ShantanuT01/DACTYL-Pretraining huggingface dataset:
Analytical Summary The domain of healthcare has witnessed dramatic changes, especially about new information related to enhanced approaches and practices for better patient outcomes. To access and use this information for enhanced patient outcomes, healthcare providers need good interprofessional communication (IPC) and collaboration for effective coordination of patient care (Reeves et al., 2008). A growing body of research has been found asserting the importance of interprofessional education (IPE) in the domain of healthcare (Buring et al., 2009). IPE outlines the use of interactive learning methods such as seminars, discussions, workshops, and e-learning to effectively exchange information related to patient healthcare for better results. I have taken into account the patient’s history and their past experiences by interviewing them and having discussions with their families where possible. The summary integrates the important skills necessary for interprofessional practice and improving patient care. Week 1 – Gastroenterology on a 60-year-old woman complaining of adnominal pain The patient was diagnosed with emphysema, candidiasis Albicans, respiratory infection, knowledge deficit, and prone to anxiety to acute hospitalization. In the care plan for medical treatment for emphysema, I recommended steroid inhalation, bronchodilators, smoking cessation, and obtaining a baseline ABG. I gauged the patient’s knowledge of the illness and her approach to it. I explained the importance of compliance with medication when managing the disease process to the patient. I also felt the patient needed to be referred to social services or case management to find an alternative means for covering her medication. Patient health care is a complex task, necessitating health care professionals and social workers to work together for better health outcomes among patients (Reeves et al., 2008). Enhancing patient healthcare outcomes necessitates interprofessional collaboration (IPC) and interprofessional education (IPE) (Reeves 2009). Research and literature suggest that IPE helps in the development of knowledge-based attitudes, attributes, and skills among healthcare professionals which enhance collaborative practice (Reeves, 2009). Reeves (2009) asserts that collaborative practices among healthcare professionals will produce positive healthcare outcomes due to the enhanced quality of patient care. I considered two options – Referring the patient to a healthcare provider and referring to social services. Referring the patient to the healthcare provider helped her improve her adherence to completing medicinal regimes, probably due to a lapse of insurance coverage for her medication. Referral to social services will help her find an alternative means for covering her medication. Referring the patient to a social worker enhanced
Abstract This paper is an attempt to come up with three differential analyses for a patient, who showed up with a 5-day constipation, passing gases, and abdominal pain during defecation attempts. Based on the collected information and assessment, especially bloated and distended abdomen, the emphasis will be made on such diagnoses as fecal impaction (K56.41), colonic inertia (K59), and irritable bowel syndrome with constipation (K58.1). Additional attention will be paid to developing treatment plans including medications, laboratory tests, diagnostics, referral, and educating the patient. Because labs, diagnostics, referral, and education are the same, one comprehensive care plan will be proposed. At the same time, meds will be prescribed for each diagnosis. Introduction To begin with, it is essential to state that constipation is commonly caused by sedentary lifestyle and inadequate dieting. Because the patient sits at the desk for 15 hours a day, reports no exercise, and ignores the significance of healthy food giving preference to eating out, the causes of the problem are evident. Still, there are several potential differential analyses, which will be proposed below. Fecal Impaction (K56.41) This problem is usually signaled by such symptoms as constipation, abdominal pain, and rectal fullness. There are several risk factors for fecal impaction including malnutrition, sedentary lifestyle, dehydration, etc. (Fazio, Church, Delaney, & Kiran, 2017). This diagnosis is pointed to because of the fact that these symptoms are present in patient’s case and his lifestyle is one of the primary contributions to the potential risk of this health concern. In order to address this problem, fecal examination is required. Nevertheless, computer tomography can as well be recommended. As for meds, there are two possible ways to cope with fecal impaction – prescription of stool softeners or laxatives based on polyethylene glycol and endoscopic disimpaction. However, because the patient already takes softeners, more aggressive measure might be recommended once he sees a physician and the scope of the problem is assessed. Colonic Inertia (K59) Colonic inertia is usually signaled by lengthy constipation, discomfort, abdominal pain, and bloating (Fazio et al., 2017). Moreover, it is often caused by excessive intake of laxatives or stool softeners, which was reported by the patient, and unhealthy diet. In this case, it is vital to take a special test known as transit time measurement and incorporate specific dietary changes such as increased intake of fiber and water. In most severe cases, surgery is recommended. Still, the conclusion should be made after seeing a physician. Irritable Bowel Syndrome
