Assessment 3: Case Study Poster and Resource Bibliography Myocardial infarction is one of the leading causes of death around the world where patients who have survived a cardiac infarction are at a high risk for a subsequent heart attack. This risk has been shown to be reduced if the patient makes life style changes and reliably adheres to prescribed medication. In particular, older patients with myocardial infarction frequently suffer from comorbid conditions that can lead to multiple medications, reduced quality of life, and readmission to the hospital. Cost-effective solutions that improve these elderly patients’ health are more necessary than ever. According to Seidl et al. (2016), regular information programs provided by trained nurses produced positive effects such improved muscle strength and blood fat levels with less significant physical restrictions and healthier diets for elderly post-infarct persons. Their results provide scientific evidence that supplementary care in a nurse-led case management program can cost-effectively improve the health and quality of life of elderly patients following myocardial infarction. The purpose for this Case Study poster is to produce nurse-led case management strategies supported by evidence-based information on topics such as medication intake, nutrition and exercise, and psychosocial aspects, combined with information on important parameters such as blood pressure, pulse and/or blood sugar levels, in order to improve the health and quality of life for elderly persons who have suffered a myocardial infarction. Seidl, H., Hunger, M., Meisinger, C., Kirchberger, I., Kuch, B., et al. (2016). The 3-Year Cost-Effectiveness of a Nurse-Based Case Management versus Usual Care for Elderly Patients with Myocardial Infarction: Results from the KORINNA Follow-Up Study. Value in Health. doi: 10.1016/j.jval.2016.10.001 This assignment is made up of two parts: Part 1 – Case Study Poster • Create an electronic poster (using Microsoft PowerPoint) to be displayed at a conference for nurses (NOTE: target audience is peers). Ensure the content of the poster is relevant for this audience; an example is provided on the Bb site to guide in regards to the depth of information expected. • Select a topic of interest from one of the poster topics below. Choice of a broad overview or specific topical content is left to the researcher(s) who formulates the update. • Poster must include (but is not restricted to): o Brief introduction of topic; o Up-to-date Australian statistics (relevant or contrasting international examples may be included); use charts, tables or figures; o Evidence-based information relevant to nurses (e.g. pathophysiological concepts, clinical Australian guidelines, and treatment options); o Health promotion, prevention and intervention strategies (current practices, future possibilities and developments) • Marking guide o Before submission of assignment, refer to the marking rubric (posted on this BB site) to understand how the poster will be marked. Ensure that you address each of the criterion for assessment according to the rubric as you design your poster. • Create the poster o Refer to “How to create a PowerPoint poster”; o Refer to “What is a poster presentation?” to design the poster; o Refer to the Camtasia video “Camtasia for Poster Guidance” for link to online poster templates (if desired) and instructions to format and upload your poster to Turnitin; o Poster is a single PowerPoint slide – (use the Camtasia video “Camtasia for Poster Guidance” to set up the slide for the poster). o Do NOT use any other program than Microsoft Power Point. The ECU IT system cannot support other formats; o Save the PowerPoint file as a pdf prior to submission through Turnitin; o Do not submit the rubric with your assignment; it is embedded within Turnitin. o The Resource Bibliography (Part 2) is a subsequent pdf file (see the Camtasia video “Camtasia for Poster Guidance”) Word count: no more than 700 words exclude end-text referencing and Website list • Referencing o In-text and end-text referencing is required for the poster (APA format). Both are to be included on the poster and not to be provided as a separate slide/document. You must demonstrate evidence of use of at least six (6) recent (2012-2017) journal articles on your poster (NOTE: Use of websites or webpages are NOT allowed for support of the poster content). Part 2 – Resource Bibliography • Here, you are to provide a website list (10-15 sites) relevant to your topic; • These are to be relevant for clients, nurses or both target audiences. • The following information needs to be provided: o Name of website (e.g. Healthy Aging) o Web address (e.g. https://www.cdc.gov/aging/index.html) o Brief description of the website, who it is aimed at and why it is useful in not more than one paragraph. • Format this list with bullet points or as a table (see the sample poster) and save as a pdf file. Combine this pdf file with your pdf files for your poster and cover sheet (see the Camtasia video “Camtasia for Poster Guidance”) prior to submission using Turnitin. Poster Topic Case Study (Thelma) – Physical activity for aged