ACTIVE LEARNING ACTIVITY

/in /by

A HISTORY OF NURSING ETHICS

The Nuremberg trials at the close of WWII offered disturbing questions. How can “good” people in traditionally honor-bound professions become complicit in some of the worst violations of humanity in history? What happens when individual professionals are not held to account by their peers, professions, and society as a whole? The trials showed how moral individuals within organizations can engage in morally “wrong” functions. “I was just following orders,” complicit healthcare providers, doctors, and nurses claimed.

Morality refers to principles that help determine what is “right” and what is “wrong.” Ethics is the related field that puts these principles to work to:

apply moral principles to choose “right” actions,

conduct relationships in an ethical manner, and

manage situations where a “right” action is clear but for some reason not possible.

Read the ethical dilemma below and explain your response and actions:

Nurse Is Instructed to Have Patient with Low Literacy Level to Sign Consent for Treatment

Scenario: Nurse Gloria is instructed by the attending physician to have Mr. Isaacs sign a consent form before a scheduled colonoscopy. As Nurse Gloria goes over the form with the patient, she notices he seems confused and is unsure where or how to sign the paperwork.

Ethical Dilemma: It is common for nurses to be the ones to get signatures on consent forms, especially for procedures like the one described in this scenario. When faced with a situation like the one here when the nurse is not sure that the patient understands what he is being told or if he can read, the decision of whether to delay a busy schedule to have the doctor come back and talk to the patient or explain to the best of her knowledge and get the patient’s signature may seem difficult to make.

Please adhere APA format when formulating response and action should incorporate EI and your actions and priorities and the EBP behind your decisions.

2 PAGES

NO PLAGIARISM

DUE DATE OCTOBER 5, 2023

ADD REFERENCES NO OLDER THAN 5 YEARS

USE PROPER GRAMMAR AND CITATIONS

BHA415 Topics In Healthcare Policy

/in /by

11/10/23, 9:17 AM Case – BHA415 Topics in Health Care Policy (2023OCT09FT-1)

https://tlc.trident.edu/d2l/le/content/202602/viewContent/5126064/View 1/2

Module 3 – Case

HEALTH POLICIES AND VULNERABLE POPULATIONS

Case Assignment

You are a junior administrator in a small hospital. The clinical staff in the hospital have done a good job in ensuring that
patient care falls in line with the National Culturally and Linguistically Appropriate Services (CLAS) policy. However, in
a recent assessment of your facility, it was found that these competencies are lacking in the interactions of patients
with administrative services. Your supervisor has learned that you have taken this course and has asked you to
prepare a PowerPoint presentation to share with the various administrative departments such as billing, customer
service, scheduling, etc. Your presentation should include the following:

A thorough explanation of the CLAS Standards

Why culturally competent services are important throughout the hospital

Suggestions for how different departments can better serve the hospitals’ diverse clientele

A slide with resources for staff members

A slide with references

You must include speaker’s notes with your slides, which will elaborate on the content in each slide. Be sure to cite
your sources in your slides and speaker’s notes.

Assignment Expectations

1. Conduct additional research to gather sufficient information to justify/support your analysis.

2. Your presentation should be at least 8 slides, not including your cover slide and reference slide.

Listen

11/10/23, 9:17 AM Case – BHA415 Topics in Health Care Policy (2023OCT09FT-1)

https://tlc.trident.edu/d2l/le/content/202602/viewContent/5126064/View 2/2

Privacy Policy | Contact

3. Support your presentation with a minimum of 3 reliable sources.

4. Please use Evaluating Internet Resources for evaluating information found on the internet to ensure that you are
using reliable sources: https://www.library.georgetown.edu/tutorials/research-guides/evaluating-internet-content

5. You may use Purdue OWL to assist in formatting your assignment:
https://owl.english.purdue.edu/owl/resource/560/01/.

6. Be sure that you do not cut and paste material into your slides, but use proper quotations where needed, and also
citations for all reference materials. The same expectations apply to PowerPoint presentations as to documents.

Week 6 – Peers replies

/in /by

HUM 1050 – Introduction to Literature

Week 6 – Peers replies

 

Return to the forum on a second day this week read your peers’ posts Power Points. Respond to at least two of your peers. These posts should be substantive and add to the discussion. This could include asking a probing question or relating your own experience with whatever they have posted. 

Please see the two peers power point presentations attached to develop the two peers replies.

