Potential benefit of using big data as part of a clinical system

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Reply to this discussion use references

Be sure that the responses to the  Post of peers include 2 peer reviewed references with content that demonstrates critical analysis and synthesis of references used.

Big Data Analytics (BDA) is a set of techniques, technologies, systems, processes, procedures, and applications for analyzing large quantities of data to aid a business in better understanding its business, market, and making timely decisions (Galetsi, Katsaliaki, & Kumar, 2019). 

Healthcare has constantly been inundated with a massive quantity of complex data that comes in at a breakneck speed. Data from hospitals and healthcare providers, medical insurance, medical devices, life sciences, and health research are produced in many industries in the health sector. With the progress in technology, the use of this data for healthcare transformation is enormous. Using analytics, machine learning, and artificial intelligence over extensive data allows trends and correlations to be identified and thus offers actionable insights into improving healthcare delivery (Mehta, Pandit, & Shukla, 2019).

For instance, healthcare data management may benefit organizations in areas such as the development of effective drugs and devices for patient well-being, fraud detection in billing, and service speed, as well as society in addressing global health issues such as disease prevention, public health surveillance, and timely provision of essential medical services during emergencies. (Galetsi, Katsaliaki, & Kumar, 2019).

Potential benefit of using big data as part of a clinical system

To provide the best possible patient outcomes, nurses are critical to patient care quality and safety. Nurses need to access and analyze a large amount of data about their patients and their treatment to make educated practice choices (Glassman, 2017). However, the high volume digital flow of information being produced in healthcare complicates the equation (Wang, Kung, & Byrd, 2018).

Big data analytics is being utilized in health care to enhance efficiency and quality. Resulting in better healthcare practices and patient results. For example, it would be critical to learn more about each patient. Such as if they had any other illnesses or diseases (comorbidities) that might influence their results and age, gender, educational level, and so on. The information gathered can create a more comprehensive set of evidence-based recommendations and support decision-making (McGonigle & Mastrian, 2017).

Competence in informatics enables nurses to communicate. Manage knowledge, reduce error. And enhance decision-making at the point of care by using information and technology (Glassman, 2017). Thus, healthcare providers seek appealing IT products that may combine organisationally reliable resources with a high level of patient experience. Improve corporate performance and perhaps even create new. More profitable business models powered by data. (Wang, Kung, & Byrd, 2018).

Potential challenge or risk of using big data as part of a clinical system 

The most frequently reported challenges include data management, security, and privacy. Because of the fast creation of new kinds of data and the ease with which data can be transferred and shared, data privacy has become more relevant in recent years (Galetsi, Katsaliaki, & Kumar, 2019).

Healthcare big data analytics, maybe more than other fields, is prone to integrity and privacy breaches. The utilization of private health information (PHI) is required for big data analytics in health care. Practitioners must guarantee that such data do not contain any patient-specific information and preserve confidentiality (McGonigle & Mastrian, 2017).

While most nations have laws to safeguard patients’ data from improper use. This merely requires healthcare practitioners to avoid collecting specific identifying characteristics. Even in the United States, HIPAA permits hospitals to deviate from the regulations if they have a compelling reason. Which seems difficult to comprehend in healthcare big data gathering. Additionally, informed consent may be receiving less scrutiny from patients and doctors. Medical devices/implants used in healthcare emit wireless readings that may be intercepted. For instance, when a patient is driving through a weigh station, toll bridge, parking lot, or border crossing, their data may be read without their knowledge or permission (Strang & Sun, 2020).

Strategy to mitigate the challenges or risks of using big data 

Encryption may be a solution to this prevalent big data privacy issue in the healthcare sector. As software and hardware develop to make it quicker and cheaper. For example, as computing power increases, encryption methods will grow faster, allowing for more real-time usage. Additionally, a government-managed security clearance network may establish a link between healthcare devices/implants and an external system (Strang & Sun, 2020).

Legislation governing data protection varies by the nation since each country safeguards medical and health-related data differently. Data generated through interactions with recognized professionals, such as lawyers, physicians, professors, researchers, accountants, investment managers, and project managers, or through online consumer transactions, is governed by laws requiring informed consent and drawing on the Fair Information Practice Principles (FIPP) legislation (Strang & Sun, 2020).

