the case of Ronald Cotton and the misidentification

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In this reaction and response writing, you will explore the case of Ronald Cotton and the misidentification which ultimately lead to his conviction. Watch these videos about the case: Part 1 and Part 2. After you watch the videos, write 2-3 ,  APA , answer the following questions :

  1. The victim, Jennifer, comes to learn that memory can be “contaminated.” What actions by the investigating detectives inadvertently led to this happening?
  2. How did you feel when Jennifer looked Bobby Poole in the eye and did not recognize him? How did you respond when Ronald Cotton was convicted a second time?
  3. Having heard from the Detective in this case, are you surprised at his reaction? What did you learn about proper eyewitness identification procedures from the Ronald Cotton case?

Part 1 – https://www.youtube.com/watch?v=7_3vD1pmQHY

Part 2 – https://www.youtube.com/watch?v=I4V6aoYuDcg

Five Dysfunctions of a Team:

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Five Dysfunctions of a Team:

Published in 2002, Patrick Lencioni describes in his book “The Five Dysfunctions of a Team: A Leadership Fable” the core myths about leadership and team building in organizations. Lencioni, list the following dysfunctions:

  • Absence of Trust
  • Fear of Conflict
  • Lack of Commitment
  • Avoidance of Accountability
  • Inattention to Results

Discuss how these dysfunctions can be a source of conflict in an organization. How does Lencioni’s analysis of teams match up to the material covered in this chapter?

Principles Of Fair Representation Assignment

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Diana L. Garcia, Plaintiff, vs. Salt River Project Agricultural Improvement and Power District; International Brotherhood of Electrical Workers Local Union 266,

John Does I-V and Jane Does I-V; Black Corporations I-III and White Partnerships I-III, Defendants.

No. CV-05-1279-PHX-ROS

UNITED STATES DISTRICT COURT FOR THE DISTRICT OF ARIZONA

618 F. Supp. 2d 1092; 2007 U.S. Dist. LEXIS 98440

September 30, 2007, Decided

PRIOR HISTORY: Garcia v. Salt River Project Agric. Improvement & Power Dist., 2006 U.S. Dist. LEXIS 54871 (D. Ariz., Aug. 4, 2006)

COUNSEL: [**1] For Diana L Garcia, a single woman, Plaintiff: Angela Marie Wilson-Goodman, LEAD ATTORNEY, Wilson-Goodman & Fong PC, Gilbert, AZ.

 

For Salt River Project Agricultural Improvement and Power District, a political subdivision of the State of Arizona, Defendant: John James Egbert, LEAD ATTORNEY, Jennings Strouss & Salmon PLC, Collier Ctr, Phoenix, AZ.

For Local 266 International Brotherhood of Electrical Workers, Defendant. Stanley Lubin, LEAD ATTORNEY, Lubin & Enoch PC, Phoenix, AZ

JUDGES: Roslyn O. Silver, United States District Judge.

OPINION BY: Roslyn O. Silver

OPINION

[*1094] ORDER

Pending are various defense motions. The Court will

deny SRP’s motions to strike, will grant in part and deny in part SRP’s Motion for Summary Judgment, and will grant the Union’s Motion for Summary Judgment.

BACKGROUND

The following facts are not disputed. In 1987, the Plaintiff, Diana L. Garcia (a hispanic woman), was hired by Salt River Project Agricultural Improvement and Power District (“SRP”) (SRP SOF P 1). Plaintiff held various positions with SRP until she became a Tradeshelper in 1994 (SRP SOF P 2). Later, in 1999, she was promoted to the position of Equipment Operator II, a position in which Plaintiff operated mobile cranes (SRP SOF P 3). On April 27, 2004, while Plaintiff was operating a crane to replace a transformer in a mobile park, the crane tipped over and [*1095] crashed [**2] into two mobile homes (SRP SOF P 5).

An SRP investigation determined that the crane accident was preventable. The mobile crane had four stabilizing legs called “outriggers” on the corners of the bed of the truck that can be extended out six feet from the truck (SRP SOF P 16). Plaintiff was trained that by fully extending the outriggers the stability of the crane is maximized and to use larger pads on the outriggers whenever the ground was questionable in any way (SRP SOF P 16, 18). 1 Plaintiff also understood that, as the Equipment Operator, she had full authority not to go

Page 1

 

 

forward with a lift that she felt was unsafe or improper and that she had full authority to tell her supervisor that the lift was unsafe and should not proceed (SRP SOF P 24-25).

