, Atkinson, Morten, and Sue (1989, 1993, 1998) describe five stages of racial identity development, each with corresponding counseling implications: (a) conformity, (b) dissonance, (c) resistance and immersion, (d) introspection, and (e) synergistic articulation and awareness. Individuals in the conformity stage adhere to the dominant culture’s value system, including its perception of racial/ethnic minorities.
Their self-perceptions, as well as their perceptions of others, are viewed through the lens of the dominant culture. They tend to deny the existence of racism and discriminatory treatment on the part of the dominant culture and have a strong desire to " assimilate and acculturate" (Atkinson et al., 1993, p. 29). Moreover, their attitudes toward members of their own group may be very negative. In other words, individuals in the conformity stage may experience feelings of racial self-hatred as a result of cultural racism. Because of their strong identification with the dominant culture, individuals in the conformity stage may express a preference for a career counselor from the dominant culture. In the career development inter- vention process, they may display a high level of compliance and a need to please the counselor. Atkinson et al. (1993) suggest that these clients are likely to present career concerns that are most amenable to career development interventions focused on problem-solving approaches. Individuals often move gradually into the dissonance stage, but the occurrence of significant events can serve as a catalyst for propelling a person into the dissonance stage.
In either scenario, the process of moving into the dissonance stage typically occurs when the individual in the conformist stage encounters a person or situation that runs counter to conformist-stage beliefs (e.g., when an Asian American in the conformist stage, and thus adhering to negative stereotypes regarding the Asian culture, encounters a person who expresses pride in her Asian heritage, or when an African American in the conformist stage experiences racism on a personal level). In such instances, information is acquired that suggests alternative views toward the culture of our gin (e.g., that there are positive aspects in cultural traditions, values, and customs) and the dont- in culture (e.g., certain behaviors and practices in the dominant culture are discriminatory) Such information causes denial to break down and opens a window to further identity development.
Specifically, individuals moving from conformity to dissonance may increasingly engage in self-exploration regarding self-concepts, and identity. self-esteem, and group affiliation (Atkinson et al., 1989). Career development practitioners working with individuals in the dissonance stage need to have a thorough understanding of the individual’s culture of origin. Individuals adhering to beliefs and attitudes reflecting Atkinson et al’s (1989) third stage of racial identity development, resistance, and immersion, tend to reject the views and values of the dominant culture. They express a complete endorsement of the views and values of their culture of origin. In addition, their resolution of the confusion experienced in the dissonance stage often leads to intense anger as they become more aware of racism and how it has impacted their lives. Sue and Sue (1990) note that as individuals begin to question their feelings of cultural shame, they often experience guilt and anger for having " sold out in the past and contributed to his/her own group’s oppression, and anger at having been oppressed and ‘brainwashed’ by the forces in the dominant society" (cited in Atkinson et al., 1993, p. 31). Individuals in this stage often view oppression as the primary source of their career development concerns. Atkinson et al. suggest O w NDJI
Discuss the three main processes of memory and how they work in a sequential fashion. Include in this discussion a tracing of the path that information takes as it goes through the three key memory stores. You may use illustrations to support your description, though this is not required.
Design a presentation on the topic of Changes in Respiratory Muscle Strength & Function Simply research the topic and come back with some graphs/figures from at least three peer-reviewed studies that will further elucidate this area. Articles ideally should be published within the LAST five years.
Which characteristics are assessed in determining an Apgar score for a newborn infant? Patient Case Question 2. Why is Prevnar an important vaccine for this patient? Patient Case Question 3. Which two antibacterial medications are combined in Pediazole and why is this drug appropriate for treating acute otitis media? Patient Case Question 4. Which two antibacterial medications are combined in Augmentin and why is this drug appropriate for treating acute otitis media?
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