Death Summary - Free Essay Example

Sample details Pages: 1 Words: 417 Downloads: 2 Date added: 2017/09/19 Category Health Essay Type Argumentative essay Tags: Hospital Essay Did you like this example? DEATH SUMMARY Patient Name: Putul Barua Hospital No. : 135799 Room No. : CCU-4 Admitted: 01/07/2010 Deceased: 01/15/2010 at 0041 hours Admitting Physician: Joshua Stephen Gatlin, MD This 42-year-old gentleman was admitted on January 7th and died on January 15th. He was admitted with progressive cardiac palpitations, hemoptysis, and dyspnea. Please see his admission history and physical theme for details. HOSPITAL COURSE: Mr. Barua’s hospital course was characterized by a progressively downhill course. He was initially hospitalized and found to be mildly hypoxemic, which rapidly corrected with supplemental low-flow oxygen therapy; however, he gradually became more oxygen dependet on high- flow oxygen, eventually requiring intubation with mechanical ventilation in order to maintain his oxygenation. He underwent an open-lung biopsy and attempt to delineate the etiology of his pulmonary situation, and this was reported as idiopathic pulmonary fibrosis and alveolitis. The specimen was sent to the Mayo Clinic Pathology department for further evaluation, and they were able to give no further help concerning the etiology of his pulmonary status. An echocardiogram showed left ventricular wall motion hypokinesia and an injection fraction of approximately 35%. Dr Cecil Burnett and other members of the cardiology department consulted on the patient. They felt that his hypoxemia and breathlessness were not secondary to his cardiac status. He had supraventricular cardiac arrhythmias, including atrial fibrillation in atrial flutter. The cardiology staff utilized intravenous medications that controlled the cardiac rate, adequately resolving these cardiac issues. I managed the patient’s ventilator and intensive care status along with my respiratory therapy team. Unfortunately the patient developed multiple infections, hospital acquired, including Klebsiella pneumoniae infection and probable fungemia. Multiple evaluations of the sputum and lungs fo r presence of active pulmonary tuberculosis were negative. (Continue) Student Name: Jagoda MiljkovicCase No. Student Number: 20785247 HILLCREST MEDICAL CENTER DEATH SUMMARY Patient Name: Patul Barua Hospital No. : 135799 Deceased: 01/15/2010 at 0041 hours Page: 2 The patient developed acute renal failure, managed by Dr. Rex Keating a nephrologists via hemodialysis. A temporary tracheostomy, intravenous dialysis catheter, and gastostomy tube were placed in an attempt to provide further support; however, the patients continue to deteriorate. On January 15th at 0017 hours he became asystolic. Code Blue was called. Patient underwent advenced cardiac life support with multiple medications. He failed to respond to the advanced cardiac life support and was pronounced death 0041 hours on January 15th. Permission for autopsy was denied. FINAL DIAGNOSIS 1. Idiopathic pulmonary fibrosis with alveolitis. 2. History of tuberculosis. 3. Acute renal failure. 4. Probable acute hepatic failure. 5 . Hospital-acquired septicemia and fungemia secondary to multiple organisms. ________________________ Joshua Stephen Gatlin, MD JSG: jm D: 01/15/2010 T: 01/20/2010 Don’t waste time! Our writers will create an original "Death Summary" essay for you Create order

