Leadership Theories and Concepts Free Essays

string(44) " some values and behaviours in their staff\." Evolution of leadership theories 1) The Great man Theory (Trait Theories) These were basis of leadership research until 1940’s. The great man theory from Aristoteham philosophy asserts that some people are born to lead whereas others are born to be led. Trait theory(ies) assume that some people have certain characteristics or personality trait that make them better leaders than others. We will write a custom essay sample on Leadership Theories and Concepts or any similar topic only for you Order Now (refer to traits as stipulated by Bass (notes) Behavioral Theories During human relations era, many behavioural and social scientists studying management also studied leadership. Emphasis was on what the leader did – leaders style of leadership (Lewin 1951) and White LippiH (1960) came up with leadership styles: i) Authoritarian ii) Democratic leissez-faire Authoritarian leader is characterized by the following behaviours (refer previous notes also) i) Strong control is maintained over the work group. ii) Others are motivated by coercion. iii) Others are directed with commands. iv) Communication flows downwards. v) Decision making does not involve others. vi) Emphasis is on difference in status (â€Å"I† and â€Å"you†). ii) Criticism is punitive (should be constructive) Productivity is high but creativity, self motivation and autonomy are reduced. Authoritarian leadership is useful in crisis situations and frequently found in large bureaucrasis such as Armed Forces. Democratic leader exhibits the following behaviours * Less control is maintained. * Economic and ego awards are used to motivate. * Others are directed thorough suggestions and guidance. * Communication flows up and down. * Decision making involves others. * Emphasis is on â€Å"we† rather than â€Å"I† and â€Å"you†. * Criticism is constructive. Because many people have to be consulted it takes time and therefore frustrating to these who wants modified. Leissez-Fair Leader * Is permissive with little or no control. * Motivate by support when requested by the group or individuals. * Provides little or no direction. * Uses upward and downward communication – members of group. * Places emphasis on the group and does not criticize. * Leissezfare leadership is appropriate when problems are poorly defined and brainstorming is needed to generate alternative solutions. Situational Contingency Leadership Theories: No one leadership style is ideal for every situation Situational Theories: Leaders are product of a given situation. It supports the follower theory which states that people will follow people who they see as means of accomplishing their personal ends. Contingency Theory .The theory urgues that leaders must alter their style in a manner consistent with the aspects of the context Combines traits and situation. People become leaders because of their responsibility and situational factors. * Leader subordinate relationship (a leader/people to lead). The extent to which the leader is liked, trusted and respected by followers. * The task structure, whether jobs are structured and clarified. The position power and degree of influence a leader has over the group e. g. hire or fire, discipline promotes rewards and 1. Blake and Moutonris managerial grid 9 roles of managerial gnd). The managerial grid Five leadership styles are plotted in four quadrants of a two dimensional grid. The grid depi cts various degrees of leader 1. Impoverished – Low concern for both production and people. 2. Authority compliance – high concern for production and low concern for people. . Middle of the road – moderate concern for production and people. 4. Country club – High concern for people and low concern for production. 5. Team – High concern for both production and people. MANAGERIAL GRID 91. 9 Country club9. 9 Team 8 Concern for people 7 6 55. 5 Middle of the road 4 3 2 1 1. 1 Impoverished9. 1 Authority Compliance 0123456789 Concern for production Continuum of leadership behavior Leadership is depicted as occurring along a continuum. It focuses on decision making styles of managers let and continuum – reflects a manager’s centred style. Managers are autocratic and directive and simply makes and announces decisions. At the right end, managers are employee centred. They use a laissez-faire style and permit employees to set their own goals and function within established parameters. NB: No leadership style is appropriate/correct for every management situation. Manager centred leadershipEmployee centred leadership Use of Authority by The manager Area of freedom for employees * incentives. Contemporary Theories of Leadership i) Schein (1970) – Systems Theory. SYSTEM 4 MANAGEMENT Developed by Likert. It is based on the premise that involving employees in decisions about work is central to effective leadership. It has four dimensions based on increasing levels of employee’s involvement. 1. Autocratic leaders – have little trust in employees and exclude them in decision making. 2. Benevolent leaders – Are kind to employees but still do not involve them in decision making. 3. Consultative leaders – Seek employee’s advice about decisions. 4. Participative or democratic leaders – they value employees involvement, team work and team building. They also have high levels of confidence in employees and seek consensus in decision making. Transformational Leadership Burns (1978) suggested that both leaders and followers have the ability to raise each other to higher levels of motivation and morality. He identified this concept as transformational leadership. He maintained that there are two types of leaders in management. 1. The traditional manager, concerned with the day to day operations was termed as Transactional Leader. 