Health Promotion Strategies for Smoking Cessation


Drawing on appropriate literature, provide a critical analysis of the application of health promotion philosophies, principles and approaches underpinning public health practice in relation to a relevant topic (e.g. any public health policy in the UK)

The chosen public health topic is smoking. The student has selected this subject because it is a current issue of particular relevance because of the prohibition to premises becoming smoke- free if they are open to the public, due to be enforced in England in July 2007 (Health Act 2006). Smoking is also an important topic because it has been identified as the single most significant public health problem in the UK (Royal College of Physicians 2000); approximately 114,000 smokers in the UK die as a result of smoking (Action on Smoking and Health 2005). The treatment of smoking- related conditions costs the National Health Service (NHS) up to £1.7 billion per year with an estimated cost of £1.7 million to British industry every year as the result of lost working hours caused by smoking- related illness (Gommans 2005).

According to Tannahill (1985) health promotion is a broad concept which encompasses health education and health prevention. Health education refers to working with groups and individuals to promote healthy behaviours, whereas health prevention refers to strategies which prevent ill- health such as immunisation.

Public health is defined as:

‘The science and art of preventing disease, prolonging life and promoting health through organised efforts of society’ (Acheson 1988)

This definition implies a collective approach; however public health has been criticised as being medically dominated (McPherson 2001).

Philosophies of health promotion provide a framework for exploring our rationale and justification for wanting to change health- related behaviour. Seedhouse (2002) refers to health promotion as a ‘moral endeavour’; in other words health professionals are required to make judgments about if, how and when to intervene in relation to the health behaviours of patients, clients and service users, taking into account individual needs and priorities. In some cases health behaviours affect not only the individual but others, also; this applies to the effects of secondary smoking, for example. Taking into account the secondary effects of health behaviours may impact upon the ‘moral endeavour’ of health professionals and health policy makers. Moral judgements underpin the work of health professionals; the student recalls an incident when a lady aged 100 who had smoked all of her adult life and who clearly did not have long to live, asked to be helped to smoke a cigarette. This simple act gave her pleasure and it seemed irrational and unkind not to respond to her request. Moral judgements are not always straightforward.

Philosophical principles applicable to health promotion include logic; the development of reasoned argument (Naidoo and Wills 2000a). Our arguments for changing health-related behaviour are evidence- based involving for example, the type of statistics about smoking highlighted in para 1 of this page. There is a large body of evidence which supports the argument that smoking is damaging to health and yet, as discussed further on (para.2, p.4), it can be seen that individuals do not always respond to logical reasoned argument in relation to modifying health- behaviours.

Epistemology, another philosophical principle, is concerned with the debate about truth, in this case exploring what health really means. There are different models of health including the medical and social models. The medical model is concerned with the categorisation of illness and disease and with specific medical interventions given by the ‘expert’ (the health professional) to the patient, who has traditionally been a passive recipient of this expert advice and intervention. A social model of health involves a broader interpretation of health which is influenced by a range of determinants, such as age, gender, socioeconomic factors, education and environment. Within this model, strategies to improve health status adopt a wider perspective than the medical model, seeking to address the aforementioned determinants. In relation to health promotion, the medical model might not take into consideration, factors which affect the individual’s behaviour such as their socioeconomic status. There is evidence that smoking behaviour is more prevalent among more disadvantaged socioeconomic groups (Gulliford et al 2003). It is important therefore to take into consideration this and other, factors when developing health promotion strategies and not to reduce the issue to one of the giving and receiving of information with an assumption that behaviour will be modified as a result.

Health promotion philosophies are also concerned with ethics. The theory of ethics is divided into two main categories: deontological and consequential. Deontology is concerned with our duty to behave according to a set of moral principles. On page 1, paragraph 5, the issues/ dilemmas involved for health professionals in making moral judgements, were referred to. Consequential ethics are based on the premise that a judgment about whether an action is right or wrong is dependent on its end result, in other words whether the ends justify the means. This has some interesting implications for health promotion. Further on (p.4) some health promotion strategies are discussed including a debate about the use of legislation, i.e. enforcement, to bring about health- related behavioural change. As stated earlier (para.1, p.1) this issue is of particular relevance to smoking. The argument for enforcement is that the end result of reducing smoking behaviours and resultant improvement in health status as well as savings made to the cost of healthcare, justifies the prohibition legislation.

Broad approaches to health promotion reflect the models of health referred to (para. 2 on this page) and are categorised by Naidoo and Wills (2000b) as medical/ preventative; behavioural change; educational; empowerment and social change. Within the medical approach there are three levels of prevention: primary, secondary and tertiary. To apply these specifically to smoking; the primary level aims to prevent smoking behaviour before it begins, the secondary level is concerned with preventing the recurrence of a smoking- related illness or disease by encouraging the patient to give up smoking and the tertiary level is about promoting quality of life within a chronic condition such as diabetes, in which case the message would be that the individual’s quality of life would be optimised if they do not smoke.

The behavioural approach focuses on lifestyle issues (Laverack 2004) Emphasis is placed upon the individual’s responsibility for health which does not take into account factors outwith the individual’s control and as such, this approach has been criticised for being ‘victim- blaming’ (Tones and Tilford 2001), shifting responsibility away from the government for example, in relation to individual health status.