people with cardiovascular disease: recommendations. Thelma is an 88-year-old female admitted to hospital due to chest pain upon exertion which she has been experiencing for several months. She has a history of arterial hypertension, glucose intolerance, hypercholesterolemia, hypertriglyceridemia, family history of sudden death, and smoking cessation at the age of 51 years. On physical examination she had a heart rate of 60 bpm, blood pressure of 150/80 mmHg and heart, lung and abdomen examinations were normal. Her lower limbs showed no oedema and her pulses were symmetrical. ECG revealed sinus rhythm, an electrically inactive area in the inferior dorsal wall and ventricular repolarisation changes with inverted T waves. Thelma weighs 93 kg, her height is 165cm and she has not exercised in 2 years. Non-pharmacological approaches such as increased exercise and training within limits has important and demonstrable physical as well as psychological effects. There are few instances where a supervised increase in physical exercise is not of benefit to the patient with cardiac syndromes. Discuss the recommendations and evidence for improved health and quality of life due to adherence to a structured exercise program for the elderly with cardiovascular disease.
The connection amongst POS and Job Satisfaction POS is identified with, yet unique shape the develops like occupation fulfillment. POS is resolved to affect worker responses to their employments on different measurements, including work fulfillment, work inclusion and occupation duty (Rhoades, 2002). According to the standards of correspondence, a worker would respond emphatically to great treatment from the administrator or prompt supervisor. As the quick supervisor is the immediate illustrative of the association, a reasonable treatment from him would be believed to be authoritative help and would urge workers to go past their typical honorable obligation to respond the great treatment (Rousseau, 1989). POS is characterized as the discernment which representatives have of how much the association esteems them, their commitments or thinks about them. High POS would address mental issues of workers, e.g. endorsement, regard and social personality needs. It would likewise persuade the workers by raising the desires of prizes on better than expected or above expected execution (Eisenberger et al., 1986). Percieved authoritative help has a positive association with mental prosperity which is characterized as far as occupation fulfillment and life fulfillment. This relationship is interceded by compelling duty (Meyer et al., 2002). POS is frequently seen to be emphatically related with hierarchical duty (Shore et al., 1991). Be that as it may, POS is as yet particular from hierarchical responsibility in light of the fact that while POS measures the degree to which association thinks about its representatives according to their observations, authoritative duty measures the degree to which workers consider themselves to be being dedicated to the association and in this manner fulfilled (Shore et al., 1993) Without POS, representatives might be troubled with the undertakings related with their employments and might be disappointed. POS is influenced by the different parts of an association's treatment of its representatives (Tansky et al., 2001). Hierarchical help is estimated as far as redone preparing openings and choices of adaptable working hours. Profession fulfillment goes about as an intervening variable for connection between saw authoritative help and worker's expectations to proceed in the association (Armstrong et al., 2009). Preparing and coaching before extraordinary assignments has been believed to be a solid pointer of hierarchical help. These activities give a suspicion that all is well and good to representatives and console them and association will enable them to address difficulties. In this manner, they distinguish more with the activity and do it all the more productively (Cuplan, 2002). Numerous senior ladies directors have whined of the administration's inability to perceive their ability and absence of help and headway openings inside the association. Ladies shape just a small part of guys in senior positions (Wellington et al., 2003). Such observations regularly prompt leaving the place of employment, which is a noteworthy marker of lessened occupation fulfillment at negative view of association equity (Jawahar et al., 2008). The two POS and JS are seen to have critical association with association duty, which demonstrates the nearness of a relationship between's these factors. Hierarchical recognizable proof apparently has a solid constructive outcome on result factors like occupation fulfillment (Abrams et al., 2001). Authoritative help however demonstrates how well association deals with the OID for their workers. POS hypothesis recommends that if association takes great care of representatives, they will build up a more grounded connection to the association (Rhoades et al., 2001), consequently being more fulfilled and conferred (Rhoades et al., 2002). In view of the above exchange, theory H1 is proposed: H1. Seen Organizational