Introduction Tools of analysis in any organization are very important and they supersede the inexperienced managers’ mandate to meet their organizational duties. This is because if these tools are correctly applied by the management, it will be in a position to make the projections for the organization and consequently, the right investment decisions. It is of essence that the objectives of the corporates are not overrun by the inefficiency of the inexperienced management team. The financial tools are of important essence in both day to day running of the business as well as for major decisions. Although the tools are expected to aid the decision making process, they also act as guiding parameters to ensure that inexperienced managers do not make unsound decisions as the negative changes in these tools acts as cautionary measures to such managers. Tools of Analysis in the Finance Department and Accounting Department The importance of tools of analysis in the finance and accounting departments cannot be ignored. These tools help an organization to make the management decisions more effective, especially where investment and cost cutting decisions are concerned. Therefore, the tools act as supplements to the operations managers as they help them to execute their mandates more effectively. Although computers cannot think like a human being, computer programs are coded with a specific objective in mind. The programs that lead to the results of the tools o
Introduction Outsourcing is defined as the act of subcontracting various firms to perform certain duties at relatively cheap labor. In our contemporary subcontracting is somehow rampant. In most cases, the tasks that are subcontracted are termed non-core to the business. For instance, insurance firms do subcontract janitorial and landscaping operations to firms that specialize in those types of work by virtue that they are not associated with insurance or strategic to the business. The exterior firms that offer these subcontracting services are known as third-party providers or rather service providers. The advents of globalization characterized by decentralized networks and the widespread e-commerce revolutions have affected business. Prospective global trends in the subcontracting industry on the global markets have triggered myriad providers that have ventured to offer their businesses to diverse companies globally. It is until recently that companies have been employing subcontracting models to carry out narrow functions such as payroll and data entry. By subcontracting these conduits, firms are geared towards optimizing profits and efficacy. Subcontracting is so diverse in the sense that organizations most firms do hire third-party services providers to manage unique business processes like benefits administration, whereas most firms subcontract the entire processes. Soon A & Cummings (2000). State
A secretary is an employee who supports administrative personnel especially executives. She usually employs administration, communication and organization skills to execute tasks like helping other employees or the organization. In some situations, a secretary is an officer of an organization who deals with communication, admission of new associates and controlling meetings and functions. A secretary has diverse organizational duties that are connected to communication like letter typing and maintenance of paper documents. Secretaries can help in the management of executive information in operations such as conferences. In many occasions, managers ask their secretaries to help in taking the minutes at meetings and preparation of documents. At times, secretaries are executive assistants. An incentive plan is a system that allows employees to work tirelessly within a definite period. The two incentive plans that can motivate secretaries are the “individual incentive pay plans, and the Group incentive pay plan” (Nata, 2003). Many workers rely on time-based pay but integrate performance-based pay on adjoining basis. Implementation of performance-based pay necessitates managerial input and requires expenditure for employee supervision. Because of the additional incentives to individuals’ performance, less supervision will be needed than under the strictly time-base pay (Nata, 2003). Today, many entities motivate their employees. Incentive pay is very essential because it shows gratitude and creates a sense of involvement in the company’s welfare that straight salaries do not express no matter how huge they are. Properly planned pay plans can also bring together all employees, and to point them in a way the organization expects them to move. Therefore, it gives an extra push that all companies need in the current competitive environment (Buck, Bruce, Main & Udueni 2003). Merit pay is a plan that rewards productive secretaries with better yearly wages. Merit pay can be used in both open and private sectors. It can serve as an effective inducement to greater employees’ productivity and can be used to measure the employees’ performance. The merit pay plan can increase employees’ motivation and performance. For merit-pay plan to be successful, all employees trust management and the merit budget have to be measured accurately. A merit pay can fail if it is not well administered (Nata, 2003). Therefore, an organization has to pay careful attention to the introduction of the program and the performance consideration system. Furthermore, it has to consider the total reimburs
