Transformational Leadership in Nursing-Free-Samples for Students

Question: Critically analyse the leadership and Management Culture within your Organisation, utilising a leadership/management theory/ framework of your choice. Answer: Introduction: An efficient nurse leader sets the tone of her department acting either as a positive or a negative role model for staffs. In nursing homes, a wide variety of patients gets admitted with their various ailments and disorders. The nursing professionals need to provide the best quality service to each of them to ensure patient satisfaction (Joseph et al. 2013). The patients may suffer from issues of obesity to that dementia and many more. To cover a wide variety of services, nursing professionals require strict guidance to help them carry on their work smoothly. The leaders make each of the nursing professionals as well as the patients feel included in the system and also encourage the team to work together (Irshad and Hashmi 2014). The main rationale of the assessment for selecting this topic is that nurses with transformational leadership styles and high emotional intelligence may develop the safe working environment for the nurses. This reduces any medical errors on the floor and nur ses can provide the high level of care to patients (Goleman, Boyatiz and Mckee 2013). Not only that, the topic shows how it helps in proper communication among the nurse, ensures the development of higher patient satisfaction and reduction in the workload of nurses. Nurses feel less stressed, and as a result, they can dedicate more to the organization. (Bellamy and Bellamy 2016) All these lead to positive patient outcomes. This ensures patient safety. Hence the assignment will mainly describe transformational leadership style and how the use of emotional intelligence makes the workplace safer and healthier. The main aim of the assessment is to provide light on the fact that how emotional intelligence in transformational leadership impacts on nurses and patients. Transformational leadership can be described as the style of leadership where a leader works in association with the employees to identify the needed change in the organization. This is followed by creating a vision and guiding the nurses with the changes through important leadership skills like motivation, inspiration, providing empathy, proper social skills, communication skills and many others (Goleman, Boyatiz and Mckee 2013). Four main components should be followed by nurse leaders in the present generation to ensure the safety of patients and ensure a smooth flow in the workplace. These are intellectual stimulation, idealized influence, inspirational motivation as well as individualized consideration (Spano-Szekely et al. 2016). Emotional intelligence is also high in this type of leaders. Transformational leadership is a model of integrity and fairness where the leaders provide a set of goals. The nursing leaders also have high expectations from their followers and encourage th em to develop their clinical skills, enhance their knowledge and gain more experiences. Such nursing leaders also provide support and recognition by stirring the emotion of people (Follesdol and Hagtvet 2013). However, many other researchers like Dong, Seo and Bartol (2014) are of the opinion that since they have high influencing power, there might arise many situations where nurse leaders make harsh and abrupt decisions out of emotions which can be detrimental to the people. Many researchers also argue that since these leaders are believable and have the charm to entice the subordinates, sometimes decisions are taken by these leaders who are not in the best interests of the majority of the followers. Ultimately, this might have negative impacts on the nurses as well as the patients. Matthew and Gupta et al. (2015) stated that they also motivate their follower for excellent work output. Transformational leadership by nurse leaders in nursing homes are extremely important to guide the employees properly so that they can provide the best care to patients and at the same time enhance their skills and knowledge. Emotional intelligence has been stated by researchers to be a multifactorial array of social as well as emotional competencies which need to be practised by leaders. These are important for determining how effectively, the leader can relate to themselves and also with the others. Shahhosseini, Silong and Ismail (2013) stated that this attribute of emotional intelligence helps leaders to cope with the daily demands of the patients and the organizations as well as with work pressures. Therefore, this leadership inspires workers to go beyond their capabilities and try to achieve the organizational goals of best patient satisfaction. However, many researchers lik e Karimi et al. (2014) are of the idea that since the workers are much influenced and motivated to work beyond their shift hours to meet the expectations of their leaders, they often become tired and may be affected physically. They may develop back pain, body ache, and lack of sleep. They may also have an improper work-life balance which may affect their personal life. Hence, there remains a concern that whether transformational leadership is really helpful or not as it causes employee burnout. Emotional intelligence consists of some components. Barbuto, Gottfredson and Searle, (2014) stated that transformational leaders with emotional intelligence help in bringing effective changes in the organization by developing a working environment where nurses can not only enhance their knowledge and skills but can also communicate with each other effectively. The first component is called the self-motivation. This, in turn, has four important sub