Support (POS) affects Job Satisfaction (JS) The connection between Job Trust and Job Satisfaction: Hypothetically it appears to be very clear that activity confide in prompts work fulfillment in representatives. Estimating the activity trust infers examining into how the individual perspectives the association and furthermore the bond he has with the association (Perry et al., 2007). Numerous specialists have announced a positive connection between work fulfillment and employment trust. As per an examination investigation went for concentrate the precursors and results of trust (Derks et.al 2002) discovered occupation fulfillment and employment duty as the real outcomes. The level of trust existing in an association decides to a huge degree an association's way of life and work elements, by impacting factors like authoritative structure, work fulfillment and duty (Zaffane et. al, 2003). Along these lines, by building a high put stock in association with the subordinates, administrators can increment authoritative adequacy through enhanced levels of employment fulfillment. Be that as it may, once this trust is broken, it prompts a ceaseless cycle of question and thusly an authoritative situation, where workers are troubled, unreliable and unsatisfied (Zaffane et. al, 2003). Also, since work fulfillment and employment duty are unequivocally identified with trust, work responsibility being the forerunner of occupation fulfillment (Mowday et.al 1974), such a circumstance is extremely disturbing for associations. The activity trust is for the most part seen as the trust between the workers and their administrators or the bosses. It has been additionally demonstrated that if the representatives indicate confide in their bosses then the bosses have more noteworthy effect on them (Goris et al. 2003). The reason being the bosses are in charge of numerous obligations which shape the profession of their subordinates like execution assessments, direction as far as employment duties and preparing. Subsequently if the trust based on such parameters in a chief expands then thus work fulfillment additionally builds (Dirks et al. 2001). Additionally, this expanded level of trust empowers participation, diminishment in clashes and accordingly enhanced occupation fulfillment. Henceforth the Hypothesis H2: There exists a positive connection between Job Trust and Job Satisfaction The connection amongst POS and Job Trust Numerous investigations have been led on estimating the levels of employment trust (Dietz and Den Hartog, 2006) and POS in associations. Trust between two substances is expressed as the preparation of one (Trustor) to be vulnerable to the activities of the other (Trustee). This availability of the trustor is essentially his desire that the one he trusts will act to support him independent of practicing control and supervision (Mayer et al., 1995). Employment Trust is considered of high significance in the present associations since it has been observationally settled that when trust levels are high, association duty is high (Brockner et al., 1997). According to the meaning of trust utilized above absence of trust implies a higher need of checking (Handy, 1995) and expanded trust levels proposes bring down requirement for supervision (Bradach and Eccles, 1989; Ouchi, 1979). POS as characterized above is accepted to influence Job Trust however there isn't sufficient observational confirmation accessible. There is sufficient research accessible on the precursors of POS and its results however none discusses the Job Trust with particular specify. POS is has its hypothetical roots in the social trade relationship (Allen and Brady, 1997), in which the worker is obliged to respond to the association like he feels about it (Eisenberger et al., 2001). In the event that representatives trust that their association or so far as that is concerned quick unrivaled is genuinely intrigued by their prosperity at that point trust will create (Doney et al., 1998). Examines show that expanded view of authoritative help brings about expanded endeavors mutually put in by the workers to accomplish the association's goals (Eisenberger et al., 1986). Research led by Cook and Wall(1980) noticed that there is a positive connection amongst's trust and association with the work association. Correspondingly thinks about uncover a positive connection between POS, full of feeling connection and desires of execution related prizes (Eisenberger et al., 1990). As indicated by an examination directed by Florence et al., (2006), the connection between procedural equity and trust is halfway intervened by POS. Likewise trust has been found to intercede the connection between procedural equity and hierarchical citizenship conduct (Konovsky and Pugh, 1994), POS is additionally a middle person of the connection between the over two (Moorman et al., 1998). In this way we can expect a conceivable linkage amongst trust and POS. Henceforth the Hypothesis H3: There exists a positive connection amongst POS and Job Trust Business area's directing part on the model In this exploration we have considered the directing impact of the dichotomous mediator: the business part of the respondent i.e. open and private part. The meaning of work division in the Indian setting alludes to the administration claimed and worked associations which go under open segment and exclusive elements which are named the private segment associations. Representative employment fulfillment has been contemplated widely on different events however an examination intending to bring out contrasts in the levels of watched POS, Trust and Job Satisfaction and the connections between them in Public and Private area have not been considered inside and out. Since the work culture of these two divisions are altogether different as are the activity factors. The workplace in the private segment is more focused, open and result-situated while out in the open part it's moderate, less open to new thoughts and for the most part dove by stagnation over the long haul. In this way, we plan to break down the factors of POS, trust and occupation fulfillment in these two segments and attempt to discover the distinctions in observation because of the way the framework works. 0.322* 0.553* 0.253* 0.184/0.441* 0.439*/0.642* 0.096/0.412* In the above figure Number 1/Number 2: Standard beta coefficient of Public part/Standard Beta Coefficient of Private division Strategies Test In each of the 183 respondents utilized in administrative limit out in the open and private division foundations in India were regulated this study getting some information about the activity, hierarchical help and fulfillment. The polls were electronically sent to the objective gathering which constituted equivalent number of respondents from the two parts and a wide field of enterprises like managing an account, data innovation, control age and so on. Measures Unless generally expressed all the accompanying develops have been estimated by Likert scales with reactions going from firmly consent to unequivocally oppose this idea. Seen Organizational Support: Employees' impression of authoritative help has been estimated utilizing a 8 thing and a 5 point scale created by Eisenberger (2001). An example thing is, My association firmly thinks about my objectives and qualities. Occupation trust: Trust that the worker has in his or her association has been estimated utilizing a 7 thing and a 5 point scale created by Tyler (2003). An example thing is In my association, my perspectives are considered when choices are made. Occupation Satisfaction: The happiness that the representative gets from the idea of his activity is estimated by a 7 thing and 7 point scale created by Brayfield and Rothe (1951). An example thing is . I feel genuinely happy with my present employment. Restrictions and Conclusion One of the restrictions of this exploration proposition is the assorted variety in the times of understanding of the respondents. Open segment workers who were managed this study had a higher normal years of experience while the private division representatives were new participants into jobs. The distinction in desires and parameters on which their observations are based may have influenced the aftereffects of the exploration. Second, the respondents in the general population and the private part work in totally unique enterprises. For instance, the respondents from people in general division endeavors are principally from the managing an account and power age part while private segment respondents have a place with data innovation, consultancies and so on. Coordinate examination of open and private part representatives working in a similar industry has not been brought out obviously. Third, the technique for information gathering through the web isn't altogether exact and solid. References Allen, M.W. what's more, Brady, R.M. (1997), ''Total quality administration, authoritative duty, saw hierarchical help, and intraorganizational correspondence'', Management Communication Quarterly, Vol. 10 No. 3, pp. 316-41. Bateman, T. S., and Organ, D. W. (1983). Occupation fulfillment and the great trooper: The connection amongst influence and worker "citizenship." Academy of Management Journal, 26, 587-595. Bradach, J.L. also, Eccles, R.G. (1989), ''Price, expert, and trust: from perfect kinds to plural structures'', in Richard Scott, W. what's more, Judith Blake (Eds), Annual Review of Sociology, Annual Reviews, Palo Alto, CA, pp. 97-118. Brief, A. P., and Motowidlo, S. J. (1986). Prosocial authoritative practices. Foundation of Management Review, 11, 710-725. Brockner, J., Siegel, P.A., Daly, J.P. what's more, Martin, C. (1997), ''When confide in issues: the directing impact of result positivity'', Administrative Science Quarterly, Vol. 42, pp. 558-83. Campbell, J. P., Dunnette, M. D., Lawler, E. E., and Weick, K. E. (1970). Administrative conduct, execution, and adequacy. New York: Mc-Graw-Hill. Cook, J.D. what's more, Wall, T.D. (1980), ''New work state of mind measures of trust, hierarchical responsibility and individual need non-satisfaction'', Journal of Occupational Psychology, Vol. 53, pp. 39-52. Dietz, G. what's more, Den Hartog, D. (2006), ''Measuring trust inside associations'', Personnel Review, Vol. 35 No. 5, pp. 557-88. >GET ANSWER