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STAT 201 Saudi Electronic University Revenue Sales and Cost Questions

STAT 201 Saudi Electronic University Revenue Sales and Cost Questions.

Solve the following questions: A company buys, sells, and repairs old computers. Rebuilt computers sell for $1000 per unit. Fixed cost of equipment to rebuild computers is $16,000. Variable cost for repair material is $600 per unit. What is the equation that represent this situation? _______________________________________________________2. A company buys, sells, and repairs old computers. Rebuilt computers sell for $1000 per unit. Fixed cost of equipment to rebuild computers is $16,000. Variable cost for repair material is $600 per unit. If Company sells 40 Computers, what will be the total expenses? __________________________________________________3.The following table shows the number of Motor registrations in a certain territory and the sales of Motor tyres by a firm in that territory, Motor Registrations(x)Number of Tyres sold(y)60012506301100720130075013508001500then the regression equation to estimate the sale of tyres when the motor registration is known is given byy = 1.4928x + 255.04y = 2.4444x + 355.09y = 3.4229x + 155.04y = 5.5674x + 786.09
STAT 201 Saudi Electronic University Revenue Sales and Cost Questions

Southern New HU Hot Trends and Emerging Aspects of Networking Discussion.

I’m working on a information technology question and need guidance to help me learn.

Conduct an online search for an article that discusses some of the hot trends and emerging aspects of networking such as IoT, machine learning, or Wi-Fi 6.In your initial post, explain why you believe these trends are important in the ever-changing world of computer networks and business. Additionally, highlight two examples of these emerging technologies in networking that you engage with (or would like to engage with) on a frequent basis.In response to two of your peers, discuss the possible positive and negative aspects of whatever technology your peers chose.
Southern New HU Hot Trends and Emerging Aspects of Networking Discussion

GCCCD Advancement in Society Is Based on Individual Capabilities & Merits in US Ques

GCCCD Advancement in Society Is Based on Individual Capabilities & Merits in US Ques.

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

Part 1:First, what did you learn from the material presented in this module. Make sure you provide at least one clear example. You can draw from the textbook, film or any of the additional readings. Why did this example catch you attention? Second, what have been your experiences within the educational system? Make a connection with the course material (readings, lecture, and/or film).……Part 2: 1. After reviewing the course materials, what is one reason Matthew Desmond argues for the income inequality in the U.S.?2. Based on the materials presented in this module, do you believe the U.S. is a meritocratic society? Why or why not? You must provide at least one source to support your position.…
GCCCD Advancement in Society Is Based on Individual Capabilities & Merits in US Ques

New England College Organizational Structure and the Employee Behavior Questions

i need help writing an essay New England College Organizational Structure and the Employee Behavior Questions.

I’m working on a computer science question and need an explanation to help me understand better.

Part 1: Research Organizational Structures (0/1 completed)Discuss how employee behavior changes depending on the organizational structure in which the employee works.Part 2: Create a Policy Framework Implementation Plan (0/8 completed)2. Publish Your Policies for the New Clinic Explain your strategy3. Communicate Your Policies to the New Clinic Employees How are you going communicate policies to employees?4. Involve Human Resources and Executive Management How would you smoothly involve HR and executive management?5.Incorporate Security Awareness and Training for the New Clinic How do you make the training fun and engaging?6. Release a Monthly Organization-Wide Newsletter How can you make this newsletter succinct and informative?7.Implement Security Reminders on System Log-in Screens Which critical systems would you deploy these to?8. Incorporate Ongoing Security Policy Maintenance for All How will you review and obtain feedback from employees and policy-compliance monitoring?9. Obtain Employee Questions or Feedback for Policy Board How will you review and incorporate employee questions and feedback into policy edits and changes as needed?Challenge Exercise (0/2 completed)10. Compile a list of videos that would provide a total of 30 to 45 minutes of content, organizing the videos in an order that you believe would best supply the appropriate security awareness training.11. Explain your security awareness training program and its purpose.Please check the attachment you will get more details.
New England College Organizational Structure and the Employee Behavior Questions