1 The operator’s manual for the crane, which Plaintiff was expected to read and follow, also instructs that “[t]he outriggers shall be fully extended . . . before operating the boom” and that “[i]t may be necessary to provide additional support under the outrigger floats to spread the load over a larger bearing surface” (SRP SOF P 22, 26).

When Mike Kirby (a white male), foreman of the crew on which Plaintiff was working on April 27th, directed [**3] the set up of the crane in preparation to replace the transformer the two front outriggers were not fully extended (PSOF P 1-2; SRP SOF P 38). Plaintiff was in agreement with the way the crane was set up (SRP SOF P 40).

SRP investigation

Further, while three of the outriggers were placed on asphalt or concrete, the right rear outrigger was placed on dirt (SRP SOF P 39). The larger pad was not used to increase the stability of the right rear outrigger placed on the dirt (SRP SOF P 57). When Plaintiff began lowering the transformer to its destination, the right rear outrigger sunk into the ground and the crane crashed into the mobile homes (PSOF P 20). An SRP investigation revealed that the cause of the accident was failure to properly extend the outriggers and set them on solid footing (PSOF P 25).

Representatives from the International Brotherhood of Electrical Workers Local Union 266 (“Union”) were present during much of the investigatory process. Following the accident, SRP interviewed all the employees who witnesses the accident, including Plaintiff (Union’s SOF P 4). A Union representative was present during these interviews (Union’s SOF P 4). A Union representative also talked with Plaintiff and [**4] took photos of the crane after the accident (Union’s SOF P 6). At an SRP interview at which a Union representative was present, Plaintiff stated:

“I take full responsibility for the operation of that vehicle” (Union’s SOF P 8). However, Plaintiff later clarified that she accepted responsibility for the operation of the crane, not the entire accident (SRP SOF P 74). A Union representative also consulted other crane operators who advised the Union that the crane was not set up properly (Union’s SOF P 9).

After SRP reviewed the causes of the crane accident

and Plaintiff’s history of prior accidents, it initially decided to terminate Plaintiff’s employment as a result of the crane accident (SRP SOF P 71). SRP considered in making its decision that, prior to this accident, Plaintiff was involved in three other accidents which SRP had previously determined to be preventable: she backed an SRP truck into a building at a car dealership in 1998 and she ran into a card reader for a gated entrance to an SRP facility in both 2000 and 2001 (SRP SOF P 7, 66).

After the 2001 accident, Plaintiff was formally disciplined and warned that any further accidents could result in further discipline, including [**5] discharge (SRP SOF P 66). Plaintiff presented evidence that fourteen [*1096] other males with a total of 64 SRP Safety Code violations were never discharged for their behavior (PSOF P 31).

Union’s consent

At the urging of the Union on Plaintiff’s behalf and with the Union’s consent, SRP agreed to allow Plaintiff to choose demotion to her prior position of Tradeshelper in lieu of termination (SRP SOF P 72). Under the terms of the demotion option, Plaintiff could have later become eligible to bid back up to higher-rated positions, including that of an Equipment Operator, as long as she did not operate a crane (Union’s SOF P 14). The Union determined that the demotion offer was the best that it could do to minimize the disciplinary action (Union’s SOF P 12). The foreman, Mr. Kirby, received a written reminder as discipline for his part in the accident, in which he was placed on probation for 18 months (PSOF P 30).

Plaintiff rejected the demotion option and her employment with SRP was terminated on May 3, 2004 (SRP SOF P 9-10). After Plaintiff was discharged, the Union filed a formal grievance on May 4, 2004, but later withdrew it because the Union did not feel the grievance had merit (Union’s SOF P 17). Plaintiff [**6] filed her charge of discrimination with the EEOC on August 9, 2004 (SRP SOF P 84). Subsequently, on December 13, 2004, Plaintiff filed suit against SRP alleging discrimination and hostile work environment.

Plaintiff alleges that she was subject to a hostile work environment because of her gender, race, and national origin from the time she began working with SRP in 1987 until October 2003. (See PSOF P 34-45; SRP SOF P 76-77). Plaintiff also brought suit against the Union alleging breach of the duty of fair representation and breach of contract.