The Third Stage Of Development - 987 Words

The fourth stage of development is industry vs. inferiority from around age six to twelve. This is when a child starts going to school and develops the ability to learn or develops doubt in one s ability to learn (McLeod, 2013). In the movie, Precious did not learn how to read or write and referred to herself as dumb, having a sense of inferiority about herself. The fifth stage, identify vs. role confusion from the age of 12 to 18 is the stage that Precious is in during the movie. During this stage, Erikson proposes that individuals learn a sense of self and individuality. If the adolescent is not allowed to explore their options, this may lead to an absence of identity because they aren’t able to see who they are or related to others in the world (McLeod, 2013). Precious has a sense of role confusion surrounding her inadequacy in school, with her children and her family. Towards the end of the movie, Precious begins to believe in herself and is better able to relate to others. Moral Development Kohlberg’s theory of moral development proposes the idea that the understanding of morality starts as an individual is in their early childhood years. Whether one morally develops negatively or positively is dependent on how the individual completes their tasks in their stage of moral development across the lifespan. The first level is preconventional morality; Individuals at this level view themselves in an egocentric way and judge the morality of their action by its directShow MoreRelatedThe Third Stage Of Psychosocial Development1527 Words   |  7 Pages During this time, I entered the fifth stage of psychosocial development. I started being able to see the effects from bad choices other people were making. I began to think for myself and act for myself. Some seen me as the girl that didn’t care what others thought of her. Some say that adolescents is a time that people learn to lead, or learn to follow. I would say I started out following, but by the time I neare d the end of my teenage years I was a leader. In the beginning, I remember feelingRead MoreEnglish Language Learners ( Ells )1269 Words   |  6 Pagesscience, social studies, and language arts in order to assist ELLs to achieve academic success. Language development and second language acquisition Second Language Acquisition (SLA) is a young but widely-discuss field of study. Many theories are exploring how children learn to talk and understand language such as behaviorism, nativism, social cognitive learning and stages of language development (Levine, Munsch 2013). 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Anthony: Can you explain your theory of sexual development in children? Freud: Yes I can. There are five stages in sexual development of children. The first stage happens from 0-1 and is labeled as the oral stage in which the main focus is focused on the pleasuresRead MorePiaget s Theory Of Child Development1085 Words   |  5 PagesTheories of Child Development Child development is the study of how a child’s behavior and thought processes affect their ability to develop at the proper rate. There are many factors to be considered when referring to the development of a child as children are so easily moldable. A child starts out with a blank slate and from then on their experiences, their social groups, parents, environment and so much more will take part in how they will develop. Two very influential people in psychology, SigmundRead MoreSocial and Moral Development Essay1092 Words   |  5 Pagesintellectual, social and moral development of infants at birth and as they grow into adults are through the developmental theories. Some of the developmental theories are sexual development, social development and moral development. Both Jean Piaget and Lawrence Kohlberg view similarities as well as differences between the theories they each believe in regards to the development of a child social and moral development. Jean Piaget put forth the theory of cognitive development wherein he establishedRead MoreStrategic Elements of Product Development1620 Words   |  7 PagesNew Product Development Process The new product development process is the second strategic elements of product development. It is important for company to manage their new product into the market. As stated by Cooper (1994), â€Å"a formal blueprint, roadmap, template or thought process for driving a new product project from the idea stage through to market launch and beyond† (p.3). Crawford and Di Benedetto (2011) also mentioned that the new product process is the way from idea to the period of establishingRead MoreDevelopmental Case Study Of A Kindergartener987 Words   |  4 Pagesexplores the cognitive development, psychosocial development, moral reasoning, and oral language development of a five year old, Hispanic male kindergartener, named Esteban. These different stages are tested with the use of Piaget, Erikson, and Kohlberg s theory as identified in the text, Slavin, R. (2015), Educational Psychology: Theory and Practice (11th ed., pp. 29-66), and the Student Oral Language Observation Matrix (SOL OM). 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The child I tested is a girl named AndreaRead MoreErikson s Theory On Development977 Words   |  4 Pages From leaning objective 8.9, explains the development of the personality along with social interpersonal skills, and the concept of the self from infancy to adulthood, I wanted to compare the first five stages of Erikson’s theory on development to Ken Wilber’s first five stages of his nine stages, that he calls spaces. The first five stages of Erikson s theory, which he notes as crisis, are trust versus mistrust, autonomy versus shame and doubt, initiative versus guilt, industry versus inferiority