Most industrialized nations have laws to safeguard individual privacy in big healthcare data. Such as the HIPAA rules under the Privacy Rule of 2003 in the United States. For example, HIPAA mandates healthcare providers to erase 18 different identifiers from patient data, such as birthdates, vehicle serial numbers, picture URLs, and voice prints (Strang & Sun, 2020).

Potential Benefits of Using Big Data as Part of a Clinical System

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Reply to this discussion use references

Be sure that the responses to the  Post of peers include 2 peer reviewed references with content that demonstrates critical analysis and synthesis of references used.

Potential Benefits of Using Big Data as Part of a Clinical System

Health care systems use an abundance of resources to collect big data. Big data can be collected from electronic medical records (EMR), imaging, public records. Pharmaceutical research, patient portals, wearable devices, and more (Shanthagiri, 2014). Several app developers are deploying beneficial apps to assist patient to manage their care, locate providers and improve their health (Raghupathi & Raghupathi, 2014). Not only can these apps provide analytical information to the patient profiles they can assist patients in making preventative care or lifestyle changes, find support prevention initiatives, identifying/detecting diseases in early stages, and provide more patient specific goals (Raghupathi & Raghupathi, 2014). Big data that can be extracted from patients’ wearable devices and personal apps can assist clinicians to track their lifestyles. And compare them on a larger scale across populations with or without similar lifestyles and geographical locations.

Potential Risks/Challenges of Using Big Data as Part of a Clinical System

There are several challenges when it comes to big data extracting. The one that correlates with the patient app that is linked with their wearable device. Is the risk of data security. And most importantly who owns the data (Shanthagiri, 2014). Is it the patient, the generators of the app. The clinicians, the information technology department that is extracting the data? Though raw data information needs to be extracted to create new knowledge. And ultimately wisdom (Laureate Education, 2018) it cannot always be done due to legal reasons.

Determining who owns the data is crucial and should be included in the acknowledgments. And allow a release of patient’s data when accepting. And downloading the app when checking the “I Agree to” check boxes. If information, such as the data, may not be extracted if it is not included. Or else there could be legal complications if the patient did not consent to release their information. Therefore, a lawsuit could occur. Lastly, being able to deal with and understand big data can be challenging and difficult (Thew, 2016), so creating an app that is user friendly and easy to exact usable data will be important.

Strategy to Mitigate the Challenges/Risks of Using Big Data

With challenges there are always strategies to attempt to mitigate the challenges and risks when using big data. As I previously stated there are risks with security when apps and personal data is imported into systems. A way to assist with security holes or breeches is to be cautious and be cognizant in the beginning stages of designing the programs, because if you do not start with big data security from the start, you will get bite when you least expect it (Bekker, 2018).

Additionally, when creating an app or a recourse for patients to utilize that will track patient data be sure to include an acknowledgment that states that data will be extracted and utilized to track their health and obtain large scale data from their records. This will decrease the chances of lawsuits and additionally inform patients that this data is not just theirs but the apps owners and whomever they may sell or share their data with.

property appraisals—conducted using appraisal tools

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Realtors rely on detailed property appraisals—conducted using appraisal tools—to assign market values to houses and other properties. These values are then presented to buyers and sellers to set prices and initiate offers.

Research appraisal is not that different. The critical appraisal process utilizes formal appraisal tools to assess the results of research. To determine value to the context at hand. Evidence-based practitioners often present these findings to make the case for specific courses of action.

In this Assignment, you will use an appraisal tool to conduct a critical appraisal of published research. You will then present the results of your efforts.

To Prepare:

  • Reflect on the four peer-reviewed articles you selected in Module 2 and the four systematic reviews (or other filtered high- level evidence) you selected in Module 3.
  • Reflect on the four peer-reviewed articles you selected in Module 2 and analyzed in Module 3.
  • Review and download the Critical Appraisal Tool Worksheet Template provided in the Resources.

The Assignment (Evidence-Based Project)

Part 3A: Critical Appraisal of Research

Conduct a critical appraisal of the four peer-reviewed articles you selected by completing the Evaluation Table within the Critical Appraisal Tool Worksheet Template. Choose a total of four peer- reviewed articles that you selected related to your clinical topic of interest in Module 2 and Module 3.

Note: You can choose any combination of articles from Modules 2 and 3 for your Critical Appraisal. For example, you may choose two unfiltered research articles from Module 2 and two filtered research articles (systematic reviews) from Module 3 or one article from Module 2 and three articles from Module 3. You can choose any combination of articles from the prior Module Assignments as long as both modules and types of studies are represented.

