ShantanuT01/DACTYL-Pretraining huggingface dataset:
Introduction The main premise behind Benner’s theory of development involving the transition of a nurse from novice to expert involves the assumption that all individuals develop skills over time through the use of a sound educational base as well as a multitude of experiences in order to develop a certain degree of expertise within their particular field of nursing (Benner, 2011). In a way, expertise can be categorized as a movement away from reliance on distinct abstract principles that are presented in classroom lessons to the utilization of concrete experience in order to handle particular situations (Altmann, 2007) (Johnson, 2005). As such, from the perspective of Benner, theory and practice intertwine in the development process of a nurse with theory being the starting point from which all successive actions are based upon with practice being the means by which such actions are improved upon resulting in a greater degree of efficiency, proficiency, improved decision making capacity and intuition regarding appropriate actions for particular cases (McNiesh, Benner & Chesla, 2011). In relation to this, Lyneham, Parkinson & Denholm (2009) explains that Benner’s 5 levels of nursing experience (namely: Novice, Advanced beginner, Competent, Proficient and Expert) are the means by which a nurse’s transition away from abstract theory towards practical knowledge and experience can be evaluated (Lyneham, Parkinson & Denholm, 2009). Application to being a Nurse Practitioner As a new nurse practitioner, the aforementioned facts provided regarding nursing experience can be utilized by me in order to help me effectively transition from basing my actions purely on abstract lessons learned in class to utilizing clinical experience as the mean by which my actions are influenced. Benner explains that the more experience one has a nurse the better they become at their job as their actions become more in tune with “real world” experiences rather than theoretical jargon (Paley, 1996). My interpretation of this, in relation to being a nursing practitioner in primary care, is that my growth as a nurse should not be limited to what I learn but rather what I experience. This means that any educational advances I may undertake within my profession, whether it is in the form of a masters or doctoral degree, would be useless should I lack the sufficient experience necessary to actually be able to effectively apply what I learn to an actual clinical scenario. Benner even postulates that a person could effectively gain the appropriate knowledge and skills for a particular nursing role (knowing how) without necessarily learning the theory behind it (knowing that) ( Campbell-Reed, 2011). It is from such a perspective that I have come to realize that my growth as a nurse is based on the diverse types of roles and experiences that I choose to place myself in within a hospital setting. Conclusion As such, through the use of Benner’s theory of development, it has become c
Quality improvement is a continuous process for a healthcare facility because issues can occur in various departments and work aspects. Furthermore, addressing the challenges requires different approaches, and the responsible team must select and execute the most efficient one. Models, such as Root Cause Analysis (RCA), A3, Lean, and Plan-Do-Study-Act (PDSA), have been developed to help healthcare providers achieve diverse goals of quality improvement (Nash et al., 2019). For instance, the latter framework is beneficial for identifying comprehensive problems and developing a long-term enhancement plan (Vordenberg et al., 2018). This paper aims to explore the PDSA model and discuss how its implementation can assist a quality improvement team in addressing the issues in an acute care facility. PDSA quality improvement model is beneficial for resolving prolonged and complicated issues where a set of operations is necessary rather than a single action. Plan-Do-Study-Act components address the key activities to perform as an adjustable and repeatable cycle. The planning stage is when the team identifies the problem and develops an action scene to execute during the next part. The study section requires analyzing the outcomes of activities, measuring their effectiveness, and gathering feedback. Examining the results can be enhanced through chart implementation and identification of specific trends and side effects of interventions (Knudsen et al., 2018). Lastly, the active stage includes the initial plan’s revision and creating a new workable approach to address the selected issue. The framework is based on continuous learning through the testing of changes and can be integrated into a healthcare facility’s daily functioning (Knudsen et al., 2018). Once a PDSA cycle is implemented, a quality improvement team must record and analyze its outcomes to plan further development. The PDSA model is beneficial for healthcare facilities where the communication between the clients and employees is frequent, as it requires the feedback gathering option to be available. Furthermore, “key methodological features include the use of continuous data collection, small-scale testing and use of a theoretical rationale” (Knudsen et al. 2018, 4). These components must be considered by the quality improvement team at each stage and addressed by the day-to-day leaders responsible for the execution. An acute care facility is an example of a healthcare organization where the PDSA model is exceptionally efficient for quality improvement. For instance, the Kindred Hospital of San Francisco Bay Area includes the departments of diabetes, pulmonary, wound, intensive, palliative, and rehabilitation departments, and each requires high-quality patient service (Kindred Hospi
