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  • [Solved] Sepho Claudia

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    [>Anatomy homework help](https://www.sweetstudy.com/fields/biology-anatomy) After viewing this module’s content (including course readings, live classroom, lab, and other supporting material), answer each of the following questions. All of your answers should be written _**in your own words**_, usin…

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    [>Anatomy homework help](https://www.sweetstudy.com/fields/biology-anatomy)

    After viewing this module’s content (including course readings, live classroom, lab, and other supporting material), answer each of the following questions. All of your answers should be written _**in your own words**_, using full sentences, correct terminology, and proper spelling and grammar.

    1. Explain the **anatomical** concepts associated with the cardiovascular system. Summarize this module’s key points on this topic in 5-6 sentences.
    2. Explain the **physiological** concepts associated with the cardiovascular system. Summarize this module’s key points on this topic in 5-6 sentences.
    3. Explain a pathology associated with the cardiovascular system. Summarize this module’s key points on this topic in 5-6 sentences.
    4. Which topic(s) within this module did you struggle to understand and why?

    **Submission Requirements**

    1. In your submission, include the questions with their corresponding answers.
    2. Submit your work in a Microsoft Word document or as a .pdf.
    3. The name of the file should be your first initial and last name, followed by an underscore and the name of the assignment, and an underscore and the date. Here is an example: Jstudent_exampleproblem_101504

    – 2 years ago

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  • [Solved] RWH see below

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    RWH see below – 2 years ago **files (2)** – ## AdaptedAHRQGapAnalysisOverviewandAssignmentTemplate.docx – ## Patientrefusaloftreatmentweek2assignmet.pptx **## AdaptedAHRQGapAnalysisOverviewandAssignmentTemplate.docx** **INSTRUCTIONS** **Gap Analysis Tool Adapted from AHRQ** **What is this tool**? Th…

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    RWH see below

    – 2 years ago

    **files (2)**

    – ## AdaptedAHRQGapAnalysisOverviewandAssignmentTemplate.docx

    – ## Patientrefusaloftreatmentweek2assignmet.pptx

    **## AdaptedAHRQGapAnalysisOverviewandAssignmentTemplate.docx**

    **INSTRUCTIONS**

    **Gap Analysis Tool Adapted from AHRQ**

    **What is this tool**? The purpose of the gap analysis is to provide project teams with a format in which to do the following:

    · Compare the best practices with the processes currently in place in your organization.

    · Determine the “gaps” between your organization’s practices and the identified best

    practices.

    · Select the best practices you will implement in your organization.

    **Who are the target audiences?** The project liaison (you will serve as the liaison for this assignment) will be the primary individual to prepare this written gap analysis, but the entire improvement project team should be engaged in performing the gap analysis.

    **How can the tool help you?** Upon completion of the gap analysis, project teams will have the

    following:

    · An understanding of the differences between current practices and best practice.

    · An assessment of the barriers that need to be addressed before successful implementation

    of best practices.

    **How does this tool relate to others?** Information from AHRQ’s Self-Assessment
    [(Tool A.3)](https://www.ahrq.gov/sites/default/files/wysiwyg/professionals/systems/hospital/qitoolkit/combined/a3_combo_selfassessment.pdf) about

    the readiness of the hospital/practice setting to perform quality improvement for the Quality Indicators or Best/Evidence-based practices can be considered in the gap analysis as possible strengths or weaknesses (i.e., barriers) to be managed when implementing improvements. The best practice elements defined in the Selected Best Practices and Suggestions for Improvement
    [(Tool D.4](https://www.ahrq.gov/sites/default/files/wysiwyg/professionals/systems/hospital/qitoolkit/combined/d4_combo_bestpracticescover.pdf)) are prefilled in the gap analysis tool. This provides the elements for the Implementation Plan
    [(Tool D.6).](https://www.ahrq.gov/sites/default/files/wysiwyg/professionals/systems/hospital/qitoolkit/combined/d6_combo_implementationplan.pdf)

    **Instructions**

    1. List the identified practice problem in Column 1.

    2. In Column 2, provide a description of identified best practices (3 best practices required) to address the problem

    4. In Column 3, identify barriers that may hinder successful implementation of each best

    practice strategy. Consider systems, procedures, policies, people (aka stakeholders), equipment, etc.

    5. In Column 4, discuss your thoughts whether your organization will implement that best practice strategy. If not, explain why.

    6. Repeat steps 1-4 for each best practice.

    **Gap Analysis Tool (as adapted from AHRQ’s Tool D-5)**

    **Improvement Project: Quality Indicator/Practice Metric:**

    **Individual Completing This Form:**

    | | | | |
    | — | — | — | — |
    | **Column 1** | **Column 2** | **Column 3** | **Column 4** |
    | **How Your Practices Differ From Best Practice (describe the practice problem you have identified for this improvement process)** | **Best Practice Strategies (what a review of the literature indicates is a best practice approach that you could implement to address the problem)** | **Barriers to Best Practice Implementation (this could be actual or anticipated/potential barriers)** | **Will Implement Best Practice (considering the barriers you identified – discuss your thoughts about the identified best practices being implemented** |
    | **Best Practice #1: [**<br>**_insert description of best practice here_]** |
    | | | | |
    | | | | |
    | | | | |
    | **Best Practice #2: [**<br>**_insert description of best practice here_]** |
    | | | | |
    | | | | |
    | | | | |
    | **Best Practice #3: [**<br>**_insert description of best practice here_]** |
    | | | | |
    | | | | |
    | | | | |

    **References**

    **## Patientrefusaloftreatmentweek2assignmet.pptx**

    Ethical Dilemma in Nursing – Patient Refusal of Treatment

    Ramona Wilkerson

    Herzing University

    NU 726

    1-18-25

    Introduction

    Healthcare Ethics and their Importance

    They are moral principles that govern professional healthcare practices.

    Guides moral conduct in clinical decisions.

    Balances patient rights, professional duties, and societal norms.

    Promotes patient-centered, equitable, and compassionate healthcare.

    Key Ethical Principles

    Autonomy: Patients’ right to self-determination.

    Beneficence: Obligation to act in the patient’s best interest.

    Non-Maleficence: Commitment to "do no harm."

    Justice: Fair distribution of healthcare resources.

    Healthcare ethics are considered the backbone of professional nursing practice, ensuring that care is provided with regard for moral principles. Ethical principles guide nurses through complex situations that may arise, such as balancing respect for a patient's autonomy with the goal of beneficence in cases of treatment refusal (Pirotte & Benson, 2020). Understanding these principles and their application in practice ensures ethical care delivery and helps navigate moral challenges.

    2

    Ethical Dilemma Overview

    Patient Refusal of Treatment

    Occurs when patients decline medically recommended care.

    Often seen in cancer treatment, surgeries, or life-saving interventions.

    Key Factors in Refusal

    Socioeconomic: Insurance type, income, and marital status (Hu et al., 2022).

    Cultural: Beliefs about healthcare and medical trust.

    Psychological: Fear, denial, or past negative experiences (Al-Wathinani et al., 2023).

    Example: Elderly cancer patients refusing chemotherapy due to perceived poor quality of life (Dias et al., 2021).

    One of the common ethical dilemmas of healthcare may be the patient's refusal for treatment, a mix of social, cultural, and psychological influence (Hu et al., 2022; Al-Wathinani et al., 2023). For example, elderly patients refuse the aggressive treatments of cancer due to their quality-of-life concerns (Dias et al., 2021). Other complications are socioeconomic issues involving insurance and marital status, cultural beliefs on medical care. The nurses, therefore, must be aware of such intricacies for better comprehension and addressing the concerns of the patients, keeping in view the code of ethics.

    3

    Ethical Problem Analysis

    The patient's refusal of treatment is an ethical issue that reflects the balance between respect for patient autonomy and beneficence. Autonomy reflects the right of the patient to make an informed decision about their care, based on their values and priorities (Pirotte & Benson, 2020). However, beneficence states that the healthcare professional should support those interventions that promote the health and well-being of the patient. An older patient with cancer might refuse chemotherapy despite a very real potential for life prolongation. Such is the scenario when nurses face balancing duties: providing necessary, unbiased information about the risks and benefits of refusal in an empathetic manner without being coercive (Dias et al., 2021).

    4

    Autonomy and Patient Rights

    Patients with decision-making capacity have the right to refuse care.

    Beneficence and Advocacy

    Balancing patient safety with respect for autonomy.

    Education on risks and benefits without coercion.

    Nurses advocate for treatments that promote health and improve outcome.

    Balancing Autonomy and Beneficence

    Assess understanding of medical information.

    Conflicts arise when patient choices contradict medical recommendations.

    Autonomy demands respect for informed decisions even against medical advice.

    Ethical Problem Analysis (Continuation)

    Non-Maleficence and Harm Avoidance

    Nurses must avoid harm, even when patients refuse treatment.

    Includes minimizing risks associated with treatment refusal.

    Justice and Equity

    Address disparities influencing treatment refusal:

    Socioeconomic inequities (e.g., access to care).

    Cultural and racial barriers.

    Practical Challenges in Ethical Decision-Making

    Managing emotional responses from patients and families.

    Limited resources complicating care delivery.

    Non-maleficence requires healthcare professionals to do no harm, which is often stretched in the case of patients who refuse lifesaving interventions. For instance, refusal of surgery for curable cancer increases the chances of negative outcomes, hence creating ethical dilemmas for nurses as stated by Hu et al. (2022). According to Al-Wathinani et al. (2023), the ethical principle of justice highlights disparities that may contribute to treatment refusal, including socioeconomic obstacles or cultural mistrust. These are inequalities that nurses have to take into consideration in order not to fail their patients and not make them uninformed or their decisions coerced. It would require some amount of collaboration, competence, and thorough patient capacity assessment in ethical decision-making over these conflicting principles.

