The Significance of Coronavirus

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Students should find an article in a referenced journal to use as a template to utilize a similar format with their manuscript being developed. This should provide excellent guidance both for format and in deciding where to submit the manuscript for consideration to be published. (you can just look at how other scholarly articles are written with an introduction, abstract, etc). This essay is to speak about how the coronavirus is significant, differ from influenza and the west nile virus. What are the signs and symptoms that people should look for? Remember this is a nurse practitioner writing this paper towards nurses and other healthcare personnel whether it be in a hospital or outside setting. We need to educate the public about how coronavirus should be recognized and how its different. can it kill you? who is susceptible?

Please use scholarly articles of doctors or any other professional person writing it when using these sources.

A minimum of 20 current references (less than 3 years old) is expected.
Strict APA format must be used! please!

The essay should begin with a 1. case study, about a specific patient that was affected by the corona virus (it does not have to be real or cited)

2. Introduction – introduce what the coronavirus is
3. define the terms with risk factors
4. Rates of people affected, where they are affected, how they are affected
5. morbidity and mortality
6. contributing factors/assessment( lack of education, lack of insurance?)
7. studies on existing disparities
8. limitations
9. discussion
10. conclusion

You may use search engines such as CINAHL
Medscape
PubMed
ClinicalEvidence.com
FDA.gov
National Cancer Institute
DailyMed
Drugs.com
Mayo Clinic
WebMD
Guideline.gov
American College of Physicians
Open Clinical

Attached is the actual paper instructions that was given in class.

Choose one of the following scenarios, and produce the requested documents for one scenario only. Each scenario asks you to prepare a range of documents.

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Assignment
Choose one of the following scenarios, and produce the requested documents for one scenario only. Each scenario asks you to prepare a range of documents. Students are responsible for determining the appropriate genre (email, memo, business letter, etc.) as well as the content of those documents.

Scenario 1
You are a district manager at OmniShop, a large retail chain that sells everything from candy to expensive electronics (similar to Target or Walmart). You personally oversee 10 stores in the South Florida area, and are responsible for reporting on the overall operation of these stores to your regional manager, Faith McCormick, who oversees about 100 stores in the southeastern US. You are one of 10 district managers who visit the brick-and-mortar stores, diagnose and troubleshoot issues of waste and safety, and report your findings to her. On any given day, then,
you have about 10% of her attention, unless there is an important issue.
Recently, your company has begun hiring dedicated sales people for the Body Care Improvement (BCI) aisle in all stores nationwide. BCI products (such as vitamins and protein powders) represent extremely high profit margins, but recent customer surveys show many shoppers will often leave the aisle overwhelmed and confused by the variety of options. Similar to the specialists you hire in electronics or the pharmacy, BCI Specialists are expected to be highly knowledgeable in their product area and to stay in their designated aisle in order to help answer customer questions. Steve Reece, who oversees the entire BCI business unit at your company,
has told you that pilot programs have demonstrated that a dedicated specialist can increase BCI sales by as much as 500%.
Unfortunately, many store managers notice the BCI Specialist walking their aisle and mistake them for an employee who is doing nothing. These store managers have been trained to spot underutilized employees and make sure they have something to do. As a consequence, BCI specialists are often not in their aisle when customers have questions, and are instead stocking shelves or working cash registers. BCI Specialists are hourly employees and do not have the power to challenge a store manager. You have spoken to some of your store managers, all of whom should have received training from Steve Reece about the BCI Specialists responsibilities, but do not seem to know what the BCI Specialist role is or what they are supposed to do.

Deliverables
Based on the scenario above, your deliverables will be the following documents:
Document to Faith, your Regional Manager, explaining the issue
Document to the managers at your 10 locations, clarifying the BCI Specialist role
Document to Steve, Director of the BCI business unit, explaining the issue and asking for clarification about what managers have been told about the BCI Specialist role.

Scenario 2
You are the technical manager of a large Internet design firm (100+ employees). One of your primary responsibilities is to manage a team of developers. Your unit’s primary goal is to build and deliver custom web applications and to update client websites. Due to the increase of information delivery via company intranets, your company has grown has grown considerably.

About 8 months ago you hired a small start-up company, MaintainU, to perform routine maintenance for clients websites because you needed to focus more attention on the custom applications. MaintainU does not interact with your clients and they work as sub-contractors through your company. Your clients are not aware of this move and for now, you and Nathan Elder, your company president, want to keep it this way.