The educational approach is less about placing responsibility on individuals in relation to their health- related behaviours and more about giving information and facilitating people to make informed choices about their lifestyle choices. This approach relates to the rational- empirical strategy described further on (para. 2, p.4) as it is based on the assumption that giving people information will lead to attitudinal and behavioural change. As will be seen, this does not always happen. This approach is also dependent on a level of concordance from the individual, for example a commitment to attend regular sessions as part of an educational programme.

The empowerment approach reflects the normative- re-educative strategy described further on (para. 4, p. 4) and entails giving people the means to have increased control over the determinants that affect their health status. This involves community participation, a collective approach which is embedded within the philosophy of public health. According to Laverack (2004) there can be different interpretations of what constitutes a ‘community’. We tend to think in terms of a geographical community; a locality. It might be more effective in health promotion terms to think of a community as a group with shared characteristics, such as young people. The reality of community participation is that it tends to be more evident among communities who are educated and higher up the socioeconomic scale. People who are disadvantaged are less lilkely to be motivated to participate in health- related programmes- they may feel marginalised and are preoccupied with the issues that their situation presents, such as concerns about housing and income; health promotion is not viewed as a priority, and smoking might be used as a means of helping them to cope with adversity (Hanson Hoffman 1998).

This leads onto the notion of the social change approach. This is quite a complex concept that involves health promotion initiating and driving social change in order to improve conditions that are conducive to health (Erben et al 2000). Social change would involve making the sorts of improvements that would place health issues more firmly on everybody’s agenda. There are many factors that contribute to social change such as legislation and shifts in ideas about codes of behaviour. For example, attitudes about sexual behaviour have changed over the years, contributing to health issues such as increased incidence of sexually transmitted disease and a rise in teenage pregnancies (Measor et al 2000). There is some indication that social attitudes to smoking have changed (Moonie 2005) which is arguably, a positive development; some smokers report that they feel like social pariahs! The social change approach is underpinned by an acknowledgement of the complexity of what influences health- related behaviours and can be linked to the social model of health, discussed in para. 2, p.2.

Specific health promotion methods are quite diverse including: giving information in a didactic manner, for example via talks to large groups; lobbying local health and Government authorities; making use of the mass media (for example there is currently a television information advertisement about the early signs of myocardial infarction); working with groups; teaching social or life skills that are related to health status; publicity events, e.g. health fairs; facilitating community groups; enforcing health regulation; one to one advice and education; networking and liaising with other workers; instructing on specific techniques, such as self-administration of insulin; facilitating self help groups and enabling health promotion by the provision of support services such as childcare and interpreting facilities (Naidoo and Wills 2000c). Most of these methods can be adapted for use with smoking cessation.

The change strategies framework by Bennis (1976) can be applied to health behavioural change and is of particular relevance to anti- smoking legislation. It includes three strategies for bringing about change which are based on different assumptions about human behaviour, and which, when applied to health promotion, involve three distinctly different approaches. The first strategy (rational- empirical), is based on the supposition that ‘knowledge is power’. Within this strategy it is assumed that an individual will modify their health- related behaviour in response to receiving reliable and valid information. For example, if the government or a health professional issues advice about the dangers of smoking, the individual should reduce or cease their smoking habit. It is well- known that this often does not happen; even some health professionals smoke, despite their level of knowledge about the dangers (McKenna 2001). The reasons for this are usually related to dependence. It is also possible that human beings adopt Freudian mental defence mechanisms, which are maladaptive coping strategies used (in this instance) to circumvent evidence of the negative consequences of a health- related behaviour, such as smoking. These include denial, intellectualisation (which involves citing contradictory evidence), or rationalisation, among others (Lupton 1995). Resorting to these defences can undermine the power of knowledge and evidence, however valid and reliable it is.

The second strategy (power- coercive) involves the use of legislation and policy change in order to enforce health- related change. A good example of this is the anti- smoking legislation referred to in paragraph 1, page 1. There is some evidence to demonstrate that no- smoking policies do have the effect of reducing smoking behaviour (Brigham et al 1994). There has been criticism of the legislation as it is seen by some as an infringement of the individual’s right to choose. However this view is countered by the argument that the health of non- smokers can be adversely affected by cigarette smoke, and these people have the right to be protected (HM Treasury 2004). It appears that many non- smokers feel that they should be safeguarded from the effects of passive smoking (Pilkington et al 2006).

The first two strategies adopt a ‘top- down’ approach whereas the third strategy (normative- re-educative) is based on the assumption that an individual is more likely to change their health- related behaviour if they have had involvement in bringing about the change; if they feel empowered. This approach underpins some of the health promotion strategies referred to in para. 1 of this page; for example facilitating community groups. However as discussed earlier (para. 2, p.3), it seems likely that community participation and empowerment might be of limited value within certain groups, such as people who are disadvantaged or marginalised.