    5

    Stakeholders

    Patients

    Key decision-makers guided by values and beliefs.

    Influenced by psychological, cultural, and socioeconomic factors.

    Families

    May act as surrogate decision-makers.

    Provide emotional support and share cultural values.

    Healthcare Professionals

    Nurses: Navigate patient advocacy and ethical principles.

    Physicians: Ensure informed consent and recommend treatment options.

    Broader Stakeholders

    Healthcare institutions: Provide resources and set policies.

    Society: Balances individual autonomy with public health.

    The main stakeholders within the healthcare realm, primarily when it comes to the refusal of treatment involves patients, whose decisions are driven by personal beliefs and social influences. Other major stakeholders include the family, mainly for support or decision-making. Nurses and physicians are here for informed and caring services, whereas institutions and society establish the boundary for ethical resolution of dilemmas (Dias et al., 2021). These different perspectives outline the challenge in navigating treatment refusal.

    6

    Conclusion

    Autonomy respects patient decisions.

    Beneficence and non-maleficence prioritize patient well-being.

    Justice ensures fair and equitable care.

    Communication and cultural humility are critical.

    Advocacy for patient education and support systems.

    Continued research and training enhance ethical decision-making.

    The refusal of treatment by patients identifies the complex interaction of ethical principles involved in nursing practice: a patient's autonomy to make choices that are in their best interest, the nurse's beneficence to support and promote the patient's interest, the principle of non-maleficence to cause no harm, and justice to treat all patients fairly, even when they make decisions that do not appear to be in their best interest. Navigating these dilemmas requires open communication between the nurse and other professionals, as well as active exercise of cultural humility; addressing potential obstacles in care provides pathways toward appropriate support.

    7

    References

    Al-Wathinani, A. M., Barten, D. G., Alsahli, H., Alhamid, A., Alghamdi, W., Alqahtani, W., … & Goniewicz, K. (2023, June). The Right to Refuse: Understanding Healthcare Providers’ Perspectives on Patient Autonomy in Emergency Care. In Healthcare (Vol. 11, No. 12, p. 1756). MDPI.
    [https://pmc.ncbi.nlm.nih.gov/articles/PMC10297854/](https://pmc.ncbi.nlm.nih.gov/articles/PMC10297854/)

    Dias, L. M., Bezerra, M. R., Barra, W. F., & Rego, F. (2021). Refusal of medical treatment by older adults with cancer: a systematic review. Annals of palliative medicine, 10(4), 4868877-4864877.
    [https://apm.amegroups.org/article/view/66654/html](https://apm.amegroups.org/article/view/66654/html)

    Hu, X., Ye, H., Yan, W., & Sun, Y. (2022). Factors associated with patient's refusal of recommended cancer surgery: based on surveillance, epidemiology, and end results. Frontiers in public health, 9, 785602.
    [https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2021.785602/pdf](https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2021.785602/pdf)

    Pirotte, B. D., & Benson, S. (2020). Refusal of care. StatPearls [Internet].
    [https://www.ncbi.nlm.nih.gov/books/NBK560886/#:~:text=A%20patient's%20right%20to%20the,the%20benefit%20of%20the%20patient](https://www.ncbi.nlm.nih.gov/books/NBK560886/#:~:text=A%20patient's%20right%20to%20the,the%20benefit%20of%20the%20patient).

    ## image1.jpeg

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    **## Patientrefusaloftreatmentweek2assignmet.pptx**

    Ethical Dilemma in Nursing – Patient Refusal of Treatment

    Ramona Wilkerson

    Herzing University

    NU 726

    1-18-25

    Introduction

    Healthcare Ethics and their Importance

    They are moral principles that govern professional healthcare practices.

    Guides moral conduct in clinical decisions.

    Balances patient rights, professional duties, and societal norms.

    Promotes patient-centered, equitable, and compassionate healthcare.

    Key Ethical Principles

    Autonomy: Patients’ right to self-determination.

    Beneficence: Obligation to act in the patient’s best interest.

    Non-Maleficence: Commitment to "do no harm."

    Justice: Fair distribution of healthcare resources.

    Healthcare ethics are considered the backbone of professional nursing practice, ensuring that care is provided with regard for moral principles. Ethical principles guide nurses through complex situations that may arise, such as balancing respect for a patient's autonomy with the goal of beneficence in cases of treatment refusal (Pirotte & Benson, 2020). Understanding these principles and their application in practice ensures ethical care delivery and helps navigate moral challenges.

    2

    Ethical Dilemma Overview

    Patient Refusal of Treatment

    Occurs when patients decline medically recommended care.

    Often seen in cancer treatment, surgeries, or life-saving interventions.

    Key Factors in Refusal

    Socioeconomic: Insurance type, income, and marital status (Hu et al., 2022).

    Cultural: Beliefs about healthcare and medical trust.

    Psychological: Fear, denial, or past negative experiences (Al-Wathinani et al., 2023).

    Example: Elderly cancer patients refusing chemotherapy due to perceived poor quality of life (Dias et al., 2021).

    One of the common ethical dilemmas of healthcare may be the patient's refusal for treatment, a mix of social, cultural, and psychological influence (Hu et al., 2022; Al-Wathinani et al., 2023). For example, elderly patients refuse the aggressive treatments of cancer due to their quality-of-life concerns (Dias et al., 2021). Other complications are socioeconomic issues involving insurance and marital status, cultural beliefs on medical care. The nurses, therefore, must be aware of such intricacies for better comprehension and addressing the concerns of the patients, keeping in view the code of ethics.

    3

    Ethical Problem Analysis

    The patient's refusal of treatment is an ethical issue that reflects the balance between respect for patient autonomy and beneficence. Autonomy reflects the right of the patient to make an informed decision about their care, based on their values and priorities (Pirotte & Benson, 2020). However, beneficence states that the healthcare professional should support those interventions that promote the health and well-being of the patient. An older patient with cancer might refuse chemotherapy despite a very real potential for life prolongation. Such is the scenario when nurses face balancing duties: providing necessary, unbiased information about the risks and benefits of refusal in an empathetic manner without being coercive (Dias et al., 2021).

    4

    Autonomy and Patient Rights

    Patients with decision-making capacity have the right to refuse care.

    Beneficence and Advocacy

    Balancing patient safety with respect for autonomy.

    Education on risks and benefits without coercion.

    Nurses advocate for treatments that promote health and improve outcome.

    Balancing Autonomy and Beneficence

    Assess understanding of medical information.

    Conflicts arise when patient choices contradict medical recommendations.

    Autonomy demands respect for informed decisions even against medical advice.

    Ethical Problem Analysis (Continuation)

    Non-Maleficence and Harm Avoidance

    Nurses must avoid harm, even when patients refuse treatment.

    Includes minimizing risks associated with treatment refusal.

    Justice and Equity

    Address disparities influencing treatment refusal:

    Socioeconomic inequities (e.g., access to care).

    Cultural and racial barriers.

    Practical Challenges in Ethical Decision-Making

    Managing emotional responses from patients and families.

    Limited resources complicating care delivery.

    Non-maleficence requires healthcare professionals to do no harm, which is often stretched in the case of patients who refuse lifesaving interventions. For instance, refusal of surgery for curable cancer increases the chances of negative outcomes, hence creating ethical dilemmas for nurses as stated by Hu et al. (2022). According to Al-Wathinani et al. (2023), the ethical principle of justice highlights disparities that may contribute to treatment refusal, including socioeconomic obstacles or cultural mistrust. These are inequalities that nurses have to take into consideration in order not to fail their patients and not make them uninformed or their decisions coerced. It would require some amount of collaboration, competence, and thorough patient capacity assessment in ethical decision-making over these conflicting principles.

    5

    Stakeholders

    Patients

    Key decision-makers guided by values and beliefs.

    Influenced by psychological, cultural, and socioeconomic factors.

    Families

    May act as surrogate decision-makers.

    Provide emotional support and share cultural values.

    Healthcare Professionals

    Nurses: Navigate patient advocacy and ethical principles.

    Physicians: Ensure informed consent and recommend treatment options.

    Broader Stakeholders

    Healthcare institutions: Provide resources and set policies.

    Society: Balances individual autonomy with public health.

    The main stakeholders within the healthcare realm, primarily when it comes to the refusal of treatment involves patients, whose decisions are driven by personal beliefs and social influences. Other major stakeholders include the family, mainly for support or decision-making. Nurses and physicians are here for informed and caring services, whereas institutions and society establish the boundary for ethical resolution of dilemmas (Dias et al., 2021). These different perspectives outline the challenge in navigating treatment refusal.

    6

    Conclusion

    Autonomy respects patient decisions.

    Beneficence and non-maleficence prioritize patient well-being.

    Justice ensures fair and equitable care.

    Communication and cultural humility are critical.

    Advocacy for patient education and support systems.

    Continued research and training enhance ethical decision-making.

    The refusal of treatment by patients identifies the complex interaction of ethical principles involved in nursing practice: a patient's autonomy to make choices that are in their best interest, the nurse's beneficence to support and promote the patient's interest, the principle of non-maleficence to cause no harm, and justice to treat all patients fairly, even when they make decisions that do not appear to be in their best interest. Navigating these dilemmas requires open communication between the nurse and other professionals, as well as active exercise of cultural humility; addressing potential obstacles in care provides pathways toward appropriate support.