components. The first component is called the achievement drive. Here the leaders need to provide tasks which would help employees to improve and meet a standard of excellence. The leaders should set challenging goals for the employees and at the same time take calculated risks. They should pursue information to reduce uncertainty and find strategies to work better. They should also learn how to improve performance (Steigling, Nielson and Petrides 2014). The next component that is followed is commitment where the leaders should find a prope r sense of purpose for a larger mission and use the groups core values in making proper decisions and clarify choices (Lawlor, Batchelor and Abston 2015). The leaders in nursing homes actively seek out opportunities to fulfil the groups' missions. The next component that the leaders in the nursing home should also have is taking initiatives. The leaders are ready to act on opportunities and are also seen to pursue goals which are beyond what is expected of them. Leaders are also seen to cut through the red tape and thereby bend their rules when it is necessary to get the job done (Irshad and Hashmi 2014). One argument has been provided in this context by researchers. Wan et al. (2014) have suggested that developing emotional intelligence specifically with the above mentioned attributes is not an easy task. One individual leader has to overcome a huge number of attributes like personal history, habits as well as fears, self-esteem and beliefs. This help to develop the emotions requi red to lead people. Therefore, developing emotional intelligence requires more time and dedication. Therefore, it might become difficult for an individual to develop such skills while multitasking in busy shifts. One very important subcomponent of self-motivation is optimism. This mainly helps the leaders to maintain their persistence in pursuing goals in spite of the arrival of obstacles and setbacks. The nurse leaders are seen to operate from the hope of success rather than the fear of failure. For treating patients, nurses can never let fear enter inside them and should always provide their best with the highest hope of success. Such leaders in the organization see setbacks as mainly because of manageable circumstances instead of taking them as personal flaws. A leader who is self-motivated can develop a working environment where the employees feel highly motivated and remain filled with enthusiasm (Goldring et al. 2015). Their zeal is providing clinically safe care to patients; ensure patient satisfaction and greater organizational reputation. However, an argument has been provided by many researchers like Ouyang, Sang and Peng, (2015) where they have stated that leaders with emotional in telligence become impulsive. Leaders who are operating from an emotional perspective tend to make impulsive decisions. Instead of relying on hard data as well as logic and facts, sound judgment and reasoning, they make decisions on first impressions as well as emotions. Impulsive emotions can sometimes work out, but sometimes it may fail to do. It is the duty of the leaders to develop decisions form a well rounded analytical point of view. The second component of emotional intelligence is social awareness. It has mainly five important components. The first component of social awareness is empathy. The leaders in the organization have developed the capability of sensing others feelings and developing perspectives. They take an active interest in their concerns. Avolio and Yammarino (2013) are of the opinion that as the junior nurses and senior nurses feel that their feelings and concerns are cared by the leaders, they felt respected and loved in the organization. This makes them feel contented, and they dedicate more to the organization. Such leaders are attentive to the emotional cues and are good listeners. They show sensitivity and thereby understand others perspective. The nursing leader should know about the perspective of the nurses working with the patients so that they can develop an idea about what the nurses think of the condition of the patients. Knowing their perspectives may help the leaders develop the inn ovative approach which may bring out positive effect on the patients (Batool 2013). They also help nurses by understanding their needs and feelings and thereby counselling them properly and helping them to be stress-free. A stress-free environment reduces the chance of improper treatment by the nurses and increases effective and safe care delivery to patients. However many leaders are of the opinion that the concept of empathy and sympathy often becomes wrongly understood by leaders. Many leaders are found to sympathize with the nurses to such a larger extent that it makes the employees operate with more of an emotionally driven foundation. This might affect their service delivery for patients as they would not be able to act in professional manners with patients. Often such kind of leadership of the nurse leaders may allow nurses to use feelings as well as problems as different excuses for their underperformance in caring for patients or to avoid any requisite duties. This may resu lt in the conflicted workplace (Garcio et al. 2014). The second component of social awareness is proper service orientation. Here the leaders help the nurses to correctly anticipate, recognize and thereby meet needs of the patients. Here the leaders guide the nurses to understand the patients needs and match them to the services or products (Batool 2013). The nursing leaders encourage the nurses to seek for different ways by which satisfaction of the patients can be enhanced, and loyalty can be developed. The leaders mentor the nurses in offering appropriate