In conclusion, it appears that a multi- faceted approach needs to be adopted in order to address health- behaviours which are harmful to health, in this instance smoking. The starting point is that there is incontrovertible evidence that smoking is harmful to health, and can lead to premature death, as cited in para.1, p.1. The question of whether we have the right to choose to smoke can be challenged because of the evidence- base that demonstrates that smoking can affect the health of others (para. 3, p. 4). However it is important to recognise that people who smoke need adequate support and resources in order to be able to stop. There is existing evidence that legislative and policy change can reduce smoking behaviours (para. 3, p.4) and it will be interesting to see the outcomes of the current legislation (para. 1, p. 1). However, smokers also need clear, unambiguous messages about the effects of smoking, consistent support from health professionals and accessible information about smoking cessation services (Kerr et al 2006).


References

Acheson D. Independent Inquiry into Inequalities in Health: Report. London Stationery Office 1988.

Action on Smoking and Health Factsheet No. 2. Smoking Statistics: Illness and Death. ASH 2005.

Bennis et al The Planning of Change Holt Rinehart and Winston 1976

Brigham J, Gross J, Stitzer M and Felch L Effects of a restricted work-site smoking policy on employees who smoke.

Am J Public Health

. 84(5): 1994 pp. 773–778.

Department of Health. Health Act 2006. Part 1 Chapter 1. 2006.



Erben R, Franzkowiak


P and Wenzel E. People empowerment vs. social capital: from health promotion to social marketing.



Health Promotion Journal of


Australia

. 9(3) 2000 pp. 179-182

Gommans J, Bunton J and MacDonald G. Health Promotion: 2nd Edition. Routledge. 2005. p.189.

Gulliford M, Sedgwick J and Pearce A. Cigarette smoking, health status, socio-economic status and access to health care in diabetes mellitus: a cross-sectional survey.

BMC Health Service Research

2003 pp. 3: 4.

Hanson Hoffman. Recovery from Smoking – Second Edition: Quitting with the 12 Step Process – Revised Second Edition. Hazelden. P.1

Kerr S, Watson H, Tolson D, Lough M and Brown M. Smoking after the age of 65 years: a qualitative exploration of older current and former smokers’ views on smoking, stopping smoking, and smoking cessation resources and services.

Health


and Social Care in the Community

. 14(6) 2006 pp. 572-582,

Laverack G. Health Promotion Practice: Building Empowered Communities. Sage publications. 2004. pp. 21, 22, 44.

Lupton D. The Imperative of Health: public health and the regulated body. Sage Publications. 1995. p. 111.

Mckenna H, Slater P, McCance T, Bunting B, Spiers A and McElwee G. Qualified nurses’ smoking prevalence: their reasons for smoking and desire to quit.

Journal of Advanced Nursing.

35(5). 2001. pp.769-75

McPherson K. Public health does not need to be led by doctors: for.

BMJ

. 30; 322(7302) 2001 p.3–1596.

Measor L, Tiffin C and Miller K. Young People’s Views on Sex Education: Education, Attitudes and Behaviour. Routledge 2000. p.4.

Moonie N (Ed.) GCE AS Level Health and Social Care Double Award Book. Harcourt Heinemann. 2005. p.29

Naidoo J. & Wills J. Health Promotion: foundations for practice (2nd edition). London, Baillière Tindall 2000. pp. 113

Pilkington P, Gray S. Gilmore and A. Daykin N. Attitudes towards second hand smoke amongst a highly exposed workforce: survey of London casino workers.

Journal of Public Health.

28(2) 2006 pp.104-110

Royal College of Physicians. Nicotine addiction in Britain: A report of the Tobacco Advisory Group of the Royal College of Physicians. RCP 2000.

Seedhouse D. Ethics: the heart of healthcare. Second Edition. John Wiley and Sons.. 2002. Chapter 2

Tannahill A What is Health Promotion?

Health Education Journal

44(4) 1985 pp. 167-8

Tones K and Green J Health Promotion: Planning and Strategies. Sage Publications. 2004. p. 16.

Tones K and Tilford S. Health Promotion: effectiveness, efficiency and equity. Nelson Thornes. 2001. p. 28.


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Adherence to professional standards is not always enforceable. Provide an example that demonstrates this concept. What do think should be done to make the standard enforceable?250 words or more

Adherence to professional standards is not always enforceable. Provide an example that demonstrates this concept. What do think should be done to make the standard enforceable?250 words or more

1. It is important for professionals to conduct themselves according to their discipline’s standards to promote the general good of the discipline. However, adherence to professional standards is not always enforceable. Provide an example that demonstrates this concept. What do think should be done to make the standard enforceable?250 words or more

2. Health Care Administrators: http://www.hcaa.org/ Please review the website and discuss the primary function of the organization and identify professional standards of practice discussed on the website. How do these standards of practice relate to your professional development plan?250 words or more

3. Describe an interview, or interview question, that you found to be difficult. How did you handle it at the time and, in retrospect, what might you have done differently?250 words or more

4. Your résumé/CV is an essential component of your professional portfolio. How is it used to convey your professional identity prior to the job interview?250 words or more

Four times a number- x- plus five times a number- y- equals 79. Ten times x minus 5 times y equals 5.

