...------------------------------------------------- Top of Form My Courses --> HNC 310 --> EXAM SCHEDULE and GRADING print contact faculty contact tech | Pathology - Module 1: Introduction to the course - Unit 1: Course Requirements - Item Number: 1 Lecture | Title: | EXAM SCHEDULE and GRADING | Fall 2013 EXAM SCHEDULE Dates | | Percent of Grade | August 25, 2014 | Course begins | | September 18, 2014 | Exam 1 | 25% | October 16, 2014 | Exam 2 | 25% | November 13, 2014 | Exam 3 | 25% | December 11, 2014 | Exam 4 | 25% | A final average grade of C+ or better (a numerical grade of 74 or higher) is required to pass this course. ------------------------------------------------- Top of Form My Courses --> HNC 310 --> CELL PATHOLOGY print contact faculty contact tech | Pathology - Module 2: Module Two - Unit Number: 1 Unit Title: CELL PATHOLOGY Unit Objectives After reading this chapter, viewing the PowerPoint presentation and the accompanying lecture notes, and completing the study activities, the student will be able to: 1. Describe the normal structure and function of the cell. 2. Discuss the adaptive structural and functional changes that occur in cells as a result of changes in homeostasis. 3. Explain the adaptive structural and functional changes associated with atrophy, hypertrophy, hyperplasia...
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...telephone, and overlooked changes in status.1 Lack of communication creates situations where medical errors can occur. These errors have the potential to cause severe injury or unexpected patient death. Medical errors, especially those caused by a failure to communicate, are a pervasive problem in today’s health care organizations. According to the Joint Commission (formerly the Joint Commission on Accreditation of Healthcare Organizations, JCHAO), if medical errors appeared on the National Center for Health Statistic’s list of the top 10 causes of death in the United States, they would rank number 5—ahead of accidents, diabetes, and Alzheimer’s disease, as well as AIDS, breast cancer, and gunshot wounds.1 The 1999 Institute of Medicine (IOM) report, To Err Is Human: Building a Safer Health System, revealed that between 44,000 and 98,000 people die every year in U.S. hospitals because of medical errors.2 Even more disturbing, communication failures are the leading root cause of the sentinel events reported to the Joint Commission from 1995 to 2004. More...
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...Disruptive Clinician Behavior and the Effect on Patient Outcomes Abstract Hostility and disruptive behavior within healthcare facilities have been identified as factors that may contribute to poor patient outcomes. Studies have been conducted that have assessed bad behavior on the part of patients and patients’ families, but of more recent concern are disruptive behaviors by physicians and other healthcare workers. In an effort to reduce the frequency of these incidents of disruptive behavior mandates have been issued regarding the implementation of policies and procedures which specifically address disruptive behavior among healthcare workers. The aim of this paper is to review research relevant to frequency of disruptive behavior among healthcare workers, the effect of this type of behavior on clinical outcomes, and efforts to decrease its incidence. Disruptive Behavior is a Cause of Poor Patient Outcomes Disruptive behavior has been recently defined by the American Medical Association, and The Joint Commission now requires the facilities they accredit to create a plan to outline acceptable behaviors, unacceptable behaviors and how they will address the latter (Rosenstein & O’Daniel, 2005.) Members of the healthcare team should receive training in regards to an organization’s Code of Conduct. Causes of disruptive behavior may include a culture of power among physicians, a culture of oppression among nurses (especially female nurses when dealing with...
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...Positive Behavior Intervention & Support Systems: A Longitudinal Study of Diverse Student Populations Amanda Longhini – Halbin American College of Education Abstract Positive behavior intervention and support systems (PBISS), also referred to as Positive Behavior Support Systems (PBSS), are research and evidence-based systems implemented into various educational settings in order to increase positive behaviors among diverse groups of students within its facility. By implementing a productive responsive classroom approach, where social skills strategies are explicitly taught, modeled, and reinforced to students within the school on a frequent basis, schools experience growth in positive behaviors, reduction in negative behaviors, and an improved climate for parents, students, staff and administration. Understanding the ideology of PBISS, one should be able to analytically examine longitudinal data in order to delineate a renewed focus on behavioral goals within the structure of a school. Positive Behavior Intervention & Support Systems: A Longitudinal Study of Diverse Student Populations For many years, research had been collected to analyze the effects of implementing reward systems for positive behavior in children with emotional and behavioral disorders. With swift interventions and creative incentives, the study demonstrated that such student populations can and do experience a more effective educational experience. Because the studies focused on...
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...Identify three preventive steps that an employer might take to avoid incidents of workplace violence. Workplace violence can be any act of violence, against persons or property, threats, intimidation, harassment, or other inappropriate, disruptive behavior that causes fear for personal safety at the work site and affects or involve employees, visitors, contractors. “Violence disrupts productivity, causes untold damage to those exposed to the trauma . . . and costs employers billions of dollars” (Cascio, p.614).Different actions in the work environment can trigger or cause workplace violence such anger over disciplinary actions or the loss of a job, resistance by a customer to regulatory actions; it may be the result of non-work-related situations such as domestic violence, “road rage,” or hate incidents or crime - violence of intolerance and bigotry, intended to hurt and intimidate someone because of their race, ethnicity, national origin, religion, sexual orientation, or disability. Workplace violence can be inflicted by an abusive employee, a manager, supervisor, co-worker, customer, family member, or even a stranger. Given the potential liability caused by dangerous employees and work environments, what can an employer do to reduce the risk of workplace violence? 1. Implement a "zero-tolerance" policy as to violence that is communicated from, and modeled by, every level of management. Include a statement in that policy that weapons are banned...
