What is the role of your legal counsel in incident response planning and execution? In recovery planning and execution?  Are they different? What laws are involved in each? What issues would you anticipate in each?

What is the role of your legal counsel in incident response planning and execution? In recovery planning and execution?  Are they different? What laws are involved in each? What issues would you anticipate in each?

For this conference, pick a coding practice ( e.g., Input Validation, Error Handling), describe in your words what the practice is, what vulnerabilities the practice can minimize or eliminate or abuse cases it can prevent. Two good posts are required for a passing grade, one original post on a practice (no duplication) and another one commenting on a post from another person in the class.

Organize a significant collection of artifacts in an ePortfolio including projects, papers, and other relevant examples showcasing work completed during the program to demonstrate mastery of the program objectives.

Assignment Instructions

Course Objectives:

  • Revise artifacts from previous coursework throughout the program based on feedback from the instructor.
  • Organize a significant collection of artifacts in an ePortfolio including projects, papers, and other relevant examples showcasing work completed during the program to demonstrate mastery of the program objectives.

Artifact #3 ==> Presentation/Project/Audio-Video

Using submitted work from a previous class, locate a presentation/PowerPoint, major project, or some type of audio/video item to submit as your next artifact.  You will want to spend your time this week reviewing and critiquing your item before submission.  If you are unsure about whether your item fits into this category this week, please contact your faculty member for approval. You should have all of the following corrected:

  1. All mechanical errors
  2. All content errors
  3. Any other feedback received by your faculty member should be incorporated.

Instructions:

Submit your assignment once you have ensured that all corrections have been made.  Make sure you keep the final version of the assignment as you will begin loading it into your Portfolio in Week 5.  This assignment will NOT be submitted to Turnitin as it was previously submitted by your faculty member.

Research suggests many expatriate employees encounter problems that limit both their effectiveness in foreign assignments and their contributions to the firm once they return home. What do you see as the primary causes and consequences of these problems? What can a firm do to reduce the occurrence of such problems?

Research suggests many expatriate employees encounter problems that limit both their effectiveness in foreign assignments and their contributions to the firm once they return home. What do you see as the primary causes and consequences of these problems? What can a firm do to reduce the occurrence of such problems?

Your journal entry must be at least 200 words. No references or citations are necessary.

Submit Unit VIII Journal »

 

1. E-Tronics is a well-established, publicly traded  manufacturing company that has been in business for over 50 years.  E-Tronics is reviewing a potential acquisition of a manufacturing plant  of 120 employees in India. This would be E-Tronics’ first time having a  physical operation in India.

1. E-Tronics is a well-established, publicly traded  manufacturing company that has been in business for over 50 years.  E-Tronics is reviewing a potential acquisition of a manufacturing plant  of 120 employees in India. This would be E-Tronics’ first time having a  physical operation in India. As part of the review of labor, the Chief  Human Resources Officer (CHRO) recommends an environmental scan as part  of the long-term planning for the operation. Why is this the best  approach to recommend?

  •   Environmental scanning allows the company to evaluate what  environmental, health, and safety protocols need to be implemented at  the new plant.
  •   Environmental scanning allows the company to review both the domestic  laws and foreign laws of the new country to understand what changes need  to be made to the employee handbook.
  •   Environmental scanning allows the company to assess the tax advantages  of the new business to see how favorable the stock will respond as part  of this new acquisition.
  •   Environmental scanning allows the company to examine both the  demographic and social factors of the labor force to understand how the  future of employment looks.

2. A new Operations Manager at E-Tronics would like to get a  head start on recruiting for an upcoming role that will have key  oversight of the new assembly line. He already has one person in mind  that he feels will be perfect for the role based on his past experience.  As the HR Manager asks more about the candidate, she learns that both  the Operations Manager and the candidate went to college together and  have been best friends since college. She also learns that they have  never worked together before. What is the appropriate guidance the HR  Manager should consider?

  •   Research indicates that people are more likely to quit because of a  manager than because of any other variable. Considering the candidate  and hiring manager already have a good relationship, this candidate  already has a great chance of success and should be allowed to continue  on in the process.
  •   The HR Manager is responsible for all recruitment initiatives and  should step in and take the place of the hiring manager. The Operations  Manager is already too biased to make the appropriate decision.
  •   In order for an organization to meet its long-term goals, it must have  the proper mix of employees with the right knowledge, skills, and  abilities. The HR Manager should stress this importance while looking  closely at all candidates.
  •   If the candidate is selected, the HR manager keep a close eye on the  relationship as the candidate progresses through onboarding and  orientation. If feedback is provided down the road that things aren’t  working, the HR Manager will have all the documentation needed.