ANALYSIS

Page 2 618 F. Supp. 2d 1092, *1095; 2007 U.S. Dist. LEXIS 98440, **2

 

 

I. Jurisdiction

Plaintiff has brought this suit pursuant to Title VII of the Civil Rights Act of 1964. The Court has federal question jurisdiction. 28 U.S.C. § 1331. And the Court has jurisdiction over Plaintiff’s state law claims pursuant to the supplemental jurisdiction statute. 28 U.S.C. § 1367.

II. Motions to Strike

SRP moves to strike “evidence that 14 males with 64 total violations of Defendant SRP’s Safety Code were never discharged for their behavior,” which was included in Plaintiff’s Statement of Facts. SRP also moves to strike Plaintiff’s thirteenth supplemental disclosure statement which discloses this information. 2 SRP seeks [**7] to strike this evidence because these 14 males were not identified before the discovery deadline in response to an SRP interrogatory which requested Plaintiff to “[i]dentify all SRP employees whom you claim were similarly situated to you, but were treated more favorably by SRP.” (Doc. 162, Ex. A.)

2 SRP’s motions to strike are more properly characterized as an objection to the use of evidence. See Fed. R. Civ. P. 37(c)(1).

However, in Plaintiff’s Response to SRP’s Motion for Summary Judgment, she does not argue that these 14 males are similarly situated. Rather, Plaintiff uses this evidence to argue that her firing was a pretext for discrimination. (See P’s Resp. to MSJ at 12-13.) The Court will not consider the evidence of the 14 males when deciding whether similarly situated persons outside the protected class were treated more favorably than Plaintiff. 3 [*1097] Consequently, the Court will deny SRP’s motions to strike.

3 Likewise, if Plaintiff was trying to introduce the evidence of the 14 males to show that similarly situated persons outside the protected class were treated more favorably than herself, the Court will not consider the evidence because this information was not supplemented before [**8] the end of the discovery deadline. See Fed. R. Civ. P. 37(c)(1). Plaintiff’s failure to supplement her interrogatory response would not be harmless.

III. Summary Judgment Standard

A court must grant summary judgment if the

pleadings and supporting documents, viewed in the light most favorable to the non-moving party, “show that there is no genuine issue as to any material fact and that the moving party is entitled to a judgment as a matter of law.” Fed. R. Civ. P. 56(c); see Celotex Corp. v. Catrett, 477 U.S. 317, 322-23, 106 S. Ct. 2548, 91 L. Ed. 2d 265 (1986). Substantive law determines which facts are material, and “[o]nly disputes over facts that might affect the outcome of the suit under the governing law will properly preclude the entry of summary judgment.” Anderson v. Liberty Lobby, Inc., 477 U.S. 242, 248, 106 S. Ct. 2505, 91 L. Ed. 2d 202 (1986). In addition, the dispute must be genuine, that is, “the evidence is such that a reasonable jury could return a verdict for the nonmoving party.” Anderson, 477 U.S. at 248.

opposing summary judgment

Furthermore, the party opposing summary judgment “may not rest upon the mere allegations or denials of [the party’s] pleading, but . . . must set forth specific facts showing that there is a genuine issue for trial.” Fed. R. Civ. P. 56(e); [**9] see Matsushita Elec. Indus. Co., Ltd. v. Zenith Radio Corp., 475 U.S. 574, 586-87, 106 S. Ct. 1348, 89 L. Ed. 2d 538 (1986). There is no issue for trial unless there is sufficient evidence favoring the non-moving party; “[i]f the evidence is merely colorable, or is not significantly probative, summary judgment may be granted.

” Anderson, 477 U.S. at 249-50 (citations omitted). However, “[c]redibility determinations, the weighing of the evidence, and the drawing of legitimate inferences from the facts are jury functions, not those of a judge.” Id. at 255. Therefore, “[t]he evidence of the non-movant is to be believed, and all justifiable inferences are to be drawn in [its] favor” at the summary judgment stage. Id. Finally, Rule 56(e) contemplates the result of a party’s failure to respond adequately to a motion for summary judgment. If the non-moving party does not respond by setting forth specific facts showing there is a genuine issue for trial, “summary judgment, if appropriate, shall be entered against the [non-moving] party.” Fed. R. Civ. P. 56(e).