Nursing shortages: Effect of patient care

Do nursing shortages affect patient care within an acute setting? Abstract The nurse is one of the most important components of the health care hierarchy in that they see to the moment to moment care needs of patients after the doctor has performed his diagnosis and or services. Their responsibilities broach a wide spectrum of services with one of the most important being the administration of acute care. This type of care is one rung below critical care, however it is just as important in the recovery of a patient. The decline in nursing graduates over the past ten years coupled with the aging of populations, both in the United Kingdom as well as globally, has created a crisis in the health services industry whereby the number of patients per nurse has increased to unmanageable proportions. The United Kingdom’s National Health Service has been importing skilled ‘Registered Nurses’ for decades to fill the shortfall in developing nursing professionals and along with Ireland they are the most dependent of developed countries in filling this void through importation. This practice fails to address the problem in the United Kingdom of training and maintaining nurses to meet demands. The aging of the population, whereby the number of individuals entering the age categories require additional serious medical care has grown disproportionate to the number of nursing staff members entering the profession which further exacerbates the problem. The importance of qualified nurses in an acute care setting is a prime example of how this shortage is affecting hospitals in that many have or are scaling back in response to this problem due to the quality of care as well as legal liability issues. Chapter 1 Introduction Understanding acute care from a clinical perspective means that one is approaching the question in an objective and analytical manner. This perspective dictates that an understanding of the historical contexts leading to the present state of the nursing shortages in the acute care setting need to be examined to provide a perspective on the problem as well as potential solutions. And while the United Kingdom is the focus for the examination of the question “Do nursing shortages affect patient care within an acute setting?” with the exception of the importation of nurses as a historical solution, the foundational issues are almost identical in Canada, France, the United States and other industrialized nations. One common denominator that is at the root of the global nursing shortage is the growth in the percentage of people entering or at the age 60 years. As individuals age the onset of maladies, as well as the need for health care, increases dramatically. In 1900 the percentage of the world’s population above the age of 60 stood at 6.9%, by the year 2000 this had risen to 10% and is projected to climb to 22.1% by 2050. And while the preceding figure for the year 2000 on a global basis does not on the surface seem to be staggering, when one factors in that the number of people has increased from 2.7 billion in 1950 to 6 billon by the year 2000 and is projected to rise to 9.3 billion by 2050 this point takes on more meaning. More telling is that by 1999 37% of Europe’s population was 60 years of age or older, with this figure expected to reach 47% by 2050. The preceding increase in patients where acute care is more of a potential has put tremendous pressures on hospitals and nursing staffs as the proportion of nurse to patient ratios have increased. Medical technologies and advances have seen a number of formerly fatal illnesses curtailed by surgical techniques. These breakthroughs have meant that there has been an increase in the number of patients thus requiring acute care, as well as an increase in the technical skill and expertise required by nurses in this health care segment to see to the demands of patients who have undergone such techniques and or treatment. And while the number of nurses qualified in acute care has actually risen by 21% (35,541) during the period 1999 (165,643) to 2003 (201,184), the rate of increase has not keep pace with the acute care increase required by patients as a result of expanded acute care instances as indicated by the aforementioned improvements in technology, surgical procedures and increased survivability. Other factors are also acting upon the shortage of qualified nurses in acute care, aging. The specialized skills, experience and training it takes for an acute care nurse precludes this segment from receiving the immediate benefits of increased enrollments in the nursing field. The implications of the nursing shortage become clearer when the age of nurses is factored in. There are 100,000 nurses who are 55 or older as well as an additional 75,000 between the ages of 50 to 54, these nurses on average do not work full time. When these numbers are brought into perspective by the total headcount of nurses in the NHS (450,000 as of 2003) the shortages become more telling. And while acute care represents a segment of health care for which a patient receives treatment for immediate and/or severe (termed acute) episodes of illness as well as injuries or trauma such as surgery. The importance and seriousness of this care means