Unit 533 Understand the Process and Experience of Dementia

|Unit |AC | | | | | | |533 |1.1 |There are many causes of dementia. Dementia is caused by changes to the brain; there are different | | | |types of Dementia. Vascular dementia is caused when the brains blood supply is disrupted, the brain| | | |does not get enough oxygen and brain cells die off. Lewys Body dementia is caused by lumps of | | | |protein in the brain which interfere with chemicals of the brain†¦show more content†¦Early diagnosis | | | |opens up opportunity for treatments, for example with Alzheimer’s you can take drug which can slow | | | |down the effects, but if in late stages of this disease then it will not be prescribed as it will | | | |have no effect. The individual will have access to information resources and support and ensure | | | |they fully understand their diagnosis before it progresses, this enables them to talk to family and| | | |friends about the changes it may have on their life. Getting an early diagnosis also enables an | | | |individual, carers and family chance to plan the future. | | | | |Show MoreRelatedLeadership for Health and Social Care and Children65584 Words   |  263 Pages600/0573/7 2 City Guilds Level 5 Diploma in Leadership for Health and Social Care and Children and Young People’s Services (England) (3978-51/52/53/54/55/56) Contents 1 2 3 4 5 Unit 501 Unit 502 Unit 503 Unit 504 Introduction Centre requirements Delivering the qualification Assessment Units Use and develop systems that promote communication (SHC51) Promote professional development (SHC52) 6 44 48 49 54 55 58 Champion equality, diversity and inclusion (SHC53) 60 Develop healthRead Morefactors affecting buying behavior of students on coffee shops8605 Words   |  35 Pagesto branded coffee shops. The findings concluded that most respondents visit coffee shops with friends, with locally branded coffee shops the preferred choice. Consumer motivations to branded coffee shops are most influenced by three factors: past experience/ familiarity; convenience of location/travel; and friends and family. With friendly staff, high quality of coffee and food, good atmosphere and good reputation the most important aspects for branded coffee shops. Recent exposure of tax avoidanceRead MoreGsk Annual Report 2010135604 Words   |  543 PagesIndia in 2010. 10 10 new compounds and vaccines starting phase III clinical trials since the start of 2010. 14% We are committed to improving returns in RD, aiming to increase our estimated return on investment in this area to 14%. c.1bn Units of Lucozade, Ribena and Horlicks manufactured in the UK every year. 2 New Consumer Healthcare Research and Innovation centres opened in China and India. Vaccines Emerging markets 1.4bn Doses of our vaccines supplied to 179 countries aroundRead MoreDeveloping Management Skills404131 Words   |  1617 PagesRelationships by Communicating Supportively Gaining Power and Influence 279 Motivating Others 323 Managing Conflict 373 PART III GROUP SKILLS 438 8 Empowering and Delegating 439 9 Building Effective Teams and Teamwork 489 10 Leading Positive Change 533 PART IV SPECIFIC COMMUNICATION SKILLS 590 591 Supplement A Making Oral and Written Presentations Supplement B Conducting Interviews 619 Supplement C Conducting Meetings 651 Appendix I Glossary 673 Appendix II References 683 Name Index 705Read MoreMedicare Policy Analysis447966 Words   |  1792 PagesGuaranteeing Access to Essential Benefits rmajette on DSK29S0YB1PROD with BILLS Sec. Sec. Sec. Sec. 221. 222. 223. 224. Coverage of essential benefits package. Essential benefits package defined. Health Benefits Advisory Committee. Process for adoption of recommendations; adoption of benefit standards. Subtitle D—Additional Consumer Protections Sec. 231. Requiring fair marketing practices by health insurers. †¢HR 3962 IH VerDate Nov 24 2008 12:56 Oct 30, 2009 Jkt 089200 Read More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 PagesPresidential Award for Excellence in Science and Mathematics Teaching in 1986. He was a regional winner of the IBM Com- Contents 1 The Role of Statistics and the Data Analysis Process 1.1 Three Reasons to Study Statistics 1 1.2 The Nature and Role of Variability 4 1.3 Statistics and the Data Analysis Process 7 1.4 Types of Data and Some Simple Graphical Displays 12 Activity 1.1 Head Sizes: Understanding Variability 22 Activity 1.2 Estimating Sizes 23 Activity 1.3 A Meaningful Paragraph 24

Amputation Mishap Free Essays

