Case study HP

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Instructions: Read the following case study and answer the reflective questions. Please provide rationales for your answers. Make sure to provide citations/references for your answers in APA format with scholarly references no older than 5 years. 

CASE STUDY: Active Labor: Susan Wong 

Mrs. Wong, a first-time mother, is admitted to the birthing suite in early labor after spontaneous rupture of membranes at home. She is at 38 weeks of gestation with a history of abnormal alpha-fetoprotein levels at 16 weeks of pregnancy. 

She was scheduled for ultrasonography to visualize the fetus to rule out an open spinal defect or Down syndrome, but never followed through. Mrs. Wong and her husband disagreed about what to do (keep or terminate the pregnancy) if the ultrasonography indicated a spinal problem, so they felt they did not want this information

. Reflective Questions 

1. As the nurse, what priority data would you collect from this couple to help define relevant interventions to meet their needs? 

2. How can you help this couple if they experience a negative outcome in the birthing suite? What are your personal views on terminating or continuing a pregnancy with a risk of a potential anomaly? What factors may influence your views? 

3. With the influence of the recent Human Genome Project and the possibility of predicting open spinal defects earlier in pregnancy, how will maternity care change in the future? 

Preeclampsia

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Each student will individually write a paper over a relevant maternal-infant nursing topic that is addressed by a Healthy People 2030 objective. Healthy People 2030 objectives are available at 

https://health.gov/healthypeople/objectives-and-data/browse-objectives
 .The concept chosen must be appropriate and relevant to maternal-infant nursing. The purpose of this assignment is three-fold:  to thoroughly research a topic of interest relating to maternal-infant nursing; to synthesize the information found; and to then draw inferences about the concept. 

This paper is expected to be short, succinct, focused, and developed on the chosen topic. The student can adequately address the criteria in 
3-5 pages, excluding the title and reference pages. All papers must be typed and in APA 7 format.  I encourage you to meet with Megan Hasler, the School of Nursing's librarian if needed for APA guidance or search questions, etc. 

Students are strongly encouraged to send papers to the Writing Center prior to submission.
  References must include a minimum of three (3) journal articles, and you may also include an appropriate medical/nursing dictionary or encyclopedia, the course textbook, the state department of health website for vital statistics, the CDC, etc. See evaluation criteria below for specific guidelines, and PDF attachment for a template.  
Due by Sunday, November 5, at 23:59pm. In the box below you will find examples of topics that have an associated Healthy People 2030 objective. Topic must be approved.

NO MORE THAN ONE QUOTE IN THE PAPER!

Maternal-Infant Concept Paper Evaluation Rubric

CRITERION

POINTS POSSIBLE

Topic is defined adequately

5

How is evidence-based practice being utilized regarding the topic chosen?

5

How does this relate to nursing practice? What are some nursing considerations?

10

Choose and identify one Healthy People 2030 objective related to your chosen topic and research how your state/region/county/city compares to the goal.

10

What effect does this topic have on the client?  What cultural barriers may exist to complicate care? Other cultural considerations?

10

APA Style/Format correct (references, citations, title page, etc.)

5

Grammar (spelling, punctuation) and Content (clear, appropriate word usage, complete sentences, paragraphs, etc.)

5

TOTAL

50

reply- week 6

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Hospitals have noises that are buzzing day and night. Emergency Rooms, ICU’s and monitored patient floors to mention a few, have high rates of noise saturation. The most common attribution to the noise is alarms. Alarms are designed to alert staff of a change or potential change in patient status (Hebda et al., 2019). Often, the alarm going off is false or has no patient threat. This is due to parameters not being set, patches not sticking, or positioning of a sensor. This can cause alarm fatigue, “The desensitization of a clinician to an alarm stimulus that results from sensory overload causing the response of an alarm to be delayed or missed” (West et al., 2014).

The result of alarm fatigue can lead to harmful patient situations. For example, if a nurse on a busy med-surg floor has several patients on beds with alarms, patients with IV pumps infusing and on telemetry monitoring, the alarm noise from all the devices could cause the nurse to tone out some of the sounds. If one of her patient’s bed alarms continues to go off repeatedly and every time she enters the patient’s room, finds the patient in bed, she determines the sensor is set to sensitive for the patient. But if the sensor is not reset, and the alarm continues to go off, the nurse may start to ignore the alarm. The last time the alarm sounds, the patient does get out of bed and falls, injuring his hip. This can turn into a legal issue as the safety measure was in place to protect the patient from harm, but due to a failure to change the bed setting, and the nurse’s desensitization of the alarm, the patient had a poor outcome. There is an ethical responsibility for the nurse to assess the injured patient, report the fall to appropriate change according to hospital policy and discuss the incident with the patient or family members. According to Kadivar et al., (2017), that despite measures put into place in the health care setting, there are still numerous threats posed to patient safety.