Ryan Vergara

Ryan Vergara-Mangan Essay Which side would you have chosen? This paper explains why this authorwould have supported the north for 3 key reasons: Slavery, unity, and thelegacy of the revolution. The first reason is that slavery is wrong. It is an abomination tohumanity. The slaves were also mistreated. They were like animals. Theywere also transported to this country against their will. They were broughtvia slave ships that many slaves died on. They had no say they were forcedon board. Just like animals. This is one of the reasons why some wouldsupport the north. Then there is unity. According to the north the original reason forthe civil war was to preserve the union. If the union was preserved the USmight stand a chance in the future. Also this would signal the end of therepublic experiment as the US being the only republic able to stand sinceGreece. The founding fathers took a risk of making this country so, andthey even disputed about policy, like Jefferson in states rights. Lincolnsaid it best, A house divided cannot stand!Last of all there are the founding fathers. Washington would beashamed of the south for breaking away. The colonies were slaves to theBritish, and now the Africans as slaves to the colonists. However you cantreally blame the south, the were following Jefferson. They were the samefounding fathers that said all men are created equal. Needless to say, theywould be ashamed of the confederacy. This concludes this history paper. Hopefully you have gained insightin the paper.

Police Brutality Essays - Law Enforcement, Crime, Behavior

Police Brutality Racism and police brutality goes hand in hand, and causes a major concern in today's society, in the United States. On March 3, 1991 in California, Rodney King an African American, was pulled over after a high-speed chase, and after stopping was beaten by four white police officers (Worsnop 635). Tracy Brock also an African American was arrested in Manhattan in November of 1986. An officer smashed his head through a plate glass window, when Brock refused to go into the officer's lunchroom (Police Brutality and Excessive Force in the New York City Police Department 14). Ki Tae Kim a Korean grocer was assaulted when he was accused of passing a counterfeit bill. He was punched in the face, his head was slammed into the counter, and the officer also subjected him to racial slurs (Police Brutality and Excessive Force in the New York City Police Department 17). Marcos Maldonado a Latino grocer was mistaken for a suspect after an armed robbery to his store. He was handcuffed, thrown to the floor, repeatedly kicked, and beaten with the officer's nightstick (Police Brutality and Excessive Force in the New York City Police Department 17). Abner Louima a Haitian immigrant was arrested outside a dance club in Brooklyn, and was brutally assaulted when he arrived at the police station. Volpe a long time police officer was accused of shoving a plunger into Louima's rectum so far that his bladder and intestines were lacerated. Then he shoved the plunger into Louima's mouth and broke his teeth (Steinback 8). These are just a few examples of the people who were affected of police brutality, and racism. There are five stages through which force can progress and lead to brutality: Verbal persuasion, unarmed physical force, force using non-lethal weapons, force using impact weapons and deadly force, which most of the officers mentioned before fell into this stage. The deadly force stage is only to be used only when an officer's life or another person's life is in danger. The deadly force stage should be terminated, if not made illegal in the United States. By having the ?deadly force? stage, by law you are permitting someone to commit a murder, and basically saying that it is just. In many of the cases stated before these guidelines were violated, and stronger action was used on the citizen than necessary. The officers who were accused in these cases were charged with only minor offenses, and some were charged with nothing at all. Stronger action should have been enforced on the police officers that committed these crimes. All of these victims mentioned are from minority groups, and were harmed by white New York City police officers. In less than four years fifty -five people have died while in being in police custody, in the New York City Police Department (Police Brutality and Excessive Force in the New York City Police Department 8). This number compared to earlier statistics seems to be low, but still seems extremely high, for the rules and regulations th e officers are supposed to be following. Should the Federal Government increase the punishment on law enforcement officials who brutally hurt citizens that are in custody, or under arrest? Many law enforcement officials appear to have a tough exterior towards crime, but are very sensitive to crime on the inside. Police officers build up negative feelings towards certain races, sexes, or religions. Officers tend to get the impression that if one or a few people treat them with disrespect, than other people of that same sex, race, or religion will treat the officer in the same way. It is has proven that less than five percent of all cops are the ?bad element,? but if they other ninety five percent stand around and do nothing, then that is where the real problem lies (Worsnop 636). Another cause of police brutality and misconduct is the amount of stress that is put upon the law enforcement official. According to Robert Scully who is the president of the National Association of Police Organizations in Detroit, ?There obviously has to be some kind of stress factor at work in brutality cases because stress is an inherent part of policing.?(Worsnop 636). A survey