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...There is No single, uniform definition for workplace violence so far exists. Different relevant institutions and researchers have suggested several definitions and classifications. The terms used also differ. 1.1. The World Health Organisation (WHO) uses a broader definition and defines workplace violence as ‘intentional use of physical force or power, threatened or actual, against oneself, another person or against a group or community that either results in, or has a high likelihood of resulting in, injury, death, psychological harm, wrong development or deprivation’. 1. ------------------------------------------------- Justification of the Definition * Violence is intentional; the definition excludes unintentional incidents. * Violence is related to the health or well-being of individuals. According to WHO, certain behaviours may be regarded by some people as acceptable cultural practices, but are considered violent acts with important health implications for the individual. * It includes acts arising out of power relations, including threats and intimidation. * It opens the field of the consequences of violence to results that transcend damage and death and include psychological harm, deprivation and wrong development. * The definition implicitly includes all acts of violence, public and private, reactive or proactive. 2.2. There are five common classifications of violence which can occur in the workplace. * Employee workplace...
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...assaultive behavior in detention. Reports reflect that Kevin has a very strained relationship with his father, Kevin Brittingham Sr. Presently, Mr. Brittingham Sr and paternal aunt, Marie Rollins share joint guardianship of Kevin. Kevin lived with his aunt prior to his current stay in detention in Laurel, Maryland. During Mrs. Rollins’s interview with Ms. Carroll for the clinical assessment, she expressed that she was hopeful that Kevin would be able to return to Chesterfield County to live with his father. Reports from documents...
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...problems adversely impacting her place of work. Ms. Rodman was reprimanded in June of 1986 for receiving an inordinate number of personal telephone calls and visitors at her work station, which was disruptive to her own work and to her co-workers. The formal reprimand set forth conditions to prevent further corrective action. Ms. Rodman was to have no personal telephone calls during work hours outside of a designated break or dinnertime, in which event they were to occur in an area not visible to patients, physicians, or other department staff. When leaving the department for dinner, Ms. Rodman was to report to her immediate supervisor and was not to leave the hospital. Ms. Rodman was to make every effort to resolve the matters in her personal life that were causing problems at work. According to the testimony of her supervisor, extremely disruptive telephone calls continued. The doctors were beginning to comment on it. The staff was getting more distressed. According to her supervisor, "Again we talked about the visits, and the behavior at the desk. When the calls would get bad and Billie would slam charts, push chairs and be a little rude with the people she worked with." Another written reprimand in November of1986 warned Ms. Rodman that her job was in jeopardy if her disruptive behavior continued. The supervisor established restrictions prohibiting the Ms. Rodman from having visitors at the department and instructed her to notify security if...
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...customers and employees. Introduce new technology to satisfy the current and future needs of our customers. A. Code of Ethics • All employees shall follow all applicable local, state, and federal codes, standards and licensing and permitting laws and ordinances regarding regulations for service and installations and any requirements for such. This includes, but is not limited to all local and state permitting, local and state licensing and local and state adopted codes and standards where required • Employees will not accept gifts from clients • Employees must sign a commitment to confidentiality contract • Employees will be treated with respect and dignity • No disruptive non-business conversation will be tolerate • Excessive absenteeism without notice including unauthorized absence • Employees must follow OSHA guidelines for the company and other employees safety, Safety is first • Falsification of Company records including, employment...
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...Workplace violence is present in every nook and cranny of corporate America, affecting millions of Americans every year. Workplace violence is defined by the Occupational Safety & Health Administration, OSHA, as any act or threat of physical violence, harassment, intimidation, or other threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse to physical assaults and even homicide. In 2011, there were over 2 two million reports and claims of workplace violence, with 458 being homicides1. Workplace violence is at the forefront of everyone’s mind when a breaking news story is broadcast on the evening news, such as the recent shootings in Santa Cruz, California by a disgruntled ex-cop, and the Sandy Hook Elementary School shooting in Newtown, Connecticut, but workplace violence can strike anywhere and at any time, and is a major concern for employers and employees across America. There are different types of workplace violence, which can be categorized as follows: (1)violence by outsiders or nonemployees, usually in the attempt of a crime, such as robbery or shoplifting, (2)violence by a customer or a client, such as a student or a patient, (3)violence by employees and former employees, and (4)violence by domestic partners, such as boyfriends/girlfriends and husbands/wives. Such categorization can help in coming up with ways to prevent workplace violence since each type of violence requires a different approach to prevention, and...
