This document discusses delegation in healthcare. Delegation involves transferring responsibility and authority for tasks to other individuals. It benefits nurses by freeing up time for complex care, benefits delegates by developing new skills, and benefits managers and organizations by improving efficiency and productivity. For delegation to be effective, the five rights of delegation must be followed - assigning the right task to the right person under the right circumstances with the right communication and supervision. The delegation process involves defining the task, selecting a delegate, determining responsibilities, reaching agreement, and providing feedback.
The following post is another student post to wish i have to rep.docxkarisariddell
The following post is another student post to wish i have to reply. Please Make sure to add other information related to what the student posted. APA style 2 references and less than 20 % similarity
Leadership and management are intertwined concepts as one thrives off the other to create a more wholesome result. However, not all managers are leaders. A leader is a person that is followed by others because of a specific set of qualities and behaviors that evoke trust and sense of direction. Managers are people to achieve results from the work of others. Managers control and coordinate how things are done in a more administrative approach (Weiss, Tappen & Grimley, 2019).
Question 2
I believe leaders can be effective managers but most managers lack leadership as they follow rules and standards to achieve goals. Leaders are inspired and inspire others through motivation and encouragement. They draw from the strengths of others collectively to find solutions. Managers while effectively obtaining results are often focused on authority and completing of a task and not fostering an environment where employees can thrive (Weiss et al., 2019).
Question 3
The management style displayed in a nursing unit is transactional management. Transactional management focuses on offering rewards for tasks. It promotes motivation to achieve goals. Results are obtained and staff engagement is increased. The staff has a positive response to this style because it is a successful way to approach tasks that staff may not be willing to participate in such as overtime but providing bonuses or increased pay the target is met (Tian-Syung et al., 2019).
Question 4
To be a good nurse manager it is necessary to represent the staff by acknowledging concerns and actively engage to resolve them. An effective nurse manager is one that mentors the staff based on experience, is an information source between administrators and staff and vice versa, and also communicates effectively (Weiss et al., 2019).
Question 5
The nurse manager in the unit engages in many tasks pertaining to her role. Some of the interpersonal tasks are communicating with different disciplines within the unit such as staff nurses, administrators and patients. The decisional activities involve conducting employee performance reviews, awarding funds to cover necessary expenses while maintaining the budget, hiring new staff and coordinating the use of supplies to maintain the unit as cost effective as possible. The informational activities consist of sharing information with nurses and other members of the staff pertaining to policies or observations. (Weiss et al., 2019).
Question 6
Rewarding the staff for undertaking work in less than ideal conditions is a way to boost morale and show appreciation to the staff for continuing to put their best effort forward. Nurse managers are in the capacity to use their position to provide their employees with incentives such as vacation time, salary raise and re ...
The following post is another student post to wish i have to rep.docxkarisariddell
The following post is another student post to wish i have to reply. Please Make sure to add other information related to what the student posted. APA style 2 references and less than 20 % similarity
Leadership and management are intertwined concepts as one thrives off the other to create a more wholesome result. However, not all managers are leaders. A leader is a person that is followed by others because of a specific set of qualities and behaviors that evoke trust and sense of direction. Managers are people to achieve results from the work of others. Managers control and coordinate how things are done in a more administrative approach (Weiss, Tappen & Grimley, 2019).
Question 2
I believe leaders can be effective managers but most managers lack leadership as they follow rules and standards to achieve goals. Leaders are inspired and inspire others through motivation and encouragement. They draw from the strengths of others collectively to find solutions. Managers while effectively obtaining results are often focused on authority and completing of a task and not fostering an environment where employees can thrive (Weiss et al., 2019).
Question 3
The management style displayed in a nursing unit is transactional management. Transactional management focuses on offering rewards for tasks. It promotes motivation to achieve goals. Results are obtained and staff engagement is increased. The staff has a positive response to this style because it is a successful way to approach tasks that staff may not be willing to participate in such as overtime but providing bonuses or increased pay the target is met (Tian-Syung et al., 2019).
Question 4
To be a good nurse manager it is necessary to represent the staff by acknowledging concerns and actively engage to resolve them. An effective nurse manager is one that mentors the staff based on experience, is an information source between administrators and staff and vice versa, and also communicates effectively (Weiss et al., 2019).
