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SHRM SAMPLE ASSIGNMENT Introduction Strategic human resource

SHRM SAMPLE ASSIGNMENT
Introduction
Strategic human resource management is devoted to the effective management of human resource understanding the fact that human resources are the key source to achieve competitive advantage. Traditionally HRM had little role in business objectives of the organization but the new perspectives identifies that practices within HRM can have major roles upon company performance and certain functions like training, incentives payments are now fused with business objectives (Emerald Group, 2004). SHRM focus on long term issues related to the people and also consider quality, ethics, culture and diversity and matching necessary resources for effective business performance.
In today’s world of global business, the competition between the businesses is fierce and organization always tries to seek competitive edge to differentiate its business with other rivals for the survival and success of business. Only recently the importance of HR competencies, capabilities and skills as the source of sustainable competitive advantage has emerged (Ellinger et al., 2002). Besides providing goods and services, organizations are now focusing on strategic human resources plans and policies for attaining and managing human resources for achieving competitive advantage.
The question may arise why so much emphasis is given to human resource though other resources are also responsible for firm’s success. Resource based view explains that resources such as human resource capabilities are critical part of organization for effective performance. Pfeffer (1994) advocates resource based view by pointing that human resource is preeminent organizational resource and key to achieve outstanding performance. Barney (1991) developed VRIO framework for achieving sustainable competitive advantage. According to which the organization can achieved competitive advantage when the resources are valuable, rare, and inimitable and have no substitute. Human intellectual unlike other resource possesses key ingredients like knowledge, skills and ability which allows human resource to create value to the organization improving individual’s efficiency and efficacy for developing sustainable competitive capabilities. Comparing to other intangible resources, HR is more likely to produce competitive because of their rarity and difficulty in imitation (Khandekar & Sharma, 2005).
Strategic human resource play vital role in competitive environment through the implementation of management practices and developing strategy to possess and deploys unique strand of resource (Barney, 1991). SHRM deals with placing right people with the right skills at the right time. According to khandekar and Sharma (2005) organization should focus on strategic focus, link between HR policies and practices, its business strategy and performance and further added supporting high commitment work perspectives that organization should include the size and composition of workforce, planning, staffing, retention and motivation, skills and competencies with effective training and development to achieve these, remuneration and compensation , fair employment practices and career planning (Khandekar & Sharma, 2005).
Bernardin and Russell (1998) describe that competitive advantage of an organization depends upon the ability to attract and retain individuals. HRM practice sustain to attract and retain valuable employees and provides motivation resulting in high profitability, high productivity, quality products, lower cost in manufacture and faster acceptation and implementation of organizational strategy (Pablos & Lytras, 2008). For the effective management of employees, organizations should adopt more strategic orientation and should possess the resource to enable employees to have greater involvement with broader organizational strategies (Tansley et al.,
2001).
Competitive advantage can be obtained through the concept of strategic target and strategic thrusts (Schuler & MacMillan, 1984). Strategic target refers to company, distributor, supplier and costumer. Company can approach forward and backward way to help in shaping the HRM practices of other companies. Pepsi-co provided training to distributor to increase sales of store as well as company whereas Nissan motors provide extensive training program to supplier to enhance the quality of products Strategic thrusts refers to cost efficiency and differentiation thrust (Schuler & MacMillan, 1984). Lincoln electric succeeded to increase productivity as well as cost reduction through HRM practices.
Source: (Barney, 1991)
Today large number of corporation are moving towards ethical philosophy in the expectation that ethical behavior by their employees will lead towards business success (Svensson & Wood, 2004). Ethical practices and fair judgments and treatment of employee reinforce the employee commitment and trust and also to attract investors. Since employee and organization are directly linked with costumer, the ethical behaviors with the customer increase the customer satisfaction and customer loyalty. The ethical practices motivate the employee towards the right direction. And also provides support to manager to make ethical decisions where there is hard to say what is right and what is wrong (Holmes, 2008), Furthermore, Stainer & Stainer (1995) claims cultural and social backgrounds, principles and personal values are the crucial factors in making decision. Ethical business values translated into management behaviors can make the difference between employees µsatisfaction and frustration and motivated employee to do their best performance (Holmes, 2008).IntroductiStrategic human resource management (SHRM) is devoted to the effective management of human resource understanding the fact that human resources are the key source to achieve competitive advantage. Traditionally HRM had little role in business objectives of the organization but the new perspectives identifies that practices within HRM can have major roles upon company performance and certain functions like training, incentives payments are now fused with business objectives (Emerald Group, 2004).SHRM focus on long term issues related to the people and also consider quality, ethics, culture and diversity and matching necessary resources for effective business performance.
SHRM and Competitive Advantage
