A Guide to Bursitis

Bursitis is defined as the irritation or inflammation of a bursa (fluid filled sacs attached to joints). It most commonly occurs in adults over 40 years of age and results in discomfort or loss of motion in the affected joint.   What Is a Bursa? A bursa is a fluid-filled sac located around joints in the body that reduce friction and ease movement as tendons or muscles pass over bones or skin. They are located around joints and reduce friction and ease movement as tendons or muscles pass over bones or skin. Bursas are found next to all joints in the body.   What Are the Symptoms of Bursitis? The main symptom of bursitis is experiencing pain in the joints in the body — usually occurring in the shoulder, knee, elbow, hip, heel, and thumb. This pain may start subtle and build to extremely intense, especially in the presence of calcium deposits in the bursa. Tenderness, swelling, and warmth often accompany or precede this pain. Reduction in or loss of motion at the affected joint can also be symptomatic of more severe bursitis, such as the case of frozen shoulder or adhesive capsulitis wherein the pain from bursitis makes the patient incapable of moving the shoulder What Causes Bursitis? Bursitis can be caused by acute or repetitive traumatic impact to the bursa, repetitive stress through overuse of the joint, and post operation or injury infections.   Age is one of the primary factors that cause bursitis. Due to prolonged stress on joints, especially those requiring daily use, tendons toughen and become less tolerant of stress, less elastic, and easier to tear resulting in an increased likelihood the bursa could become irritated or inflamed.At-risk patients should use caution when engaging in activities that cause extensive stress to joints, such as gardening and many physically stressful sports, as they have also been known to carry a high-risk for causing the irritation.Other medical conditions that cause additional joint stress (such as tendonitis and arthritis) may also increase a persons risk.   How Do I Prevent Bursitis? Being aware of the strain daily activities have on your joints, tendons and bursas can greatly reduce the likelihood of getting bursitis. For patients beginning a new exercise routine, stretching properly and gradually building up stress and repetition will help mitigate the possibility of a repetitive stress injury. However, since age is one of the primary causes of the ailment, bursitis is not entirely preventable.   How Do I Know If I Have Bursitis? Bursitis is difficult to diagnose as it shares many symptoms with tendonitis and arthritis. As a result, identification of symptoms and knowledge of causes can lead to a proper diagnosis of bursitis. Follow  these tips if you have been diagnosed with a repetitive stress injury and use a visual pain scale to track and identify your pain to help determine if you have bursitis. If symptoms do not alleviate after a couple of weeks of self-care, the pain becomes too severe, swelling or redness occurs or a fever develops, you should schedule a consult with your physician.

Risk Management Issue in Pediatric Clinic - 2000 Words

Risk Management Issue in Pediatric Clinic Introduction-Khushali Unforeseen events will always be a risk that can accompany those receiving medical care. One way that these risks can be minimized is through the creation of a risk management team. Risk management teams serve to protect the interests of all parties involved in terms of patient services and privacy, costs, and most importantly, patient safety. They strive to control unsafe events from occurring by being proactive in care rather than being reactive to any given situation. This paper discusses the circumstances regarding T.G.’s care and the events that transpired before his untimely death. FNP’s Option That May Have Changed the Outcome-Keri/Rose Risk management should have†¦show more content†¦By including a list, they could have thought of other diagnostic exams that might have proved to be beneficial in his case. Also, a full review of systems should have been included in their write up and considered in their plan of care. It also seems that each time T.G. presented to the office, it was for an episode. He was never brought in for a follow-up visit. In this particular (case or scenario) the cardiologist diagnosed T.G. with vasovagal syncope based on his history and physical. The pediatrician diagnosed a murmur and provided a list of differential diagnoses. The Cardiologist chose not to perform an EKG or do a long QT measurement. When reviewing syncopal algorithms one would have to question the cardiologists thought process of why these diagnostic components were missed when ruling out diffentials for T.G. Literature reviews suggest fainting is due to a sudden drop in heart rate and blood pressure. Deficiencies of FNP SOAP Notes-Rose Collaborative relationships not only are professionally satisfying, but also improve access to care and patient outcomes (Hanson Carter, 2014, p.323). Deficiencies related to T.G.’s two soap notes written by the family nurse practitioner involved multi-factorial deficiencies in regards to: clinical consultation, co-management, the referral process, assertiveness, interpersonal competence, poor documentation of a detailed history and physical that played anShow MoreRelatedA Quality Improvement Project That Implements Universal Adolescent Depression Screening Essay1503 Words   |  7 Pagesimplements universal adolescent depression screening in a pediatric primary clinic using Kotter’s change management theory and model for change as the framework for this process improvement. Adolescent Depression Suicide is the second leading cause of death among people age 15 to 34 years of age (Center for Disease Control [CDC], 2015). 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Emotions In Sensemaking Change Management -Myassignmenthelp.Com

