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CH20 Why Is It Important that Registered Nurses Delegate Effectively Paper

CH20 Why Is It Important that Registered Nurses Delegate Effectively Paper.

1.Why is it important that registered nurses delegate effectively?
2.State the five rights of delegation, choose one, and discuss how its absence poses hazards to patients.
3.Identify educational experiences that have prepared you to function in the role of supervisor of LPNs/LVNs and UAP.
Note: I am Bachelor of Science in Nursing student and I have two semesters to go, I will graduate December 2021. I am also a certified Nursing Assistant. This information will help you answer question 3.
4.For which functions do you believe you are well prepared, and for which do you feel less prepared? Discuss how you will improve on your perceived deficits
CH20 Why Is It Important that Registered Nurses Delegate Effectively Paper

BUS 038 West Los Angeles College Decision Making and Best Option Essay.

I’m working on a business question and need a sample draft to help me understand better.

Describe the 37% rule. Apply the 37% rule to a decision you need to make. Does the rule work for you?What amazed you about the podcast?What most inspired you about this Talk?Create your own topic: This means to select any part of the video: make a comment, state an observation, and/or draw a conclusion based on what you learned. This is a free-for-all and there is neither a “right nor wrong” response.Click the three dots in the upper left corner in order to access the rubric in order to see what you need to do in order to earn the best grade!NOTE: YOU MUST SUBMIT EACH RESPONSE AS A SEPARATE REPLY.
BUS 038 West Los Angeles College Decision Making and Best Option Essay

Wellness Assessment Journal 1.

Discuss the area of wellness you are going to be working to improve. Some things to think about:- Why did you choose that area? – How do you plan to improve it? What might your first step be?-What questions do you hope to answer (specific to this area)? – Are there any unknowns that you need to explore?****** thats journal is prepared for the final wellness project so this is part of it. Please answer the questions with 2 paragraph at least thank u *** Also I just would like to share the final possess so u kind have idea what is gonna be about please take look for the fallowing instructions USE THE FOLLOWING AS HEADINGSIntroduction – Identify the wellness area that you focused on based on the assessment scores. Identify two questions you wish to explore in this area.Research – Find two research articles on the area you have identified to improve. Summarize the article and indicate how it relates to your selected wellness area. PROVIDE A REFERENCE PAGE AT THE END OF YOUR PAPER!Methods – What did you do to improve the two areas of wellness? Be specific in the types of activities you did and talk about how these activities did or did not impact your wellness score. Results – Did your Wellness scores (overall wellness or satisfaction with your wellness) in the two categories you selected improve between the pre- and post-test. How much? Did your overall wellness score improve?Discussion – Explain any changes in your wellness scores; what factors do you think influenced the results? What could you have done differently and will you continue to make these changes?Future – How do you plan to apply what you have learned in this class to the future? “One thing I learned from this class about myself is _________________.”
Wellness Assessment Journal 1