Question 5
The nurse manager in the unit engages in many tasks pertaining to her role. Some of the interpersonal tasks are communicating with different disciplines within the unit such as staff nurses, administrators and patients. The decisional activities involve conducting employee performance reviews, awarding funds to cover necessary expenses while maintaining the budget, hiring new staff and coordinating the use of supplies to maintain the unit as cost effective as possible. The informational activities consist of sharing information with nurses and other members of the staff pertaining to policies or observations. (Weiss et al., 2019).
Question 6
Rewarding the staff for undertaking work in less than ideal conditions is a way to boost morale and show appreciation to the staff for continuing to put their best effort forward. Nurse managers are in the capacity to use their position to provide their employees with incentives such as vacation time, salary raise and re ...
Al Hassan, Hussain M[email protected]Funda.docxgalerussel59292
Al Hassan, Hussain M
[email protected]
Fundamentals of Human Resources Management
Assignment 1
July 19, 2013
The Nurse : Melanie Weigeshoff
Q1:
Before:
The job of nursing used to be more time consuming and tiring which caused many nurse to quiet early . The nursing job was full of papers work alongside with many responsibilities and duties. For that Melanie Weigeshoff have many responsibilities , duties and tasks consist of being a nursing assistant and having to take medication orders , lab test results , doctors` instructions for patient care to record it on paper, also she have to be always on the phone with the pharmacy, pressing them for medication refills or with doctors trying to decipher handwriting. Also she was clarifying doctors quickly scribed notes and chronicling her patients’ progress by hand.
After:
After introducing the new technology the nursing job become easier and time saving which lead to having plenty of time to take care of their patients and be more focused in their job. As a result the duties, responsibilities and tasks reduced lots. Now Melanie Weigeshoff only have to greets patients at the start of each shift, then she logs in to their electronic records through wireless connection and reviews vital signs- temperature, heart rate .Also she click over medications order, making a note of each dose on the computer after she delivers it. She also checks patient prescription on the screen which has been sent by a robotized sorting machine in the pharmacy. Finally she’s able to accurately do charts of the patient’s progress.
5/5
Q2:
Nurse Melanie Weigeshoff has many skills and Ability before and after the new technology. To begin with, she was able to clarify doctors quickly scribbled notes in paper and organizing them on files quickly. Also she is more to serving people and now their needs by that she loves helping people as nature of her personality not as what they asked her in her job. Also she is survivor and more into reaching her goals which is serving patients and draw a smile in her face despite the frustration in her job. Also she have Communication skills with is so obvious when she communicate with doctors, pharmacy, and patients when she greets them in her shift. She is also so responsible when she take care of her family when she was young and take care of her patient when she became a nurse. Also she is more accurate in her job and has the ability to move through many tasks without making mistakes. Also she adapt with new situation and technology because she was able to receive the new system and progress
In it and also use it in her benefits rather than complaining. We can see also that she is as flexible as she welcomes any new technology that occurs. Also she has physical skills as she flip from place to another. Finally she has writing skills as she can write doctors notes quickly.
After the technology we can see that she have computer skills as she has to deal with .
Reproduced with permission of the copyright ow.docxsodhi3
Reproduced with permission of the copyright owner. Further reproduction prohibited without permission.
Running head: SUPPORT COORDINATION TRAINING
1
SUPPORT COORDINATION TRAINING
3
Support Coordination Training
BUS 340: Business Communication
SUPPORT COORDINATION TRAINING
Each state providers services to adults with intellectual disabilities daily. These services are supposed to be delivered with quality and within the guidelines of policies created by the department of behavioral health and developmental disabilities from each state. Support coordinators are tasked with the job of being the eyes and the ears of the state as the state is not able to directly oversee each entity that is providing services to intellectually disabled adults. Support coordinator assess not only the quality of each provider’s service but each individual’s satisfaction with each service. This oversight includes support coordination, which the state directly oversees. Much like DFCS workers, support coordinators are spread thin and are required to do a great deal of work. This causes support coordinators to burn out quickly and even miss important things during visits to monitor services. This in turn causes providers to be able to get by with not providing quality services and services that meet the standard that the state’s DBHDD has set. It is much easier to blame the support coordinator for failing to do their job properly than to admit that the real issues lie within the lack of training and preparation. “This kind of work requires strong leadership and a solid infrastructure in order to sustain the various tasks involved in service coordination” (Bigby, Fyffe, & Ozanne, 2007).