Amputation Mishap The Neighborhood News reports of a medical error at The Neighborhood Hospital. The report states a 62 year-old male patient underwent surgery to have his leg amputated only to discover the wrong leg was amputated during surgery. The newspaper article states the mishap is negligence. We will write a custom essay sample on Amputation Mishap or any similar topic only for you Order Now In the following paragraphs, negligence, gross negligence, and malpractice are discussed and determine if the newspaper’s statement of negligence is correct. Ethical principles in nursing and nursing documentation regarding such issues are also discussed. Negligence and malpractice fall under the tort laws definition. According to Guido (2010), â€Å"Torts are civil wrongs, not based on contracts, but on personal transgressions in that the responsible person performed an action incorrectly or omitted a necessary action† (p. 92). Tort laws are based on fault and in a health-care setting, tort laws are the most common. To determine if the above scenario results in negligence, gross negligence, or medical malpractice, one must understand the definition of each. According to Guido (2010), negligence is a general term and â€Å"equates with carelessness, a deviation from the standard of care that a reasonable person would use in a particular set of circumstances† (p. 2). According to Judson and Harrison (2006), four key elements (four D’s), must be present to prove negligence (p. 101): 1. Duty: The person charged has a duty to provide care to the patient. Neighborhood Hospital and staff have a duty to provide a standard of care that a reasonable person would use in a particular set of circumstances. 2. Dereliction: The person charged breaches the duty of care to the patient. The operating room team failed to identify the correct leg for amputation prior to proceeding with the operation; therefore a breach of duty has occurred. 3. Direct cause: The breach of duty is a direct cause of injury to the patient. The wrong leg is amputated as a direct result of failure to identify the correct leg for amputation. As a direct result, the patient will become a double amputee once the correct leg is amputated. 4. Damages: A recognizable injury to the patient is present. In this case, the wrong leg was amputated deeming a recognizable injury. Using the above criteria, negligence is present in this case scenario. Gross negligence occurs when medical practitioners perform an intentional act regardless of the negative, anticipated consequences. In this scenario, the patient must prove the medical staff at Neighborhood Hospital intentionally amputated the wrong leg. The medical staff at Neighborhood Hospital did not intentionally amputate the wrong leg, therefore ruling out gross negligence. According to Guido (2010), medical malpractice is â€Å"the failure of a professional person to act in accordance with the prevailing professional standards or failure to foresee consequences that a professional person, having the necessary skills and education, should foresee† (p. 93). Guido further states the difference between negligence and malpractice is licensure. If the act is by a non-professional person, it is negligence. If the act is by a professional person, it is malpractice. Six elements must be present to prove malpractice (Guido, 2010, p. 93): 1. Duty owed to the patient Neighborhood Hospital and staff have a duty to provide a standard of care that a reasonable person would use in a particular set of circumstances. 2. Breach of the duty owed to the patient. The operating room team failed to identify the correct leg for amputation prior to proceeding with the operation; therefore a breach of duty has occurred. 3. Foreseeability. The omission of identifying the correct leg for amputation prior to surgery. 4. Causation: breach of duty owed caused injury. The wrong leg is amputated as a direct result of failure to identify the correct leg for amputation. As a direct result, the patient will become a double amputee once the correct leg is amputated. 5. Injury. In this case, the wrong leg was amputated deeming a recognizable injury. 6. Damages. The amputated leg cannot be replaced; therefore the patient is entitled to compensatory damages regarding pain and suffering, permanent disability, disfigurement, emotional damages as well as financial loss and medical expenses. In this scenario, all six elements to prove malpractice are present. The negligence is by licensed personnel in a hospital setting. Using the definitions and criteria above, the newspaper incorrectly defines the mishap as negligence. The correct term to use in this case is professional negligence or malpractice. Nursing documentation should be reflective of the patient’s hospital stay. This includes identifying and addressing patient needs, assessments, problems, limitations, and responses to nursing interventions. According to Guido (2010), â€Å"Documentation must show continuity of care, interventions that were implemented, and patient responses to the therapies implemented. Nurses’ notes are to be concise, clear, timely, and complete† (p. 197). Guido (2010) lists the following guidelines for nurses to use to ensure documentation is complete and accurate (p. 197-209): 1. Make an entry for every observation. If documentation is absent, it can be assumed an observation did not take place. 