The last several months you have had problems with MaintainU not paying attention to version dates. They have, on several occasions, made changes requested by clients, but they also uploaded old pages to the site. Having dealt with a number of complaints, the most recent two weeks ago, you had a long conversation with Jason Hughes, the president of MaintainU, that mistakes are not acceptable.
Now, this morning, you receive an angry call from a client, Sheila Links at Gateway Industries, because an executive that was fired two months ago has been added back to the executive page. Gateway Industries was one of the first clients your firm ever signed. While the client is on the phone, the mistake is corrected, and you end up setting up a meeting for lunch next week.

For the first 6 months or so, the relationship with MaintainU was great. At this point, you’re uncertain if you want to continue the relationship, but at the same time, you cannot afford to bring maintenance work back in-house. Apparently, the phone call to Jason wasnt enough.

Deliverables
Based on the scenario above, your deliverables will be the following documents:
document to the client, Gateway Industries
document to MaintainU
document to the president, who is a micro-manager and likes to know everything that is going on

Scenario 3
You are a facilities project manager for Shop N Leave, a national chain of convenience stores. You oversee the construction of new stores and coordinate between your facility designers and architects, the construction contractors, and the various state and local governments of each location.

All of your stores require multiple rows of large freezers and refrigerators for products like beverages and ice cream. For each new location, your facility designers are responsible for determining the best way to dispose of the condensation produced by this equipment in a manner that complies with state and federal regulations for wastewater. Because the water produced by these units may contain food waste (say, from broken or spilled bottles) as well as cleaning chemicals, the water is usually routed to an industrial wastewater system, rather than the systems for human sewage or stormwater.

Unfortunately, your new location in Dunedin, FL has been denied a permit to use the industrial wastewater system. Anthony Clemens, the official responsible for permitting indicated that refrigerator condensation is clear water and therefore should be routed into the stormwater drainage system. You immediately understand the mistake: the official assumes this condensation is the same as that produced by their home refrigerator or air conditioner. It is not.

Compounding the problem, federal EPA guidelines strictly prohibit businesses from dumping contaminated water into stormwater drainage systems, and your company could be fined tens of thousands of dollars for non-compliance. But if you use the citys industrial wastewater system without a permit, your Dunedin location could be fined or shut down completely. You have already commissioned a third-party firm to test the condensation from your refrigeration units, and they confirmed independently that the water is in fact in violation of EPA standards for
stormwater.

Deliverables:
A document to Anthony Clemens, Director of Public Works and Utilities for the City of Dunedin, who has previously denied your permit the use the citys industrial wastewater system, officially asking for the decision to be reconsidered.
A document to Sarah Johansen, your facilities designer explaining that the necessary permits have been denied. You are working on the problem but the current building plans have not been approved and may require substantial revision.
A document to your direct superior, Vice President of Facilities, Anita Bryer, detailing the issue and its potential impact on the progress of the Dunedin location.

For this assignment, using the databases in the CSU Online Library, research TWO of the following legal issues or concepts of your choosing and how it impacts EMS organizations: Forms of consent: Who can give, when, and what is required? Refusal of care:

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For this assignment, using the databases in the CSU Online Library, research TWO of the following legal issues or concepts of your choosing and how it impacts EMS organizations:

Forms of consent: Who can give, when, and what is required?
Refusal of care: Who can give, when, and what is required?
Do not resuscitate orders: What is required, and when can you honor them?
Physician Orders for Life Sustaining Treatment Programs: Does your state have one, and what does it mean?
Health care durable power of attorney: Does your state have a form, and when can you honor it?
Living wills: What is required, and when can you honor them?
Health Insurance Portability and Accountability Act: What processes are required for your organization to be compliant?
Your essay should be a minimum of three pages, not including the title and reference pages. Your essay should review or brief the issue, provide an example or case found in your research, and address at a minimum, the questions listed for each.

You must use a minimum of three sources; at least two of your sources should be from the CSU Online Library, and your other sources can be your textbook and/or other outside sources.

You may contact the CSU Library staff for help with using library resources for this assignment. Email and phone assistance are available during regular CSU business hours (8:00-5:00 Monday-Thursday and 8:00-3:00 Friday in the Central time zone) by calling 877.268.8046 or emailing library@columbiasouthern.edu. Chat reference service is available 24/7, 365 days a year from the Ask a Librarian chat widget on the right side of the library webpage.

All sources used must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style.