2. The manager who is committed, has a vision and is able to empower others with this vision was termed as Transformational leader. Differences between the two: Transactional LeaderTransformational Leader * Focuses on management tasks. – Identifies common values. * Is caretaker (takes care of tasks. – Is committed (extra mile). * Uses tradeoffs to meet goals. – Inspires others with vision. * Shared values not identified. – Has longterm vision. * Examiner causes. – Looks at effects. * Uses contingency rewards. – Empowers others. Vision is the essence of transformational leadership. Vision implies the ability to picture some future state and describe it to others so they will begin to share the dream. Wolf and colleagues (1994) defined transformational leadership as an interactive relationship based on trust that positively impacts both the leader and the follower. * The purposes of the leader and follower become focused, crating unity, wholeness and collective purpose. Transformational leaders are able to crate change because of their futuristic focus, values, creativity and innovations. * They value organizational culture and values strongly perpetuating these some values and behaviours in their staff. You read "Leadership Theories and Concepts" in category "Papers" â€Å"Visioning is the mark of transformational leader; visionary leadership allows nurses to create a picture of an ideal future. In sharing these visions the transformational leader empowers staff to find a common ground and a sense of connection. Transformational leaders do the following to achieve results: i. Involve stakeholders (including staff) from the outset when change occurs. ii. Focus on the quality of service. iii. Use non-hierarchical teams with devolved leadership. iv. Create supportive and informal culture. v. Implement successful change leadership. Important concepts in leading/directing Supervision (overseeing) Supervision is another leadership behavior. It includes inspecting another’s work, evaluating his/her performance and approving or correcting performance. Good supervision is facilitative because a good supervisor inspects work in progress and can remedy inadequate performance before serious consequences develop. The intensity of supervision should match situational requirements, employees needs and managers leadership skills. Supervision must be appropriate in type and intensity for work groups members to interact effectively e. g. technical nurses need closer supervision than professional nurses. Intensity of supervision should also depend on manger-caregiver ration. A manager can effectively supervise a large number of subordinates when they are confined in a small area, perform similar jobs and are fairly educated. The purpose of supervision is to inspect, evaluate and improve worker performance. Therefore a criteria is needed for judging the quality of work processes and outcomes. Job description and associated performance standards provide such evaluation criteria. The following performance elements should be appraised. 1. Quantity of work output 2. Quality of output 3. Time use 4. Conservation of resources 5. Assistance to co-workers 6. Support of administrators Co-ordination This is another leadership activity. It includes all activities that enable work group members to work together harmoniously. Co-ordination ensures that everything that needs to be done is done and that no two people are doing the same thing (or duplication of activity). Coordinating means: 1. Distributing authority 2. Providing channels of communication 3. Arranging work so that the * Right things are done. * At the right time * In the right place * In the right way * By the right people The overall results of coordination should be orderly work, harmonious, efficient and successful activities Communication Management is working through others in order to achieve organizational goals. Therefore a manager must be able to communicate ideas, opinions, requests and directions effectively to co-workers. Effective communications consist of transmitting an accurate message to the proper recipients at the appropriate time in a manner that conserves the senders and receivers energy, followed by checking that the intended message was received. Communication can therefore be defined as the exchange of information or understanding between a sender (source) and a receiver (audience). It includes verbal and non verbal through which meaning is conveyed to others. Silence is also considered as communication since it can also convey a meaning. The process involves a message which is encoded and transmitted through some medium to a receiver who decodes the message and then a feedback to the sender. Communication model: Methods of communication (channels) Receiver Sender Message Feedback Giving feedback indicates understanding of the message; hence there is effective two way communication which is necessary for effective management: ORGANIZATION COMMUNICATION: (give a handout) Formal channels of communication: Those are the official paths prescribed by the management which generally follow the organizational chain of command: information may be communicated in several ways: a. Downward communication b. Upward communication c. Horizontal communication Downward communication: The information flows down the organizational hierarchy from managers to subordinates and the objectives of this four of communication is: * To give directives. The staff is told what needs to be done or given information to facilitate the job to be done e. g. procedure guidelines. Upward Communication: Occurs from staff to management or from lower management to middle or upper management. It mainly involves reporting pertinent information to facilitate problem solving and decision making. It reveals problem areas, indicates status of worker ‘s morale and makes workers feel part of the organization. Horizontal communication: This is routinely achieved through committees or teams e. g. Outpatient management teams, clerical teams. Committees provide a mechanism for representatives of different organizational units at similar levels to discuss common problems and potential problems face to face. This is time consuming, expensive and their decisions are often compromises that may represent ineffectual solution. Lateral Communication: Occurs between individuals or departments at the same hierarchical level (e. g. nurse managers). Diagonal Communication: Involves individuals or departments at different hierarchical levels (staff nurse to chief of medical staff). Both lateral and diagonal communication involves information sharing, discussion