2. Follow-up as needed. Evaluation and observations require follow up to ensure appropriate patient responses and optimal outcomes. . Read nurses notes prior to giving care. Reading nurses notes enable the nurse to know and understand patient diagnosis, response to treatment, and steps necessary to carry out the plan of care. 4. Always make an entry (even if it is late). Document immediately after the observation to reduce the risk of losing valuable information. A late entry is acceptable altho ugh risks omitting valuable information. Never document an event before it happens. 5. Use clear and objective language. Document using clear, objective, and definite terms to describe the observation. Vague terms lead to misinterpretation. 6. Be realistic and factual. It is important to document factual observations and assessments exactly as they happen. It is also recommended to document a realistic picture of the patient, especially if the patient is noncompliant with the plan of care. 7. Chart only one’s own observations. Charting observations of others is not accurate observations and can cause credibility of the nurse in question. 8. Chart all patient education 9. Correct chart errors. 10. Identify oneself after every entry. 11. Use standardized checklists or flow sheets. 2. Leave no room for liability. According to Guido (2010), â€Å"Understanding one’s ethics and values is the first step in understanding the ethics and values of others and in assuring the delivery of appropriate nursing care† (p. 4). Nurses and other healthcare providers face ethical issues daily. Together, law and ethics guide nursing practice to provide safe, effective care keeping patients free from harm. â€Å"Ethics are concerned with standards of behavior and the concept of right and wrong, over and above that which is legal in a given situation† (Judson Harrison, 2006, p. ). In addition, understanding law and ethics in nursing practice keeps nurses at their professional best and decreases the risk of legal litigation, such as the scenario described by the Neighborhood News. â€Å"Though malpractice is rare in the lives of individual healthcare professionals, the number of malpractice suits is on the rise† (Larson Elliott, 2010, p. 153). The nursing profession has more professional responsibility and accountability than any other time in the history of nursing. According to Weld and Garmon Bibb (2009), â€Å"nurses must confront the fact that they now owe a higher duty of care to their patients, and by extension, are more exposed to civil claims for negligence than ever before† (p. 2). Understanding ethical principles in nursing, importance of nursing documentation and how it relates to medical malpractice and negligence is imperative. References: Guido, G. W. (2010). Legal Ethical Issues in Nursing (5th ed. ). University of Phoenix eBook Collection database. Judson, K. , Harrison, C. (2006). Law Ethics for Medical Careers (5th ed. ). University of Phoenix eBook Collection database. Larson, K. , Elliott, R. (2010, March-April). The Emotional Impact of Malpractice. Nephrology Nursing Journal, 37(2), 153-156. Ebscohost. com. Prideaux, A. (2011). Issues in Nursing Documentation and Record Keeping Practice. British Journal of Nursing, 20(22), 1450-1454. Ebscohost. com The Neighborhood- Pearson Health Science. The Neighborhood News. Retrieved October 1, 2012, from http://pearsonneighborhood. ecollege. com/re/DotNextLaunch. asp? courseid=3609454 Weld, K. K. , Garmon Bibb, S. C. (2009, January-March). Concept Analysis: Malpractice and Modern-Day Nursing Practice. Nursing Forum, 44(1), 2-10. Ebscohost. com. How to cite Amputation Mishap, Essay examples

Civil Engineering Research Association

Question: Discuss about the Civil Engineering Research Association. Answer: Introduction: In the present competitive business environment, evaluation of each individual performance level within the organizational structure has become extremely important for achieving sustainable growth in the market. For that reason, many organizations tried to utilize several strategies in order to measure the performance level of each individual in an appropriate manner. Many studies have mentioned that proper utilization of performance measurement approach can help employees to identify the strengths and weaknesses in an appropriate manner (Searcy, 2012). In addition, it also helps organizations to provide efficient guidance to the employees according to their performance level. In this report, the focus will be on Civil Engineering Research Association (CERA) that is focusing on the development of effective infrastructure for the community. The prime focus of CERA for developing effective infrastructure, as it can able to evaluate the performance level of each individual in an appropr iate manner. CERA works in the critical engineering sector. For that reason, it has to perform several complex responsibilities for fulfilling the requirements of the organization. It has become necessary for CERA to give their best at the workplace in order to satisfy the clients effectively. For that reason, the organization also has tried to implement different strategies so that it can able to create a positive impact on the productivity of the working employees. Limitations of CERAs individual performance measurement