Bloodstain Types

Bloodstain Types

Bloodstains are categorized into passive, spatter, and altered bloodstains. These categories are further sub-categorized. The nature of the bloodstain is dependent upon volume, distance, and surface texture.

Based on your understanding of the topic, answer the following question:

  • What are the effects of free-falling blood onto concrete?
  • Does the stain from free-falling blood onto concrete differ from free-falling blood dropping onto other porous, rough-textured surfaces? Why or why not? Discuss.
  • Elaborate with the help of descriptions of the physical characteristics of each type of bloodstain.

View an image of a bloodstain on a porous surface.

Image I will attach the images

In regard to the image, discuss the following:

  • How would you determine the distance fallen for each of the three stains?
  • Why are the three stains different from one another?

View a photograph:

Bloodstain Photo

Discuss the bloodstains depicted in the photograph.

  • What is your opinion on the category of stains present?

In 2006, Mr. Ross Gardner published a study regarding the diameter of the smallest parent stain produced by a drip.

View the published study:

Gardner Doc

Based on your understanding of the study, discuss the following:

  • What is the significance of Mr. Gardner’s findings?
  • How has Mr. Gardner’s findings improved the analysis of passive bloodstains? Discuss.
  • What probative value does this research have in the overall analysis of this type of bloodstain?

Create a 2- to 3-page detailed report in a Microsoft Word document addressing the above questions.

Support your responses with examples.

Cite any sources in APA format

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 Psychology: Master: Coursework: English (U.S.): 7 pages/1925 words:APA 5 sources due in 24 hours Cavico, Muffler and Mujtaba (2013) claim that appearance discrimination in employment, especially base

 Psychology: Master: Coursework: English (U.S.): 7 pages/1925 words:APA 5 sources due in 24 hours

Cavico, Muffler and Mujtaba (2013) claim that appearance discrimination in employment, especially based on perceived “attractiveness,” has emerged as a controversial, and complicated, legal, ethical, and management concern. Your task this week is to assume that you have been asked to consult for a major physical fitness club chain to create an objective employee selection protocol. The owner has heard rumblings through the organization grapevine that attractive females and males tend to be promoted more often than less attractive ones. The owner is very concerned about possible lawsuits. He wants you to develop an objective appearance blind” job evaluation protocol to ensure that claims of bias cannot be made. Your task is to design an employee evaluation protocol that will focus on objective job criteria and not on physical appearance. You will need to locate at least five tests from the Mental Measurements Yearbook in the NCU library to support your proposal. Reference Cavico, F. J., Muffler, S. C., & Mujtaba, B. G. (2013). Appearance discrimination in employment. Equality, Diversity and Inclusion: An International Journal, 32(1), 83-119. doi:http://dx.doi.org/10.1108/02610151311305632

 Comments:here is one of the test to support objectivity.  _____ 

EBSCO Publishing    Citation Format: APA (American PsychologicalAssoc.):  _____ 

NOTE: Review the instructions athttp://support.ebsco.com/help/?int=ehost&lang=en&feature_id=APA and makeany necessary corrections before using. Pay special attention topersonal names, capitalization, and dates. Always consult your libraryresources for the exact formatting and punctuation guidelines.

References

King, J. E. (n.d.). Employee Evaluation Series. Retrieved fromhttp://proxy1.ncu.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=mmt&AN=test.10015&site=ehost-live