and negotiation. Informal Communication: An informal channel seen in organization is the grapevine (i. e. rumours and gossips). This is often rapid, haphazard and prone to distortion. Managers can control negative aspects of the grapevine by communicating accurately, timely information, by maintaining and activating open channels of communication in all directions and by moving quickly to correct inaccurate information. BARRIERS OF COMMUNICATION 1. Environmental Barriers: (Noise, Attention, Time) a. Noise – Can cause misunderstanding since it makes it difficult for one to hear. b. Attention – Multiple and Simultaneous demands on the sender may cause the message content to be packaged inappropriately (phone, signing documents). c. Time – If less, the sender may have little opportunity to completely think through structure the message to be conveyed, while to the receiver there is inadequate opportunity to ascertain its meaning. 2. Philosophy, Levels, Power Status a. Philosophy – an organization that is not interested in promoting communication upward or downward will certainly establish procedural and organizational blockages. E. g. inaccessibility to superiors, lack of interest in employees, insufficient time to receive information, retard communication flow, lack of action with regard to complaints, ideas, and problems tend to discourage flow of information. Multiple levels in an organization hierarchy tend to cause message distortion. b. Levels: When multiple links exists in the communication chain information will be rearranged as it is transmitted to other receivers. c. Power status relationship: This can also distort or inhibit transmission of message. A discordant superior-subordinate relationship can dampen the flow and content of information. In health organizations it is quite common e. g. patients may not question the doctor or a very experienced nurse may not tell a doctor that the treatment is wrong! d. Terminology and Complexity of the message: Words mean specific things to those who are familiar with them and tend to minimize misunderstanding vice versa. Complexity of message with terminology that may be unfamiliar to the receiver will obviously lead to misunderstanding of the message. COMMUNICATION IN GROUPS / TEAMS A GROUP:- A group is an aggregate of individual who interact and mutually influence each other. We have two types of Groups Formal Groups These are clusters of individuals designated by an organization to perform specified organ tasks. Taskforces, committees teams e. injection control team. Informal Groups Groups that evolve from social interactions that are not defined by an organizational structure. e. g People who take levels together who convince sponeneously to discuss a clinical dilemma. A. Teams Teams are real groups in which individuals must work co0operatively with other in order to achieve some goals. They demonstrate healthy interdependence. A team is compo sed of a small number of people with complementary skills who are committed to a common purpose, set of performance goals and approach for which they held themselves mutually accountable. Teams have commend or line authonty to perform tasks and membership is based on the specific skills required to accomplish the task. Phases of GROUP AND formation Concepts/ leaves develop in the following phases 1. Forming 2. Storming 3. Norming 4. Performing 5. Adjourning 1. Forming This is the initial stage of group development in which individual members assemble into a well defined cluster ( members get to know each other, and very cautions. 2. Storming The second stage of group department, in which group members develop ** and relationship; competition and conflict generally occur. . Norming 3rd stage of Group development. The Group defines its goals and rules of behavior. They define acceptable and unacceptable behavior attitudes. They define acceptable and unacceptable behavior attitudes ** develops. 4. performing (4th stage) The members agree on basic purposes and activities and came out the work. Cooperation improves and emotional issues subside. Members communicate effectiv ely and interact in a relaxed atmosphere of sharing. 5. Adjourning This is the final stage of group development, in which a group dissolves after achieving its objectives. Team building/ team development. This is a group development technique that focuses on task and relationship aspects of group functioning in order to build team cohesiveness. Team building involves a) Gathering data through individual interviews, questioners and or group meetings a benefit the team and its functioning. b) Digressing the team strengths and arcsine need of development. c) Helding semi- structural retreat sessions usually ducted by an experienced facilitator aimed at addressing priority team problem. Characteristics of effective teams 1. Clear objectives and agreed goals . Openness and confrontation 3. Support and trust 4. Co-operation and conflict 5. Sound procedures 6. Appropriate leadership 7. Regular review 8. Individual development 9. Sound intergroup relations Communicating in Groups Characteristics of Groups 1) Norms: These are informal rule sin behaviour shared and enforced by group members e. g Time keeping, changing of shifts. Roles A role is a set of expected behaviors that fit together into a unified whole and are characteristic of persons in a given context. Roles commonly seen in groups can be classified as auther; Task Roles Nurturing roles or social emotional roles Individuals performing task roles attempt to keep group focused on its goals. STATUS This is a social ranking of individual relative to others in a group based on the position they occupy. Status comes from factors the group values such as achievement, personal characteristics the ability to control rewards or the ability to control information. Higher status members often exercise more influence in group decisions than others. In Summary Communication is influenced by the status and roles of the individuals who dominate team discussions. e. High – status members who are fulfilling key roles in relation to a teams priorities are likely to exercise considerable control over communication in the group by determining topics, setting the tone of the discussions and influencing how decisions are made. Communicating with others in the clinical setting 1. Communicating with supervisions Communicate with supervision to develop a good working r elationship. 