Patients with neurogenic stunned myocardium most often have no history of heart disease. Despite this, they present with wall motion abnormalities, ejection fraction is less than 40%, and troponin levels of less than 2.8ng/ml . Atrial Fibrillation commonly develops, ushering in a tachycardia which eventually increases the oxygen-demand in the myocardium, further worsening myocardial ischemia . Common ECG findings include T wave inversion, U wave inversion, and QT prolongation .
Please answer the following questions: the incidence on NSM associated with seizure versus other causes as well as the incidence of cerebral T
As the insular cortex maintains autonomic control of the cardiovascular system , direct or indirect involvement of this area, whether by seizures, subarachnoid hemorrhage, or stroke, may precipitate cardiogenic shock secondary to neurogenic stunned myocardium.
op in female CEOs in the past year. The author of this article, Martha White, describes that despite this, there has still been advancement in the representation of women across the field. White explains that the annual women CEO report indicates that over 22 percent of new CEO positions were filled by women, and just in the past year 175 women replaced male CEOs, and 89 women had replaced previous female CEOs. Ahrens, Jan-Phillip. “Gender Disparity in the C-Suite: Do Male and Female CEOs Differ in How They Reached the Top?” NeuroImage, Academic Press, 9 Oct. 2013. This book, written by Ahrens, describes the scarcity of women in CEO positions across the country and exemplifies that the number of women in C-suite businesses is slowly progressing. The source describes that many leadership positions are given based off of intellectual segregation of gender. Due to this, there is a lack of diversity in leadership positions in many conducted studies. Ahrens further explains that the reason for the difference in the male to female CEO ratio is because effective leadership is often defined by the ability of certain individuals to influence groups of people. In the case of women, women’s abilities are seen to be limited from influencing different types of behaviors onto groups of people. Women can sometimes be seen as too feminine in their leadership positions or seem to be seen as too masculine, which further deters their capabilities to uphold such leadership positions. Capital can also limit women, because many women lacks experience which can cause setbacks in their careers, inhibiting them from further progressing in their career paths. Since there is no actual formal process for hiring people in these positions, Ahrens describes that many employers use stereotypes and personal bias in deciding who gets the leadership positions, and thus females don’t end up being able to get equal opportunity to men. These women also don’t often succeed in these positions because they are always given risky leadership positions since they are “seen” to handle high crisis situations better than males as perceived by many employers. This source is credible because it provides many sources of>GET ANSWER