assistance to the patients. The third component is the development of others. Researchers stated that the leaders of the nursing homes acknowledge and thereby reward the strengths of the nurses, their accomplishments and their development. This makes the nurses feel happier and makes them motivated to work harder. The leaders thereby provide effective feedback and thereby identify needs of the nurse for development. However, Gunkel, Schlagel and Engle, (2014) stated that if one loo ks over the aspects of emotional intelligence, it can be seen that this attribute may make the leaders quite manipulative. The leaders by using their skills like empathy, motivation, caring and social skills, they might make the workers perform many functions which might not belong to their job roles or duties. These might make them overwork which is unethical in perspective of human rights. The fourth component is the leveraging diversity where the leaders get the scope of cultivating opportunities for diverse people. The leaders should himself apply and teach the nurses about how to respect as well as relate well to the pupil from a variety of backgrounds. These forms of leaders can understand worldviews and are therefore sensitive to different group differences. They remain very careful that no cultural conflicts arise as they may hamper patient care delivery and makes the working environment stressed. (Tyckzkowski et al. 2015). These would increase patient satisfaction and would also include harmony among the nurses as they can maintain intercultural communication effectively. (Irshad and Hashmi 2014). Many researchers like Chan, sit and Lau (2014) have argued that they find it difficult to define the concepts and differentiate between emotional intelligence and personality. Many of the researchers Park, Seo and Sherf (2015) are also of the opinion that there is no s uch thing as emotional intelligence, but intelligence can be applied to emotions in reasoned ways. They are of the opinion that there exists no link and the rationality and actual intelligence are of more significance than emotional intelligence for effective leadership. Many issues have also been noted by researchers where they stated that emotional intelligence had been defined in vague ways by different individuals and therefore proper instruments to measure such emotional intelligence is not always proper (McCleskey 2014). Since they are always measured on self-reporting, there remains a question about its validity. However, emotional intelligence is still widely valued by researchers and nurse leaders with the emotional intelligence show better leadership skills than those who do not possess the ability. By maintaining transparency and proper communication in transformational leadership styles, a leader ensures that no conflicts arise among professionals and even among patients and nurses. An effective nurse leader treats employees with respect and provides them with clear vision. She also ensures that nurses do not feel stressed and express their concerns. Such leaders also believe that following emotional intelligence makes them more successful in managing nurses and providing care which increases patient satisfaction. Self-awareness, self-regulation, motivation, empathy and social skills are some of the most important traits of emotional intelligence. They reduce work stress of nurses preventing them from burnouts. Moreover, they also help in the development of proper communication that prevents miscommunication and conflicts between employees. All these have positive impacts on patients health. However certain negative aspects have also been noted by researchers. Developing emoti onal intelligence is time-consuming. These skills are also manipulative which might make the leaders influence their workers in performing roles which are not their duties. Also, it has been seen that as transformational leaders influence the workers a lot, they might tend to work beyond their shifts and capabilities which might affect their work-life balance and create job stress. Moreover, as decisions are welcomed from the nurses, it might result in slow decision making as the leaders need to consider everyone's' decisions individually. However, this type of leadership with emotional intelligence is preferred by a huge number of nurses and leaders and brings out positive results on patients health. References: Barbuto Jr, J. E., Gottfredson, R. K., and Searle, T. P. 2014. An examination of emotional intelligence as an antecedent of servant leadership.Journal of Leadership and Organizational Studies,21(3), 315-323. Doi: 10.1177/1548051814531826 Bellamy, A., and Bellamy, A. 2016. The Relationship Between Neurotic Leadership Styles, Transformational Leadership, Emotional Intelligence, and Worker Attitudes.European Scientific Journal,12(22). Retrieved from https://www.eujournal.org/index.php/esj/article/view/7940 Chan, J. C., Sit, E. N., and Lau, W. M. 2014. Conflict management styles, emotional intelligence and implicit theories of the personality of nursing students: A cross-sectional study. Nurse education today,34(6), 934-939. Doi: https://doi.org/10.1016/j.nedt.2013.10.012 Dong, Y., Seo, M. G., and Bartol, K. M. 2014. No pain, no gain: An affect-based model of developmental job experience and the buffering effects of emotional intelligence.Academy of Management Journal,57(4), 1056-1077. doi:10.5465/amj.2011.0687 Fllesdal, H., and Hagtvet, K. 2013. Does emotional intelligence as ability predict transformational leadership? A multilevel approach.The Leadership Quarterly,24(5), 747-762. Doi: https://doi.org/10.1016/j.leaqua.2013.07.004 Garca-Sancho, E., Salguero, J. M., and Fernndez-Berrocal, P. 2014. Relationship between emotional intelligence and aggression: A systematic review.Aggression and violent behavior,19(5), 584-591. Doi: https://doi.org/10.1016/j.avb.2014.07.007 Goleman, D., Boyatzis, R. E., and McKee, A. 2013.Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Retrieved from https://books.google.co.in/books?hl=enlr=id=ibQTAAAAQBAJoi=fndpg=PR7dq=Goleman,+D.,+Boyatzis,+R.+E.,+and+McKee,+A.+2013.+Primal+leadership:+Unleashing+the+power+of+emotional+intelligence.+Harvard+Business+Press.ots=Rt2IsxLKw0sig=UMc7CBoxlVK0SDk-JyDMb3DCZzI#v=onepageq=Goleman%2C%20D.%2C%20Boyatzis%2C%20R.%20E.%2C%20and%20McKee%2C%20A.%202013.%20Primal%20leadership%3A%20Unleashing%20the%20power%20of%20emotional%20intelligence.%20Harvard%20Business%20Press.f=false Goleman, D., Boyatzis, R. E., and McKee, A. 2013.Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Retrieved from https://books.google.co.in/books?hl=enlr=id=ibQTAAAAQBAJoi=fndpg=PR7dq=Goleman,+D.,+Boyatzis,+R.+E.,+and+McKee,+A.+2013.+Primal+leadership:+Unleashing+the+power+of+emotional+intelligence.+Harvard+Business+Press.ots=Rt2IsxLLrVsig=AXln7Gfl5id3yV_7AIqL5BwktLs#v=onepageq=Goleman%2C%20D.%2C%20Boyatzis%2C%20R.%20E.%2C%20and%20McKee%2C%20A.%202013.%20Primal%20leadership%3A%20Unleashing%20the%20power%20of%20emotional%20intelligence.%20Harvard%20Business%20Press.f=false Gunkel, M., Schlgel, C., and Engle, R. L. 2014. Culture's influence on emotional intelligence: An empirical study of nine countries.Journal of International Management,20(2), 256-274. Doi: https://doi.org/10.1016/j.intman.2013.10.002 Irshad, R., and Hashmi, M. S. 2014. How Transformational Leadership is related to Organizational Citizenship Behavior? The Mediating Role of Emotional Intelligence.Pakistan Journal of Commerce and Social Sciences,8(2). Retrieved from https://www.jespk.net/publications/185.pdf Karimi, L., Leggat, S. G., Donohue, L., Farrell, G., and Couper, G. E. 2014. Emotional rescue: The role of emotional intelligence and emotional labour on well?being and job?stress among community nurses.Journal of advanced nursing,70(1), 176-186. DOI:10.1111/jan.12185 Lawlor, K. B., Batchelor, J. H., and Abston, K. 2015. The moderating role of time on the relationship between emotional intelligence and transformational leadership.Journal of Applied Management and Entrepreneurship,20(2), 28. DOI: 10.9774/GLEAF.1158.2015.00004 Mathew, M., and Gupta, K. S. 2015. Transformational leadership: Emotional intelligence.SCMS Journal of Indian Management,12(2), 75. Retrieved from https://search.proquest.com/openview/2ec4e0510c6e55b65d9f071d0f1473af/1?pq-origsite=gscholarcbl=546310 McCleskey, J. 2014. Emotional intelligence and leadership: A review of the progress, controversy, and criticism.International Journal of Organizational Analysis,22(1), 76-93. DOI: 10.1108/IJOA-03-2012-0568 Ouyang, Z., Sang, J., Li, P., and Peng, J. 2015. Organizational justice and job insecurity as mediators of the effect of emotional intelligence on job satisfaction: A study from China.Personality and Individual Differences,76, 147-152. Doi: https://doi.org/10.1016/j.paid.2014.12.004 Parke, M. R., Seo, M. G., and Sherf, E. N. 2015. Regulating and facilitating: The role of emotional intelligence in maintaining and using positive affect for creativity.Journal of Applied Psychology,100(3), 917. Retrieved from : https://psycnet.apa.org/record/2014-56222-001 Shahhosseini, M., Silong, A. D., and Ismaill, I. A. 2013. Relationship between transactional, transformational leadership styles, emotional intelligence and job performance.Researchers World,4(1), 15. Retrieved from https://search.proquest.com/openview/8fd7b4c217a0faaa77ec51f0007dba29/1?pq-origsite=gscholarcbl=556342 Siegling, A. B., Nielsen, C., and Petrides, K. V. 2014. Trait emotional intelligence and leadership in a European multinational company.Personality and Individual Differences,65, 65-68. Doi: https://doi.org/10.1016/j.paid.2014.01.049 Spano-Szekely, L., Griffin, M. T. Q., Clavelle, J., and Fitzpatrick, J. J. 2016. Emotional intelligence and transformational leadership in nurse managers.Journal of Nursing Administration,46(2), 101-108. doi: 10.1097/NNA.0000000000000303 Wan, H. C., Downey, L. A., and Stough, C. 2014. Understanding non-work presenteeism: Relationships between emotional intelligence, boredom, procrastination and job stress.Personality and Individual Differences,65, 86-90. Doi: https://doi.org/10.1016/j.paid.2014.01.018

Health Assessment In Nursing Free-Samples for Students-Myassignment

Question: You are to complete the admission Assessment for Kasim. Answer: Assessment of the patient situation Patients name: Mr. Kasim AL-Mutar is the name of the client in the scenario. It gives an idea who the person we are dealing with, in implementing the plan of care to avoid misunderstanding when implementing using diagnosis(Forbes, 2015). Gender: he is an old man. Some conditions are gender specific. Age: he is a 49 year old man; age related condition can give a clue on the client management. Also patients needs and management differ with age. Complaint: the patient is complaining of RUQ abdominal pain, vomiting and fever. This is diagnosed as cholecystitis. The medical diagnosis gives the baseline for the management of the client(Jensen, 2014). This complaint is atypical since it mostly affects women as a result to the hormonal composition (estrogen effects on the liver). Also age since it is identified with elderly men of above 75 years of age. Young men are usually asymptomatic. Collecting cues Mr. Kasim AL-Mutar has a HR 126b/min, BP100/45mmHg, temperature of 38.8 severe abdominal pain with last episode of vomiting 2 hours ago. He is also pale with dry mucous membranes and reports a tip shoulder pain rating 7/10. Past medical history and