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Week 3: Capstone Project: Milestone 1: Practice Issue and Evidence Summary Worksheet

Week 3: Capstone Project: Milestone 1: Practice Issue and Evidence Summary Worksheet.

Practice Issue WorksheetTOPIC: Hospital ReadmissionsLeppin, A. L.,
Gionfriddo, M. R., Kessler, M., Brito, J. P., Mair, F. S., Gallacher, K., &
… Montori, V. M. (2014). Preventing 30-day hospital readmissions: a
systematic review and meta-analysis of randomized trials. JAMA Internal
Medicine, 174(7), 1095-1107. doi:10.1001/jamainternmed.2014.1608Follow the grading criteria below to formulate your practice issue, which must be based on the topic of the systematic review you have selected.Evidence Summary Worksheet DirectionsDevelop an evidence summary by following the grading criteria below.Document this on the evidence summary portion of the worksheet.You will use this worksheet to incorporate your evidence summary into your Week 4 Milestone 2 assignment.Please type your answers directly into the worksheet.
Week 3: Capstone Project: Milestone 1: Practice Issue and Evidence Summary Worksheet

Applying Differential Diagnosis to Depressive and Bipolar Disorders

Applying Differential Diagnosis to Depressive and Bipolar Disorders. I’m studying for my Social Science class and don’t understand how to answer this. Can you help me study?

Enclosed is the assignment that need the format to be changed. I will provide an example of his it should be formatted.
Depressive and Bipolar Disorders.
Alejandro is a fifty-three-year-old Hispanic male who complains of missing his family, who separated from him when he started behaving strangely. Alejandro has inconsistent feelings of good, lack of sleep, and social drinking (Plummer, 2013). He has had a good parental upbringing where he would spend time every Sunday with family and relatives. It is also clear that Alejandro never had an abnormal medical record from his childhood (Plummer, 2013). Most of his problems thus originate from his abnormal feeling of excitement, which at some point led him to punch the wall, and this scared his wife, and thus she had to leave for fear of being a victim of his acting out. This history, therefore, shows that Alejandro could be suffering from a bipolar related disorder and not a medical condition.
Alejandro has symptoms of bipolar disorder characterized by his inconsistency of feeling good, which does not last long, followed by his angry outburst and his actions of punching the wall. The ICD-10-cm code for the disorder is F31.2, and the 2019 edition of the coded started being effective on October first two thousand and eighteen (American Psychiatric Association 2013).
Alejandro has confessed that he misses his and wants them back. His actions of outburst anger and punching on the wall scared them for his wife says she feared to be a victim of his acting out. The other confirmation of his bipolar disorder is his extreme feeling of good, where he even spends a lot of money buying expensive items, his lack of sleep, and substituted with playing games. His social drinking also increases, and he reports to his wife that he feels great.
These symptoms are moderate, and they can be lowered further by bring back his wife and children and also encouraging him to seek psychiatric treatment and should not stop the treatment even when his behavior settles down. He should also make sure he has enough sleep and abandon social drinking (American Psychiatric Association 2013).
Medical Needs
There is a need for the social worker to find out what causes Alejandro to develop the inconsistent feelings of good and all over sudden the outburst anger.
The Diagnosis.
Alejandro has the symptoms of a bipolar related disorder, and the DSM-5 diagnosis criteria will involve a combination of various methods. Therefore, the initial diagnosis involves a personal assessment to detect if there are any bouts of sadness followed by extreme optimism and happiness (Morrison, 2014). Upon doing so, it would be important to see a doctor to perform any physical examination to rule out other conditions which could be suspected to cause extreme shifts. The other diagnosis will be made by a psychiatrist to assess the overall mental health by asking questions about the symptoms and how long they have occurred (Morrison, 2014).
Measurement Instrument.
The general behavior inventory is suitable for the validation of the diagnosis and assessment of outcome since its internal consistency is high and reliable (American Psychiatric Association 2013). This is because the method combines the scale length and items questioning related symptoms.
Treatment Recommendation.
Since the most significant cause of separation from his family is his inconsistent feelings of good, followed by acting out, the most effective treatment would be family therapy (American Psychiatric Association 2013). In that case, the social worker will get to inform him that his strange behavior scares his family members since they feared to be victims of the outburst anger and financial bankruptcy. I would also recommend Alejandro to resume his psychiatric treatment and never to abandon them even when his behavior is stable since his inconsistent feelings occur at any given time.
Morrison, J. (2014). Diagnosis made easier (2nd ed.). New York, NY: Guilford Press.
American Psychiatric Association. (2013). Diagnostic and statistical manual of mental disorders. BMC Med, 17, 133-137.
Plummer, S.-B., Makris, S., & Brocksen, S. (2013). Social work case studies: Concentration year. Baltimore, MD: Laureate Publishing.
Applying Differential Diagnosis to Depressive and Bipolar Disorders

COUC 502 LU Neurobiology & Articulate Coverage of Neurological Disorder Discussion

assignment writer COUC 502 LU Neurobiology & Articulate Coverage of Neurological Disorder Discussion.