    7

    References

    Al-Wathinani, A. M., Barten, D. G., Alsahli, H., Alhamid, A., Alghamdi, W., Alqahtani, W., … & Goniewicz, K. (2023, June). The Right to Refuse: Understanding Healthcare Providers’ Perspectives on Patient Autonomy in Emergency Care. In Healthcare (Vol. 11, No. 12, p. 1756). MDPI.
    [https://pmc.ncbi.nlm.nih.gov/articles/PMC10297854/](https://pmc.ncbi.nlm.nih.gov/articles/PMC10297854/)

    Dias, L. M., Bezerra, M. R., Barra, W. F., & Rego, F. (2021). Refusal of medical treatment by older adults with cancer: a systematic review. Annals of palliative medicine, 10(4), 4868877-4864877.
    [https://apm.amegroups.org/article/view/66654/html](https://apm.amegroups.org/article/view/66654/html)

    Hu, X., Ye, H., Yan, W., & Sun, Y. (2022). Factors associated with patient's refusal of recommended cancer surgery: based on surveillance, epidemiology, and end results. Frontiers in public health, 9, 785602.
    [https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2021.785602/pdf](https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2021.785602/pdf)

    Pirotte, B. D., & Benson, S. (2020). Refusal of care. StatPearls [Internet].
    [https://www.ncbi.nlm.nih.gov/books/NBK560886/#:~:text=A%20patient's%20right%20to%20the,the%20benefit%20of%20the%20patient](https://www.ncbi.nlm.nih.gov/books/NBK560886/#:~:text=A%20patient's%20right%20to%20the,the%20benefit%20of%20the%20patient).

    ## image1.jpeg

    ## image2.jpeg

    ## image3.jpeg

    ## image10.jpeg

    ## image11.jpeg

    ## image12.jpeg

    **## AdaptedAHRQGapAnalysisOverviewandAssignmentTemplate.docx**

    **INSTRUCTIONS**

    **Gap Analysis Tool Adapted from AHRQ**

    **What is this tool**? The purpose of the gap analysis is to provide project teams with a format in which to do the following:

    · Compare the best practices with the processes currently in place in your organization.

    · Determine the “gaps” between your organization’s practices and the identified best

    practices.

    · Select the best practices you will implement in your organization.

    **Who are the target audiences?** The project liaison (you will serve as the liaison for this assignment) will be the primary individual to prepare this written gap analysis, but the entire improvement project team should be engaged in performing the gap analysis.

    **How can the tool help you?** Upon completion of the gap analysis, project teams will have the

    following:

    · An understanding of the differences between current practices and best practice.

    · An assessment of the barriers that need to be addressed before successful implementation

    of best practices.

    **How does this tool relate to others?** Information from AHRQ’s Self-Assessment
    [(Tool A.3)](https://www.ahrq.gov/sites/default/files/wysiwyg/professionals/systems/hospital/qitoolkit/combined/a3_combo_selfassessment.pdf) about

    the readiness of the hospital/practice setting to perform quality improvement for the Quality Indicators or Best/Evidence-based practices can be considered in the gap analysis as possible strengths or weaknesses (i.e., barriers) to be managed when implementing improvements. The best practice elements defined in the Selected Best Practices and Suggestions for Improvement
    [(Tool D.4](https://www.ahrq.gov/sites/default/files/wysiwyg/professionals/systems/hospital/qitoolkit/combined/d4_combo_bestpracticescover.pdf)) are prefilled in the gap analysis tool. This provides the elements for the Implementation Plan
    [(Tool D.6).](https://www.ahrq.gov/sites/default/files/wysiwyg/professionals/systems/hospital/qitoolkit/combined/d6_combo_implementationplan.pdf)

    **Instructions**

    1. List the identified practice problem in Column 1.

    2. In Column 2, provide a description of identified best practices (3 best practices required) to address the problem

    4. In Column 3, identify barriers that may hinder successful implementation of each best

    practice strategy. Consider systems, procedures, policies, people (aka stakeholders), equipment, etc.

    5. In Column 4, discuss your thoughts whether your organization will implement that best practice strategy. If not, explain why.

    6. Repeat steps 1-4 for each best practice.

    **Gap Analysis Tool (as adapted from AHRQ’s Tool D-5)**

    **Improvement Project: Quality Indicator/Practice Metric:**

    **Individual Completing This Form:**

    | | | | |
    | — | — | — | — |
    | **Column 1** | **Column 2** | **Column 3** | **Column 4** |
    | **How Your Practices Differ From Best Practice (describe the practice problem you have identified for this improvement process)** | **Best Practice Strategies (what a review of the literature indicates is a best practice approach that you could implement to address the problem)** | **Barriers to Best Practice Implementation (this could be actual or anticipated/potential barriers)** | **Will Implement Best Practice (considering the barriers you identified – discuss your thoughts about the identified best practices being implemented** |
    | **Best Practice #1: [**<br>**_insert description of best practice here_]** |
    | | | | |
    | | | | |
    | | | | |
    | **Best Practice #2: [**<br>**_insert description of best practice here_]** |
    | | | | |
    | | | | |
    | | | | |
    | **Best Practice #3: [**<br>**_insert description of best practice here_]** |
    | | | | |
    | | | | |
    | | | | |

    **References**

    **## Patientrefusaloftreatmentweek2assignmet.pptx**

    Ethical Dilemma in Nursing – Patient Refusal of Treatment

    Ramona Wilkerson

    Herzing University

    NU 726

    1-18-25

    Introduction

    Healthcare Ethics and their Importance

    They are moral principles that govern professional healthcare practices.

    Guides moral conduct in clinical decisions.

    Balances patient rights, professional duties, and societal norms.

    Promotes patient-centered, equitable, and compassionate healthcare.

    Key Ethical Principles

    Autonomy: Patients’ right to self-determination.

    Beneficence: Obligation to act in the patient’s best interest.

    Non-Maleficence: Commitment to "do no harm."

    Justice: Fair distribution of healthcare resources.

    Healthcare ethics are considered the backbone of professional nursing practice, ensuring that care is provided with regard for moral principles. Ethical principles guide nurses through complex situations that may arise, such as balancing respect for a patient's autonomy with the goal of beneficence in cases of treatment refusal (Pirotte & Benson, 2020). Understanding these principles and their application in practice ensures ethical care delivery and helps navigate moral challenges.

    2

    Ethical Dilemma Overview

    Patient Refusal of Treatment

    Occurs when patients decline medically recommended care.

    Often seen in cancer treatment, surgeries, or life-saving interventions.

    Key Factors in Refusal

    Socioeconomic: Insurance type, income, and marital status (Hu et al., 2022).

    Cultural: Beliefs about healthcare and medical trust.

    Psychological: Fear, denial, or past negative experiences (Al-Wathinani et al., 2023).

    Example: Elderly cancer patients refusing chemotherapy due to perceived poor quality of life (Dias et al., 2021).

    One of the common ethical dilemmas of healthcare may be the patient's refusal for treatment, a mix of social, cultural, and psychological influence (Hu et al., 2022; Al-Wathinani et al., 2023). For example, elderly patients refuse the aggressive treatments of cancer due to their quality-of-life concerns (Dias et al., 2021). Other complications are socioeconomic issues involving insurance and marital status, cultural beliefs on medical care. The nurses, therefore, must be aware of such intricacies for better comprehension and addressing the concerns of the patients, keeping in view the code of ethics.

    3

    Ethical Problem Analysis

    The patient's refusal of treatment is an ethical issue that reflects the balance between respect for patient autonomy and beneficence. Autonomy reflects the right of the patient to make an informed decision about their care, based on their values and priorities (Pirotte & Benson, 2020). However, beneficence states that the healthcare professional should support those interventions that promote the health and well-being of the patient. An older patient with cancer might refuse chemotherapy despite a very real potential for life prolongation. Such is the scenario when nurses face balancing duties: providing necessary, unbiased information about the risks and benefits of refusal in an empathetic manner without being coercive (Dias et al., 2021).

    4

    Autonomy and Patient Rights

    Patients with decision-making capacity have the right to refuse care.

    Beneficence and Advocacy

    Balancing patient safety with respect for autonomy.

    Education on risks and benefits without coercion.

    Nurses advocate for treatments that promote health and improve outcome.

    Balancing Autonomy and Beneficence

    Assess understanding of medical information.

    Conflicts arise when patient choices contradict medical recommendations.

    Autonomy demands respect for informed decisions even against medical advice.

    Ethical Problem Analysis (Continuation)

    Non-Maleficence and Harm Avoidance

    Nurses must avoid harm, even when patients refuse treatment.

    Includes minimizing risks associated with treatment refusal.

    Justice and Equity

    Address disparities influencing treatment refusal:

    Socioeconomic inequities (e.g., access to care).

    Cultural and racial barriers.

    Practical Challenges in Ethical Decision-Making

    Managing emotional responses from patients and families.

    Limited resources complicating care delivery.

    Non-maleficence requires healthcare professionals to do no harm, which is often stretched in the case of patients who refuse lifesaving interventions. For instance, refusal of surgery for curable cancer increases the chances of negative outcomes, hence creating ethical dilemmas for nurses as stated by Hu et al. (2022). According to Al-Wathinani et al. (2023), the ethical principle of justice highlights disparities that may contribute to treatment refusal, including socioeconomic obstacles or cultural mistrust. These are inequalities that nurses have to take into consideration in order not to fail their patients and not make them uninformed or their decisions coerced. It would require some amount of collaboration, competence, and thorough patient capacity assessment in ethical decision-making over these conflicting principles.

    5

    Stakeholders

    Patients

    Key decision-makers guided by values and beliefs.

    Influenced by psychological, cultural, and socioeconomic factors.

    Families

    May act as surrogate decision-makers.

    Provide emotional support and share cultural values.

    Healthcare Professionals

    Nurses: Navigate patient advocacy and ethical principles.

    Physicians: Ensure informed consent and recommend treatment options.

    Broader Stakeholders

    Healthcare institutions: Provide resources and set policies.

    Society: Balances individual autonomy with public health.