that it is usually performed at a hospital by specialized individuals who use sophisticated as well as complex equipment and materials. The difference between acute care and chronic care is that it is (acute care) usually required for only short periods of time, however this does not belie the quality, expertise and importance of such care. Acute care patients usually come from the Intensive Care Unit (ICU) after their condition has been upgraded thus permitting the move. Patients in acute care are still subject to relapses and other reversals after leaving ICU or critical care. Acute care is usually the final phase where the hospital watches the patient prior to either home release or observation in a general ward. While the intensity of observation, in terms of the propensity for a relapse, is not as great as in ICU or critical care the likely of an occurrence and or other complications is potentially there thus the reason for the existence of this unit. Nurses as a rule usually oversee several patients at once and are distinctly familiar with their case histories as well as what conditions or symptoms to look for. There are instances where patients are admitted to acute care directly from surgery or after treatment in the emergency room. The doctor in charge of the patient entrusts the acute care nurse with the history of the patients and conditions to be mindful of in watching the patient’s progress as well as providing parameters that will determine their readiness for release. Acute care program components can consist of or include specialized diet, liquids, exercise, therapy as well as visits from the immediate family and other activities as prescribed by the physician. The existence of acute care helps to reduce the potential for liability on the part of the hospital whereby releasing them too soon might open them to malpractice or other forms of litigation if a reversal of the patients condition can be tied to them being released too early or without proper follow up. The monitoring of patients in the acute care setting permits nurses to record and observe their progress as well as reactions to the prescribed treatment and report these findings to the physician so that the program can either be continued or amended as required. In addition, the existing patient recovery plan for when they are released is either confirmed or amended within the hospital setting via observation and monitoring of the patient’s progress. The acute care nurse can also familiarize the patient as well as family with the prescribed routine and medication, correct dosage, exercise, diet plan(s) which the patient needs to follow after their release thereby helping to ensure a higher level of permanent recovery and lessening of potential complications. Changes in the health care industry as a result of improved treatment, surgery techniques, medication and other advances has modified the medical landscape. The shortage of acute care nurses, which is a specialized discipline, increases the potential for mistakes in observation and monitoring techniques brought about from having too many patients being assigned to the nursing staff in this department. The importance of the acute care nurse in assisting the physician in determining the extent of patient recovery as well as reaction to the prescribed after care medication, dosage, diet, exercise or other programs is extremely important in terms of the eventual patient release. Their importance as a critical component of the health care industry can not be overstated. Acute care can encompass the monitoring of cardiac surgery and telemetry, ENT, neurology, oncology, neurosurgery, orthopedics, clinical trial study observation, trauma and other areas. Chapter 2 Literature Review The contemporary nature of the question “Do nursing shortages affect patient care within an acute setting?” has resulted in a plethora of journal articles and reports that have and are examining the problem. The foundation of the shortage of acute care nurses is rooted in the their overall decline contrasted to the rise in the general population as well as the increase in the age group of individuals over the age of 60. As a result of these varied parameters direct articles and materials solely focusing upon the shortage of acute care nurses and the correlation of how this has or is affecting patient care in that setting is contained in varied literature rather than in singular sources. The reliance of the United Kingdom on the importation of nurses to resolve its problem in staffing shortages is a wide reaching problem which affects all levels of service throughout the country. As such, literature, materials and articles tend to look at and deal with the broader spectrum rather than singular concentration on one dimension, such as acute care. The following review of materials will focus upon this aspect however it shall also bring into focus other factors which impact upon this area as well. RCN 2003 Staffing Snapshot Survey This report was utilized as the starting point as it provides general as well as specific data on the state of nursing and patient levels in the United Kingdom. More importantly the survey involved questionnaires sent to stewards in 232 acute care departments throughout the United