Assessing, diagnosing, and treating pediatric patients for many cardiovascular and genetic disorders can be challenging. As an advanced practice nurse who facilitates care for patients presenting with these types of disorders, you must be familiar with current evidence-based clinical guidelines. Because of the clinical implications, you have to know when to treat patients with these disorders and when to refer them for specialized care. In this Discussion, you examine the following case studies and consider appropriate treatment and management plans. Case Study 4: Miguel is a 15-year-old male who presents for a sports physical. He is a healthy adolescent with no complaints. He plays basketball. He is 6 feet 5 inches tall and weighs 198 pounds. You note long arms and long thin fingers. He has joint laxity in his wrists, shoulders, and elbows. To prepare: • Review “Respiratory Disorders,” “Cardiovascular Disorders,” and “Genetic Disorders” in the Burns et al. text. • Review and select one of the six provided case studies. Analyze the patient information. • Consider a differential diagnosis for the patient in the case study you selected. Think about the most likely diagnosis for the patient. • Think about a treatment and management plan for the patient. Be sure to consider appropriate dosages for any recommended pharmacologic and/or non-pharmacologic treatments. • Consider strategies for educating patients and families on the treatment and management of the respiratory disorder. By Day 3 Post an explanation of the differential diagnosis for the patient in the case study you selected. Explain which is the most likely diagnosis for the patient and why. Include an explanation of unique characteristics of the disorder you identified as the primary diagnosis. Then, explain a treatment and management plan for the patient, including appropriate dosages for any recommended treatments. Finally, explain strategies for educating patients and families on the treatment and management of the respiratory, cardiovascular, and/or genetic disorder.
Starbucks Recruitment and Selection Process Disclaimer: This work has been presented by an understudy. This isn't a case of the work composed by our expert scholastic authors. You can see tests of our expert work here. Any feelings, discoveries, ends or proposals communicated in this material are those of the writers and don't really mirror the perspectives of UK Essays. Distributed: Tue, 21 Aug 2018 Starbucks is a strength café which started in Seattle. Today the association has more than 15,000 outlets around the world. It offers a scope of hot and cool beverages, nourishment things and extras. Its logic is to make an ordeal for the client and a human association. With the presentation of the Starbucks Card buying drinks, nourishment and so on from the outlets has now been made significantly less demanding. Clients can top up their cards and utilize them as a strategy for installment. Starbucks items are additionally accessible from grocery stores. A portion of the range incorporates parcels of espresso, espresso producers, blessing sets and so on. Starbucks is continually improving its offer to stay up with the latest with rivalry from McDonald's, Cafe Nero, Costa Coffee and so on. You are required to answer the accompanying inquiries making reference to Starbucks. Undertaking 1 – Recruitment, Selection and Retention A Barista at Starbucks must have various individual qualities and aptitudes which will empower them to complete their job. These aptitudes and attributes are probably going to incorporate agreeableness, meticulousness, a guarantee to giving client benefit and a capacity to work in a quick paced condition. Pilbeam and Coridge show that effective resourcing is as much to do with great hierarchical fit as it is to do with HRM best practice, and in this way the primary phase of enlistment ought to be to attempt a job or individual particular keeping in mind the end goal to set up the abilities and characteristics important for the job. Phillips and Gully propose that effective enrollment, determination and maintenance ought to likewise be adjusted to the vital targets of the firm and subsequently care and thought ought to be given to the most reasonable enlistment and choice techniques to guarantee they will draw in the best potential applicants and furthermore that the whole procedure will result in long haul representative maintenance. Bratton and Gold express that "enrollment is the way toward creating a pool of skilled individuals to apply for work to an association. Choice is the procedure by which directors and others utilize particular instruments to look over a pool of candidates a man or people more inclined to prevail in the job(s), given administration objectives and legitimate necessities". As needs be, Torrington et al see that there are various elective enlistment and choice systems including meeting, appraisal focus, and mental testing. Every ha its own points of interest and weaknesses and subsequently it isn't unprecedented for various ways to deal with be utilized in blend contingent upon the status of the job being referred to. In any case, before enrollment and choice can start it is important to decide a reasonable detail for the job. In this manner the proposed detail for a Barista at Starbucks is given beneath:- Figure 1: Personal Specification Template for a Barista at Starbucks (Source, Author) Prerequisite Basic or Desirable? Capabilities/Education/Training: No basic capabilities required, sustenance security or nourishment cleanliness would be alluring Attractive Experience: Client benefit, nourishment dealing with, retail Fundamental Information: Some retail information would be attractive, alongside a learning of different espressos Alluring Abilities and Competencies: tender loving care; capacity to work in a high weight condition, client driven Fundamental Individual Attributes: open and benevolent, quick to give an outstanding client encounter Basic Other: Arranged to go the additional mile to offer outstanding administration and utilize possess activity when essential so as to advance the brand and idea Attractive The determination isn't thorough and additionally characteristics might