Part 3B: Critical Appraisal of Research

Based on your appraisal, in a 1-2-page critical appraisal, suggest a best practice that emerges from the research you reviewed. Briefly explain the best practice, justifying your proposal with APA citations of the research.

Lewin’s Theory of Planned Change

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JONA Volume 43, Number 2, pp 69-72 Copyright B 2013 Wolters Kluwer Health | Lippincott Williams & Wilkins

Lewin’s Theory of Planned Change as a Strategic Resource Maria R. Shirey, PhD, MBA, RN, NEA-BC, FACHE, FAAN

This department highlights change management strategies that may be successful in strategically planning and executing organizational change initiatives.Withthegoalofpresenting practical approaches helpful to nurse leaders advancing organizational change, content includes evidence- basedprojects,tools,andresources thatmobilizeandsustainorganiza- tional change initiatives. In this ar- ticle, the author explores the use of the Lewin’s Theory of Planned Change as a strategic resource to mobilize the people side of change. An overview of the theory is pro- vided along with a discussion of its strengths, limitations, and targeted application.

The American Organization of Nurse Executives identifies 5 nurse executive competencies to include communication, knowledge, lead- ership, professionalism, and busi- ness skills.1 Within the category of leadership is the requirement that nurse executives demonstrate pro- ficiency with change management.

Most often, successful change initia- tives use change theory or a planned approach to implement organiza- tional shifts. Change management relates to the ‘‘process, tools, and techniques to manage the people side of change to achieve a required business outcome.’’2(p2) Although there are a multitude of change the- ories to frame the change process, nurse leaders must understand the nuances related to appropriate the- ory selection to apply, lead, and man- age sustainable change. Shanley3

argues that nurse leaders should not dismiss change management theory as unnecessary. Those respon- sible for organizational success must appreciate the different approaches to managing change and match these approaches to their partic- ular circumstances optimizing the best strategy for success.3

This article explores the use of Lewin’s Theory of Planned Change (TPC)4,5 as a strategic resource to mobilize the human capital aspect of change. An overview of the the- ory is provided along with a dis- cussion of strengths, limitations, and targeted application.

Overview of Lewin’s TPC

Background

Kurt Lewin, a social psychologist of the early 20th century, is known as

a pioneer in the study of group dynamics and organizational devel- opment. Among his many accom- plishments is the early development of force field analysis (FFA) as a framework for identifying and ex- amining the factors or forces in- fluencing a situation.4,5 Force field analysis ‘‘maps out the totality and complexity of the field in which the behavior takes place’’6(p311) and then uses this information to guide actions. An FFA specifies forces as either driving (helping forces) or restraining (hindering forces) move- ment toward a goal.

Lewin’s ap- proach postulates that behavior is a function of the group environ- ment or field.6 Lewin’s view is ‘‘that if one could identify, plot and es- tablish the potency of (driving and restraining) forces, then it would be possible not to only understand why individuals, groups and organi- zations act as they do, but also what forces would need to be diminished or strengthened to bring about change.’’6(pp981-982) This important FFA framework forms the founda- tion of Lewin’s 3-stage TPC com- monly referred to in the phases of unfreezing, moving (or transition- ing), and refreezing.5

Elements Unfreezing, the 1st stage, involves getting ready for change. This stage

JONA � Vol. 43, No. 2 � February 2013 69

Strategic Leadership for Organizational Change

Author Affiliation: Associate Professor, Doctor of Nursing Practice Program, Col- lege of Nursing and Health Professions, University of Southern Indiana, Evansville.

The author declares no conflict of interest. Correspondence: Dr Shirey, College of Nursing and Health Professions, Univer- sity of Southern Indiana, 8600 University Blvd, HP-2044, Evansville, IN 47712 (mrshirey@usi.edu).

DOI: 10.1097/NNA.0b013e31827f20a9

Copyright © 2013 Lippincott Williams & Wilkins. Unauthorized reproduction of this article is prohibited.