The two films chosen in regard to the movie review information are ‘Cry Freedom’ and ‘Come See the Paradise’. Both the films are truly exhibiting the problems of racialism that have been traumatizing societies in several parts of the world, in gross violation of human rights and dignity. The simple issue and question confronting the viewer of both these films is why should human beings discriminate on the basis of racial origin and place of birth when there is nothing concrete in pursuing such policies of discrimination against virtually innocent people. Cry Freedom deals with the issue of apartheid in South Africa in portraying the efforts made by Black Leader Steve Biko for the cause of the blacks while the apartheid was in full bloom in the late 1960s. Biko had founded the Black Consciousness Movement in 1969 after giving up his medical training to take up the cause for the struggle for the emancipation of the blacks in South Africa. He became very popular amongst the blacks and is portrayed as a charismatic leader on the same strengths as that of Martin Luther King. The film is tilted in showing a plot that is more relevant for white audiences especially in view of the stronger portrayal of Donald Woods who is a journalist with a goal to establish an objective and truthful press in bringing forth the atrocities of apartheid. Cry Freedom is actually the story of how Woods’ is influenced by the philosophy of Biko and how he helps for the cause of the black movement until he had to eventually flee from the country disguised as a priest in the face of his role in exposing the inhuman manner in which Biko was killed due to torture in police custody. The film is a saga of the tragedy of mankind whereby one race exploits the minority in going to any extent to establish and maintain its supremacy. An almost similar plot is revealed in the film ‘Come See the Paradise’, which depicts the sorry state of affairs experienced by the minority Japanese community in California during the World War II, thus providing another glaring example as that of apartheid in South Africa. The plot of the film reveals the story of a young man named Jack McGurn who had relocated to Los Angeles and started working for one Hiroshi Kawamura, a Japanese settled in the city for several years. Jack soon fell in love with Hiroshi’s daughter and both decided to get married despite the disapproval from the girl’s father. Since mixed race marriages were not permitted in California they moved on to Seattle and got married there. But the marriage turns sour and the girl shifted back to Los Angeles with their newly born child and soon aft
Introduction Manufacturing companies are involved in the business of developing products from rudimentary materials. In this paper, the author evaluates Space Age Furniture as a model manufacturing company. The author analyzes the concept of Materials Requirement Planning (MRP) and how it fits into the manufacturing spectrum. To this end, an MRP that is ideal for Space Age Furniture is developed. A critical analysis of the case study reveals that the efficiency of Space Age Furniture as a manufacturing company can be improved through the adoption of a functional MRP. Consequently, the various elements of the recommended system are highlighted in this paper. Specifically, the author will start by developing an MRP for Space Age Furniture Company. The system will be formulated using the information provided in the case study. Secondly, the author will recommend strategies that can be used to enhance sub-assemblies. To this end, lot sizes of one thousand will be used as the yardstick. In addition, the author will analyze how overtime and inventory expenditures are related. An innovative MRP will be determined. The aim is to enhance the base figure used by Space Age. A comparison between manufacturing processes will be made. The comparative analysis will be used to identify the recommended mode of operation. The comparison will be followed by a review of strategies that can used to monitor operations. Finally, the author will propose transformations that may benefit the company. The alterations are aimed at enhancing value for the consumer. MRP for Space Age Furniture Company Developing an MRP requires three main elements. The Bill of Materials (BOM), Master Production Schedule (MPS), and Gross Requirements are the constituent elements of an ideal MRP (Vonderembse & White, 2013). In line with this, the following is the recommended MRP for Space Age Furniture: Table 1 Recommended MRP for Space Age Furniture WEEK    1    2    3    4    5    6   ITEM                                 Gemini  600  400  700  500  400  600 Saturn  300  400  400  600  300  300  Ways of Improving Sub-Assemblies The quality of production for a given product is determined by the performance of the sub-assembly unit. According to Li and Li (2000), most manufacturing companies make use f the mixed model assembly line. From the case study, it is evident that the two sub-assemblies are development with the help of one machine. Consequently, Space Age wishes to reduce change over time. The objective will be achieved by setting a limit of 1,000 units per batch. However, it is important to note that the capaci
Pérez Art Museum Miami (PAMM) is one of the most remarkable cultural and educational centers focused on the international art of the XX and XXI centuries. There are collections of paintings and works of artists from the United States, Caribbean countries, and Latin America. Particular attention is paid to the works of local artists and designers. Miami Museum is a link in the process of transnational exchange of people, ideas, and cultures. Since September 15, the selection of paintings “Grids” by the famous artist Lynne Golob Gelfman is exhibited in the museum. This paper will research the artist and content of the pieces of art, considering how color influences the mood and strengthens the artworks’ content. The Pérez Art Museum Miami presented the most inclusive showing of the artworks of Lynn Golob Gelfman. This woman is a talented Miami-based artist who grew up in New York. Gelfman graduated from Sarah Lawrence College and Columbia University School of Art. Lynn taught art at the Dalton School from 1968 to 1972, a year when her husband set to work on a flower farm outside Bogota, and they moved to Miami, an imported gateway for flowers. The city is seen as an international hub of theater, art, music, dance, and filmmaking (Kleinberg and Parks 85).
