Quality of Life
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Maslow's theory of quality of life defines it in terms of the hierarchical satisfaction of needs of most members in a society. The higher the need satisfaction, the greater the quality of life. Developed societies focus on higher needs like social, esteem and self-actualization, while less developed societies focus on lower needs like biological and safety needs. Applying Maslow's theory to employees, improving their quality of life through need satisfaction can increase work motivation and performance. This in turn can improve quality of care for patients.
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Quality of life
Quality of life refers to physical, psychological, social functioning and symptom levels impacted by disease or treatment. Assessing quality of life gauges how normal daily activities are compromised. Studying quality of life among the chronically ill can guide interventions to improve it, pinpoint which problems different diseases cause, assess treatment impacts, compare therapies, and inform care that maximizes long-term survival with high quality of life.
Quality of life
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Quality of life
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1. Basic human rights such as the right to life, liberty, equality, and security. Human rights protect individuals from abuse and guarantee access to basic needs.
2. A rights-based approach to health that ensures availability, accessibility, acceptability, and quality of health services for all.
3. The importance of a client-centered approach to health care where patients are equal partners in their care and their needs, preferences, and wishes are respected.
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As Edgar Schein points out in his seminal work Organizational Culture and Leadership, both the Egyptians and the Mayans built pyramids. It would be easy to make the assumption that the building of pyramids must have similar meaning. However, in some cultures, pyramids housed tombs, while in others, they were temples. Within each culture, the meaning of the pyramid was likely evident, but to an outsider’s eye, incorrect assumptions could be made rather easily.
Last week, you began to analyze an organization’s systems and structures as groundwork for promoting patient safety and health care quality. The culture of an organization is also critically important. Leader-managers must understand the nuances of an organization’s culture to effectively address organizational issues.
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In addition, this week you continue your evaluation of a health care organization and identify a quality improvement issue to inform development of your Course Project.
Learning Objectives
Students will:
· Analyze essential elements of organizational culture
· Evaluate the influence of organizational culture on achieving organizational goals
· Analyze strategies for aligning organizational culture with quality improvement initiatives
· Identify a quality improvement issue in a health care setting
Photo Credit: Robert Daly/OJO Images/Getty Images
Learning Resources
Note: To access this week's required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.
Required Readings
Hickey, J. V., & Brosnan, C. A. (2017). Evaluation of health care quality in for DNPs (2nd ed.). New York, NY: Springer Publishing Company.
· Chapter 10, “Evaluation of Patient Care Standards, Guidelines, and Protocols” (pp. 207-226)
· Chapter 12, “Evaluating Populations and Population Health” (pp. 265-280)
Chapter 10 reviews methods for using national, local, and organizational standards to evaluate the quality of health care practices. Chapter 12 examines strategies for identifying quality issues through the evaluation of populations.
Sadeghi, S., Barzi, A., Mikhail, O., & Shabot, M. M. (2013). Integrating quality and strategy in health care organizations, Burlington, MA: Jones & Bartlett Publishers.
· Chapter 3, “General Concepts in Quality” (pp. 45–82)
See the six aims for quality proposed by the Institute of Medicine (IOM).
Bellot, J. (2011). Defining and assessing organizational culture. Nursing Forum, 46(1), 29–37.
Defining and assessing organizational culture by Bellot, J., in Nursing Forum, 46(1), 29–37. Copyright 2011 by John Wiley & Sons - Journals. Reprinted by permission of John Wiley & Sons - Journals via the Copyright Clearance Center.
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1. Basic human rights such as the right to life, liberty, equality, and security. Human rights protect individuals from abuse and guarantee access to basic needs.
2. A rights-based approach to health that ensures availability, accessibility, acceptability, and quality of health services for all.
3. The importance of a client-centered approach to health care where patients are equal partners in their care and their needs, preferences, and wishes are respected.
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This document discusses different ways of measuring health, including natural measurements like healthy days and quality-adjusted life years (QALYs) and disability-adjusted life years (DALYs). It describes how QALYs quantify both the quality and quantity of life by assigning weights between 0 and 1 to different health states. Methods for estimating these weights include rating scales, time trade-off, and standard gambling. The document also discusses instruments like the EQ-5D that are used to measure health-related quality of life and provide weights to calculate QALYs and QALY gains from interventions.