approaches and recommended alternative approaches: As per the article by Zheng et al. (2016), proper utilization of techniques and tools regarding the performance management is necessary within an organizational structure. Otherwise, it also can create obstacles on the path of success for an organization. It has been identified that implement individual performance measurement techniques by CERA do have some limitations. As a result, it has affected the effectiveness of the performances level of the organization. The limitations of CERAs implemented individual performance measurement approach are elaborated as follows: Unstructured financial benefits: As per the article by Bititci et al. (2012), proper utilization of financial benefits structure is very important to influence people to give their best at the workplace. It has been identified that CERA focuses on to providing maximum financial benefits to their best people. In fact, CERAs payment structure is been implemented in such a way so that it can able to provide benefit above than the market rate for their best people (Bufalino et al., 2014). CERA feels that providing benefits above than the market rate can create huge amount of positive impact on the motivational level of the employees. Therefore, they will try to take on more complex and difficult projects with a positive mindset. Now, it can be mentioned that CERA is always focus on taking the challenges of completing complex and difficult projects. Therefore, it is necessary for the organization to maintain the motivational level of the employees. However, Bhattacharya et al. (2014) have criticized this implemented stra tegies as it has not able to justify the equity theory of motivation in an appropriate way. The equity theory of motivation highlights the fact that organizations need to consider each employees equally so that all the members within the organizational structure feel motivated towards the roles and responsibilities. However, CERA has only focuses on providing additional benefits to the specific group of individuals (Chenhall, Hall Smith, 2013). Thus, it will create adverse impact on the perception of other employees regarding their future with the organization. Thus, they will feel de-motivated towards their roles and responsibilities. Therefore, it will definitely create adverse impact on the performance level of the other employees. Thus, implemented individual performance measurement technique will not be able to depict the clear picture regarding the performance level of the employees (Cassel et al., 2014). It has been identified that performance measurement technique focuses o n the results. Therefore, it will unable to depict the exact reason for lack of performances from the entire team members. Spekl Verbeeten (2014) has also mentioned that paying more to specific individuals can actually create adverse impact on the cognitive evaluation theory, which elaborates that paying more than the market rate can minimize the innovative skills of that particular group of engineers. The main reason is that, those individuals will focus more on getting incentives rather than increase the effectiveness or quality of the work. In the present business environment, continues improvement of the level of skills for an organization is extremely important to sustain its position in the market. Therefore, majority of the organizations tries to utilize different innovative process so that it can create positive impact on the level of skills of the organization (Zaman Lehmann, 2013). However, CERAs implemented strategies regarding the offering of financial benefits have created adverse impact on the performance level of the organization. Recommended alternative approaches: The above discussion highlighted the fact that unstructured utilization financial benefits in CERA has created huge amount of adverse impact on the performance level of the employees. Thus, CERAs first objective will be to evaluate the best possible way to provide financial benefits to the employees. Firstly, CERA will have to formulate a well-structured framework with the organization, which will have employees with different designations. After that, CERA will have to standardize the monetary benefit levels for the different designations so that employees can able to understand the exact reason for paying higher benefits to a particular group of employees (Koufteros, Verghese Lucianetti, 2014). Now, CERA will have to mark the exceptional performers of the organization and then will have to provide them with higher designations. This will not only help the top performers to have proper career progression but also will influence others to give their best at the workplace. Since, pos sibility of promotion will increase the motivational level of the employees in a much more effective way. On the other hand, CERA will able to justify the exact reason of extra pay to a particular employee, which reduce the possibility of conflicts within the organizational structure. Ineffective bonus schemes: Many studies