Concept of Internal Marketing in Business

Human Resource Management in Walmart Essays

Human Resource Management in Walmart Essays Human Resource Management in Walmart Paper Human Resource Management in Walmart Paper Renato Zuccolillo December 1, 2013 Final Paper Human Resource Management Introduction We all know Wal-Mart, and the first thing that comes to mind is how huge the company is, but the key to the company, is its people. Wal-Mart, founded by Sam Walton in 1962, is one of the world largest companies by market capitalization and number of people employed and touching millions of customers everyday. There are more than 7,800 Wal-Mart stores and Sams Club locations in 16 markets worldwide and there are more than 2 million associates serving more than 100 million customers per year. It is the largest grocery retailer in the United States with an estimated market share of around 20% of the retail grocery and consumables business. To be able to efficiently operate such a complex operation at such a large and do it consistently would only be possible by the huge effort by Wal-Marts associates as its employees are called. This papers looks at the human resources practices of Wal-Mart with a special focus on group and team behavior, leadership, conflict and negotiation, human resource practices and organizational culture and diversity within the company to understand them and also provide some ecommendations to make them better in the future. Analysis of various HR related areas of Wal-Mart One of the reasons why Wal-Mart has been so successful and scale up its model across so many locations is the values and beliefs established by its founder and the customer centric culture that is replicated across locations. The company right from the time of its inception has a clear mission which is to save its customers money and enable them to live better. Below is an analysis of current Wal-Mart practices across various areas and how Wal-Mart has align then to perfectly with its mission statement Group and team behavior There has been a focus on achieving things together as a team right from the days of Sam Walton. Sam Walton firmly believed that all the people working in Wal-Mart are ordinary people and as a team they are able to do extraordinary things, growing together and accomplishing much more than each of them could individually. This same spirit is ingrained even today into the day to day operations of Wal-Mart all over the world, where they leverage team work to overcome obstacles as they all work together to serve their customers the best. The manner in which they work as a team uidelines that the employees follow to extract the maximum value out of working together. Leadership According to Ron to manage the complex operation of the huge number of super stores across the world, there are store managers who are given complete ownership of store operations and given a lot of data that in other companies would not be shared with the middle management. This trust that management has in it increases their ownership in the business and they are motivated to put in better performances and also motivate their team to achieve their targets while ensuring complete customer satisfaction. The focus on the customer is seen here also with the philosophy of Servant Leadership. As per this philosophy, it is their strong belief that effective leaders dont lead from behind a desk and that it is important to develop leaders who are servants to the customers, can work with partners and who are able to motivate the team to perform well. Across stores all over the world, the managers at Wal-Mart can be seen right on the floor working along with other associates. This enables leaders in Wal-Mart to lead by example which is very motivating for the associates as well to put in their best effort. Conflict Resolution Wal-Mart also realizes the importance of free flowing communication to being responsive to customer needs and actively encourages two way communications across the organization both top down and bottom up. To encourage associate to come up and speak with the management, Wal-Mart actively promoted the open door policy where associates can walk up to many manager or leader and share suggestions, ideas or raise any concerns that they might have. It is expected of the leaders that they treat all discussions fairly without bias and with an open mind and n confidence if required and work with the associate to resolve the issue or problems that they might have. This again is a very good policy that helps Wal-Mart to fix problems or resolve conflicts and issues quickly and focus on its purpose which is to serve its customers in the best possible manner. Human resource practices As described earlier, one of the most important functions in Wal-Mart would be the human resources who have to come up with processes and policies to manage the huge two million associates that are employed by the business. The employees are reated as an integral part of the business and are called as associates which makes them feel a part of the company and hence motivates them to give their best. Wal- Mart also recognizes that it would not be able to achieve its mission without the support of its associates and has got a variety of programs for the benefit of the employees. All associates and their families are provided with health coverage and operations such as cash registers being shut off automatically so that associates can take their break and relax and also to account for accurately the amount of time that they had worked. There is also a very open culture where people are encouraged to come up and resolve issues. Though there have been a lot of criticism in the past of Wal-Mart being a bad employer, not giving enough chances for women to get promoted, exploiting workers with very low wages, it seems that they appreciate these issues and are working on them to find a solution. Organizational culture Sam Walton had started the company based on strong beliefs and values on how the business should be run and these rules and customs are strongly instilled even today into the culture of Wal-Mart. In the company this is known as the three basic eliefs and values and each and every associate is expected to adhere to at every moment in Wal-Mart. The first of the three basic beliefs and values of Wal-Mart is respect for the individual, for the customer, associates, and suppliers with a focus for building relationships and most importantly treating each other with dignity, which helps Wal-Mart to better serve its customers and the community it