  _____ 

Employee Evaluation Series

Review by BRENT BAXTER, Director, Agencies Research Division, ThePrudential Insurance Company of America, Newark, New Jersey:This series provides an overall package for evaluating most employees inmany companies. It has many practical aspects and attempts to present asimple formula for supervisors in both reviewing and interpreting theperformance of their employees.The structure of the series is a list of statements for each of the sixwork areas for which a form is provided. There are 50 items for eachtype of work (60 in forms are to be published). The value of the forms,to any given company is limited by the degree to which these generalitems apply to the job of the person being rated. The company might wellprefer to add or subtract certain items or put a different emphasis onthe job components than is included in the printed list. Theinstructions and language also will not be appropriate for allcompanies. Thus, a company which likes this multiple item approach torating may choose between the labors of tailor-making its own form orthe adoption of a carefully made form which may not fit its situationtoo well.The author emphasizes that this rating approach minimizes the haloeffect and lays stress on evaluating performance. But there is stillample opportunity for halo effect. Many items concern attitude ratherthan performance behavior, e.g., “Completely sold that this is the ‘bestplace in town’ to work,” Responses to this kind of item are subject tothe halo effect.At present, there is no manual to go with the series to explainadequately its reliability and other evaluating data. The author reportsone is currently being prepared. He submitted a manuscript of an APA(1949) paper indicating a corrected split half reliability for theclerical series of .92. Results from two raters correlated .81 (1). Itcorrelated .73 with results from a man-to-standard rating scale. Fromthe APA paper one may conclude that the clerical series has hadextensive statistical analysis. Efforts have been made to weed outambiguous items and items which correlate highly with the total score.Considerable effort has been made to design a scale which will result ina normal distribution of scores. While this achieves a desirable spreadof scores, there has been some overconcern with this aspect. Each rateris “expected” to achieve this normal distribution which may not fit hisgroup at all.The evaluation “system” is tied in with both percentiles and stanines.To have both of these scales may be confusing to many and isunnecessary. The stanine ranges are not calculated as is usually done(i.e., in equal class intervals).The present series provides for the rater to check a statement if it istrue about the employee and to leave it blank otherwise. Omissions thusmay be counted “against” the employee. The author reports that a revisedseries will provide for a “not true at present” marking. Neither formallows the rater to mark the statement “not relevant” or “don’t know.”This may force unjust ratings to be made.The author claims that by adding the favorable replies on the statementsone achieves a total score “in which the whole is actually greater thanthe sum of its parts.” This statement may mislead many readers intothinking that something special is added in some mysterious way.Apparently what is meant is that the items really represent a sample ofthe total number of statements that might be made about the employee andthat conclusions may now be drawn about the total. In view of how thesample was drawn, it might be much better to limit interpretations tothe specific statements.SUMMARY. The series utilizes the multiple item rating approach toprovide industry with a ready-made rating program. Although it is neatlyarranged and has many practical features, it doesn’t live up to some ofits marketing claims, such as being a basis for “getting away fromfavoritism and influence.” It is not a cure-all for personnel problems.It will not fit all companies; a tailor-made instrument is to bepreferred.

 

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As an advanced practice nurse assisting physicians in the diagnosis and treatmen

