The retarded development of nursing and nursing profession seems to be mainly due to the fact that no serious thought has been given to this discipline.
Epowerment and Goverance in Nursing on 18.1.23.pptxanjalatchi
Nurses and nurse managers must be empowered to perform their leadership roles to facilitate positive patient outcomes. Empowerment is possible when employees have access to information, support, resources, and the chance to discover and development.
There are several main dimensions most frequently used to measure hospitals performance via clinical efficiency ( Clinical quality , evidence -based practices , health improvement and outcomes for individual and patients)
This PPT is for the all the nursing staff and student working at clinical sided to control infection, maintain aseptic technique while doing procedure and compulsory use the PPE.
The retarded development of nursing and nursing profession seems to be mainly due to the fact that no serious thought has been given to this discipline.
Epowerment and Goverance in Nursing on 18.1.23.pptxanjalatchi
Nurses and nurse managers must be empowered to perform their leadership roles to facilitate positive patient outcomes. Empowerment is possible when employees have access to information, support, resources, and the chance to discover and development.
There are several main dimensions most frequently used to measure hospitals performance via clinical efficiency ( Clinical quality , evidence -based practices , health improvement and outcomes for individual and patients)
This PPT is for the all the nursing staff and student working at clinical sided to control infection, maintain aseptic technique while doing procedure and compulsory use the PPE.
The retarded development of nursing and nursing profession seems to be mainly due to the fact that no serious thought has been given to this discipline.
Nursing audit assists in:
1. Evaluating Nursing care given,
2. Achieving deserved and feasible quality of nursing care,
3. Stimulating better nursing records maintenance,
4. Focuses on patient care provided and not on care provider,
5. Contributes to research in nursing.
Patient safety and Risk Management in hospitalsAvanti Kulkarni
The presentation is about ensuring the safety of patients by installing controls, preventive techniques and assuring optimal quality of care in the hospital setting.
Few would disagree that nursing is one of the most underrated professions in modern times. Being a nurse isn’t easy. In fact, it is a field that can be extremely demanding and even unforgiving to those who pursue it. Being around the ailing and the frazzled for long hours and dealing with them patiently day after day can be challenging, to say the least.
The retarded development of nursing and nursing profession seems to be mainly due to the fact that no serious thought has been given to this discipline.
Nursing audit assists in:
1. Evaluating Nursing care given,
2. Achieving deserved and feasible quality of nursing care,
3. Stimulating better nursing records maintenance,
4. Focuses on patient care provided and not on care provider,
5. Contributes to research in nursing.
Patient safety and Risk Management in hospitalsAvanti Kulkarni
The presentation is about ensuring the safety of patients by installing controls, preventive techniques and assuring optimal quality of care in the hospital setting.
Few would disagree that nursing is one of the most underrated professions in modern times. Being a nurse isn’t easy. In fact, it is a field that can be extremely demanding and even unforgiving to those who pursue it. Being around the ailing and the frazzled for long hours and dealing with them patiently day after day can be challenging, to say the least.
Born on January, 30th 1980 at Toraja, Sulawesi Selatan, Indonesia
Graduated Diploma Nursing in 2005 from Adventist University of Indonesia
Graduated his BS Nursing in 2008 from Adventist University of Indonesia
Work Experiences
- 2005 – 2007 International SOS as Paramedic
- 2007 -2008 Nurse Practitioner at Adventist University Clinic.
- 2008 – 2012 Clinical Instructor at Adventist University of Indonesia
He is now pursuing his Master degree in Nursing at Adventist University of the Philippines.
