...Nursing Expertise Self-Report Scale Reflection Marvi Sanchez HCS/350 January 13, 2014 Nursing Expertise Self-Report Scale Reflection The Nursing Expertise Self-Report Scale has given me an assessment of how I see myself as an experienced nurse (Hansten & Jackson 2009).This has provided me an insight of my strengths and weaknesses. My past experiences have helped me in making patient care decisions. Many years working in the orthopedic unit have given me knowledge in caring for my patients. I often get a feeling if my patient will be taking a turn for the worse. My experience has improved my assessment skills. Being aware and knowledgeable of the policies and procedures of the healthcare institution continues to guide me in doing the work that I am supposed to do. I have learned how to organize my work load by prioritizing. By having a plan of care for my patients at the beginning of my shift prepares me to delegate certain tasks or duties in case an emergency situation happens. Getting to know patients has proven beneficial when trying to establish a relationship with them. When I care for my group of patients I make every effort for my patients to trust me as their caregiver. There are many challenges to communicating with patients because each one has a different personality. The different cultural population of our patients is also a factor. I like to get as much information from my patients to get to know them. I start conversations with...
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...According to Campus Creche, they have five individual centers for different aged children. They have basic vision/plan that they use in common but also each center has an individual style and age appropriated programs and curriculums. They seem to understand that each stage of child’s development, there are things that are important to learn and develop. For example, children aged from 3 to 18 months need to build trust so it is important to help babies to feel settled and happy in a safe and secure environment. They also do not have exactly same routines. They seem to be very flexible and try to follow individual child’s rhythms, which I believe is ideal way to respect and encourage children to be independent. Lastly, Campus Creche has an assessment process that caters for each child, which helps them plan and enhance child’s learning. There will be observing and planning based on each child so I believe they will gather more information based on individual child, which will be beneficial for both the child and teachers. According to Katz, Dispositions are frequent and voluntary habits of thinking and doing. These habits of mind are not to be confused with mindless habits, such as stopping at a red light (Katz 1993). Also children are environmentally sensitive which means they are acquired, supported, or weakened by interactive experiences in an environment with significant adults and peers. For example, if the teacher has developed value play disposition, she would provide...
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...Each and every individual on the planet has their own objectives and dreams. Youthful or old, male or female, dark or white, rich or poor, all have the same drive and craving to live in the most ideal way they see conceivable. Attempting to succeed is an indispensable human conduct that pays no regard to shallow and enthusiastic variables. We are constructed to need something more, to enhance ourselves, and to be a superior individual than who we were yesterday. How does one succeed in life? This is a typical inquiry that one asks endless times. The answer relies on upon how you see yourself. You know yourself more than any other individual. This implies you can have the most exact answer from inside of you; and nobody else can come as near the right reply than you can. On the other hand, there is continually something you can do to guarantee that you do discover the answer. States of mind can be compared to a basic motor that can either back you off, or offer you move some assistance with forwarding. As basic as it may be, it is the main beyond any doubt strategy you have for being effective in life and at last, everything boils down to how well you oversee it. Continuously remember that in the way to achievement, your disposition figures out what and the amount you can do. It is the one in charge of directing your aptitudes, however when contaminated by pride; it can get to be as futile as a relinquished auto left to rust and waste through time. Whether you make it or...
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...characteristic of an individual and then placing him directly on a scale that has been defined in terms of that characteristic and (ii) constructing questionnaires in such a way that the score of individual’s responses assigns him a place on a scale. It may be stated here that a scale is a continuum, consisting of the highest point (in terms of some characteristic e.g. preference, favourableness, etc) and the lowest point along with several intermediate points between these two extreme points. These scale point positions are so related to each other that when the first point happens to be the highest point, the second point indicates a higher degree in terms of a given characteristic as compared to the third point and the third point indicates a higher degree as compared to the forth and so on Scale classification base Scaling procedures may be broadly classified on one or more of the followings:- (1) Subject orientation (2) Response form (3) Degree of subjectivity (4) Scale properties (5) Number of dimension (6) Scale construction techniques Importance of scaling techniques We now take up some of the important scaling techniques often used in the context of research specially in context of social or business research. i. Rating scales: The rating scale involves qualitative description of a limited number of aspects of a thing or of traits of a person .when we use rating scale (or categorical scales), we judge an object in absolute terms against some specified...