1. Always observe professional courtesy. 2. incase of any problem, follow the policy and procedure of the organization 3. If not an emergency, request for an appointment, to discuss the problem further. This demonstrates right time and place. 4. State the concern clearly and accurately. 5. Provide supporting evidence 6. State a willingness to co-operate in finding the solution. 7. Match behaviors to words. Communicating with co-workers * To collectively provide quality patients care, nurses depend on co-workers and this requires effective communication. * Do unto others as you wound have them do into you * Your perspective should be that all members of the team are important to successfully realize quality patient care. * Appreciate others for work well done * Offer constructive feedback Be open to the possibility that coworkers especially those with experience have some wisdom to share with you. Communicating with others practitioners * Always introduce yourself to other practitioners. ( or if you are the manager, introduce new gradates. Students to other practitioners) * Be honest and up front. Ask something that you are not aware off. * Show respect and consideration for other pr actitioners you work with ( But don’t be a dormant) * Present information in a straight forward manner, clearly delineating the problem supported by pertinent evidence. Document well especially if the expected actions were not done in the incident book. MOTIVATION Motivation describes the factors that initiate and direct behavior. Therefore a nurse manager’s most important leadership task is to maximize subordinates work motivation because employees bring to the organization different needs and goals, the type and intensity of motivators vary among employees. Therefore the nurse manager must know which needs the employee expects to satisfy through employment and should be able to predict, which needs will be satisfied through the job duties of each nursing position. Importance of Motivation Motivation is a very important for an organization because of the following benefits it provides:- 1. Puts human resources into action Every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. 2. Improves level of efficiency of employees The level of a subordinate or a employee does not only depend upon his qualifications and abilities. For getting best of his work performance, the gap between ability and willingness has to be filled which helps in improving the level of performance of subordinates. This will result into- a. Increase in productivity, b. Reducing cost of operations, and c. Improving overall efficiency. 3. Leads to achievement of organizational goals The goals of an enterprise can be achieved only when the following factors take place :- d. There is best possible utilization of resources, e. There is a co-operative work environment, f. The employees are goal-directed and they act in a purposive manner, g. Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be effectively done through motivation. 4. Builds friendly relationship Motivation is an important factor which brings employees satisfaction. This can be done by keeping into mind and framing an incentive plan for the benefit of the employees. This could initiate the following things: h. Monetary and non-monetary incentives, i. Promotion opportunities for employees, j. Disincentives for inefficient employees. In order to build a cordial, friendly atmosphere in a concern, the above steps should be taken by a manager. This would help in: a. Effective co-operation which brings stability, b. Industrial dispute and unrest in employees will reduce, c. The employees will be adaptable to the changes and there will be no resistance to the change, d. This will help in providing a smooth and sound concern in which individual interests will coincide with the organizational interests, e. This will result in profit maximization through increased productivity. 1. Leads to stability of work force Stability of workforce is very important from the point of view of reputation and goodwill of a concern. The employees can remain loyal to the enterprise only when they have a feeling of participation in the management. The skills and efficiency of employees will always be of advantage to employees as well as employees. This will lead to a good public image in the market which will attract competent and qualified people into a concern. As it is said, â€Å"Old is gold† which suffices with the role of motivation here, the older the people, more the experience and their adjustment into a concern which can be of benefit to the enterprise. From the above discussion, we can say that otivation is an internal feeling which can be understood only by manager since he is in close contact with the employees. Needs, wants and desires are inter-related and they are the driving force to act. These needs can be understood by the manager and he can frame motivation plans accordingly. We can say that motivation therefore is a continuous process since motivation process is based on needs which are unlimited. The process has to be continued throughout. We can summarize by saying that motivation is important both to an individual and a business. Motivation is important to an individual as: 1. Motivation will help him achieve his personal goals. 2. If an individual is motivated, he will have job satisfaction. 3. Motivation will help in self-development of individual. 4. An individual would always gain by working with a dynamic team. Similarly, motivation is important to a business as: 1. The more motivated the employees are, the more empowered the team is. 2. The more is the team work and individual employee contribution, more profitable and successful is the business. 3. During period of amendments, there will be more adaptability and creativity. 