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
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
- Video recording of this lecture in English language: https://youtu.be/kqbnxVAZs-0
- Video recording of this lecture in Arabic language: https://youtu.be/SINlygW1Mpc
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
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
The Gram stain is a fundamental technique in microbiology used to classify bacteria based on their cell wall structure. It provides a quick and simple method to distinguish between Gram-positive and Gram-negative bacteria, which have different susceptibilities to antibiotics
Local Advanced Lung Cancer: Artificial Intelligence, Synergetics, Complex Sys...Oleg Kshivets
Overall life span (LS) was 1671.7±1721.6 days and cumulative 5YS reached 62.4%, 10 years – 50.4%, 20 years – 44.6%. 94 LCP lived more than 5 years without cancer (LS=2958.6±1723.6 days), 22 – more than 10 years (LS=5571±1841.8 days). 67 LCP died because of LC (LS=471.9±344 days). AT significantly improved 5YS (68% vs. 53.7%) (P=0.028 by log-rank test). Cox modeling displayed that 5YS of LCP significantly depended on: N0-N12, T3-4, blood cell circuit, cell ratio factors (ratio between cancer cells-CC and blood cells subpopulations), LC cell dynamics, recalcification time, heparin tolerance, prothrombin index, protein, AT, procedure type (P=0.000-0.031). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and N0-12 (rank=1), thrombocytes/CC (rank=2), segmented neutrophils/CC (3), eosinophils/CC (4), erythrocytes/CC (5), healthy cells/CC (6), lymphocytes/CC (7), stick neutrophils/CC (8), leucocytes/CC (9), monocytes/CC (10). Correct prediction of 5YS was 100% by neural networks computing (error=0.000; area under ROC curve=1.0).
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Best Ayurvedic medicine for Gas and IndigestionSwastikAyurveda
Here is the updated list of Top Best Ayurvedic medicine for Gas and Indigestion and those are Gas-O-Go Syp for Dyspepsia | Lavizyme Syrup for Acidity | Yumzyme Hepatoprotective Capsules etc
Knee anatomy and clinical tests 2024.pdfvimalpl1234
This includes all relevant anatomy and clinical tests compiled from standard textbooks, Campbell,netter etc..It is comprehensive and best suited for orthopaedicians and orthopaedic residents.
Adv. biopharm. APPLICATION OF PHARMACOKINETICS : TARGETED DRUG DELIVERY SYSTEMSAkankshaAshtankar
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ASA GUIDELINE
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2 Case Reports of Gastric Ultrasound
2. It's tough trying to keep your feet on the ground, your head
above the clouds, your nose to the grindstone, your shoulder to
the wheel, your finger on the pulse, your eye on the ball and your
ear to the ground…this is what we seem to be asking our nurse
managers, at all levels, to do”
- Rosemary Kennedy (2008)
Ref: Journal of Nursing Management 16 ( 8) 942-945
3. Introduction
• The charge nurse’s role is a difficult position
that requires preparation.
• Organizations need to invest in the leadership
development of the charge nurse as it is linked
with patient safety and healthy work
environments.
4. Empowerment
It is defined as the ability to get things done and
includes a capacity to mobilize resources and to
provide support, opportunity, and information.
A leader must have a sense of empowerment in
order to empower others.
Employee empowerment: (components)
• Organizational empowerment
• Psychological empowerment
5. Organizational empowerment
( Acc. to Kanter)
• Ability to advance in a current role or the
opportunity to be involved in activities beyond
the current scope of practice.
• Access to information to fulfill role expectations
and understand proper source from which to
obtain correct information (Ex: Drug formulary)
• Knowledge of job expectations and support in
fulfilling them
• Ability to obtain resources required to accomplish
tasks.
6. Psychological empowerment
• It is a motivational state that is based on self-
efficacy.
-Conger and Kanungo
• It is the emotional investment that a staff
requires to be successful.
7. CN & NO Responsibilities
CNs and Nos are the frontline leaders for nursing staff, who make up the
middle layer of leadership between nursing administration and staff nurses.
• Communication with staff, patients, and members of the interdisciplinary
health care team.
• Hiring and firing of staff
• Judging competency of staff (skill matrix).
• Assuming budgetary responsibility
• Overall responsibility for the delivery of safe, high-quality patient care.
• High patient satisfaction rates
• Positive patient outcomes
• Implementing policy changes by regulatory agencies, such as state health
departments, NABH and the Joint Commission.
• Reporting to the Nursing Director, DNS & ANS
8. Why do we need to be empowered?
If a charge nurse does not feel empowered, s/he
cannot be expected to create conditions that will
empower others.
9. Barriers for empowerment
• We always train new charge nurses on the unit
level.
• The information they receive is what is passed
down from one charge nurse to another.
• It is an intimate and personalized approach, but
it is also seriously limited.
• Less experience in a leadership role may have
more difficulty feeling empowered
10. If not empowered ????
• Charge nurses may rely too heavily on top
administration level.
• Will avoid crucial conversations in their units.