1.Four times a number, x, plus five times a number, y, equals 79. Ten times x minus 5 times y equals 5. Find the numbers by setting up a system of linear equations and solving the system using the elimination method.

x = 7, y = 9

x = 6, y = 11

x = 8, y= 10

x = -10, y = 7

2.Kayla has saved $350 in 5 months. Express her rate of savings as a unit rate.

$140 every 2 months

$75 every month

$70 every month

$350 every 5 months

Leadership And Nurse Job Satisfaction Nursing Essay

A detailed study of articles and journals, critically analyzing the ways in which nurses can feel satisfied in their workplace, and satisfaction in the profession. Many factors contribute to satisfaction, or lack of it. These include psychological factors as attitude towards work and social problems affecting individual worker; effects of the organizational leadership and material factors.

Leadership greatly affects satisfaction. It is on this basis that I have raised the arguments, since leadership influences workplace culture, and acts to influence other factors mentioned above.

Recommendations

Commitment of nurses in job depends greatly on the leadership style. Better leadership style can formulate policies regarding

wages and salary

; professionalism; flexibility in work; research and career development; gender equity; health; age; race; and other socio-economic policies that will enable the work environment be appreciated by nurse and other workers. This increases their level of commitment and satisfaction.

Conclusion

Job satisfaction in nursing ensures commitment. Better leadership and managerial style is needed for achievement of satisfaction. Transformation of leadership structure and perception is essential.

Introduction

Job satisfaction generally implies the contentment of an individual worker with his job. It entails attitude one has concerning the job; an affection due to appraisal of his job. Many factors are attributed to job satisfaction, where the workers feel happy with their jobs. Job satisfaction depends on the management style, involvement of the employees, organizational culture, empowerment, employee autonomy and positivism. Most of the positions in health care and nursing are held by nurses; hence their job satisfaction is great in any organization. There are varying degrees of job satisfaction in nursing.

The nurses feel satisfied depending on the level and the units in which the nurses worked in the healthcare organization. The nurses may feel personally satisfied by some aspects of job environment which may not satisfy other nurses. Job dissatisfaction makes nurses to decide and change careers as a possible solution. Job satisfaction can be evaluated in terms of performance, intrinsic work values, profits (income) and patient-related issues. In the sector characterized by shortage of nurses, job satisfaction therefore, is of paramount importance to the management and the workers. Job dissatisfaction leads to absenteeism, staff turnover and quits (Fitzpatrick and Wallace, 2005, p.307).

Job satisfaction in nursing is mostly attributed to work environment which should be favorable. The nurses point out that there should be free interactions with peers at the workplace. The opportunities for future career development also makes nurses feel satisfied with their jobs. Some nurses feel dissatisfied by management floating them to work overtime and other areas outside their expertise.

Management and job satisfaction in healthcare are closely correlated, and this leads to commitment. When nurses feel satisfied with their job, they will have a lower intention to leave the workplace. Leadership plays a major role in job satisfaction of nurses. It is positively correlated with their job satisfaction and commitment. It is clear that nurses who take leadership positions in the hospitals tend to encourage other nurses to do more and maintain higher quality standards.

Leadership basically is the process sin which individual greatly influences others to achieve specific mission. In the organization, leaders formulate long term vision, build teams, coalitions and increase commitment among the workers. Achieving organizational goals through effective leadership involves inspiring, motivating and empowering employees. Supervisors are salient in workplace. He represents organizational culture and changes behaviors of subordinates (Toscano and Ponterdolph, 1998, p.32)

Many nurses feel devalued in their jobs. The net gain of the healthcare organizations go to the patients, as such, the nurses develop feelings that they are not valued and recognized as contributing highly to the healthcare organization’s profits. (Fletcher, 2001, p.328)

The attitudes of coworkers within the organization on a horizontal scale also contribute to job satisfaction of most nurses. The nursing profession is physically demanding. It involves repositioning of patients and certain movements and exposure at given situations. Most of the nurses in health care organizations are dissatisfied by the management which puts them to work long hours (Fletcher, 2001, p.329).

There is high job satisfaction in nurses who are autonomous and are operating independent clinics and healthcare centers. They use their critical thinking skills in their work. They feel satisfied and empowered at their places of work where they are encouraged and are expected to ask questions concerning patient’s care.

Nurses are satisfied by opportunities for future development in their career work. Healthcare organizations which have career advancement policies are preferred by the nurses. Community outreach also makes nurses happy, and feel satisfied with their jobs. The work environment with opportunities for community services meant to improve the people’s lives in the community make nurses feel satisfied. The nurse, according to recent surveys, enjoys his or her work as a teacher, and as such gains professional and personal satisfaction. He does this by mentoring novice nurses and educating patients and their families (Hyett, 2003, p.134)

The work environment in nursing contributes to job dissatisfaction. Health care organizations have a tendency to under-employ staff, fewer personnel especially full time personnel. The nurse is the face of the organization and is prone to risks such include toxic and latex problems, disinfectants. The work environment which is unsafe makes the nurse feel dissatisfied. Job satisfaction is higher in residential care than in nursing homes and hospitals. This comes as a result of nurse being satisfied with the working conditions in the homes (Ingresol et al, 2002, p.253)

Homes ensure autonomy, and increased job control combined with rewarding relation with chronic patients. These nurses feel satisfied because they do not experience administrative burden and tremendous pace required by hospital nurses. The hospital environment makes the nurses feel dissatisfied since the doctors decisions are supreme and final. There are more hierarchical and bureaucratic management procedures in the hospital environment that dissatisfies nurses and lowers their commitment (Lashinger and Havens, 1997, p.44).