operates in. The second important belief is of service to Wal-Mart customers, as they believe that customers are the reason why Wal-Mart exists and hence they should be given the best customer service possible. Associates at Wal-Mart are encourages to look for every opportunity where they can exceed customers expectations and put every effort in that direction. The third important belief that guides employees at Wal-Mart is that they should never be satisfied with what they have already accomplished but they should always extend their boundaries and strive to achieve excellence. This passion for continuous improvement o serve their customers best while saving them money hat, customer service is deeply ingrained in the culture of the company, as can be seen from one of the many rules of Sam Walton that they follow even today, alled as the 10 Foot Rule. As per this rule, associates have to pledge that whenever they come within 10 feet of a customer, they would look at them in the eye, greet them and ask them if they require any assistance. Many similar rules of customer service that are followed in the company help to form a culture that is built around customer which helps the business achieve its long term strategy. Organizational Diversity Of late Wal-Mart has been taking a lot of steps to encourage and increase employee diversity in the organization with its pro diversity practices. As an organization it says hat it values diversity and fosters a working environment that enriches the personal and professional experiences of our associates, promotes excellence, and cultivates the intellectual and personal growth of the entire associate population. Wal-Mart plans for diversity as they feel a global business like them needs to have employees from various backgrounds and cultures to understand the customer better and operate a successful global operation. Therefore from the management level, environment and a culture of inclusion that promotes diversity. To encourage and promote diversity in the organization, Wal-Mart has established an Employment Practices Advisory Panel which will work with Wal-Marts senior management to develop and implement progressive enhancements to equal employment opportunity and diversity initiatives for the company. In addition to that all supervisors in Wal- Mart receive training on diversity issues which will make them appreciate the diverse work environment and help them deal with people from different cultures and backgrounds. Of late Wal-Mart has also started women in leadership and mentoring programs to help female employees further their careers and more into management roles. The above discussion shows that Wal-Mart recognizes the need for a diverse and multi cultural workforce and has taken many steps to promote the same. Staffing Training and Development Wall Mart staffing policy largely depends on the concept of performance and ability to work. Since the staff working at Wall-Mart is exposed to globalization, employees selected are sending for training and development on regular bases to have an understanding of companys policies and procedures. Compensation and benefits based on Performance Management The company provides incentives based on performance management, the HR onducts the performance check using various tools which assist the HR to evaluate the employees performance. The companies Compensation policy depends on the staffs performance. The company evaluates the staffs performance on a number of factors which include attendance, timeliness, work ethics and customer satisfaction. The company provides various benefits for staff which meet the staff performance requirements. The company also provides compensation based on injuries. Labor Relations The labor relations plays a critical role in HR management, the HR needs to work together with the Labor committee formed to protect the labor rights. It is critical for Wal-Mart to do so is because if the labor committee gets stronger than the employer it will be detrimental to the Company. The HR department constantly works with the labor committee to assure the smooth flow of operations. Conclusion Wal-Mart without a doubt can be said to be one of the companies of the century and a symbol of how one mans vision can make a great difference to the entire world. It has got very well defined processes backed by technology that has enabled it to scale not the best paymaster, by creating a culture of customer service and high erformance, and by making them owners in the core business processes through trust, it is able to motivate its employees to achieve greater things and strive for excellence. However there are some areas that Wal-Mart needs to concentrate on to achieve its goal of making Wal-Mart a great place to work for its associates and provide them with a professional experience that will make them better. References About Us. (n. d. ) Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. com/AboutUs/Communities. Establishes Employment Practices Advisory Panel (2006, Apr 24). Retrieved February 8, 2009, from HR. com Web site: hr. com/SlTEFORUM? t=/contentManager/ Culture. n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http:// walmartstores. com/AboutUs/295. aspx Diversity (n. d. ). Retrieved February 8, 2009, Web site: http://walmartstores. com/Diversity/ Drogin, Richard (2003, Feb). STATISTICAL ANALYSIS OF GENDER PATTERNS IN WAL-MART WORKFORCE. Retrieved February 8, 2009, from Walmartclass. com Web site: walmartclass. com/ staticdata/reports/r2. pdf Health Wellness. (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. om/HealthWellness/ Miller, G (2004) Every day low wages: The hidden price we all pay for Wal-Mart A report by the Democratic of the Committee on Education and the Workforce, US House of Representatives. Open Door. (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. com/AboutUs/286. aspx Retail Merchandiser (2005, April 13). Head of Wal-Mart HR Emphasizes New and Traditional Practices. Retrieved February 8, 2009, from AllBusiness. com Web site: http:// www. allbusiness. com/retail-trade/4299935-1 . tml Servant Leadership. n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http:// walmartstores. com/AboutUs/289. aspx Teamwork. (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. com/AboutUs/292. aspx 3 Basic Beliefs Values (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstore s. com/AboutUs/321 . aspx 10-Foot Rule (n. d. ). Retrieved February 8, 2009, from Wal-Mart Stores, Inc. Web site: http://walmartstores. com/ AboutUs/285. aspx Wal-Mart Case Study December 2, 2013

