Category: Health Care

Please be sure to answer each question fully and include references to your textbook and at least 2 supplemental resources. Each response should be at least 500 words in length. Textbook: Issues and Ethics in the Helping Professions – Corey/Corey/Corey

I have pictures of what is all needed to be included in the paper. If you have any questions please do not hesitate to message me and I will message back as soon as possible! Thank you!

1. Sara is a 45-year-old female presenting for her annual exam. Her blood pressure today is 160/90 HR 84 RR 16. Her height is 64 inches and her weight is 195. Her last visit to the clinic 3 months ago shows a BP of 156/92. She is currently taking ibuprofen 600 mg tid for back pain. She has no known allergies. What is the goal for her blood pressure? What medication would you prescribe to treat her blood pressure? What education would you prescribe? 2.Monty is a 52-year-old male following up on his labs that were drawn last week. He smokes 1 pack per day. He is currently on Lisinopril 20 mg po daily. He is allergic to penicillin. Fasting lipid profile shows total cholesterol 266, LDL cholesterol 180, HDL cholesterol 40, and Triglycerides 185. What treatment plan would you implement for Monty’s lipid profile? What is the goal Total Cholesterol (TC), HDL-C, and LDL-C level for Monty? How would you monitor the effectiveness of your treatment plan? How many risk factors for coronary artery disease does this patient have? Identify them specifically. 3.Beatrice is a 17-year-old female diagnosed with mild persistent asthma since age 7. During her visit today, she reports having to use her albuterol MDI 3 to 4 days per week over the past 2 months. Over the past week she has been using albuterol at least once per day. She reports being awakened by a cough three nights during the last month. She is becoming more short of breath with exercise. She also has a fluticasone MDI, which she uses “most days of the week.” Her current medications include: Flovent HFA 44 mcg, two puffs BID, Proventil HFA two puffs Q 4–6 H PRN shortness of breath, Yaz one PO daily, Propranolol 80 mg PO BID. What treatment plan would you implement for this patient? What medication changes would you make? How would you monitor the effectiveness of this plan? 4.Daute is a 56-year-old man seeking evaluation for increasing shortness of breath. He noticed difficulty catching his breath about 3 years ago. Physical activity increases his symptoms. He avoids activity as much as possible to prevent any SOB. His previous physician had placed him on salmeterol/fluticasone (Advair Diskus) one inhalation twice daily 2 years ago. He thinks his physician initiated the medication for the shortness of breath, but he is not entirely sure. He did not refill the prescription and has not been taking it. Pertinent history – Chronic bronchitis X 8 years with one exacerbation in last 12 months of treatment with oral antibiotics. He has a 40-pack-year smoking history. What treatment plan would you implement for this patient? What medication(s) would you prescribe? How would you monitor the effectiveness of this plan?