Gender aspects of leadership in health care organizations make he women nurses feel dissatisfied. They are underrepresented in the top management. They are likely to lead in lower level positions as departmental heads. Men take the chief executive office and other senior positions. Even in the management, women also feel dissatisfied by the salaries they get since they are paid significantly lower salaries. There exists the male-female salary gap which has been constant over time. The female executives also feel burdened by family responsibilities and become dissatisfied by the job. More females than males voluntarily withdraw from job (Shader et al, 2001, p.214).

Racial leadership styles in healthcare management makes the nurses feel dissatisfied with their jobs especially when there is racial discrimination in the organization they work in. there is tendency for management to prefer certain races over others and this from the majority in leadership structure. Others feel devalued and dissatisfied with this management style. They will opt to voluntarily leave nursing, seeking other professions, or absenting themselves from work (Nayeri et al, 2005, p.16).

Most of the health care organizations face challenges that come with aging population, insured and noninsured persons, adjusting to expensive technology which generally requires more resources. These challenges require clinical leaders who value health care workers and specifically nurses.

The nurses become dissatisfied as their degree of professionalism increases. Their expectations from the management decrease. The sister nurses and deputy nurses are relatively satisfied, while staff nurses are least satisfied. It is argued that younger nurses have fewer responsibilities, less pressure and demands from doctors. Senior nurses experience job dissatisfaction due to increased responsibility and schedules. The senior nurses focus on family and retirement, factors which are external to the work environment (Ingresol et al, 2002, p.258)

Recommendations

The health care organizations should develop strong and significant leadership which will transform the health care system and make the management of the system reflect gender, diversity, ethnic, racial aspects of the communities they serve. This will enhance the attitude of nurses at the work place and make them feel satisfied.

The women, who form large percentage of the workforce in healthcare system, remain underrepresented. The management should be organized in such a way that gender is considered. Women should be encouraged and allowed to take top leadership positions in the health care system. This will make them feel satisfied that they are valued. There should be gender equity in the management of the health care system with respect to salary and family-job related issues.

The management should acquire resources that will provide for recruitment of more nurses and health professionals to avoid shortage. The inadequacy makes the nurses to work long hours in a tiring environment. The recruitment of more staff will ensure job satisfaction since the nurses will work in manageable shifts.

The more hierarchical and bureaucratic procedures that dissatisfy nurses should be checked by the management in order to increase commitment of the workforce and ensure job satisfaction. Failure to achieve this, the management may experience shortage of nurses who decide to leave the environment for another or seek other professions.

The perception that nursing is regarded as female profession makes male nurses to feel devalued and become dissatisfied. This management should ensure better organizational culture that is based on professionalism.

The leaders and nurses in managerial positions should stay abreast of the factors that contribute to job satisfaction. There should be prompt and just consideration of issues related to management support, work conditions, employees support and salary inequalities. This will enhance job satisfaction of nurses and strengthen organizational commitment.

Nurses should be provided with a sense of autonomy in the job, and equitable workloads. They are more likely to remain committed and satisfied with their work in the organization. The salaries given to nurses in general should be competitive at all levels. This will make the cost of leaving the job to be high. The nurses will be satisfied.

Nurses’ degree of professionalism should be recognized and valued by the organizational management. Further training of nurses tends to raise their expectations towards their superiors. As such, they should be recognized as special nurses. Generally, nurses should be valued to be contributing greatly to the satisfaction of the patients. The management should realize and recognize this relationship and open opportunities where highly trained nurses can use their abilities.

Conclusion

Leadership contributes greatly to job satisfaction. It is related to patient’s satisfaction, organizational performance and employee commitment. Leadership quality varies in different countries.

Write an informal presentation to educate nurses about how the practice of nursing is expected to grow and change

Write an informal presentation to educate nurses about how the practice of nursing is expected to grow and change

Write an informal presentation to educate nurses about how the practice of nursing is expected to grow and change. Include the concepts of continuity or continuum of care, accountable care organizations (ACO), medical homes, and nurse-managed health clinics.

Share your presentation with nurse colleagues on your unit or department and ask them to offer their impressions of the anticipated changes to health care delivery and the new role of nurses in hospital settings, communities, clinics, and medical homes.

Gibbs Reflective Cycle

Gibbs’ Reflective Cycle was developed by Graham Gibbs in 1988 to give structure to learning from experiences. It offers a framework for examining experiences, and given its cyclic nature lends itself particularly well to repeated experiences, allowing you to learn and plan from things that either went well or didn’t go well.

Gibbs’ reflective cycle, was originally devised for nursing, but – like Rolfe’s model of reflection – has become popular across many disciplines, and is widely applied as a prominent model of reflective practice.