Kingdom. Data was collected from both the general medical as well as general surgical wards and the corresponding data is based upon 76 responses. The study uncovered that: 50% of the wards surveyed indicated that RN (Registered Nurse) staffing was inadequate to meet demand and that the “…skill mix…” composition was incorrect. Skill mix refers to the expertise background of the nurses on duty thus providing for a cross section of differing disciplines whereby the experience and training background provides for nurse expertise to meet the demands of patient needs. It also uncovered that approximately 10% of the staff consisted of bank and agency personnel covering for regular staff who were either out sick, on leave, or as a result of shortages. The survey indicated that in one third of the wards the staffing levels did not meet the scheduled personnel number as a result of the inability to obtain either bank or agency coverage. The short staffing and skill mix problems were reported as foundations that increased both stress and the workloads for the nurses on duty and that these factors compromised patient care as well as affected morale. Item 4 addresses the core of the problem by stating that compromised patient care is a problem caused by nursing shortages and skill mix. The preceding is borne out by the following survey statistics: Table 1 – Skill Mix Problem Survey Results Frequency % Cases Stress 13 36 Low Moral 10 28 Compromised Care 8 22 Poor Management of Care 5 14 Issues in Supervision 5 14 Junior Staff Work Exceeded Roles 5 14 Unregistered Staff Performing RN Work 4 11 RN Performing Too Much HCA Work 4 11 Staff Retention 4 11 Limited Trained and Teaching 3 8 Not Enough E Grades 2 6 More RN’s Needed for Acutely Ill Patients 2 6 Staff Shortages Affecting Discharge Planning 1 3 The findings point to the shortage of qualified nurses as having a detrimental effect on the quality of care rendered in the acute care unit. The following chart devolves further into the negative impact of staffing in this area. Table 2 – Effect of Insufficient Registered Nurses on Staff Frequency % Cases Stress 22 55 Not Meeting Patient Needs 19 48 Lower Morale 16 40 Workload too Heavy 12 30 Staff Retention 3 8 Poor Quality of Care Management 3 8 Ward Manager Case Load to High 3 8 Supervision 2 5 Unsafe 1 3 Increased Incidents of Sickness 1 3 Inadequate Time for Training / Teaching 1 3 The preceding survey responses point to staffing shortages as a serious problem. Low morale, retention, inadequate time for training and supervision as well as not enough RN’s available for duty or shift coverage and the other points clearly indicate this, and this is compounded even more in a Unit, acute care, where patient monitoring and supervision can directly affect their recovery as well as stave off additional problems or relapse. The problem of RN shortages is illustrated by the following: Table 3 – Average Number of Patients per Acute Care Staff Member on Duty All Wards Medical Surgical Early Patients: RN’s 7.6 8.3 7.0 Patients: Staff 4.6 4.6 4.5 Late Patients: RN’s 10.7 11 9.2 Patients: Staff 6.3 6.6 6.6 Further evidence of the problem of staffing shortage is shown by ward attendance figures. Table 4 – Reasons Why The Number of Staff on Duty is Less Than Planned Frequency % Cases Sickness 25 78 Bank and Agency Staff not available 9 28 Vacancies / Staff shortages 5 16 Study leave 3 9 Staff on escort 1 3 All of the preceding data indicates that regardless of how creative the management of staff is conducted, shortages are consistent due to there not being enough personnel to begin with. These figures reveal that: Wards are consistently at approximately 4/5’s of the optimum for registered nurses which means that there is a serious problem concerning the accurate diagnosis of problems which can occur at any time as a result of a patient relapse or the need for a critical decision on patient care to be made. The ongoing deficit in full staff numbers creates pressures for the staff to address this problem with no relief thus adding to job stress and the corresponding propensity for potential error(s). Staffing levels have remaining basically unchanged from 1999 levels which is behind the patient curve. With an average bed occupancy rate of 98% the indicated staffing shortages are problems that need to be addressed immediately. The increased number of the population in the United Kingdom over the age of 60, coupled with the percentages of nurses nearing retirement age, means that the problem of nursing shortages is actually critical given the fact that replacements need to be trained for the retiring experienced nurses, staffing levels also need to be increased to compensate for the rise in patient incidences. NHS Statistical Studies The Department of Health maintains and conducts ongoing research and statistical studies concerning all facets of health care. Their studies provide detailed factual information on the shortages in the acute care units which support the information reported in the ‘RCN Staffing Snapshot Survey”. The following are statistics for Vacancy Rates in the Acute Care units for 1999 through 2002: Table 5 – Acute Care Vacancy Rates 1999 through 2002 England Trent N. West London S. East S. West Acute, Elderly