 

 

entails a change agent such as a nurse leader recognizing a problem, identifying the need for change, and mobilizing others to see the need for change. Unfreezing may begin with nurse leaders conducting a gap analysis illustrating discrepancies between the desired and current state. Creating a sense of urgency for change is part of unfreezing. A solu- tion is then selected, and preparation for moving away from a current real- ity or equilibrium ensues. This stage is the basis of what Lewin calls the FFA,5 which requires identifying the factors for and against change. Suc- cessful change necessitates strength- ening the driving forces and/or weakening the restraining forces.

Moving or transitioning, the 2nd stage of Lewin’s theory, en- tails looking at change as a process rather than an event. Transitioning is the inner movement that indi- viduals make in reaction to change and requires unfreezing or moving to a new way of being. This stage necessitates creating a detailed plan of action and engaging people to try out the proposed change. Often, this stage is difficult because it has uncertainty and fear associated with change. The transition stage involves coaching to overcome fears and clear communication to avoid losing sight of the desired target, which is a new and improved reality.

Refreezing, the 3rd stage of the theory, demands stabilizing the change so that it becomes embedded into existing systems such as cul- ture, policies, and practices. In re- freezing the change, nurse leaders consider the FFA to accentuate the driving forces facilitating change and counteract the restraining forces getting in the way of change. With refreezing the new change, this dy- namic produces a new equilibrium, which is then recognized as the new

norm or higher level of performance expectation. This 3rd stage is im- portant because locking in or insti- tutionalizing change will be crucial to its sustainability over time.

Evidence Lewin’s TPC has traditional appli- cation in the social sciences and or- ganizational development. A brief review of the literature demon- strates that the theory is also used extensively in clinical nursing prac- tice,7,8 nursing education,9,10 edu- cational administration,11 nursing research,12 and healthcare opera- tions.13 The structure and processes of Lewin’s theory assist in avoid- ing the common pitfalls that thwart change initiative success9 and offer a framework to guide change. The use of FFA concepts provides for a better understanding of how to de- sign detailed action plans and deci- sion matrices for change.

Much of the literature that ad- dresses Lewin’s 3-stage theory fo- cuses on unfreezing and moving. To a lesser extent, however, the change management literature speaks to Lewin’s refreezing stage, which deals with sustainability. In a synthesis pa- per on sustainability, the authors14

conclude that sustainability is de- pendent on multiple factors, at dif- ferent levels of analysis, and include individual, managerial, financial, leadership, organizational, cultural, political, procedural, and contextual. These factors are significant because before initiating change, they can- not always be determined. Tools to assess staff perceptions of change sustainability are available in the lit- erature,15 as are measures to deter- mine readiness for change.16

Strengths The strengths of Lewin’s TPC are that it is versatile, practical, sim-

ple to use, and easy to understand. Because the theory represents one of the oldest change management models in existence, there is much experience with this framework. Lewin’s work, particularly the field theory element, continues to be rel- evant today.17

The theory is considered most effective when used in a top-down approach to change. In this scenario, senior members of an organization and other formal leaders drive and support change. The literature sug- gests that change to be successful re- quires champions to drive it.3

Limitations Although Lewin’s theory is a com- monly used change management theory, it may not always be ap- propriate. The theory is criticized for being too simplistic, quaintly linear, and framed from a static perspective.6 Positions vary from ‘‘for’’ to ‘‘mixed’’ to ‘‘against’’ re- garding the perceived linear aspects of Lewin’s theory.6 Some postulate that today’s healthcare systems are nonlinear and dynamic; thus, change happens more quickly than Lewin’s theory accommodates. Others argue that complexity theories are more dynamic and emergent than the TPC.6 However, some indicate care- ful interpretation of Lewin’s original theoretical work is a back-to-the- future experience that illustrates Lewin’s propositions as consistent with those of more contemporary complexity theorists.6

Lewin’s TPC is considered a rational-linear change management model. Because change is often com- plex and unpredictable, it is not always possible to frame it from an unfreezing, moving, refreezing perspective. Desirable change may not be driven from a top-down per- spective and may need to be more

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organic and bottom-up to be ac- cepted and internalized.

Targeted Application of Lewin’s TPC

Exemplar

To apply Lewin’s TPC, Figure 1 shows targeted use of the theory. In this hypothetical example involv- ing the creation of a leadership de- velopment program for a successful 200-bed community hospital, the change project is top-down driven. The change initiative resulted from identification of a future need to grow internal nurse leaders and ad- dress succession planning in the nurse manager role. Figure 1 rep- resents the use of an FFA to iden- tify pertinent driving and restraining forces needed to pursue the goal of a ready future leader pipeline. Con- current with the FFA, senior leaders and current middle managers de- veloped a detailed plan of action to engage potential charge nurse participants. They held town hall meetings with staff nurses to de- scribe the anticipated nurse man- ager needs for the hospital’s next decade of operations and beyond.