3. E-Tronics is pursuing the India plant acquisition and is  working with current plant management to review all operational details.  As part of the process, the plant management that is being acquired is  asking for solutions for a way to track all employee data and  transactions. What recommendations should the new HR department make?

  •   The HR department should recommend a new HRIS that is built for  businesses that have between 50–250 employees. As the site has 120  employees, this will fit perfectly for the plant.
  •   The HR department should leverage the currently existing HRIS platform,  which has the scalability to provide specific features for a plant as  little as 120.
  •   The HR department should recommend a partnership with the IT department  to build from scratch a homegrown system that fits the criteria of the  current environment. This allows for a unique cross-functional project  and will highlight how the parent company can work with the newly  acquired plant.
  •   The HR department should allow plant management to keep personal  records and notes and postpone the solution 1–2 years until the  post-integration phase is completed.

4. The Global Vice President of Operations prefers to keep a  close eye on things and ultimately have his hand in all processes. He  has asked not only to have visibility into all HRIS transactions for the  company but that he has approvals on every transaction as well. The  complexity of this request is quite high. How should the HRIS team  handle the situation?

  •   The team should caution the leader on the time waste it may be for him  but provide an alternative option in which access is given to his  executive assistant. The leader can then receive updates on what  transactions are taking place with the filtering done by the assistant.
  •   The team should provide the leader with visibility and approval chain  access because the company believes in honesty and transparency. The  leader is one of the main advocates of this value statement.
  •   The team should advise the leader who should have access and in what  transactions having visibility and approvals make sense. HR can help  minimize stress for business leaders, not make it worse.
  •   The team should provide an alternative option of having daily reports  sent to the leader with the data aggregated and summarized because HRIS  systems enable countless transactions to be processed on a daily basis.  This will be the most efficient use of the leader’s time.

5. The Assembly Manager, who has been with the company for  only three months, previously came from a small specialty fabrication  shop of 20 people. He has commented on doing the upcoming fiscal year’s  strategic planning for his department on his own because that was the  process he was used to at his previous company. What are the risks of  this business leader conducting this review without the HR department’s  influence?

  •   The process doesn’t actually need HR advice at the department level. HR  provides the best value when looking at entire businesses, not  departments.
  •   The process would lack the strategic value provided by HR professionals  in understanding the employment landscape, walking business leaders  through human capital forecasting, and executing the day-to-day staffing  requirements.
  •  The process would lack the legal knowledge required to ensure the Assembly department doesn’t break employment laws.
  •   The process would miss out on accurate employee engagement activities  such as parties and community service days, which need to be built into  the plan for next year.

6. At a recent roundtable discussion, the HR Manager heard  several employees talk about their goals for internal promotions,  further professional development, and the desire to reach higher career  milestones. As the HR Manager goes through this feedback, what is the  best action she can recommend?

  •   She can begin processing their transfers to the roles they have  identified and ensure each employee knows that E-Tronics takes action  when employees speak.
  •   She can ask the respective managers to follow up with each employee and  ensure that they work out a plan. Managers are in the best position to  help their employees with career goals.
  •   She can write up an individual development plan (IDP) for each employee  and provide it to them so that they can begin their path to the next  opportunity.
  •   She can analyze succession planning as part of a short-range plan to  see how many of these employees are ready for the next role up, need  further development, or still need more time to develop in their current  role.

7. E-Tronics is now in place in the India plant. During the  job analysis discussion, the Plant Manager recommended to the interim HR  Manager that each person be evaluated in their roles because each of  their tasks and skills is very different. The Plant Manager feels this  will have a personal touch for each employee, which is important. What  is important to consider as the interim HR Manager determines how best  to support this process?

  •   Cultural trends at the plant have indicated Indian culture thrives on  individuality. It is important for company processes to honor this and  therefore have specific job levels and roles for each individual.
  •   Appropriate categorization requires a thorough review of all jobs  throughout the company worldwide. The interim HR Manager needs to work  with the Global HR leadership team to review all profiles.
  •   Appropriate categorization requires looking at broader job levels,  rather than individual people and consequently assigning a role to  several people within a job level.
  •   In order to save time on the process, the HR Manager can have other  team leads and managers help out by asking each of their team members  for these job details. They can then summarize and send this data to the  HR Manager for record keeping.