Introduction There have been major revolutions in the genetic world in the 21 st century, which have directly affected health care policies. Some of the major issues that have come with genetic revolution include the policies applied when administering genetic tests, genetic privacy, and education on genetics, their standardization and regulations as well as gene patenting. Genes as the basic unit of heredity are responsible for the passing of characteristics from one generation to the other and this is where healthcare comes in. This passing on of characteristics is enabled by the presence of sequential DNA or RNA that bring about similarities or differences in individuals. If the genetic revolution is not well safeguarded, instances of their misuse can surface and that is why care must be taken during genetic testing. Regulations governing these procedures require implementation to ensure that DNA sequences are not monopolized (Ojha and Thertulien, 2005). This paper focuses on genetics role in healthcare of patents and defines the language of genetic manipulation, its safety, legal and ethical issues, as well as mandatory screening and the role of the healthcare providers in gene therapy. Genetics’ role in healthcare of patents Healthcare has benefited largely from biotechnology and genetics and that is why there has been a necessity to ensure the safety of patents. For a genetic to be declared patentable, it must be unique in all sense and must have been modified, isolated, or purified to attain this status. Intellectual property rights is an issue that has taken center stage in genetic innovations for decades. There have been numerous debates on how some genetic inventions have been licensed and used in the health care sector. The set rules seemed to impede the genetic processes due to their complexity thus flawing the whole process (OECD, 2006). The
Introduction The concept of leadership has become essential in large and small business organizations. Managers use practical skills to engage, mentor, and guide their followers to pursue the targeted objectives. This paper presents two sections addressing the unique attributes associated with effective leadership. The first one gives a detailed literature review of the subject and how managers can utilize different competencies to improve the performance of their respective organizations. The second part summarizes the responses gained after interviewing a division manager of a medium-sized retail company. Review of Literature Individuals in charge of different organizations, units, or institutions take the idea of leadership seriously to achieve the targeted objectives. Cote defines the term as a model for guiding and engaging others depending on the outlined goals (28). Those who occupy specific managerial positions should utilize effective competencies and strategies. People’s characteristics, experiences, leadership philosophies, and personalities tend to inform this kind of practice. Individuals who want to record positive results within a short period should be aware of the existing situations and apply the most appropriate models. This means that people will consider diverse leadership styles depending on the anticipated objectives. There are several theories that explain how specific managers engage others. The first one is trait theory and it indicates that competent leaders possess specific personalities that make it easier for them to achieve their potential (Cote 29). Models, grouped under this category, guide scholars to define various qualities, including likability, assertiveness, decision-making, integrity, and empathy. Behavioral theories are other models many people utilize to guide others. The issue of behavior is critical whenever focusing on these styles. These are subdivided further to autocratic, laissez-faire, and democratic leadership approaches (Uzohue et al. 21). Autocratic managers will not consult others whenever making decisions or pursuing organizational goals while democratic ones will allow team members to present their insights. Laissez-faire leaders allow their followers to focus on what is right. They do not supervise their followers, thereby ensuring that they remain self-motivated. Contingency models guide leaders to embrace the most appropriate styles depending on the existing circumstances. Leaders’ roles are dynamic and should resonate with the changing demands of the targeted companies or institutions. Organizational theorists and researchers have managed to present evidence-based insights that many managers should take seriously (Cote 30). For instance, Uzohue et al. indicate that successful leaders should always create the best culture and support the establishment of teams (21). These