history of use of certain medication is missing in the handing over information(Lewis, 2014). The condition can be a recurrent one may be due to unresponsive to the treatment given earlier or secondary to a certain ailment. Use of over the counter medication gives a direction for the management of the patient pertaining drug interaction and preventing any overdose if the same drug is to be used(Levett-Jones, (2013).). Process information Cholecystitis is the blockage of fluid flow out of the gallbladder by the gallstones causing irritation and swelling of the gallbladder. The patient usually presents with fever, vomiting, pain in the right upper quadrant of the abdomen, nausea and tenderness over the abdomen when touched(Levett-Jones, (2013).). The client presenting with fever, vomiting, right upper quadrant abdominal pain, severe pain at the tip of the shoulder is expected with a client with cholecystitis. Assessment of this client should reveal the following: Clay-colored stool due to absence of the urobilinogen to color the stool, amber urine as a result of excess bilirubin in circulation, jaundice due to unconjugated bilirubin in circulation(LeMone, (2013). Hyperactive bowel sounds due to the increased peristalsis to bypass the undigested fat. Hyper resonant sound on the right upper quadrant of the abdomen due to increased fluid retention in the gallbladder. Tenderness in the right upper quadrant due to the obstructed fluid flow and the inflammatory process (rebound tenderness)(Alfaro-LeFevre, 2014). There is also high temperature as a cardinal sign of the inflammatory process in the gallbladder. Increased apical pulse due to loss of fluid though vomiting, decreasing the cardiac output, as a compensatory mechanism. Problems and issues Cardiovascular system The client is looks pale, presents with dry mucous membranes. The peripheral radial pulse is rapid and pounding while apical pulse is 122b/min. Paleness, increased apical pulse and rapid and pounding peripheral pulse on the client are associated with the decreased cardiac output(Gordon, 2016). ). Also the dry mucous membranes and the clients request for water indicate the lower hydration status of the client. The client is at risk for neurological deterioration due to decreased tissue perfusion(Holland, 2013). Differences in assessment findings for unaffected individual; Assessment technique Assessment findings for cholecystitic client Assessment finding for non cholecystitic client. Inspection Pallor and dry mucous membranes. No pallor and the mucous membranes are pink and moist. Palpation The peripheral pulse is rapid and pounding. The peripheral pulse is palpable and rhythmic. Auscultation The apical pulse is greater than 100b/min. The apical pulse is within the normal rate of 80-100b/min Gastrointestinal system The client experiences pain on the RUQ of the abdomen, nausea and vomiting, there is distention on the right upper quadrant of the abdomen (right and left upper quadrant are asymmetrical)(LeMone, (2013). The bowel movements are increased due to the peristaltic activity working against the undigested fats in the system on auscultation. Also abdominal tenderness and pain is experienced. There is shifting from dull to resonant sound in the right upper quadrant. Acute pain and tenderness is associated with the inflammatory processes in the gallbladder(Gordon, 2016). ). Discomfort caused by the distended abdomen due to the inflammatory process and the fluid accumulation(Gordon, 2016). ). Differences in assessment findings for unaffected individual; Assessment technique GIT assessment findings for acholecystitic client GIT assessment findings for non cholecystitic client. Inspection Distension of the right upper quadrant, asymmetrical The abdomen is symmetrical and Auscultation Increased frequency of the bowel movement. The bowel movement is between is heard between 2-5 seconds. Percussion Pain, and shifting of dull to resonant sound No pain felt on percussion, dull sound is heard. Palpation Abdominal tenderness, organomegally, pain, The organs are soft rounded and no signs of tenderness nor pain. Detail assessment. Biographic data; this is the information that identifies the client like name, age, gender and any other information per the institutional policy(Crisp, 2012). For example, Mr.Kasim AL-Mutar 49 year old man. Chief complain-this is the brief statement in the persons own words for the reasons for seeking healthcare provider(Daines, (2016). ). Mr. Kasim presents following the two days right upper quadrant abdominal pain, fever and vomiting. History of present concern-this is the chronological record of the reasons for seeking health care from the time symptoms started to date(Daines, (2016). ). Mr.Kasim presents with the RUQ abdominal pain and a sharp tip shoulder pain which has lasted for two days. He rate pain on the scale of 7/10. Past medical illness- these are past health event that might have residual event on the current health status. It includes the hospitalization, current medication, allergies and hospitalizations. Mr.Kasims past medical history is missing. Family history-it outlines the conditions that are genetically bound. A genogram clearly shows the information of the family bound illnesses. Lifestyle and health practices profile: it deals with client human response like nutrition, exercise/activity, sleep pattern, medication and substance use, education and environment he lives(Jensen, 2014). This gives an insight of the possible contributing factors to the current health status of an individual. Developmental milestone: a level with a particular problem is identified and comparison made with the normal parameters in the psychosocial developmental stages by Ericksons. Review