8. As part of the process for understanding the current  profile of employees, the HR Manager develops a questionnaire for each  employee to fill out. The survey asks an array of questions, including  items such as language skills, educational background, job history, and  personal interests and hobbies. Some concerns have been brought up by  employees indicating that they don’t want to share anything personal  because they don’t fully understand how the information will be used.  How can the HR Manager best respond to concerns of this nature?

  •   The HR manager can communicate that because the company wants to  attract and retain the best employees, it needs to understand the  current group of employees to know what profiles to hire in the future.
  •   The HR manager can show how a skills inventory is actually a great tool  for employees so they can evaluate on a peer-to-peer basis what  everyone else is doing and how effective they are in their roles.
  •   The HR manager can communicate openly that a skills inventory is  intended to provide the company a clear snapshot of which employees are  performing well, and which ones are not. While intrusive, it will help  the company succeed in the long run.
  •   The HR manager can describe how a skills inventory allows the company  to understand the knowledge and skills of everyone to help facilitate  greater development for each person. It may also highlight untapped  potential in employees that haven’t been identified.

9. As part of the manufacturing site’s Annual Operating Plan  (AOP), the business announces a new venture with a sister plant that  will bring in approximately 25% more raw materials with the specific  task of machining the material in the plant. The senior leadership team  is reviewing production and machine capacity over the course of three  years as part of increased demand. How can the HR Director best support  this new business initiative?

  •   The HR Director can rely on the operation line managers to understand  unit demand and what capacity the current machines have. This  information is then correlated with human capital and a plan is put in  place.
  •  The HR Director can hire 25% more temporary workers. This is shorter term work and the demand will only last three years.
  •   The HR Director can hire 25% more employees in response to the increase  in raw materials. The increase in production needs to have a 1:1 ratio  of human capital.
  •   The HR Director can leverage human capital at the sister plant to  ensure this increase in production hits the daily targets. One of the  most effective ways to make a process efficient is to leverage shared  human capital.

10. One of the core HR strengths at E-Tronics is the ability to  utilize HR analytics and apply them to operational scenarios. One of  the most frequent requests is for help in forecasting employment needs.  Why is work-load analysis the most accurate way of forecasting  employment needs?

  •  Work-load analysis utilizes key information such as actual work content and productivity ratios.
  •  Work-load analysis utilizes key information such as probabilistic forecasting and past movement.
  •  Work-load analysis utilizes key information such as statistical relationships amongst employment related data.
  •  Work-load analysis utilizes key information such as quantitative relationships between critical variables.

11. The newly appointed plant HR Manager officially starts in  India. Her first objective is to complete a thorough HR audit and review  details at the site-specific level. While many details are missing, her  review reveals that historical turnover trends show over 80% of  turnover was caused by involuntary separation. How should the HR Manager  proceed?

  •   The HR Manager should review the selection procedures as well as  specific knowledge and skills currently held by management to evaluate  if better training and supervision is required.
  •   The HR Manager should contact all former employees who left within the  last 12 months and conduct an exit interview. This will help her best  understand the actual reasons for their exit.
  •   The HR Manager should prepare a site-wide presentation reviewing  company benefits and really encourage the new site to consider what  great benefits are offered to them if they remain employed with  E-Tronics.
  •   The HR Manager should contact local competitors for a market analysis  and determine if 80% involuntary turnover is common in the local market.

12. In E-Tronics’ competitive business landscape, business  leaders expect innovative, strategic guidance by knowledgeable experts.  The Plant Manager in Michigan has requested that either the HR Manager  (whom he trusts deeply) or an outside analyst he knows as an expert  provide guidance on the operation’s long-term staffing plan. Why is this  approach one of the least effective for planning?

  •  Experts rely too much on subjective and anecdotal experiences that don’t provide the most clear guidance.
  •   Expert consulting fees are so high that it takes years to break-even  after receiving consultation services and actually forecasting a better  headcount.
  •  Experts collaborate too much with other subject matters experts and ultimately cannot agree on a single path forward.
  •  Experts that can perfectly understand the context for the business and its specific operations are very difficult to find.

13. A year into the India acquisition, line leaders highlight  concerns regarding the staffing levels and the quality output of certain  machines. Some machines are running near 98% capacity with many quality  issues while others are running at only 63% with barely any quality  issues. The HR Manager feels confident there is enough historical data  to start highlighting relationships between staffing, machine  utilization, and quality control. Why is a regression analysis an  effective tool for this problem?

  •  Regression analysis removes the need for short- and middle-range planning because of its high levels of long-term accuracy.
  •   Regression analysis enables the business to look at how specific  variables interact and gives a high degree of confidence in projecting  future needs.
  •   Regression analysis evaluates the line operator job description details  to make sure they are both valid and reliable to what the job is  supposed to be.
  •   Regression analysis helps identify which operators are the most  productive employees and therefore provides information on how to model  future training.