To send someone out with the great task of managing not only the individual but the family of the individual and their support team without proper training is frightening. However this is the case with most support coordination agencies. Support coordinators have to assess the effectiveness and efficiency of services using judgement coupled with knowledge. If a support coordinator does not have particularly good judgement or enough knowledge, even about that particular individual, it can be impossible to assess services. Services or even a provider that may work for one DD individual may not work for another. Therefore, it is a neccessity to ensure that support coordinators are properly trained before being sent out into the field to assess services through extensive training. Training should include all aspects of the support coordinators expected tasks including: information (background) about the individual’s that the support coordinator is assigned to manage, judgement training, implementation of formal procedures and processes, resources and tools training, services training, time management and more importantly work-related stress reduction training. These activities are directed towards ensu ...
Running head TO DELEGATE OR NOT TO DELEGATE1TO DELEGATE.docxtoltonkendal
Running head: TO DELEGATE OR NOT TO DELEGATE
1TO DELEGATE OR NOT TO DELEGATE
3To Delegate or not to Delegate Vibert JacobSouth UniversityMemo
To Delegate or not to Delegate
In the first scenario, I would delegate because of the nature of the work involved in the process of looking for the most effective software to settle for in order to meet the specific accounting needs of the organization. The case presents that I am a manager and I have two employees working under my authority. The credit function of the organization plays a significant role in the running of the organization. The ability of the employees to accept and work with the new software will greatly depend on their capacity to understand the basics of the new software within the shortest time possible. For this reason, the delegation will see to it that the two employees under my authority are assigned tasked regarding the purchase of the new accounting software. For instance, the task can be divided into three subdivisions where each individual within the department is given one task to research and report within two weeks. The report from each individual will then be compiled to make up the final recommendation which will then be presented to the manager of the agency.
The reason for delegating the task is to ensure that my team members are involved in the processes because they will be among the key individuals who will also be tasked with the responsibility of using the system. The move will, therefore, present a great opportunity for the employees to give their opinion, input, and advice based on their experiences within the firm as well as the accounting industry as a whole. Moreover, the move will also help to build trust between me and my subordinates which will greatly improve the overall productivity of the credit functions of the agency. The delegation will be on an individual level since each of the two employees will be given different tasks to research regarding the new accounting system to be purchased.
The case presented in the second scenario brings out the fact that the fields manager is under pressure in regards to delivering the expected results within a limited time frame. As such, delegation would be an effective way to ensure that the organization is able to realize the desired objectives for the two major process that are being undertaken which are crucial for its overall success and sustainability, (Lyons, 2016). However, it is imperative to recognize that the nature of work involved in the case makes it challenging for the field manager to delegate his duties to those under his leadership.
To being with, the performance improvement project is aimed at improving the overall productivity and efficiency of the federal agents. These are programs that are designed to help the agents find more effective and convenient of undertaking tasks and responsibility that would be considered to be otherwise difficult. This means that the agents can onl ...
Please make editsrevisions to correct the paper. Effect o.docxmattjtoni51554
Please make edits/revisions to correct the paper.
Effect of Motivation, Performance, and Empowerment on Business Effectiveness
Windsong Village Nursing and Rehabilitation can make progress through cutting edge viability and adequacy by inspiring workers. Authoritative viability as the thought of how adequate an association is in accomplishing the association's central goal. The development of representative fulfillment and inspiration think about the efficiency development and business aftereffects of the organization. Social insurance associations' prosperity relies on upon the workers, representative treatment, their abilities and skills, and their endeavors in the interest of the human services association.
Representative inspiration, which is an administrator's greatest test, is basic to the adequacy of an association. Work inspiration is a basic determinant of individual and authoritative achievements. Inspiration can assume a basic part in a large portion of the convincing difficulties confronting the workforce in the wellbeing area since inspiration connections to work, authoritative productivity, and representative inspiration as preconditions for achievement in business. To expand the worker inspiration toward the vision and mission, every association needs to place accentuation on their staff's welfare.
