PEER RESPONSE: please respond to the following discussion post

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Module 7: Why EBP (RH)

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Richard Hess posted May 9, 2023 7:43 AM

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Argue the pros and cons of evidence-based practice (EBP). Why would a focus on EBP be good for the discipline of nursing? How can barriers to the use of EBP be overcome?

There are several benefits to evidence-based practice.  It specifically reduces variability through decreased intuition, more systematic approaches to care, removes bias or traditional opinions on care out of the equation (Tappen, 2023).  This creates a reliability to care.  A great example would be Nightingale bringing hand hygiene and cleanliness to care.  Prior to her evidence-based practices unwanted death occurred (McDonald, 2001).  She recognized native children were dying at double the rate comparatively to English children mostly related to preventable diseases.  This lead to preventative medicine and hygiene which prevented these negative outcomes.  Additionally, she pioneered trained nurses or professional nurses.  This lead to more method based care as opposed to “pauper” nurses who did whatever they understood to do as opposed were systematically trained to do.  Nightingale is a great example of the benefits of evidence-based practice. 

There are negatives of evidence-based practice.  They include

  • Not all evidence-based practice in research translates well into clinical practice.  A controlled environment is not the same as the patient care area (Goldman & Shih, 2011).
  • A practice does not translate always from person to person.  They may experience the same symptoms but have a completely different cause (Goldman & Shih, 2011).
  • Evidence-based practice does not always translate to ethical limitations (Goldman & Shih, 2011).  Practices are in place to effectively resolve the issue.  That does not always translate to patient’s wishes, beliefs, values, and wishes.  Keeping that in mind is relevant to excellent care.

The benefit of EVB is easily repeated and translatable care which an expected result.  It indexes towards reliability.

To overcome barriers, the limitations must be recognized.  This includes thinking about the practice from an ethical lens and recognizing each patient is an individual.  Recognizing blood pressures for a white male is not really representative of a black female.  Having general repeatable practices but leaving variation to avoid being mechanical is the best method to implement EVB that is accepted by patient and nurse.

 

References

Goldman, J. J., & Shih, T. L. (2011). The limitations of evidence-based medicine: Applying population-based recommendations to individual patients. AMA Journal of Ethics, 13(1), 26–30. https://doi.org/10.1001/virtualmentor.2011.13.1.jdsc1-1101

McDonald, L. (2001). Florence Nightingale and the early origins of evidence-based nursing. Evidence-Based Nursing, 4(3), 68–69. https://doi.org/10.1136/ebn.4.3.68

Tappen, R. M. (2023). Advanced nursing research: From theory to practice (3rd ed.). Jones & Bartlett Learning.

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Part 1 – Prepare a summary of each of the 3 tasks.

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Outline- Here is a brief outline of your Key Assignment. Please do not hesitate to reach out to me if you have any questions!

Key Assignment Draft

Complete the following OUTLINE for your Key Assignment draft:

  • All of the Individual Project assignments that you have completed so far in this course will all be components of the HCM337 Key Assignment, which will be due next week in Unit 5. So far you have discussed corrective action (Unit 1 IP), resolved a management problem with employees showing resistance to change (Unit 2 IP), and developed an organizational chart (Unit 3 IP). For this week’s Unit 4 Individual Project assignment, you will complete the following tasks.
  • Part 1 – Prepare a summary of each of the 3 tasks mentioned above.
  • Part 2 -Research and develop a mission and values statement for a facility.
  • Part 3 – Describe what type of health care this facility will provide.
  • Summarize their purpose and services provided, such as the type of health care, number of staff, type of staff, size, departments, and so forth.

Part 1 – Prepare a summary of each of the 3 tasks.1- Corrective Action: 1. What is a corrective action 2. Process (steps) of corrective action  3. Motivation or empowerment through corrective action2-Implementing and Motivating Change: 1. How change affects the workplace 2. Best to communicate and motivate change  3. Provide training on the change and what is expected3 Organizational chart: 1. Purpose of chart 2. Workflow within the organization  3. Relationships between employees and their functions. KEEP IN MIND-Your outline is THREE Parts-this is just a same for PART 1 only
Rough draft- Complete the following for your Key Assignment draft:

  • All of the Individual Project assignments that you have completed so far in this course will all be components of the HCM337 Key Assignment, which will be due next week in Unit 5. So far you have discussed corrective action (Unit 1 IP), resolved a management problem with employees showing resistance to change (Unit 2 IP), and developed an organizational chart (Unit 3 IP). For this week’s Unit 4 Individual Project assignment, you will complete the following tasks.
  • Part 1 – Prepare a summary of each of the 3 tasks mentioned above.
  • Part 2 -Research and develop a mission and values statement for a facility.
  • Part 3 – Describe what type of health care this facility will provide.
  • Summarize their purpose and services provided, such as the type of health care, number of staff, type of staff, size, departments, and so forth.