Using Figure 1, the driving forces for the desired change include anticipated retirement of nurse man- agers over the next 5 to 10 years, competition from larger hospitals for nurse manager talent, and higher costs associated with recruiting ex- ternal talent as compared with using a growing your own approach. The identified restraining forces are lack of staff nurse motivation to assume formal nursing leadership roles, resistance of nonnursing depart- ments for allocating leadership de- velopment resources to nursing, and noncompetitive nurse manager compensation when compared with larger competitors in the market- place. Using Lewin’s framework and understanding these forces in this application, nurse leaders should strengthen the driving forces and weaken the restraining forces.

To strengthen the driving forces, nurse leaders enlist a team of collab- orators to develop a detailed plan of action emphasizing communication. The plan focuses on creating a sense of urgency for why the leadership development program is needed. Senior leaders may present a grid

and graphs documenting an aging workforce and the anticipated de- mands for filling the nurse manager role given projected organizational growth in services. Documentation could also be shared to demonstrate that internally developed candidates stay with the organization longer, have lower turnover costs, and can be productive more quickly than individuals not familiar with the institution and the culture.

To weaken the restraining forces, nurse leaders provide support struc- tures in the nurse manager role to make it more desirable for staff nurses to aspire to these positions. In ad- dition, clarification is given to other departments that the leadership development program is being pilot tested in the nursing division, with full anticipation that it can also be implemented in other departments after the trial period with nurses. Lastly, the nurse leader engages the human resources department to examine management wages rela- tive to competitors in the market- place and based on identified inequities moves to adjust the nurse manager salary structure as needed.

Lewin’s TPC is selected for this example because it is best used in highly stable environments (eg, hos- pital is currently successful) when there is time to implement deliber- ate, small-scale changes (eg, not ad- dressing urgent situation and having time for planning). In highly unsta- ble environments and under emer- gency situations, grounding change using Lewin’s theory may be coun- terproductive. In this hypothetical hospital’s top-down approach to succession planning, the senior lead- ers are the champions driving the change. The senior leaders, in re- sponse to staff feedback for more leadership development opportu- nities, conceive an initiative thatFigure 1. FFA for leadership development exemplar.

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Copyright © 2013 Lippincott Williams & Wilkins. Unauthorized reproduction of this article is prohibited.

 

 

coincides with their workforce de- velopment efforts (eg, win-win situa- tion for nurses, leaders, and hospitals).

Other Considerations

Using change management models facilitates the people side of change. Approaching change management without also incorporating project management activities needed to monitor change can be compared with navigating without oversight and controls. Regardless of the change management theory or framework, any change to processes, systems, or- ganizational structures, and/or job roles requires both a technical side and a people side.2 Positioning for successful change also requires ef- fective leadership and sponsorship.2

Conclusion This article explores the use of Lewin’s TPC as a strategic resource to mobilize the people side of change. Robust evidence exists regarding the efficacy of Lewin’s 3-stage theory.17

Although this theory dates back to the early 20th century, the premises still apply today and form the foun- dation for other more modern change management frameworks. Under- standing the theory along with strengths and limitations is impor- tant for its targeted application. Lewin’s framework is best used with change that is planned, where the initiative starts as a top-down effort,

and when there is stability and time to produce change. Moving an orga- nization to a future desired state also requires incorporating both change management and project manage- ment principles.

Workplace Environment Assessment

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Workplace Environment Assessment

How healthy is your workplace?

You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.

There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.

To Prepare:

By Day 3 of Week 7

Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.

At least mention 4 references not older than 5 years.

VALIDITY OF A RESEARCH INSTRUMENT

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VALIDITY OF A RESEARCH INSTRUMENT

Describe one of the following five ways to assess validity of a research instrument in your own words (see image below). How would you assess for this type of instrument validity in a published research study?  
Include at least 1 reference (APA format). 