    The main stakeholders within the healthcare realm, primarily when it comes to the refusal of treatment involves patients, whose decisions are driven by personal beliefs and social influences. Other major stakeholders include the family, mainly for support or decision-making. Nurses and physicians are here for informed and caring services, whereas institutions and society establish the boundary for ethical resolution of dilemmas (Dias et al., 2021). These different perspectives outline the challenge in navigating treatment refusal.

    6

    Conclusion

    Autonomy respects patient decisions.

    Beneficence and non-maleficence prioritize patient well-being.

    Justice ensures fair and equitable care.

    Communication and cultural humility are critical.

    Advocacy for patient education and support systems.

    Continued research and training enhance ethical decision-making.

    The refusal of treatment by patients identifies the complex interaction of ethical principles involved in nursing practice: a patient's autonomy to make choices that are in their best interest, the nurse's beneficence to support and promote the patient's interest, the principle of non-maleficence to cause no harm, and justice to treat all patients fairly, even when they make decisions that do not appear to be in their best interest. Navigating these dilemmas requires open communication between the nurse and other professionals, as well as active exercise of cultural humility; addressing potential obstacles in care provides pathways toward appropriate support.

    7

    References

    Al-Wathinani, A. M., Barten, D. G., Alsahli, H., Alhamid, A., Alghamdi, W., Alqahtani, W., … & Goniewicz, K. (2023, June). The Right to Refuse: Understanding Healthcare Providers’ Perspectives on Patient Autonomy in Emergency Care. In Healthcare (Vol. 11, No. 12, p. 1756). MDPI.
    [https://pmc.ncbi.nlm.nih.gov/articles/PMC10297854/](https://pmc.ncbi.nlm.nih.gov/articles/PMC10297854/)

    Dias, L. M., Bezerra, M. R., Barra, W. F., & Rego, F. (2021). Refusal of medical treatment by older adults with cancer: a systematic review. Annals of palliative medicine, 10(4), 4868877-4864877.
    [https://apm.amegroups.org/article/view/66654/html](https://apm.amegroups.org/article/view/66654/html)

    Hu, X., Ye, H., Yan, W., & Sun, Y. (2022). Factors associated with patient's refusal of recommended cancer surgery: based on surveillance, epidemiology, and end results. Frontiers in public health, 9, 785602.
    [https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2021.785602/pdf](https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2021.785602/pdf)

    Pirotte, B. D., & Benson, S. (2020). Refusal of care. StatPearls [Internet].
    [https://www.ncbi.nlm.nih.gov/books/NBK560886/#:~:text=A%20patient's%20right%20to%20the,the%20benefit%20of%20the%20patient](https://www.ncbi.nlm.nih.gov/books/NBK560886/#:~:text=A%20patient's%20right%20to%20the,the%20benefit%20of%20the%20patient).

    ## image1.jpeg

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    **## AdaptedAHRQGapAnalysisOverviewandAssignmentTemplate.docx**

    **INSTRUCTIONS**

    **Gap Analysis Tool Adapted from AHRQ**

    **What is this tool**? The purpose of the gap analysis is to provide project teams with a format in which to do the following:

    · Compare the best practices with the processes currently in place in your organization.

    · Determine the “gaps” between your organization’s practices and the identified best

    practices.

    · Select the best practices you will implement in your organization.

    **Who are the target audiences?** The project liaison (you will serve as the liaison for this assignment) will be the primary individual to prepare this written gap analysis, but the entire improvement project team should be engaged in performing the gap analysis.

    **How can the tool help you?** Upon completion of the gap analysis, project teams will have the

    following:

    · An understanding of the differences between current practices and best practice.

    · An assessment of the barriers that need to be addressed before successful implementation

    of best practices.

    **How does this tool relate to others?** Information from AHRQ’s Self-Assessment
    [(Tool A.3)](https://www.ahrq.gov/sites/default/files/wysiwyg/professionals/systems/hospital/qitoolkit/combined/a3_combo_selfassessment.pdf) about

    the readiness of the hospital/practice setting to perform quality improvement for the Quality Indicators or Best/Evidence-based practices can be considered in the gap analysis as possible strengths or weaknesses (i.e., barriers) to be managed when implementing improvements. The best practice elements defined in the Selected Best Practices and Suggestions for Improvement
    [(Tool D.4](https://www.ahrq.gov/sites/default/files/wysiwyg/professionals/systems/hospital/qitoolkit/combined/d4_combo_bestpracticescover.pdf)) are prefilled in the gap analysis tool. This provides the elements for the Implementation Plan
    [(Tool D.6).](https://www.ahrq.gov/sites/default/files/wysiwyg/professionals/systems/hospital/qitoolkit/combined/d6_combo_implementationplan.pdf)

    **Instructions**

    1. List the identified practice problem in Column 1.

    2. In Column 2, provide a description of identified best practices (3 best practices required) to address the problem

    4. In Column 3, identify barriers that may hinder successful implementation of each best

    practice strategy. Consider systems, procedures, policies, people (aka stakeholders), equipment, etc.

    5. In Column 4, discuss your thoughts whether your organization will implement that best practice strategy. If not, explain why.

    6. Repeat steps 1-4 for each best practice.

    **Gap Analysis Tool (as adapted from AHRQ’s Tool D-5)**

    **Improvement Project: Quality Indicator/Practice Metric:**

    **Individual Completing This Form:**

    | | | | |
    | — | — | — | — |
    | **Column 1** | **Column 2** | **Column 3** | **Column 4** |
    | **How Your Practices Differ From Best Practice (describe the practice problem you have identified for this improvement process)** | **Best Practice Strategies (what a review of the literature indicates is a best practice approach that you could implement to address the problem)** | **Barriers to Best Practice Implementation (this could be actual or anticipated/potential barriers)** | **Will Implement Best Practice (considering the barriers you identified – discuss your thoughts about the identified best practices being implemented** |
    | **Best Practice #1: [**<br>**_insert description of best practice here_]** |
    | | | | |
    | | | | |
    | | | | |
    | **Best Practice #2: [**<br>**_insert description of best practice here_]** |
    | | | | |
    | | | | |
    | | | | |
    | **Best Practice #3: [**<br>**_insert description of best practice here_]** |
    | | | | |
    | | | | |
    | | | | |

    **References**

    **## Patientrefusaloftreatmentweek2assignmet.pptx**

    Ethical Dilemma in Nursing – Patient Refusal of Treatment

    Ramona Wilkerson

    Herzing University

    NU 726

    1-18-25

    Introduction

    Healthcare Ethics and their Importance

    They are moral principles that govern professional healthcare practices.

    Guides moral conduct in clinical decisions.

    Balances patient rights, professional duties, and societal norms.

    Promotes patient-centered, equitable, and compassionate healthcare.

    Key Ethical Principles

    Autonomy: Patients’ right to self-determination.

    Beneficence: Obligation to act in the patient’s best interest.

    Non-Maleficence: Commitment to "do no harm."

    Justice: Fair distribution of healthcare resources.

    Healthcare ethics are considered the backbone of professional nursing practice, ensuring that care is provided with regard for moral principles. Ethical principles guide nurses through complex situations that may arise, such as balancing respect for a patient's autonomy with the goal of beneficence in cases of treatment refusal (Pirotte & Benson, 2020). Understanding these principles and their application in practice ensures ethical care delivery and helps navigate moral challenges.

    2

    Ethical Dilemma Overview

    Patient Refusal of Treatment

    Occurs when patients decline medically recommended care.

    Often seen in cancer treatment, surgeries, or life-saving interventions.

    Key Factors in Refusal

    Socioeconomic: Insurance type, income, and marital status (Hu et al., 2022).

    Cultural: Beliefs about healthcare and medical trust.

    Psychological: Fear, denial, or past negative experiences (Al-Wathinani et al., 2023).

    Example: Elderly cancer patients refusing chemotherapy due to perceived poor quality of life (Dias et al., 2021).

    One of the common ethical dilemmas of healthcare may be the patient's refusal for treatment, a mix of social, cultural, and psychological influence (Hu et al., 2022; Al-Wathinani et al., 2023). For example, elderly patients refuse the aggressive treatments of cancer due to their quality-of-life concerns (Dias et al., 2021). Other complications are socioeconomic issues involving insurance and marital status, cultural beliefs on medical care. The nurses, therefore, must be aware of such intricacies for better comprehension and addressing the concerns of the patients, keeping in view the code of ethics.

    3

    Ethical Problem Analysis

    The patient's refusal of treatment is an ethical issue that reflects the balance between respect for patient autonomy and beneficence. Autonomy reflects the right of the patient to make an informed decision about their care, based on their values and priorities (Pirotte & Benson, 2020). However, beneficence states that the healthcare professional should support those interventions that promote the health and well-being of the patient. An older patient with cancer might refuse chemotherapy despite a very real potential for life prolongation. Such is the scenario when nurses face balancing duties: providing necessary, unbiased information about the risks and benefits of refusal in an empathetic manner without being coercive (Dias et al., 2021).

    4

    Autonomy and Patient Rights

    Patients with decision-making capacity have the right to refuse care.

    Beneficence and Advocacy

    Balancing patient safety with respect for autonomy.

    Education on risks and benefits without coercion.

    Nurses advocate for treatments that promote health and improve outcome.

    Balancing Autonomy and Beneficence

    Assess understanding of medical information.

    Conflicts arise when patient choices contradict medical recommendations.

    Autonomy demands respect for informed decisions even against medical advice.

    Ethical Problem Analysis (Continuation)

    Non-Maleficence and Harm Avoidance

    Nurses must avoid harm, even when patients refuse treatment.

    Includes minimizing risks associated with treatment refusal.

    Justice and Equity

    Address disparities influencing treatment refusal:

    Socioeconomic inequities (e.g., access to care).

    Cultural and racial barriers.

    Practical Challenges in Ethical Decision-Making

    Managing emotional responses from patients and families.

