Health Screening and History of a Young Adult Client - Free Essay Example

Sample details Pages: 4 Words: 1167 Downloads: 1 Date added: 2018/12/18 Category Health Essay Type Research paper Level High school Did you like this example? Source and Reliability of Informant: Most information from the patient and additional information from the relatives Don’t waste time! Our writers will create an original "Health Screening and History of a Young Adult Client" essay for you Create order Past Use of Health Care System and Health Seeking Behaviors: Patient has been coming to the hospital frequently due to his condition, Asthma. Present Health or History of Present Illness: Patient came to the hospital with complains of chest tightness, shortness of breath, wheezing sound on breathing and coughing especially in the morning or at night. Past Health History General Health: (Patients own words) Patient complains about rapid respiration and episodes of shortness of breath. Allergies: (include food and medication allergies) There is no known allergy to any food. The patient is allergic to Sulphur (drugs with Sulphur) Reaction: Asthmatic attack Current Medications: Aminophylin tabs 100mg BD Salbutamol 4mg TDS Last Exam Date: Immunizations: All childhood immunizations received. Childhood Illnesses: Asthma Serious or Chronic Illnesses: Asthma Past Health Screening (see Well Young Adult Behavior Health Assessment History Screening below) Tuberculosis screening Past Accidents or Injuries: Not had any. Past Hospitalizations: Been admitted for many times, uncountable,since childhood. Past Operations: No surgery ever done to the patient Family History (Specify which family member is affected.) Alcoholism (ETOH use/abuse): Non-alcoholic Allergies: Sulphur (mother) Arthritis: None Asthma: Mother Blood Disorders: None Breast Cancer:None Cancer (Other):None Cerebral Vascular Accident (Stroke): None Diabetes: Uncle Heart Disease: None High Blood Pressure: None Immunological Disorders: None Kidney Disease: None Mental Illness: Cousin Neurological Disorder: None Obesity: Uncle Seizure Disorder: None Tuberculosis: None Obstetric History (if applicable) Not applicable Gravida: Term: Preterm: Miscarriage/Abortions: Review of Systems (Include both past and current health problems. Comment on all present issues.) General Health State (present weight – gain or loss, reason for gain or loss, amount of time for gain or loss; fatigue, malaise, weakness, sweats, night sweats, chills ): Skin (history of skin disease, pigment or color change, change in mole, excessive dryness or moisture, pruritis, excessive bruising, rash or lesion): No history of all the above Health Promotion (Sun exposure? Skin care products?): Hair (recent loss or change in texture): No Health Promotion (method of self-care, products used for care): Nails (change in color, shape, brittleness):No Health Promotion (method of self-care, products used for care): Head (unusual headaches, frequency of headaches, head injury, dizziness, syncope or vertigo): No Eyes (difficulty or change in vision, decreased acuity, blurring, blind spots, eye pain, diplopia, redness or swelling, watering or discharge, glaucoma or cataracts): No Health Promotion (wears glasses or contacts and reason, last vision check, last glaucoma check, sun protection): Ears (earaches, infections, discharge and its characteristics, tinnitus or vertigo): No Health Promotion (hearing loss, hearing aid use, environmental noise exposure, methods for cleaning ears): Nose and Sinuses (discharge and its characteristics, frequent or severe colds, sinus pain, nasal obstruction, nosebleeds, seasonal allergies, change in sense of smell): Seasonal allergies,nasal obstruction and frequent colds are a common symptom. Health Promotion (methods for cleaning nose): By use of a clean handkerchief and the patient should do it gently so as not to cause trauma, nosebleeding Mouth and Throat (mouth pain, sore throat, bleeding gums, toothache, lesions in mouth, tongue, or throat, dysphagia, hoarseness, tonsillectomy, alteration in taste): None Health Promotion (Daily dental care – brushing, flossing. Use of prosthetics – bridges, dentures. Last dental exam/check-up.): Neck (pain, limitation of motion, lumps or swelling, enlarged or tender lymph nodes, goiter): None Neurologic System (history of seizure disorder, syncopal episodes, CVA, motor function or coordination disorders/abnormalities, paresthesia, mood change, depression, memory disorder, history of