Table of Contents Data Analysis and Interpretation Additional Data Problems and Causes. Suggested Solutions Perspectives: Management Team Discussion References Data Analysis and Interpretation ProExpress is a private package delivery organization with a specific and relatively unique niche in the market. The company has been experiencing steady revenue growth, and the owners want it to stay this way. The Marketing Director (MD) is concerned with the figures of the Customer Satisfaction Report (CSR) and, in particular, with the performance of one of its Regions. Given the importance of customer satisfaction for a company’s performance, the concern of MD is understandable. The Regional Director (RD) of the Region 3 has not been interviewed; the MT states that he does not consider the decrease in figures to be an important issue. Most of the MT members agree with him. The customer rating of the key aspects of delivery (timely delivery, the integrity of the package, friendliness of the employee) that has been termed as Customer Satisfaction with the Delivery Process (DP) is established with the help of service phone call. Customer Satisfaction with Phone-Based Representatives (PR) rating includes only two parameters: the meeting of the needs of the customer and the friendliness of the employee who has been performing the call. The copy of the latest annual CSR is provided. From the CSR, it follows that the Region 3 is the biggest region of the company: it has five areas; its n amounts to almost the half of the total Ns for both DP and PR. This fact emphasizes any issues that the Region might have. During the past year, the overall DP of the company has not decreased while the PR has dropped by 0.1. At the same time, the DP has fallen for Region 2 and remained unchanged for Region 3 (with three separate areas improving their performance and two of them experiencing a 0.2 drop in customer satisfaction). Concerning PR, the Region 2 is the only region that shows improved performance. All the representatives of the Region 1 team demonstrated a 0.2 drop in their PR. The Region 3 experienced a 0.5 drop in three of its representatives’ performance; the performance of employee E has not changed, and the last one demonstrated an improvement. The Region 3, however, has been underperforming for two years when compared to the rest of the Regions. To sum up, certain undesired fluctuations can be traced in every Region and especially in their service team performances. However, these fluctuations can be considered a “fluke,” as an RD calls it. Still, the performance of the Region 3 and especially its PR team shows the tendency of underperforming with respect to other Regions. Apart from that, the analysis of the ns of the Team 3 demonstrates that their standard deviation is unexpectedly large. While it appears to correspond to the associated ns of the DP, it is still rather confusing that the n of the representative D is more than twice lower than that of the rest of the agents. The standard deviation of the same employee is 2.1, which is the highest of the figures presented. These facts make it more difficult to offer assumptions concerning the performance of the team members. Additional Data From the information presented above, it logically follows that additional information is needed. First of all, while the CSR allows suggesting that the Region 3 has certain issues, which should be attended, other Regions also experience “flukes.” The easiest way to ensure that they do not demonstrate a negative tendency is to request the CSRs for the previous years. Apart from that, they might reveal additional trends in the performance of the Region 3. Get your 100% original paper on any topic done in as little as 3 hours Learn More The Region 3 becomes the focus of the future study in the company. That is why the involvement of its RD is vital: his extensive comments on the issue are necessary. Apart from that, given the performance problems of the Team 3, their interviews (and that of their Call Center Manager) would be extremely helpful: they could reveal the true reasons behind their deteriorating performance. It is would also be nice to require the information that would provide the concrete explanation for the Region 3 Team ns discrepancy so that no false assumptions could be made. Problems and Causes. Suggested Solutions The problem of the Region 3 can be described as a relative underperforming (with respect to other Regions) that is demonstrated by the PR Team. The drop of performance by 0.5 points is unlikely to be just a fluctuation. As for the underperformance of the Region’s DP, it is within the “fluke” definition and will not be mentioned before additional information concerning the previous years provides the evidence to a negative tendency. The same refers to the fluctuations in the other Regions’ performance. As it has been highlighted by MT, the Region 3 has its specifics, and some of them could condition the worsening of the performance. In this case, the need for studying and mitigating the said issues becomes more urgent. The fact that almost all of the team appears to suffer a similar drop in performance suggests that the problems could lie in management issues. Most certainly, it is an aspect of performance management that is deficient: for example, inconsistent tasks, unclear goals, lack of feedback, lack of employee training and development, inadequate motivation and various subcategories of these issues (Smither, 2012; Riggio, 2015). The Call Center Manager, as well as the employees themselves, could provide the necessary insights. Given the significance of the Region and the notable drop in performance, it appears logical to inform the MT about this issue and suggest that researching the problem is worth the trouble. The research would provide the specific information concerning the issue. Once the problem is defined, it will be possible to suggest concrete solutions. It should be mentioned that the research could take the form of action research, which would facilitate the involvement of the employees and ensure their understanding of the issue, which would promote the process of the change (Coghlan

Your Inner Fish Youtube Video Questions Discussion

Your Inner Fish Youtube Video Questions Discussion.

While watching the video, you should be filling out the uploaded file You should also be thinking about questions or other observations on the video as you watch, you are going to share some of your thoughts. In addition, I would like you to share one other thought about the video, this could be a question, something you never thought about before, an interesting connection you made, whatever you like. I’m also going to send you another student post to respond to after you send me the file with the answers.
Your Inner Fish Youtube Video Questions Discussion

Business language

essay help online free The marketing plan must be written to the parent company board of directors in the simulation. The marketing plan is to be written in formal business language as an executive summary and will include the following: A financial and market performance report to date. Strengths, weakness, opportunities, and threats (SWOT) of customers, competition, company strengths and weaknesses, and major threats and opportunities for the upcoming year.