In today¶s world of global business, the competition between the businesses is fierce and organization always tries to seek competitive edge to differentiate its business with other rival for the survival and success of business. Only recently the importance of HR competencies, capabilities and skills as the source of sustainable competitive advantage has been emerged (Ellinger et al., 2002). Besides providing goods and services, organizations are now focusing on strategic human resources plans and policies for attaining and managing human resources for achieving competitive advantage.
The question may arise why so much emphasis is given to human resource though other resources are also responsible for firm¶s success. Resource based view explains that resources such as human resource capabilities are critical part of organization for effective performance. Pfeffer (1994) advocates resource based view by pointing that human resource is preeminent
organizational resource and key to achieve outstanding performance. Barney (1991) developed VRIO framework for achieving sustainable competitive advantage. According to which the organization can achieved competitive advantage when the resources are valuable, rare, and inimitable and have no substitute. Human intellectual unlike other resource possesses key ingredients like knowledge, skills and ability which allows human resource to create value to the organization improving individuals efficiency and efficacy for developing sustainable competitive capabilities. Comparing to other intangible resources, HR is more likely to produce competitive because of their rarity and difficulty in imitation (Khandekar & Sharma, 2005).
Strategic human resource play vital role in competitive environment through the implementation of management practices and developing strategy to possess and deploys unique strand of resource (Barney, 1991).SHRM deals with placing right people with the right skills at the right time. According to khandekar and Sharma (2005) organization should focus on strategic focus, link between HR policies and practices, its business strategy and performance and further added supporting high commitment work perspectives that organization should include the size and composition of workforce, planning, staffing, retention and motivation, skills and competencies with effective training and development to achieve these, remuneration and compensation , fair employment practices and career planning (Khandekar & Sharma, 2005)
Bernardin and Russell (1998) describe that competitive advantage of an organization depends upon the ability to attract and retain individuals. HRM practice sustain to attract and retain valuable employees and provides motivation resulting in high profitability, high productivity, quality products, lower cost in manufacture and faster acceptation and implementation of organizational strategy (Pablos & Lytras, 2008). For the effective management of employees, organizations should adopt more strategic orientation and should possess the resource to enable employees to have greater involvement with broader organizational strategies (Tansley et al.,
2001).
Competitive advantage can be obtained through the concept of strategic target and strategic thrusts (Schuler & MacMillan, 1984). Strategic target refers to company, distributor, supplier and costumer. Company can approach forward and backward way to help in shaping the HRM practices of other companies. Pepsi-co provided training to distributor to increase sales of store as well as company whereas Nissan motors provide extensive training program to supplier to enhance the quality of products Strategic thrusts refers to cost efficiency and differentiation thrust (Schuler & MacMillan, 1984). Lincoln electric succeeded to increase productivity as well as cost reduction through HRM practices.
Today large number of corporation are moving towards ethical philosophy in the expectation that ethical behavior by their employees will lead towards business success (Svensson & Wood, 2004).Ethical practices and fair judgments and treatment of employee reinforce the employee commitment and trust and also to attract investors. Since employee and organization are directly linked with costumer, the ethical behaviors with the costumer increase the customer satisfaction and customer loyalty. The ethical practices motivate the employee towards the right direction. And also provides support to manager to make ethical decisions where there is hard to say what is right and what is wrong (Holmes, 2008), Furthermore, Stainer & Stainer (1995) claims cultural and social backgrounds,principles and personal values are the crucial factors in making decision. Ethical business values translated into management behaviors can make the difference between employees µsatisfaction and frustration and motivated employee to do their best performance (Holmes, 2008).
Ethical practices and code varies with the type of organization, the business they perform and place. Common ethical behavior expected by an organization are honesty, integrity, commitment and loyalty and similarly organization should consider the employees rights like freedom to speech, privacy, freedom of conscience, fairness etc (Noe, Hollenbeck, Gerhart, & Wright, 2004). Langlois & Schlegelmilch, (1990) described code of conduct as a statement that lay down corporate principles, ethics, rules of conduct, code of practice, responsibilities to employees and shareholder, consumers and the Environment and Society. Mcdonald (2009) facilitates the importance of code of conduct.
Performance is greatly influenced by how well or badly employees are treated which in turn impact the overall organizational performance. According to (Leopold, Harris, & Watson, 2005) long term perspectives of an organization directly depends upon employees, hence fair and ethical treatment of workers is an important strategic concern. High commitment strategy focuses on careful consideration of ethical choices to the employees. Further, Ferrell, Fraedrich and Ferrell (2008,) assert that ‘The more the organization is dedicated to taking care of employees the more likely it is that the employees will take care of organization´ .
Hewlett- Packard company is raked as 2010 most ethical company by Ethisphere Institute due to its ethical standards, teamwork , integrity, cultural respect leading to product innovation.