mental health disorders): None Health Promotion (activities to stimulate thinking, exam related to mood changes/depression): Endocrine System (history of diabetes or insulin resistance, history of thyroid disease, intolerance to heat or cold): None Health Promotion (last blood glucose test and result, diet): Breast and Axilla (pain, lump, tenderness, swelling, rash, nipple discharge, any breast surgery): None Health Promotion (performs breast self-exam – both male and female, last mammogram and results, use of self-care products): Respiratory System (History of lung disease, smoking, chest pain with breathing, wheezing, shortness of breath, cough – productive or nonproductive. Sputum – color and amount. Hemoptysis, toxin or pollution exposure.): Patient has had history of chest pain with breathing, wheezing, shortness of breath, productive cough, with clear sputum. Health Promotion (last chest x-ray, smoking cessation): Medication: patient on bronchodilators Cardiac System (history of cardiac disease, MI, atherosclerosis, arteriosclerosis, chest pain, angina): Chest pain Health Promotion (last cardiac exam): Peripheral Vascular System (coldness, numbness, tingling, swelling of legs/ankles, discoloration of hands/feet, varicose veins, intermittent claudication, thrombophlebitis or ulcers): None Health Promotion (avoid crossing legs, avoid sitting/standing for long lengths of time, promote wearing of support hose): Hematologic System (bleeding tendency of skin or mucous membranes, excessive bruising, swelling of lymph nodes, blood transfusion and any reactions, exposure to toxic agents or radiation): None Health Promotion (use of standard precautions when exposed to blood/body fluids): Gastrointestinal System (appetite, food intolerance, dysphagia, heartburn, indigestion, pain [with eating or other], pyrosis, nausea, vomiting, history of abdominal disease, gastric ulcers, flatulence, bowel movement frequency, change in stool [color, consistency], diarrhea, constipation, hemorrhoids, rectal bleeding): Patient has had a history of diarrhoea once Health Promotion (nutrition – quality/quantity of diet; use of antacids/laxatives): Used anti-diarrheals Musculoskeletal System (history of arthritis, joint pain, stiffness, swelling, deformity, limitation of motion, pain, cramps or weakness): None Health Promotion (mobility aids used, exercises, walking, effect of limited range of motion): Urinary System (recent change, frequency, urgency, nocturia, dysuria, polyuria, oliguria, hesitancy or straining, urine color, narrowed stream, incontinence; history of urinary disease; pain in flank, groin, suprapubic region or low back) None Health Promotion (methods used to prevent urinary tract infections, use of feminine hygiene products, Kegel exercises): Male Genital System (penis or testicular pain, sores or lesions, penile discharge, lumps, hernia): None Health Promotion (performs testicular self-exam): Female Genital System (menstrual history, age of first menses, last menstrual cycle, frequency of cycles, premenstrual pain, vaginal itching, discharge, premenopausal symptoms, age at menopause, postmenopausal bleeding): Not applicable Health Promotion (last gynecological checkup, pap-smear and results, use of feminine hygiene products): Sexual Health (presently involved in relationship involving intercourse or other sexual activity, aspects of sex satisfactory, use of contraceptive, is relationship monogamous, history of STD): Patient has been married for three years now, the couple has a normal sexual life with all satisfactory aspects. The relationship is monogamous. Health Promotion (safe-sex practices): Faithfulness to each other as partners. Nursing Diagnoses: Based on this health history and health screening, the following diagnoses were made; The actual nursing diagnosis made was Ineffectile breathing pattern related to airway blockage by tenacious mucous secretions as manifested by patients irregular rapid breathing pattern (Nettina, MSN, Nettina, 2013). Readiness for enhanced management of therapeutic regimen is the wellness diagnosis made. Risk diagnosis made is the risk for activity tolerance related to decreased xygenation (Holloway Galvin, 2016). References Holloway, I., Galvin, K. (2016). Qualitative research in nursing and healthcare. John Wiley Sons. Nettina, S. M., MSN, A. B., Nettina, S. M. (2013). Lippincott manual of nursing practice. Lippincott Williams Wilkins.

Struggles of African Americans in Langston Hughes’ Poems,...