III. Disparate Treatment Claim Against SRP

Plaintiff alleges that SRP targeted Plaintiff for more severe punishment due to her gender, race, and national origin. Specifically, [**10] Plaintiff argues that she received disparate treatment because she was subjected to greater punishment than Mr. Kirby.

The proper legal framework for determining whether Plaintiff’s disparate treatment claim should survive

Page 3 618 F. Supp. 2d 1092, *1096; 2007 U.S. Dist. LEXIS 98440, **6

 

shifting scheme

summary judgment is the burden shifting scheme: Plaintiff must establish a prima facie case of discrimination; if Plaintiff succeeds in establishing a prima facie case, the burden of production shifts to SRP to articulate a legitimate, nondiscriminatory reason for terminating Plaintiff’s employment; and if SRP does so, Plaintiff must demonstrate that SRP’s articulated reason is a pretext for unlawful discrimination by “either directly persuading the court that a discriminatory reason more likely motivated the employer or indirectly by showing that the [*1098] employer’s proffered explanation is unworthy of credence.” Aragon v. Republic Silver State Disposal Inc., 292 F.3d 654, 658-659 (9th Cir. 2002) (citations and internal quotations omitted).

To establish a prima facie case for her claim, Plaintiff must show that (1) she belongs to a protected class, (2) she was qualified for the position, (3) she was subject to an adverse employment action, and (4) similarly situated persons [**11] outside the protected class were treated more favorably. Aragon, 292 F.3d at 658. Here, the first three elements are clearly met. However, Plaintiff cannot establish a prima facie claim of disparate treatment because Mr. Kirby was not similarly situated.

Major League Baseball

“In order to show that the ’employees’ allegedly receiving more favorable treatment are similarly situated . . ., the individuals seeking relief must demonstrate, at the least, that they are similarly situated to those employees in all material respects.” Moran v. Selig, 447 F.3d 748, 755 (9th Cir. 2006). For example, in Moran, the plaintiffs, Major League Baseball (“MLB”)

players who had played less than the number of years required to vest certain benefits, argued that they were similarly situated to former Negro League players who had also played less than the required number of years, but who received the benefits. Id. Although the court noted that there were some similarities, it found that the plaintiffs were not similarly situated in all material respects because they were “never prevented from playing for a MLB team, and thus unable to acquire the necessary longevity.” Id. Moreover, the plaintiffs never played in the Negro Leagues, [**12] a primary requirement for eligibility under the Negro League Plans. Id.

Plaintiff’s employment

Like the plaintiffs in Moran, Plaintiff is not similarly situated in all material respects to Mr. Kirby. A major consideration in SRP’s decision to terminate Plaintiff’s employment was her history of preventable accidents.

Prior to the crane accident, Plaintiff was formally disciplined and expressly warned that any further accidents could result in termination. Plaintiff has presented no evidence of prior safety violations or preventable accidents for Mr. Kirby. Further, Plaintiff and Mr. Kirby had different responsibilities. Mr. Kirby as foreman had overall responsibility for the safe completion of the job and to oversee the work of all the members of the crew. Plaintiff’s responsibility was limited to the operation of the crane.

While the parties contest whether Plaintiff was more responsible for the accident than Mr. Kirby, Plaintiff has presented no evidence about whether SRP has ever disciplined a foreman with general responsibility more or less than an employee with specific responsibility. Accordingly, the Court will grant summary judgment in favor of SRP on the Plaintiff’s disparate treatment claim.

Gryphon Consultancy

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1. Gryphon Consultancy is a computer-consulting firm. It spends considerable time and effort recruiting the best personnel from the United States’ leading technical schools. Gryphon employees sign an initial three-year employment commitment. Dwayne worked for Gryphon, but then he quit and formed a competing company, which he called Syntel. His new company contacted Gryphon employees by phone, offering more money to come work for Syntel. At least 16 Gryphon employees left their work without completing their contractual obligations and went to work for Syntel. Gryphon sued. What did it claim, and what should be the result?