Leininger’s Culture Care Theory of Nursing

Around the world Madeline Leininger is considered the founder of the theory of Culture Care Diversity and Universality and also for the discovery of the research method known as “enthonursing” or “transcultural nursing”. She was the first nurse to theorize about human care from a worldview rather than the usual medical view. She is a creative, innovative, and visionary editor and author of 22 books, 265 articles, and 40 chapters focused on transcultural nursing and human care phenomena (Cohen). Leininger is a United States-born anthropologist in which she incorporated her knowledge and expertise in anthropology to her practice in nursing to create an idea that would greatly influence the way in which nurses cared for their clients as well as develop a sense of self-awareness. In 1948, Leininger first received a diploma from St. Anthony’s Hospital School of Nursing in Denver, Colorado which qualified her as a registered nurse. She quickly moved on to receive a bachelor’s degree in biological science and soon thereafter earned master’s degree in psychiatric nursing. Finally, she was the first nurse in history to study at a doctorate level and receive a PhD in cultural and social anthropology. She applied her roots in anthropology to provide nursing with a way to study caring while taking into account people’s culture, beliefs, patterns, and values to provide culturally sensitive and congruent care to every patient (McCance, McKenna, Boore). By the 1950’s, Leininger began to formulate writings on nursing practice with a primary focus on caring and transcultural awareness (Cohen). In the late 1980’s, Leininger’s writings on her theory of transcultural nursing and cultural care were published in her Journal of Transcultural Nursing in which Leininger defined caring as “the essence and central domain of nursing practice”(Cohen). The intention of this publication was to share scholarly work among nurses and others with an interest to incorporate transcultural nursing knowledge into their scope of practice. Her published theory states that “caring is the central and unifying domain for the body of knowledge and practices in nursing” (Leininger). Globally, she is considered one of nursing’s most prolific writers. Leininger’s theory of transcultural care is significant and unique in the fact that it is the sole theory that focuses on cooperative care that takes into consideration all cultures around the world (Cohen). It is predicted by the U.S. Census Bureau, that by 2042, no single racial-ethnic group will hold a majority population position, and more than half of Americans will be members of a minority group (Varcarolis 2010). In a time when the world is growing smaller and our society is encompassing and adopting more and more diverse cultures, it is imperative that nurses are competent in the ability to give culturally congruent care to patients in all healthcare settings. According to an article on global leadership in transcultural practice, education, and research by Margaret Andrews, Leininger has identified three key historical phases in the process of her development of the transcultural theory of nursing, according to one of her articles called The Evolution of Transcultural nursing with Breakthroughs to Discipline Status (2007). These phases serve to outline the development of transcultural nursing. During the first phase (1955-1975): Establishing the Field of Transcultural Nursing, Leininger acknowledged the relationships between nursing and anthropology, but kept a focus on nursing and the benefits of having a theory (Andrews). During the second phase (1975-1983): Program and Research Expansion for Transcultural Nursing, increasing amounts of nurses became interested in the valuable contribution of transcultural nursing around the world. And lastly the third phase (1983-present): Establishing Transcultural Nursing Worldwide, is the period during which transcultural nursing’s global agenda is the primary focus. It all began when Leininger was working as a psychiatric clinical nurse specialist in a child guidance home in the 1950’s when she experienced the unfamiliar feeling of “culture shock”. While at the guidance home she worked with children of various cultural backgrounds. She began to notice a lack of understanding amongst herself and the staff about how the children’s cultural backgrounds where influencing their behavior. From this, she came to the conclusion that caring is the central unit to nursing and being culturally competent is vital in order to deliver care to patients. She then began to develop strategies that would help the staff to incorporate congruent care to children with diverse cultures, patterns, and ways of life by developing a “worldview” and incorporating it into their technique. In the early 1960’s, as a part of her doctoral studies in cultural anthropology at the University of Washington, Leininger decided to reside with the people of New Guinea, in which no one had any familiarity, in order to further study this new idea of culturally based interventions (Cohen). She established herself in Gadsup, New Guinea for two years in which she opened her eyes to the values, world views, and beliefs about the health and illness of the villages and how they were crucial in delivering appropriate healthcare. When Leininger arrived in Gadsup she was baffled at how completely different their world was from the one she left behind and she knew that the unfamiliarity would pose a tremendous challenge to her studies. However, Leininger’s eagerness to study the meaning of healthcare to these people and how it influenced their wellbeing lead her to adapt and provide specific care that would be beneficial to people and families who were ill. Leininger believed that culture was universal framework to how people solve their problems. The experiences she encountered during her visit in Gadsup sprung the idea that beliefs about health and healthcare are imbedded in the values of the person or persons receiving the care and the understanding of these values and beliefs are critical for interventions to be successful in allowing the patient to heal and be cured. “Transcultural nursing with a focus on caring must become the dominant focus of all areas of nursing. It is holistic and the most complete and creative way to help people” (Leininger, 1981:5). A key factor that she derived from her experience was her newly discovered research method that she referred to as ethnonursing. The central idea of the enthnonurisng research method was to establish a naturalistic and largely emic method to study phenomena especially related to her culture care diversity and universality theory (Leininger

Socrates Figure: Based on “the Apology” by Plato Essay

A great deal of what we know about Socrates the man, in fact, all of what we know of him, is what is written about him by others who may or may not have heard him speak. This is because Socrates chose not to write anything down in his pursuit of wisdom (Wilke

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