Treating a Pregnant Patient with Mental Disorder |

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Consider your prior case studies for Depression and Bipolar. Revisit and thoroughly review them.

 
1.  How would your treatment plan (medications, therapy, etc) change for the        pregnant female with Depression and Bipolar Mania?
2.  How would this change if the female were lactating?
3.  What patient teaching would you include?
 
Please see Bipolar and Depression case studies files attached to complete the assignment. Thanks

 

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Leader Liabilities: Most Reactive versus Most Creative

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Instruction:

Case Study: Manager Eduardo

This gives you an opportunity to apply the concepts and lessons you have learned so far.  To be successful in this case study, you will need to reference course material including leadership competencies in the leadership circle, leading verses managing, balancing between task and relationship, and scaling leadership capabilities by identifying growth opportunities.  It is necessary to cite your credible sources in APA format.  You will be graded based on your ability to apply the concepts you have learned so far.  Your writing should speak the leadership language and terminology.  As a guide, utilize TWO or more credible sources.  These sources can include the course text, the articles in the resources tab, or any relevant articles from the school library or any other credible source.  Internet blogs and random internet sites do not count as credible sources.  Learn to support your writing with high quality credible sources adding value and credibility to your arguments.

Submit a Word document using double spacing, 12-point Times New Roman font, and one-inch margins. This assignment must be 2 pages in length and include references cited in APA format.

Case: President Edwardo
Edwardo is the president of an organization. As you read the comment below, see if you can identify the towering strengths that helped him get promoted into his current position but have become Non-Differentiating. Also, see if you can spot the liabilities that Edwardo possesses as a leader.

Edwardo is extremely intelligent and typically gets to the solution before everyone else. This is often his downfall as he moves quickly to implementing a solution when in fact the organization is two steps behind him. This creates a disconnect with the team. In his role as president, he should be teaching people how to fish. Unfortunately, Edwardo gets frustrated with the lack of responsiveness from the organization and, as a result, hands over the fish. This can create insecurity and frustration, with people feeling they cannot live up to his expectations.

Edwardo does not leverage his team to create the desired vision. Because he is intelligent and gets to answers faster than most, he loses patience and decides to do all the work himself. By doing so, he misses out on the input of others and fails to garner support for the vision. When he becomes quickly entrenched in his position, he often ignores valid input and alternative points of view.

Edwardo thinks he knows best (he does not listen to others), and he does not inspire confidence in his team. As a result, his professional arrogance creates more of a dictatorial leadership style, which in turn produces adversarial relationships internally (Edwardo versus everyone). Over time, this outcome will also spread to external partners. In the end, we will continue to lose talent, which will eventually impact business performance.

Like many leaders we meet and work with worldwide, Edwardo is a classic example of a brilliant man reaching the limits of his development. He is facing his development gap. We suspect his leadership effectiveness has capped out or is steadily decreasing as a result.

While this comment does not provide us with Edwardos business context, we can assume he is in over his head, under stress, and defaulting to reactivity, which undermines his effectiveness. The combination of Non-Differentiating Strengths (however towering) and the Reactive default behaviors that show up under pressure puts Edwardo at his limits to scale. Too much depends on him, and his working more, harder, and faster will make things worse.

Edwardo is not merely challenged to develop additional competencies, he has reached the limits of Reactive leadership and is challenged to evolve into a Creative leader, the first condition for scaling leadership.

need help with a case study and 1 question

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Please follow the instruction be original and plagiarism free.

 

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Conduct a Needs Assessment survey assignment help

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Organization Survey

Part 2: Conduct a Needs Assessment

Training and development processes begin with a needs assessment. Given the economic pressures that businesses face today, it is imperative that those needs be connected to specific organizational performance issues. There are three different forms of analysis you will need to complete.

  1. Organizational analysis involves determining the appropriateness of training given the organization’s business strategy, its resources available for training, and support by managers and peers for training activities.
  2. Person analysis involves (1) determining whether performance deficiencies result from a lack of knowledge, skill, or ability (a training issue) or from a motivational or work-design problem; (2) identifying who needs training; and (3) determining employees’ readiness for training.
  3. Task analysis identifies the important tasks and knowledge, skill, and behaviors that need to be emphasized in training for employees to complete their tasks.