Final draft- In Unit 4, you submitted a draft of your Key Assignment. This week, you will put together the final version of this assignment. In Part 1 below, you will review and make any necessary corrections to the draft you submitted in Unit 4. Next, instructions in Part 2 below explain what additional content needs to be added your document

Part 1

Revisit your Key Assignment draft from the Unit 4 IP, which should include the following:

  • In preparation for your Key Assignment, you have discussed corrective action, resolved a management problem with employees showing resistance to change, and developed an organizational chart. Prepare a summary of these tasks.
  • Research and develop a mission and values statement for a facility.
  • Describe what types of health care this facility will provide.
    • Summarize their purpose and services provided, such as the type of health care, number of staff, type of staff, size, departments, and so forth.

    Update your Key Assignment draft with any peer review feedback from the discussion board and from faculty grading feedback.

  • Part 2
  • Add the following in 2-3 pages (not including title page and reference page) of new information and content to your Unit 4 IP draft to your Key Assignment:
  • Develop 5 ethical standards to implement at your chosen facility.
    • Research 2 companies with ethical standards, and develop standards in your own words.
    • 2 APA references are required.
  • How would you present this information to staff during orientation or training?

Jordan is four years and six months old and he is capable of reading at an emergent reader level. You noticed that he does not like the block center and refuses to go to the paint center. During group work, he does not work well with the other students, sometimes yelling at them and refusing to share.

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For this assignment, imagine you are the teacher in a four-year-old preschool classroom, and you have a student whose behaviors concern you:

Jordan is four years and six months old and he is capable of reading at an emergent reader level. You noticed that he does not like the block center and refuses to go to the paint center. During group work, he does not work well with the other students, sometimes yelling at them and refusing to share.

You are preparing for a meeting with the family of Jordan. Develop an action plan for the family in which you will discuss your observations and strategies that would help the student’s development. The action plan will explain the following:

  • Identification of the specific academic or behavioral concern for Jordan.
  • Explanation if you think the academic or behavior concern is a delay in a milestone or a learning style preference, and justify your thought process. (Note: Teachers cannot diagnosis a disability.)
  • Description of two instructional strategies to support the child in the classroom.
  • Explanation of how you could collaborate with other professionals, including specialized experts, to support the student’s learning outcomes.
  • Description of two activities families can engage in with their child at home that would support the child’s development.
  • Description of how and when you will be communicating the student’s progress with the family.

Support your action plan with 2-3 SCHOLARLY REFERENCES

Evaluate three (3) factors that influence employee motivation and provide one (1) original example of each.

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Part A

 

1.      Evaluate three (3) factors that influence employee motivation and provide one (1) original example of each.

 

2.      Compare and contrast three (3) motivation theories, choose one to support and defend, and provide one (1) original example that illustrates each.

 

Part B

 

Julie will be adopting a child in December and needs to take 10 weeks off to complete the process and bond with the baby.  Julie works full time and has worked for her current employer (which has over 75 employees at its one location) for four years.

 

Steven is having knee surgery next week and will be off for six weeks.  He is full time and has worked for his employer, which has almost 30 employees, for 7 months.

 

1.      Provide a brief explanation of the FMLA law and appraise this law.

 

2.      Which of these individuals is eligible for Family & Medical Leave Act (FMLA) leave?  Provide two (2) supporting facts to justify your position. Share your opinion about why you have made your decision with elaborations and evaluate the issue of fairness.

 

Solution

Factors that Influence Employee Motivation

Employee motivation refers to the level of commitment, energy and creativity that company workers bring to their workplace. The key to achieving the highest possible results in an organization depends on the ability to identify the factors that drive each individual in the work place. Among the factors that influence employee motivation is the non-monetary incentives (Le, Aquino, Jalagat, Truc, Si & My, 2021). Here, individuals receive recognition and rewards for their hard input in the organization. This is mainly a way to satisfy employee’s self-actualization needs. This falls in the case of acknowledgement of extraordinary performance, increasing morale and motivating high performance among the employees. A good example of non-monetary incentives in organizations is when an employee in a sales organization is acknowledged for having the most sales in a month and perhaps is even awarded a trophy for it.