4. Motivation will lead to an optimistic and challenging attitude at work place. Motivational theories (REFER TO NOTES ON NEOCLASSICAL THEORISTS) Motivational theories were concerned with three things: a. What mobilizes or energizes human behavior. b. What directs behavior towards the accomplishment of some objectives. c. How such behavior is sustained over-time. Motivation theorists 1. Maslow Hierarchy of needs (5). 2. Alderfer – 3 need levels: Existence, relatedness, growth theories. 3. Herzbergs two factor theory 4. Skirine’s reinforcement theory – behavior modification (behavior becomes associated with a particular consequence. Consequences may be positive or negative. A positive reinforces reward, a negative reinforces like punishment. 5. Vrooms expectancy theory – emphasizes the role of rewards and this relationship to the performance of desired behavior. 6. Adams (equity theory) – the motivational theory that suggests that effort and job satisfaction depend on the degree of equity or 7. Goal Theory (locke). 8. Equity – the perception that one’s work contribution is rewarded in the same proportion that another person’s contribution is reward. How to cite Leadership Theories and Concepts, Papers

Evaluation of Procedural Simulation †Free Samples to Students

Question: Discuss about the Evaluation of Procedural Simulation. Answer: Introduction This case study deals with a patient named Melody King, who had been admitted into the emergency department of the hospital with acute abdominal pain. He had undergone a laparoscopic surgery for the removal of the ruptured appendix. It has been reported that Melody is having post operative complications like increasing nausea, centralized abdominal pain and the assessment report shows that she is having an elevated WBC count and CRP. This study aims to discuss about the possible causes and the complications of the clinical conditions and nursing interventions that has to be taken up during the post operative period of the surgery. This study focuses on how to provide a holistic care of approach to the patient as a registered nurse. A ruptured appendix can be a life threatening condition. When an appendix becomes obstructed or infected, the bacteria residing inside the organ will reproduce and multiply. Due to this the appendix may become filled with puss tissue cells, white blood cells (Biard et al., 2017). This will create pressure on the walls of the appendix as a result the amount of blood flowing in to the organ will reduce. Eventually the tissue of the appendix will die, causing breaking open of the muscular walls of the appendix. According to the case study provided such a condition will cause pain in the lower abdomen (Biard et al., 2017). Her blood pressure is 95/45mmHg, which is quite low. Heart rate 120, which is high than the standard. Temperature- 38.3Celcius. The body temperature is normal. RR 22/min and shallow SpO2 95% on room air Her report indicates that she has got a high WBC count. Normally appendicitis can be diagnosed with elevated level of WBC. But it should get normalized after the application of the antibiotics. An elevated WBC indicates that the infection still persists, which has to be treated (Hussein, Bickel Fischer, 2016). The abdominal distension might have been caused due to the accumulation of gas in to the abdomen. Although, appendix has a very little physiological role in human body, inflammation in any organ is bound to create disturbance in the body. Abdominal guarding is the tensing of the muscles of the abdominal walls in order to the guard the inflamed organ. Since Ms. Melody had been suffering from Appendix infection, therefore it is normal that she will be faced with abdominal guarding (Flum, 2015). Prioritization of the nursing issues Abdominal pain after the removal of appendix is quite normal, but if the pain is intense and is centralized then proper and special care has to be taken. It has been reported that the post operative pain generally decreases with time. To look for the complications- Sometimes appendectomy is followed by complications that require immediate attention. Red skin along with drainage can come out through the incision point. The complication is known as Peritonitis. Things will worsen and will become life threatening if the infection enters the blood stream. Fever, vomiting, abdominal tenderness, abdominal guarding may indicate peritonitis (Giesen et al., 2017). The following case study gives information about the symptoms of then patient which may indicate peritonitis. Improper assessment of the patient, improper dressing of the wound, improper setting up of the nurses protocol, inefficient nursing interventions can pose threat to the life of the patient by bringing about the complications (Bjerrum et al., 2017). To look for the abdominal distension after the surgery It is normal to face abdominal distension and bloating after an appendectomy, although it goes away with time. Proper medications should be administered to decrease the formation of gas in the stomach. Nursing goals related to the case The case provides with the information the Ms. Melody was suffering from some post operative complications like increased level of nausea, abdominal pain. She was having a centralized pain of about 7-8 on a scale of 10, which indicates that she was in quite a distress and the surgery has not been able to remove her from the pain that she was in with the appendix rupture (McAteer et al., 2015). The following can be the nursing goals to provide care to M.s Melody- To reduce the post operative pain To reduce the level of the nausea To reduce bloating To lower the rate of wound infection To prevent comfort To prevent complications To reduce the risk of deficient fluid volume. To assist in proper breathing. To impart proper knowledge to the patient and her family (Ms. Melody and her family) To chalk out an appropriate discharge plan catering to the need of the patient. Post operative nursing care approach The post operative nursing care approach involves (Jaschinski et al., 2014)- The pain and the location should be assessed properly, as in this case the pain is centralized. A complete physical assessment of the patient. Monitoring the vital signs of the patient; in this case the patient is suffering from increased nausea and abdominal pain. The patient should be kept in the semi fowler position in order to lessen the pain, as the