have highlighted the significance of proper utilization of bonus schemes so that employees can feel motivated to perform beyond the expectation. However, it has been assessed that CERA has not able to satisfy all the employees with the bonus schemes. In fact, it has been analyzed that organizations working in the same sector is providing better bonus schemes to the employees (Knpfer et al., 2012). Thus, it has created major adverse impact on the effectiveness of the performance level of the employees working CERA. Furthermore, many organizations are looking provide additional benefits like disability, housing and health insurance for all levels of employees so that it can able to motivate employees to give their best at the workplace. However, CERA has not focused too much on the utilizing these schemes for enhancing the performance level of each individual. It has been assessed that organizations that focuses on utilizing all these schemes in an appropriate manner are o ften able to retain their talents. Thus, it increases the probability of enhancing the performance level for an organization (Bhatt et al., 2015). Conversely, as CERA has not focuses on the proper utilization of the incentives scheme it will definitely create adverse impact on the employee retention rate. Recommended alternative approaches: In order to minimize the adverse impact of the ineffective bonus scheme, CERA will have to consider utilization of unique bonus schemes so that it can able to create positive impact on the performance level of the employees. Therefore, CERA will have to cover safety bonus scheme, quality bonus scheme, customer satisfaction/service bonus scheme, attendance bonus schemes in an appropriate manner. As per the article by Grigoroudis, Orfanoudaki Zopounidis (2012) traditional bonus scheme is not creating expected amount of impact on the enhancement of the motivation for the employees. Hence, it has become necessary for CERA to consider all the mentioned bonus schemes so that employees motivate themselves to give their best at the workplace. In order to provide bonus to the employees in an appropriate way, CERA will have analyze the performance level of the employees in an appropriate way. Proper analysis will provide CERA an idea regarding the positive and liability aspects of each employ ee. Therefore, it will help CERA to reduce amount of liability in an appropriate way. For instance, 100% attendance has able to encourage employees to become more regular in several organizations. Thus, it is expected that attendance scheme will also create positive impact on the overall effectiveness of the operational processes. In contrast, too much absenteeism can damages CERAs objective in a major way. Safety bonus scheme is also another important aspect that CERA will have to offer to all level of employees. As a engineering firm, CERA will have to conduct many risky operations. Therefore, it is necessary that organization took care of the safety level of the employees and also provide several benefits for taking risks for the organizational success. Furthermore, Franco-Santos, Lucianetti Bourne (2012) have mentioned that employees can easily compare the bonus scheme of CERA with other organizations. Therefore, CERA will have to analyze the market bonus structure in order to retain employees for a longer period of time. Ineffective performance review technique: As per the article by Melnyk et al. (2014), proper utilization of performance review technique is very important to measure the performance level of the employees effectively. In fact, it also provides organizations the opportunity to analyze how the performance level of a particular employee is increasing or decreasing over the certain period of time. However, CERA has implemented management-by-objectives scheme, which analyze the past year performance of the employees and then question them about this in the next year. As a result, it will induce employees to concentrate more on their future with the organization than focusing on the present performance level. Thus, it will also affect the present performance level of the employees (Barros, Managi Matousek, 2012). Furthermore, it has been highlighted by many studies that utilization of this technique will influence organizations to focus more on the poor performers and best performers will be taken as a granted. For that reason, i t can create major impact on the motivational level of the top performers that will also eventually hamper the effectiveness of the operational processes. Recommended alternative approaches: The above discussion highlighted that implement strategy of CERA for reviewing the performance level of the employees is not at all effective. In fact, it can increase confusion among the employees regarding the performance level. Therefore, CERA will have to make major changes in the performance review process so that it can able to create greater impact on the effectiveness of the operational process. For instance, CERA can utilize performance review system on monthly basis so