Who Moved My Cheese Summary Essay. Analysis of Metaphors

Table of Contents Book Summary Lessons Learnt Conclusion Work Cited Change is inevitable, and Spencer Johnson knew this very well when he wrote Who Moved My Cheese. This short dramatic story addresses change in life, exploring how one could handle it in the workplace and day-to-day life as well. Positive change comes when one can sense, expect, and adapt to it by responding appropriately through action. After executing all these measures, change becomes enjoyable and life more interesting, with better results in work and life. This summary essay on Who Moved My Cheese shall provide a critical analysis of the main characters of the story and their attitude to changes.. Of all other things in life, change is the only constant thing, and by learning to adapt to and enjoy it, life stops being a puzzle and becomes one enjoyable adventure. With full knowledge of these facts about change, Spencer wrote Who Moved My Cheese from personal experience to help others accept and adopt change in life. Laying down strategies in handling change is of the essence of this book. Book Summary The book opens by stating the four major characters, Scurry and Sniff, the two mice and Haw and Hem, the two little people. “Sniff…sniffs out change early, Scurry…scurries into action, Hem…denies and resists change as he fears it will lead to something worse, Haw…learns to adapt in time when he sees changing can lead to something better!” (Spencer 1). Into the plot, Spencer adds a maze, which represents the workplace or the place where people look for the things they desire. Cheese is used as a metaphor in Who Moved My Cheese for the things that people look for in life like food, health, wealth, among others. Having put this in place, the author starts the story. The two mice and the two little people live in a maze where every morning, they run to Cheese Station C and get enough cheese for everyone’s needs. With time, self-satisfaction sets in, and Hem and Haw start taking their cheese for granted. Fortunately, Sniff and Scurry are ever serious with their cheese, and they keep on investigating its source to see whether the supply is diminishing. One day, these characters run to the station only to find the cheese is gone. Scurry and Sniff, being little creatures void of intelligence and reasoning, are not surprised by the absence of the cheese. They look for another cheese somewhere else in the maze. However, Hem and Haw employ their intelligence to determine who might have moved their cheese. They cannot accept the fact that cheese is gone, so they end up wasting many days staring at the empty station. In other words, the two little people with their intelligence cannot accept and adapt to change easily, while the two mice notice the change, adapt to it, and move on to find new cheese. Get your 100% original paper on any topic done in as little as 3 hours Learn More After many days of staying at the empty station , Haw decides to leave and search for another source of cheese. However, he finds the idea of leaving the station tempting, especially after listening to negative Hem, who sees it risky to leave it. Consequently, Haw decides to join Hem in staying at Station C wishing and waiting for a miraculous reappearance of their lost cheese. Finally, Haw gets the idea that, if they do not do something, they will perish; therefore, he decides to move in search of new cheese. For some time, he feels lost, but after many days of persistence, he starts feeling better about his exploits even though he has not gotten new cheese yet. He is convinced that, imagining that he has a new cheese will lead him to one, and this is precisely what happens; he finds a new cheese station, which is almost empty. Despite this misfortune, Haw learns a lesson. Staying for long at this station causes Haw to miss the next cheese supply. He concludes, “The quick you let go of old cheese, the sooner you find new cheese” (Spencer 17). From a loving heart, Haw goes back to the station with some new cheese to replenish Hem. Unfortunately, Hem is still in denial, and he refuses Haw’s offer of a new cheese; he maintains that he wants his cheese back. Hem maintains, “I want my own Cheese back and I’m not going to change until I get what I want” (Spencer 17). After realizing he cannot persuade Hem to leave Station C and search for new cheese, Haw leaves and continues his search for new cheese supplies. In his adventures, Haw realizes change is not bad after all; consequently, he adopts the motto, “when you change what you believe, you change what you do” (Spencer 18). Therefore, to start with, Haw changes the way he believes and writes on a rock, “Old beliefs, do not lead you to new cheese” (Spencer 18). Within no time, Haw realizes his new thinking pattern is producing new useful behaviors. Importantly, he notes he no longer goes back to any of the stations without cheese; instead, he searches through the maze to find new cheese-loaded stations. Finally, his positive attitude pays back as he comes to Cheese Station N. To Haw’s surprise, Scurry and Sniff are already at this station. Haw observes Sniff and Scurry have grown fat making him conclude they have been around this cheese station for quite some time. Despite the time he wasted along the journey, Haw is thankful he has learned vital lessons. We will write a custom Essay on Who Moved My Cheese Summary Essay. Analysis of Metaphors

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