Struggles of African Americans in Langston Hughes’ Poems, Mother to Son and Lenox Avenue: Midnight The experiences, lessons, and conditions of one’s life provide a wellspring of inspiration for one’s creative expressions and ideas. Throughout life people encounter situations and circumstances that consequently help to mold them into individualized spirits. An individual’s personality is a reflection of his or her life. Langston Hughes, a world-renowned African American poet and self-professed defender of African American heritage, boldly defies the stereotypical and accepted form of poetry at his own discretion. Although Langston Hughes is a successful African American poet, he, like many other Harlemites, faces obstacles†¦show more content†¦Hughes creates a character, the mother, who survives and overcomes the obstacles that life has offered her. In the poem Hughes institutes harsh objects on the stairs in order convey the obstacles the mother has to overcome: Life for me ain’t been no crystal stair. It’s had tacks in it, And splinters, And boards torn up, And places with no carpet on the floor— Bare. (2-6) Unfortunately, the mother experiences tough times, which Hughes clearly conveys through his word choice. Hughes metaphorically compares life to a crystal stair, which the mother’s life has not been. By using the crystal stair comparison Hughes allows the reader to relate to the reality of the mother’s life. A crystal stair is imagined to be perfect, pleasant, and beautiful, thus representing a charmed life. However, in actuality, no life is without imperfection. Throughout the poem the mother insists for her son to persevere and continue climbing the staircase of life; the reader can sense desperation in the mother’s words. In the verse, â€Å"So boy, don’t you turn back,† Hughes reveals the anxious nature of the mother while also characterizing the son (Hughes 14). Consequently, the son is also perceived as climbing an obstacle-ridden staircase and struggling to continue on. Fortunately, the son has a hopeful mother to encourage him to

Organization Behavior Similarities and Dfferences

Question: Discuss about the Organization Behavior Similarities and Dfferences. Answer: Introduction With the growth of competition, Australian mining and finance industry is constantly expanding where candidates from varying culture is incorporated. The considerable state of being diverse in a workplace is rapidly increasing comprising employed individuals from different nations (D'Netto et al., 2014). One of the most critical issues that Australian based organizations are facing at present is managing diversity and simultaneously expanding itself in the competitive market. Due to relaxation in visa policies and higher wages, candidates from different parts of world find Australia to be the most comfortable country to establish their career (Kulik, 2014). This paper will discuss about the topic diversity and specific issue under focus will be diversity management. The entire literature will be divided into core themes comprising issues in diversity management, leadership in diversity management, ways to manage diversity and impact of effective diversity management. Discussion While considering issues in diversity management in Australian Organization, it can be said that immigration is the most impactful factor. According to Peretz, Levi and Fried, (2015), 20% of the Australian employees are having parents who are born overseas and such immigrants have acquired mixed culture. Such individuals ethnicity, trend and etiquette are different from core Australian residents. Finally, at the time of working in a group, these individuals are not respected or valued, violating diversity management. On the other hand, Walsh, (2014) pointed out that 28% of Australian employees are born outside and such migrants are found have complete different culture and rituals, which violates Australian values. Even though organizations try to adhere to several policies of discrimination, still such petite group of individuals never gets respect in the workplace, which hampers productivity. According to Muchiri and Ayoko, (2013), nearly 20% of Australian employees speak language other than English, which impacts in workplace communication. As per sbs.com.au, (2016), 18% Australian employees are experiencing discrimination because of religion, ethnic or skin color, which prevents diversity management. Chung et al., (2015) pointed out that 13% of surveyed organizational leaders does not care effective implementation of cultural diversity management and even Fujimoto et al., (2013) indicated that 53% of surveyed respondents feel that female employees are not getting desired senior executive level. From the above views of the authors it can be said that issues are mainly pertaining to policy implementation, casual behavior of senior executives and acceptance approach from Australian natives. Organizational leaders cannot solely do diversity management but employees are to be entertained to enlighten their acceptance attitude. For example, considering Kinetic Securities Company it can be said that improper training schedules and procedure of working in a group is not defined, which resulted in improper client management (fwc.gov.au, 2016). With rising level of migration and globalization, Australian organizations are to manage diverse workforce. Organizations must have to concentrate on diversity management for increasing competition of hiring, motivating and retaining diverse talented employees. According to a study of International Journal of Manpower in 2009, Australia has been considered as the most diversified country (Guo Al Ariss, 2015). This study explored diversity management conducted in 15 Australian companies. According to Ragins et al., (2012), Australian employees are highly inclined to be resistant in accepting other employee from other ethnicity and culture. On the other hand, Christiansen and Sezerel, (2013) opined that 20% employees in Australian organizations face racial discrimination in each day. Among them, 11% employees are excluded from workplace due to their social setting in regards to race (Sharma, 2016). 