The Ethics of Job Discrimination Essay Example | Topics and Well Written Essays - 500 words

The Ethics of Job Discrimination - Essay Example US Court of Appeal for the Second Circuit applied US Supreme Court's opinion (Reeves v. Sanderson Plumbing Inc. and McDonnell Douglas Corp. v. Green) that "The plaintiff must first establish a prima facie case of discrimination. Once the plaintiff has met the minimal burden of establishing a prima facie case, the burden then shifts to the defendant to produce a legitimate, nondiscriminatory reason for the adverse employment action. The burden then shifts back to the plaintiff to show that the proffered reason was pretextual and that the defendant discriminated against the plaintiff" http://findarticles.com/p/articles/mi_qn4180/is_20010620/ai_n10066999 So, in the above case, initially, it is the burden of the employees to show that they had been discriminated by Texaco and later, the burden of proof lies with the employer to demonstrate justifiable nondiscriminatory reasons supported by statistics that the decision was not influenced by discrimination (Zimmermann v. Associates First Capital Corporation). In 1973, the case of McDowell Douglas Corporation v. Green the Supreme Court established the burden of proof (Title VII) as a model by opening: Plaintiff carries the initial burden establishing that he/she belongs to a protected group, is qualified for the job, and was rejected while post remained vacant, and the burden shifts to the employer to justify himself.