14. E-Tronics has a small plant of only 120 employees in Oregon  that has gone through quite a bit of unrest within the last year. There  have been three restructures and a lot of turnover due to local  competitive pressure. Now that the pressure and the company landscape  have normalized, the plant leadership is attempting to forecast staffing  requirements for the following year. Among many methods to use, why  should the HR Manager be hesitant to recommend the Markov Analysis?

  •  Markov analysis requires a fairly stable situation with many people in each job category.
  •   Markov analysis requires cross-functional collaboration with key  stakeholders and departments such as Finance to review budgetary  considerations.
  •  Markov analysis requires a highly complex statistical review of three or more variables for the most effective output.
  •  Markov analysis requires multiple sources of experts utilizing the Delphi technique.

15. Business leaders often look to HR for specific guidance on  how to staff a business and avoid unhealthy levels of turnover. HR has  an increasingly important role in mitigating employee movement during  economic downturns, such as in 2008 and 2020, when global markets are in  flux and labor markets are directly impacted. How can HR professionals  add the most value economic downturns?

  •   Periods of low and/or high unemployment result in inverse turnover  rates as employees either find more suitable options for employment or  stay put until markets normalize. HR professionals can advise and  strategize a business’s plans accordingly.
  •   Spikes in unemployment may make employees panic and cause them to leave  for a more stable company. HR professionals are well positioned to  decrease turnover rates by persuading employees not to leave.
  •   While HR professionals aren’t equipped to look at micro and macro  economic data, it is paramount for HR professionals to have a strong  network to tap into and through which to understand workforce  implications.
  •   HR professionals can advise employees looking to leave of the types of  government assistance programs that are available to them. It is  critical for HR professionals to keep up-to-date on federal and state  programs.

16. Alliance Data is a new start-up looking to rival E-Tronics  in a highly competitive market. While the company only has 150  employees, business leaders would like to use some of the most recent  high tech solutions as a way to get ahead of the game. They recommend to  HR to go all in and invest in the best and most sophisticated planning  systems available. How can HR best respond to business leaders in this  scenario?

  •   If Operations is willing to pay for sophisticated human resource  planning systems and the necessary resources to manage the process, HR  will agree to the new implementation.
  •   Although technology and tools are useful for a more robust process,  simple stage I modeling that reduces cost and hassle can be just as  effective for a small company looking to grow. HR will stick with stage I  modeling.
  •   The only way to bring in better talent and manage systems more  effectively is through sophisticated human resource planning systems. HR  will invest heavily in systems used by large, successful corporations.
  •   Rather than using sophisticated systems, HR will adopt quick rules of  thumb based on the past experiences of each employee. Given the maturity  of the business, a stage II model will provide the most success.

What impact does the use of demographic data have on public health initiatives? What type of data do you believe is most valuable for this purpose? 

APA format

Cite 2 references

Write a 175- to 265-word response to the following questions:

  • What impact does the use of demographic data have on public health initiatives?
  • What type of data do you believe is most valuable for this purpose?

Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework? Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?

Instructions

To read the case study below, please click the link and log into the CSU Online Library.

Bodolica, V., & Waxi, M. (2007). Chicago food and beverage company: The challenges of managing international assignments. Journal of the International Academy for Case Studies, 13(3), 31-42. Retrieved from https://search-proquest-com.libraryresources.columbiasouthern.edu/docview/216279533?accountid=33337

Please answer the following questions after reading the case study:

  1. Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework?
  2. Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not?
  3. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense?
  4. Why does Paul want this job? Is Paul a good candidate for this expatriate position?
  5. What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular?
  6. What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods?
  7. What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation?

Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style.

Name and explain three major differences between NTFS and FAT 32 file systems. (1- page)

Name and explain three major differences between NTFS and FAT 32 file systems. (1- page)

it is a discussion post, it is not an essay.

During this first week, you will be developing the initial components for the first sections of your DNP Project Proposal. This week includes the introduction/background and problem description and significance.

 

During this first week, you will be developing the initial components for the first sections of your DNP Project Proposal. This week includes the introduction/background and problem description and significance. You will post this as your initial post, receive suggestions and questions from faculty and student colleagues, and then turn in the completed worksheet on Sunday. Once you receive the detailed feedback from your faculty member, make all necessary changes and copy and paste the content of this worksheet into the “DNP Project Template,” which is found in “Resources” under “Project and Practicum Resources” to build the Assignments in week 4 and 6.