An motivated worker is responsive to positive objectives and goals he or she should accomplish. Inside spurred representatives have a tendency to relate their own headway to their work and association's progressions, and proactive individuals recognize openings and follow up on them, demonstrate activity, make a move, and continue on until important change happens. The prompt result of dampened representatives is no engagement at work, and the business may crumple without workforce engagement spurred on enthusiastic and otherworldly terms.
The effective utilization of individual capacities can improve execution and hierarchical picture. The social insurance workforce strongly affects wellbeing framework execution. The proprietors of an association can't accomplish their hierarchical goal all alone on the grounds that workers' individual execution significantly affects the authoritative execution. Passionate insight assumes a basic part with respect to hierarchical results, for example, work execution and occupation fulfillment, particularly when the emphasis is on human connection representatives. a representative could give an uplifting state of mind something to do by buckling down, being timely and standard to work, and contributing definitively to the satisfaction of the association's main goal through inspiration. Working groups, constantly coordinate for enhancing the execution and access to a larger amount of benefitting. Singular execution relies on upon inspiration, though execution of an association is the entirety of the individual execution of the representatives. The individual execution, which influences the.
Al Hassan, Hussain M[email protected]Funda.docxgalerussel59292
Al Hassan, Hussain M
[email protected]
Fundamentals of Human Resources Management
Assignment 1
July 19, 2013
The Nurse : Melanie Weigeshoff
Q1:
Before:
The job of nursing used to be more time consuming and tiring which caused many nurse to quiet early . The nursing job was full of papers work alongside with many responsibilities and duties. For that Melanie Weigeshoff have many responsibilities , duties and tasks consist of being a nursing assistant and having to take medication orders , lab test results , doctors` instructions for patient care to record it on paper, also she have to be always on the phone with the pharmacy, pressing them for medication refills or with doctors trying to decipher handwriting. Also she was clarifying doctors quickly scribed notes and chronicling her patients’ progress by hand.
After:
After introducing the new technology the nursing job become easier and time saving which lead to having plenty of time to take care of their patients and be more focused in their job. As a result the duties, responsibilities and tasks reduced lots. Now Melanie Weigeshoff only have to greets patients at the start of each shift, then she logs in to their electronic records through wireless connection and reviews vital signs- temperature, heart rate .Also she click over medications order, making a note of each dose on the computer after she delivers it. She also checks patient prescription on the screen which has been sent by a robotized sorting machine in the pharmacy. Finally she’s able to accurately do charts of the patient’s progress.
5/5
Q2:
Nurse Melanie Weigeshoff has many skills and Ability before and after the new technology. To begin with, she was able to clarify doctors quickly scribbled notes in paper and organizing them on files quickly. Also she is more to serving people and now their needs by that she loves helping people as nature of her personality not as what they asked her in her job. Also she is survivor and more into reaching her goals which is serving patients and draw a smile in her face despite the frustration in her job. Also she have Communication skills with is so obvious when she communicate with doctors, pharmacy, and patients when she greets them in her shift. She is also so responsible when she take care of her family when she was young and take care of her patient when she became a nurse. Also she is more accurate in her job and has the ability to move through many tasks without making mistakes. Also she adapt with new situation and technology because she was able to receive the new system and progress
In it and also use it in her benefits rather than complaining. We can see also that she is as flexible as she welcomes any new technology that occurs. Also she has physical skills as she flip from place to another. Finally she has writing skills as she can write doctors notes quickly.
After the technology we can see that she have computer skills as she has to deal with .
Reproduced with permission of the copyright ow.docxsodhi3
Reproduced with permission of the copyright owner. Further reproduction prohibited without permission.
Running head: SUPPORT COORDINATION TRAINING
1
SUPPORT COORDINATION TRAINING
3
Support Coordination Training
BUS 340: Business Communication
SUPPORT COORDINATION TRAINING
Each state providers services to adults with intellectual disabilities daily. These services are supposed to be delivered with quality and within the guidelines of policies created by the department of behavioral health and developmental disabilities from each state. Support coordinators are tasked with the job of being the eyes and the ears of the state as the state is not able to directly oversee each entity that is providing services to intellectually disabled adults. Support coordinator assess not only the quality of each provider’s service but each individual’s satisfaction with each service. This oversight includes support coordination, which the state directly oversees. Much like DFCS workers, support coordinators are spread thin and are required to do a great deal of work. This causes support coordinators to burn out quickly and even miss important things during visits to monitor services. This in turn causes providers to be able to get by with not providing quality services and services that meet the standard that the state’s DBHDD has set. It is much easier to blame the support coordinator for failing to do their job properly than to admit that the real issues lie within the lack of training and preparation. “This kind of work requires strong leadership and a solid infrastructure in order to sustain the various tasks involved in service coordination” (Bigby, Fyffe, & Ozanne, 2007).