that employees do not have think too further and can concentrate more on the present performance level. CERA can also recognize best performing employees through a token of recognition like Star performer of the month so that employees can feel motivated in performing their responsibilities in an appropriate manner. CERA can also utilize month wise performance assessment meetings in order to highlight strengths and weaknesses of the employees in an appropriate way. The meeting will also include identification of the best possible way by which each employee can able to fulfill all the goals and objectives of the organization in an appropriate way. Conclusion: From the above analysis, it can be assessed that CERA will have to focus more on the implemented strategies regarding the performance measurement processes. It can be mentioned that implemented strategies of CERA has not able to create desired amount of impact on the performance level of the organization. Thus, CERA will have to focus more on the mentioned alternative approaches in order to enhance the present level of performances of the employees. Furthermore, the above discussion highlighted that CERA has not focuses too much on the consistence improvement on the performance level. Therefore, CERA will also have to implement strategies in such a way so that all employees can able to improve in an appropriate way. It will eventually create positive impact on the sustaining position in the market. References: Barros, C. P., Managi, S., Matousek, R. (2012). The technical efficiency of the Japanese banks: non-radial directional performance measurement with undesirable output.Omega,40(1), 1-8. Bhatt, D. L., Drozda, J. P., Shahian, D. M., Chan, P. S., Fonarow, G. C., Heidenreich, P. A., ... Welke, K. F. (2015). ACC/AHA/STS Statement on the Future of Registries and the Performance Measurement Enterprise: A Report of the American College of Cardiology/American Heart Association Task Force on Performance Measures and The Society of Thoracic Surgeons.Journal of the American College of Cardiology,66(20), 2230-2245. Bhattacharya, A., Mohapatra, P., Kumar, V., Dey, P. K., Brady, M., Tiwari, M. K., Nudurupati, S. S. (2014). Green supply chain performance measurement using fuzzy ANP-based balanced scorecard: a collaborative decision-making approach.Production Planning Control,25(8), 698-714. Bititci, U., Garengo, P., Drfler, V., Nudurupati, S. (2012). Performance measurement: challenges for tomorrow.International Journal of Management Reviews,14(3), 305-327. Bufalino, V., Bauman, M. A., Shubrook, J. H., Balch, A. J., Boone, C., Vennum, K., ... Arnett, D. (2014). Evolution of the guideline advantage: lessons learned from the front lines of outpatient performance measurement.CA: a cancer journal for clinicians,64(3), 157-163. Cassel, C. K., Conway, P. H., Delbanco, S. F., Jha, A. K., Saunders, R. S., Lee, T. H. (2014). Getting more performance from performance measurement.New England Journal of Medicine,371(23), 2145-2147. Chenhall, R. H., Hall, M., Smith, D. (2013). Performance measurement, modes of evaluation and the development of compromising accounts.Accounting, Organizations and Society,38(4), 268-287. Franco-Santos, M., Lucianetti, L., Bourne, M. (2012). Contemporary performance measurement systems: A review of their consequences and a framework for research.Management Accounting Research,23(2), 79-119. Grigoroudis, E., Orfanoudaki, E., Zopounidis, C. (2012). Strategic performance measurement in a healthcare organisation: A multiple criteria approach based on balanced scorecard.Omega,40(1), 104-119. Knpfer, A., Rssel, C., an Mey, D., Biersdorff, S., Diethelm, K., Eschweiler, D., ... Nagel, W. E. (2012). Score-P: A joint performance measurement run-time infrastructure for Periscope, Scalasca, TAU, and Vampir. InTools for High Performance Computing 2011(pp. 79-91). Springer Berlin Heidelberg. Koufteros, X., Verghese, A. J., Lucianetti, L. (2014). The effect of performance measurement systems on firm performance: A cross-sectional and a longitudinal study.Journal of Operations Management,32(6), 313-336. Melnyk, S. A., Bititci, U., Platts, K., Tobias, J., Andersen, B. (2014). Is performance measurement and management fit for the future?.Management Accounting Research,25(2), 173-186. Searcy, C. (2012). Corporate sustainability performance measurement systems: A review and research agenda.Journal of business ethics,107(3), 239-253. Spekl, R. F., Verbeeten, F. H. (2014). The use of performance measurement systems in the public sector: Effects on performance.Management Accounting Research,25(2), 131-146. Zaman, A. U., Lehmann, S. (2013). The zero waste index: a performance measurement tool for waste management systems in a zero waste city.Journal of Cleaner Production,50, 123-132. Zheng, L., Baron, C., Esteban, P., Xue, R., Zhang, Q., Sotelo, K. I. G. (2016). Pointing out the gap between academic research and supporting software tools in the domain of the performance measurement management of engineering projects.IFAC-PapersOnLine,49(12), 1561-1566.