FIVE WAYS TO ASSESS VALIDITY OF A RESEARCH INSTRUMENT

1- Face Validity

2- Concurrent Validity

3- Predictive Validity

4-Construct Validity

5- Convergent Validity

Advanced Primary Care Of Family Practicum

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1) Minimum 5 full pages (No word count per page)- Follow the 3 x 3 rule: minimum three paragraphs per part.

Parts 1, 2 and   3 have the same questions, however, you must answer with references and different writing always addressing them objectively, that is as if you were different students. Similar responses in wording or references will not be accepted.

Parts 4  and 5 have the same questions, however, you must answer with references and different writing always addressing them objectively, that is as if you were different students. Similar responses in wording or references will not be accepted.

Part 1,2,3,4,5: Minimum 1 page

Submit 1 document per part

2)¨******APA norms All paragraphs must be narrative and cited in the text- each paragraph

Bulleted responses are not accepted

Don’t write in the first person

Don’t copy and paste the questions.

Answer the question objectively, do not make introductions to your answers, answer it when you start the paragraph

Submit 1 document per part

3)****************************** It will be verified by Turnitin (Identify the percentage of exact match of writing with any other resource on the internet and academic sources, including universities and data banks)

********************************It will be verified by SafeAssign (Identify the percentage of similarity of writing with any other resource on the internet and academic sources, including universities and data banks)

4) Minimum 3 references per part not older than 5 years

5) Identify your answer with the numbers, according to the question. Start your answer on the same line, not the next

Example:

Q 1. Nursing is XXXXX

Q 2. Health is XXXX

6) You must name the files according to the part you are answering: 

Example:

Part 1.doc

Part 2.do

____________________________________________________________________________________

Parts 1, 2  and 3 have the same questions, however, you must answer with references and different writing always addressing them objectively, that is as if you were different students. Similar responses in wording or references will not be accepted.

Part 1: The APRN Interview Questions

Role: APRN

1. What is proper etiquette for a job interview?

2. What’s “good behavior” in a behavioral job interview?

3. How do you handle stress in the healthcare setting?

4. What clinical skills do you possess that will be most beneficial to these clinical practice?

– clinical investigations

5. What are your strengths and weaknesses? Explain.

-A Desire to Learn

-I get impatient

6. Describe how you handled a difficult situation that has involved a patient, physician or family member?

7. How do you get along with your staff at your current position? Explain

– Excellent

8. Why should we hire you?

Part 2: The APRN Interview Questions

Role: APRN

1. What is proper etiquette for a job interview?

2. What’s “good behavior” in a behavioral job interview?

3. How do you handle stress in the healthcare setting?

4. What clinical skills do you possess that will be most beneficial to these clinical skills?

– Using diagnostic reasoning

5. What are your strengths and weaknesses? Explain.

– Critical Thinking

– I have a hard time letting go of a project

6. Describe how you handled a difficult situation that has involved a patient, physician or family member?

7. How do you get along with your staff at your current position? Explain

– Excellent

8. Why should we hire you?

Part 3: The APRN Interview Questions

Role: APRN

1. What is proper etiquette for a job interview?

2. What’s “good behavior” in a behavioral job interview?

3. How do you handle stress in the healthcare setting?

4. What clinical skills do you possess that will be most beneficial to these clinical skills?

– Versatility

5. What are your strengths and weaknesses? Explain.

– professionalism

– I have trouble saying “no.”

6. Describe how you handled a difficult situation that has involved a patient, physician or family member?

7. How do you get along with your staff at your current position? Explain

– Excellent

8. Why should we hire you?

Parts 4  and 5  have the same questions, however, you must answer with references and different writing always addressing them objectively, that is as if you were different students. Similar responses in wording or references will not be accepted.

Part 4: Advanced Primary Care of Family Practicum I

Please go to website (https://www.fana.org/prescriptive-authority-requirements) and review prescriptive authority requirements. Once reviewed, please answer the following questions:

1. How did prescriptive authority originally undergo revision in Florida?

2.Discuss the arguments for and against prescriptive authority for controlled substance in Florida?

Part 5: Advanced Primary Care of Family Practicum I

Please go to website (https://www.fana.org/prescriptive-authority-requirements) and review prescriptive authority requirements. Once reviewed, please answer the following questions:

1. How did prescriptive authority originally undergo revision in Florida?

2.Discuss the arguments for and against prescriptive authority for controlled substance in Florida?