The final project deliverable for this course is a Microsoft PowerPoint (PPT) presentation, with speaker notes, based on the work done in previous milestones. The final project is the presentation of a quality improvement initiative proposal stemming from a healthcare quality issue identified in a healthcare organization of your choice. The proposal provides strategies for quality improvement using evidence-based resources. The final project combines the content from the milestones and covers topics including leadership styles, organizational structure, reimbursement implications, interprofessional collaboration, and change theory. The presentation also includes a concise plan for implementation and evaluation of the proposed initiative. This deliverable provides an opportunity to demonstrate sophisticated and critical analysis skills by synthesizing the information from a healthcare organization and evidence-based resources to create a well-articulated presentation to leadership to improve the quality of care. These skills and abilities are essential for nursing professionals who hope to drive positive, sound organizational change within the healthcare industry. For this project, you can use your current healthcare organization, a previous healthcare employer, or a healthcare organization that you want to work for in the future. In this assignment, you will demonstrate your mastery of the following course outcomes: Evaluate tracer methodology as an effective and sustainable means of measuring quality delivery of care Assess theories of change for their applicability and use in promoting performance improvement initiatives in healthcare organizations Analyze organizational processes that impact communication and flow of survey-required quality data throughout the healthcare institution Recommend interprofessional strategies that improve nursing-sensitive quality indicators Articulate the role of leadership in the planning, analysis, and implementation of performance improvement initiatives within the organization Analyze the relationship between quality outcomes and value-based reimbursement in healthcare for improvement opportunities Prompt Present a proposal for addressing a healthcare quality issue that provides an opportunity for a quality improvement initiative. Use evidence-based sources to support the development and implementation of the initiative. Consider organizational characteristics and leadership roles. Incorporate the feedback from the milestones to create a Microsoft PowerPoint presentation for the proposed initiative. Include speaker notes as part of the presentation. Specifically, the following critical elements must be addressed: Introduction and Proposed Initiative Analyze a healthcare organization to determine the key characteristics (including organizational values, if applicable) impacting its quality of care, with a focus on the relationship between quality outcomes and healthcare reimbursement. Articulate a quality outcome problem involving patient care and impacted by financial considerations that provides a quality improvement opportunity. Articulate a proposed initiative, including recommendations of interprofessional strategies to improve the patient care problem. Articulate a SMART goal that the leadership role can support in the planning, analysis, and implementation of the quality improvement initiative. Assess a quality improvement model for its applicability and use to promote change with the quality improvement initiative. Support Analyze the current leadership style and its role in the planning, analysis, and implementation of quality improvement initiatives within the organization. Detail existing interprofessional strategies within the organization that may influence or impact new and existing quality improvement initiatives. Appraise evidence-based resources for their support of the quality improvement initiative as a method of advancing quality patient care outcomes and healthcare reimbursement. Analyze the effect the quality improvement initiative will have on the relationship between the healthcare problem and healthcare reimbursement. Assess a change theory or model for its applicability to the quality improvement initiative. Planning Assess the unique contributions of key personnel to facilitate interprofessional collaboration strategies that can improve the success of the quality improvement initiative. Assess the organization, using tracer methodology, for the substantive data that supports the need for the quality improvement initiative. This data should consist of tracer data, performance improvement data, benchmarks, and any other data points relevant to your organization and quality improvement initiative. Use tracer methodology to determine the data collection requirements that will provide sustainable measurements for the quality improvement initiative. Analyze the organizational processes for barriers to both the flow of survey-required quality data and the communication of the data collected for the initiative. Implementation and Evaluation Analyze the current organizational processes that facilitate the communication flow used to implement a change initiative. Determine the organizational processes and tools required to effectively communicate the implementation components for the initiative. Utilizing tracer methodology, produce an evaluation plan that measures the effectiveness of the quality improvement initiative. Include necessary detail to deliver key points and requirements, such as specific data collection methods, timeframes for evaluation, and intended re-evaluation. Review the applicability of the quality improvement model and its use in promoting change through a quality improvement initiative. In other words, evaluate the effectiveness and the ease of use, timeliness, and efficiency of your chosen model for the progress and success of your initiative. Provide a comprehensive review of the quality improvement initiative with a final analysis of the role of leadership in planning, implementing, and evaluating quality improvement initiatives within the organization. Milestones Milestone One: Introduction and Proposed Initiative This milestone is due in Module Two. Milestone One introduces the quality improvement initiative, including a description and analysis of the chosen organization, the quality improvement opportunity, the proposal initiative, the goal, and the quality improvement model. This milestone is graded with the Milestone One Rubric. Milestone Two: Support This milestone is due in Module Three. Milestone Two provides the support for the quality improvement initiative with details about the leadership style, existing interprofessional strategies, evidence-based resources, reimbursement, and change theory. This milestone is graded with the Milestone Two Rubric. Milestone Three: Planning This milestone is due in Module Four. Milestone Three describes the planning for the quality improvement initiative, which includes key personnel, substantive data, data collection, and organizational barriers. This milestone is graded with the Milestone Three Rubric. Milestone Four: Implementation and Evaluation This milestone is due in Module Five. Milestone Four details the implementation and evaluation of the quality improvement initiative by describing the communication flow, processes and tools required, evaluation plan, organizational change, and providing a comprehensive review. This milestone is graded with the Milestone Four Rubric. Final Project: Submission The final project is due in Module Seven. This final project is graded with the Final Project Rubric. What to Submit Your presentation should be a Microsoft PowerPoint (PPT) presentation of approximately 15–20 slides, not including reference slides and introductory slides. References and in-text citations should use proper APA formatting. You should include appropriate speaker notes, and you may include an audiovisual recording of your presentation in your submission.