The reply must point out 1 strength and 1 weakness to the content of the original post. Post 1 reply of 200-250 words. The reply focuses on a meaningful point made in another student’s thread. The reply provides substantive additional thoughts regarding the thread and includes 200-250 words of content. The reply post provides one strength and one weakness found in another student’s original post. The reply is clear and coherent.Posted by N MNeurobiologyOne neurological disorder that may occur in development is Autism Spectrum Disorder (ASD). Autism Spectrum Disorder can vary in severity, symptoms, levels of functioning, and skills (National Institute of Neurological Disorders and Stroke [NINDS] 2019). The NINDS defines ASD as “a group of complex neurodevelopment disorders characterized by repetitive and characteristic patterns of behavior and difficulties with social communication and interaction. The symptoms are present from early childhood and affect daily functioning” (NINDS, 2019, para.1). Because common signs of ASD include difficulty with social interactions and communication, this may make it more challenging for individuals with ASD to understand how to engage with others (NINDS, 2019, para.6-7). This could affect development in various ways, from developing peer interest and interaction in the early school age to even career development. Cerebral palsy is a neurological disorder that affects body movement and muscle coordination and has to do with malformation or damage to the brain while it is developing (NINDS, 2013). There are different forms of cerebral palsy as well as different symptoms. These symptoms can range from stiff or tight muscles to difficulties swallowing or speaking (NINDS, 2013). Cerebral palsy has a great effect on individuals’ physical development. From infancy to adolescence, cerebral palsy can impact a child’s weight, height, and sexual development. Generally, the development of motor skills and reaching developmental milestones is delayed (NINDS, 2013).In Newberg’s research, it is suggested that there are many positive effects on neurobiology and mental health through practicing spirituality and meditation. In one study Newberg cites, an increase in dopamine levels was shown as individuals practiced yoga. Newberg also indicates that practicing meditation and mindfulness or attending religious services have been shown to increase life satisfaction, reduce depression symptoms and anxiety, and improve attention functions (Newberg, 2011). References Autism Spectrum Disorder Fact Sheet. (2015, September). Retrieved November 06, 2020, from…N. (2013, July). Cerebral Palsy: Hope Through Research. Retrieved 2020, from…Newberg, A. (2011). Spirituality and the Aging Brain. Journal of the American Society on Aging, 35(2), 83-91. Retrieved 2020, from file:///C:/Users/nina.munoz/Downloads/Spirituality_and_the_Aging_Bra.pdf
COUC 502 LU Neurobiology & Articulate Coverage of Neurological Disorder Discussion

North American University What are Alternate Data Steams Questions

North American University What are Alternate Data Steams Questions.

Part – IDownload Microsoft Streams in a Windows Computer or Windows Virtual Machine (Streams – Windows Sysinternals | Microsoft Docs )Run “streams.exe -s” on a folder where there is downloaded content (anything you downloaded from internet). Note: You need to navigate to the folder with cd command from cmd and “type streams.exe -s”Take a screenshot and add to your assignment.Part – IIAnswer the questions below:What are Alternate Data Steams ?What does it mean to FAT wash ADS from a file ?Part – IIIInsert the EICAR anti-virus test signature string on a text file and save it. (Download Anti Malware Testfile – Eicar) Explain what happened (How did your antivirus or Windows firewall reacted ?).Insert the EICAR anti-virus test signature string as an alternate data stream to some file on your machine and test if your Anti-Virus can detect it. (You can use echo <EICAR string> your txtfile.txt:additionalfile.txt , for more information: Creating an Alternate Data Stream | Alternate Data Streams: Threat or Menace? | InformIT )Display the ADS (with more < txtfile.txt:additionalfile.txt)
North American University What are Alternate Data Steams Questions