Question: Discuss About The Emotions In Sensemaking Change Management? Answer: Introduction Change management in the organization is one of the processes that focus on managing the change. The change management is concerned with the change in culture, structure and the process of business. At the time of change management, it is seen that the focus is seen on human resources of the organization. In the present scenario, it is evaluated that responsibilities are considered by the managers or the leaders of the organization. The responsibilities are considered by the leaders so that the activities of the organization can be conducted smoothly. The systematic method helps the manager to conduct the activities so that the benefits related to organizational change can be attained (Jabri, 2012). Changes in the organization are considered by the managers so that the knowledge can be enhanced and also new skills can be achieved by the employees. It is analyzed that when organizational change is implemented in the organization then there are various problems faced by the organization. When employees resist change then it is difficult for the company to implement the strategies. This paper will focus on the ethical implications and how the decision of the leader is affected. Change is related to increase the potential of the company so that the competition level can be minimized. Organizational change is essential for the company as it assists the employees to increase the performance and productivity level of the organization (Kossek, Hammer, Kelly, and Moen, 2014). It also assists to accomplish the overall goals and objectives of the company. Organizational change can be divided into two parts like evolutionary and transformational. Evolutionary change is concerned to the small level change that focuses on increasing the work of the company. Transformational changes are fundamental and take into consideration the operations of the company (Erwin and Garman, 2010). The factors related to change are driving force and restrain the force. In driving force the organization conducts the activities in a new direction and in restraining the force the company prevents the changes. These factors give direct influences on the change policies and the leaders also focuses on the factors so that the change can be implemented effectively. Flip kart tries to adopt latest technologies so that the success can be attained instead of giving focus on long-term plans. The benefits achieved by the organization are just because of the strategies adopted by the company. Strategies related to change assists to increase the involvement of the employees so that the performance can be increased and also effective strategies can be enhanced. It offers the company to survive in the competitive environment (Hogg and Terry, 2014). Why workers resist change? The issue related to employee resistance is considered by the managers so that the strategies can be implemented effectively. In the present situation, companies have applied many policies by analyzing the condition of the market. It is analyzed that the company makes modifications in their policies by studying the actual condition so that the competition level can be minimized in an effective manner. At the time of implementation of the policies, the company faces issues related to communication and employee engagement. To implement the change policies it is important to consider the employee resistance as it arises in every organization. Hamidianpour, Esmaeilpour, and Zarei (2016) state that the responsibility of the leader is to manage the change program in an effective manner so that the activities of the organization can be conducted smoothly. There are many issues that give effect on the resistance of the employees. It is concerned with the directors so that accurate steps can be considered. Example: Workers of the company resist the organization change as it can give the outcome in closure of the jobs. Organization considers innovative approaches so that the human resource management of the company can be managed. It is concerned with ineffective communication that increases the resistance of employees as the worker does not have proper information of the policies that creates fear in them. When the organizational change is implemented many employees are there who lack competence. Many times it is tough for the workers to attain skills and also they fear from the change implemented in the organization. Employee resistance arises just because of insufficient rewards and incentives given to the employees. If the company does not provide incentives then the motivation level of the employees goes down. Proper support is also important at the time of applying the change policies. It is analyzed that if assistance is not given to the workers then it can increase resistance of employees because the employee requires comfort zone to conduct the activities (Langley, Smallman, Tsoukas and Van de Ven, 2013). The resistance of employees arises just because of politics that takes place in the workplace. When politics arises in the workplace then employee's motivation level goes down. These all are the factors that increase the employee resistance at the time of implementing change in the organization. There are various drivers who resist change at the time of introducing the mobile application (Barrick, Thurgood, Smith, and Courtright, 2015). Behavioral Impact of employee's resistance The factors that influence employee resistance are emotions and attitude. It is analyzed that the change that is implemented in the organization should be according to the workers who are conducting their activities in the organization. Managers of the organization have to face the issue of cognition when the changes are implemented in the organization. At the time of implementation of change it is evaluated that many workers are not able to work efficiently and are not able to adopt the strategies connected with the change. These factors give negative impact on the productivity and performance of the employees. Trust is also the major issue that arises between the employees of the organization. If the change is not adopted efficiently then trust cannot be maintained between the employees of the organization (Pinder, 2014). What are ethical implications and how resistance can be considered? The issues that are ethical have a link to power and resistance To deal with power resistance it is seen that top management ensures that the activities can be operated in an ethical manner. The manager of the organization faces various ethical issues when the organizational change is implemented. There are many factors like the culture of the organization and politics in the workplace that affect the process of change management in the organization. The organizational change is unethical when the employees do not offer benefits in the organizational change (Thomas and Hardy, 2011). Ethical implications take into consideration the workers; teamwork that give effect on the change policies of the organization. It is important for the leaders to analyze the change policies so that the interest of the stakeholders can be maintained. The leaders who are politically influenced and the policies related to change is implemented then it is considered as unethical (Erkama, 2010). The managers of the organization have to evaluate the pressure of politics so that the programs of change can be applied in the organization effectively. The change of change has a relation