Gandtz and Hayes (1988) explains ethical challenges in the area of discrimination, psychology testing, anti union activity, work design , employment security, performance, rewards and employee discipline which is supported by Leopold et al. (2005) .
National cultural difference on business performance
Culture is basically all about what people thinks, behaves and follows which provides identity, belongings, behavior pattern of the people. Hofstede (2001) defined culture as collective programming of the mind that differentiates the member of one group from another. Besides the same cultural society, there is no uniformity on the behavior of individual, community, society and country. Culture is dynamic and slow but continual process of adapting to environment and circumstances and transmission of similar values, beliefs, skills and knowledge to subsequent generation (Moran, Harris, & Moran, 2007 ;Hofstede ,2001 ; Alder,2002). Cultural difference can be differentiated by the norms and values of group, language, religion, institution where they participate and social values.
Corporate culture is the product of daily interactions and their effects on attitudes, behavior, values and the performance (Rohm, 2006).The sources of corporate culture according to Brown (1998) are societal and national norms in which the organizations exists, vision and management style, and types of business and environment an organization engages in. Hofstede (2001) suggests the four dimensions of cultural differences between nation and clustered cultures which are power distance, uncertainty avoidance, individualist, masculine culture. Hofstede classified Greek people as low individualistic society as they expect organization to look after them as family. Some researchers claim that reinforcing national cultural values in management practices yields in high performance whereas other claim mismatch between management practices and national culture reduce performance (Kessapidou & Varsakelis, 2002).
Culture affects the human behavior, morale which in turn affects the organization productivity, values and pattern that influence attitudes and actions (Moran, Harris, & Moran, 2007).According to Khandekar & Sharma (2005). The performance of the global organisations depends upon the ability to cope with heteregeneous culture ,coordinating diverse resource, competitive environment and to leverage innovations across national boundaries.
Cultural practices exercise within the organization has greater impact on organizational goal. The good culture within organization leads organization towards success whereas negative culture leads towards degradation of company. The positive attitude, virtues and behavior are said to be valuable assets for achieving corporate goals defined by senior management (Deal and Kennedy, 1982). Individual perspective in combination with culture difference can be great assets in problem solving and task performance.
Contemporary organizations are multicultural in nature and the major factor in the success or failure of inter-cultural in management is interpersonal communication and also manager working in different culture should examine the 3Cs´ of context, content and conduct (Humphreys, 1996). The structure and functioning of the multicultural organization are not determined by universal rationale, so the firm must acquire diverse set of routines and repertoires in order to be competitive in diverse world (Kessapidou & Varsakelis, 2002).
Globalization in one hand creates opportunities to businesses, in other hand there exists formidable and unique challenges, Cultural difference often causes misunderstanding and conflict than synergy (Hofstede, 2001).While working internationally decision based on own country may be wrong in other country. Global business needs to deal with interaction between service provider of one culture with costumer of another culture which may leads to unhappy customer, frustrated provider and lost business due to difference in cultural norm and values (Sizoo et al., 2005).Difference in national culture not only effects the entry mode but also the difficulty in integrating foreign personnel in the organizations (Kessapidou & Varsakelis, 2002).
Link between equal opportunity and diversity
Anti discrimination laws are introduced so as to rectify workplace inequalities and social injustices faced by particular group like women, ethnic minorities and disabled. Diversity as defined by Hubbard (2004) is a collective mixture characterized by differences and similarities that are applied in pursuit of organizational objectives. Managing diversity is important aspect of SHRM since diversity encourages the contribution of people from different background, experiences and perspectives. Effective policy is necessary to value and manage the diversity of employees, customers, and suppliers by doing what is right for their employees and the communities they serve, thereby ensuring a competitive advantage in the global marketplace (Hubbard, 2004).
Providing equal employment opportunities is an important aspect of strategic human resource. There should not be any discrimination regarding gender, pay, disabilities, and minority ethnics groups and so on. The social justice perspective assumes that men and woman are fundamentally same and should be treated fairly. Merit approach supports social justice and also assumes that equality can be achieved through the judgments of individuals on the particular merits against same standards. Whereas, diversity approach approaches that inequality is due to the failure to accept the differences and to respond to them (Leopold, Harris, & Watson, 2005).
In today¶s world of global business, the competition between the businesses is fierce and organization always tries to seek competitive edge to differentiate its business with other rival for the survival and success of business. Only recently the importance of HR competencies, capabilities and skills as the source of sustainable competitive advantage has been emerged (Ellinger et al., 2002). Besides providing goods and services, organizations are now focusing on strategic human resources plans and policies for attaining and managing human resources for achieving competitive advantage.
The question may arise why so much emphasis is given to human resource though other resources are also responsible for firm¶s success. Resource based view explains that resources such as human resource capabilities are critical part of organization for effective performance. Pfeffer (1994) advocates resource based view by pointing that human resource is preeminent