Discussion

/in /by

 1) How do you define privacy?

2) Do you believe privacy is a moral right? Why or why not?

3) Are there any cases in which public health policy justifies the violation of the right to privacy?

4) Please cite the textbook and any other source used in APA format.

Nursing NUR 445 – Week 6 Assignment: Case Study Part I

/in /by

This week, you will complete Case Study Part 1:

SECTION 1 BACKGROUND: IDENTIFYING A PROBLEM Eleanor is a 52-year-old patient who has had a hip replacement 1 day ago who is on your assigned patient care team. You complete patient care rounds and assess Eleanor’s vital signs, comfort level, intravenous (IV) site and wound dressing. Eleanor has an IV for fluid replacement and medication administration. She also has an indwelling urinary catheter. She tells you that her pain level is a 4 out of 10 and she is reluctant to move around because of the pain. You know that the patient’s pain control is a high priority and that the physician ordered the indwelling urinary catheter until the patient is able to get out of bed easily and tolerate fluids. The urinary catheter is convenient in that the patient will not experience pain getting up to the bathroom and it provides an accurate measurement of output. On the other hand, you know that the longer the indwelling urinary catheter is in place, the higher the risk of an infection. You ask a trusted senior nurse when is the right time to remove the catheter since Eleanor is now tolerating ice chips. The senior nurse tells you that the catheter is usually kept until the patient is able to get up and ambulate independently. You wonder if there are any contraindications or problems with removing Eleanor’s indwelling catheter now. You decide to follow the senior nurse’s advice, leaving the indwelling urinary catheter in place and reevaluate for removal in the morning. 

SECTION II BACKGROUND: INTERPROFESSIONAL TEAMS AND STAKEHOLDER ENGAGEMENT This section is focused on the identification of a clinical problem and the steps of forming an interprofessional team to work on fixing the problem. The intent is to understand who are the stakeholders for this problem and the importance of engaging stakeholders in the quality improvement (QI) project. Examine the problem of CAUTIs holistically to identify stakeholders. You return to work the next day to learn that Eleanor has a low-grade fever of 99.8° F that was reported to the physician. The physician ordered an immediate urine culture and removal of the catheter the previous afternoon. The urine culture was positive for Escherichia coli, representing the presence of catheter-associated urinary tract infection (CAUTI). During the bedside report, you find that although Eleanor states she is tired, she is able to get up to the bathroom with a walker independently. She is also tolerating oral fluids and foods. The presence of the CAUTI bothered you enough that you spoke to your Unit Director about looking into evidence-based interventions to reduce CAUTIs. The Unit Director tells you that the rate of CAUTIs for the medical–surgical unit has steadily risen over the past year and the monthly total is twice the number from 2 years ago. You volunteer to convene a committee to work on the problem. Your first step is to identify others who should be on your team. You know that the stakeholders are individuals who influence or are influenced by the clinical problem under investigation. Review the discussion on stakeholders in Chapter 15 for guidance on selecting appropriate stakeholders. 

SECTION III BACKGROUND: LEADING A QI TEAM This section is focused on power gradients and leadership styles within an interprofessional team. Consider how to lead a team consisting of various healthcare professionals. You identified a variety of interprofessionals to include on your committee including two direct care nurses from the medical–surgical unit, one nurse from the operating room, two certified nurse assistants, a nurse supervisor, a physician, the medical–surgical clinical nurse specialist, a pharmacist, a laboratory representative, and a dietician. You feel that these individuals clearly represent all aspects of patient care. Review the information on communicating within a team and with different power gradients in Chapter 8. By working closely with the clinical nurse specialist (CNS), you are able to convene a meeting of the team.

Download and complete Case Study Part I Worksheet Download Case Study Part I Worksheet. 

Submit your completed Case Study Part I worksheet and its attachments into the drop box as one attachment. 

nurse discussion post

/in /by

As mental health stigma continues to be a significant barrier to seeking and receiving appropriate care, what strategies can nurse practitioners employ to foster open communication and reduce stigma surrounding schizophrenia, mood disorders, anxiety disorders, PTSD, and OCD within their practice and in the broader community?

informatics

/in /by

Read pages 460-461 of your textbook to learn more about the challenges of long-term care. Based on what you have learned so far (1) Why is important and challenging to offer insurance for long-term care? (2) What kind of solution you can think of to increase value and/or reduce costs in long-term care? (3) Are there any type of organizations (think ACOs, etc) be able to offer these services at a low cost that would allow insurers to participate in this market?