be viewed as, for example, a capacity to impart in excess of one dialect, particularly if the area of the outlet is with the end goal that abroad visitors consistently visit (eg parts of London). The most financially savvy type of enlistment and choice process for Baristas would be CV and ensuing meeting as administrators in Starbucks at a nearby level have an unmistakable thought of their neighborhood client statistic and request and in this manner potential applications who present a CV can be effectively screened for attractive and basic aptitudes and characteristics. The chief would then be able to talk with potential applications previously settling on a choice on choice. A meeting has additionally benefits as it enables the administrator to recognize the individual qualities and attributes of the application keeping in mind the end goal to evaluate how the application would fit inside the current group, as a great part of the Starbucks ethos and working model requires an abnormal state of cooperation. Potential inquiries which may be approached at meet for the Barista would incorporate requesting that the application depict their retail encounters to date and inspiring them to clarify how these encounters have pertinence at Starbucks. This would test for profundity of experience and furthermore hierarchical fit regarding center around the client encounter. Other specialized inquiries may identify with Food wellbeing and dealing with keeping in mind the end goal to guarantee that the application comprehends the basic significance of this while conveying a remarkable client encounter. From an administrative point of view the supervisor leading the meeting must make sure not to incidentally victimize any potential applications amid any phase of the enrollment and determination process. Accordingly all applications must be made indistinguishable inquiries and none should identify with issues of sex, age, race, ethnicity or sexual introduction. To put it plainly, Starbucks is glad for its legacy as an equivalent open doors business. Amid the enlistment procedure potential applications must be offered full chance to make their very own inquiries so as to guarantee that they completely welcome the idea of the job which they might submit. Assignment 2 – Building Winning Teams One of the principal researchers of group building, Meredith Belbin, distinguished that keeping in mind the end goal to work viably an authoritative group requires individuals with various aptitudes and traits. In her exploration she distinguished that there are nine option "group jobs" as she depicted them (see Appendix for full subtle elements). Belbin saw that the best groups had something like 5 and in a perfect world 7 of the jobs, and that an individual part inside a group was equipped for satisfying in excess of one job, however once in a while more than two. Tuckman built up that when individuals are first united in a group they encounter different phases of group advancement, prominently alluded to as "framing, norming, raging and performing". This idea is reflected in Figure 2 overleaf. To put it plainly, the hypothesis holds that as representative are united in a gathering they encounter a transformative procedure whereby they come to comprehend and welcome each other's abilities and qualities and afterward use these integral aptitudes for the best favorable position of the group all in all. History has demonstrated that Tuckman's hypothesis has relatively all inclusive application, in any case, when utilized in blend with Belbin's hypothesis it turns out to be significantly more ground-breaking as it ends up conceivable to recognize ahead of time regardless of whether a gathering I liable to succeed in light of the special abilities and traits of each colleague. For instance, if there are too much "plants" inside a gathering then it is likely that the gathering will be profoundly innovative however the thoughts will once in a while be converted without hesitation. So also, such a large number of co-appointments is probably going to result in contentions as the co-ordinator job is known to be very determined and even manipulative. While applying these speculations and ideas to groups at Starbucks it very well may be seen that diverse abilities are required for various parts of the activity. All encompassing perception of a group working at Starbucks shows the intensity of group working. Every individual has a characterized job which they center upon keeping in mind the end goal to guarantee greatest proficiency and nature of yield. For instance in any Starbucks outlet one individual spotlights on taking requests and installments, another or two (contingent upon the extent of the outlet) center around making the requests and a further colleagues is continually guaranteeing that the outlet is perfect and clean and all around loaded. It very well may be recommended this requires an abnormal state of gathering correspondence and co-appointment and furthermore an abnormal state of trust as those baristas making the espresso must interpretation of trust the requests given to them by their associates. Additionally in light of the fact that two Baristas can take a shot at a similar request all the while there must be finished comprehension and consistency to the request generation process with the end goal that they can exchange their jobs anytime. Under Tuckman's model unmistakably a group in Starbucks is at any rate in the "norming" phase of the model and most likely at the "performing" organize. The idea of cooperation inside associations has increased expanding noticeable quality lately and in light of current circumstances as exceedingly viable groups are more proficient and gainful. Moreover, Armstrong recognizes the advantages of enabling colleagues inside a job so they feel more drew in with the association and hence more dedicated to conveying the most ideal experience for the client or customer. At Starbucks one methods for accomplishing this is guarantee that each colleague is completely cross-utilitarian and that they are given stretch execution targets which expect them to function as a group. Full cross-usefulness implies that each colleague has an appre>GET ANSWER