of systems This is systematic assessment to determine any deviation from normal body functions(Jensen, 2014). Musculoskeletal system- the client experience dry mucous membranes. Neurologic- determine any signs of confusion and lethargy. Respiratory identifying any signs of respiratory distress or shortness of breath. Cardiovascular-feelings of palpitation, heart murmurs and pallor like in mr.Kasim due to decreased cardiac output. Gastrointestinal the patient is experiencing nausea and vomiting, there is abdominal distention. Genitourinary the amount of urine output, discomfort in urination and urgency or hesitancy is noted. Physical examination Complete examination of the client from head to toe noting any deviation from the normal anatomical or physiological functions of the body structure(Forbes, 2015). Inspection, palpation, auscultation and percussion are the four techniques used when conducting physical examination that apply to all the body system in the stated order except in the abdominal assessment (inspection, auscultation, percussion and palpation)(Treas, (2014)). This is to avoid eliciting bowel movement on palpation before auscultation. In conclusion, the patient hydration status is to be met to cater for the decreased cardiac output. Pain management is important to ensure that the clients comfort is addressed as well as maintaining optimal temperature while managing Nursingthe inflammatory process. The overall objective is to improve patients quality of care with an aim of restoring persons maximum functionality. References Alfaro-LeFevre, R. (2014). . Applying nursing process: The foundation for clinical reasoning.: . Philadelphia: Wolters Kluwer Health/Lippincott Williams Wilkins. Crisp, J. T. (2012). Potter Perry's Fundamentals of Nursing - AUS Version. . London: : Elsevier Health Sciences. Daines, J. B. ((2016). ). Advanced health assessment and clinical diagnosis in primary care. mosby: st.lous. Forbes, H. . (2015). Jarviss physical examination and health assessment (Australian and newzealand). Chatswood: Saunders/Elsevier. Gordon, M. (2016). ). Manual of nursing diagnoses (13th ed. Burlington, . Holland, K. . (2013). . Nursing: Decision making skills for practice.: . Oxford: Oxford printing press. Jensen, S. (2014). Nursing health assessment: A best practice approach. (2nd ed.). . Philadelphia:: wolter Kluwer health/Lippicott Williama wikins. LeMone, P. B.-J. ((2013). Medical-Surgical Nursing . Sydney: Pearson Education Australia. Levett-Jones, T. ((2013).). Clinical reasoning: Learning to think like a nurse. Frenchs Forest, NSW: : pearsons Australia. Lewis, P. . ( 2014). . Weber Kelleys health assessment in nursing (2nd Australia and New zealand). North ryde: Lippicott Williams and Wilkins. Treas, L. S. ((2014)). Basic nursing: Concepts, skills, reasoning. . Philadelphia, : PA: F.A. Davis Company.

Writing a Sample of Historiographical Essay

Writing a Sample of Historiographical EssayIf you are looking for a history writing sample, why not use a sample of historiographical essay? This type of essay is designed to provide a quick introduction to a topic and a more detailed version can be found online. So if you're looking for the most basic outline of how history works, this could be a great way to get started.It's always a good idea to write down a plan first. The plan will allow you to make a concrete timeline for your history writing assignment. By doing this, you'll have a better understanding of what you need to do from start to finish to get your history assignment completed. Plus, by seeing a timeline on paper, you'll be able to see where you stand at any point in time.The first idea to think about is the topic. So, many of the topics that historians write about involve major events and change the world in some way. And while it may seem like a very broad topic, you can still break it down into smaller ideas.The se cond idea is to decide which information or ideas you want to include in your writing. For example, if you were trying to understand the history of slavery, you might want to include some historical information as well as recent stories about the subject. Of course, you also want to include other important information and ideas such as how slavery is perceived now. So choosing a topic doesn't mean you have to stick with the subject at all costs.Once you have a good idea of the topic, it's time to write your outline. To do this, you need to decide what kind of material you need to include in your essay. How much information and ideas can you fit into just one page? How much information and ideas should you be including in each chapter? This is an important decision to make because if you decide you only need one chapter, you can include just enough to cover that chapter without going over your allotted word count.How much time do you have to get done? This is another consideration, b ecause if you don't have enough time to do everything, you can look for a sample of historiographical essay. In addition, if you don't want to waste time writing a huge manuscript, it might be best to choose a sample of historiographical essay that is a chapter at a time. You can break your document up into chapters, then break it up into sections, then break it up into paragraphs. A sample of historiographical essay will give you a quick overview of what you need to accomplish to get your project finished.By using a sample of historiographical essay, you can get a quick outline and get your project written. Then, once you've written your own sample, you can revise your sample and get a more detailed version to make your history writing assignment complete. In the end, it's really a matter of finding what fits best into your writing style.