organizational resource and key to achieve outstanding performance. Barney (1991) developed VRIO framework for achieving sustainable competitive advantage. According to which the organization can achieved competitive advantage when the resources are valuable, rare, and inimitable and have no substitute. Human intellectual unlike other resource possesses key ingredients like knowledge, skills and ability which allows human resource to create value to the organization improving individual¶s efficiency and efficacy for developing sustainable competitive capabilities. Comparing to other intangible resources, HR is more likely to produce competitive because of their rarity and difficulty in imitation (Khandekar & Sharma, 2005).
Strategic human resource play vital role in competitive environment through the implementation of management practices and developing strategy to possess and deploys unique strand of resource (Barney, 1991).SHRM deals with placing right people with the right skills at the right time. According to khandekar and Sharma (2005) organization should focus on strategic focus, link between HR policies and practices, its business strategy and performance and further added supporting high commitment work perspectives that organization should include the size and composition of workforce, planning, staffing, retention and motivation, skills and competencies with effective training and development to achieve these, remuneration and compensation , fair employment practices and career planning (Khandekar & Sharma, 2005)
Bernardin and Russell (1998) describe that competitive advantage of an organization depends upon the ability to attract and retain individuals. HRM practice sustain to attract and retain valuable employees and provides motivation resulting in high profitability, high productivity, quality products, lower cost in manufacture and faster acceptation and implementation of organizational strategy (Pablos & Lytras, 2008). For the effective management of employees, organizations should adopt more strategic orientation and should possess the resource to enable
employees to have greater involvement with broader organizational strategies (Tansley et al.,
2001).
Competitive advantage can be obtained through the concept of strategic target and strategic thrusts (Schuler & MacMillan, 1984). Strategic target refers to company, distributor, supplier and costumer. Company can approach forward and backward way to help in shaping the HRM practices of other companies. Pepsi-co provided training to distributor to increase sales of store as well as company whereas Nissan motors provide extensive training program to supplier to enhance the quality of products Strategic thrusts refers to cost efficiency and differentiation thrust (Schuler & MacMillan, 1984). Lincoln electric succeeded to increase productivity as well as cost reduction through HRM practices.
Source: (Barney, 1991)
Ethics
³Imagine a world without ethics,where we put ourselves at first place, where no one was
interested in making the environment or making things better for all and in the UK,there would be no NHS, no state education system,and our decision would be based on µwhats in it for us?¶´ (Orme & Ashton, 2003).This emphasizes how importance the role of ethics plays in our society. Business ethics tries to answer the question³what is the role of business in society?´ (Trezise, 1996). Ethics is the system of moral principles which deals with the broad perspectives about what is good for individuals and society. In the commercial world Business ethics provides the guidelines for managing acceptable behavior in the strategy formulation of an organization and day to day operation. Organization intended to provide moral guidance to employees and also with stakeholders (Langlois & Schlegelmilch, 1990).
Today large number of corporation are moving towards ethical philosophy in the expectation that ethical behavior by their employees will lead towards business success (Svensson & Wood, 2004).Ethical practices and fair judgments and treatment of employee reinforce the employee commitment and trust and also to attract investors. Since employee and organization are directly linked with costumer, the ethical behaviors with the costumer increase the customer satisfaction and customer loyalty. The ethical practices motivate the employee towards the right direction. And also provides support to manager to make ethical decisions where there is hard to say what is right and what is wrong (Holmes, 2008), Furthermore, Stainer & Stainer (1995) claims cultural and social backgrounds,principles and personal values are the crucial factors in making decision. Ethical business values translated into management behaviors can make the difference between employees µsatisfaction and frustration and motivated employee to do their best performance (Holmes, 2008).
Ethical practices and code varies with the type of organization, the business they perform and place. Common ethical behavior expected by an organization are honesty, integrity, commitment and loyalty and similarly organization should consider the employees rights like freedom to speech, privacy, freedom of conscience, fairness etc (Noe, Hollenbeck, Gerhart, & Wright, 2004). Langlois & Schlegelmilch, (1990) described code of conduct as a statement that lay down corporate principles, ethics, rules of conduct, code of practice, responsibilities to employees and shareholder, consumers and the Environment and Society. Mcdonald (2009) facilitates the importance of code of conduct.
Performance is greatly influenced by how well or badly employees are treated which in turn impact the overall organizational performance. According to (Leopold, Harris, & Watson, 2005) long term perspectives of an organization directly depends upon employees, hence fair and ethical treatment of workers is an important strategic concern. High commitment strategy focuses on careful consideration of ethical choices to the employees. Further, Ferrell, Fraedrich and Ferrell (2008, p.18) assert that³The more the organization is dedicated to taking care of employees the more likely it is that the employees will take care of organization´ .Hewlett- Packard company is raked as 2010 most ethical company by Ethisphere Institute due to its ethical standards, teamwork , integrity, cultural respect leading to product innovation.