The Departmental ‘Know-it-All’ Research Paper

The tasks of running a department may overburden a manager especially when it comes to dealing with employees and accommodating their varied perspectives and expectations. It becomes almost unbearable for managers when employees start to question the status quo and the manner through which the affairs of the organization are conducted as clearly demonstrated in the case. While it is the function of departmental managers and line supervisors to encourage open dialogue and effective communication of grievances and recommendations by employees (Fina, 2009), many organizations have put in place frameworks through which this can be achieved without compromising effectiveness, performance and productivity. The case demonstrates a classical scenario of an employee who seems to ‘know-it-all’ regarding the way the health institution should be run, basing his knowledge largely on theoretical principles accrued by enrolling in a community college that offers management courses. Management theorists take cognizance of the fact that open communication encourages creativity and innovation, vital ingredients that must be incorporated in an organization’s strategies aimed at achieving better outcomes (Fina, 2009). As such, it is important for managers to encourage their employees to offer recommendations and constructive criticisms on areas they feel needs to be modified. However, there are established structures to go about it, and it should be the function of the concerned managers to conduct proper orientation and training on new employees so that they may have adequate knowledge on how to channel their grievances and recommendations using the right mediums (Scott, 2007). Second, managers such as Glen Jones should utilize employee orientation and training to encourage behavior or attitude modification among employees with vested interests on how the organization is run. The conflict of interests presented by the employee may not necessarily be harmful, but there is a need to shape and align them with the policies, rules and regulations of the organization (Scott, 2007). This can be done through employee training and development. Third, managers faced with such a scenario may also mentor the concerned employee using both formal and informal processes to nurture their growth and maturity, especially in attitude modification. It should not be the function of the manager to suppress the high energy and motivation of an employee who may project a ‘know-it-all’ attitude; rather, the manager should view the situation as a communication pitfall that obliges the employee to demonstrate his state-of-the-art knowledge, which may lead the employee to criticize the status quo. Get your 100% original paper on any topic done in as little as 3 hours Learn More As such, the manager can also arrange for constructive, practical conversations with the employee aimed at entrenching a sense of mutual purpose with him (Schroeder, 2005), and make him realize that implementing the theories learnt in the classroom varies across organizations and may not always work in practical situations. The above solutions would definitely encourage modification of attitude. As already mentioned, the newly acquired knowledge may serve to enhance the productivity and efficiency of the organization, but only if channeled through the established frameworks (Scott, 2007). As such, it is important to refer the new learnt knowledge to the appropriate management arm for prompt resolution of the issues that may arise. Sharing of knowledge and information is the first step towards establishing if such knowledge can be applied in the present scenario. As such, the employee can collaborate with fellow employees and even the line management to make his presentation on why he thinks his recommendation should be adopted, and the presentation should be carefully vetted by others to divulge its workability. For example, the employee may first communicate his thoughts to a network or peer pals using either formal or informal channels so that the strengths and weaknesses of his recommendation can be discussed and evaluated against a backdrop of strict adherence to the standards set by the organization. Individuals comprising a network are known to willingly promote the efforts of each other for mutual benefit. Upon vetting of the recommendation, the employee can then write an objective report to the relevant department or management requesting for consideration of his recommendation and feedback for the same. According to Scott (2007), the aim of applying new knowledge should never be focused on questioning the status quo or specific organizational policies and practices; rather, it should revolve around suggesting recommendations which employees feel should be evaluated and tested for practicability in an attempt to enhance the objectives and outcomes of the organization. There exist several possible reasons why managers may become aggravated when an employee projects himself as a ‘know-it-all’ as is the case with Willis. We will write a custom Research Paper on The Departmental ‘Know-it-All’ specifically for you! Get your first paper with 15% OFF Learn More First, the manager may harbor actual or perceived feelings that his position of authority within the organizational hierarchy is being undermined by incessant questioning of the status quo. These feelings are especially valid in situations where an employee fails to follow the established structures and frameworks to air grievances or make suggestions about the desired changes (Scott, 2007). In such a situation, the manager may feel threatened by the employee, and may end up accusing the employee of insubordination even though the issues raised may be genuine. This is one of the reasons why Glen is particularly aggravated with Willis incessant questioning even though some of issues raised by the employee are of serious concern to the health institution. A manager may also be aggravated with the issues raised by an employee if the processes and procedures put in place by the organization do not allow him to act otherwise, that is, the rules and regulations are not flexible (Fina, 2009). Here, the aggravation is valid to the extent that the manager cannot bend the rules to accommodate some of the constructive criticisms offered by employees no matter their relevancy. In this particular case, Glen feels that some of the suggestions offered by Willis are of genuine concern, but cannot act on them since he receives instructions from a higher office. In essence, the manager’s hands are tied, thus he cannot act in anyway to change the status quo in spite of the fact that such changes may end up benefiting the institution. In such a situation, tempers are bound to flare, resulting in aggravation. Employees are not supposed to openly criticize the decisions made by the management as was the case when Willis questioned how Glen dealt with the case involving other employees. For the managers, such open criticism is not only demeaning to their positions of authority, but also carries them in bad light among the very junior employees they are supposed to lead (Fina, 2009). In this perspective, Glen’s growing aggravation with Willis can be validated on account of failure by the employee to use the laid down procedures to lodge a formal complaint about the manager’s problem-solving strategies. Lastly, aggravation with employees who question the status quo may be worsened when managers fail to get direction from the top leadership on the actions to take to amicably solve an arising issue. It should be the function of senior managers to offer leadership and suggest ways through which issues are resolved, and the departmental managers should ensure that the strategies are implemented and employees are satisfied with the results. This is a valid concern since leadership must be demonstrated by action. Reference List Fina, M .A. (2009). Perspectives on managing employees. Boston, MA: Cengage Learning. Not sure if you can write a paper on The Departmental ‘Know-it-All’ by yourself? We can help you for only $16.05 $11/page Learn More Schroeder, D. (2008). Human resources: Know-it-all employee needs crucial conversation. Web. Scott, G.S. (2007). A survival guide to managing employees from hell. New York, NY: AMACOM.

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