inflammatory exudates localizes into the pelvis due to the gravity which gives relief from the pain. Holding a pillow against the stomach during or coughing or getting up can decrease the pain with these activities. Early ambulation has to be given in order to promote normalization of the function of the organs and to prevent complications. Ice bags should be kept on the abdomen during the initial 24-48 hours. The patients laboratory results should be well addressed. Patent IVF should be maintained properly. Proper antibiotics and analgesics should be administered on time after consulting with the doctor. The dressings of the wound should be checked regularly and proper dressings should be done to prevent infections. The characteristics of the drainage should be monitored as it provides early detection of the developing infections like peritonitis. The drainage specimen can be obtained if needed. The patient should be encouraged to do the deep breathing and the coughing exercises. Assistance should be provided in early ambulation. It should be noted the patient had a past history of depression and Asthma, so before applying any treatment plan and the medications, the past reports should be taken into account. NPO and NG suction should be maintained to decrease gastric irritation and abdominal distension. The bowel sound and the movement of the flatus should be assessed. Oral intake should be given in small amounts. The IO and the hydration should be monitored. It can be seen from the case study that the patient has not recovered after the appendectomy. The above mentioned nursing interventions possibly will be able to remove the complications that Ms. Melody is facing with. Antibiotics can decrease the risk of the post operative infections (Jaschinski et al., 2014). Reflection on the patient outcome The following nursing interventions are found to provide better outcomes in the patients. I believe that the pain will be controlled; the patient will appear to be relaxed. The nursing treatments would heal the wound timely and it would free of signs of infection, inflammation, erythema or fever. The given nursing goals would provide comfort to the patient. Further study of the case reveals that the patient had a past history of depression. A feeling of anxiety and fear is always built up within any patient undergoing surgery. Therefore it is the duty of a nurse to provide her with mental support to overcome the fear. As a registered nurse one should be able to adopt a mind-body-spirit-emotion-environment approach to nursing. Conclusion The analysis of the case study provides with the detailed information about the pathophysiology of the appendectomy with a linkage to the given case study. Researches provides us with the information that a proper nursing protocol and a holistic care of approach can bring about better outcomes in patients. Complications after Appendectomy can take an adverse turn if not diagnosed properly or not taken proper interventions. In this case study there might have been any mistake in the treatment or care imparted by the nurses that gave rise to such an adverse condition. Patient assessment and taking proper care can reduce the complications in the patient. Thus, it can be conclude that early detection, proper assessment of the patients condition, proper protocol of evidence based practice can bring better outcome in Ms. Melody King. References Baird, D. L., Simillis, C., Kontovounisios, C., Rasheed, S., Tekkis, P. P. (2017). Acute appendicitis. BMJ, 357, j1703. Bjerrum, F., Strandbygaard, J., Rosthj, S., Grantcharov, T., Ottesen, B., Sorensen, J. L. (2017). Evaluation of Procedural Simulation as a Training and Assessment Tool in General SurgerySimulating a Laparoscopic Appendectomy. Journal of surgical education, 74(2), 243-250. Flum, D. R. (2015). Acute appendicitisappendectomy or the antibiotics first strategy. New England Journal of Medicine, 372(20), 1937-1943. Gasior, A. C., Knott, E. M., Holcomb, G. W., Ostlie, D. J., Peter, S. D. S. (2014). Patient and parental scar assessment after single incision versus standard 3-port laparoscopic appendectomy: long-term follow-up from a prospective randomized trial. Journal of pediatric surgery, 49(1), 120-122. Giesen, L. J., van den Boom, A. L., van Rossem, C. C., den Hoed, P. T., Wijnhoven, B. P. (2017). Retrospective multicenter study on risk factors for surgical site infections after appendectomy for acute appendicitis. Digestive surgery, 34(2), 103-107. Hussein, A., Bickel, K., Fischer, R. (2016). Long-term complications after appendectomy. Der Chirurg; Zeitschrift fur alle Gebiete der operativen Medizen, 87(12), 1074-1076. Jaschinski, T., Mosch, C., Eikermann, M., Neugebauer, E. A. (2015). Laparoscopic versus open appendectomy in patients with suspected appendicitis: a systematic review of meta-analyses of randomised controlled trials. BMC gastroenterology, 15(1), 48. McAteer, J. P., Richards, M. K., Stergachis, A., Abdullah, F., Rangel, S. J., Oldham, K. T., Goldin, A. B. (2015). Influence of hospital and patient location on early postoperative outcomes after appendectomy and pyloromyotomy. Journal of pediatric surgery, 50(9), 1549-1555. Salminen, P., Paajanen, H., Rautio, T., Nordstrm, P., Aarnio, M., Rantanen, T., ... Sand, J. (2015). Antibiotic therapy vs appendectomy for treatment of uncomplicated acute appendicitis: the APPAC randomized clinical trial. Jama, 313(23), 2340-2348. Sauvain, M. O., Slankamenac, K., Muller, M. K., Wildi, S., Metzger, U., Schmid, W., ... Hahnloser, D. (2016). Delaying surgery to perform CT scans for suspected appendicitis decreases the rate of negative appendectomies without increasing the rate of perforation nor postoperative complications. Langenbeck's archives of surgery, 401(5), 643-649. Shogilev, D. J., Duus, N., Odom, S. R., Shapiro, N. I. (2014). Diagnosing appendicitis: evidence-based review of the diagnostic approach in 2014. Western Journal of Emergency Medicine, 15(7), 859. Skarda, D. E., Schall, K., Rollins, M., Andrews, S., Olson, J., Greene, T., ... Scaife, E. (2015). A dynamic postoperative protocol provides efficient care for pediatric patients with non-ruptured appendicitis. Journal of pediatric surgery, 50(1), 149-152.