Epidemiological Transition
The document discusses the epidemiologic transition, which describes the transition of major causes of death from infectious diseases to chronic and degenerative diseases as populations adopt behaviors associated with economic development and improved living standards. It describes three models of transition - the classic Western model over 200 years, an accelerated model in places like Japan and Eastern Europe, and a delayed model in most low-income developing countries since WWII. The transition is accompanied by changes in mortality and morbidity patterns, as well as demographic changes as fertility declines and populations age.
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As Edgar Schein points out in his seminal work Organizational Culture and Leadership, both the Egyptians and the Mayans built pyramids. It would be easy to make the assumption that the building of pyramids must have similar meaning. However, in some cultures, pyramids housed tombs, while in others, they were temples. Within each culture, the meaning of the pyramid was likely evident, but to an outsider’s eye, incorrect assumptions could be made rather easily.
Last week, you began to analyze an organization’s systems and structures as groundwork for promoting patient safety and health care quality. The culture of an organization is also critically important. Leader-managers must understand the nuances of an organization’s culture to effectively address organizational issues.
This week you examine the influence of culture on the organization, and on efforts to promote positive systems-level change.
In addition, this week you continue your evaluation of a health care organization and identify a quality improvement issue to inform development of your Course Project.
Learning Objectives
Students will:
· Analyze essential elements of organizational culture
· Evaluate the influence of organizational culture on achieving organizational goals
· Analyze strategies for aligning organizational culture with quality improvement initiatives
· Identify a quality improvement issue in a health care setting
Photo Credit: Robert Daly/OJO Images/Getty Images
Learning Resources
Note: To access this week's required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.
Required Readings
Hickey, J. V., & Brosnan, C. A. (2017). Evaluation of health care quality in for DNPs (2nd ed.). New York, NY: Springer Publishing Company.
· Chapter 10, “Evaluation of Patient Care Standards, Guidelines, and Protocols” (pp. 207-226)
· Chapter 12, “Evaluating Populations and Population Health” (pp. 265-280)
Chapter 10 reviews methods for using national, local, and organizational standards to evaluate the quality of health care practices. Chapter 12 examines strategies for identifying quality issues through the evaluation of populations.
Sadeghi, S., Barzi, A., Mikhail, O., & Shabot, M. M. (2013). Integrating quality and strategy in health care organizations, Burlington, MA: Jones & Bartlett Publishers.
· Chapter 3, “General Concepts in Quality” (pp. 45–82)
See the six aims for quality proposed by the Institute of Medicine (IOM).
Bellot, J. (2011). Defining and assessing organizational culture. Nursing Forum, 46(1), 29–37.
Defining and assessing organizational culture by Bellot, J., in Nursing Forum, 46(1), 29–37. Copyright 2011 by John Wiley & Sons - Journals. Reprinted by permission of John Wiley & Sons - Journals via the Copyright Clearance Center.
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Kmb ib05 (ccm) motivation 3 of 4
This document discusses theories of motivation across cultures, including Herzberg's two-factor theory and McClelland's three needs theory. Herzberg's theory separates job factors into hygiene factors and motivators, with hygiene factors preventing dissatisfaction but only motivators leading to satisfaction. McClelland's theory identifies three needs - achievement, affiliation, and power - that are learned rather than innate and vary between cultures, with individualistic cultures valuing achievement more and collectivist cultures affiliation. The document also provides applications of these theories in different cultural contexts.
Motivation ppt.pdf
This document discusses various theories and concepts related to motivation. It begins by defining motivation and exploring its importance in encouraging employee performance and productivity. Several motivation theories are then summarized in 1-2 sentences each, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and Alderfer's ERG theory. Techniques for increasing motivation like incentives, recognition, and opportunities for growth are also briefly mentioned.
Motivational Theories
Motivation Definition, Meaning, Determinants, Attributes, Types, Motivational Theories and Big 5 Model..
