See attached.

With the information presented in Chapter 1 of Ball et al. in mind, consider the following:

• By Day 1 of this week, you will be assigned a new patient profile by your Instructor for this Discussion. Note: Please see the “Course Announcements” section of the classroom for your new patient profile assignment.
• How would your communication and interview techniques for building a health history differ with each patient?
• How might you target your questions for building a health history based on the patient’s social determinants of health?
• What risk assessment instruments would be appropriate to use with each patient, or what questions would you ask each patient to assess his or her health risks?
• Identify any potential health-related risks based upon the patient’s age, gender, ethnicity, or environmental setting that should be taken into consideration.
• Select one of the risk assessment instruments presented in Chapter 1 or Chapter 5 of the Seidel’s Guide to Physical Examination text, or another tool with which you are familiar, related to your selected patient.
• Develop at least five targeted questions you would ask your selected patient to assess his or her health risks and begin building a health history.

By Day 3 of Week 1

Post a summary of the interview and a description of the communication techniques you would use with your assigned patient. Explain why you would use these techniques. Identify the risk assessment instrument you selected, and justify why it would be applicable to the selected patient. Provide at least five targeted questions you would ask the patient.

no more than 21% plagiarims

As a professional nurse, you are expected to apply your expertise to patient care. On occasion, you will also be expected to share that expertise.

With evolving technology and continuous changes to regulations designed to keep up these changes, there is usually a need to share information and expertise to inform colleagues, leadership, patients, and other stakeholders.

In this Assignment, you will study a recent nursing informatics-related healthcare policy, and you will share the relevant details via a fact sheet designed to inform and educate.

To Prepare:

• Review the Resources on healthcare policy and regulatory/legislative topics related to health and nursing informatics.
• Consider the role of the nurse informaticist in relation to a healthcare organization’s compliance with various policies and regulations, such as the Medicare Access and CHIP Reauthorization Act (MACRA).
• Research and select one health or nursing informatics policy (within the past 5 years) or regulation for further study.

The Assignment: (1 page)

Create a 1-page fact sheet that your healthcare organization could hypothetically use to explain the health or nursing informatics policy/regulation you selected. Your fact sheet should address the following:

• Briefly and generally explain the policy or regulation you selected.
• Address the impact of the policy or regulation you selected on system implementation.
• Address the impact of the policy or regulation you selected on clinical care, patient/provider interactions, and workflow.
• Highlight organizational policies and procedures that are/will be in place at your healthcare organization to address the policy or regulation you selected. Be specific.

Minimum of 750 words with at least 2 peer review reference in 7th edition apa syle

1. Compare and contrast differences and similarities of qualitative, quantitative, and mixed method designs 
2. Analyze qualitative and quantitative data for the purposes of critical appraisal of evidence 
3. Synthesize literature relevant to practice problems. 

Discussion: Clinical Supervision

In Week 3, you collaborated with colleagues as you participated in your first clinical supervision. This week, you have the opportunity to continue your collaboration as you reflect on and discuss your experiences with counseling children and adolescents in group settings. Psychotherapy with these clients is often more complex than psychotherapy with the general adult population. Personal reflection and discussion with colleagues are essential to your development and success as a psychiatric mental health nurse practitioner. For this clinical supervision, consider a child or adolescent client you are counseling who you do not think is adequately progressing according to expected clinical outcomes.

Learning Objectives

Students will:

• Assess clients presenting for child and adolescent group psychotherapy
• Evaluate the effectiveness of therapeutic approaches for clients receiving child and adolescent group psychotherapy

To prepare:

• Review this week’s media and consider the insights provided on group therapy with children and adolescents.
• Reflect on a child and adolescent group that you are currently counseling at your practicum site.

Post a 3- to 5-minute Kaltura video that addresses the following:

• Describe a child and adolescent group you are counseling.
• Describe a client from the group who you do not think is adequately progressing according to expected clinical outcomes. Note: Do not use the client’s actual name.
• Explain your therapeutic approach with the group, including your perceived effectiveness of your approach with the client you identified.
• Identify any additional information about this group and/or client that may potentially impact expected outcomes.

Working in healthcare can be extremely stressful when it comes to patient care, poor outcomes, and traumatic events. On top of this, stress can be exacerbated by incivility, bullying, and workplace violence (Marshall & Broome, 2017). According to Clark et al. (2011), “Incivility in healthcare can lead to unsafe working conditions, poor patient care, and increased medical costs.” Completing the Clark Healthy Workplace Inventory gave me some more insight into the civility of my workplace (2015).

Based on The Clark Healthy Workplace Inventory, my organization scored a 73. Clark explains that a 73 is associated with a moderately healthy workplace. I would agree my workplace deserves this score, and the description is fitting. My lower scores reflected my “neutral” score in statements that described how management views employees. Marshall and Broome note, incivility can take on many forms, from condescending remarks to refusal to acknowledge a coworker’s need for assistance and can occur between nurses or those in leadership positions (2017, p. 108). For me, the incivility in the work environment often stems from opposition between management and staff. It seems that management does not always value staff nurses. For this reason, the statement, “Employees are viewed as assets and valued partners within the organization,” stuck out to me. It can sometimes seem that nurses are not in control of decisions being made that affect nurses.

Most recently, an event occurred at my workplace that rubbed many staff nurses the wrong way. I work in the emergency department, where we have recently had a massive influx of COVID-19 patients. We have separated our department into a respiratory and medical side. As you can imagine, we screen every patient that enters the department. If they have any respiratory symptoms, they go to the department’s respiratory side and are considered a rule out COVID until otherwise stated by the physician. If they are diagnosed with COVID and need to be admitted, they are admitted to the hospital’s COVID floor. Recently, an email was leaked that stated the nurses on the COVID floor were receiving extra compensation. In contrast, our nurses who were taking care of the same patients who were being admitted were not receiving the additional payment.