Inquiry Based Learning

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buy custom Revision Plans for Previously Submitted Assignment essay Changes to the previous assignment From the previous assignment, I justify the recommendations for business objectives, management responsibilities, funding and IT governance issues. The assignment should have addressed more issues as discussed in the following paragraphs. Current level of architectural maturity The previously submitted assignment discussed the current level of architecture maturity as business modularity architecture. To add to this, the organization works on allied-unrelated operational model that emphasizes each business containing the fundamental exertion essential to create advantage independently. Matters of common interest are acknowledged and operated among the businesses. It has developed uniform policies that span across many businesses and help synergies across them to be established. Some support is shared across the businesses (Jeanne, Peter David, 2006). Technical Economies of Scale Termed as Recommendations to address IT capabilities in the previous assignment is a very important aspect of achieving an economy of scale. To add to the recommended strategy, it is essential to emphasize the need to use modern facilities that automated production at lower costs. A challenge in this strategy is the initial costs.However, I would like to point out that the final productivity will depend on this. The Proctor and Gamble, which is a well-established long-time market player, can work out on this strategy. However, the organization must not be too fast in adopting a technology as this can cause difficulties for employees in all operations. Not all technologies are suitable for implementation in organizations, therefore meeting thorough preparations is necessary before the change can be initiated (Chris, 2008). Managerial Economies of Scale The previous assignment answered the question of who should be made responsible for certain management tasks. An improvement on this will be based on the geographical area of work and the kind of customers. The management activity in the organization should be based on the diverse needs of the customers and the employees. The organization should encourage management activity to be centred on understanding clients requirements and needs. It also should train managers on how to handle stress business environments. This decision is very important for the organization to develop and maintain comparative advantage. Risk Bearing Economies of Scale The company should embark on advancing on its risk management and introducing diversity in its products. It should as well pay attention to education and research in order too improve the quality of its product. Spreading the risk is an important approach to using economies of scale and working long-term perspectives. Commercial Economies of Scale Another approach to improve on the economy of scale lies on the purchases. The organization can work on their delivery rates to encourage more purchases from them. It can implement systems such as the just-in-time inventory management for this purpose (Jeanne, Peter David, 2006). Ordering in bulk is another approach to control raw materials purchase. The rationale for these changes is to create a platform for developing a cost effective production and a saving scheme. Global Interactions As suggested in the previous assignment, the organization should work on better communication while encouraging digitization of the firm. While considering these factors, the organization should consider the minimum economy of scale. If at some point it has too many employees, the income will be negatively affected. When the products are too many or the locations are too many, the company may lose control and be overtaken by those companies that provide alternative products. These changes are very important for the organization to achieve and use economies of scale, which is getting primary goods for lower costs and earning high revenues. Buy custom Revision Plans for Previously Submitted Assignment essay

Is Social Media Beneficial for Our Society or Not Essay

Is Social Media Beneficial for Our Society or Not - Essay Example This research will begin with the statement that social media is not about the exploitation of technology but service to the community. Social media websites have captured our lives. It is not easy to imagine the times when there were no Facebook or Twitter. Almost fifteen years ago, people had to wait months just to hear from each other. However today, the scenario is totally different. Nowadays, people spend more time social networking than actually meeting them in person or doing any other activity at home. With the advent of social media integration in our lives, there is a growing concern regarding its impact on our society as a whole. Like everything else in the world, social media too have both positive and negative aspects to deal with. The biggest portion of its influence on our society is however counted more on the positive side. The world has shrunk and the possibilities to interact across boundaries have become widened. It was never so easy to communicate all around the globe within seconds. Social media has surely brought us closer to many different parts of the world, especially for those who have been doing global businesses. â€Å"By bringing together people who share interests, no matter their location or time zone, social media has the potential to transform the workplace into an environment where learning is as natural as it is powerful.