Please write a discussion post reply to the attached discussion post. Must be at least 450 words with at least 3 scholarly citations in APA format. Sources must have been published within the last five years. Must also integrate a minimum of 2 citations of scriiptural support as well as the textbook. Bible is not a reference.
Instructions for post are here: Diversity of the healthcare workforce is a current trend as detailed in Module 1: Week 1. The Equal Employment Opportunity Commission (EEOC) enforces Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Equal Pay Act of 1963 (EPA), and the Rehabilitation Act of 1973. Select 1 law you believe is important to employees and provide a brief descriiption of that law and its impact on employees. How can association policies or employer policies be used to supplement legal requirements if an organization would like to protect its employees or clients from discrimination? Defend your answer(s).
Post you will reply to is here: The Equal Pay Act of 1963 (EPA) is one of the most important laws to me as a working woman. The EPA was an amendment to the Fair Labor Standard Act (FLSA) and prohibited the payment of unequal wages because of gender who worked in the same company perform equal work on jobs that require equal skills, knowledge, effort, responsibility, and performing under the same working conditions (McConnell, 2023, p. 39). Sixty-one years later, since the passing of the Equal Pay Act in 1963, the pay gap between men and women remains the same and continues to be controversial (Shippey, 2019). Despite all the efforts from the government, women are still underrepresented in leadership positions. In 2020, reports show that women represent 44.7% of employees in S & P 500 companies, with 36.9% of first and mid-level managers. That dwindles down to 26.5% of senior-level managers, 11% top earners, and only 5.8% of chief executive officers (CEOs) (Richard et al. 2022). The role congruity theory explained that leadership roles are hard for women compared to men because, even with the progress women have made over the past decades, men typically hold higher-level leadership roles and the de-facto leaders (Richard et al., 2022). Another factor is that people associate leadership with masculine traits, and this creates bias against women in leadership positions. Furthermore, research shows that women are selected for leadership positions only when the organization is not doing well, and the firm wants to try something new (Richard et al., 2022). This can be a set-up for failure. Sadly, equality of pay is also not universal, and many men continue to receive higher pay than women for the same jobs.
Most states have acted to minimize the pay gap between men and women (Shippey, 2019). One example is that states have prohibited employers from basing employee’s current salary on the employee’s past wages at other jobs. In organizations, finding ways to break the gender-based glass ceiling is an important human resource management (HRM) issue. To ensure non-discriminatory practices during the recruitment and hiring process, HRM has a moral responsibility and duty to treat all applicants, regardless of their gender, race, age, and disability, with fairness, equality, and respect that is guided by basic ethical principles (Yu et al., 2021). HRM can support pay equality with a strong commitment to formalized, consistent, and transparent pay practices for men and women by focusing on job-related performance and limiting managerial discretion (Ugarte and Rubery, 2020). Examples include written policies and organizational processes that can mitigate gender biases.
I Corinthians 11:12 of The New International Version Bible (2011) says, “For as woman came from man, so also man is born of woman. But everything comes from God.” This passage applies to my discussion post about equality because God sees all His children as equal. No man or woman can be superior to each other because we need each other. God brings all His children together in Christ. Every man and woman is an important and necessary part of the church as well as society.
References:
McConnell, C.R. (2023). Human Resource Management in Health Care. Published by Jones & Bartlett Learning. https://mbsdirect.vitalsource.com/reader/books/9781284205329/epubcfi/6/62[%3Bvnd.vst.idref%3Di10_Chapter3_02]!/4/2[ch3lev1sec2]/10/18/2/2/1:18[196%2C3%5E). Links to an external site.
Richard, O., del Carmen Triana, M. & Stewart, M. (2022, March 28). Store leader gender and store sales performance: when and why do women and men underperform? Human Resource Management (61)6 pp. 623-641. https://onlinelibrary.wiley.com/doi/full/10.1002/hrm.22108Links to an external site..
Shippey, I.P. (2019, March 01). Pay history and wage discrimination: can state pay history laws survive present judicial construction of the Equal Pay Act? American Journal of Trial Advocacy (42)2, pp. 411. https://web.p.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=0&sid=7599794f-6c17-43aa-987c-5f5b17676b75%40redisLinks to an external site..
The New International Version Bible. (2011). New International Version Online. https://www.biblegateway.com/passage/?search=Joshua%201%3A9&version=NIV.Links to an external site. (Original work published in 1973). Ugarte, S.M. & Rubery, J. (2020, June 14). Gender pay equity: exploring the impact of formal, consistent, and transparent human resource management practices and information. Human Resource Management Journal (31)1, pp. 242-258. https://onlinelibrary.wiley.com/doi/full/10.1111/1748-8583.12296Links to an external site.. Yu, I.Y., Yang, M.X., Chan, H. & Barnes, B.R. (2021, October 26). Promoting sustainable human resource management by reducing recruitment discrimination: a cross-cultural perspective. Sustainable Development (30)4, pp. 503-512. https://onlinelibrary.wiley.com/doi/full/10.1002/sd.2245Links to an external site..
Textbook is: McConnell, C.R. (2021). Human resources management in Healthcare Management: Jones & Bartlett. ISBN: 9781284155136. Link for textbook: https://mbsdirect.vitalsource.com/reader/books/9781284205329/epubcfi/6/2[%3Bvnd.vst.idref%3Dicover]!/4/2/2%4051:3 Login credentials for textbook:

Assessment Description
For this assignment, continue to use the the “Mock Community Case Study.”
Next, access and complete the “Part 2: Developing a Community Prevention Program Assignment” worksheet.
While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center.
This assignment uses a scoring guide. Please review the scoring guide prior to beginning the assignment to become familiar with the expectations for successful completion.

Please write a discussion post reply to the attached discussion post. Must be at least 450 words with at least 3 scholarly citations in APA format. Sources must have been published within the last five years. Must also integrate a minimum of 2 citations of scriiptural support as well as the textbook. Bible is not a reference.
Instructions for post are here: Diversity of the healthcare workforce is a current trend as detailed in Module 1: Week 1. The Equal Employment Opportunity Commission (EEOC) enforces Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Equal Pay Act of 1963 (EPA), and the Rehabilitation Act of 1973. Select 1 law you believe is important to employees and provide a brief descriiption of that law and its impact on employees. How can association policies or employer policies be used to supplement legal requirements if an organization would like to protect its employees or clients from discrimination? Defend your answer(s). Pot you will reply to is here: One law that is important for employees is the Americans with Disabilities Act (ADA), which provides the same level of protection to those with disabilities that are given to minorities and other protected groups under the Civil Rights Act of 1964 (McConnell, 2021). The ADA does not allow employers to deny an applicant because the applicant cannot complete minor or nonessential activities associated with the job (McConnell, 2021). However, for this law to benefit the employee, the employee must disclose that they have a disability during the hiring process or when the disability arises (McConnell, 2021). It has been found that individuals who request accommodations due to their disability had a higher success rate of obtaining the accommodations if the request was done in an informal fashion and if the employee did not mention the ADA (Dong et al., 2020). This law impacts employees by providing a sense of confidence that they cannot be discriminated against due to a disability as long as they are able to complete the job’s major functions. Another beneficial aspect is this law is always expanding to include more diagnoses as legal challenges continue with this law (McConnell, 2021). This act provides protection to the employee; however, it also provides protection to the employer and the organization. If the employee cannot perform the major functions of the job, then the organization is able to end their employment agreement and hire someone that is able to meet the demands of the position (McConnell, 2021). Additionally, if the employee does not disclose that they have a disability, then they are not protected and the organization does not have to make accommodations (McConnell, 2021). Supplemental Employer Policies
The use of supplemental employer policies could be seen as a positive or a negative depending on the policy. However, policies can be implemented, managed, and enforced by the human resource (HR) team (McConnell, 2021). These policies must meet the requirements of the law at a minimum but could exceed the requirements to provide additional coverage to staff (McConnell, 2021). However, other policies could be put into place that violate the ADA and the employee’s rights. An area for healthcare staff that has been quite controversial is the enforcement of vaccinations. These policies can violate the ADA if enforcement is pursued. This can be seen when an employee has an underlying condition that may create an increased risk to side effects or other ailments due to receiving the vaccination (Yang et al., 2020). However, there is a clause in the ADA that states employers can permit mandatory vaccinations; however, there must be reasonable accommodations that can be implemented if the employee cannot participate (Yang et al., 2020). The employer does not have to provide accommodations if it will mean a change in the workplace would cause significant increase in expense for the company (Yang et al., 2020). However, these policy implications can be subjective to constitutional restrictions (Kaminer, 2023). If the policy being implemented stems from a government regulation requirement, then it is subject to constitutional restrictions; however, if a privately owned company wanted to enforce a vaccine mandate then this is a private decision and not subject to constitutional restrictions (Kaminer, 2023). Therefore, either of these policy enforcements can lead to a shortage of healthcare employees and professionals to handle the community they serve. Biblical Integration