Tests And ANOVA In Clinical Practice

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Inferential statistics enable researchers to apply the data they gather and the conclusions they draw from a particular sample to a larger population. As the name implies, inferential statistics focus on inferring whether there is a relationship between two or more variables. These statistical analyses include t tests and analysis of variance (ANOVA). t Tests are part of a group of statistical tests that test hypotheses; in fact, it is necessary to formulate a hypothesis in order to use a t test, because the results of the test can only be interpreted in the context of a scientific hypothesis.

Inferential statistics such as t tests work well for comparing two groups. Although mathematically equivalent to the t test, ANOVA allows for the comparison of more than two groups. Therefore, when three or more groups are involved, the ANOVA should be used.

In this week’s Discussion, you are asked to locate a current research article that utilizes either a ttest or ANOVA analysis. You provide a summary of the research study and of the study’s application to evidence-based practice. You also examine the article’s use of a t test or ANOVA and how either of those statistical analysis tools helped to inform the article’s conclusions and recommendations.

To prepare:

  • Consider some of the important issues in health care delivery or nursing practice today. Bring to mind the topics to which you have been exposed through previous courses in your program of study, as well as any news items that have caught your attention recently. Select one topic to consider for this Discussion.
  • Next, review journal, newspaper, and Internet articles that provide credible information on your topic. Then, select one research article on which to focus that used inferential statistical analysis (either a t test or ANOVA) to study the topic.
  • With information from the Learning Resources in mind, evaluate the purpose and value of the research study discussed in your selected article and consider the following questions:
    • Who comprised the sample in this study?
    • What ;
    • were the sources of data?
    •  inferential statistic was used to analyze the data collected (t test or ANOVA)?
    •  were the findings?
  • Ask yourself: How did using an inferential statistic bring value to the research study? Did it increase the study’s application to evidence-based practice?

By Day 3

Post a cohesive response that addresses the following:

  • Identify the topic you selected in the first line of your posting.
  • Summarize the study discussed in your selected research article and provide a complete APA citation. Include in your summary the sample, data sources, inferential statistic utilized, and findings.
  • Evaluate the purpose and value of this particular research study to the topic.
  • Did using inferential statistics strengthen or weaken the study’s application to evidence-based practice?

Information Management and Application of Patient Care Technology Competencies Self-Assessment

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Please download and complete the Week 8: AACN The Essentials of Baccalaureate Education Essential IV: Information Management. And Application of Patient Care Technology Competencies Self-Assessment.
Click here to access the NUR4870 Nursing Informatics_Week 8 AACN BSN Self-Assessment  NUR4870 Nursing Informatics_Week 8 AACN BSN Self-Assessment – Alternative Formats

Please complete this Self-Assessment prior to answering the questions below. Please respond to the competencies honestly based on your experience, skills, and the new knowledge you acquired in this class. This is not a graded assignment, it is a self-assessment of your competencies. Read each competency and place a √ or an X in the column you feel best describes your level of competency for each of the AACN BSN Essentials competencies. Please do not leave any competency blank. Please attach your Self-Assessment to your initial post.

  1. In your initial response post, please evaluate your Week 8 Self-Assessment score and compare it to your Self-Assessment score from Week 1.
    • Please share your results with the class. How much did you improve? Identify the competencies in which you improved your strengths.
  2. How will you apply these competencies and the new information you learned for continued improvement in Nursing Informatics knowledge in your clinical practice? Please provide examples from the concepts you learned in this course.
  3. Identify which competencies you feel you need to continue to improve. Explain the actions you will take to improve your competencies.
  4. How has technology assisted and supported you during your nursing education? As a lifelong learner, how will technology support your future educational endeavors and participation in professional nursing organizations?
  5. What are your overall thoughts on the technology we have in health care today that you learned about in this course over the past eight weeks?

Cardiovascular Discussion

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Discussion All Topics Below:

Define apical impulse and describe its normal location, size and duration. Describe which abnormal conditions may affect the the apical impulse and explain why.

Explain the mechanism producing normal first and second heart sounds.

Explain the position of the valves during the cardiac cycle is diastole, isometric contraction, systole and isometric relaxation.

Define preload and afterload.

Each student must post a substantial post with a minimum of 250 words (3 paragraphs) (introduction, body and conclusion)  All posts and replies must contain at least (2) professional references, one may be the course textbook, properly cited in the current APA format.