5% employees experience physical assault due to their racial background. According to T renerry and Paradies, (2012), the workplace diversity also occurs due to language barriers, as most of the migrated employees are from India and China. Therefore, this also become major barrier within the collaboration of the employees. The managers of Australia are to face several challenges during managing diversity in workplace. According to Ng and Sears, (2012), diversity can damage the positive attitude of the employees, which results in poor productivity of the employees. On the other hand, Park, (2013) opined that workplace diversity could also lead to disorganized workplace through poor communication among the employees. In such situation, effective leader is highly required for the workplace of Australian organization. According to Klarsfeld et al., (2016), effective leaders should always demonstrate high sensitivity towards the ever evolving diversity in workplace. They should take initiative of demonstrating appreciation to the diverse workforce and respect their individual values. On the other hand, Ng and Sears, (2012) opined that leader should foster positive environment by valuing different religious events, family condition and personal significance. Moreover, leaders should be high accountable and s hare the actual value of diversity management to the employees. According to Christiansen and Sezerel, (2013), leaders should demonstrate high respect to the differences among the employees. They should value the unique qualities of diverse people and utilize those unique qualities towards achieving the goals of organization. On the other hand, Sharma, (2016) pointed out that top down support is highly recommended for the leaders towards managing cultural diversity in workplace. They should be supportive to each employee having different cultural backgrounds. Moreover, the leader should persuade affiliative leadership in which they will understand individual emotional needs and relationship with each other. In this way, they will direct these emotional sides towards work-life for fostering effective productivity.Considering the ways to manage diversity in organizations, it can be said that the Australian finance industry and healthcare industry and material industry is rapidly expanding, where presence of cultural diversity is the most prominent (Ng Sears, 2012). According to Park, (2013), emphasizing communication among the employees regarding policies, regulations and information through picture, symbols and presentation slides during conference helps in diversity management. Whereas, Walsh, (2014) pointed out that at times when every individual in an organization is treated uniquely, then they feels valued and respected, which finally aids up in performance commitment. On the other hand, Guo and Al Ariss, (2015) pointed out that when groups consisting of intercultural individuals are assigned to perform distinctive tasks then innovative ideas are nurtured that helps in managing diversity. Furthermore, Christiansen and Sezerel, (2013) pointed out that when progressive decisions in an organization are made against core objectives irrespective of culture, background or ethnicity of an individual, then none is abandoned. This helps in incredible diversity management. Finally, Trenerry and Paradies, (2012) pointed out that when employees are al lowed to complain discriminatory behavior and treat the case with detailed investigation from higher authority then they feel justified. This helps in equal opportunity for all employees aiding diversity management. From the above reviews of several authors, it is evident that organizational diversity can be managed only if individuals are valued. For example, Australian finance companies like Bakers Investment Group and Bluestone Group have several employees from New Zealand and India where most of the progressive decisions are finalized from the views of non-natives (Klarsfeld et al., 2016). While considering material industry, Ezilon Australia while innovating, mainly forms groups with such individuals who are typically distinct in culture. This helps is team building and creative approach to accomplish projects (Christiansen Sezerel, 2013). Therefore, it can be said that managing diversity can be accomplished when organizations try to achieve goals by focusing on team performance rather than concentrating individually. The failure and success of diversity management is highly dependent on organizations ability to handle this. Effective diversity management will have huge positive impact on Australian organizations. According to Fujimoto et al., (2013), diverse workforce can offer variety of diversified solutions to the complex organizational problems. With diverse workforce, organizations can have employees having different language skills and different cultural understanding. Ragins et al., (2012) pointed out that diverse set of skills and knowledge will allow Australian organizations to provide excellent customized service to the global customers. Therefore, effective diversity management will assist most of the global Australian organization towards dealing with global customers. According to Trenerry and Paradies, (2012), diverse workforce, who feels comfortable in sharing varying point of views can create larger pool of experience and ideas. Therefore, the organizations can offer customized so lution to the customer as per their dynamic needs. On the other hand, Ng and Sears, (2012) suggested that diversity management can cultivate creativity in within the organization through diverse ideas of diverse workforce. It has been found that IGA Supermarket is highly capable of managing their diverse workforce. Therefore, they are successful expanding in global market by serving to global taste. Conclusion While concluding the study, it can be said that workforce diversity in organization occurs through the variance in the age, race, ethnicity, culture, gender and religion. Australian