660 wk3 db1 res

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Respond to…

I honestly do believe that the percentage of 50 to 75% is true. The reason that is, is because I have seen in my own eyes so many leaders that have not been great examples. They were in a position when in reality they should of not been there. Leaders are the example and when we put leaders that are not fit. It sets the tone for the entire organization. Leadership is extremely important in any role and an effective should always be in that place of authority. I do not believe that this percentage is to low or high because that is the number that I have seen of ineffective leaders in an organization.  According to our lecture, some great traits of a leader include intelligence, honesty, self-confidence, and appearance. If a leader exhibits these traits they are able to be an effective leader. I truly believe that these are some of the main factors of what a leader should actually be.  An ineffective leader shows traits such as communication problems, no time management skills, and they are always stressed. I had a leader once who was always stressed and always worried. Which in that case as he was my leader caused me to do the same. He was always worried about us not hitting goal when needed and that we were all going to get fired. He always had me worked up and worried, which I never really am. Due to his ineffective leadership traits, they started to rub off on me. After time, I was able to handle it and learn to not learn from him because of his ineffective leadership traits. As I soon became my own leader and attempted to do what is right for my employees. 

Warrick, D.D. (2016).  [Electronic version]. Retrieved from https://content.ashford.edu/

Respond to…

One major aspect of effective leadership is the ability to get others to do things. Effective leaders have the ability to motivate and sway employees opinions in order to accomplish what they (the leaders) want. The 50% to 75% rate of incompetence in leadership roles is definitely too high but not at all alarming. The reason is that leaders today do not invest time and effort to develop interpersonal relationships with their employees. While many organizations evaluate people in leadership roles for competence on how to do a job, they do not conduct interpersonal competency evaluations. Interpersonal competency is the process in which people interact effectively (Spitzberg & Cupach, 1988). One of the reasons there is a high percentage of managerial incompetence is because most assessments used in the selection process do not include interpersonal competence as a criterion. Additionally, most managers are not willing to change their leadership style(s) in order to be more effective (Nowack, 2010). 

Over the span of my career, I have worked with effective as well as ineffective leaders. The effective leader, one in particular, had the ability to engage with the employees in a way that motivated the employees to work harder than usual. He was able to convey his vision, state the direction in which he wanted to go, and inspire his team to do so all while being engaged with the employees. During crunch times, he jumped in and helped or asked employees if they needed help. The work environment was tension-free because he was easy going and engaging, proof that an organizations culture is determined by its leaders behaviors.

A leaders ability to get employees to do what he wants is usually directly linked to his interpersonal skills and behavior. According to Warrick (2016), most leaders lack interpersonal skills and therefore find it difficult to get employees to do what they want. Leadership behaviors that are people-oriented tend to get more out of their employees. Some of the traits my former boss demonstrated included compassion, confidence, emotional intelligence, honesty, and good morals. He was fair, in that he created a work environment in which the manager/employee relationship was pleasant and brought about a sense of equality. 

Ineffective leaders can be the reason organizations dont do well. Ive had quite a few employers whose leadership skills were less than desirable, thereby proven ineffective. They were either bullies, unapproachable and did not interact with employees, lacked the ability and skills to problem-solve, or bad communicators. One in particular, was indecisive, did not provide clear directions, and did not show empathy for his employees. Another one of my former employers was rude, and disregarded his employees completely. He often insulted them in group settings, and created an environment in which employees tensed up whenever he was around. He never praised his employees when they did well, and always scolded them when the work was late or done incorrectly.

It has been established that an organizations culture is determined by the behaviors and characteristics of the leadership. It can therefore be concluded that when the leaders demonstrate undesirable behaviors, the ripple effect is that it becomes the culture (Pienaar, 2011). Employees are not motivated to work hard. It is difficult to get employees to do what the leaders want because there is no interpersonal relationship. In fact, ineffective leaders create fear and hostile work environments. In these organizations, the turn-over rate is usually high and people do not take pride in their work. Ultimately, leading to the downfall of a company.

References

Nowack, K. (2010). How incompetent are leaders today? Retrieved from

How Incompetent Are Leaders Today?

Pienaar, J. W. (2011). What lurks beneath leadership ineffectiveness? A theoretical overview. African Journal of Business Management, 5(26), pp. 10629-10633. Retrieved from http://www.academicjournals.org/journal/AJBM/article-full-text-pdf/4FAAA8115748

Spitzberg, B. H., & Cupach, W. R. (1988). Handbook of interpersonal competence research.

New York: Springer-Verlag New York Inc.

Warrick, D. D. (2016). Leadership: A high impact approach. [Electronic version]. Retrieved

from https//content.ashford.edu/