To send someone out with the great task of managing not only the individual but the family of the individual and their support team without proper training is frightening. However this is the case with most support coordination agencies. Support coordinators have to assess the effectiveness and efficiency of services using judgement coupled with knowledge. If a support coordinator does not have particularly good judgement or enough knowledge, even about that particular individual, it can be impossible to assess services. Services or even a provider that may work for one DD individual may not work for another. Therefore, it is a neccessity to ensure that support coordinators are properly trained before being sent out into the field to assess services through extensive training. Training should include all aspects of the support coordinators expected tasks including: information (background) about the individual’s that the support coordinator is assigned to manage, judgement training, implementation of formal procedures and processes, resources and tools training, services training, time management and more importantly work-related stress reduction training. These activities are directed towards ensu ...
Running head TO DELEGATE OR NOT TO DELEGATE1TO DELEGATE.docxtoltonkendal
Running head: TO DELEGATE OR NOT TO DELEGATE
1TO DELEGATE OR NOT TO DELEGATE
3To Delegate or not to Delegate Vibert JacobSouth UniversityMemo
To Delegate or not to Delegate
In the first scenario, I would delegate because of the nature of the work involved in the process of looking for the most effective software to settle for in order to meet the specific accounting needs of the organization. The case presents that I am a manager and I have two employees working under my authority. The credit function of the organization plays a significant role in the running of the organization. The ability of the employees to accept and work with the new software will greatly depend on their capacity to understand the basics of the new software within the shortest time possible. For this reason, the delegation will see to it that the two employees under my authority are assigned tasked regarding the purchase of the new accounting software. For instance, the task can be divided into three subdivisions where each individual within the department is given one task to research and report within two weeks. The report from each individual will then be compiled to make up the final recommendation which will then be presented to the manager of the agency.
The reason for delegating the task is to ensure that my team members are involved in the processes because they will be among the key individuals who will also be tasked with the responsibility of using the system. The move will, therefore, present a great opportunity for the employees to give their opinion, input, and advice based on their experiences within the firm as well as the accounting industry as a whole. Moreover, the move will also help to build trust between me and my subordinates which will greatly improve the overall productivity of the credit functions of the agency. The delegation will be on an individual level since each of the two employees will be given different tasks to research regarding the new accounting system to be purchased.
The case presented in the second scenario brings out the fact that the fields manager is under pressure in regards to delivering the expected results within a limited time frame. As such, delegation would be an effective way to ensure that the organization is able to realize the desired objectives for the two major process that are being undertaken which are crucial for its overall success and sustainability, (Lyons, 2016). However, it is imperative to recognize that the nature of work involved in the case makes it challenging for the field manager to delegate his duties to those under his leadership.
To being with, the performance improvement project is aimed at improving the overall productivity and efficiency of the federal agents. These are programs that are designed to help the agents find more effective and convenient of undertaking tasks and responsibility that would be considered to be otherwise difficult. This means that the agents can onl ...
Please make editsrevisions to correct the paper. Effect o.docxmattjtoni51554
Please make edits/revisions to correct the paper.
Effect of Motivation, Performance, and Empowerment on Business Effectiveness
Windsong Village Nursing and Rehabilitation can make progress through cutting edge viability and adequacy by inspiring workers. Authoritative viability as the thought of how adequate an association is in accomplishing the association's central goal. The development of representative fulfillment and inspiration think about the efficiency development and business aftereffects of the organization. Social insurance associations' prosperity relies on upon the workers, representative treatment, their abilities and skills, and their endeavors in the interest of the human services association.