organizations are considered to have most diversified workforce in the workplace. The prime reason of Australian workforce diversity is difference among Asian-Australian employees. Without having an effective strategy, workforce diversity can lead to unproductive work environment. Diversity can lead to communication barriers, employee discrimination and employee resistance. Therefore, the managers of Australian organization should highly focus on fostering positive environment towards effective diversity management. The leaders should be highly authentic towards communicating proper value of diversity management to the employees. Australian organizations should provide proper training to the employees towards understanding diverse culture and valuing those cultures. Effective diversity management can brin g diverse set of ideas in the organization. Therefore, it can lead to highly productive performance for organizations. References Christiansen, B., Sezerel, H. (2013). Diversity management in transcultural organizations.Global Business Perspectives,1(2), 132-143. Chung, Y., Liao, H., Jackson, S. E., Subramony, M., Colakoglu, S., Jiang, Y. (2015). Cracking but not breaking: Joint effects of faultline strength and diversity climate on loyal behavior.Academy of Management Journal,58(5), 1495-1515. D'Netto, B., Shen, J., Chelliah, J., Monga, M. (2014). Human resource diversity management practices in the Australian manufacturing sector.The International Journal of Human Resource Management,25(9), 1243-1266. Fujimoto, Y., Hrtel, C. E., Azmat, F. (2013). Towards a diversity justice management model: integrating organizational justice and diversity management.Social Responsibility Journal,9(1), 148-166. fwc.gov.au. (2016).FWC Main Site. Retrieved 4 December 2016, from https://www.fwc.gov.au/about-us/careers/workplace-diversity-strategy-2013-15 Guo, C., Al Ariss, A. (2015). Human resource management of international migrants: Current theories and future research.The International Journal of Human Resource Management,26(10), 1287-1297. Klarsfeld, A., Ng, E. S., Booysen, L., Castro Christiansen, L., Kuvaas, B. (2016). Comparative equality and diversity: main findings and research gaps.Cross Cultural Strategic Management,23(3), 394-412. Kulik, C. T. (2014). Working below and above the line: The researchpractice gap in diversity management.Human Resource Management Journal,24(2), 129-144. Muchiri, M. K., Ayoko, O. B. (2013). Linking demographic diversity to organisational outcomes: The moderating role of transformational leadership.Leadership Organization Development Journal,34(5), 384-406. Ng, E. S., Sears, G. J. (2012). CEO leadership styles and the implementation of organizational diversity practices: Moderating effects of social values and age.Journal of Business Ethics,105(1), 41-52. Park, J. S. Y. (2013). Metadiscursive regimes of diversity in a multinational corporation.Language in Society,42(05), 557-577. Peretz, H., Levi, A., Fried, Y. (2015). Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation.The International Journal of Human Resource Management,26(6), 875-903. Ragins, B. R., Gonzalez, J. A., Ehrhardt, K., Singh, R. (2012). Crossing the threshold: The spillover of community racial diversity and diversity climate to the workplace.Personnel Psychology,65(4), 755-787. sbs.com.au. (2016).News. Retrieved 4 December 2016, from https://www.sbs.com.au/news/article/2015/02/03/australian-companies-promote-workplace-diversity Sharma, A. (2016). Managing diversity and equality in the workplace.Cogent Business Management,3(1), 1212682. Trenerry, B., Paradies, Y. (2012). Organizational assessment: an overlooked approach to managing diversity and addressing racism in the workplace.Journal of Diversity Management (Online),7(1), 11. Walsh, J. P. (2014). The marketization of multiculturalism: Neoliberal restructuring and cultural difference in Australia.Ethnic and Racial Studies,37(2), 280-301.

Test Tube Mystery Lab Report Sample

Test Tube Mystery Lab Report Paper Solubility can be determined through reacting two chemicals together and see if a precipitate is created. Previous knowledge of the solubility rules will help disclose whether two chemicals will or will not create a precipitate. When two chemicals do create a precipitate, it will be easy to determine which chemicals they are. In the end, one chemical will be left over. Safety: Safety is always the first concern in a lab. Prior to the lab, students were asked to identify where the eye wash station was, the fire extinguisher and blanket were, and the safety shower was. When working with chemicals it is essential to wear safety glasses. Since the students were informed of which chemicals were going to be used prior to the experiment, the students should look at the Material Safety Data Sheet to see what safety concerns may come with the chemicals being used. In the experiment, the students worked with acids. To avoid spilling acids on their persons, the students used syringes to control where the acids were going to be placed. Also, at the end of the experiment, students properly disposed of the laboratory waste and washed their hands, washing away any Heimlich that they may have come in contact with. Method: 1. Cuscus is blue. 2. Use litmus paper to find the two acids, HOSES and HCI, and the base, Noah. The litmus paper turned blue for the base and red for the acids. 3. React acids with all of the chemicals to find Cacao and HOSES, which creates a precipitate, while Cacao does not react with HCI. 4. React Noah with the remaining chemicals to find NICE, which creates a rotten-egg-like odor. 5. React HCI with Again to create a white precipitate. 6. BP(NON)2 and HCI creates a white precipitate. 7. BP(NON)2 and SKI creates a yellow precipitate. 8. Nab is the remaining chemical. We will write a custom essay sample on Test Tube Mystery Lab Report specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Test Tube Mystery Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Test Tube Mystery Lab Report specifically for you FOR ONLY $16.38 $13.9/page Hire Writer