Gandtz and Hayes (1988) explains ethical challenges in the area of discrimination, psychology testing, anti union activity, work design , employment security, performance, rewards and employee discipline which is supported by Leopold et al. (2005) .
National cultural difference on business performance
Culture is basically all about what people thinks, behaves and follows which provides identity, belongings, behavior pattern of the people. Hofstede (2001) defined culture as collective programming of the mind that differentiates the member of one group from another. Besides the same cultural society, there is no uniformity on the behavior of individual, community, society and country. Culture is dynamic and slow but continual process of adapting to environment and circumstances and transmission of similar values, beliefs, skills and knowledge to subsequent generation (Moran, Harris, & Moran, 2007 ;Hofstede ,2001 ; Alder,2002). Cultural difference can be differentiated by the norms and values of group, language, religion, instititution where they participate and social values.
Corporate culture is the product of daily interactions and their effects on attitudes, behavior, values and the performance (Rohm, 2006).The sources of corporate culture according to Brown (1998) are societal and national norms in which the organizations exists, vision and management style, and types of business and environment an organization engages in. Hofstede (2001) suggests the four dimensions of cultural differences between nation and clustered cultures which are power distance, uncertainty avoidance, individualist, masculine culture. Hofstede classified Greek people as low individualistic society as they expect organization to look after them as family. Some researchers claim that reinforcing national cultural values in management practices yields in high performance whereas other claim mismatch between management practices and national culture reduce performance (Kessapidou & Varsakelis, 2002).
Culture affects the human behavior, morale which in turn affects the organization productivity, values and pattern that influence attitudes and actions (Moran, Harris, & Moran, 2007).According to Khandekar & Sharma (2005). The performance of the global organisations
Sullivan, 2004). According to Ross and Schneider (1992) equal opportunity is very important in contemporary business in face of changing labor market, skill shortages and the necessity of attracting the best one and further added that is not only the right thing to do it is business necessity (Humphries & Grice, 1995).
The strategic advantage of investing in a strong diversity program is the creation of positive work environment that recognizes the contributions of all employees with diverse backgrounds. For diversity to be successfully integrated, diversity initiatives must continue to be guided by leadership¶s full commitment with mutual adjustment and understanding. Equal opportunity leads to diversity which is beneficial for not only individual but, ultimately, the nation and global marketplace. Baptist Health S. Florida is ranked No.1 by fortune 500 in 2007as top place to work providing employments to 71%of minority people and 75% women.
To create the required balance between employee satisfaction and customer satisfaction, the organization must employ strategies and values that promote fairness and opportunities, instill pride, and enhance safety in the workplace (Bibby, 2002).
Conclusion
To survive and thrive in this competitive environment human resource must be effectively utilized in aid with other resources since human intellectual is inimitable and most valuable one. Retaining and attracting qualified employee, providing training and development, proper job design and motivation and healthy working environment are the most important aspect of SHRM Ethics and diversity is integral part of organization which needs to be managed efficiently with effective policy so as to encourage team working for better performance. Diversity and cultural practice is an important aspect of gaining sustainable competitive advantage.
Introduction
Strategic human resource management (SHRM) is devoted to the effective management of human resource understanding the fact that human resources are the key source to achieve competitive advantage. Traditionally HRM had little role in business objectives of the organization but the new perspectives identifies that practices within HRM can have major roles upon company performance and certain functions like training, incentives payments are now fused with business objectives (Emerald Group, 2004).SHRM focus on long term issues related to the people and also consider quality, ethics, culture and diversity and matching necessary resources for effective business performance.
SHRM and Competitive Advantage
In today¶s world of global business, the competition between the businesses is fierce and organization always tries to seek competitive edge to differentiate its business with other rival for the survival and success of business. Only recently the importance of HR competencies, capabilities and skills as the source of sustainable competitive advantage has been emerged (Ellinger et al., 2002). Besides providing goods and services, organizations are now focusing on strategic human resources plans and policies for attaining and managing human resources for achieving competitive advantage.
The question may arise why so much emphasis is given to human resource though other resources are also responsible for firm¶s success. Resource based view explains that resources such as human resource capabilities are critical part of organization for effective performance. Pfeffer (1994) advocates resource based view by pointing that human resource is preeminent
organizational resource and key to achieve outstanding performance. Barney (1991) developed VRIO framework for achieving sustainable competitive advantage. According to which the organization can achieved competitive advantage when the resources are valuable, rare, and inimitable and have no substitute. Human intellectual unlike other resource possesses key ingredients like knowledge, skills and ability which allows human resource to create value to the organization improving individual¶s efficiency and efficacy for developing sustainable competitive capabilities. Comparing to other intangible resources, HR is more likely to produce competitive because of their rarity and difficulty in imitation (Khandekar & Sh