Case Study Analysis 2

/in /by

Assignment Instructions: 

  • Review the case study scenario below and the client’s family history and medical profile information from unit 1.  
  • Next, write a 6-8  analysis of the client (including title and reference) according to the assignment specifications, outline, and grading rubric. 

Case Study 2 Scenario:

Client, William Collins, arrived to the emergency room for an exacerbation of Chronic Obstructive Pulmonary Disease (COPD). The emergency department nurse enters the triage room to find Mr. Collins sitting at the side of the bed leaning forward with both arms on the bedside tray. He complains he is having shortness of breath that he is unable to control with his usual medications. His son is with him at the bedside because his wife is unable to come with him due to dialysis. 

Case Study Analysis Assignment Outline: 

The case study analysis should include the following sections with responses and rationales for all the prompts.

Introduction (3-5) 

Provide an overview of the pathophysiology of the disease exhibited by the client. Include: 

  • What additional assessment findings would you look for? 
  • What lab abnormalities would you expect to see? 
  • What diagnostics would you anticipate the healthcare team ordering? 
  • Provide a rationale for your answers. 

Implications for Self-Care (2 paragraphs) 

  • Consider Maslow’s hierarchy of needs and describe where the client falls in that hierarchy and how this will impact care and healing.  
  • How does this disease process impact the client’s and/or their care provider’s ability to care for themselves? 

Patient Education Strategy (2-3 paragraphs) 

  • Identify 3-5 appropriate nursing interventions and teaching points for your client based on the pathophysiology and assessment findings. 
  • Describe the educational strategies that should be incorporated when building a plan of care for your client.
  • Support with rationale. 

Interdisciplinary Collaboration (2-3 paragraphs) 

  • Identify 2-4 interdisciplinary team members who need to be included in the care of the client. Include rationale. 
  • Consider the care the client will need while inpatient and upon discharge.  
  • Consider nutrition, community services, and financial implications. 

Conclusion 

  • Summarize the key concepts of this disease process and client case study scenario.  

References 

  • A minimum of three references should be used.  
  • References should be no more than five years old. Exceptions include seminal works, such as original publications by nurse theorists.  
  • One reference must be your textbook, 
  • One reference must be from a peer-reviewed journal,  
  • One reference must be from an authoritative website such as the CDC, NIH or Healthy People 2030.

Assignment Specifications: 

  • Name thewith a File Naming Protocol: When you save the, name it: LastName_NSG 3300_CaseStudyAnalysis_1.docx  reflects clinical and professional client/cases, and no references to personal or family issues.

APA Formatting 

  • All should be written in APA formatting. This should include: 
  • Formal components, such as a title, and APA formatting with an introductory and conclusion paragraph that summarizes the key concepts 
  • APA-formatted level headings 
  • APA margin, font, and paragraph spacing 
  • Include page numbers 
  • Appropriate in-text reference citations 
  • A reference page, in correct APA format 

Reply to the following 2 Discussion posts

/in /by

Please see the attachment for instructions

Response

/in /by

 

 Due 10/13/23 @ 1600 EST

Respond by sharing ideas for how shortcomings discovered in their evaluations and/or their examples of incivility could have been managed more effectively. 

using APA, at least 2 scholarly references 

 

The results show that the organization encourages collaborative decision-making, where multiple stakeholders, including employees, have a say in important matters. This can lead to a more inclusive and democratic decision-making process. Members are actively involved in creating and shaping workplace policies. This involvement ensures that policies reflect the needs and preferences of those who work within the organization. The organization recognizes the importance of periodically reviewing its policies to remain relevant and practical. This proactive approach helps in identifying areas that may need improvement or adjustment. The organization is also open to revising policies as necessary. This flexibility allows for adaptation to changing circumstances or feedback from members.

Members of the organization share a vision and mission based on trust, respect, and collegiality. Communication at all levels of the organization is transparent, direct, and respectful. The organizational culture is assessed on an ongoing basis, and measures are taken to improve it based on the results of that assessment.

surprisingly “Most employees did not recommend the organization as a good or great place to work to their family and friends.” This suggests that despite some positive aspects mentioned in the assessment, many employees are dissatisfied to the point where they would not recommend the organization to others. This could indicate a significant issue with the workplace culture or conditions that may need urgent attention.