Galatians 5:14 states, “For the entire law is fulfilled in keeping this one command: “Love your neighbor as yourself” (New International Version Bible, 2011). This verse indicates that as Christians we are to treat everyone we encounter with respect. The same level of respect we would want to have given to us. Therefore, this verse indicates there is no room for discrimination against individuals with disabilities. Healthcare organizations are required by law to not discriminate, which is seen through the ADA. However, having a relationship with God would also deter Christians from conducting themselves in this manner, whether or not certain laws had been implemented. Conclusion
The ADA is an important law that provides protection to those that are disabled, which includes more than physical disabilities; however, the employee must disclose that they are disabled in order to have protection (McConnell, 2021). It provides the opportunity for accommodations to be implemented for employees to meet the requirements of the position; although, it also protects the employer as staff must be able to complete the required functions of the job (McConnell, 2021). Some employer policies can be used to provide further protection; however, in healthcare this can also be seen in mandatory vaccination policies where a disabled individual may not be able to take the vaccination due to possible consequences (Yang et al., 2020). References Dong, S., Geyer, P., Hinton, T., & Chin, A. (2020). Accommodation request strategies among employees with disabilities: Impacts and associated factors. Rehabilitation Counseling Bulletin, 63(3), 168-178. https://doi.org/10.1177/0034355219834630Links to an external site.
Kaminer, D. (2023). Vaccines in the time of COVID‐19: Using vaccine mandates to teach about the legal and ethical regulation of business. The Journal of Legal Studies Education, 40(1), 53-84. https://doi.org/10.1111/jlse.12130Links to an external site.
McConnell, C.R. (2021). Human resources management in Healthcare Management: Jones & Bartlett.
New International Version Bible. (2011). Zondervan. (Original print in 1978). Yang, Y. T., Pendo, E., & Reiss, D. R. (2020). The americans with disabilities act and healthcare employer-mandated vaccinations. Vaccine, 38(16), 3184-3186. https://doi.org/10.1016/j.vaccine.2020.03.012Links to an external site.
Textbook is: McConnell, C.R. (2021). Human resources management in Healthcare Management: Jones & Bartlett. ISBN: 9781284155136. Link for textbook: https://mbsdirect.vitalsource.com/reader/books/9781284205329/epubcfi/6/2[%3Bvnd.vst.idref%3Dicover]!/4/2/2%4051:3 Login credentials for textbook:

For medical reasons. See attachment for expectations and rubric I will upload patient information tonight. U need a title page and reference page included as well.

Physician profiling is a collection of provider-specific and practice-level data used to analyze physician practice patterns, utilization of services, and care outcomes. Physician report cards (which may be a component of a physician profile) compare physicians on outcomes related to measures such as quality, patient satisfaction, and cost-utilization patterns.
In this discussion, you will identify and assess three strategies for improving physician quality practice ranking on physician profiling and quality report cards. Be sure to justify your recommendations.

Prepare 4 – 5 page paper that
1) identifies two (2) best practices to effectively engage employees,
2) compares the best practices to the actual practices of a Healthcare Hospital Organization, 3) makes specific recommendations for that organization, and 4) identifies two (2) insights gained into employee engagement including specific actions to enhance leader effectiveness. Support your analysis with four (4) scholarly sources, three of which are journal articles.
The analysis should:
● Define and discuss two best practices from scholarly sources to motivate and engage employees
● Assess how effectively the organization engages employees comparing and contrasting its efforts to the two best practices; support your description of the organization’s practices with evidence such as specific examples
● Based on your analysis make specific recommendations to enhance employee engagement in that organization
● Discuss two insights gained into employee engagement including specific actions you will take as a leader to enhance your effectiveness in engaging employees