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...Задачи по професионално студийно осветление 1. Използване на осветлени с цел намаляване на контраста, имитиране на естествена светлина. Избираме от два варианта: имитиране на облачен ден и имитиране на слънце в кадъра. Вариант 1, имитиране на облачен кадър: кадър без осветление: кадър с осветление: / Една светкавица в тавана, една в стената и софтбокс - задно странично./ Вариант 2, имитиране на слънце в кадъра: кадър без осветление и модел: кадър само със странично осветление: кадър само с предно осветление: финален кадър: /забележка - от лявата страна светлината е прекалено силна (не бива да е така) 2. Снимка с осветително тяло в кадъра... (за справка вижте: practical light) само лампата с лампата в кадър: /халогенка от посоката на лампата обърната в бяла повърхност и светкавица с пита в лицето/ слабата сянка е от халогенката, а плътната от светкавицата /експозиция по лампата – f 2.8, 1/8, исо 100 3. 3 бр кадри с рисуващо и запълващо осветление, като контраста на единия е 1:32, на втория 1:8 и на третия 1:2. (така че да има видима разлика между трите) Кадрите трябва да имат логично използване светлина и да не се вижда как просветляваме сенките /запълващото е до позицията на камерата, от страната на рисуващото. (това е най-логично падащата светлина, заради потъването на лявата част на лицето, като в същото време имаме и достатъчно просветляване от неосветената от рисуващото страна) / правилно поставено като посока запълващо при контраст...
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...Scaling Challenge #1: Passing the Hat AS a start-up, executives need to be prepared to wear more than one functional hat to be successful. As you scale, however, you must carefully oversee the process of passing those hats to new executives and managers that join the team. This looks easy on paper (just draw up the new org chart), but it can prove extremely challenging in practice. While it is easy to pass the hat in form, it may not be easy to pass the hat in substance when the on-boarding of the new hat owner is arduous, i.e., big learning curve, lots of important internal relationships, and so forth. As long as the old hat-owner offers greater knowledge and effectiveness in the relevant functional area, everyone in the organization will gravitate to her for decisions and support, regardless of what the new org chart says. The problem can be further exacerbated if the old hat owner isn’t all that willing to pass the hat in the first place or if the old hat owner is too willing and runs away from the responsibility faster than the new executive can get up to speed. Poor hat passing can result in confusion, frustration, conflict, executive turnover and ultimately poor business performance. Hat passing is tricky business that requires the buy-in all of all those affected, a solid foundation of respect between the two hat-passers, and a thoughtful approach to managing the transition. Without these fundamentals in place as you are scaling, you may find that you are dropping more...
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...Between Loneliness And General Health In Older Females Living In The Community A Research Critique of the article The article of Cheryl A. Krause-Parello was a great article on the relationship between loneliness and general health in older woman. The study sought to determine a decrease in loneliness and general health in older women when a pet attachment support was used as a coping mechanism. Woman in the ages of 55-84 who resided in independent or senior citizen communities with pets were given an informed consent that was approved by the Institutional Review Board of Rutgers (Krause-Parello, 2008). The study instruments included; PGWB schedule, a general health subscale, The Revised UCLA loneliness scale and the Pet attachment scale. The scales used various psychological tests measuring depression, loneliness and psychosomatic symptoms. The data were analyzed using Pearson product-moment (questions one through three) and regression analysis (question four) (Krause-Parello, 2008). It also used the two-tailed test, which determined the level of significance at the .05 level (Krause-Parello, 2008). The third regression analysis, the mediator (PAS) did not have a significant effect on the dependent variable’s general health; which showed a decrease demonstrating a mediating effect of pet attachment between loneliness and general health (Krause-Parello, 2008). The result of this study does support the mediating effect of pet attachment between loneliness and...