Diversity and Multiculturalism in Team Settings

Diversity is the state of being composed in different elements and variety, and also different people from different cultural setting, different counties, race, and gender.Advertising We will write a custom essay sample on Diversity and Multiculturalism in Team Settings specifically for you for only $16.05 $11/page Learn More It can be uncomplicated or difficult depending on how it is viewed. Multiculturalism on the other hand, means acceptance, appreciation and consideration of multiple cultures and differences. This paper seeks to assess the tradeoffs of diversity and multiculturalism in team settings with regards to health care management. In health care management, it is very important to have diverse and multicultural employees. We cannot set aside multiculturalism because we all need health care. Unfairness while selecting the workforce is not good because it leads to discrimination. Multiculturalism is important because work teams from difference cultures might have a unique outlook to the problem which will be of much help to the health care system. According to Griffin (2010), patients will feel much appreciated when their treatment is viewed from their cultural and traditional settings. This attracts the target market because they will view the company as non-discriminative. When diversity is involved, it is much cheaper compared to others because costs go down as the target market becomes bigger and it becomes affordable to the poor. The more the health care becomes multicultural, the more they are able to reach a large number of people in different states. In order to provide better health services to patients outside the dominant culture, health practitioners must focus on these three approaches: awareness, knowledge, and skills (Parvis, 2003). Awareness can be achieved by putting into place staff training that gives a chance for self- reflection, which necessarily includes looking at one’s own culture, biases a nd reactions to diverse health values and cultures. Understanding of the outlook, value, beliefs, and behaviors of different cultural groups, with the huge group of cultural, ethnic, national and religious groups such as the Unites States is relevant in health care management. With pressures such as socioeconomic status and groups differences, it is difficult to learn a set of uniting facts or cultural norms. Thus, educational information is extremely useful in directing the health care provider to ask relevant questions within each personal cultural background.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More The third approach is skills which are put into place in order to cater for customers’ needs. These approaches help the patient’s knowledge of their illness or state and allow health care providers to change their style and meet patient’s particular needs. Each health care provider should take into consideration these three approaches in order to meet each patient’s demand. Failure to meet these demands might lead to misunderstanding and reduced quality of health care because of miscommunication. However, there are several reasons as to why it might be irrelevant to have diverse work team in the health care management. The health care givers may develop cultural bias and hence discriminate others thus leading to poor services. Communication barrier is another factor which is mainly due to the difference in native language of the health care givers. This hinders communication especially in decision making process and thus less productivity. Furthermore, it might be difficult for team members to understand each other and thus leading to slow implementation of health care plans. In conclusion, having a multinational team is about increasing awareness, tolerance, skills, knowledge, and hence reducing conflict. Santana (2003) expounds that team building roles like supporting, summarizing, participation, communication and problem solving should be put into place in order to have a strong diverse team who will meet customer’s needs irrespective of cultural differences. This will benefit the team, the customer and the entire organization because having a work team that reflects company values and customer needs is a good in business, hence hiring and supporting diverse and multicultural workforce is good for the health care organization. References Griffin, W.R. (2010). Management. Mason, OH: Cengage Learning.Advertising We will write a custom essay sample on Diversity and Multiculturalism in Team Settings specifically for you for only $16.05 $11/page Learn More Parvis, L. (2003). Diversity and Effective Leadership in Multicultural Work Places†. Journal of Environmental Health, 65: 37-38. Santana J. (2003, August 18). Learn to Harness the Full Potential of Diverse Work Force. TechRe public. Retrieved from https://www.techrepublic.com/ This essay on Diversity and Multiculturalism in Team Settings was written and submitted by user Darian Walls to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on All Quiet On The Western Front

All Quiet on the Western Front By: Erich Maria Remarque This tale of war takes place in a time where death and violence were part of people’s everyday lives. The battles fought during WWI were both brutal and grueling; the fighting lasted for a total of four years. During this time of war many young men were forced to defend their countries and in most cases this resulted in giving up your life in honor of your country. For most of these young it would be the first and last time that they would see combat and were a little naive before entering the war. They had hopes of honoring their countries and defeating the enemy, but during this war many of them came to realize that the battles they were engaging in would turn out to be pointless as neither side was gaining anything from the war. Millions and millions of casualties resulted from this war with no real outcomes except for the fact that many countries population sizes largely decreased. For Paul Baumer the story began when he was convinced to join the army by his schoolmaster when he was just a teenager. A this time I do not thin that Paul knew what he was getting himself into and would learn this listen very quickly once he joined the war. Paul went under strict training and during this time he was able to make new friendships that would come to be all he would have. When Paul was ready he took to the front lines where he would battle in trench warfare. This was a brutal type of warfare that consisted of long intertwining trenches more than six feet into the ground at some spots and was very cold, dirty, disease filled, and bloody. This first look at how the war was really being fought must have scared all of the young men and opened their eyes as to the way war really was, and that war was not as glorious as it would have been made out to be before they got to the front lines. Luckily Paul received guidance from a veteran of war named Stanislaus Katczinsky w... Free Essays on All Quiet On The Western Front Free Essays on All Quiet On The Western Front All Quiet on the Western Front By: Erich Maria Remarque This tale of war takes place in a time where death and violence were part of people’s everyday lives. The battles fought during WWI were both brutal and grueling; the fighting lasted for a total of four years. During this time of war many young men were forced to defend their countries and in most cases this resulted in giving up your life in honor of your country. For most of these young it would be the first and last time that they would see combat and were a little naive before entering the war. They had hopes of honoring their countries and defeating the enemy, but during this war many of them came to realize that the battles they were engaging in would turn out to be pointless as neither side was gaining anything from the war. Millions and millions of casualties resulted from this war with no real outcomes except for the fact that many countries population sizes largely decreased. For Paul Baumer the story began when he was convinced to join the army by his schoolmaster when he was just a teenager. A this time I do not thin that Paul knew what he was getting himself into and would learn this listen very quickly once he joined the war. Paul went under strict training and during this time he was able to make new friendships that would come to be all he would have. When Paul was ready he took to the front lines where he would battle in trench warfare. This was a brutal type of warfare that consisted of long intertwining trenches more than six feet into the ground at some spots and was very cold, dirty, disease filled, and bloody. This first look at how the war was really being fought must have scared all of the young men and opened their eyes as to the way war really was, and that war was not as glorious as it would have been made out to be before they got to the front lines. Luckily Paul received guidance from a veteran of war named Stanislaus Katczinsky w...

