As we turn our focus to the international realm, let’s take a moment to compare the governmental systems of the United Kingdom and the United States.
Identify a few key differences between a parliamentary and a presidential system. How is the top leader selected differently? How do you think this difference impacts the kind of people who are chosen?
What smoking cessation information is currently being included in the discharge education of your patients in your practice setting?
2. What, if any, additions related to smoking cessation will you be adding to your discharge teachings as a result of this lesson? Please provide rationale.
3. What are the common symptoms associated with an exacerbation of COPD?
4. What assessment techniques will you use to assess Mary?
5. Identify smoking strategies that would be appropriate for each of the encounters that Mary had with the nurse throughout the video that could have been used to assist Mary in quitting smoking.
6. Find a resource in your community that could assist Mary. Start by searching the Internet for your local health department’s website. What services are available to Mary? Briefly describe the services that the state quit line provides. Does it meet the 4 As? Is it accessible, acceptable, affordable, or available for Mary?
7. What will you do to follow-up on Mary’s smoking cessation process?
Examine how might nurses and nursing organizations improve policies to encourage the judicious use of antibiotics in humans? Identify the correlation between global disease surveillance and domestic disease surveillance, and the significant role the family nurse practitioner plays.
Communication is the key to avoid conflicts. The new director should have had a meet and greet with the employee. He or she should have shared the new ideas with the team to receive the input. There are many people throughout the organization that do not like change. A few factors that can result in communication conflict are lack of ommunication, power position, not setting expectations and goals, or the current situation.
A good nurse leader will begin y building rapport and trust with their team. A leader must possess effective communication skills and be proactive in communication with their team. Present openness in the work area to elevate the level of teamwork and engagement. This can make solving problems easier and as a group. Openness can also allow the employees to voice new ideas or concerns. They will always be friendly, empathetic, and smile while being an active listener to their team. Expectations and goals will be set and made crystal clear. Expectations can make any job easier. If employees know what is xpected of them they will get the job done and in a timely manner.
“Just being available and attentive is a great way to use listening as a management tool. Some employees will come in, talk for twenty minutes, and leave having solved their problems entirely by themselves”. (Luppa, 2015).
Comment2
Work can be disrupted by factors such as reorganization, downsizing, absenteeism or turnovers. Work disruption has been to linked to negative outcomes (Huber, 2013). In this scenario, staff has been subjected to additional stress with the new changes that had not been communicated to them in advance. The staff has not contributed any input to the new changes. The staff resentfulness is a natural reaction because they are thrown to changes without prior warning. A performance driven team is stronger and successful when all the members work together towards a common goal. Working in groups requires building interpersonal relationships. “Things get done because of relationships among people, nurses need to build successful collaborative relationships among multiple levels of colleagues, key people, organizations and clients”(Huber, 2013, p. 132).
Several factors can lead to conflicts at work places. Such factors include poor communication, unfair treatment, unclear job roles, bullying and harassment, poor management, poor work environment and inadequate training (Fiala, 2017). “Conflict is an inherent element of change and is manifested in resistance to change” (Huber, 2013, p. 174). In this scenario, the director uses autocratic leadership style, which is centered on the boss. He or she has made decisions without consulting the subordinate staff and is expecting the decisions to be implemented promptly. Statistically few situations support this kind of leadership (Raza, n.d.). Poor communication is another conflict that has surfaced on this scenario. Failure of the director to prior communicate with the staff of the new changes has brought resentfulness. Poor communication not only causes conflict but also decreases work productivity and staff morale (Fiala, 2017).