 

2. You have most likely heard of the Liebeck v. McDonald’s case. Liebeck spilled hot McDonald’s coffee in her lap, suffering third degree burns. At trial, evidence showed that her cup of coffee was brewed at 190 degrees, and that, more typically, a restaurant’s “hot coffee” is in the range of 140–160 degrees. A jury awarded Liebeck $160,000 in compensatory damages and $2.7 million in punitive damages. The judge reduced the punitive award to $480,000, or three times the compensatory award. Comment on the case, and whether the result was reasonable.

 

Self-driving

3. Self-driving cars are no longer science fiction. These vehicles are programmed to use lasers, sensors, software, and maps to drive themselves. A handful of states have passed laws allowing driverless technology on the road. But what happens when a driverless car harms someone? Who should be at fault? The passenger? The programmer? The manufacturer?

 

4. Congress passed the Protection for Lawful Commerce in Arms Act which provides that gun manufacturers and retailers cannot be sued for injuries arising from the criminal misuse of a weapon. Critics argue that when gun makers market and sell military-style assault rifles to civilians, they should be held liable because these highly dangerous weapons are designed for specially trained soldiers, not the general public. Assume you own a gun store. What ethical considerations would apply to the sale of guns in your store? If Congress had not passed the pertinent statute, what legal theory might make a gun store owner liable for a customer’s misuse of a gun bought at the store?

 

 

-Your answer length may vary, but you should have enough to discuss to submit at least a few paragraphs for  each  question or scenario posed. If sources are requested, you must use APA style and provide in-text citations and a Works Cited page. When referring to a case cited in the text, you do not need to provide a case citation, merely provide the page number that you are referencing.

 

!!!!!! Each answer showed proper use of the material’s terms or art in a way that supports their initial post and demonstrates mastery of the week’s topics. Terms of art capitalized !!!!!

The Role Of An Athletic Director

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put yourself in Marisol’s position. In 1,000-1,250 words, answer the following questions:

What are the first things you should do regarding the media, the coaches, and the other athletic department administrators?
If you were Marisol, would you involve anyone else in the decision-making process? If involving other people, who would they be and why would they be an important part of the process?

Identify and discuss three significant legal issues Marisol absolutely must consider.
What types of information and data does Marisol need to collect in order to make a decision on how to handle cutting $4 million from the athletic department’s budget?, are some potential solutions in terms of budget reduction? What are the possible ramifications surrounding these decisions? If you choose to eliminate programs, what criteria would you use to determine which teams are eliminated?
What types of communication need to take place and how would you go about sharing this information?
Provide at least four academic references to support your positions.

Tracking Finances

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Tracking Finances

This week we looked at the Revenue Cycle Management with an emphasis on tracking patient services, charges, payments and adjustments.  Your homework assignment is to complete three of the forms that you may use as a billing specialist.

There is a total of 87 entries for you to complete.  The assignment score will reflect the number of correct entries made.

Include the following aspects in the assignment:

·  Download and open: Week 3 Homework. Follow the instructions to complete the work and submit the file as your homework assignment.

Part 1: Patient Ledger

Complete the patient ledger for the Ben Jones scenario provided in the homework word file.

Part 2: Daysheet

Use the additional forms and patient encounter forms to complete the daysheet portion of the homework word file for all four patients (Ben Jones, Ross Parker, Darla Sissle, and Amanda Chin.)

Ben Jones information scenario found on assignment file to include all 3 DOS (dates of service).

Encounter forms for all 3 patients: Ross Parker, Darla Sissle, Amanda Chin

Part 3: Insurance Claim Registry

Include an Insurance Claim Registry that includes the insurance claims for all four patients listed under Part 2.

Ben Jones – 3 entries

Ross Parker – 1 entry

Darla Sissle – 1 entry

Amanda Chin – 1 entry

Objective:

Ø  Model the process for tracking finances in a medical office.

Ø  Interpret an encounter form and a chargemaster

elements of malpractice

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elements of malpractice

List the elements of malpractice and give examples of each element in professional nursing practice, including ways to avoid or lessen the potential of future malpractice cases.

Read the following article:

https://www.napnap.org /sites/default/files/userfi les/for_providers/NP_ Malpractice_FAQ_NS O.pdf.

Must be in APA format and at least two references

patient education strategies

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The way it goes this week. They responded to my responses and I have to respond back.

You may also provide additional information, alternative points of view, research to support treatment, or patient education strategies you might use with the relevant patient.