 

Does Implementation of the Teach Back Method Decrease Congestive Heart Failure in Virtual Home Care Patients-

 

Place the title of your project as the heading of this section and it is not bolded. Start the introduction with a powerful statement or two to stimulate interest. Identify the purpose of the project paper and provide a preview of what the project paper will include. Indicate that the manuscript concerns an initiative to improve healthcare (broadly defined to include the quality, safety, effectiveness, patient-centeredness, timeliness, cost, efficiency, and equity of healthcare). Note there is no heading that says Introduction. The paragraph or two following the title on the first page of your text is assumed to be the introduction and presents the background of the project. Your introduction follows the title of your paper (note it is bolded). You should identify the purpose of your paper and your final sentence should include a preview of what the paper will include. Remember formal papers are in the third person so avoid I, me, and we, etc. Refer to yourself as the ‘DNP student’ or the ‘DNP project manager.

Problem

(This section aligns with the DNP Practicum form ‘Practice Problem and Significance’ p.2)

Start this section with identification of the practice problem. In this section, please articulate the issue and its significance from a global, national, state, and local levels and within the practicum site.

From a global/nationwide perspective, how does the issue impact nurses, nursing care, healthcare organizations, the quality of care being provided, society (costs, healthcare policy, etc.), the patient/client (e.g., pain, suffering, quality of life, impact on income potential, etc.), the family, healthcare system (e.g., impact on cost or delivery systems). Discuss the incidence and/or prevalence and include the financial impact at a national, state and local level, if possible. You might discuss the impact on length of stay, readmission, home health care requirements, disability and/or mortality. Also, you should address any quality, safety, legal, and ethical implications. This discussion must be substantiated by citations from professional literature.

The same thing applies for the next section that describes specifically the impact of the problem within the practicum site. Address how the issue impacts nurses, nursing care, healthcare organizations, the quality of care being provided, society (costs, healthcare policy, etc.), the patient/client (e.g., pain, suffering, quality of life, impact on income potential, etc.), the family, healthcare system (e.g., impact on cost or delivery systems). Discuss the incidence and/or prevalence and include the financial impact if this data is available. You might discuss the impact on length of stay, readmission, home health care requirements, disability and/or mortality. Also, address any quality, safety, legal, and ethical implications. This discussion must be substantiated by citations from peer-reviewed journals, government websites, the World Health Organization, and practicum site data, if available.

 

Case Study, Chapter 34, Management of Patients With Hematologic Neoplasms 1. John King, 60 years of age, is a male patient who is admitted with the diagnosis of multiple myeloma. He presents with a spinal fracture of the fifth lumbar vertebrae.

Case Study, Chapter 34, Management of Patients With Hematologic Neoplasms

1. John King, 60 years of age, is a male patient who is admitted with the diagnosis of multiple myeloma. He presents with a spinal fracture of the fifth lumbar vertebrae. The patient is scheduled for a vertebroplasty of the spinal fracture. The patient is to remain on bed rest and should be log rolled. Osteolytic lesions are seen in x-rays of the skull, vertebrae, and ribs. The patient has hypercalcemia. The patient’s uric acid level is elevated. The patient has orders for zoledronic acid (Zometa), thalidomide (Thalomid), allopurinol (Zyloprim), calcitonin, ibuprofen, and Vicodin. (Learning Objective 5)

a.  What nursing management should the nurse provide the patient?

  1. Explain the indication and action of the various medications ordered to treat the patient’s symptoms.

2. Susan Clare, age 38, is admitted to the medical oncology unit with acute myeloid leukemia (AML). She has many areas of ecchymosis and petechiae on her skin, as well as generalized pallor. She states she has lost 15 pounds in the last 2 months, and often has a low-grade fever. On physical assessment, you find her liver and spleen to be enlarged on palpation. (Learning Objective 3)

a.  What laboratory results would you anticipate due to her ecchymosis and petechia?

  1. Why would it be important to inspect her gums and teeth?

a.  Why is her liver enlarged?

Case Study, Chapter 37, Management of Patients With HIV Infection and AIDS

1. The nurse is planning to provide education on HIV infection transmission and prevention strategies at a local senior center. (Learning Objectives 1 and 4)

a.  What should the nurse include in the session considering the needs of the older population?

2. Sallie Jefferies, 28-year-old patient, is at the obstetric clinic for a pregnancy visit. The physician informs the patient that her HIV screen test is positive. The patient has no evidence of AIDS. The nurse provides patient education regarding what HIV is and what the clinical management entails. (Learning Objective 5)

a. What clinical management is recommended for the patient during the pregnancy to help decrease the risk of transmitting HIV to the unborn child?

