Molar Mass - Chemistry Test Questions

Effective Communication With Patients And Patients

Effective communication with patients is essential to nursing. Failure to communicate well with a patient not only effects the nurse-patient relationship but also can interfere with patient outcomes (Kourkouta Papathanasiou, 2014). Orlando believed that communication was essential to interactions in the patient-nurse relationship in order to understand their needs and provide effective care (Parker Smith, 2010). Orlando’s theory was based on the fact that patients do not clearly present the nature of their distress (Schmieding, 1984). In order to determine the patient’s needs Orlando’s theory supports an interactive nurse-patient relationship that is individualized to the patient (Parker Smith, 2010). Orlando was the first nursing†¦show more content†¦During her time at Yale University, Orlando also became a research associate and principal project investigator of the National Institute of Mental Health (Parker Smith, 2010). Her first study â€Å" Integration of Mental Health Concepts in a Basic Curriculum† was the nursing model used as the foundation for the curriculum of mental health and psychiatric nursing in Yale University (Current Nursing, 2013). Her first book The Dynamic Nurse-Patient Relationship: Function, Process and Principles (1961) was based on this research (Parker Smith, 2010). Orlando also served as a clinical nurse consultant at McClean Hospital, Massachusetts (Current Nursing, 2013). In this role she studied nurses interactions with patients and coworkers and how these interactions affected nursing practice (Parker Smith, 2010). McClean Hospital, based on these studies and her nursing model, developed and initiated a nursing education and training program (Parker Smith, 2010). Her second book The Discipline and Teaching of Nursing Process (1972) was based on her evaluation of this program (Current Nursing, 2013). Orlando’s Nursing Process Discipline theory was created from her studies and observations between a nurse and a patient (Parker Smith, 2010). The theory ultimately looks at the purpose and function of nursing. The theory is established based on

Deception Point Page 88 Free Essays

Tolland considered it. The Mariana Trench was seven miles down, one of the last truly unexplored regions on the planet. Only a handful of robotic probes had ever ventured that deep, and most had collapsed well before they reached the bottom. We will write a custom essay sample on Deception Point Page 88 or any similar topic only for you Order Now The water pressure in the trench was enormous-an astounding eighteen thousand pounds per square inch, as opposed to a mere twenty-four pounds on the ocean’s surface. Oceanographers still had very little understanding of the geologic forces at the deepest ocean floor. â€Å"So, this guy Pollock thinks the Mariana Trench can make rocks with chondrulelike features?† â€Å"It’s an extremely obscure theory,† Xavia said. â€Å"In fact, it’s never even been formally published. I only happened to stumble across Pollock’s personal notes on the Web by chance last month when I was doing research on fluid-rock interactions for our upcoming megaplume show. Otherwise, I never would have heard of it.† â€Å"The theory has never been published,† Corky said, â€Å"because it’s ridiculous. You need heat to form chondrules. There’s no way water pressure could rearrange the crystalline structure of a rock.† â€Å"Pressure,† Xavia fired back, â€Å"happens to be the single biggest contributor to geologic change on our planet. A little something called a metamorphic rock? Geology 101?† Corky scowled. Tolland realized Xavia had a point. Although heat did play a role in some of earth’s metamorphic geology, most metamorphic rocks were formed by extreme pressure. Incredibly, rocks deep in the earth’s crust were under so much pressure that they acted more like thick molasses than solid rock, becoming elastic and undergoing chemical changes as they did. Nonetheless, Dr. Pollock’s theory still seemed like a stretch. â€Å"Xavia,† Tolland said. â€Å"I’ve never heard of water pressure alone chemically altering a rock. You’re the geologist, what’s your take?† â€Å"Well,† she said, flipping through her notes, â€Å"it sounds like water pressure isn’t the only factor.† Xavia found a passage and read Pollock’s notes verbatim. â€Å"‘Oceanic crust in the Mariana Trench, already under enormous hydrostatic pressurization, can find itself further compressed by tectonic forces from the region’s subduction zones.'† Of course, Tolland thought. The Mariana Trench, in addition to being crushed under seven miles of water, was a subduction zone-the compression line where the Pacific and Indian plates moved toward one another and collided. Combined pressures in the trench could be enormous, and because the area was so remote and dangerous to study, if there were chondrules down there, chances of anyone knowing about it were very slim. Xavia kept reading. â€Å"‘Combined hydrostatic and tectonic pressures could potentially force crust into an elastic or semiliquid state, allowing lighter elements to fuse into chondrulelike structures thought to occur only in space.'† Corky rolled his eyes. â€Å"Impossible.† Tolland glanced at Corky. â€Å"Is there any alternative explanation for the chondrules in the rock Dr. Pollock found?† â€Å"Easy,† Corky said. â€Å"Pollock found an actual meteorite. Meteorites fall into the ocean all the time. Pollock would not have suspected it was a meteorite because the fusion crust would have eroded away from years under the water, making it look like a normal rock.† Corky turned to Xavia. â€Å"I don’t suppose Pollock had the brains to measure the nickel content, did he?† â€Å"Actually, yes,† Xavia fired back, flipping through the notes again. â€Å"Pollock writes: ‘I was surprised to find the nickel content of the specimen falling within a midrange value not usually associated with terrestrial rocks.'