Hints for a Successful Needs Assessment

As you conduct your needs assessment, you may want to consider four potential sources of information that may help you in your analysis. Information such as employee turnover analysis, incident reports, long-range production goals, employee satisfaction studies, and physical plant layout can tell us a lot. Examples of other documents you may wish to consider include the following.

  • Business documents: Key business documents can be used to determine areas of poor performance and developmental needs. Such documents may include
    1. unit productivity reports;
    2. customer satisfaction surveys;
    3. communication survey reports; and
    4. competitive analysis reports.
  • Organization survey: Questionnaires can be created that probe for areas in which systems, structures, or processes are not functioning as intended. They can be used to look toward group, departmental, or individual issues. (Submit your survey to be used for gathering data by the end of Week 3—70 points.)

For the needs assessment, you will want to consider potential sources of information that may help you in your analysis. This assignment is a building block toward compiling the information for the project. You will create a survey or questionnaire to be used for gathering the data.

Assessment Questionnaires: Questionnaires can be created that probe for areas in which systems, structures, or processes are not functioning as intended. They can be used to look toward group, departmental, or individual issues. See the information below regarding ideas for your Assessment Questionnaires. Remember to place the paper in the Week 3 Organization Survey Dropbox by end of day Sunday MT of the Week 3.

Potential questions include:

1. I am involved in decisions that directly affect my job.

2. My supervisor communicates with me on a regular basis.

3. I clearly understand what is expected of me.

4. I am rewarded for good performance.

5. My opinion has been asked regarding what needs to change in my work area.

6. I understand why the decisions that affect my job are made.

7. My supervisor gives me information that is important to me.

8. I have the skills necessary to perform my job properly.

9. I am rewarded for working well with others.

10. I receive frequent feedback on my performance.

11. I believe the information that I receive from my supervisor.

12. I have the tools necessary to perform my job properly.

13. My job leaves me with a sense of accomplishment.

14. I understand the information that I receive from my organization.

15. I am encouraged to make decisions that affect my job.

16. I am encouraged to communicate with my supervisor.

17.Team goals are supported throughout my organization.

18. My organization treats all employees well.

19. I have the information necessary to make decisions that affect my job.

20. I am encouraged to communicate with others.

21. The feedback that I receive is directly related to my job performance.

22. My organization treats all employees fairly.

23. My supervisor allows me to communicate my thoughts without fear of reprisal.

24. The feedback that I receive is constructive in nature.

25. My organization is interested in the growth and development of its employees.

26. I believe the information that I receive from my organization.

Observations: Individuals can be observed onthejob and their interactions and activities noted for further analysis. Observations can include

1.  how individuals communicate (time spent, amount of detail, responsiveness);

2.  how individuals make decisions (time spent, involvement sought, etc.); and

3.  how work is performed (under pressure, in groups, etc.).

Interviews: Interviews can be conducted in person or via a distributed questionnaire that probe for areas where performance may be improved. Potential interview questions include the following.

1.  What do you think the most important part of your job is? What is least important?

2.  What would you like to learn to make your job easier or better? What are the programs, processes, or resources available for you to learn from?

3.  How have you developed the skills that you have?

4.  Who brings problems to you and what kind of problems are they? How do you usually solve them? Who do you ask for help?

5.  What do you find most frustrating about your job?

6.  What would you like to be spending your time doing? What would need to happen to let you do that?

It is up to you to determine the methodology to be used in conducting the assessment. Considerations should include the willingness of the organization and its employees to provide information, the availability of information from the organization to be studied, and the availability of individuals in the organization to be interviewed/observed.

The nature of the needs analysis, of course, also should be based on the type of assessment desired. Given the broad coverage of the course, assessment may include, but would not be limited to, the following.

1.  Group processes and group effectiveness

2.  Departmental effectiveness

3.  Decision-making process effectiveness

4.  Individual skills development

5.  Group skills development

6.  Career development

Needs Assessment Design, Implementation, and Analysis

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Design a needs assessment that analyzes organizational objectives and goals and then examines the factors that affect reaching those goals. Your analysis should look at the organization, person, and task levels. Be sure you fully describe your methodologies, process, and results.

 

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