Motivation
The document discusses various theories of motivation. It begins by defining motivation and exploring its key elements. It then examines several prominent content theories of motivation, including Maslow's hierarchy of needs, Herzberg's two-factor theory, McGregor's Theory X and Theory Y, and McClelland's learned needs theory. Process theories such as Alderfer's ERG theory are also summarized. The document analyzes each theory, provides examples and implications, and notes some common criticisms of the theories. Overall, the document provides an overview of important motivation theories from a content and process perspective.
Motivation theories
This document discusses different theories of motivation. It begins by defining motivation and its relationship to motives and motivating factors. It then outlines Maslow's hierarchy of needs theory, including the different levels of needs from physiological to self-actualization. Next, it discusses McGregor's Theory X and Theory Y, which propose different views of human motivation in work - Theory X assumes people dislike work while Theory Y assumes people can enjoy work given responsibility. The document concludes that Theory Y tends to be a more appropriate management style.
Synopsis_Presentation-1[1].pptx
The document discusses vitality at work and its associations with work style and self-determination. It defines vitality as the desire for survival, growth, and development, and notes that vitality at work is closely linked to basic psychological needs of self-determination as well as healthy lifestyle behaviors and a balanced work style. The document reviews several studies that examined relationships between vitality, self-determination, leadership, engagement, motivation, and job satisfaction.
An examination of how information flow affects job performance in the federal...
This document examines how information flow affects job performance in federal teaching hospitals in Nigeria. It discusses Abraham Maslow's hierarchy of needs theory and how satisfying different needs can motivate workers. The study covered 14 key federal teaching hospitals and used a sample of 560 health workers. The results of a multiple linear regression analysis showed that information flow has a positive effect on job performance that is statistically significant. The document recommends improving the dissemination of information to health staff at all levels as it can positively impact work attitudes.
motivation
Maslow's hierarchy of needs is a theory of motivation that proposes humans have five categories of needs that motivate behavior: physiological needs, safety needs, love and belongingness needs, esteem needs, and self-actualization needs. These needs are arranged in a hierarchy, where lower level needs must be satisfied before higher level needs can motivate. Physiological needs are basic survival requirements like food and water. Safety needs include security and stability. Love and belongingness needs involve relationships and social connections. Esteem needs encompass self-respect and respect from others. Self-actualization refers to achieving one's full potential. Abraham Maslow proposed this theory to explain that human motivation is based on fulfilling successive universal human needs.
Motivation Theory
- Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. It involves biological, emotional, social and cognitive forces that activate behavior. There are three major components to motivation: activation, persistence and intensity.
- There are different theories that attempt to explain motivation, including need theories, equity theory, and Herzberg's job design model. Need theories focus on fulfilling internal needs, equity theory examines fairness in outcomes, and Herzberg's model separates hygiene and motivation factors.
- Content theories like Maslow's hierarchy of needs and Alderfer's ERG theory examine internal needs that motivate behavior. While similar, ERG theory is more flexible, allowing for multiple needs to
The Continuum of Addictive BehaviorsThis activity is designed .docx
This document discusses Maslow's hierarchy of needs and the continuum of addiction. It explains that addictive behaviors occur in stages, from non-use to dependence. Early stage issues are easier to address than late-stage problems. The document instructs the reader to choose an addictive behavior and identify its levels, developing a timeline or essay on the escalation. References from academic sources in APA style are required.
APIM.pptx
The document provides an overview of motivation in the workplace including definitions of motivation and several motivation theories. It discusses Maslow's hierarchy of needs theory, ERG theory, McClelland's learned needs theory, and Herzberg's two-factor theory. It also outlines topics of interest for teaching, details of an ongoing research thesis on change implementation in Indian public sector banks, general research interests in human resource practices and organizational performance, and publication details.
Discussion - Week 6Top of FormDiscussion Perspectives on the
The document discusses perspectives on the aging process. It begins by asking students to consider how much they believe common sayings about aging, such as "you're only as old as you feel," and to reflect on whether they see themselves as younger or older than their biological age. It notes that while individuals experience biological changes as they age, how those changes are experienced can vary considerably from person to person. The document instructs students to examine biological aspects of later adulthood and how these intersect with psychological and social factors. It asks them to consider their own views on aging and how those views might impact their work with older clients.