The second factor is when an organization invests in its employees. Most employees prefer career development trainings and opportunities as compared to rewards and recognitions (Le et al., 2021). Hence, this makes development a key factor for motivating employees. More so because it makes employees self-dependent thus, allowing for them to contribute more effectively in the organization. This factor is also associated with bringing about loyalty from the employees as it shows them that the organization values them and wants them to make more progress in the organization. A good example of the development factor is when organizations pay for extra training of their staff, this is in terms of educational advancements.

The third motivational factor is enabling a good work life balance (Le et al., 2021). Motivated employees are more prepared to work longer hours and are less likely to leave the organization. In a good work life balance, employees are willing to go over and above for the success of the organization. Hereby, an organization must ensure that employees work reasonable hours while combining work with activities that promote one’s health and wellbeing. A good example is rewarding employees with paid vacations in order to allow for employees to bond with their families.

Compare and Contrast Three Motivation Theories

Motivation theories refer to the studies associated with understanding the force driving people towards working to a particular goal. Among the motivational theories include; Maslow’s hierarchy of needs. According to Maslow, a person is motivated only when his needs are fulfilled (Badubi, 2017). Additionally, the needs start from the lowest basic needs and keep moving up the levels. As such, the leader must understand the specific needs of individuals in the team and work accordingly in order to help them fulfill their needs.

The second is the Hertzberg’s two factor theory. This theory classifies the needs into two categories; motivating and hygiene factors (Badubi, 2017). Motivation factors are needed for ensuring satisfaction and motivation for employees so that they can acquire higher performance. Hygiene factors on the other end see to it that employees are not dissatisfied and mere presence of them does not guarantee employee motivation. Hence this calls for both factors for the theory to work.

Thirdly is the McClelland’s theory of needs. This theory depicts that we all have three motivating factors. These are; achievement, affiliation and power. Among the drivers one is dominant in our behavior (Badubi, 2017). The drive majorly depends on our life experiences.   In comparison, all three theories work towards employee motivation. They also exhibit stark differences. For instance, in Maslow’s theory, one’s motivation occurs from fulfilment of one’s needs. On the other hand, Hertzberg’s two factor theory, motivation depends on two factors (motivation and hygiene) which must be met. This also contrasts to McClelland’s theory, motivation occurs from drivers that are dependent on our life experiences.

I choose to support the Hertzberg’s two factory theory. This is majorly because it does not only focus on factors that lead to satisfaction but it also checks on the factors that lead to employee dissatisfaction (Badubi, 2017). Notably, without both factors employees motivation cannot be attained both hygiene and motivation factors must be looked into.

Brief explanation of the Family and Medical Leave Act law

The Family and Medical Leave Act of 1993 is a United States labor law that requires covered employers to provide their employees with unpaid job-protected leave for either qualified medical or family reasons (Donovan, Perry & Library of Congress, 2019). The act is designed to help employees balance between their work and family responsibilities. More so, the act provides for up to twelve weeks of unpaid but job-protected leave per year. However during this period their group health benefits must be maintained during the leave.

Which of these Individuals is Eligible for Family & Medical Leave Act (FMLA) Leave?

Julie is eligible for Family and Medical Act leave. This is because according to the act, for an employee to be eligible for the leave, they must have worked for their employer for at least twelve months (Donovan, Perry & Library of Congress, 2019). Julie on this case has worked for the organization for four years. Secondly, Family and Medical Leave Act only applies to organizations with fifty or more employees. My opinion on the matter is that Julie qualifies for the leave more than Steven. This is not only because of the stipulated laws but also judging on the fact that Julie has worked for the organization more than Steven. It is however, unfair for Steven being that his condition regards serious medical concerns but he has however, not met the eligibility criteria to qualify for the Family and Medical leave Act leave.

 

 

References

Badubi, M, R. (January 01, 2017). Theories of Motivation and Their Application in Organizations: A Risk Analysis. International Journal of Innovation and Economic  Development, 3, 3, 44 51.

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Donovan, S. A., Perry, R. M., & Library of Congress. (2019). The Family and Medical Leave Act           (FMLA). (CRS reports (Library of Congress. Congressional Research Service).
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Le, D. H., Aquino, P. G., Jalagat, J. R. C., Truc, N. T., Si, L. K. Q., & My, L. T. H. (January 01,       2021). Factors affecting employees’ motivation. Management Science Letters, 1063        1070.