Representative inspiration, which is an administrator's greatest test, is basic to the adequacy of an association. Work inspiration is a basic determinant of individual and authoritative achievements. Inspiration can assume a basic part in a large portion of the convincing difficulties confronting the workforce in the wellbeing area since inspiration connections to work, authoritative productivity, and representative inspiration as preconditions for achievement in business. To expand the worker inspiration toward the vision and mission, every association needs to place accentuation on their staff's welfare.
An motivated worker is responsive to positive objectives and goals he or she should accomplish. Inside spurred representatives have a tendency to relate their own headway to their work and association's progressions, and proactive individuals recognize openings and follow up on them, demonstrate activity, make a move, and continue on until important change happens. The prompt result of dampened representatives is no engagement at work, and the business may crumple without workforce engagement spurred on enthusiastic and otherworldly terms.
The effective utilization of individual capacities can improve execution and hierarchical picture. The social insurance workforce strongly affects wellbeing framework execution. The proprietors of an association can't accomplish their hierarchical goal all alone on the grounds that workers' individual execution significantly affects the authoritative execution. Passionate insight assumes a basic part with respect to hierarchical results, for example, work execution and occupation fulfillment, particularly when the emphasis is on human connection representatives. a representative could give an uplifting state of mind something to do by buckling down, being timely and standard to work, and contributing definitively to the satisfaction of the association's main goal through inspiration. Working groups, constantly coordinate for enhancing the execution and access to a larger amount of benefitting. Singular execution relies on upon inspiration, though execution of an association is the entirety of the individual execution of the representatives. The individual execution, which influences the.
New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...i3 Health
i3 Health is pleased to make the speaker slides from this activity available for use as a non-accredited self-study or teaching resource.
This slide deck presented by Dr. Kami Maddocks, Professor-Clinical in the Division of Hematology and
Associate Division Director for Ambulatory Operations
The Ohio State University Comprehensive Cancer Center, will provide insight into new directions in targeted therapeutic approaches for older adults with mantle cell lymphoma.
STATEMENT OF NEED
Mantle cell lymphoma (MCL) is a rare, aggressive B-cell non-Hodgkin lymphoma (NHL) accounting for 5% to 7% of all lymphomas. Its prognosis ranges from indolent disease that does not require treatment for years to very aggressive disease, which is associated with poor survival (Silkenstedt et al, 2021). Typically, MCL is diagnosed at advanced stage and in older patients who cannot tolerate intensive therapy (NCCN, 2022). Although recent advances have slightly increased remission rates, recurrence and relapse remain very common, leading to a median overall survival between 3 and 6 years (LLS, 2021). Though there are several effective options, progress is still needed towards establishing an accepted frontline approach for MCL (Castellino et al, 2022). Treatment selection and management of MCL are complicated by the heterogeneity of prognosis, advanced age and comorbidities of patients, and lack of an established standard approach for treatment, making it vital that clinicians be familiar with the latest research and advances in this area. In this activity chaired by Michael Wang, MD, Professor in the Department of Lymphoma & Myeloma at MD Anderson Cancer Center, expert faculty will discuss prognostic factors informing treatment, the promising results of recent trials in new therapeutic approaches, and the implications of treatment resistance in therapeutic selection for MCL.
Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
Report Back from SGO 2024: What’s the Latest in Cervical Cancer?bkling
Are you curious about what’s new in cervical cancer research or unsure what the findings mean? Join Dr. Emily Ko, a gynecologic oncologist at Penn Medicine, to learn about the latest updates from the Society of Gynecologic Oncology (SGO) 2024 Annual Meeting on Women’s Cancer. Dr. Ko will discuss what the research presented at the conference means for you and answer your questions about the new developments.
These lecture slides, by Dr Sidra Arshad, offer a quick overview of physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar leads (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
Ozempic: Preoperative Management of Patients on GLP-1 Receptor Agonists Saeid Safari
Preoperative Management of Patients on GLP-1 Receptor Agonists like Ozempic and Semiglutide
ASA GUIDELINE
NYSORA Guideline
2 Case Reports of Gastric Ultrasound
Title: Sense of Smell
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the primary categories of smells and the concept of odor blindness.
Explain the structure and location of the olfactory membrane and mucosa, including the types and roles of cells involved in olfaction.
Describe the pathway and mechanisms of olfactory signal transmission from the olfactory receptors to the brain.