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This document discusses changing demographics and the challenges they pose for human resources management. It notes that populations are aging, requiring accommodations for older workers. Younger generations also need a focus on different needs. Globalization means more cultural diversity and remote recruiting. More women in the workforce necessitates family-friendly policies and addressing gender issues. Overall, human resources must adapt quickly to remain effective amidst shifting workforce demographics.
Health Complete Advanced Clinical Disc.pdf
Spirituality is an important part of holistic care for the elderly. Addressing spirituality allows social workers to better understand issues like illness, disability, and end of life. One effective spiritually based intervention is life reviews, which help elderly clients find meaning and purpose by reflecting on their lives. Research shows that incorporating spirituality and life reviews into interventions can aid the elderly in coping with challenges. Social workers must consider clients' spiritual beliefs and traditions when providing holistic care.
Health Complete Advanced Clinical Disc.pdf
Spirituality is an important part of holistic care for the elderly. Addressing spirituality can help with understanding illness, disability, and end-of-life issues. One effective spiritually based intervention is life reviews, which allow elderly clients to reflect on their lives and make meaning of their experiences. Research shows that incorporating spirituality and life reviews into interventions can aid elderly clients and is an important part of biopsychosocial assessment and treatment.
Health Complete Advanced Clinical Disc.pdf
Spirituality is an important aspect of holistic care for the elderly. Addressing spirituality allows social workers to better understand clients' experiences with illness, disability, and end of life. One effective spiritually based intervention is life reviews, which help elderly clients find meaning and purpose by reflecting on their lives. Research shows that incorporating clients' spiritual beliefs into interventions can improve well-being and quality of life for the aging population.
Unit 2 motivation m.com
Motivation is the process that energizes and directs behavior. Managers can motivate employees through rewards that satisfy needs and reinforce behaviors that help achieve organizational goals. Several theories describe factors that motivate individuals, such as Maslow's hierarchy of needs, McGregor's Theory X and Y, Herzberg's two-factor theory, Alderfer's ERG theory, and McClelland's learned needs for achievement, affiliation, and power. Effective motivation involves job enrichment, participation, health work environments, and realizing individual motives and abilities.
Running head PROBLEM STATEMENT AND RESEARCH QUESTIONS 1PROB.docx
Running head: PROBLEM STATEMENT AND RESEARCH QUESTIONS 1
PROBLEM STATEMENT AND RESEARCH QUESTIONS 2
Problem Statement and Research Questions
Professor’s Name:
Student’s Name:
Institution:
Course Title:
Date:
Problem Statement and Research Questions
Problem Statement
This research paper aims at demonstrating how the Maslow hierarchy of needs increase employees motivation, promote job satisfaction, and improve the performance of workforce. The theory identifies five distinct levels of needs which inspire employees to work. In this theory, Maslow redefine human resource management by developing a comprehensive framework of understandings each employee need. People work for various reasons and would be motivated based on the desire to achieve certain ends. Thus, Maslow defines those ends and categorizing them into distinctive classes.
Work is a means to achieve various ends desired by people. The income generated by work act a source of livelihood to many families. Meeting one needs attracts the desire to satisfy others. For instance, psychological and security needs forms the categories referred to as basic needs in life. Thus, this became the primary tool used by employers to motivate employees therefore, fulfilling these needs attracts the need to move higher in the ladder. A study conducted to understand how the working conditions affect employees motivation found that; the conditions of the working operation of the employees, the training that the employees were exposed to as well as the personal development of the employees represents the most essential factors (Wofford, 1971).
Therefore, understanding the approach to human resource management would help employers to enhance job satisfaction. People are motivated to work to meet specific needs in life. However, the theory demonstrates that needs changes over time. Therefore, this research study would help employers may integrate other motivational factors to enhance performance (Taormina & Gao, 2013). Therefore, the findings of this research paper would help the human resource managers to develop a framework to develop strategies that enhance motivation and inspire work.
Purpose statement
The purpose of this study is to identify the factors that motivate and inspire employee’s performance using the Maslow hierarchy of needs theory. People derive the energy to work from different inspirations thus, becoming an essential framework of influencing workers performance.