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...The bystander effect is defined as the idea, “that individuals are less likely to exhibit prosocial behavior during an emergency situation if other bystanders are present than if they are not. The bystanders do not want to get involved so they continue to let the bullying happen. Machackova, Dedkova, and Mezulanikova (2015) state, “When participants were practically the sole witnesses, they were more supportive than when there were more witnesses” (p. 97). The problem with bystanders not standing up for others is the cycle will then perpetuate itself. Brody and Vangelisti (2015) have found, “research on the bystander effect, the number of bystanders to an online bullying incident was negatively related to participants intervening to stop the incident. Furthermore, the number of bystanders was positively associated with participants’ tendency to passively observe the incident” (p. 12). With this in mind, bystanders may be afraid to come forward and this will in turn create more problems with bullying. While the bystander effect is seen directly in classic bullying cases, students that become bystanders when it comes to social media, internet, and cyber issues make it even harder to catch a bully. Students can use the confidentiality...
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...According to the Atlanta Journal Constitution (AJC). On Jan. 13, teenaged twins claimed they arrived home from school and found their mother stabbed to death in her Conyers home. The girls were arrested and charged with killing her. Jarmeca "Nikki" Whitehead, 34, was stabbed multiple times and beaten, police said. Days after the beautician was killed, investigators announced they were looking for "persons of interest" based on witness descriptions. Her daughters, Jasmiyah and Tasmiyah, are now believed to have killed the woman, Conyers police Chief Gene Wilson told the AJC. One teen was arrested at a relative's home in Clarkston, Wilson said. The other was arrested at Tucker High School. Both were denied bond at their first court appearance "They're going to be tried as adults," Wilson said. Nikki Whitehead's boyfriend of 10 years, Robert Head, told the AJC that he wasn't surprised by the girls' arrests. He also said it wasn't the twins' idea to kill their mother, but they were coerced by a family member and possibly bribed. "A grown-up had to help plan it," Head said Friday night. "They loved their mom. They got caught up in a bad situation." Head said his girlfriend was studying fashion design, and had planned to travel to New York City for one of her classes. At times, the woman felt helpless and was manipulated by family members, Head said. He says money may have been the reason the girls were told to kill their mother. Georgia’s Uniform Crime Reporting (UCR) Program...
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...and groups of employees are isolated, encouraging mutual suspicion and intentional disregard of various forms of workplace discrimination, and finally a lack of job security caused by precarious employment. Alternatives: 1- Write a comprehensive policy statement. 2- Developing a written violence prevention plan. 3- Violence prevention program education and training. 1-Write a comprehensive policy statement: Once a workplace violence program is ready to be implemented, agencies must decide whether to issue a written policy statement. Among the advantages of issuing a statement are: • It informs employees that the violence policy covers intimidation, harassment, and other inappropriate behavior that threatens or frightens them; • It encourages employees to report incidents; •...
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...Organizational Chart Mission – Vision – Goals Bad Weather Bus Stops State of Emergency Hours of Operation Clothing Services Offered CACFP Curriculum The Pyramid Model DECA Assessment Literacy Program Language Policy Developmental Screenings Disability Plans COPA Software Parent School Funding Volunteer Opportunities Policy Support Statement Arrival/Dismissal Procedure Release of Child from Center Child Abuse/Neglect Attendance Regulations Bus Policies Name Tags I.D. Numbers 328-9454 225-3790 224-3529 654-9995 TOPIC Emergency Cards Behavior Returned Child to Center Designated Stops Important Information Person Under Intoxicating Substances Bus Problems or Concerns Transportation Requirements Process for Pedestrian Safety Communication with Staff Concerns Field Trips and Events Field Trip Volunteer Guidelines Statement on Holiday Celebrations Nutrition Serious Disruptive Behavior Policy Administration of Medication General Child Health Procedures Infection Control Procedures When Child Should Return After Being Illness Emergency Procedures Head Lice Policy Immunization Policy Licensing Community Resource Directory Donations Parent Code of Conduct New Castle County Head Start, Inc. Organizational Chart Board of Directors Policy Council Executive Director Controller Assistant Controller Program Coordinator Program Coordinator Center Coordinator (X2) Center Coordinator (X3) Program Coordinator ...
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...A Case Study Report On Cisco Systems Risk Strategies Submitted to, Amy vuong Submitted by, Marut shah Vishal Dave Manthan Shekhadia Keyur Patel Rudraksh Gaikwad Imran Siddique Mohammad Faisal Contents 1. Introduction ............................................................. 4 1. Executive summary .............................................. 4 2. Issue identification .................................................. 5 1. Challenge & Issues ............................................... 5 3. Alternatives & Options: .......................................... 6 4. Recommendations ................................................... 9 5. Implementation of strategies & results: .................. 9 6. Monitor & Control: ............................................... 10 7. Lessons Learned..... Error! Bookmark not defined. 1. Introduction Cisco, the global information and communication technology provider, has put in place a supply chain resiliency program that any company facing possible risk from supply chain disruption should study. Cisco's program for SCRM combines tools, policies, practices and management support into a comprehensive system that enables the company to truly understand and manage the risks associated with the supply of most of its products. Beginning with new product design and introduction, and continuing through to current product manufacturing and fulfillment, Cisco can predict potential risk points and work with members of its supply...
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