  1. The patient asks the nurse how zidovudine (Retrovir) will help her unborn child from getting HIV. How should the nurse respond?
  2. What explanation about Retrovir should the nurse provide?
  3. The patient asks the nurse if it will be safe to breast-feed her infant after the delivery. The nurse should provide what explanation?

a.  The patient asks the nurse what testing schedule for the HIV antibody is needed after her baby is born. How should the nurse respond?

Case Study, Chapter 31, Assessment and Management of Patients With Hypertension

1. Joan Smith, 55 years of age, is a female patient who presents to the intensive care unit with the diagnosis of intracranial hemorrhage. The patient stopped taking her antihypertensives suddenly because of the cost of the medications and she recently lost her job to outsourcing. The patient is slightly drowsy and complains of a headache and blurred vision. The patient’s blood pressure is 220/130 mm Hg upon presentation.

(Learning Objective 6)

a.  According to the definitions set by the Seventh Report of the Joint National Committee on Prevention, Detection, Evaluation and Treatment of High Blood Pressure (JNC 7), which type of hypertensive crisis is the patient currently experiencing?

  1. Describe the treatment goals for handling the hypertensive crisis and apply the goals to the case study. Determine the current mean arterial pressure (MAP) and the goals for treatment.

The physician orders nicardipine hydrochloride (Cardene) 25 mg/250 mL, NS for peripheral IV starting at 2.5 mg/hr, and titrate by 2.5 mg/hr every 15 minutes to reach the goal for the first hour, which is to achieve 25% reduction of the initial MAP.

  • Call the physician if the dosing range of 15 mg/hr has been reached and the MAP is still not at target goal for the first hour of treatment, or up to four dose increases.
  • Lower the BP within 6 hours to 160/100 mm Hg.
  • Adjust the IV rate so that the IV fluids plus the nicardipine IV drip are equal to 100 mL/hr, in total. Call the physician if the IV fluids must go above 100 mL/hr to provide the nicardipine.

c. Explain what rate to set initially for both the nicardipine drip and the NS maintenance fluids.

d. Explain the process of titrating the nicardipine drip for the first hour to achieve the final MAP goal of 25% reduction of the original MAP.

2. The community health nurse is preparing a program about hypertension for a local community center. The focus of the program is on the reduction of risk factors and compliance for those who have been diagnosed with high blood pressure. The target population includes older adults. (Learning Objectives 1 to 4)

a.  The nurse focuses on primary hypertension because it accounts for 90% to 95% of hypertension in the United States. What risk factors does the nurse include for this population?

b.  The nurse prepares to discuss the changes in how the JNC 7 defines hypertension. What ranges and descriptions should the nurse include?

c.  Because this is a gerontologic audience, the nurse needs to review why blood pressure increases with age. Explain how the structural and functional changes of aging contribute to higher blood pressure in the older adult.

a.  What information does the nurse include about lifestyle modifications that may decrease risk of hypertension (or complications associated with diagnosed hypertension)?

Case Study, Chapter 23, Management of Patients With Chest and Lower Respiratory Tract Disorders

1. Harry Smith, 70 years of age, is a male patient who is admitted to the medical-surgical unit with acute community-acquired pneumonia. He was diagnosed with paraseptal emphysema 3 years ago. The patient smoked cigarettes one pack per day for 55 years and quit 3 years ago. The patient has a history of hypertension, and diabetes controlled with oral diabetic agents. The patient presents with confusion as to time and place. The family stated that this is a new change for the patient. The admission vital signs are as follows: blood pressure 90/50 mm Hg, heart rate 101 bpm, respiratory rate 28 breaths/min, and temperature 101.5°F. The pulse oximeter on room air is 85%. The CBC is as follows: WBC 12,500, platelets 350,000, HCT 30%, and Hgb 10 g/dL. ABGs on room air are pH 7.30, PaO2 55, PaCO250, HCO3 25. Chest x-ray results reveal right lower lobe consolidation, presence of apical bullae, flattened diaphragm, and a small pleural effusion in the right lower lobe. Lung auscultation reveals severely diminished breath sounds in the right lower lobe and absence of breath sounds at the base. The breath sounds in the rest of the lungs are slightly decreased. The patient complains of fatigue and shortness of breath and cannot finish a short sentence before the respiratory rate increases above the baseline and his nail beds and lips turn a bluish tinge and the pulse oximetry decreases to 82%. The patient is diaphoretic and is using accessory muscles. The patient coughs weakly, but he does not raise any sputum. (Learning Objective 3)

a.   What nursing assessment findings support the diagnosis of pneumonia?