    Limited resources complicating care delivery.

    Non-maleficence requires healthcare professionals to do no harm, which is often stretched in the case of patients who refuse lifesaving interventions. For instance, refusal of surgery for curable cancer increases the chances of negative outcomes, hence creating ethical dilemmas for nurses as stated by Hu et al. (2022). According to Al-Wathinani et al. (2023), the ethical principle of justice highlights disparities that may contribute to treatment refusal, including socioeconomic obstacles or cultural mistrust. These are inequalities that nurses have to take into consideration in order not to fail their patients and not make them uninformed or their decisions coerced. It would require some amount of collaboration, competence, and thorough patient capacity assessment in ethical decision-making over these conflicting principles.

    5

    Stakeholders

    Patients

    Key decision-makers guided by values and beliefs.

    Influenced by psychological, cultural, and socioeconomic factors.

    Families

    May act as surrogate decision-makers.

    Provide emotional support and share cultural values.

    Healthcare Professionals

    Nurses: Navigate patient advocacy and ethical principles.

    Physicians: Ensure informed consent and recommend treatment options.

    Broader Stakeholders

    Healthcare institutions: Provide resources and set policies.

    Society: Balances individual autonomy with public health.

    The main stakeholders within the healthcare realm, primarily when it comes to the refusal of treatment involves patients, whose decisions are driven by personal beliefs and social influences. Other major stakeholders include the family, mainly for support or decision-making. Nurses and physicians are here for informed and caring services, whereas institutions and society establish the boundary for ethical resolution of dilemmas (Dias et al., 2021). These different perspectives outline the challenge in navigating treatment refusal.

    6

    Conclusion

    Autonomy respects patient decisions.

    Beneficence and non-maleficence prioritize patient well-being.

    Justice ensures fair and equitable care.

    Communication and cultural humility are critical.

    Advocacy for patient education and support systems.

    Continued research and training enhance ethical decision-making.

    The refusal of treatment by patients identifies the complex interaction of ethical principles involved in nursing practice: a patient's autonomy to make choices that are in their best interest, the nurse's beneficence to support and promote the patient's interest, the principle of non-maleficence to cause no harm, and justice to treat all patients fairly, even when they make decisions that do not appear to be in their best interest. Navigating these dilemmas requires open communication between the nurse and other professionals, as well as active exercise of cultural humility; addressing potential obstacles in care provides pathways toward appropriate support.

    7

    References

    Al-Wathinani, A. M., Barten, D. G., Alsahli, H., Alhamid, A., Alghamdi, W., Alqahtani, W., … & Goniewicz, K. (2023, June). The Right to Refuse: Understanding Healthcare Providers’ Perspectives on Patient Autonomy in Emergency Care. In Healthcare (Vol. 11, No. 12, p. 1756). MDPI.
    [https://pmc.ncbi.nlm.nih.gov/articles/PMC10297854/](https://pmc.ncbi.nlm.nih.gov/articles/PMC10297854/)

    Dias, L. M., Bezerra, M. R., Barra, W. F., & Rego, F. (2021). Refusal of medical treatment by older adults with cancer: a systematic review. Annals of palliative medicine, 10(4), 4868877-4864877.
    [https://apm.amegroups.org/article/view/66654/html](https://apm.amegroups.org/article/view/66654/html)

    Hu, X., Ye, H., Yan, W., & Sun, Y. (2022). Factors associated with patient's refusal of recommended cancer surgery: based on surveillance, epidemiology, and end results. Frontiers in public health, 9, 785602.
    [https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2021.785602/pdf](https://www.frontiersin.org/journals/public-health/articles/10.3389/fpubh.2021.785602/pdf)

    Pirotte, B. D., & Benson, S. (2020). Refusal of care. StatPearls [Internet].
    [https://www.ncbi.nlm.nih.gov/books/NBK560886/#:~:text=A%20patient's%20right%20to%20the,the%20benefit%20of%20the%20patient](https://www.ncbi.nlm.nih.gov/books/NBK560886/#:~:text=A%20patient's%20right%20to%20the,the%20benefit%20of%20the%20patient).

    ## image1.jpeg

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    1. Find the Research Problem/Hypotheses: Often authors will refer to the _purpose_ of the study. This is often articulated in the abstract, introduction, or background. 2. Find the purpose statement? 3. Find the study design? 4. Identify the participants. How were these chosen? 5. Identify the …

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    1.  Find the Research Problem/Hypotheses: Often authors will refer to the _purpose_ of the study.  This is often articulated in the abstract, introduction, or background.

    2.  Find the purpose statement?

    3.  Find the study design?

    4.  Identify the participants. How were these chosen?

    5.  Identify the control group.

    6.  Identify the intervention?

    7.  outcomes (what was measured).

    8.  What were the results?

    9.  Where are the hypotheses rejected or accepted?

    10. Limitations.

    – This analysis will be performed in a research study, you may copy and paste the responses.

    https://trialsjournal.biomedcentral.com/articles/10.1186/s13063-022-06016-2

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    – 2 years ago **files (3)** – ## OE.docx – ## Survey.pdf – ## LP.docx **## OE.docx** Topic: UPS Overview The vice president of strategy and operations (VP) has confided to you that strategic planning has been a challenge for the company over the past year, specifically crafting new strategies and al…

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    – 2 years ago

    **files (3)**

    – ## OE.docx

    – ## Survey.pdf

    – ## LP.docx

    **## OE.docx**

    Topic: UPS

    Overview

    The vice president of strategy and operations (VP) has confided to you that strategic planning has been a challenge for the company over the past year, specifically crafting new strategies and aligning them to the company’s mission and goals. You have now been tasked with creating a new strategic planning proposal to help the company explore at least one new growth opportunity to increase its revenue or market share in the industry.

    To create your proposal, you first need to analyze the company’s business environment and identify possible opportunities for growth. In this assignment, you will analyze your company’s internal business environment and explain its influence on revenue or market share.

    Prompt

    Perform an
    **internal environment analysis** of your company to understand the company’s current business environment and future goals. Use resources such as the company website, which will have pertinent information including its most recent sustainability report, and other relevant sources to help complete this presentation. You can also use the resources in to conduct further research about your company.

    Create a Microsoft PowerPoint presentation to show the results of your analysis. Use both on- slide text and narration or speaker notes in your PowerPoint slides to convey your information effectively. If narration is not possible, precise and extensive speaker notes should be used, while addressing all of the rubric elements in the presentation. For example, you can use brief, bulleted lists summarizing the highlights of your analysis on the slide and include more detailed explanations in your narration or speaker notes.

    Specifically, you must address the following rubric criteria:

    A.
    **Overview** (slide 1): Provide a brief overview of the company's products, services, and customer base.

    B.
    **Existing Entities** (slides 2–3): Identify at least two existing partnerships, mergers, or acquisitions. Explain how these entities contribute to the company’s revenue or market share.

    C.
    **Five-Year Goals** (slide 4): Speculate on what the company wants to achieve in the next five years by considering its mission statement, its values and goals, and relevant sections of its sustainability report.

    **## Survey.pdf**

    EMPLOYEE SATISFACTION SURVEY RESULTS

    SURVEY QUESTIONS

    Constantly strives to provide value to our clients and customers
    My company cares about its employees
    My company cares about its customers
    I believe the company mission and vision drive the decisions that are made
    My job makes good use of my skills and abilities
    I am very satisfied with my job
    My supervisor shows appreciation for the work that I do
    My pay is competitive with others places that I could work
    I am proud to be a part of this company
    I am proud to tell my friends and family that I work here
    Recognizes employees based on merit, i.e., accomplishments, successes.
    I feel encouraged to come up with new and better ways of doing things
    My work gives me a sense of personal accomplishment
    When people work extra hard to meet our goals they are rewarded accordingly
    My Supervisor takes the time to praise those who do an excellent job
    I have received the training I need to perform my job responsibilities
    My Supervisor talks with me to help me determine my training and development goals.
    Maintains working conditions that are safe
    Maintains working conditions that are clean and orderly
    Respects the dignity and diversity of all employees
    Committed to helping employees fulfill their family and other responsibilities
    Provides leadership who act in just and ethical ways
    Provides employees with a sense of fulfillment and purpose in their jobs
    Provides employees with a sense of security in their jobs
    Provides employees with fair compensation
    Promotes an environment in which employees feel free to make suggestions and complaints
    Provides an inclusive environment where each employee is considered as an individual
    I have the tools and resources to do my job well
    In my job I have clearly defined quality goals
    When I am having difficulty my Supervisor is there to support me so I do not feel abandoned
    My Supervisor gives me useful information on how I can improve my job performance
    My Supervisor lets me know where I stand and what is expected of me
    I trust my supervisor

    SATISFACTION SURVEY RESULTS

    FOCUS AREA
    PERCENT FAVORABLE RESULTS

    Current Year Two Years Ago Four Years Ago

    CLIENT/CUSTOMER 90 89 91
    COMPANY & STRATEGY 60 70 75
    COMPANY & STRATEGY 75 74 76
    COMPANY & STRATEGY 60 65 71
    JOB SATISFACTION 43 52 59
    JOB SATISFACTION 35 41 48
    JOB SATISFACTION 38 48 55
    JOB SATISFACTION 75 77 76
    JOB SATISFACTION 70 72 79
    JOB SATISFACTION 80 81 80
    RECOGNITION & PRAISE 46 49 52
    RECOGNITION & PRAISE 35 40 43
    RECOGNITION & PRAISE 38 42 44
    REWARD & RECOGNITION 31 35 40
    REWARD & RECOGNITION 35 39 44
    TRAINING & DEVELOPMENT 66 70 68
    TRAINING & DEVELOPMENT 25 28 33
    WORKING CONDITIONS 78 80 80
    WORKING CONDITIONS 80 82 82
    WORKING CONDITIONS 75 76 75
    WORKING CONDITIONS 76 73 68
    WORKING CONDITIONS 35 45 53
    WORKING CONDITIONS 77 80 80
    WORKING CONDITIONS 43 44 47
    WORKING CONDITIONS 75 76 75
    WORKING CONDITIONS 37 41 44
    WORKING CONDITIONS 36 40 41
    WORKING CONDITIONS 76 77 76
    WORKING CONDITIONS 80 80 77
    WORKING CONDITIONS 35 38 44
    WORKING CONDITIONS 38 41 44
    WORKING CONDITIONS 36 39 42
    WORKING CONDITIONS 24 33 39

    **## LP.docx**

    Overview

    For this assignment, you will be taking a more thorough look into your leadership self-assessment results that you reflected on in Module One. This assignment will help in the creation of your personal development plan, which will be submitted in Module Six.