† Tolland and Rachel exchanged startled looks. Xavia continued reading. â€Å"‘Although the quantity of nickel does not fall within the normally acceptable midrange window for meteoritic origin, it is surprisingly close.'† Rachel looked troubled. â€Å"How close? Is there any way this ocean rock could be mistaken for a meteorite?† Xavia shook her head. â€Å"I’m not a chemical petrologist, but as I understand it, there are numerous chemical differences between the rock Pollock found and actual meteorites.† â€Å"What are those differences?† Tolland pressed. Xavia turned her attention to a graph in her notes. â€Å"According to this, one difference is in the chemical structure of the chondrules themselves. It looks like the titanium/zirconium ratios differ. The titanium/ zirconium ratio in the chondrules of the ocean sample showed ultradepleted zirconium.† She looked up. â€Å"Only two parts per million.† â€Å"Two ppm?† Corky blurted. â€Å"Meteorites have thousands of times that!† â€Å"Exactly,† Xavia replied. â€Å"Which is why Pollock thinks his sample’s chondrules are not from space.† Tolland leaned over and whispered to Corky, â€Å"Did NASA happen to measure the titanium/zirconium ratio in the Milne rock?† â€Å"Of course not,† Corky sputtered. â€Å"Nobody would ever measure that. It’s like looking at a car and measuring the tires’ rubber content to confirm you’re looking at a car!† Tolland heaved a sigh and looked back at Xavia. â€Å"If we give you a rock sample with chondrules in it, can you run a test to determine whether these inclusions are meteoric chondrules or†¦ one of Pollock’s deep ocean compression things?† Xavia shrugged. â€Å"I suppose. The electron microprobe’s accuracy should be close enough. What’s this all about, anyway?† Tolland turned to Corky. â€Å"Give it to her.† Corky reluctantly pulled the meteorite sample from his pocket and held it out for Xavia. Xavia’s brow furrowed as she took the stone disk. She eyed the fusion crust and then the fossil embedded in the rock. â€Å"My God!† she said, her head rocketing upward. â€Å"This isn’t part of†¦?† â€Å"Yeah,† Tolland said. â€Å"Unfortunately it is.† 106 Alone in her office, Gabrielle Ashe stood at the window, wondering what to do next. Less than an hour ago, she had left NASA feeling full of excitement to share Chris Harper’s PODS fraud with the senator. Now, she wasn’t so sure. According to Yolanda, two independent ABC reporters suspected Sexton of taking SFF bribes. Furthermore, Gabrielle had just learned that Sexton actually knew she had snuck into his apartment during the SFF meeting, and yet he had said nothing to her about it? Gabrielle sighed. Her taxi had long since departed, and although she would call another in a few minutes, she knew there was something she had to do first. Am I really going to try this? Gabrielle frowned, knowing she didn’t have a choice. She no longer knew whom to trust. Stepping out of her office, she made her way back into the secretarial lobby and into a wide hallway on the opposite side. At the far end she could see the massive oak doors of Sexton’s office flanked by two flags-Old Glory on the right and the Delaware flag on the left. His doors, like those of most senate offices in the building, were steel reinforced and secured by conventional keys, an electronic key pad entry, and an alarm system. She knew if she could get inside, even if for only a few minutes, all the answers would be revealed. Moving now toward the heavily secured doors, Gabrielle had no illusions of getting through them. She had other plans. Ten feet from Sexton’s office, Gabrielle turned sharply to the right and entered the ladies’ room. The fluorescents came on automatically, reflecting harshly off the white tile. As her eyes adjusted, Gabrielle paused, seeing herself in the mirror. As usual, her features looked softer than she’d hoped. Delicate almost. She always felt stronger than she looked. Are you sure you are ready to do this? How to cite Deception Point Page 88, Essay examples

Contribute to Cultural Sensitivity †Free Samples to Students

Question: Discuss about the Contribute to Cultural Sensitivity. Answer: Introduction: Recruitment selection, work life balance and managing diversity are the challenging activities of human resource management. The paper will focus on reflection upon the above-stated topics. Recruitment can be defined as attracting a pool of talent to the organisation (Banu and Devi, 2014). Selection can be defined as choosing the best suitable candidate from the above pool of talent (Ekwoaba, Ikeije, and Ufoma, 2015). Work life balance is a situation of attaining equilibrium in work commitments and personal responsibilities (Haar, Russo, Sue and Ollier-Malaterre, 2014). Workforce diversity can be described as the similarities and differences that exist among the workforce. These can be in terms of culture, physical abilities gender, race, nationality, religion and sexual orientation (Saxena, 2014). I learned about them and their various applications during my college. In my college, we were given a project. The project included tasks related to arts, management and information technology. There were five team leads and five assistant team leads in the class. Team leads had to recruit and select students from rest of the college and one assistant were given to them for any kind of help. Initially by learning about the process of recruitment and selection I though this is an easy process but after working on it practically I realised the process is much more challenging than it seems. This basic reason which made the task challenging was competition in the class for hiring the best ones and deciding whether the particular candidate will be able to accomplish the task or not. I had to face this challenge the college level but I realised that in the real market places the completion would at much greater skill making the process challenging for managers. I and my assistant, first o f all, drafted what are the requirements of the project and what type of