Respond to KAD

RE: Discussion – Week 7

 

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Thank you, H, for your informative reply.

I  agree that for a thorough assessment, I must assess general labs for CK for differential diagnosis purposes since bipolar disorder symptoms can resemble certain medical conditions. At this time, diagnosis of bipolar is based on symptoms rather than brain imaging or other diagnostic tests. (NIMH.com,(2021 )In my diagnostic section of CK SOAP, I mentioned the following:   There were no laboratory tests specific to diagnose BD, however, the PMHNP will ask about current medical conditions that can affect the patient’s mood;

I will order a urine drug screen because of my patient’s strong family history of use of alcohol and drugs, I will order CBC, chemistry profile, thyroid function tests, and B12 level. These labs will help the PMHNP  rule out metabolic causes or unidentified conditions. Johnson, Vanderhoef, & Johnson (2016). In my clinical rotations, I noticed that my preceptor continuously assesses our patients’ labs results, vital signs, and weight trends  to ensure the safety and the well-being of our patients while they are being treated with psychotropic medications.

 

 

References

Bipolar Disorder. (2021). Retrieved July 15, 2021, from https://www.nimh.nih.gov/health/publications/bipolar-disorder/

 

Johnson, K., Vanderhoef, D., & Johnson, K. (2016). Psychiatric-mental health nurse practitioner

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Respond to Wand

Hello H

Thank you for responding to my post.  I agree with you that physical and psychological tests need to be

completed. I would also complete an EEG on the first episode of psychosis.  Upon admission to the inpatient

unit, AM had labs completed which were all normal.  When addressing an adolescent patient, the first episode

of psychosis one would need to rule out multiple etiologies including brain tumor or other brain

abnormalities, but this is not the first psychotic episode with this particular patient (Clancy et al., 2014) I would

think if its a an adolescent it may be just their imagination or non-compliant with medications.  So unless this

is causing significant problems imaging would not be indicated.

 

This is a wonderful option that the patient lives in physical isolation in the home.  Another option is that

AM go live with another family member who she feels safe and loved. When children struggle with their

behavior, it can have a negative impact on everyone in the family (Child Mind Institute, 2021).  This will ensure

that everyone feel safe and she doesn’t have to go to a residential area to live with strangers.  No matter

where she lives, she has tobe compliant with her medication or this cycle will continue.

 

Reference

Clancy, M. J., Clarke, M. C., Connor, D. J., Cannon, M., & Cotter, D. R. (2014, March 13). The prevalence of

     psychosis in epilepsy; a systematic review and meta-analysis. BMC Psychiatry.

https://bmcpsychiatry.biomedcentral.com/articles/10.1186/1471-244X-14-75.

 

Maijer, K., Hayward, M., Fernyhough, C., Calkins, M. E., Debbané, M., Jardri, R., Kelleher, I., Raballo, A.,

Rammou, A., Scott, J. G., Shinn, A. K., Steenhuis, L. A., Wolf, D. H., & Bartels-Velthuis, A. A. (2019, February 1).

Hallucinations in Children and Adolescents: An Updated Review and Practical Recommendations for Clinicians.

Schizophrenia bulletin. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6357982/.

References

Parents Guide to Problem Behavior. Child Mind Institute. (2021, March 9). https://childmind.org/guide/parents-

guide-to-problem-behavior/.

 

Stevens, J. R., Prince, J. B., Prager, L. M., & Stern, T. A. (2014). Psychotic disorders in children and adolescents: a

     primer on contemporary evaluation and management. The primary care companion for CNS disorders.

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4116281/.

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data mining project

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My experience with learning how to navigate the EHR is through classes given by the hospital I worked at.  This workshop is only given one time and it is a 5-day class.  Most of the work is done individually with an instructor who has questions.  Since covid-19 this work was completed at home and with instruction from skype or zoom.    The class consist of the instructor showing you how to complete a task and you performing it, of course not remembering how you completed it once you hit the floor.

clinical environment centered on EHR

So, through the several years working on Epic I have learned through trial and error and through co-worker’s explanations how to make my page easier. If I were to design a program for my clinical environment centered on EHR it would be several people in the class and two instructors.  They would explain the system and basics, we would all sign on.