    Scenario

    You work as a director of leadership and learning for an organization that makes prosthetics. The organization has been in business since 1999 and employs over 350 people in its Tampa, Florida, headquarters and three plant locations across the Southwest. While the business is currently based in the United States, the organization is exploring ways to move into Canadian markets within the next three years. This year’s employee engagement survey results for the organization show that some leadership practices were rated lower, while some practices were rated higher. The new chief human resources officer (CHRO) met with the team to discuss the general results. Everyone agrees that the company’s focus should be on both specific leadership development areas perceived as strengths and on those rated as areas for improvement, primarily regarding social intelligence, emotional intelligence, and the interpersonal skills of effective leaders.

    To help this initiative, your manager, the vice president of leadership and learning, asked you to create an adaptive leadership toolkit that can be used throughout the organization. To begin this work, you conducted a personal leadership self-assessment, and now you will be taking a closer look at these results to produce a self-assessment report. You plan on exploring how this self-assessment would make a beneficial contribution to a personal development plan and adaptive leadership toolkit, which will help to resolve the leadership challenges the organization is currently facing.

    Prompt

    For this assignment, refer to your results from your self-assessment and use the
    [LPI Self Assessment](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1804812&type=lti&rcode=snhu-4243057&srcou=1695061) to determine where each of your five leadership behaviors rank.

    Leadership Behaviors

    · Model the Way

    · Inspire a Shared Vision

    · Challenge the Process

    · Enable Others to Act

    · Encourage the Heart

    For further information on each of the five leadership behaviors and their two commitments, please refer to The
    [Ten Commitments of Exemplary Leadership.](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1804812&type=lti&rcode=snhu-4243064&srcou=1695061)

    **Self-assessment:** In this part of your report, you will use the results from your self-assessment to identify leadership behaviors where you ranked highest and where you ranked lowest and begin thinking about how this information impacts your ability to lead. This work will help to inform your personal development plan, which you will create in Module Six.

    1. Identify the leadership behavior in which you
    **ranked lowest** and define what this behavior means to you.

    2. For the leadership behavior in which you ranked lowest, describe the importance of developing this area to
    **improve skills related to leading others.**

    3. Identify the leadership behavior in which you
    **ranked highest** and define what this behavior means to you.

    4. For the leadership behavior in which you ranked highest, describe how this area helps support skills related to
    **being an effective leader.**

    **Adaptive leadership toolkit:** In this part of your report, you will use your findings from the
    survey and the leadership behaviors you reviewed in the self-assessment to identify areas of leadership the organization should focus on developing. This work will help to inform the adaptive leadership toolkit that you will develop in Module Seven.

    5. Based on your review of the Employee Satisfaction Survey, identify the
    **leadership behaviors** the organization’s leadership should focus on improving and explain how developing these areas will address the business problems the organization currently faces.

    6. Based on your review of the Employee Satisfaction Survey, identify the leadership behaviors the organization’s leadership is currently successful in and explain how maintaining these areas can help in
    **managing relationships** between the leaders and their direct reports.

    What to Submit

    Submit your report as a 3- to 4-page Word document using 12-point Times New Roman font, double spacing, and one-inch margins

    **## LP.docx**

    Overview

    For this assignment, you will be taking a more thorough look into your leadership self-assessment results that you reflected on in Module One. This assignment will help in the creation of your personal development plan, which will be submitted in Module Six.

    Scenario

    You work as a director of leadership and learning for an organization that makes prosthetics. The organization has been in business since 1999 and employs over 350 people in its Tampa, Florida, headquarters and three plant locations across the Southwest. While the business is currently based in the United States, the organization is exploring ways to move into Canadian markets within the next three years. This year’s employee engagement survey results for the organization show that some leadership practices were rated lower, while some practices were rated higher. The new chief human resources officer (CHRO) met with the team to discuss the general results. Everyone agrees that the company’s focus should be on both specific leadership development areas perceived as strengths and on those rated as areas for improvement, primarily regarding social intelligence, emotional intelligence, and the interpersonal skills of effective leaders.

    To help this initiative, your manager, the vice president of leadership and learning, asked you to create an adaptive leadership toolkit that can be used throughout the organization. To begin this work, you conducted a personal leadership self-assessment, and now you will be taking a closer look at these results to produce a self-assessment report. You plan on exploring how this self-assessment would make a beneficial contribution to a personal development plan and adaptive leadership toolkit, which will help to resolve the leadership challenges the organization is currently facing.

    Prompt

    For this assignment, refer to your results from your self-assessment and use the
    [LPI Self Assessment](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1804812&type=lti&rcode=snhu-4243057&srcou=1695061) to determine where each of your five leadership behaviors rank.

    Leadership Behaviors

    · Model the Way

    · Inspire a Shared Vision

    · Challenge the Process

    · Enable Others to Act

    · Encourage the Heart

    For further information on each of the five leadership behaviors and their two commitments, please refer to The
    [Ten Commitments of Exemplary Leadership.](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1804812&type=lti&rcode=snhu-4243064&srcou=1695061)

    **Self-assessment:** In this part of your report, you will use the results from your self-assessment to identify leadership behaviors where you ranked highest and where you ranked lowest and begin thinking about how this information impacts your ability to lead. This work will help to inform your personal development plan, which you will create in Module Six.

    1. Identify the leadership behavior in which you
    **ranked lowest** and define what this behavior means to you.

    2. For the leadership behavior in which you ranked lowest, describe the importance of developing this area to
    **improve skills related to leading others.**

    3. Identify the leadership behavior in which you
    **ranked highest** and define what this behavior means to you.

    4. For the leadership behavior in which you ranked highest, describe how this area helps support skills related to
    **being an effective leader.**

    **Adaptive leadership toolkit:** In this part of your report, you will use your findings from the
    survey and the leadership behaviors you reviewed in the self-assessment to identify areas of leadership the organization should focus on developing. This work will help to inform the adaptive leadership toolkit that you will develop in Module Seven.

    5. Based on your review of the Employee Satisfaction Survey, identify the
    **leadership behaviors** the organization’s leadership should focus on improving and explain how developing these areas will address the business problems the organization currently faces.

    6. Based on your review of the Employee Satisfaction Survey, identify the leadership behaviors the organization’s leadership is currently successful in and explain how maintaining these areas can help in
    **managing relationships** between the leaders and their direct reports.

    What to Submit

    Submit your report as a 3- to 4-page Word document using 12-point Times New Roman font, double spacing, and one-inch margins

    **## OE.docx**

    Topic: UPS

    Overview

    The vice president of strategy and operations (VP) has confided to you that strategic planning has been a challenge for the company over the past year, specifically crafting new strategies and aligning them to the company’s mission and goals. You have now been tasked with creating a new strategic planning proposal to help the company explore at least one new growth opportunity to increase its revenue or market share in the industry.

    To create your proposal, you first need to analyze the company’s business environment and identify possible opportunities for growth. In this assignment, you will analyze your company’s internal business environment and explain its influence on revenue or market share.

    Prompt

    Perform an
    **internal environment analysis** of your company to understand the company’s current business environment and future goals. Use resources such as the company website, which will have pertinent information including its most recent sustainability report, and other relevant sources to help complete this presentation. You can also use the resources in to conduct further research about your company.

    Create a Microsoft PowerPoint presentation to show the results of your analysis. Use both on- slide text and narration or speaker notes in your PowerPoint slides to convey your information effectively. If narration is not possible, precise and extensive speaker notes should be used, while addressing all of the rubric elements in the presentation. For example, you can use brief, bulleted lists summarizing the highlights of your analysis on the slide and include more detailed explanations in your narration or speaker notes.

    Specifically, you must address the following rubric criteria:

    A.
    **Overview** (slide 1): Provide a brief overview of the company's products, services, and customer base.

    B.
    **Existing Entities** (slides 2–3): Identify at least two existing partnerships, mergers, or acquisitions. Explain how these entities contribute to the company’s revenue or market share.

    C.
    **Five-Year Goals** (slide 4): Speculate on what the company wants to achieve in the next five years by considering its mission statement, its values and goals, and relevant sections of its sustainability report.