and is based on the relation of the top and middle-level employees. The workers who are subordinates are not counted in the change that makes them resist policies (Burr, 2015). There are various ethical dilemmas that enhance the value of change programs like many conflicts and unnecessary use of the data. Transparency and lack of communication also increase employee's resistance which makes conflicts at the time of implementing the policies related to change (Steigenberger, 2015). Power and resistance relation It is seen that when the workers of the organization are resistance then there are various changes that help to promote the value in the organization. It is analyzed that top management has all the right to implement that strategy related to change. Managers and employees have to struggle so that positive outcome can be attained and power resistance relationship can be considered. When the organizational change is implemented then the leader's analyzes the power driven resistance of the employees so that positive outcome can be attained (Fleming and Spicer, 2007). In the present situation, it is evaluated that there are employees who have given the theory that there is no connection of power without the resistance. The new changes are implemented in the companies so that the employee's concern towards the work can be maintained. Power and resistance have a link so that the operations of the company can be conducted smoothly and can be influenced. Politics and power give influence to every segment of the organization as it is evaluated that employees have different taste and also take into consideration the interest of power (Walizer, 2017). Implications for achieving change management programs The leaders of the company should focus on providing data to the workers so that the policies related to change can be taken by the workers who are working in the organization. The managers of the organization should introduce the change. The problem of resistance and power relation can be reduced by increasing the employee's involvement to the change policies. At the time of formulating the policies related to change it is evaluated that managers should consider the interest of every shareholder so that the policies can be conducted. It is essential for the leaders to apply the program related to change so that targets can be accomplished. Foucauldian approach focuses on making good relations so that proper communication can be created between the employees. If there is proper communication then the resistance of the employees can also be reduced. At the time of implementing change, it is seen that ethics plays a great role so that the stakeholders and company relationship can be maintained. Proper planning should also be there for the organization so that the employee's resistance can be reduced effectively (O'Ferrell, 2008). It is important that managers should create a positive organizational culture that helps to promote the change program. If effective culture is there in the organization then it will reduce employee's resistance because through this transparency in the activities can be maintained. Managers should also act in an ethical manner at the time of applying the policies of the company. Ethical behavior of the workers takes into consideration proper communication, workplace respect, and easy policies. The organizations should also create a proper code of ethics so that the change programs can be implemented in a smooth manner. If proper codes of ethics are followed in the organization then it will reduce the employee resistance and help to boost their morale to conduct the activities (Borman and Motowidlo, 2014). Conclusion So it is analyzed that resistance of employees is the major issue. There are elements that help to increase the resistance to fear of future and lack of programs related to rewards. The leaders should also consider ethical problems at the time of implementing ethical issues. The managers should give emphasis on implementing the change policies like proper communication channels and also create a positive environment. Managers should emphasis on considering the effective change programs so that the workers can increase the productivity and also the effectiveness can be enhanced. The future development can also take place if the policies are implemented in an effective manner and also in a planned manner. References Barrick, M. R., Thurgood, G. R., Smith, T. A., Courtright, S. H. (2015). Collective organizational engagement: Linking motivational antecedents, strategic implementation, and firm performance.Academy of Management journal,58(1), 111-135. Borman, W. C., Motowidlo, S. J. (Eds.). (2014).Organizational citizenship behavior and contextual performance: A special issue of human performance. Psychology Press. Burr, V. (2015).Social constructionism. Routledge. Erkama, N. (2010). Power and resistance in a multinational organization: Discursive struggles over organizational restructuring.Scandinavian Journal of Management,26(2), 151-165. Erwin, D. G., Garman, A. N. (2010). Resistance to organizational change: linking research and practice.Leadership Organization Development Journal,31(1), 39-56. Fleming, P., Spicer, A. (2007).Contesting the corporation: Struggle, power and resistance in organizations. Cambridge University Press. Hamidianpour, F., Esmaeilpour, M., Zarei, R. (2016). The Effects of Cultural Intelligence and Transformational Leadership Style of Managers on Employee Resistance to Change.Mediterranean Journal of Social Sciences,7(5), 84. Hogg, M. A., Terry, D. J. (Eds.). (2014).Social identity processes in organizational contexts. Psychology Press. Jabri, M. (2012).Managing organizational change. Palgrave Macmillan. Kossek, E. E., Hammer, L. B., Kelly, E. L., Moen, P. (2014). Designing work, family health organizational change initiatives.Organizational dynamics,43(1), 53. Langley, A., Smallman, C., Tsoukas, H., Van de Ven, A. H. (2013). Process studies of change in organization and management: Unveiling temporality, activity, and flow.Academy of Management Journal,56(1), 1-13. OFerrell, C. (2008). Foucault on power and resistance. Retrieved from https://inputs.wordpress.com/2008/12/03/foucault-quote-for-december-2008/ Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press. Steigenberger, N. (2015). Emotions in sensemaking: a change management perspective.Journal of Organizational Change Management,28(3), 432-451. Thomas, R., Hardy, C. (2011). Reframing resistance to organizational change.Scandinavian Journal of Management,27(3), 322-331. Walizer, C. E. (2017).Perceptions of Organizational Change Among Minority Owners of Small Businesses(Doctoral dissertation, Walden University).