The Greenbelt Banking Company was founded in 1991 with a mission to provide reliable, efficient, and affordable banking services to the public. Although it took a while before taking off in other countries due to tight legal constraints, the company has since set other head offices in most countries. The organization has more than 700,000 employees, with the major part of the employees comprised of young and energetic people. Other than providing banking services, the company had to involve itself in other activities such as social works over the past years. Such activities have compelled the management into recruiting different classes of employees to ensure proper service delivery. The existence of different types of employees within the organization’s setup necessitated the need for a functional human resource management department, which would address all the concerns of the organization’s workforce. The department of human resource management is headed by the human resource manager. Alike with other companies, this department is tasked with the responsibility of planning and sourcing for the employees for the organization. The office of human resource management plans and projects the number of employees that the organization needs to carry out its activities. The human resource manager also recruits and selects the appropriate employees for the organization. Selection is done to ensure that the company captures the best workforce from the labor market. The office of human resource manager also organizes training workshops and seminars for the employees to keep them up to date with the new trends in the banking industry. Training also allows the company to address the shortcomings of the employees as a result of long hours of work by breaking the monotony. The human resource manager also spells out proper channels of communication between the company’s management and the employees. A healthy relationship between the company and its employees enables smooth flow of operation and consequently, proper service delivery (Mondy et al., 2007). Even though the company has quite a large number of employees, it has been able to keep to the expected standards more, to concern the company-employee relations. Through decentralization, employees now have a faster reach to the relevant authority, especially when there is a need for a quick response. The company also conducts a transparent employee recruitment process. This practice not only presents the company with the opportunity to choose from the best workforce available but also gives the aspiring employees the opportunity to appreciate the need for better governance. The company, however, should improve on the employee appraisal methods. Most employees feel that the company offers little reward for
Introduction Socrates and Aristotle are two Greek philosophers who are held in high esteem amongst other early Greek philosophers. Regarded as the father of philosophy, Socrates was a great philosopher whose student Plato, later taught Aristotle. These philosophers, though from the same country, seem to have different views of the numerous things that they spoke about. From their political beliefs to other believes about life in general there are a lot of discrepancies in their works (Bostock, 2000). Comparison Virtue is described by some scholars as a set of behaviors or attitudes that show high moral standards. Though it is not quantifiable, it can be measured relatively. Socrates believed that virtue in a person’s life is achieved by the individual living his/her life focusing on self-development rather than material things. This is very well displayed in the way that Socrates lived his life (Bostock, 2000). What he did to earn a living is not clear, and that is a strong indication of his belief that happiness should come from one’s inner self and not material wealth. He described two forms of virtues that are in humans; philosophical and intellectual virtues. These virtues were believed to be acquired from the wide knowledge of things that happened around a place. Aristotle has also divided virtue into two; the virtue of thinking and that of character. He goes ahead to say in his writings that the former needs teaching, experience, and time while the latter comes about out of living following the right habits. The virtue of character Aristotle believes comes by nature in all humans. Though he agrees with Socrates that virtue brings about happiness in life, he believes that happiness comes from one enjoying the virtue that he/she possesses. The major difference in the beliefs of the two Greek philosophers under scrutiny here is that while Socrates’ accounts on virtue are manifested through his life, Aristotle’s accounts are only in his writings. Socrates presents his account in the form of questions and then lets his listeners decide for themselves. This marks a point of conflict as one cannot ask that which he knows nothing about. Socrates accounts for virtue by saying that ideal life is spent in search of doing good and he is believed to have spent his life in the company of people whom he invited to his place. He believed that friendship and virtuous life with a sense of brotherhood was the best way for individuals to live together as a community. His belief in brotherhood is what made him accept the death sentence handed to him by the Athenian authority as he thought it a betrayal to the people had he decided to run away to escape the sentence. He dedicated his life to discussing philosophy because that is what he considered the most important thing in life. His failure to work