work needs to be done. After drafting the job requirements I designed various posters in electronic format to attract students from different departments. I highlighted the benefits that students can get by participating in our project and how could this experience be helpful to them. I circulated this opportunity with the help of social media. The next thing that was required to be done was sourcing. Sourcing here was not much challenging as I had to pick the students only from the college. I tried to reach suitable candidates through social media and also with the referrals of our friends. After this, I received applications from the interested students. My focus was more on the recruitment task so that I can get a large number of potential candidates. For selection to be effective it is necessary to have a large number of potential candidates to choose from. It is also very important to ensure that the selection procedure should be fair so that organisation has chances to attract talented workforce in the coming future. (Nabi, Wei, Husheng, Shabbir, Altaf, and Zhao, 2014). According to applications, I did the initial screening. I choose the applications that can fulfil the tasks of the project and rejected the rest. After the initial screening, I had a telephonic conversation with the selected candidates. On the basis of telephonic conversation, some more candidates were rejected due to different reasons. A lot of selected candidates was now called for personal interview. Drafting the questionnaire for the personal interview was the much challenging task. I drafted the questionnaire for the jobs related to my subject knowledge and took help from the people of other departments for rest of the interview questionnaires. On the day o f the final interview, I was more nervous than the students but I gathered the strength and went ahead for the process. I interviewed different candidates with different skill set and aspirations. After the interview process, I gave a deep thought to each candidate and on the basis of the aggregate of their positives and negatives I selected the best suitable candidates. I communicated them about this over the phone and gave them the time of two days to respond. Out of the candidates that I had selected few were hired by others also. Majority of the students accepted the offer whereas few denied. At the time of the interview, I had also prepared the list of next best alternatives. I approached those candidates and gave them the offer. Those candidates accepted the offer. Next day I organised the meeting of selected team members and introduced them to each other and their respective tasks. The procedure that I career helped me to learn various things. I helped me to develop my interp ersonal skills. I learned how to get over nervousness and move ahead. The experience taught me the polite way of refusing the people, so that scope for approaching them in future still remains. This practical experience gave me a basic idea of what are the potential issues that can occur and how managers handle various issues at an organisational level. It also gave me a basic practical knowledge of the process. My next experience with the recruitment and selection was at the time of my internship. The process but on a vast scale, something that was new to me was the system of recruitment of the organisation. The organisation had e recruitment system. This system recruits the people online with the use of web technologies. For the organisations dealing in a competitive world, it is regarded as a boon. It provides ease and various other advantages over traditional methods (Lakshmi, 2014).While handling the e recruitment system I learned how the process of recruitment can be made easy with the use of technology. I also analysed that the cost that was incurred in the traditional recruitment process was much higher than the e recruitment process. The only drawback that I found with the system is that checking the authenticity in the online recruitment process is challenging. Also, it is solely dependent on the internet, therefore, any disturbance in the technology can affect the process. During my internship, I came across the issues of managing workforce diversity and various work life balance related issues of the organisation. I was an intern in the HR department of the organisation. My organisation was an MNC and the employees it belonged to various nations, ethnicity and races. Interning in the HRM department of the organisation helped me to know how diversity can be useful for the organisation and how it can create issues for the organisation. My task was basically to assist my manager and clearly, observe what he does in different situations. Our organisation had an issue that leaves policy of the company was allowed leaves only on the occasions and national holidays of the native country. This created the problem for employees who belonged to other cultures and nationalities. This resulted in a reduced organisational commitment from the expatriates. To overcome this issue manager came with the policy of voluntary leaves for all. According to this policy, employees were given a fixed number of leaves which they can take voluntarily. This created harmony amongst the diverse workforce. Their organisational commitment also increased as they thought that organisation also respects and understands their needs. Throughout my training period, I observed that diverse workforce was beneficial in bringing the creativity and innovation to the organisation. I have seen people coming up with different productive ideas on a particular thing or situation. The challenges that were encountered are fighting discrimination. I have experienced a situation where new employees were discrimination on the basis of language. The majority population in the organisation was English speaking wher eas the newly appointed employees were Spanish speaking. They felt discrimination in the organisation. They were not involved in