    **## Survey.pdf**

    EMPLOYEE SATISFACTION SURVEY RESULTS

    SURVEY QUESTIONS

    Constantly strives to provide value to our clients and customers
    My company cares about its employees
    My company cares about its customers
    I believe the company mission and vision drive the decisions that are made
    My job makes good use of my skills and abilities
    I am very satisfied with my job
    My supervisor shows appreciation for the work that I do
    My pay is competitive with others places that I could work
    I am proud to be a part of this company
    I am proud to tell my friends and family that I work here
    Recognizes employees based on merit, i.e., accomplishments, successes.
    I feel encouraged to come up with new and better ways of doing things
    My work gives me a sense of personal accomplishment
    When people work extra hard to meet our goals they are rewarded accordingly
    My Supervisor takes the time to praise those who do an excellent job
    I have received the training I need to perform my job responsibilities
    My Supervisor talks with me to help me determine my training and development goals.
    Maintains working conditions that are safe
    Maintains working conditions that are clean and orderly
    Respects the dignity and diversity of all employees
    Committed to helping employees fulfill their family and other responsibilities
    Provides leadership who act in just and ethical ways
    Provides employees with a sense of fulfillment and purpose in their jobs
    Provides employees with a sense of security in their jobs
    Provides employees with fair compensation
    Promotes an environment in which employees feel free to make suggestions and complaints
    Provides an inclusive environment where each employee is considered as an individual
    I have the tools and resources to do my job well
    In my job I have clearly defined quality goals
    When I am having difficulty my Supervisor is there to support me so I do not feel abandoned
    My Supervisor gives me useful information on how I can improve my job performance
    My Supervisor lets me know where I stand and what is expected of me
    I trust my supervisor

    SATISFACTION SURVEY RESULTS

    FOCUS AREA
    PERCENT FAVORABLE RESULTS

    Current Year Two Years Ago Four Years Ago

    CLIENT/CUSTOMER 90 89 91
    COMPANY & STRATEGY 60 70 75
    COMPANY & STRATEGY 75 74 76
    COMPANY & STRATEGY 60 65 71
    JOB SATISFACTION 43 52 59
    JOB SATISFACTION 35 41 48
    JOB SATISFACTION 38 48 55
    JOB SATISFACTION 75 77 76
    JOB SATISFACTION 70 72 79
    JOB SATISFACTION 80 81 80
    RECOGNITION & PRAISE 46 49 52
    RECOGNITION & PRAISE 35 40 43
    RECOGNITION & PRAISE 38 42 44
    REWARD & RECOGNITION 31 35 40
    REWARD & RECOGNITION 35 39 44
    TRAINING & DEVELOPMENT 66 70 68
    TRAINING & DEVELOPMENT 25 28 33
    WORKING CONDITIONS 78 80 80
    WORKING CONDITIONS 80 82 82
    WORKING CONDITIONS 75 76 75
    WORKING CONDITIONS 76 73 68
    WORKING CONDITIONS 35 45 53
    WORKING CONDITIONS 77 80 80
    WORKING CONDITIONS 43 44 47
    WORKING CONDITIONS 75 76 75
    WORKING CONDITIONS 37 41 44
    WORKING CONDITIONS 36 40 41
    WORKING CONDITIONS 76 77 76
    WORKING CONDITIONS 80 80 77
    WORKING CONDITIONS 35 38 44
    WORKING CONDITIONS 38 41 44
    WORKING CONDITIONS 36 39 42
    WORKING CONDITIONS 24 33 39

    **## LP.docx**

    Overview

    For this assignment, you will be taking a more thorough look into your leadership self-assessment results that you reflected on in Module One. This assignment will help in the creation of your personal development plan, which will be submitted in Module Six.

    Scenario

    You work as a director of leadership and learning for an organization that makes prosthetics. The organization has been in business since 1999 and employs over 350 people in its Tampa, Florida, headquarters and three plant locations across the Southwest. While the business is currently based in the United States, the organization is exploring ways to move into Canadian markets within the next three years. This year’s employee engagement survey results for the organization show that some leadership practices were rated lower, while some practices were rated higher. The new chief human resources officer (CHRO) met with the team to discuss the general results. Everyone agrees that the company’s focus should be on both specific leadership development areas perceived as strengths and on those rated as areas for improvement, primarily regarding social intelligence, emotional intelligence, and the interpersonal skills of effective leaders.

    To help this initiative, your manager, the vice president of leadership and learning, asked you to create an adaptive leadership toolkit that can be used throughout the organization. To begin this work, you conducted a personal leadership self-assessment, and now you will be taking a closer look at these results to produce a self-assessment report. You plan on exploring how this self-assessment would make a beneficial contribution to a personal development plan and adaptive leadership toolkit, which will help to resolve the leadership challenges the organization is currently facing.

    Prompt

    For this assignment, refer to your results from your self-assessment and use the
    [LPI Self Assessment](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1804812&type=lti&rcode=snhu-4243057&srcou=1695061) to determine where each of your five leadership behaviors rank.

    Leadership Behaviors

    · Model the Way

    · Inspire a Shared Vision

    · Challenge the Process

    · Enable Others to Act

    · Encourage the Heart

    For further information on each of the five leadership behaviors and their two commitments, please refer to The
    [Ten Commitments of Exemplary Leadership.](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1804812&type=lti&rcode=snhu-4243064&srcou=1695061)

    **Self-assessment:** In this part of your report, you will use the results from your self-assessment to identify leadership behaviors where you ranked highest and where you ranked lowest and begin thinking about how this information impacts your ability to lead. This work will help to inform your personal development plan, which you will create in Module Six.

    1. Identify the leadership behavior in which you
    **ranked lowest** and define what this behavior means to you.

    2. For the leadership behavior in which you ranked lowest, describe the importance of developing this area to
    **improve skills related to leading others.**

    3. Identify the leadership behavior in which you
    **ranked highest** and define what this behavior means to you.

    4. For the leadership behavior in which you ranked highest, describe how this area helps support skills related to
    **being an effective leader.**

    **Adaptive leadership toolkit:** In this part of your report, you will use your findings from the
    survey and the leadership behaviors you reviewed in the self-assessment to identify areas of leadership the organization should focus on developing. This work will help to inform the adaptive leadership toolkit that you will develop in Module Seven.

    5. Based on your review of the Employee Satisfaction Survey, identify the
    **leadership behaviors** the organization’s leadership should focus on improving and explain how developing these areas will address the business problems the organization currently faces.

    6. Based on your review of the Employee Satisfaction Survey, identify the leadership behaviors the organization’s leadership is currently successful in and explain how maintaining these areas can help in
    **managing relationships** between the leaders and their direct reports.

    What to Submit

    Submit your report as a 3- to 4-page Word document using 12-point Times New Roman font, double spacing, and one-inch margins

    **## OE.docx**

    Topic: UPS

    Overview

    The vice president of strategy and operations (VP) has confided to you that strategic planning has been a challenge for the company over the past year, specifically crafting new strategies and aligning them to the company’s mission and goals. You have now been tasked with creating a new strategic planning proposal to help the company explore at least one new growth opportunity to increase its revenue or market share in the industry.

    To create your proposal, you first need to analyze the company’s business environment and identify possible opportunities for growth. In this assignment, you will analyze your company’s internal business environment and explain its influence on revenue or market share.

    Prompt

    Perform an
    **internal environment analysis** of your company to understand the company’s current business environment and future goals. Use resources such as the company website, which will have pertinent information including its most recent sustainability report, and other relevant sources to help complete this presentation. You can also use the resources in to conduct further research about your company.

    Create a Microsoft PowerPoint presentation to show the results of your analysis. Use both on- slide text and narration or speaker notes in your PowerPoint slides to convey your information effectively. If narration is not possible, precise and extensive speaker notes should be used, while addressing all of the rubric elements in the presentation. For example, you can use brief, bulleted lists summarizing the highlights of your analysis on the slide and include more detailed explanations in your narration or speaker notes.

    Specifically, you must address the following rubric criteria:

    A.
    **Overview** (slide 1): Provide a brief overview of the company's products, services, and customer base.

    B.
    **Existing Entities** (slides 2–3): Identify at least two existing partnerships, mergers, or acquisitions. Explain how these entities contribute to the company’s revenue or market share.

    C.
    **Five-Year Goals** (slide 4): Speculate on what the company wants to achieve in the next five years by considering its mission statement, its values and goals, and relevant sections of its sustainability report.

    **## Survey.pdf**

    EMPLOYEE SATISFACTION SURVEY RESULTS

    SURVEY QUESTIONS

    Constantly strives to provide value to our clients and customers
    My company cares about its employees
    My company cares about its customers
    I believe the company mission and vision drive the decisions that are made
    My job makes good use of my skills and abilities
    I am very satisfied with my job
    My supervisor shows appreciation for the work that I do
    My pay is competitive with others places that I could work
    I am proud to be a part of this company
    I am proud to tell my friends and family that I work here
    Recognizes employees based on merit, i.e., accomplishments, successes.
    I feel encouraged to come up with new and better ways of doing things
    My work gives me a sense of personal accomplishment
    When people work extra hard to meet our goals they are rewarded accordingly
    My Supervisor takes the time to praise those who do an excellent job
    I have received the training I need to perform my job responsibilities
    My Supervisor talks with me to help me determine my training and development goals.
    Maintains working conditions that are safe
    Maintains working conditions that are clean and orderly
    Respects the dignity and diversity of all employees
    Committed to helping employees fulfill their family and other responsibilities
    Provides leadership who act in just and ethical ways
    Provides employees with a sense of fulfillment and purpose in their jobs
    Provides employees with a sense of security in their jobs
    Provides employees with fair compensation
    Promotes an environment in which employees feel free to make suggestions and complaints
    Provides an inclusive environment where each employee is considered as an individual
    I have the tools and resources to do my job well
    In my job I have clearly defined quality goals
    When I am having difficulty my Supervisor is there to support me so I do not feel abandoned
    My Supervisor gives me useful information on how I can improve my job performance
    My Supervisor lets me know where I stand and what is expected of me
    I trust my supervisor