In the course of the nineteenth century, European architecture passed through the period of revivalism, i.e. return to the previous artistic styles; in particular we should speak about Classical, Gothic, and Renaissance traditions which were frequently interwoven with one another (Bergdoll, p 140). Every country has its own prominent representatives and the buildings constructed during that time partially reflect cultural heritage, values, mentality and beliefs of the nation. In this essay, we are going to discuss the works of such architects as John Soane and Gottfried Semper. Each of them was significantly influenced by aestheticism of ancient Greece and Rome as well Gothic style. Both of them resisted pretentiousness and mannerism of Baroque and Rococo. It is necessary to compare and contrast their works, paying extra attention to ethnic or cultural peculiarities if any..We can focus on such examples as Dulwich Picture Gallery, Chillington Hall, or the Bank of England , build by John Soane and juxtapose them with Dresden Opera House, Picture Gallery, and Municipal Theatre of Vienna designed by Gottfried Semper. At this point it is too early to jump to any conclusions but we can say that Gottfried Semper was a avid supporter of Roman architecture and Moore style with its grandeur and pomposity, while John Soane tried to unite both classical tradition and modernity. As far as mentality and values of each nation are concerned we can say that there are some features which have ethic coloring but they are not sufficient enough to judge about the character of British or German people. As a matter of fact, the very existence of this concept is disputed. On the whole, it is quite possible for us to argue that John Soanes artistic preferences were impacted by antiquity both Greek and Roman. His exterior designed can be characterized by clarity and geometrical accuracy of lines, meticulousness in details and large scale especially if we are referr
Introduction Ethics can be simply defined as the principles of rightful conduct, which are responsible for shaping up people’s decisions as well as those of organizations. All sectors of governance and operation are required to incorporate ethics in their system in order to be successful. As such, ethical behavior is applicable in the health, businesses, political, and social sectors, among the others. In marketing, ethical behavior is applied by ensuring fairness when making moral marketing decisions (Hunt and Vitell 12). Ethical behavior does not only create a good image of the organization in the society, but also fosters trust in the marketing systems, hence attracting more customers, which is the main objective in marketing. Several demerits could come about because of failure to apply ethical behavior in marketing. For instance, organizations could be pressed by the government and the society with regard to their unethical behavior. Since this could significantly affect the business enterprise, ethical behavior ought to be incorporated in the operation systems of every business organization. This paper is, therefore, an analysis of ethical behavior in marketing by looking at the various points where ethics is applied in the marketing systems. Ethical behavior in marketing Performing their marketing duties, marketers ought to be ethically responsible for their actions. This is the fact that marketing is a wide sector in the business world; it is divided into various sub-groups all of which require to be ethically conducted. These sub-groups include market research, advertising, promotions, pricing, and the target audience (Hunt and Vitell 6). In this section, some of the expected ethical behaviors will be sampled in the aforementioned ma
Language, culture, and education have a great impact on popular intelligence tests as they reflect the level of critical thinking and decision-making of a person. Psychological capacity is not a system of simple storage. Every individual has a unique picture of the world based on his cultural values and principles. Education shapes these principles and views and structures them. So a psychologist can make predictions of intelligence and abstract behavior of a person based on his education and language. The most popular intelligence tests are the Binet-Simon intelligence scale, the Stanford-Binet intelligence scale , the Wechsler Adult Intelligence Scale and the Wechsler Intelligence Scale for Children. a verbal IQ and a performance IQ *Kaplan and Seccuzzo 2005). The main problem is that these measures provide only general directions for intelligence measurements paying no attention to language and education differences. For instance, a person from low class can interpret differently the word money and labor that a person from high social class who received good education. The main problem in any discussion of the measures of intelligence lies in the rooted human affinity to get entangled in the mind-body interaction (Hawkins and Blaceslee 2004). People, as they grow in language environment, struggle with newly perceived problems of structure and function, of object and concept in a language and culture. A person from aisan sees the world differently from an American or European. Permeating the organization is a system of values that transforms from one condition to another and is not the same for every individual. The main challenges and controversies of the current measures are based on language differences and different understanding of IQ and intelligent scores. In many cases, persona; behavior is difficult to measure by tests, mainly under conditions of recuperation from a major process. In summing up such information, it is not enough to request what is the effect upon general intelligence, if that can be ascertained; psychologists ask what kind of intelligence is influenced, as between concrete and abstract. There can be no such thing as inherited manners in the natural sense. If similar cultural functions lead to similar behavior, it is not enough to speak of the intelligence. So, the main reasons for controversies are social and cultural differences between people and linguistic variations in conceits and notions (Hawkins and Blaceslee 2004). Surely all the acts and circumstances may be positioned as dependent upon change, but no one is likely to find a method leading from the inequality in intelligence tests to equal assessment measures. It is impossible because different cultures and nations have different way of thinking, so it