the groups. They were treated as left outs. This created the feeling of humility among the Spanish speaking group. To overcome this issue my manager made some efforts that prove fruitful. First of all, he had a discussion about the issue with the English speaking population. He explained to them what the other group is going through. He also organised various ice breaking activities to improve the communication between the groups. These activities gradually brought the positive results for the organisation. From the efforts of my manager, I learned how challenges in managing diversity in the organisation can be met. I also noticed that cultural sensitivity is a very important quality that a manager should possess. Cultural sensitivity can be defined as identifying the cultural difference and respecting those differences. It can also be defined as acceptation and integration of differences (Arell-Sundberg, Horghag en, Hansen, and Jacobsen, 2017). I also learned that in culturally diverse workforce employees may get offended very quickly. For instance, we have two employees one from Japan and other from the USA. The gesture of hugging is very common in the USA, but when the employee from the USA did this with Japanese employee he got offended. Here none of the parties was at fault. To avoid such kinds of issue in the future my manager asked me to prepare a power point presentation for employees. The presentation consisted of the different social and cultural practices of people of different nationalities. It consisted of common gestures in different nations and their respective meanings. The employees were given knowledge of each others culture to establish harmony among them. The presentation also contained guide lines about what is the accepted culture in the organisation, so that knowingly or unknowingly employees do not hurt each other. This was helpful to employees as well as enhanced my learning. I also came to know abou t various cultures. This experience also developed my insights about managing the diverse workforce in the organisation. After the issue of managing the diverse workforce the other major issue that raises challenges in the organisation work life balance of employees. In the organisation where I was a trainee many employees complain about they did not get their personal space, they are stuck or disturbed by professional work anytime. This adversely affects employees performance because they are the stress level in employees is increased. Younger people cannot work like their parents did. Todays generation demands more freedom and control of their life, they want private space and have various other priorities like friends, family, health and many others (Ramsdal, 2016). In my organisation, I have seen a female employee resigning because anytime disturbance from the office creates troubles for her. She was from the marketing department and required to handle clients. She had to handle the clients other than hours of her shift. She was not able to give time to her family and herself. She managed t for two months but finally to resign after two months and the reason was clear. After that incident management of the organisation realised the importance of work life balance. My manager invited the suggestions from the whole team. The major decisions that were taken in this regard were no employee will be call for work after his shift, they will not be asked to stay in office for longer hours, they were allowed some leaves that they can take within the prior notice period, some employees were also given dinner or holiday packages and weekly fun activities were also conducted in organisation. I was one who has to seek opinions of everyone and then report to the manager. After implementation of these decisions the results were positive the employees were more satisfied and stress level was low. It can be concluded that globalisation as introduced to various challenges and opportunities. The thing is similar for human resource management; there are challenges as well as opportunities. Overall my college and internship experience was helpful in providing me with the practical learning about potential challenges that can arise in recruitment and selection, in managing the workforce and managing work life balance of employees. It provided me with the learning experience of how to deal with those issues and how to convert negatives into positives. My learning will definitely help me in my future jobs. I learnt that every issue can be dealt it just requires timely concern from the side of manager. References Arell-Sundberg, M., Horghagen, S., Hansen, T.E.A. and Jacobsen, C.P., 2017. Creative activities in an international context contribute to cultural sensitivity, awareness and personal development.Journal of Finnish Universities of Applied Sciences, (2). Banu, P.V. and Devi, B. R., 2014. Introduction to Recruitment. SSRG International Journal of Economics and Management Studies, 1(2), pp. 8-13. Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The impact of recruitment and selection criteria on organizational performance.Global Journal of Human Resource Management,3(2), pp.22-23. Haar, J.M., Russo, M., Sue, A. and Ollier-Malaterre, A., 2014. Outcomes of worklife balance on job satisfaction, life satisfaction and mental health: A study across seven cultures.Journal of Vocational Behavior,85(3), pp.361-373. Lakshmi, S.L., 2014. E-Recruitment: A boom to the organizations in the competitive world.Journal of Business and Management, pp.2319-7668. Nabi, G., Wei, S., Husheng, X., Shabbir, M., Altaf, M. and Zhao, S., 2014. Effective Recruitment and Selection Procedures: an Analytical Study Based on Public Sector Universities of Pakistan.Public Policy and Administration Research,4(10), pp.12-20. Ramsdal, H., 2016.Flexible organizations and the new working life: A European perspective. Routledge. Saxena, A., 2014. Workforce diversity: A key to improve productivity.Procedia Economics and Finance,11, pp.76-85.