Then the students would be given tasks to perform on program.  They would have a certain amount of time and could ask questions.  I feel the only way to learn these systems is to roll up your sleeves and begin the tasks.  When there is an issue one can x out and try again.  I also believe there should be someone working in the hospital and would be on the floor once every two weeks or once a month and would look at the employee’s setup and work with them to make things more efficient.

data mining project

A data mining project that would be wonderful for the Emergency room which would extract data using these techniques would be prior visits.  A majority of patient which come into the ER are “frequent flyers”.  Although we are not supposed to use this term it is because it is true.  Several patients present to the ER looking for something specific.  Most of the time narcotics is the reason for admission.

If the EHR would use mining techniques to see the patterns of dates, times, what medications were given and what the diagnosis was along with medications they say they have allergies too.  What was the first allergic reaction to Toradol? This data would be used to help show a pattern, another mining method would be to take blood work from several different visits and explain how there is a specific pattern evolving.  For instance.  Say a patient has an A1C which is increasing over the past five years.  This is a pattern that should be alerted to the provider.

problematic for patient and nurse safety

Twelve-hour shifts are not problematic for patient and nurse safety, hospitals continue to keep the 12-hour shift schedule. This increases continuity of care and better flexibility for work and family balance. In a number of qualitative studies, 12-h shift patterns were seen as positive, contributed to staff satisfaction and also both a good recruitment and retention strategy.  Results from (battle, 2018) highlighted a positive impact on physical and psychological well-being and increased work satisfaction, for the nursing staff working the 12-h shift pattern. Increased continuity of patient care was identified as a positive outcome of the 12-h shift. Rarely have I seen nurses working longer than a 12-hour shift.  Most single parents have chosen this profession because of the ease of schedule.

What recommendations I would give to the management team is during a 12 hour shift the nurse must take all of her breaks.  Nurses become busy and they sacrifice their lunch to help better flow of the unit.  This is unacceptable.  All nurses should enjoy breaks, lunch, and the ability to use the bathroom when needed.  Management team could educate nurses on the problems with working several 12 hour shifts in a row, how it would cause fatigue and then mistakes could be made. I would suggest looking at incident reports whether it be falls, medication errors etc.  Look at the times of the incident and graph them to see a better picture of whether they are happening after 8 hours.

the application of patient care technologies

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  1. Purpose of Assignment
    According to the American Association of Colleges of Nursing (2008), “Graduates must have basic competence in technical skills, which includes the use of computers, as well as the application of patient care technologies such as monitors, data gathering devices, and other technological supports for patient care interventions.”
    American Association of College of Nursing. (2008). The Essentials of Baccalaureate Education for Professional Nursing Practice. Retrieved from: https://www.aacnnursing.org/Education-Resources/AACN-Essentials
  2. Course Competency
    Explain technologies that lead to enhanced decision-making strategies utilizing the technology life cycle.
  3. Content
    Scenario
    As a BSN student, you are shadowing a Nurse Informaticist to better understand their role and impact in making healthcare decisions. You have one day in this immersion and will be exposed to several Health Information Technologies and their impact on healthcare decision making. Due to the fast-paced nature of the Nurse Informaticist role, the clinic manager has asked nursing students to come prepared to fully immerse into this fast-paced environment. You received a welcome email for your assigned Nurse Informaticist providing you with her background, but also asking you to spend some time reflecting on your own experience with healthcare technology. Reflect on your experiences both as a client and as a nurse, and how technology leveraged the decisions you have made. She also wants you to think about how technology evolves and its implications for future use.

    Instructions

    Your instructor has just released your pre-clinical paperwork, and you have been asked to write a professional reflection in preparation for the next day’s shadowing experience. You must provide detailed responses to the following:

    • Explain one technology you have used in healthcare
    • Explain the impact of the technology using referenced support with in text citation
    • Describe how you used this type of technology to support a healthcare decision
    • Describe an example illustrating how use of the technology effected your decision making
    • Research the evolution of your identified technology using the technology life cycle
    • How has the technology evolved and where is it heading (past, present, future)?
    • How has this evolution improved healthcare decision making?
    • Format
    • Standard American English (correct grammar, punctuation, etc.)
    • Logical, original and insightful
    • Professional organization, style, and mechanics in APA format
    • Submit your document to Grammarly to correct errors before submission