Evidence suggests that alarm fatigue is a patient safety and quality concern. As health care delivery becomes more digitalized, it is increasingly important to develop a safety culture to address alarm fatigue. The research suggests establishing safe alarm management and response processes. The use of multilevel sharing practices and prevention strategies is also a way to collaborate with multidisciplinary teams on strategies for reduction in alarm fatigue (Winter et al., 2021). By decreasing the number of false alarms with use of proper management, nurses can better care for patients needs without disruptions. Thus, reduce potential missed or ignored alarms resulting in poor patient outcomes.

 

References:

Kadivar, M., ManooKian, A., Asgharican., & Zarvani, A. (2017). Ethical and legal aspects of patient's safety: A clinical case report.
Journal of Medical Ethics and History of Medicine,
10, 15.

 

Winters, B., Slota, J., & Bilimoria, K. (2021). Safety Culture as a Patient Safety Practice for Alarm Fatigue.
Journal of the American Medical Association,
326(12), 1207-1208.

https://doi.org/chamberlainuniversity.idm.oclc.org/10.1001/jama.2021.8316


Links to an external site.

 

Hebda, T., Hunter, K., & Czar, P. (2018). Handbook of Informatics for Nurses & Healthcare Professionals (6th ed.). Pearson Learning Solutions.

https://ambassadored.vitalsource.com/books/9781323903148


Links to an external site.

 

West, P., Abbott, P., & Probst, P. (2014). Alarm fatigue: A concept analysis.
Online Journal of Nursing Informatics,
18(2), 1.


Reply

Hum Ecology & Environment w1

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Hum Ecology & Environment week 1 discussion.

Instructions

Pick any one question and respond in an original discussion post by midnight, Day 4 of Week 1.

After the initial post, you must provide substantive responses to 
at least 2 of your classmates’ posts and remain 
active on at least 2 additional days during Week 1.

There are 2 parts to this week’s discussion forum – Answer both parts in the same post.

First:

Introduce yourself to your peers. State how far along you are in the program, where you work, your future goals, and any experiences you would like to share. Brief info about me so you can develop a brief introduction: (Heidi Lugo, I’ll be graduating in March 2024, I work at Mercy Hospital in 7c med-surgical floor, goals (become a nurse practitioner))

Next, pick 
one of the two questions and answer.

1. How would you explain climate change to someone? What aspects would you include, and why? Next, how does climate change intersect with race and gender in its impact on people's health? Support your post with data. Lastly, can you think of areas impacted by climate change that the unit did not cover? How can nurses help in addressing this environmental concern? (USLOs 1.1, 1.2, 1.3, 1.4)

OR

2. Pick two recent events in the past five years that you think are climate-change-related and describe them briefly. Next, discuss why you consider them as environmental concerns. What measures could be taken at individual and institutional levels to prevent such events from occurring again? And how can nurses advocate for addressing this ecological concern? (USLOs 1.1, 1.2)

 

Each week, your discussion will be graded on a point scale. To successfully complete each weekly discussion assignment, you will need to address all items included in the discussion topic/question 
thoroughly.

Your input should be in your own words (to avoid plagiarism), demonstrating your understanding and comprehension of the topic. Be sure to support all your posts (initial post + responses) with specific references to the assigned readings, lecture material, and other relevant research you find appropriate in APA format.

MENTAL HEALTH DISCUSION

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 Michelle, a 21-year-old female, has been admitted informally to an acute mental health unit this is her first admission.  

clinical ethics

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Apply this model (table 2-1) to a challenging situation in your nursing career that required you to consider the ethical dimensions of the patient case and the role you played in providing care. Specifically apply and address the questions within each topic area as they pertain to your situation.

In your conclusion, discuss the impact of the Four Topics process. Did applying these principles shape your decision making in any way?  Does this seem like a valid process for you to apply in your practice? 