As an advanced practice nurse assisting physicians in the diagnosis and treatment of disorders, it is important to not only understand the impact of disorders on the body, but also the impact of drug treatments on the body. The relationships between drugs and the body can be described by pharmacokinetics and pharmacodynamics. Pharmacokinetics describes what the body does to the drug through absorption, distribution, metabolism, and excretion, whereas pharmacodynamics describes what the drug does to the body. When selecting drugs and determining dosages for patients, it is essential to consider individual patient factors that might impact the patient’s pharmacokinetic and pharmacodynamic processes. These patient factors include genetics, gender, ethnicity, age, behavior (i.e., diet, nutrition, smoking, alcohol, illicit drug abuse), and/or pathophysiological changes due to disease. For this Discussion, you reflect on a case from your past clinical experiences and consider how a patient’s pharmacokinetic and pharmacodynamic processes may alter his or her response to a drug. To Prepare • Review the Resources for this module and consider the principles of pharmacokinetics and pharmacodynamics. • Reflect on your experiences, observations, and/or clinical practices from the last 5 years and think about how pharmacokinetic and pharmacodynamic factors altered his or her anticipated response to a drug. • Consider factors that might have influenced the patient’s pharmacokinetic and pharmacodynamic processes, such as genetics (including pharmacogenetics), gender, ethnicity, age, behavior, and/or possible pathophysiological changes due to disease. • Think about a personalized plan of care based on these influencing factors and patient history in your case study. Post a description of the patient case from your experiences, observations, and/or clinical practice from the last 5 years. Then, describe factors that might have influenced pharmacokinetic and pharmacodynamic processes of the patient you identified. Finally, explain details of the personalized plan of care that you would develop based on influencing factors and patient history in your case. Be specific and provide examples. Resources Rosenthal, L. D., & Burchum, J. R. (2021). Lehne’s pharmacotherapeutics for advanced practice nurses and physician assistants (2nd ed.) St. Louis, MO: Elsevier. • Chapter 1, “Prescriptive Authority” (pp. 1–3) • Chapter 2, “Rational Drug Selection and Prescription Writing” (pp. 4–7) • Chapter 3, “Promoting Positive Outcomes of Drug Therapy” (pp. 8–12) • Chapter 4, “Pharmacokinetics, Pharmacodynamics, and Drug Interactions” (pp. 13–33) • Chapter 5, “Adverse Drug Reactions and Medication Errors” (pp. 34–42) • Chapter 6, “Individual Variation in Drug Response” (pp. 43–45) American Geriatrics Society 2019 Beers Criteria Update Expert Panel. (2019). American Geriatrics Society 2019 updated AGS Beers criteria for potentially inappropriate medication use in older adults. Journal of the American Geriatrics Society, 67(4), 674–694. doi:10.1111/jgs.15767 American Geriatrics Society 2019 updated AGS Beers criteria for potentially inappropriate medication use in older adults by American Geriatrics Society, in Journal of the American Geriatrics Society, Vol. 67/Issue 4. Copyright 2019 by Blackwell Publishing. Reprinted by permission of Blackwell Publishing via the Copyright Clearance Center. This article is an update to the Beers Criteria, which includes lists of potentially inappropriate medications to be avoided in older adults as well as newly added criteria that lists select drugs that should be avoided or have their dose adjusted based on the individual’s kidney function and select drug-drug interactions documented to be associated with harms in older adults. Drug Enforcement Administration. (n.d.-a). Code of federal regulations. Retrieved February 1, 2019, from https://www.deadiversion.usdoj.gov/21cfr/cfr/1300/1300_01.htm This website outlines the code of federal regulations for prescription drugs. Drug Enforcement Administration. (n.d.-b). Mid-level practitioners authorization by state. Retrieved May 13, 2019 from http://www.deadiversion.usdoj.gov/drugreg/practioners/index.html This website outlines the schedules for controlled substances, including prescriptive authority for each schedule. Drug Enforcement Administration. (2006). Practitioner’s manual. Retrieved from http://www.legalsideofpain.com/uploads/pract_manual090506.pdf This manual is a resource for practitioners who prescribe, dispense, and administer controlled substances. It provides information on general requirements, security issues, recordkeeping, prescription requirements, and addiction treatment programs. Drug Enforcement Administration. (n.d.-c). Registration. Retrieved February 1, 2019, from https://www.deadiversion.usdoj.gov/drugreg/index.html This website details key aspects of drug registration. Fowler, M. D. M., & American Nurses Association. (2015). Guide to the Code of Ethics for Nurses with Interpretive Statements: Development, Interpretation, and Application (2nd ed.). Silver Spring, Maryland: American Nurses Association. This resource introduces the code of ethics for nurses and highlights critical aspects for ethical guideline development, interpretation, and application in practice. Institute for Safe Medication Practices. (2017). List of error-prone abbreviations, symbols, and dose designations. Retrieved from https://www.ismp.org/recommendations/error-prone-abbreviations-list This website provides a list of prescription-writing abbreviations that might lead to misinterpretation, as well as suggestions for preventing resulting errors. Ladd, E., & Hoyt, A. (2016). Shedding light on nurse practitioner prescribing. The Journal for Nurse Practitioners, 12(3), 166–173. doi:10.1016/j.nurpra.2015.09.17 This article provides NPs with information regarding state-based laws for NP prescribing. Sabatino, J. A., Pruchnicki, M. C., Sevin, A. M., Barker, E., Green, C. G., & Porter, K. (2017). Improving prescribing practices: A pharmacist-led educational intervention for nurse practitioner students. Journal of the American Association ofNursePractitioners, 29(5), 248–254. doi:10.1002/2327-6924.12446 The authors of this article assess the impact of a pharmacist-led educational intervention on family nurse practitioner (FNP) students’ prescribing skills, perception of preparedness to prescribe, and perception of pharmacist as collaborator.

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Parent-child relationships in later life differ from those earlier in the life s

Parent-child relationships in later life differ from those earlier in the life span. They are influenced by a lengthy joint history and extensive shared experiences and memories. If you are an emerging adult, what is the nature of the relationship of your parents with their parents and grandparents (if they are alive)? If you are a middle-aged adult, how would you characterize your relationship with your parents (if they are still alive)? Explain your answer. 250 words APA

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