According to the American Diabetes Association (2011), 25.8 million children and adults have been diagnosed with diabetes in the United States. Approximately 2 million more are diagnosed every year, with another 79 million people considered to be in a pre-diabetes state. These millions of people are at risk of several alterations, including heart disease, stroke, kidney failure, neuropathy, and blindness. Since diabetes has a major impact on the health of millions of people around the world, it is essential for nurses to understand the pathophysiology and associated alterations of this disorder. In this Discussion, you compare two types of diabetes—diabetes mellitus and diabetes insipidus.
Review Chapter 19 in the Huether and McCance text and Chapter 18 in the Hammer and McPhee text. Identify the pathophysiology of diabetes mellitus and diabetes insipidus. Consider the similarities and differences between resulting alterations of hormonal regulation.
Select two of the following patient factors: genetics, gender, ethnicity, age, or behavior. Think about how the factors you selected might impact the diagnosis and prescription of treatment for these two types of diabetes.
By Day 3
Post an explanation of the pathophysiology of diabetes mellitus and diabetes insipidus. Describe the differences and similarities between resulting alterations of hormonal regulation. Then explain how the factors you selected might impact the diagnosis and prescription of treatment for these two types of diabetes.
talent enchantment consists of recruitment and selection, employer branding, employee value proposition and organization of preference (Armstrong, 2006). Recruitment and selection includes that agencies make use of distinct strategies and techniques of selecting the suitable talent that reflects the subculture in addition to the price on the particular enterprise (Armstrong, 2006). the primary issue in skills control undertaking strategy is the introduction of the recruitment pool, that may both be an internal pool or an outside pool. according to David et at 2007 the quality way create a skills pool is an inner pool since the personnel are already acquainted with the commercial enterprise manner and can be included without delay into the positions for that reason uplifts the morale of the personnel. enterprise branding includes development of the organisation’s photo properly sufficient such that it appeal to employees. a good way to appeal to the first-rate, corporations branding is a totally useful strategy, therefore for a organisation to draw the first-rate it need to have an awesome picture (Tanuja 2007). 2.6.2 skills Retention employee turnover can have an instantaneous impact in any organisation. not most effective does it value your business enterprise in terms of recruitment, on-boarding and education, it additionally influences your capability to constantly provide 86f68e4d402306ad3cd330d005134dac provider in your patron (Zikmund, 2000). talent management programs offers companies validated and practical way to meaningfully improve delight and retention with the intention to reduce turnover and its related costs (vol5). It additionally stated that the happier and productive employees deliver excessive level of customer service and assist to deliver sturdy general enterprise results a good way to make contributions to the general productivity of the organization. so that it will entice in addition to to keep skills for compatibility, there have to be the suit among the company and employee, Lockwood (n.d). This consists of introduction of the unique sports in an effort to assist in worker retention along with overall performance incentives, succession planning in addition to performance management system. 2.6.2 gaining knowledge of and development consistent with the CIPD (2006) leaning and improvement survey, the 2 main targets of expertise management are: developing individuals in addition to developing destiny senior managers. This survey also famous that about ninety four% of the respondents well-designed talent sports could have a fine effect on an organization’s bottom line. in step with Byhan et al (2002), if a organisation fails to have a properly-defined profile of what it absolutely needs from its destiny senior management then it will no longer be able to broaden human beings for destiny control positions as well as truly verify the readiness of high-capacity people for management roles. inside the same vein Byhan et al (2002) also states that the traits of the leaders who will deliver it into the future must additionally be stated. if you want to ensure readiness employees want to be constantly evolved in addition to make certain that there is a succession plan in place. these kinds of hav>GET ANSWER