TABLE 2-1 Four Topics Method for Analysis of Clinical Ethics Cases

Medical Indications: The Principles of Beneficence and Nonmaleficence

1. What is the patient’s medical problem? Is the problem acute? Chronic? Critical? Reversible? Emergent? Terminal?

2.  What are the goals of treatment?

3.  In what circumstances are medical treatments not indicated?

4.  What are the probabilities of success of various treatment options?

5.  In sum, how can this patient be benefited by medical and nursing care, and how can harm be avoided?

Patient Preferences:  The Principle of Respect for Autonomy

1. Has the patient been informed of benefits and risks, understood this information, and given consent?

2.  Is the patient mentally capable and legally competent, and is there evidence of incapacity?

3.  If mentally capable, what preferences about treatment is the patient stating?

4.  If incapacitated, has the patient expressed prior preferences?

5.  Who is the appropriate surrogate to make decisions for the incapacitated patient?

6.  Is the patient unwilling or unable to cooperate with medical treatment? If so, why?

Quality of Life: The Principles of Beneficence and Nonmaleficence and Respect for Autonomy

1.  What are the prospects, with or without treatment, for a return to normal life, and what physical, mental, and social deficits might the patient experience even if treatment succeeds?

2.  On what grounds can anyone judge that some quality of life would be undesirable for a patient who cannot make or express such a judgment?

3.  Are there biases that might prejudice the provider’s evaluation of the patient’s quality of life?

4.  What ethical issues arise concerning improving or enhancing a patient’s quality of life?

5.  Do quality-of-life assessments raise any questions regarding changes in treatment plans, such as forgoing life-sustaining treatment?

6.  What are plans and rationale to forgo life-sustaining treatment?

7.  What is the legal and ethical status of suicide?

Contextual Features: The Principles of Justice and Fairness

1.  Are there professional, interprofessional, or business interests that might create conflicts of interest in the clinical treatment of patients?

2.  Are there parties other than clinicians and patients, such as family members, who have an interest in clinical decisions?

3.  What are the limits imposed on patient confidentiality by the legitimate interests of third parties?

4.  Are there financial factors that create conflicts of interest in clinical decisions?

5.  Are there problems of allocation of scarce health resources that might affect clinical decisions?

6.  Are there religious issues that might influence clinical decisions?

7.  What are the legal issues that might affect clinical decisions?

8.  Are there considerations of clinical research and education that might affect clinical decisions?

9.  Are there issues of public health and safety that affect clinical decisions?

10.  Are there conflicts of interest within institutions and organizations (e.g., hospitals) that may affect clinical decisions and patient welfare?

DISCUSSION REPLIES

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Respond to the 4 colleagues attached below with at least 2 references each. Respond to their posts in one or more of the following ways:

  • Critique their application of theory to their practice issue and either explain why you support their thinking or recommend a different theory to consider, which may be the theory you were assigned (health belief theory). Explain your thinking.
  • Drawing on their explanation of their assigned theory, describe how this theory applies to your practice issue (psychiatric) and explain your reasoning.
  • Compare and contrast their assigned theory with your own for application to practice issues. Support your reasoning.  

Global Healthcare comparison.

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Resources to Use

To Prepare:

  • Review the World Health Organization’s (WHO) global health agenda and select one global health issue to focus on for this assignment.
  • Select at least one additional country to compare to the U.S. for this assignment.
  • Reflect on how the global health issue you selected is approached in the U.S. and in the additional country you selected.
  • Review and download the Global Health Comparison Matrix provided in the Resources.

 

Focusing on the country you selected and the U.S., complete the Global Health Comparison Matrix. Be sure to address the following:

  • Consider the U.S. national/federal health policies that have been adapted for the global health issue you selected from the WHO global health agenda. Compare these policies to the additional country you selected for study.
  • Explain the strengths and weaknesses of each policy.
  • Explain how the social determinants of health may impact the global health issue you selected. Be specific and provide examples.
  • Using the WHO’s Organization’s global health agenda as well as the results of your own research, analyze how each country’s government addresses cost, quality, and access to the global health issue selected.
  • Explain how the health policy you selected might impact the health of the global population. Be specific and provide examples.
  • Explain how the health policy you selected might impact the role of the nurse in each country.
  • Explain how global health issues impact local healthcare organizations and policies in both countries. Be specific and provide examples.

Part 2: A Plan for Social Change

Reflect on the global health policy comparison and analysis you conducted in Part 1 of the Assignment and the impact that global health issues may have on the world, the U.S., your community, as well as your practice as a nurse leader.

In a 1-page response, create a plan for social change that incorporates a global perspective or lens into your local practice and role as a nurse leader.

  • Explain how you would advocate for the incorporation of a global perspective or lens into your local practice and role as a nurse leader.
  • Explain how the incorporation of a global perspective or lens might impact your local practice and role as a nurse leader.
  • Explain how the incorporation of a global perspective or lens into your local practice as a nurse leader represents and contributes to social change. Be specific and provide examples

Response

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 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.