• Decisions will be made without considering
their impact on the hospital as a whole.
11. How to empower charge nurses?
• Charge nurses’ orientation program.
– Incorporate ideas and perspectives from across the
organization for truly collaborative training and
mentoring program (sessions by senior leaders in
administration, finance, human resources, staff
development and patient experience departments (a
multidisciplinary team).
– This would allow our new leaders to see beyond the
unit, to understand our health system from a global
perspective.
12. Lessons needed
1) Teach the true costs of labor (fiscal responsibility)
– New ways to rearrange patient assignments.
– Evaluate close observation patients.
– Readjust staffing to work more efficiently.
– Actively seek to improve the transfer process and
decrease “dead bed” time.
– When own unit has less census can call charge nurses
on other units and offer up the staff resources than
asking nurses to perform double shift.
– Charge nurses need to collaborate for the good of the
whole hospital instead of just focusing on their unit.
13. Lessons needed ……
2) Help charge nurses truly take charge
– Charge nurses need to be taught to handle difficult
conversations with staff and hold them accountable
for their performance.
– When we’re afraid to speak up, bad things happen,
and, ultimately, the patient suffers.
14. Lessons needed ….
3) Charge nurses leading the way
– Comprehend the financial consequences of staffing
decisions.
– Gain the authority to take corrective action right on the
unit.
• Need to handle low-level staff corrective actions
immediately instead of pushing every issue up to their
managers. Avoid the attitude “wait-till-your-father-gets-
home” approach
– Learn to communicate effectively.
– Understand how nurses are graded in patient
satisfaction surveys.
15. Lessons needed ….
4) Make the shift from me to we.
– Routinely work together to solve problems
16. Lessons needed ….
5) Tactful communication:
– Allow for open and respectful communication, which
can result in trust.
– The most important aspect of communication is
listening.
– Need to possess assertive communication skill
• Assertiveness is an acquired process that stems from
maturation in a role, experience and self-confidence in one's
knowledge and abilities.
• Assertive style of communication takes into account the
rights of others and incorporates direct eye contact,
spontaneous verbal expressions, appropriate facial
expressions, confidence and speaking in a well-modulated
tone.
17. Lessons needed ….
6) Conflict Resolution:
Nurses traditionally take a passive approach to conflict
management.
Barriers:
• Fear of making matters worse.
Strategies to resolve conflict:
• Recognize the conflict and address it early.
• Be proactive.
• Be an active listener.
• Remain calm.
• Seek a solution or a compromise (i.e)good for both parties.
18. Lessons needed ….
7) Delegation: It is the process of assigning others responsibility
and authority. The role of the charge nurse takes on the highest
form of delegation in nursing. Charge nurse must ensure that staff
members complete the tasks assigned to them.
Advantages:
– The unit can function in a more efficient and effective manner
– Can help employees in developing their own skills.
– Charge nurses are still held accountable for their decisions and the tasks
they delegate.
Requirements of delegation:
• Clear description of the task
• The responsibilities and authority associated with the task.
• Time limits
• Expected outcomes or goals.
19. Lessons needed ….
8) Leadership
Charge nurses must possess transformational
leadership, which means they commit people to
action, and convert followers to leaders and leaders
into change agents.
Five aspects of transformational leadership
(Kouzes and Posner )
– Challenge the process
– Inspire a shared vision
– Enable others to act
– Model the way
– Encourage the heart
20. Lessons needed ….
• Servant leadership: Hunter defines true
leadership not as power but authority based on
relationships, love, service and sacrifice by
strengthening the bonds of respect,
responsibility and caring for those you lead
21. Lessons needed ….
9) Emotional intelligence:
It is the process that influences one's ability to respond to
others while managing one's own feelings.
• Charge nurses need to have a high degree of Emotional
intelligence. It is more important than IQ.
• Emotional intelligence is self-awareness, self-regulation,
motivation, empathy and social skills.
• Emotional intelligence creates a positive and productive
work environment.
23. Further lessons to be learnt
• Managing Self & Critical Reflection
• All newly-empowered individuals will also require support
from senior managers as it is inevitable that errors or mistakes
in meeting their newly-acquired responsibilities may occur.
24. Conclusion
Our charge nurses and nursing supervisors need
to collaborate for the good of the whole hospital
instead of just focusing on their unit.