What Skills Have I Developed? As financial capital becomes easily transferrable from one location to another, this has resulted in companies having the ability to establish new factories and resource centers in other countries due to the ease in which funding can be transferred. It is based on this that through a study of financial services marketing, I have developed a better understanding of how financial markets operate, how consumers view financial institutions, and the various responsibilities and ethical codes of conduct that come with working in this particular field. Understanding the Impact of Consumer Spending on Financial Services When going over what I learned in the course, I happened to remember the correlation between consumer spending, financial markets, and how this impacts financial service marketing. The main problem with consumer markets in economies such as those within the U.S., Europe, and the Middle East is the fact that consumer spending is at an all-time low which has resulted in the current economic downturn since consumer spending is the primary basis of economic recoveries or recessions (Fornell, Rust & Dekimpe 2010, pp. 28-35). Unfortunately, the inherent problem with the current situation is that it creates a vicious cycle wherein low consumer spending results in companies reducing various aspects of their operational capacity (i.e. manufacturing of products, low-level employees etc.) in order to remain in business which results in even lower consumer spending since people don’t have jobs to support themselves anymore. An example of the effect of such behavior by major corporations can be seen in the U.S. wherein up to 8% percent of the population is unemployed due to workforce cutbacks employed by various companies in an attempt to continue to remain viable despite lackluster local demand (Larson and Hamilton 2012, pp. 218-230). What I learned from this situation is that financial institutions tend to develop a considerable degree of “hesitance” in that they become more reluctant than ever to loan out money or to spend. While many would view this as an adverse situation, what I learned from the course is that such an environment of fear creates opportunities for companies to steal market shares through brand differentiation (Taylor 2009, pp. 77-80). This means showing a willingness to lend, to understand the plight of consumers, and to take the necessary risks (to a certain degree) in order to grow the organization while others are merely trying to conserve what they have (Taylor 2009, pp. 77-80). It is based on this that I have come to realize that this course has helped to change the way in which I think analytically regarding financial services. Whereas before I would normally view an economic recession as the worst time to market any form of product, I now realize that in such an environment of fear and hesitation acts the ideal ingredients for an organization’s success by offering consumers the services they crave while everyone else is shunning them. I saw one notable example of this through the various Silver and Gold Plus credit cards that
Prerequisites for a Successful Training Plan To develop a successful training plan, it is important to incorporate the principles of leadership as a part of the implementation agenda. It is a general opinion that leadership is the process of leading in decision making in an organization. Involving proactive leadership will create a smooth transition to the desired changes in the process of implementation (Stephenson, 2013). It is crucial to explain the desired needs for accreditation and certification to ensure that the implementers are directly and proactively involved in the process of training. It can be achieved through teaching leadership traits needed for quality reporting and feedback tracking in the multifaceted healthcare environment. Steps Involved in Educating Bedside Healthcare Providers The first step involves constitution of offices or institutionalization of the entire training process for ease of information flow (Kulbok, Thatcher, Park, & Meszaros, 2014). In this scenario, it would be prudent to appoint an infection control unit to meet the set standards of control and prevention. The office can coordinate training, implementation, and follow-up of any event during and after training for optimal impact (Stephenson, 2013). The office will guarantee that the entire training program covers the topics of the plan to ensure success in the short and long-term time period. The office should participate in regulations and diverse reflections on the progress of the program. Communication and Active Participation There is a need to create a communication matrix for the plan to be authentic and pro-intentional. The matrix will ensure that the obstacles to effective assimilation of the training programs are identified and correctly dealt with (Hiatt, 2011). For instance, the infection prevention office may identify the key leadership figures to create a framework for the support and prevention program. In this scenario, it would be ideal to utilize the roles of the leader nurse, the bedside nurse, and the physician to lead the change process. The role of leadership in this scenario is to create a smooth transition at every stage of training. It also ensures discipline and control in a work environment since each stakeholder takes his or her role and responsibility. Change Process Management Through Continuous Training Since change is a dynamic process, there is a need to proactively manage any possible resistance. It is necessary to introduce all the stakeholders to the current practicing standards and their defects before introducing the improved practice standards. This is achievable through a continuous and participatory training process (Hiatt, 2011). It is important to encourage participation and brainstorming sessions for the change process to face minimal resistance. Once there is a general acceptance, it is advisable to document the training modules as a part of emphasis for optimal impact. The positive impact will ensure that the proposed training program is self-sustaining and effective. Management Perspective in the Change Process Once compliance is achieved, it is necessary to incorporate organization culture in the change p