Illustrate the biochemical cascade triggered by odorant binding to olfactory receptors, including the role of G-proteins and second messengers in generating an action potential.
Identify different types of olfactory disorders such as anosmia, hyposmia, hyperosmia, and dysosmia, including their potential causes.
Key Topics:
Olfactory Genes:
3% of the human genome accounts for olfactory genes.
400 genes for odorant receptors.
Olfactory Membrane:
Located in the superior part of the nasal cavity.
Medially: Folds downward along the superior septum.
Laterally: Folds over the superior turbinate and upper surface of the middle turbinate.
Total surface area: 5-10 square centimeters.
Olfactory Mucosa:
Olfactory Cells: Bipolar nerve cells derived from the CNS (100 million), with 4-25 olfactory cilia per cell.
Sustentacular Cells: Produce mucus and maintain ionic and molecular environment.
Basal Cells: Replace worn-out olfactory cells with an average lifespan of 1-2 months.
Bowman’s Gland: Secretes mucus.
Stimulation of Olfactory Cells:
Odorant dissolves in mucus and attaches to receptors on olfactory cilia.
Involves a cascade effect through G-proteins and second messengers, leading to depolarization and action potential generation in the olfactory nerve.
Quality of a Good Odorant:
Small (3-20 Carbon atoms), volatile, water-soluble, and lipid-soluble.
Facilitated by odorant-binding proteins in mucus.
Membrane Potential and Action Potential:
Resting membrane potential: -55mV.
Action potential frequency in the olfactory nerve increases with odorant strength.
Adaptation Towards the Sense of Smell:
Rapid adaptation within the first second, with further slow adaptation.
Psychological adaptation greater than receptor adaptation, involving feedback inhibition from the central nervous system.
Primary Sensations of Smell:
Camphoraceous, Musky, Floral, Pepperminty, Ethereal, Pungent, Putrid.
Odor Detection Threshold:
Examples: Hydrogen sulfide (0.0005 ppm), Methyl-mercaptan (0.002 ppm).
Some toxic substances are odorless at lethal concentrations.
Characteristics of Smell:
Odor blindness for single substances due to lack of appropriate receptor protein.
Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
From olfactory cells to glomeruli in the olfactory bulb, involving lateral inhibition.
Primitive, less old, and new olfactory systems with different path
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
Explore natural remedies for syphilis treatment in Singapore. Discover alternative therapies, herbal remedies, and lifestyle changes that may complement conventional treatments. Learn about holistic approaches to managing syphilis symptoms and supporting overall health.
Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
Anti ulcer drugs and their Advance pharmacology ||
Anti-ulcer drugs are medications used to prevent and treat ulcers in the stomach and upper part of the small intestine (duodenal ulcers). These ulcers are often caused by an imbalance between stomach acid and the mucosal lining, which protects the stomach lining.
||Scope: Overview of various classes of anti-ulcer drugs, their mechanisms of action, indications, side effects, and clinical considerations.
2. Delegation is the process by which responsibility and
authority for performing a task are transferred to
another individual who accepts that authority and
responsibility.(Weydt,2010)
3. Benefits of Delegation
Benefits to the Nurse.
If the nurse is able to delegate some task to unlicensed
assistive personnel ,more time can be developed to those
task that cannot be delegate ,especially complex patient
care.
Benefits to the Delegate .
The delegate can learn more skills and ablities that can
facilitate upward mobility.
Benefits to the Manager.
Delegation yields benefits for the manager as well. if staff use
UAPs appropriately , the manager have a better function
unit.
4. Conti
Benefits to the Organization.
As teamwork improves, the organization benefits by
achieving its goals more efficiently. over time and
absences decrease. Subsequently productivity improve
and organization's financial position may improve.
5. The Five Rights of Delegation
The right task.
The right circumstances.
The right person.
The right direction and communication.
The right supervision.
6. Delegation process/Steps
Define the task.
Decide on delegate.
Determine the task.
Reach agreement .
Monitor performance and provide feed back.
7. Key Behaviors in Delegating Tasks
Describe the task using ;I; statement.
Discuss the importance .
Explain the expected outcome and timeline for
compleation.
Identify any constraint for completing the task.
Validate understanding of the task and your
expectation.