NRS 6051 Application of Data to Problem Solving DQ

NRS 6051 Application of Data to Problem Solving DQ

NRS 6051 Application of Data to Problem Solving DQ

 

In the
modern era, there are few professions that do not to some extent rely on data.
Stockbrokers rely on market data to advise clients on financial matters.
Meteorologists rely on weather data to forecast weather conditions, while
realtors rely on data to advise on the purchase and sale of property. In these
and other cases, data not only helps solve problems, but adds to the
practitioner’s and the discipline’s body of knowledge.

Of course,
the nursing profession also relies heavily on data. The field of nursing
informatics aims to make sure nurses have access to the appropriate date to
solve healthcare problems, make decisions in the interest of patients, and add
to knowledge.

In this
Discussion, you will consider a scenario that would benefit from access to data
and how such access could facilitate both problem-solving and knowledge
formation.

ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS:NRS 6051 Application of Data to Problem Solving DQ

In the modern era, there are few professions that do not to some extent rely on data. Stockbrokers rely on market data to advise clients on financial matters. Meteorologists rely on weather data to forecast weather conditions, while realtors rely on data to advise on the purchase and sale of property. In these and other cases, data not only helps solve problems, but adds to the practitioner’s and the discipline’s body of knowledge.
Of course, the nursing profession also relies heavily on data. The field of nursing informatics aims to make sure nurses have access to the appropriate date to solve healthcare problems, make decisions in the interest of patients, and add to knowledge.
In this Discussion, you will consider a scenario that would benefit from access to data and how such access could facilitate both problem-solving and knowledge formation.
To Prepare:

Reflect on the concepts of informatics and knowledge work as presented in the Resources.
Consider a hypothetical scenario based on your own healthcare practice or organization that would require or benefit from the access/collection and application of data. Your scenario may involve a patient, staff, or management problem or gap.

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10 % discount on an order above
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Interventions And Prevention—Maintaining A Safe Learning Environment

 

Keeping in mind what you have learned prevention, post the following;

  • An original research topic related to the module’s Learning Resources (Note: This proposed research topic can be related to the general topic for the module or to gaps in the literature regarding the topic of safe school culture, or it can be related to a specific reading for the module.)
  • An evaluation of the main concepts, with a focus on their application to creating a safe school culture and their impact on positive social change
  • An annotated bibliography of at least five additional resources related to this module’s topic

Effects of Obesity on Pregnancy

In 2015-2016, the CDC found 71.6% of the American adult population exceed healthy weight standards. More of the population was considered obese at 39.3% compared to 31.8% for the overweight population (Center for Disease Control and Prevention, 2019b). Overweight is defined as having a body mass index (BMI) of 25 or greater and obesity as a BMI of 30 or greater (Center for Disease Control and Prevention, 2019a). The pandemic of overweight and obesity has not eluded the pregnant population as 58.5% of women are overweight or obese in their childbearing years (20-39) and have the potential to enter pregnancy obese (Catalano & Koutrouvelis, 2015). The obesity crisis is also prevalent in the military population as 44% of TRICARE beneficiaries exceed the recommended gestational weight guidelines (Fahey et al, 2018). Obesity has many complications in the nonpregnant adult population that progress to further complications in pregnancy. Being overweight or obese can contribute to infertility, a difficult pregnancy, and a difficult recovery which can then affect the readiness of our active duty military population. Nurse practitioners must be cognizant of each step that obesity plays in family planning and educate patients accordingly.


Roles in Family Planning

When compared to women of normal BMI (equal to or greater than 18.5 and less than 25), women with a BMI that puts them into the overweight or obese category are shown to experience delays in becoming pregnant (Dodd & Briley, 2017). Obese women are disproportionally represented in infertility treatment clinics and have a higher rate of abnormal menstruation as well as miscarriage (Coad & Dunstall, 2011). Women in these categories are also more likely to be diagnosed with polycystic ovarian syndrome (PCOS) which compromises rates of fertility. While not all women with PCOS are obese, the symptoms associated with PCOS increase in severity as body weight increases (Coad, Dunstall, 2011). However, it appears that difficulty becoming pregnant is not strictly related to the weight of the female, but also that of the male partner. It is believed that lower rates of successful assisted reproduction in couples with an obese male can be contributed to imbalanced hormone levels, impaired spermatogenesis, impaired DNA integrity, and reduced sperm counts (Dodd & Briley, 2017; Palmer, Bakos, Fullston, Lane, 2012). Prenatal care of obese women is extremely important as they are at increased risk for congenital anomalies to include neural tube defects as folic acid appears to lose its protective effect in pregnancies complicated by increased body habitus (Coad & Dunstall, 2011). Military providers cannot dismiss the role obesity plays in infertility difficulties as the psychological component infertility places onto the couple can impact military readiness greatly. The active duty member can experience increased stress which can impede focus on their duties as well as increase the likelihood of experiencing depression effecting work production (Catalano & Koutrouvelis, 2015).