†Ã‚  Among numerous social media websites available today, two names always strike our minds instantly when talking about social media interaction or integration in our society.... Proponents of websites like Facebook and Twitter, suggests that these platforms have promoted online communities to have an easy interaction with friends and family living apart. They also offer teachers, students and mentors create online assistance and distance learning which a huge benefit for our society is. It is also greatly popular in disseminating useful, important or urgent information instantly and accurately. Facebook and Twitter have also been widely used for social wellness and awareness programs. They are not only cost effective mediums of spreading the word and getting assistance, but also helped thousands and millions of people to work for the evasion from the evils of our society. Among the numerous business and marketing benefits, it has also helped tremendously in providing opportunities to empower business women (Small Business - Chron.com). Besides being highly beneficial for the business purposes, marketing, promotion, and spreading positivity to help reduce man y social stigmas, social media has definitely proven itself to be a great tool in enhancing and improving a person’s living standard and quality of lifestyle. It has enabled numerous individuals to maintain an easy, trouble free and more organized lifestyle than before. It has improved the satisfaction towards life through minimizing many threats of health issues. It has been observed on a large scale that due to the emergence and integration of social media websites into our lives, friends and family on social media now have the best way to utilize the trend impact, propagating and assisting with workout, diet controlling, and in achieving goals related to the termination of smoking or

A Comparison of Structured Analysis to Object-Oriented Analysis Research Paper

A Comparison of Structured Analysis to Object-Oriented Analysis - Research Paper Example The structured approach got accepted and started being widely used for development and system analysis. Then, a methodology was created that helped the development of applications with the object oriented languages. This approach came to be known as the object oriented analysis and design. A comparative analysis has been conducted with respect to these two methodologies, along with their basic infrastructure and techniques. The structured approach enables the analyst to split a complex project into smaller and controllable parts. This approach is based on the step-by-step execution of the phases. The start of an activity in a phase will depend on the completion of activities in the preceding phase. It is based on a top-down, hierarchal approach that produces logical and organized systems (Holon Institute of Technology, n.d.). The structured nature of the design facilitates efficient project management, resource management etc. OOAD approach follows an object oriented approach instead of a functional one that is followed in SSAD (Pefkaros, 2008). An object in OOAD is considered to be any place, person or thing that can have the following aspects related to it; Structured approach promotes the concept of clear steps from the initiation of the project till the end; these steps are conventionally planning, analysis, design and implementation. Whereas the object oriented approach does provide any such specific number of phases. There are no clear steps from analysis to design. Structured System analysis and design is process oriented whereas object oriented system and design is data-oriented. There exists a clear separation between the between the data and the processes of the system in the structured approach, while the data and the processes of the system are encapsulated into objects (Pefkaros, 2008). OOAD seems more flexible and adaptive to changes as compared to SSAD. There can be many benefits gained from

Discuss the major barriers to entry of new firms into an industry and Essay

Discuss the major barriers to entry of new firms into an industry and how these barriers can either give rise to or maintain a monopoly company - Essay Example Such firms face little or, in some cases, no competition at all. Each firm in perfect competition is a price taker. This means that changes in output by one firm do not shift the industry supply curve sufficiently to alter the price. If the whole industry makes more or less output, the supply will shift and the price will change but not if one firm increases or decreases output, this means each firm can sell all it wants at the given market price. This also indicates that marginal revenue equals price. Since each unit is sold for the same price in such a market structure, marginal revenue also tends to stay constant therefore giving us a straight horizontal line. However, a monopolist faces a downward sloping demand and is able to set either the price or the output, but not both. A profit maximizing monopolist would choose the output where marginal cost equals marginal revenue. This output will be somewhere over the price range where demand is pricing elastic and will be sold at the price consumers will pay. In most instances, the total revenue for such firms are higher than the cost hence enabling monopolies to earn abnormal profits in the short run as well as the long run. In order for a firm to maintain its monopoly power and abnormal profits there must be barriers to the entry of new firms. Barriers to entry are specifically designed to prevent potential firms from entering into a market. They provide firms a degree of market power without losing their existing market share. Barrier to entry anything that allows incumbent firms to earn supernormal profits without threat of entry (Boyes and Melvin, 220-222). The barriers that can be used to create or maintain a monopoly include: The high fixed cost or setup cost can be the toughest obstacle to tackle. The barrier here is access to capital. Only large firm will be able to fund the necessary investment. An established monopoly is likely to have developed specialized