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Pediatric Health Assessment Pediatric GI and GU Eval from An

Please respond to at least 2 of your peer’s posts, from an FNP perspective. To ensure that your responses are substantive, use at least two of these prompts:

Do you agree with your peers’ assessment?
Take an opposing view to a peer and present a logical argument supporting an alternate opinion.
Share your thoughts on how you support their opinion and explain why.
Present new references that support your opinions.

Please be sure to validate your opinions and ideas with citations and references in APA format. Substantive means that you add something new to the discussion, you aren’t just agreeing. This is also a time to ask questions or offer information surrounding the topic addressed by your peers. Personal experience is appropriate for a substantive discussion and should be correlated to the literature.Be sure to review your APA errors in your reference list, specifically you have capitalization errors in some words of the titles. Also, be sure you are italicizing titles of online sources.
Vivek’s Response

You are managing the primary healthcare needs of a newborn who was born with Hirschprung’s disease. What will you expect to see at the 1 month well child exam? What information will you obtain from the father who has brought the baby to the appointment? When will you have the baby return to clinic to see you?

Question 1 – Hirschprung’s Disease
Hirschprung’s disease is a rare but serious birth defect in which nerve cells responsible for peristalsis in colon are missing or unable to fire. This causes problems passing stool. If a newborn infant does not pass meconium within 24–48 hours after birth, Hirschprung’s disease should be suspected (Szylberg, & Marszałek, 2014). Other symptoms include distended abdomen, diarrhea, constipation, gas, and/or vomiting. Around 80% of patients in the first months of their lives demonstrate defecation problems and, additionally, dietary problems, delayed physical development, significant flatulence, and emesis; other patients do not show any symptoms until late childhood, when the clinical symptoms include chronic constipation, malnutrition, and physical development delay (Szylberg, & Marszałek, 2014). Without proper treatment at an early age a significant group of children may suffer from severe complications later in life such as acute enteritis or toxic megacolon.
Assuming this child was not treated by surgery, at 1 month of age I may find bowel obstruction, constipation, and/or enterocolitis (Bhatnagar, 2013). Signs may include distended abdomen, bilious vomiting, fever, dehydration, lethargy, and occasionally dilated peristaltic loops visible on the per abdominal examination. Whether surgery was completed or not, I would ask the father questions pertaining to the complications mentioned. I would ask about any continuing defecation issues, trouble feeding, stool characteristics, and infant behavior. If the infant had a colostomy, I would ask about stoma care at home. According to the American Academy of Pediatrics, most infants and children can experience some constipation following the surgery (Bhatnagar, 2018). So this is something to assess for. Signs of constipation may include fussiness, bloating, difficulty passing stools, and lac of stools. Laxative can help. Health management of a newborn requires different healthcare professional including the surgeon, gastro, and primary care. If the newborn has no had surgery, a visit with the surgeon should be completed within a couple weeks. During regular PCP visits, referrals can be made to accordingly. I would advise the father to immediately reports temperature of 101° F or higher, redness or fluid at the incision, or no bowel movements in a day. During regular PCP visits, referrals can be made to accordingly.
Reference
Bhatnagar, S. N. (2013). Hirschsprung’s Disease in Newborns. Journal of neonatal surgery, 2(4), 51.
Szylberg, L., & Marszałek, A. (2014). Diagnosis of Hirschsprung’s disease with particular emphasis on histopathology. A systematic review of current literature. Przeglad gastroenterologiczny, 9(5), 264–269. doi:10.5114/pg.2014.46160

Amanda’s Response:
You have just finished assessing a 5-year-old girl for complaint of dysuria who presents with a fever of 102, nausea, and right flank pain.
What is your clinical suspicion?
Acute pyelonephritis.
In order to make a proper diagnosis a thorough history and physical exam must be performed. Cystitis is an inflammatory condition of effecting the bladder. Cystitis includes symptoms of dysuria include; foul smelling urine, painful urination, urinary urgency/frequency, hematuria, and suprapubic pain (Bitsori, & Galanakis, 2012). Pyelonephritis is an infection of the pelvis and parenchyma of the kidney (Bitsori, & Galanakis, 2012). Symptoms of pyelonephritis include; abrupt onset of symptoms, fever, chills, and flank pain (Bitsori, & Galanakis, 2012).
What testing will you order to assess the condition?
In clinic urine dipstick: To assess for leukocytes, nitrates, blood, and protein.
IF the in clinic dipstick was > +125 leukocytes, I would send the specimen for culture to confirm organism growth.
What is your plan of care including treatment recommendations and their rationale?
After reviewing this patient’s symptoms, it appears she is able to take oral medications. She has not experienced any vomiting. Depending on the patient’s allergies – I would chose a seven day course of oral Bactrim or Augmentin for treatment. A 7 day course of antibiotic treatment is recommended for the treatment of pyelonephritis (Bitsori, & Galanakis, 2012). I would initiate treatment immediately and not delay treatment pending results of the urine culture. Prompt treatment of urinary infections is believed to reduce the risk of renal scarring (Saadeh, & Mattoo, 2011). Studies have shown increased infection resolution rates with Bactrim versus a Penicillin only medication (Van Niel, 2011). This is believed to be attributed to the increased rates of e coli (Van Niel, 2011). I would identify if this was a recurrent infection for the patient. If the patient had experienced repeated urinary infections I would obtain renal imaging. Renal imaging is helpful to identify abnormalities and risk factors that can be modified and decrease infection recurrence (Saadeh, & Mattoo, 2011). Parental education is imperative to the success of the treatment plan. I would educate this patient’s parents regarding the medication schedule and importance of completing the regimen. I would provide education regarding proper urinary hygiene i.e. proper wiping. I would provide a list of concerning symptoms to return to the clinic or go to the emergency room. I would recommend the parents encouraged fluid hydration to reduce the risk of dehydration. The parents may also administer acetaminophen for fever control and discomfort. I would schedule this patient a follow up appointment in 10 days for a repeat urine dipstick to ensure the infection had resolved.
References
Bitsori, M., & Galanakis, E. (2012). Pediatric urinary tract infections: Diagnosis and treatment. Expert Review of Anti-Infective Therapy, 10(10), 1153-64.
Saadeh, S. A., & Mattoo, T. K. (2011). Managing urinary tract infections. Pediatric Nephrology, 26(11), 1967-76.
Van Niel, C., (2011). Which antibiotics are prescribed for pediatric ambulatory UTI? Journal Watch.Pediatrics & Adolescent Medicine


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How hard or easy was it to find reputable scientists for

1 page 1-2 paragraphs for each questions
Please share your thoughts and observations of this research projects. Some things to think about:

1) How hard or easy was it to find reputable scientists for each position?

2) Did you find that certain scientists were more commonly employed by private companies? If so which companies

3) Did this project change your perspective on climate change? Validate your perspective on climate change? If so, how?