Another surprising thing is that “Individual and collective achievements are not celebrated and publicized equitably.” This lack of recognition and celebration of achievements can harm employee morale and motivation. It is surprising because recognizing and celebrating accomplishments is common in many organizations to boost employee engagement and satisfaction.

Before the assessment, I had an idea that “Communication at all levels of the organization is transparent, direct, and respectful.” the assessment confirms this aspect as it indicates that the organization values open and respectful communication and is seen as a positive sign, as effective communication is crucial for building trust and a healthy workplace culture (Dempsey & Assi, 2018).

It is evident from the findings that my workplace is civil because it values employees, fosters a positive and inclusive culture, invests in employee development, and prioritizes their well-being. Such an environment will likely attract and retain talented individuals and contribute to the organization’s long-term success.

The assessment also shows that my workplace is characterized by trust, respect, engagement, and a positive culture providing a healthy working environment. However, it is essential to continue monitoring and addressing any potential areas for improvement to sustain this healthy and civil work environment.

The concepts presented in the articles appear to be related to organizational culture and employee satisfaction. A healthy organizational culture that aligns with employees’ values and supports their well-being is more likely to result in higher employee satisfaction. When employees feel that they fit into the culture, are respected, and have opportunities for growth and development, their satisfaction increases. The assessment evaluates various aspects of an organization’s work environment, including trust, communication, employee engagement, leadership, and more (Cummings et al., 2018). These factors collectively contribute to the organizational culture and can significantly impact employee satisfaction and overall well-being.

In summary, the theory of organizational culture and employee satisfaction closely aligns with the assessment criteria in my workplace. A positive organizational culture, characterized by trust, communication, recognition, and employee well-being, will likely result in higher employee satisfaction, engagement, and morale (Cummings et al., 2018). Conversely, a negative culture can lead to dissatisfaction and a lack of employee recommendations. 

To apply the theory of organizational culture and employee satisfaction to improve organizational health and create stronger work teams, an organization can take several specific actions and initiatives:

Define and Communicate Clear Values and Mission by holding regular meetings or workshops to reinforce the organization’s mission and values. Ensure that all employees understand and can articulate these core principles.

Foster Trust and Open Communication by Implementing regular “town hall” meetings where leadership provides updates and encourages questions from all employees. Create anonymous feedback channels for employees to express concerns or suggestions.

Recognize and Celebrate Achievements through establishing an employee recognition program that acknowledges outstanding contributions and achievements. Celebrate milestones and successes as a team.

Employee engagement and morale through Conducting regular employee engagement surveys to gather feedback on job satisfaction and areas for improvement. Act on the survey results by implementing changes based on employee input.

The organization seems to prioritize a positive and inclusive culture where trust, respect, and collegiality are fundamental principles. This is a commendable approach that can contribute to a healthy work environment. Committing to transparent and respectful communication at all levels is crucial for maintaining trust and ensuring all employees feel heard and valued. Open and honest communication is key to a thriving organization. Recognizing employees as valuable partners rather than liabilities is essential as it fosters a sense of belonging and motivates employees to contribute to the organization (Atrizka et al., 2020). Encouraging shared governance, teamwork, and collaboration reflects a commitment to involving employees in decision-making processes, which can lead to better solutions and more significant employee investment in the organization’s success. Notably, most employees did not recommend the organization as a good or excellent place to work to their family and friends. This indicates a potential area for improvement and suggests that the organization should actively address any concerns or issues that employees may have.

In summary, the organization seems to have many positive elements for creating a healthy and supportive work environment. However, it should pay attention to the feedback provided by its employees to address any areas that need improvement and enhance overall employee satisfaction and advocacy.

                                                                                                              References

Atrizka, D., Lubis, H., Simanjuntak, C. W., & Pratama, I. (2020). Ensuring Better Affective Commitment and Organizational Citizenship Behavior through Talent Management and Psychological Contract Fulfillment: An Empirical Study of Indonesia Pharmaceutical Sector. Systematic Reviews in Pharmacy, 11(1).

Cummings, G. G., Tate, K., Lee, S., Wong, C. A., Paananen, T., Micaroni, S. P., & Chatterjee, G. E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International journal of nursing studies, 85, 19-60.

Dempsey, C., & Assi, M. J. (2018). The impact of nurse engagement on quality, safety, and the experience of care: what nurse leaders should know. Nursing administration quarterly, 42(3), 278-283.