Roles in Pregnancy

Maternal obesity complicates pregnancy in almost every risk category. These include pregnancy specific complications (complications that arise in pregnancy only), but also the fact that the woman is entering pregnancy with an increased chance of having pre-existing diagnoses that can be further complicated by pregnancy (Dodd & Briley, 2017). Complications include increased risk for the development of gestational diabetes, gestational hypertension, preterm labor, infection, thromboembolic events, perinatal death, impaired recovery, and recent research has shown the development of cerebral palsy (CP) (Dodd & Briley, 2017; Villamore et al., 2017). Maternal obesity is also correlated with poorer labor outcomes including induction of labor, prolonged labor course, increased risk for cesarean delivery (C/S), and instrumented delivery to include forceps/vacuum (Coad & Dunstall, 2011). Obese women who are undergoing a trial of labor after C/S delivery are almost two times the risk for maternal morbidity and at five times the risk for neonatal injury (Catalano & Koutrouvelis, 2015). There are also increased risks to the fetus as obese women are more likely to have a marcrosomic fetus or an infant that is large for gestational age. Villamor et al. (2017) found a statistically significant association among Swedish mothers between cerebral palsy and the mother’s early BMI they believed to be partly mediated through asphyxia-related neonatal complications. Villamore et al. (2017) found mothers with a BMI of 25-29.9 had a 22% increased risk, mothers with a BMI of 30-34.9 had a 28% increased risk, mothers with a BMI of 35-39.9 had a 54% increased risk and mothers with a BMI greater than 40 had a 202% increased risk of having an infant develop cerebral palsy.

Finally, monitoring an overweight or obese woman can be difficult, especially regarding fetal size. With increasing BMI, it becomes difficult to estimate fetal size with palpation alone and ultrasound (US) is needed for accurate assessment. However, maternal obesity can still hinder accurate US assessment with the most error reported at the highest maternal BMIs and the extremes of fetal weight resulting in poorer assessment of fetal status (Dodd & Briley, 2017). Maternal obesity is one most important modifiable risk factors in stillbirth prevention that is not linked to genetic or shared familial environmental factors across developed nations (Dodd & Briley, 2017). According to Catalano & Koutrouvelis (2015) obese pregnant woman are 40% more likely to experience a stillbirth and that risk increases with BMI.


Roles in the Postpartum Period

Increased complications in the labor course leads to increased complications in the postpartum course for both mother and infant. A mother may experience a difficult recovery from C/S delivery, increased risk for wound infection or dehiscence, difficulty moving and adjusting to a new role as a caregiver while trying to recover from surgery, and increased risk of thromboembolism development (Dodd &Briley, 2017). Obese women are found to have decreased initial breastfeeding rates and decreased rates for prolonged breastfeeding which can partly be contributed to the increased risk of medical complications and C/S delivery (Dodd &Briley, 2017). This could potentially impact maternal and newborn bonding as well as the newborn needing supplementation or admitted to the neonatal intensive care unit for hypoglycemia protocol (Dodd & Briley, 2017). Obese mothers are also at risk for future metabolic dysfunction as excess gestational weight gain is a significant factor in postpartum weight retention which could have an impact on any future additional pregnancies (Catalano & Koutrouvelis, 2015).


The Effect on Military Readiness

Obesity has a large and detrimental impact on military readiness. TRICARE spends one billion dollars annually on health processes contributed to obesity (Fahey et al., 2018). At a time when congress is looking to decrease the healthcare budget with large healthcare system reorganization and downsizing, a one-billion-dollar expenditure will not be tolerated going forward. TRICARE spends more on pregnancy and delivery care than any other type of hospital admission at 782 million dollars (Fahey et al., 2018). High risk pregnancies are at the center of this cost. High risk pregnancies mean more missed work days for appointments as they require more appointments than an uncomplicated pregnancy. Many complicated pregnancies require nonstress testing two days a week with more frequent US once a certain stage in the pregnancy is reached. This equates to more missed time at work as well as more burden on the healthcare system (Fahey, et al., 2018).

Secondly, readiness is affected because the active duty woman may not be ready to deploy. While the pregnant woman is non-deployable up until the first year postpartum, being overweight or obese has an extreme effect on readiness. The woman must be ready to pass a physical fitness test at the year end mark (per Air Force regulations) and as a new mother with difficulty losing weight and other life challenges, this goal can be exceeding difficult especially if there happens to be excessive weight to lose. Among all active duty personnel who are women, postpartum females had significantly lower fitness test scores six months after delivery compared to their pre-pregnancy scores (Fahey et al., 2018). If her delivery and postpartum course was complicated by C/S delivery making recovery difficult or other complications like needing an episiotomy to deliver a large infant, then she may have even more difficulty getting back into testing shape. If the active duty member went into her pregnancy overweight or obese, she now has more weight to lose. The risk of not passing physical fitness tests can be drastic with potential discharge from the military and thus, the end of a career. This not only affects the woman’s livelihood but costs the military money. Recruiting and training new personnel can be as much as 50,000 dollars or more per individual (Fahey et al., 2018).