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Health Care Adm Unit I

Question 1

Describe the similarities and differences that exist between inpatient healthcare facilities and outpatient healthcare facilities. Give three examples of inpatient facilities and three examples of outpatient facilities. Be sure to include information about the services each facility named provides.Your response must be at least 200 words in length

The post Health Care Adm Unit I first appeared on homeworkmarkets.com .Health Care Adm Unit I was first posted on December 24, 2023 at 9:31 pm.©2019 "homeworkmarkets.com ". Use of this feed is for personal non-commercial use only. If you are not reading this article in your feed reader, then the site is guilty of copyright infringement. Please contact me at [email protected]


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Complete Human Nutrition PowerPoint Presentation, health and

Utilizing the textbook and the following website complete the assignment below.
https://medlineplus.gov/eatingdisorders.html
Create a 10 to 15 slide Microsoft® PowerPoint® presentation that addresses the following points:
Analyze and explain the associated health problems of the obesity epidemic and eating disorders such as anorexia nervosa, bulimia nervosa, and binge-eating. Address the following:

Describe the risks associated with excess body fat.
Discuss at least five factors that influence the obesity epidemic.
Assess the various techniques for measuring body fat.
Explain the various strategies for weight loss.
What are some health problems associated with anorexia nervosa, bulimia nervosa, and binge-eating disorder? Explain how each of the eating disorders mentioned may lead to health problems. What are the treatment options for these disorders?

Include written speaker notes–include the specific remarks that you would use to explain the points made in your presentation.
Include a title slide that contains the title of your presentation and your name.
Include a title for each slide.
Include an introduction slide that previews the major points of your presentation.
Include a conclusion slide that summarizes your major points.
Include a slide that asks the audience for questions.
Include a reference slide with references in APA format.
Use APA guidelines–format in-text citations and references according to APA guidelines.


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300 words discussion post | homeworkmarkets.com

This criterion is linked to a Learning Outcome
Selection:

Select a hot topic on the Internet related to a professional nursing issue.

20.0 pts

Selects a very appropriate hot topic through Internet searching that is related to a professional nursing issue. Explains in excellent detail how the topic is related to the course. States the date when the story appeared (no more than 1 year old).

18.0 pts

Selects a mostly appropriate hot topic through Internet searching that is related to a professional nursing issue. Explains in good detail how the topic is related to the course. States the date when the story appeared (no more than 1 year old).

16.0 pts

Selects a vaguely appropriate hot topic through Internet searching that is related to a professional nursing issue. Explains in fair detail how the topic is related to the course. May or may not provide the date when the story appeared (may or may not be more than 1 year old).

8.0 pts

Selects a topic that may not clearly relate to professional nursing or this course. Does not provide date OR date is significantly older than 1 year.

0.0 pts

Fails to select a topic.

20.0 pts

This criterion is linked to a Learning Outcome
Location:

Provide the location of the story on the Internet.

20.0 pts

Provides the correct name of the website, and a working web address or URL that enables others to visit the site.

18.0 pts

Provides the correct name of the website, and a working web address or URL, but not one that takes the reader directly to the story.

16.0 pts

Provides the correct name of the website, but a broken or indirect URL.

8.0 pts

Provides no name for the website, and a broken or indirect URL.

0.0 pts

Fails to provide name of website and working URL.

20.0 pts

This criterion is linked to a Learning Outcome
Summary:

Summarize the story in detail.

60.0 pts

Summarizes the story in excellent detail including the nursing issue that is addressed, the nurses and other key people involved, and other pertinent information that informs the reader as to what occurred.

53.0 pts

Summarizes the story in good detail including the nursing issue that is addressed, most of the key people involved, and some of the other information that informs the reader as to what occurred.

48.0 pts

Summarizes the story in fair detail with omissions in the nursing issue, key people involved, or other information that informs the reader as to what occurred.

23.0 pts

Provides an inadequate, inaccurate, or confusing summary of the issue. Major omissions in the nursing issue, key people involved, AND/or other information.

0.0 pts

Fails to summarize the story.

60.0 pts

This criterion is linked to a Learning Outcome
Commentary on Peer’s Topic:

Choose a hot topic posted by a classmate, and add meaningful dialogue through sharing personal insights and opinions.

60.0 pts

Chooses one hot topic posted by a classmate that is different from your own hot topic. Posts comments about the classmate’s hot topic using excellent detail that provides excellent personal insight and opinions to promote meaningful dialogue.

53.0 pts

Chooses one hot topic posted by a classmate that is different from your own hot topic. Posts comments about the classmate’s hot topic using good detail that provides good personal insight and opinions to promote meaningful dialogue.

48.0 pts

Chooses one hot topic posted by a classmate that is different from your own hot topic. Comments posted about the classmate’s hot topic using fair detail that provides minimal personal insight and opinions that minimally promotes dialogue.

23.0 pts

Chooses one hot topic posted by a classmate that is the same or very similar to your own hot topic. Comments posted about the classmate’s hot topic using poor detail without insight and opinions.

0.0 pts

Fails to comment on a classmate’s hot topic.

60.0 pts

This criterion is linked to a Learning Outcome
Mechanics:

Write the hot topic summary, and commentary, using the mechanics and organization of good writing.