The Impact Of Healthcare Reforms Essay Example | Topics and Well Written Essays - 750 words

The Impact Of Healthcare Reforms - Essay Example However, Avraham, Dafny, and Schanzenbach (2012) found a positive and significant impact of reforms aimed at improving healthcare quality in HMOs, which resulted in an increase in coverage among workers and reduction of tort related lawsuits. Precisely, reforms on the general set of ports between 1998 and 2006 reduced payable premiums of employer-sponsored self-insured health care programs by about 2.1%. While no significant reductions were found in fully insured plans under HMOs, caps on noneconomic damages and collateral source reforms had the greatest impact. Therefore, this suggests that American workers have benefited from the reforms by spending less on aggregate health costs/premiums as a percentage of personal income. Blue Cross Blue Shield (BCBS, 2010) noted that collaboration among health plans to share client details through regional and statewide information systems significantly helped to reduce time and office practice expenses. Mission Statement for Aetna International Aetna International is global healthcare provider with its head quarter in USA and continental offices in Europe, Asia, and Africa. The company has been providing healthcare services in the last 3 decades with demonstrated excellence and customer satisfaction. Within America, Aetna is one of the many HMO service providers and offers both self-sponsored managed medical care plans as well as travel insurance.  The company offers three categories of healthcare plans including individual, corporate, and blended healthcare plans.

Research Integration Essay Example | Topics and Well Written Essays - 1000 words

Research Integration - Essay Example The volume of data and evidence that was synthesized to come up with the guidelines is quite many which make it quite proper and important to nursing practice. Moreover, many experts were involved in developing this practice guideline such as microbiologists who play crucial roles in the treatment of AOM. To make the article more acceptable is the use of simple language that is easy to understand by all healthcare specialists. It highly recommends the concept of watchful waiting as the best option in handling AOM complications. Block, S. L. (1997). Causative Pathogens, Antibiotic Resistance And Therapeutic Considerations in Acute Otitis Media. Pediatric Infectious Disease Journal, 16, 449–456. This source can be classified as a filtered information article owing to its approach to the handling of AOM. In essence, it reviews and gives a summary of proceedings in a symposium that discussed pertinent issues that are related to increased antibiotic resistance to AOM. In terms of t he kind of evidence, it falls under evidence summary because it delineates different recommendations of handling cases of AOM. Owing to the large volume of evidence surmised in this article, it is quite appropriate and suited for nursing practice. Moreover, it tackles different cases of AOM which may be caused by different pathogens in synergy which makes some AOM cases complicated. In such scenarios, the article is of the opinion that treatment and administration of antibiotics should only be started after the causative pathogens have been positively identified. This in turn ensures that cases of antibiotic resistance are reduced because some antibiotics are not effective in handling some causative pathogens of AOM. Kelley, P. E., Friedman, N., Johnson, C. (2007). Ear, nose, and throat. In W. W. Hay, M. J. Levin, J. M. Sondheimer, & R. R. Deterding (Eds.), Current Pediatric Diagnosis And Treatment (18th ed., pp. 459–492). New York: Lange Medical Books/McGraw-Hill. This is a filtered source because it gives an in depth analysis of different microbial infections that infect around the throat region. It has been noted that the different infections that occur within this region and affect the eyes, nose throat are caused by common or similar pathogens. It follows then that chances are high that infection in any of the parts will automatically lead infection of the other parts. This article can also be classified as evidence based guideline that tables diagnostic procedures as well as the treatment of AOM infections. The suitability of the source for nursing practice is found in the in depth analysis of different methods of handling cases of AOM. In addition, the article provides a chart or diagrammatic representation on how to handle this infection at each step of its progress. McCracken, G. H. (1998). Treatment of Acute Otitis Media In An Era Of Increasing Microbial Resistance. Pediatric Infectious Disease Journal, 17, 576–579. Information is synth esized and analyzed about the rising resistance of pathogens that causes antibiotics to. Moreover, a guideline is also provided that gives the way forward on how to handle these complications and as such the source is a filtered source. In terms of evidence, it can be classified as