The research study would adopt a mixed approach by incorporating qualitative and quantitative studies to explain different concepts and answer research questions. This approach intents to describe the factors that inspire explore the numerous motivational factors and describes how they affect performance (McLaughlin & Butler, 1973). The information would help in developing strategies that could help increase motivation.
Research Questions
1. What factors increase the employee’s motivation to work and perform their duty? ...
PPM&OB discription inthis document file opeations
The document discusses several theories of motivation and leadership, including:
- Maslow's hierarchy of needs which identifies physiological, safety, love, esteem, and self-actualization needs.
- Herzberg's two-factor theory which separates motivators like achievement and recognition from hygiene factors like salary.
- McGregor's Theory X and Theory Y which see employees either as inherently lazy or motivated respectively.
- Ouchi's Theory Z which focuses on Japanese-style consensus decision making and long-term employment.
It also defines leadership, discusses the difference between leadership and management, and identifies qualities like focus and communication that good leaders possess.
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An examination of how information flow affects job performance in the federal...
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The Continuum of Addictive BehaviorsThis activity is designed .docx
The Continuum of Addictive BehaviorsThis activity is designed .docx
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Discussion - Week 6Top of FormDiscussion Perspectives on the
Running head PROBLEM STATEMENT AND RESEARCH QUESTIONS 1PROB.docx
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Quality of Life
- 1. Jessica Avarone, Mari Gomez, Brook King, and Jesenia Perez
- 2. Quality of life includes positive and negative aspects of life. It also includes physical, social, psychological, and spiritual dimensions. As humans we feel the need to achieve, eat, drink, and multiply but being the “social animal” as Aristotle would put it we also strive for social acceptance.
- 3. Strengths and Weaknesses Strengths: Helps to interpret human behavior and the reason for their motivation to do things Insightful observations over the nature of a human Weaknesses: It does not address cultural or social differences among individuals Not all individuals are proven to follow the needs in the way Maslow established
- 4. Maslow’s QOL Theory ● Maslow defines quality of life (QOL) in terms of the hierarchical need satisfaction level of most of the members of a given society. ● The higher the need satisfaction of the majority in a given society the greater the QOL of that society.
- 5. Maslow’s QOL Theory Developed societies focus on higher order needs: ● Social ● Esteem ● Self-Actualization Less developed societies focus on lower-order needs: ● Biological ● Safety
- 8. QOL Case Study #1 (Good QOL) ●
- 9. QOL Case Study #2 (Bad QOL) ●
- 10. Study Using This Theory ● This study uses Maslow’s theory but not in the sense of a patient QOL ○ Uses on employees (though not in article, this could be applied to us as nurses) ● Better the QOL of employees using Maslow’s hierarchy in turn betters them personally and their work ● How? ○ Increased workload and demand of a job affects employee level climbing and leaves little motivation to work/do good work ○ Make the employees feel secure and appreciated that way they can move onto another level of the pyramid ○ This allows their QOL to get better and therefore allows their motivations for work to get better ● Applying to Nurses: Care/QOL of patients can therefore get better as well
- 11. Reference ● Abraham Maslow. (n.d.). Retrieved November 09, 2016, from https://en.wikipedia.org/wiki/Abraham_Maslow ● Benson, S., & Dundis, S. (2003). Understanding and motivating health care employees: integrating Maslow's hierarchy of needs, training and technology. Journal Of Nursing Management, 11(5), 315-320. doi:10.1046/j.1365-2834.2003.00409.x ● https://thumb9.shutterstock.com/display_pic_with_logo/286756/126657572/stock-photo-old-lady-crying-126 657572.jpg ● http://www.capital.gr/Content/ImagesDatabase/d0/d0fd5c713e5b427c9860fc880d810 ● Myers, D. G. (n.d.). Close relationships and quality of life. - davidmyers. Retrieved November 9, 2016, from http://www.davidmyers.org/davidmyers/assets/Close.Relationships.pdf ● Quality of Life. (2016). Retrieved November 09, 2016, from https://getpalliativecare.org/quality-of-life/ ● What are some advantages and disadvantages of Maslow's hierarchy of needs? (n.d.). Retrieved November 09, 2016, from https://www.reference.com/world-view/advantages-disadvantages-maslow-s-hierarchy-needs-dda09fc86e97 9db3