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...been applied. Having two open scale stations that cover 57.60% of the data would be the best option. Still, having four open scale stations there is a 99.93% chance that zero trucks would have to wait, but there would be a 3.74% chance that a truck will even need the extra station and you would likely be paying scalers for complete downtime. Boise Cascade Corporation | | | | | | | | | | | | | | | | Mean | 12 | | | | | | | | # of Trucks | | | | | | | | | 0 | 0.000006 | 0.000006 | | | | | | | 1 | 0.000074 | 0.000080 | | | | | | | 2 | 0.000442 | 0.000522 | | Time Window | Minutes | | | | 3 | 0.001770 | 0.002292 | | 7am-8am | 6 | 0.04582 | 4.58% | | 4 | 0.005309 | 0.007600 | | 8am-9am | 12 | 0.57597 | 57.60% | | 5 | 0.012741 | 0.020341 | | 9am-10am | 18 | 0.96258 | 96.26% | 3.74% | 6 | 0.025481 | 0.045822 | | 10am-11am | 24 | 0.99931 | 99.93% | | 7 | 0.043682 | 0.089504 | | 11am-12pm | 30 | 1.00000 | | | 8 | 0.065523 | 0.155028 | | 12pm-1pm | 36 | 1.00000 | | | 9 | 0.087364 | 0.242392 | | 1pm-2pm | 42 | 1.00000 | | | 10 | 0.104837 | 0.347229 | | 2pm-3pm | 48 | 1.00000 | | | 11 | 0.114368 | 0.461597 | | 3pm-4pm | 54 | 1.00000 | | | 12 | 0.114368 | 0.575965 | | 4pm-5pm | 60 | 1.00000 | | | 13 | 0.105570 | 0.681536 | | | | | | | 14 | 0.090489 | 0.772025 | | 12 | Average # of Trucks/Hour | | | 15 | 0.072391 | 0.844416 | | 2 | Scales | | | | 16 | 0.054293 | 0...
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...whether the questions and scales are understandable. 5 check the flow 6. Verify the skip logic; and 7 identify possible unanticipated responses 3 question response formats: Open –ended; scaled; categorical A decision on which scale to use will depend on Previous: scales used on Previous surveys (data trends are NB for awareness, customer service ratings, etc) Ability of Responder; Nature of The Property; Level of Detail desired; Medium of the survey (web, onlocation, phone; text; mail; etc) 4 Factors that determine maximum survey length: 1_Medium 2_ Respondent Involvement/Interest 3_Control Over Distractions 4_ Flow; 5_ Ease of Comprehension 6_scale uniformity 7-Levelof Ability of Responder (eg experienced survey panel members) also 8 presence of a fieldworker to coax / coach a respondent through; 9. presence of a compelling incentive N.O.I.R. refers to: Nominal; Ordinal; Interval; Ratio the scale that captures the greatest detail is Ratio. a respondent experiences from spending too much mental effort: Survey Fatigue To measure mood, this kind of scale is often used: Semantic Differential Mentioning a brand in a survey list too early can result in this type of error: Order Bias Some Principals of survey flow: 1 Screening or Qualification questions up front; 2 General to Specific overall; 3 Easy to Difficult 4 Sensitive at end 5 Stay with a scale format as long as you can & is suitable! Whether or not a scale accurately measure what it‘s...
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...-Executive Summary Industrial Scale has been producing a balance beam scale for many years and they are the leader in that market. Recently, Wilson Inc has begun to manufacture a similar scale that has been copied from the Industrial Scale model. Wilson Inc offers deeper discounts to contractors and has managed to gain a 27% market share. Industrial Scale is not concerned about its competition the way its sales manager wishes that it were. -Assessment Industrial Scale manufactures a relatively simple device and has been doing so for many years. Up until recently it has claim to 90% of its market. This device represents $600,000 in yearly sales which is 15% of the total company sales. The units are long lasting, so most purchases are not due to replacement. Wilson Inc, has emerged in the last 5 years, and copied Industrial Scales design (the copy rights have long expired). The Wilson design is a more simplified version which does not include a recent improvement which has been incorporated by Industrial Scale. The price of the two scale are the same, however, Wilson offers 20% discounts to contractors compared to Industrial scales 10%. The sales manager of Industrial Scale has convinced himself that Wilson Inc is not a threat. But, he decides to see what can be done about reducing cost. Cost could be reduced by a few percent internally or by lowering the quality of the good. Also, a new design has been made, but it will increase cost by 8% or $100. They currently sell roughly...
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...company while employed. The audience for this survey was employees who have been with the company for less than a year and for employees who have been with the company more than five years, to see if any improvements have been made. The survey will be administered two weeks after he or she comes off probation through a written format. This survey consisted of 11 items and took each employee no more than two minutes to complete. While designing this survey I kept in mind that long surveys loses the attention of the person taking the survey. Causing them to circle any answer without reading the questions, this makes the survey inaccurate. Today Likert’s method is the most widely used method for measuring attitudes (Hogan, 2007). The Likert scale was used to measure employee’s...