From our standpoint, it was extremely frustrating that this information was kept from us, and it made us feel extremely undervalued. It was discouraging to feel our organization was not being transparent, and we were not treated fairly. To address this situation, one of our staff nurses voiced her concerns to our leadership in the emergency department, the emergency department’s administrative director. He was also kept from this knowledge, so he scheduled a meeting with his direct report. From here, the administrators compromised on allowing emergency department nurses to float up to the COVID floor for extra shifts to receive the additional compensation.

While it was not the answer we wanted, it was nice that our administrative director of the emergency department tried to make something happen. It did give me a poor impression of our administrators who are in charge of making these decisions, who neglected to include any representatives from the ER. I do not feel these individuals view me or any other emergency department staff nurses as assets or valued partners with the organization. I think this type of leadership creates more incivility in the workplace. 

References

Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering Civility in Nursing

Education and Practice Nurse Leader Perspectives. Journal of Nursing Administration, 41(7–8), 324–330. https://doi-org.ezp.waldenulibrary.org/10.1097/NNA.0b013e31822509c4

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American

Nurse Today, 10(11), 18-23. Retrieved from https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert

clinician to influential leader (2nd ed.). New York, NY: Springer

Resource: Ch. 18 to 19 of The Spirit Catches You and You Fall Down.

Write a 175- to 265-word response to the following:

• Was Lia’s life ruined by cross-cultural misunderstandings? Explain your thoughts.

Week 5 Discussion: Initial Post 

StrengthsFinder Assessment 

Upon completion of the Strengths Finder Assessment, this online tool concluded that my top five themes are Achiever, Woo, Restorative, Learner, and Positivity. I felt these results accurately described me, as I have always been one to want to go above and beyond, win people over, solve problems, learn, and create a positive and inclusive environment. 

Two Core Values 

 Based on the strengths that describe me, it is essential to assess these themes and understand core values I should incorporate into my daily routine to balance me out. The first core value I aim to adopt is recognition. Achievers often focus on being busy and forget to recognize when they have completed a task. According to Tom Rath, achievers should “Attach timelines and measurement to goals so that effort leads to defined progress and tangible outcomes” (2007). He says that achievers need to recognize and celebrate their victories instead of immediately moving on to their next task. 

 The second core value I intend to adopt is realism. Some individuals may misinterpret my positive attitude as naivety. For this reason, I must communicate that I understand unfortunate events can occur; however, I prefer to focus on the good rather than the bad. Showing people my realistic view on life can better help them understand my enthusiasm, and hopefully inspire them also to incorporate more positivity into their lives. 

Two Strengths

 For me, I feel I need to work on being more deliberative. I am not one to always look at all my options and assess all the risks. I find myself just doing things rather than planning or anticipating what may go wrong. I feel I can strengthen this characteristic by teaming up with someone who is more cautious and analytical when it comes to decision-making. 

     I also feel I need to work on being more of a commander. I find myself too passive, in that, I do not like being in charge of big decisions. Instead, I lean on my teammates and work towards an agreement between all individuals to reach a conclusion. I also find myself avoiding confrontation at all times because I do not like conflict. According to Marshall and Broome, firm leaders can resolve a dispute when necessary (2017). I strive to add command to my list of strengths as an advanced practice registered nurse. 

Two Characteristics

 Some characteristics I aim to improve on are my active listening skills and appreciating individualization. As someone who works in a fast-paced environment, I tend to have a selective hearing to pick out important things that people say; however, I tend to tune out the finer details that I do not need to know immediately. While this may be good for working in the emergency department where nurses do focused assessments and work quickly, it is not something that I am proud of. As a family nurse practitioner (FNP), I understand that gathering the full picture from patients will be necessary to appropriately assess and treat them. Mckenna et al. note, “Effective listening, as a quality of effective communication has been promoted by the nursing profession as a way of demonstrating care to patients and their families” (2020). 

 I also strive to become more appreciative of individualization. It is easy to get fixated on wanting to work with others who are like me with the drive to finish tasks while maintaining a positive attitude and solving problems along the way. For this reason, it can be hard for me to work with individuals who procrastinate, have a negative attitude, or ignore details. Rath explains that those who appreciate individualization can figure out what their team members do best and capitalize on their talents, skills, or knowledge (2007). I aim to incorporate this into my practice.

References

Rath, T. (2007). StrengthsFinder 2.0. New York, NY: Gallup Press 

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert

clinician to influential leader (2nd ed.). New York, NY: Springer.

McKenna, L., Brown, T., Williams, B., & Lau, R. (2020). Empathic and listening styles of first

year undergraduate nursing students: A cross-sectional study. Journal of Professional Nursing. https://doi-org.ezp.waldenulibrary.org/10.1016/j.profnurs.2020.08.013

Portfolio Assignment: The Role of the Nurse Informaticist in Systems Development and Implementation

Assume you are a nurse manager on a unit where a new nursing documentation system is to be implemented. You want to ensure that the system will be usable and acceptable for the nurses impacted. You realize a nurse leader must be on the implementation team.

To Prepare:

• Review the steps of the Systems Development Life Cycle (SDLC) and reflect on the scenario presented.
• Consider the benefits and challenges associated with involving a nurse leader on an implementation team for health information technology.

The Assignment: (2-3 pages)

In preparation of filling this role, develop a 2- to 3-page role description for a graduate-level nurse to guide his/her participation on the implementation team. The role description should be based on the SDLC stages and tasks and should clearly define how this individual will participate in and impact each of the following steps:

• Planning and requirements definition
• Analysis
• Design of the new system
• Implementation
• Post-implementation support