  1. What diagnostic findings support the diagnosis of pneumonia?
  2. What NANDA nursing diagnoses should the nurse formulate for the patient?
  3. What goals should the nurse develop for the patient?
  4. What overall interventions should the nurse provide?

2. Marie Perez, a 53-year-old patient, is day 1 after a gastric bypass. She complains of shortness of breath; her respiratory rate is 30 breaths/min, heart rate is 110 bpm, pulse oximetry 89% on room air, temperature is 100°F, and her blood pressure is 90/50 mm Hg. She complains of feeling anxious and having stabbing chest pain which gets worse with inspiration. She complains that she feels like she is going to pass out or possibly die.

(Learning Objective 7)

a.  What could possibly be going on with the patient and what measures should the nurse provide immediately?

  1. What risk factors does the patient have for a pulmonary embolus?
  2. What measures are appropriate to manage a pulmonary embolism?
  3. What measures are appropriate to help the patient in this case study prevent the reoccurrence of a pulmonary embolism?

Case Study, Chapter 29, Management of Patients With Complications From Heart Disease

1. George Brown, 72 years of age, is a male patient who is admitted with the diagnosis of acute pulmonary edema secondary to acute left ventricular heart failure. The patient has a history of coronary artery disease that has been treated medically. The patient is anxious, pale, cold, clammy, and dyspneic. The vital signs are: blood pressure 88/50 mm Hg, heart rate 110 bpm, respiratory rate 32 breaths/min, and temperature 97°F. There are bubbling crackles and wheezing throughout the lung fields and the patient is raising frothy blood-tinged clear sputum. The patient’s admission weight is 100 kg.

a.  What first actions should the nurse take and what are the rationales for these actions?

The physician ordered furosemide (Lasix) 40 mg IVP STAT.

  1. What are the actions of furosemide that will help the patient?
  2. What nursing actions should be implemented when administering a diuretic?

2. Carl Edwards is a 75-year-old man with congestive heart failure. Having sustained three myocardial infarctions in the last 10 years, he has decreased left ventricular function. Mr. Edwards takes Digoxin, Capoten, Coreg, and Lasix for management of this disease. Today he presents to the emergency department with fatigue, generalized weakness, and feelings of “skipping” heartbeats. Upon arrival, he is placed on the cardiac monitor, his vital signs are assessed, and an IV is inserted. He currently denies chest pain, but is experiencing some shortness of breath, and is placed on 2 L of oxygen via nasal cannula.

a.  Which of his medications might be contributing to his symptoms of generalized weakness and heart irregularities?

  1.  For what clinical manifestations should you assess to correlate to his left-sided heart failure?
  2. How do his medications treat his congestive heart failure?
  3. How does the hypokalemia affect the effects of Digitalis?

Case Study, Chapter 39, Assessment and Management of Patients With Rheumatic Disorders

1. Ellie Long, a 55-year-old patient, presents to the pain clinic with the diagnosis of fibromyalgia syndrome. The nurse at the clinic obtains a history and physical assessment of the patient. (Learning Objective 2)

a.  On what areas should the nurse concentrate when interviewing the patient during the history process?

  1. On what areas should the nurse concentrate when assessing the patient?
  2. What diagnostic tests are used with fibromyalgia syndrome?

2. Julie Walker, a 22-year-old patient, is newly diagnosed with systemic lupus erythematosus (SLE). She presented with extreme fatigue; muscle and joint aching and swelling; a butterfly-shaped, flat, red rash across the bridge of the nose; patchy alopecia; a low-grade fever; and loss of appetite. Further workup revealed a positive antinuclear antibodies (ANA) titer, anemia, leucopenia, and mild thrombocytopenia. She has an abnormal lipid profile, proteinuria, and hypertension. The liver and renal profiles are within normal range. The physician ordered over-the-counter ibuprofen as needed for joint discomfort, but not to exceed 1,200 mg/day; hydroxychloroquine sulfate (Plaquenil) before meals at the same time each day; and prednisone in tapering doses over the next month. The physician also started the patient on lisinopril, an ACE inhibitor for the hypertension and a statin for the elevated lipids. The clinic nurse is asked by the physician to provide patient and family education. (Learning Objective 5)

a.  What teaching-plan topics should the nurse provide for the patient?

HOW TO WRITE:  YOU ARE TO CREATE A PICTURE OF YOUR PATIENT

These are topics for you to consider documenting as applies to your client.