Patient Education

Prior to pregnancy is the ideal time to lose weight as even small decreases in weight prior to pregnancy have shown to have improved outcomes, however it is not too late to intervene once a woman becomes pregnant (Catalano & Koutrouvelis, 2015). Basic education should be provided to the patient regarding definitions of overweight and obesity as well as the ideal amount of weight the woman should gain during her pregnancy based on her BMI. The Center for Disease Control and Prevention (2019c) states the appropriate weight gain per BMI are as follows: underweight or BMI of less than 18.5 should gain 28-40 pounds, normal weight or BMI of 18.5- 24.9 should gain 25-35 pounds, overweight or BMI 25- 29.9 should gain 15-25, and obese or BMI 30 or greater should gain 11-20 pounds. Education has shown to be successful regarding nutrition as well as light exercise plans to include walking and measuring steps with a pedometer (Maturi, Afshary, & Abedi, 2011). The patient must be educated on the complications and potential negative outcomes that being obese during pregnancy can have on both her and her fetus/baby. Obese mothers are more likely to have their children grow up to be obese, increased risk of asthma development, altered behavior to include autism spectrum disorders, developmental delay and attention-deficit/hyperactivity disorder (Fahey et al., 2018; Catalano & Koutrouvelis, 2015). Education on future family planning to include spacing should not be forgotten. Short interval pregnancies pose risks to an uncomplicated pregnancy, but those that are complicated by excess weight and potential other complications like prior C/S delivery should be cautioned about short interval pregnancies and the risk they pose to include uterine rupture and preterm labor. As mentioned above, a woman is at increased risk of postpartum weight retention with excess weight gain in pregnancy and have an increased likelihood of entering the next pregnancy above healthy weight standards.

The provider may utilize motivational interviewing techniques in order to help patients change their unhealthy habits to include diet and exercise changes (Catalano & Koutrouvelis, 2015). Spieker et al. (2015) found the ideal environment to conduct education regarding diet and exercise was during prenatal and well-child visits which could potentially lessen the weight gain in both the mother and infant. Spieker et al. (2015) utilized dissonance-based health promotion, ideal for this time period of transition, as this method consists of interventions that capitalize on the basic human desire to have one’s words and actions remain congruent. This program specifically discusses the high-risk behaviors of poor diet, sedentary lifestyle and how the effects of obesity can lead to adverse outcomes in pregnancy and encourages mindful behavior rather than focusing on weight loss (Spieker, et al., 2015). Many women view pregnancy as an alternative health state and try adjusting their behaviors to better suit the pregnancy (reduction in smoking and alcohol consumption) which dissonance-based counseling appeals to (Spieker, et al., 2015).


Conclusion

Obesity is a modifiable disease with far reaching arms into every aspect of American lives to include pregnancy and the military. While obesity has great health effects prior to pregnancy, obesity complicates current medical diagnoses and can make a normal healthy pregnancy an unhealthy one. Obesity has very concerning implications to the mother, fetus and infant to include preconceptionally, during pregnancy and postpartum. Military readiness is greatly affected by this diagnosis. Some ways the nurse practitioner can intervene is to encourage a healthy lifestyle prior to pregnancy, continue to encourage healthy eating, and prescribe daily exercise routines suited to the individual pregnancy. With education and cheerleading, the nurse practitioner can have a large impact on the mother, her infant, and the expanding family.



References

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The impact the identified issue has on healthcare in an Australian and/or global context

The impact the identified issue has on healthcare in an Australian and/or global context

disscussion paper Research Paper

The purpose of this discussion paper is to enable transition students to acquire insight into the contemporary issues in nursing at a national and international level and to demonstrate effective consolidation of nursing theory and practice, in preparation for transition into the professional nursing workforce. Document Preview:

Assessment 5: Professional Nursing Issue Discussion Paper Length: 1200 words Weighting: 50% Due Date: Week 15, Saturday 3rd November 1700hrs Overview The purpose of this discussion paper is to enable transition students to acquire insight into the contemporary issues in nursing at a national and international level and to demonstrate effective consolidation of nursing theory and practice, in preparation for transition into the professional nursing workforce. Details Students are required to identify and critically analyse one contemporary nursing issue impacting on the profession as highlighted in the current nursing literature.

The discussion should also include the impact the identified issue has on healthcare in an Australian and/or global context. The essay must be supported by at least 5 peer reviewed journal articles relevant to the identified nursing issue. The essay must be submitted through Turnitin as per School policy (refer to Submission Requirements section of this Learning Guide). A hard copy of your essay will then be submitted into your tutors designated assessment box on your home campus, along with a copy of the complete Turnitin Report and marking criteria. Resources i. Annotated examples will be available on the vUWS site. ii.

There are a number of textbooks available through the UWS Library that will assist you to identify a nursing issue. However, please ensure that your critical analysis of your identified issue is contextualised to a global and/or Australian perspective. That is, your discussion should not focus on another country. Marking criteria and standards (over page) 7 400764 T R A N S I T I O N T O G R A D U A T E P R A C T I C E CRITERIA The introduction clearly states the MARK S P R I N G Assessment Item 5: Professional Nursing Issue Discussion Paper Marking Criteria and Standards Guide HIGH DISTINCTION DISTINCTION CREDIT PASS 5-4 3.5 3 2.5 Introduction is clear and Attachments: assesment.docx