40.0 pts

Excellent mechanics and organization with minimal errors of the following: well organized and logical, correct grammar, punctuation, and spelling, professional wording is used, uses complete sentences, paragraphs are linked together logically, and main ideas expressed clearly.

35.0 pts

Good mechanics and organization considering the elements listed in the first column. A few errors noted.

32.0 pts

Fair mechanics and organization considering the elements listed in the first column. Some errors noted.

15.0 pts

Poor mechanics and organization considering the elements listed in the first column. Many errors noted.

0.0 pts

Very poor mechanics and organization considering the elements listed in the first column such that it is difficult to follow or understand.

40.0 pts

Total Points:200.0


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describe your environment including temperature and

Biology class
Write an 750- to 1,050-word, two-part paper discussing plant and animal adaptations (you are required to complete both Part 1 and Part 2 in the same 750- to 1050-word paper).
Part 1

Choose one plant and one animal living within 40 miles of your current residence (I will provide this). Briefly describe your environment including temperature and precipitation. Identify the biome in which you live.
Describe how your chosen plant has adapted to its current environment. Does the plant use photosynthesis? Does it compete with other plants? How does the plant adjust to temperature extremes? Describe specifically how the plant has adapted.
Describe how your chosen animal has adapted to its current environment. How does it obtain food? How does the animal compensate for temperature extremes? Describe specifically how the animal has adapted.

Part 2 
In Part 2, you will transport your chosen plant and animal from Part 1 into a different biome. You may choose any other biome you wish.

Briefly describe the new biome, including temperature and precipitation averages.
Describe how your chosen plant will have to adapt to its new environment. Identify the primary challenges the plant will face. What will be the biggest threats to its survival? What trade-offs would you expect as a result of the new adaptations?
Describe how your chosen animal will have to adapt to its new environment. Identify the primary challenges the animal will face. What will be the biggest threats to its survival? What trade-offs would you expect as a result of the new adaptations?

Format your paper consistent with APA guidelines.
NO PLAGIARISM!


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Genetics and Inheritance | homeworkmarkets.com

Genetics and Inheritance
Review information on genetic disorders on the National Human Genome Research Institute Site: http://www.genome.gov/.
Choose a genetic disorder that can be inherited from a parent. Write a 525- to 600-word paper on the genetic disorder. Include the following in your paper:
Summarize the Chromosomal Theory of Inheritance and how chromosomal abnormalities can lead to genetic disorders.
·Describe the relationship between chromosomes and DNA.
·Identify an example of a genetic disorder and describe the genetic disorder including symptoms, impact on quality of life, and life expectancy. How common is this disorder? Does it run in specific ethnic bloodlines?
Format your paper according to APA guidelines


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Primary energy needs for households

The majority of the current domestic heat production is made by household boilers, whereas the electricity is produced in large power plants. We call this the reference situation. The reference boiler efficiency is 90% and the electricity is produced in a natural gas fired power plant with an efficiency of 40%. LHV Natural gas = 31.9 MJ/m3. An average household consumes about 3100kWh and 2200m3 gas a year.
a) How much primary energy is needed in the reference situation for an average household per year?
Besides the boiler and power plants, other technologies are available for the production of heat and/or electricity. Consider the following options:

1. Micro-cogeneration by small gas engines like a Stirling-engine. The electrical efficiency of these engines is 15%. The heat efficiency is 75%.

2. Heat pumps, with a COP (coeffiecient of performance) of 4.

b) How much primary energy is needed in these two options and how much is saved per option? So which option is the best from an energy perspective? Assume that excess electricity can be sold back to the grid and additional electricity can be purchased from the grid. 


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Functional Groups

Hi
Could you please help me with my assignment
id be very grateful
than you
part 1
Alkanes are non-polar and relatively unreactive. However, they will undergo homolytic, free radical substitution with halogens.
i) Describe the reaction mechanism between propane (C3H8) and bromine (Br2) in the presence of UV light.
ii) Explain how the presence of the UV light allows this reaction to take place.

Part 2
a) Represent the following using structural formula:

i) propan-1-ol ii) butan-2-ol iii) butan-1-ol
iv) ethanol v) pentan-3-ol vi) cyclohexanol

b) Below are the structures of three alcohols of molecular formula, C4H10O.

A B C
You will be given two samples of alcohol A which reacts with acidified potassium dichromate (K2Cr2O7/H+) under different conditions to produce two different products.
Include in your answer:

Explain the conditions (techniques) you required to produce the different products
The names and structures of the products produced
Equations to summarise the reactions involved

c) Draw and name the structure of the product that would result from treating alcohol B with acidified potassium dichromate (K2Cr2O7/H+) and heating under reflux.
d) Using the same reagent, describe how you could distinguish between alcohols A or B and alcohol C.
e) Esters can be synthesised in the reaction between alcohols and carboxylic acids in a reaction called esterification.
Ethanol reacts with propanoic acid, name the product of the reaction with its structural formulaThe post Functional Groups first appeared on homeworkmarkets.com .Functional Groups was first posted on December 24, 2023 at 9:19 pm.©2019 "homeworkmarkets.com ". Use of this feed is for personal non-commercial use only. If you are not reading this article in your feed reader, then the site is guilty of copyright infringement. Please contact me at [email protected]