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...students towards acceptance of e-learning to the e-learning system used by institution. Respondents are asked to indicate the extent to which they agreed or disagreed with each statement using 5 Likert scale [(1) = strongly disagree; (2) = disagree; (3) = neutral; (4) = agree and (5) = strongly agree] response framework. Please put an “X” to the BOX to indicate the extent to which you agree or disagree with the following statements. No|Questions|Strongly Disagree|Disagree|Neutral|Agree|Strongly Agree| B1|Attitude|||||| A1|I feel at ease using e-learning provided by my institution.|||||| A2|I tend to feel convince and accept the e-learning system into my life style.|||||| A3|I feel convince that, e-learning will enhance my education skill.|||||| A4|I feel the e-learning system, attracts me to my institution.|||||| A5|I generally believe in the e-learning system as it makes learning less stressful.||||| | From the section C to section H ALSO HELP TO DETERMINE WHAT ARE THE EFFECTS OF E-LEARNING AS A TOOL. Section C: internet This section is seeking the how internet has become a strategic tool that influences students choice of tertiary institution . Respondents are asked to indicate the extent to which they agreed or disagreed with each statement using 5 Likert scale [(1) = strongly disagree; (2) = disagree; (3) = neutral; (4) = agree and (5) = strongly agree] response...
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...performing the supervisory functions required. Next the survey asks questions to see if the employees are receiving the proper performance appraisals from verbal recognition to how satisfied the employees are with the pay rate. The survey then addresses what type of managerial leadership style the supervisors have, it gives the option of the three leadership styles preferred from within the company and gives an option for “other” to determine how many leaders have different styles then the company strives for. Finally, to group the participants the survey gathers information on how long the participants have been with the company as well as what shift they most commonly work. The first set of questions in the survey use the Likert scale. The Likert scale is a method of ascribing quantitative value to qualitative data, to make it amenable to...
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...neatly dressed. His language skills were appropriate and he was able to focus and attend to tasks throughout the duration of the assessment. No problems with sight or hearing were noted. Relevant history of presenting problem The client currently resides in a group home staffed 24 hours, seven days a week. The client has resided in the group funded home since the age of 16 years old. Independent Living Scales The Independent Living Scales (ILS) assesses adults’ competence in activities of daily living related to independent living. The ILS is comprised of five subscales. The five subscale scores are added to obtain an overall score reflecting the examinee’s ability to function independently. In addition two factors may be derived from some of the items on the subscales: Problem Solving and Performance/Information. Results The results from the ILS indicate that the client performed in the high range on one of the sub-tests (memory/orientation) and in the low range on the remaining four sub-scales and in the low range of the full scale score. The results from the ILS assessment indicates that the client requires support for areas of living described in the table below: Subscale Performance Range Key Areas of Need Memory/Orientation High Functioning Assesses the individual’s general awareness of his surroundings and assesses short-term memory. Managing Money Low Functioning Assesses the individual’s ability to count money, do monetary calculations...
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...Graphic Rating Scales Definition: ← The oldest and most widely method used for performance appraisal. ← A scale that allows the rater to indicate an employee’s performance on a variety of job behaviors. ← The Rating Scale is a form on which the manager simply checks off the employee’s level of performance. Graphic rating scales require an evaluator to indicate on a scale the degree to which an employee demonstrates a particular trait, behavior, or performance result. Rating forms are composed of a number of scales, each relating to a certain job or performance-related dimension, such as job knowledge, responsibility, or quality of work. Each scale is a continuum of scale points, or anchors, which range from high to low, from good to poor, from most to least effective, and so forth. Scales typically have from five to seven points, though they can have more or less. Graphic rating scales may or may not define their scale points. How is it used? ← It is used to indicate on a scale the degree to which an employee demonstrates a particular trait, behavior, or performance result. Acceptable rating scales should have the following characteristics: 1. Performance dimensions should be clearly defined. 2. Scales should be behaviorally based so that a rater is able to support all ratings with objective, observable evidence. 3. Abstract trait names such as "loyalty," "honesty," and "integrity" should be avoided unless they can be defined in terms of...
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