    SATISFACTION SURVEY RESULTS

    FOCUS AREA
    PERCENT FAVORABLE RESULTS

    Current Year Two Years Ago Four Years Ago

    CLIENT/CUSTOMER 90 89 91
    COMPANY & STRATEGY 60 70 75
    COMPANY & STRATEGY 75 74 76
    COMPANY & STRATEGY 60 65 71
    JOB SATISFACTION 43 52 59
    JOB SATISFACTION 35 41 48
    JOB SATISFACTION 38 48 55
    JOB SATISFACTION 75 77 76
    JOB SATISFACTION 70 72 79
    JOB SATISFACTION 80 81 80
    RECOGNITION & PRAISE 46 49 52
    RECOGNITION & PRAISE 35 40 43
    RECOGNITION & PRAISE 38 42 44
    REWARD & RECOGNITION 31 35 40
    REWARD & RECOGNITION 35 39 44
    TRAINING & DEVELOPMENT 66 70 68
    TRAINING & DEVELOPMENT 25 28 33
    WORKING CONDITIONS 78 80 80
    WORKING CONDITIONS 80 82 82
    WORKING CONDITIONS 75 76 75
    WORKING CONDITIONS 76 73 68
    WORKING CONDITIONS 35 45 53
    WORKING CONDITIONS 77 80 80
    WORKING CONDITIONS 43 44 47
    WORKING CONDITIONS 75 76 75
    WORKING CONDITIONS 37 41 44
    WORKING CONDITIONS 36 40 41
    WORKING CONDITIONS 76 77 76
    WORKING CONDITIONS 80 80 77
    WORKING CONDITIONS 35 38 44
    WORKING CONDITIONS 38 41 44
    WORKING CONDITIONS 36 39 42
    WORKING CONDITIONS 24 33 39

    **## LP.docx**

    Overview

    For this assignment, you will be taking a more thorough look into your leadership self-assessment results that you reflected on in Module One. This assignment will help in the creation of your personal development plan, which will be submitted in Module Six.

    Scenario

    You work as a director of leadership and learning for an organization that makes prosthetics. The organization has been in business since 1999 and employs over 350 people in its Tampa, Florida, headquarters and three plant locations across the Southwest. While the business is currently based in the United States, the organization is exploring ways to move into Canadian markets within the next three years. This year’s employee engagement survey results for the organization show that some leadership practices were rated lower, while some practices were rated higher. The new chief human resources officer (CHRO) met with the team to discuss the general results. Everyone agrees that the company’s focus should be on both specific leadership development areas perceived as strengths and on those rated as areas for improvement, primarily regarding social intelligence, emotional intelligence, and the interpersonal skills of effective leaders.

    To help this initiative, your manager, the vice president of leadership and learning, asked you to create an adaptive leadership toolkit that can be used throughout the organization. To begin this work, you conducted a personal leadership self-assessment, and now you will be taking a closer look at these results to produce a self-assessment report. You plan on exploring how this self-assessment would make a beneficial contribution to a personal development plan and adaptive leadership toolkit, which will help to resolve the leadership challenges the organization is currently facing.

    Prompt

    For this assignment, refer to your results from your self-assessment and use the
    [LPI Self Assessment](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1804812&type=lti&rcode=snhu-4243057&srcou=1695061) to determine where each of your five leadership behaviors rank.

    Leadership Behaviors

    · Model the Way

    · Inspire a Shared Vision

    · Challenge the Process

    · Enable Others to Act

    · Encourage the Heart

    For further information on each of the five leadership behaviors and their two commitments, please refer to The
    [Ten Commitments of Exemplary Leadership.](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1804812&type=lti&rcode=snhu-4243064&srcou=1695061)

    **Self-assessment:** In this part of your report, you will use the results from your self-assessment to identify leadership behaviors where you ranked highest and where you ranked lowest and begin thinking about how this information impacts your ability to lead. This work will help to inform your personal development plan, which you will create in Module Six.

    1. Identify the leadership behavior in which you
    **ranked lowest** and define what this behavior means to you.

    2. For the leadership behavior in which you ranked lowest, describe the importance of developing this area to
    **improve skills related to leading others.**

    3. Identify the leadership behavior in which you
    **ranked highest** and define what this behavior means to you.

    4. For the leadership behavior in which you ranked highest, describe how this area helps support skills related to
    **being an effective leader.**

    **Adaptive leadership toolkit:** In this part of your report, you will use your findings from the
    survey and the leadership behaviors you reviewed in the self-assessment to identify areas of leadership the organization should focus on developing. This work will help to inform the adaptive leadership toolkit that you will develop in Module Seven.

    5. Based on your review of the Employee Satisfaction Survey, identify the
    **leadership behaviors** the organization’s leadership should focus on improving and explain how developing these areas will address the business problems the organization currently faces.

    6. Based on your review of the Employee Satisfaction Survey, identify the leadership behaviors the organization’s leadership is currently successful in and explain how maintaining these areas can help in
    **managing relationships** between the leaders and their direct reports.

    What to Submit

    Submit your report as a 3- to 4-page Word document using 12-point Times New Roman font, double spacing, and one-inch margins

  • [Solved] week re

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    #1 Long-term cognitive, psychological, and physical impairments linked to intensive care treatment over time are referred to as the symptom complex of post-intensive care syndrome (PICS). About 60 percent of survivors are impacted (Beutel et al., 2025). The research design for this article is a qual…

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    Assignment Prompt & Instructions

    #1

    Long-term cognitive, psychological, and physical impairments linked to intensive care treatment over time are referred to as the symptom complex of post-intensive care syndrome (PICS). About 60 percent of survivors are impacted (Beutel et al., 2025). The research design for this article is a qualitative, semi-structured interview study conducted by performing in-depth interviews to learn more about their experiences with psychological stress after intensive care unit treatment. Participants were selected from the intervention group of the PICTURE trial. There was a total of 10 participants in this study, patients who ranged in age from 18 to 85 years of age who had spent two years in critical care with mechanical ventilation and severe organ failure. Two of the 10 individuals invited for the interview had to be turned down (one because of time limits and one because of a lack of collaboration). I believe the sample size of this study was perfect because they could focus on the in-depth interviews with each of them. The research methods do fit the purpose of the study because the PICTURE project is a multicenter study financed by the DFG that was carried out between 2017 and 2024. By including general practitioners, this study seeks to enhance the care environment for patients who have post-ICU PTSD. In three 45-minute sessions, general practitioners (GPs) provide a brief trauma-focused intervention based on Narrative Exposure Therapy (NET) to patients who meet the inclusion criteria for mild to moderate stress. The data collection and analysis were appropriate because a balanced distribution of gender, age, educational background, dwelling size, and admission diagnosis served as the basis for the selection. The planned three NET sessions had already been sent to each respondent. Digital recordings of semi-structured guided telephone interviews were made. A protocol was developed for every interview. Deductive reasoning was used to build the interview guide. The study's findings about the relationship between the severity of memories of the intensive care unit stay and the development of mental health served as the foundation for the theoretical framework. Yes, the phenomenon was identified when the results were revealed. A brief, easily accessible psychological intervention in the primary care setting is extremely valuable because patients who have been in an intensive care unit (ICU) frequently experience significant psychological stress due to the traumatic nature of their stay, including feelings of helplessness, pain, inability to communicate, sleep disturbances, and confusion, which can last even after discharge. As a critical care nurse, I believe this study's results can help nurses be more vigilant about the patients' feelings after discharge, and hospitals should offer therapy.

    #2

    **Perceptions on the Implementation of a School Nurse**

    The study implemented qualitative descriptive research to examine what stakeholders thought about establishing a school nursing pilot program in the Canary Islands. This research design allowed researchers to collect diverse input and firsthand accounts about the program's implementation. The study participants came from groups of school nurses, teachers, parents, and students who joined the pilot program. This qualitative research needed 25 participants who helped reach data saturation and yielded valuable and detailed insights. The research focused on groups and semi-structured interviews to study how program stakeholders think and feel about their implementation experience. It gathered information from interviews from focus groups and used thematic analysis to process the data. This method helps researchers find patterns and themes in qualitative data while providing a structured way to understand how study participants think and feel. The study focused on understanding how various school members evaluated and felt about this nursing initiative. The research showed how the program affected student health while uncovering implementation difficulties and why stakeholder cooperation matters. Research findings demonstrate that stakeholders think the program makes students healthier and improves their wellbeing. The research found both benefits and struggles from stakeholders' viewpoints including resource constraints and ineffective team communication. The research team highlighted the need to maintain consistent support and learning opportunities for school nurses. School nursing programs prove effective at boosting student health if stakeholders provide sufficient support. These conclusions can be used to launch additional programs which can fix challenges in resource distribution and working relationships among partners.

    – 2 years ago

  • [Solved] Discussion 3

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    I have attached the requirements, which need to be returned by tomorrow. – 2 years ago **files (2)** – ## Discussion3.docx – Chapter4ConductWorkshops.pdf **## Discussion3.docx** **Module 3 Discussion** · Implementing changes into educational institutions is challenging and oftentimes a slow process….

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    Assignment Prompt & Instructions

    I have attached the requirements, which need to be returned by tomorrow.

    – 2 years ago

    **files (2)**

    – ## Discussion3.docx

    – Chapter4ConductWorkshops.pdf

    **## Discussion3.docx**

    **Module 3 Discussion**

    · Implementing changes into educational institutions is challenging and oftentimes a slow process. Describe a change management model and analyze the challenges leaders could face when introducing a new community partnership.

    **Chapter4ConductWorkshops.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/chapter4conductworkshops-pdf)

    **Chapter4ConductWorkshops.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/chapter4conductworkshops-pdf)

    **## Discussion3.docx**

    **Module 3 Discussion**

    · Implementing changes into educational institutions is challenging and oftentimes a slow process. Describe a change management model and analyze the challenges leaders could face when introducing a new community partnership.

    **Chapter4ConductWorkshops.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/chapter4conductworkshops-pdf)

    **## Discussion3.docx**

    **Module 3 Discussion**

    · Implementing changes into educational institutions is challenging and oftentimes a slow process. Describe a change management model and analyze the challenges leaders could face when introducing a new community partnership.

    **Chapter4ConductWorkshops.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/chapter4conductworkshops-pdf)