General appearance:

  • Affect/behaviour/anxiety
  • Level of hygiene
  • Body position
  • Patient mobility
  • Speech pattern and articulation

This is not a specific step. Evaluating the skin, hair, and nails is an ongoing element of a full  body assessment as you work through steps 3-9.

2. Skin, hair, and nails:

  • Inspect for lesions, bruising, and rashes.
  • Palpate skin for temperature, moisture, and texture.
  • Inspect for pressure areas.
  • Inspect skin for edema.
  • Inspect scalp for lesions and hair and scalp for presence of lice and/or nits.
  • Inspect nails for consistency, colour, and capillary refill.

Head and neck:

  • Inspect eyes for drainage.
  • Inspect eyes for pupillary reaction to light.
  • Inspect mouth, tongue, and teeth for moisture, colour, dentures.
  • Inspect for facial symmetry.

4. Chest:

  • Inspect:
    • Expansion/retraction of chest wall/work of breathing and/or accessory muscle use
    • Jugular distension
  • Auscultate:
    • For breath sounds anteriorly and posteriorly
    • Apices and bases for any adventitious sounds
    • Apical heart rate/rhythm
  • Palpate:
    • For symmetrical lung expansion
  • Breasts

Abdomen/GI:

  • Inspect:
    • Abdomen for distension, asymmetry
  • Auscultate:
    • Bowel sounds (RLQ)
  • Palpate:
    • Four quadrants for pain and bladder/bowel distension (light palpation only)
  • Check urine output for frequency, colour, odour.
  • Determine frequency and type of bowel movements.

Genitourinary:

Check urine output for frequency, colour, odour.

Female: vaginal discharge

Male: circumcision, discharge

Musculoskeletal:

  • Check if full or partial weight-bearing.
  • Determine gait/balance.
  • Determine need for and use of assistive devices.

Inspect:

  • Arms and legs for pain, deformity, edema, pressure areas, bruises
  • Compare bilaterally
  • Palpate:
    • Radial pulses
    • Pedal pulses: dorsalis pedis and posterior tibial
    • CWMS and capillary refill (hands and feet)
  • Assess handgrip strength and equality.
  • Assess dorsiflex and plantarflex feet against resistance (note strength and equality).

Back area (turn patient to side or ask to sit up or lean forward):

  • Inspect back and spine.
  • Inspect coccyx/buttocks.

Tubes, drains, dressings, and IVs:

  • Inspect for drainage, position, and function.
  • Assess wounds for unusual drainage.

Sample format for documentation:

General Status

Vital signs

Head, Ears, Eyes, Nose, Throat

Neck

Respiratory

Cardiac

Abdomen/GI

GU

Pulses

Extremities

Skin

Neurological

NURSING CARE PLAN RUBRIC

Include the case study in your document.

Do not write the NCP using a grid format… use an essay format/ bullet point using the numbers of this rubric.

All NCP will be graded according to the following rubric.

1) Definition of the medical diagnosis                        __________10

etiology/pathophysiology

2) Common signs and symptoms                        ___________5

3) Potential complications                            ___________5

4) Head to toe physical assessment    you are to write one….use the data in the case if there is none you create it as if this was your patient.                                                                                                                                                                                   ____________10

 

5) Diagnostic and lab studies                            ___________5

normal values

expected abnormalities

6) ALL NANDA Nursing diagnoses                                __________10

www.deanza.edu/faculty/hrycykcatherine/NANDA_2015-2017_list__November_2014.pdf

7) Develop 3 NANDA priority nursing diagnoses                __________10

8) State a patient plan/goal for each of the                     __________10

priority nursing diagnosis

9) Write interventions for each of                         __________10

priority nursing diagnosis

10) Write scientific rationales for you you                     ___________5

interventions

11) Write evaluation of your interventions                    __________10

or make changes

12) List of typical medications                        __________10

category

usual dosage

side effects

patient teaching

What is the role of sales and operations planning in organizational performances? Explain the role of aggregate planning in a supply chain.

Please view the following videos:

Sales & Operations Planning – Thomas Holm, Implement Consulting Group:

http://www.youtube.com/watch?v=0j0iDaAdhD4

Sales & Operations Planning Video – funny:

https://www.youtube.com/watch?v=qo0g_YUOBKc

Sales and Operations Planning Overview:

http://www.youtube.com/watch?v=V86gJywBKBI

What is the role of sales and operations planning in organizational performances?

Explain the role of aggregate planning in a supply chain.

Please ensure to write a post which is a minimum of 500 words, please ensure to provide at least two peer reviewed journal articles.