Promoting Inclusion Essay Example

Promoting Inclusion Essay In this assignment I will discuss how the practice in childrens settings and services promotes the equality of opportunities, inclusion and rights of children. I will then use examples from the work placements I have undergone to explain the practices used to promote equality.P5, M3. There are many ways in which a child care or education setting can incorporate inclusive practices and strategies into their day to day services. In educational settings there are the inclusive teaching strategy and the inclusive curriculum which can be used to provide equal access to opportunities within the setting. For the setting to integrate inclusive teaching in their practice they must be aware that this is a legal requirement under many pieces of legislation such as the Special Educational Needs Acts, Disability Discrimination Act, the Education Act and the Equal Opportunities Act. Inclusive teaching delivers the taught information in a variety of methods to suit all learners and their learning s tyles; for example using visual, auditory and kinaesthetic (VAK) aspects will help deliver the information to all learners by using Smart boards to display information for visual learners, discussing the information in more depth will help auditory learners process the information and where possible either act out a scenario which fits the information or ask for a poster to be made to that kinaesthetic learners are being actively involved. I have seen inclusive teaching being delivered in a range of educational settings such as further education and primary education. In primary education one of my placements used the Smart board to show a piece of comprehension work, this was then read out aloud as a whole class and children were selected to use the smart board to drag and drop replacement words to make the piece of text more interesting. I found that not only was this method inclusive but kept the children interested in the lesson as there were many little tasks involved using VAK learning techniques to help the children stay focused and ensure that they understood what the aim of the task was.P5, M3. The inclusive curriculum should outline fundamental requirements of each area of learning which is to be delivered to the children. By making the curriculum state the key learning points it is easy for the teacher to see what the aim of the lesson should be. When planning the lesson around the curriculum they should plan including differentiation needed to make it inclusive and meet any additional needs or requirements, even if there are none known in the class so that the teacher can deliver the learning or activity to suit all levels of ability and aspects of diversity having considered these.D2. When working with children in a care, education or family setting considering barriers to communication is a necessity as effective communication between the child, their family and the setting is vital. It will be an advantage to the setting if they have a multi-dis ciplinary team of practitioners who have an awareness of childrens additional needs whether these are physical disabilities, learning difficulties, cognitive disorders, language barriers or behavioural problems. This would be beneficial as it may mean that less external agencies are needed to help include the child within the setting and may prove more cost effective. Through the knowledge of a multi-disciplinary team provisions can be devised or sourced such as bi-lingual signage which includes for example written English, Urdu, Polish, Braille and images/symbols for those who cannot read.D2. One factor settings must consider for inclusion is language as some parents and their children may not use English as their first language, they may not speak fluently or any English at all. To overcome this barrier of inclusion an interpreter can assist effective communication between the parents, children and professionals within the setting. In some areas there may be a limited supply of qu alified interpreters and finances may restrict the use of interpreters. It can be time consuming incorporating an interpreter into the setting as meetings would be harder to arrange and would need to be held for a longer duration to allow for translation.While it may also cause implications to the childs learning if they become dependant on the translator to communicate therefore the child may not learn the English language. Even with assistance of an interpreter there is no guarantee that the translation is accurate. Some parents may feel uncomfortable involving an interpreter as private issues may be discussed during meetings with childcare professionals. Where a qualified interpreter is required but cannot be sourced it is in the best interests of the setting that a person known to the family is not used to translate as this could result in implications as they may add concerns of their own which the parents have not expressed.D2. To promote inclusion practitioners and settings m ust also consider that a child or their parent may be deaf and only communicate by sign language. Methods of overcoming this barrier include finding an British Sign Language interpreter to help communication between the practitioner and the parent or child. If the child is deaf it may be an advantage to the setting if a number of practitioners were to learn sign language. This will assist with communication between the child, parents who are deaf, prospective children along with their families and the professionals although fluent communication could still prove to be difficult. Another negative aspect of this proposal is that it will be time consuming and financially inconvenient for practitioners to be trained or taught British sign language.