LGBTQ Health

It is important to recognize that the LGBTQ community has to deal with a set of unique challenges, and professional nurses have a responsibility to address the needs of their clients. First of all, it is imperative to focus on reproductive issues. The needs of LGBTQ people are often overlooked due to stereotypes, and professional nurses should promote sex education and improve access to contraceptives. LGBTQ individuals are negatively affected by stereotypes, and nurses should seek to address some of the misconceptions to protect the needs of the group. Transgender affirming healthcare is a challenging issue because such efforts are often opposed by policymakers. It is the responsibility of healthcare professionals to address some of the misconceptions regarding transgender issues and ensure that LGBTQ individuals gain access to appropriate care. Access to healthcare services is another important factor that has to be considered. It is important to understand that LGBTQ individuals are reluctant to report their needs because of stereotypes and discrimination (CDC, n.d.). Thus, nurses should focus on the establishment of an environment that would make it easier to discuss the issues faced by the LGBTQ community. Supporting services are of utmost importance because LGBTQ individuals are negatively affected by employment inequality and similar issues. One may argue that the sixth essential is of utmost importance in this area because it is focused on the development and implementation of policies (AACN, 2011). LGBTQ individuals have to deal with a set of unique challenges, and nurses are provided with opportunities to participate in the development of policies. Nurses should examine the issues faced by the LGBTQ community and support the interventions that could help the individuals to address some of the challenges. The needs of the LGBTQ community are often overlooked, and nurses should analyze available research to support the implementation of evidence-based interventions.

References

American Association of Colleges of Nursing (AACN). (2011). The Essentials of master’s education in nursing [PDF file]. Retrieved from http://www.aacnnursing.org/portals/42/publications/mastersessentials11.pdf

Centers for Disease Control and Prevention (CDC.). (n.d.). Lesbian, gay, bisexual, and transgender health. Retrieved from https://www.cdc.gov/lgbthealth/

     Engaging in clinical research programs is a form that nurses can help make sure that they stay ahead of the potential threats towards the LGBTQ health. Numerous people are still figuring out about their sexuality and personality thus investing in such clinical programs and advocacy will help ensure that they help people in the community. 

            Taking part in the national movements is one political statement that nurses can choose a specific one and become part. The nurses are a symbol of health and given that there still are few health institutions that can still despise the member of the LGBTQ in a developed country such as the United States (Russett, 2016). The people in other countries have a difficult time because of the laws in place thus nurses can choose to introduce such programs and stand for them. 

            Holding positions in government agencies is another measure to help the LGBTQ politically because they need a voice higher in the channel. The opportunity will help provide them with a voice in the health care that will ensure that the laws introduced do not hinder them while at the same time guaranteeing better health care environment. 

            The cultural competencies are the essentials relative to the study and argument because it seeks to ensure that people are learning. The concept is essential because it focuses on the community’s culture and how the various people interact and socialize in this current decade with the level of socialization (Chin, Trimble & Garcia, 2018). The people have formed families and friends over the internet thus it will be important for the nurses to also choose the various policies in their curriculum and make sure there is positive change and acceptance in the society. 

 References

Chin, J. L., Trimble, J. E., & Garcia, J. E. (2018). Global and Culturally Diverse Leaders and      Leadership: New Dimensions and Challenges for Business, Education and Society (Vol.           First edition). Bingley, UK: Emerald Publishing Limited. 

Russett, J. L. (2016). Best Practices Start with Screening: A Closer Look at Screening, Brief        Intervention, and Referral to Treatment in Adolescent, Military, and LGBTQ      Populations. Journal of Addictions & Offender Counseling, 37(2), 116–126.           https://doi.org/10.1002/jaoc.12020

 

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PICOT

Do adults with type 2 diabetes who attend ongoing education with family members compared to those who have limited education adhere to lifestyle changes more positively over the first year from diagnosis?

Qualitative:  

Does the adult patient with type 2 diabetes experience lifestyle changes better when family support is given during the first year?

Quantitative:

Do regular family support classes help adults with type 2 diabetes lead to improved lifestyle changes over the 1st year of treatment compared to those with limited education?

Type 2 diabetes has become a top issue in the United States.  “Diabetes is a leading cause of new cases of blindness, kidney failure and non-traumatic amputations (Weller, Baer, Nash and Perez 2017).”  Family support can have a great impact on a person’s ability to maintain healthy lifestyle changes.  When we get everyone involved we not only change the life of the patient we also impact the lives of the family.  “Family members can have a positive and/or negative impact on the health of people with diabetes, interfere with or facilitate self-care activities (e.g., by buying groceries or refilling a prescription), and contribute to or buffer the deleterious effects of stress on glycemic control (Mayberry & Osborn, 2012).”

References:

Mayberry, L., Osborn, C. (2012). Family support, medication adherence, and glycemic control among adults with type 2 diabetes. Diabetes Care, 11, 1. https://www.DOI:10.2337/dc11-2103

Weller, S., Baer, R., Nash, A., and Perez, N. (2017). Discovering successful strategies for diabetic self-management: A qualitative comparative study. BMJ Open Diabetes Research & Care, 5(1), 2. https://doi:10.1136/bmjdrc-2016-000349

 

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For this assignment, I interviewed an NP in charge of the clinical division of the local hospital. Based on my observations and research, the hospital allocates different roles to healthcare professionals engaged in various capacities to oversee the assigned activities and performance within their specific department or division. According to the interviewee, the primary focus in performance management is to align the generated employee outputs with the organizational goals which are developed at the beginning of every strategic period. The interviewed noted that she is continuously focused on ensuring that she creates a workforce which is compliant, dependent, and technically equipped to ensure that they meet the goals set by the hospital towards improving the quality of care and also the overall outcomes for the hospital and the patients. Correctly, the interview explained that her department has come up with sector-specific ways of evaluating and managing performance to ensure that that they meet the anticipated goals and objectives. It requires the employees to come together in developing performance management practices within the organization to maximize individual performance and enhance the quality of care delivery (Hewko and Cummings, 2016). In my view, I think that the interviewee is correct to focus on improving individual employee performance and also involving them in the course of performance management and improvement in the organization. It is because healthcare professionals as care providers represent an integral part of the healthcare process and they have to involve directly and continuously to ensure that the quality of care delivery is improved significantly (van der Geer et al., 2009). The overall outcomes will be likely to be advanced if all levels of the workforce are engaged actively to provide high quality and effective care delivery. 

References

Hewko, S. J., & Cummings, G. G. (2016). Performance management in healthcare: a critical analysis. Leadership in Health Services, 29(1), 52-68.

Van der Geer, E., van Tuijl, H. F., & Rutte, C. G. (2009). Performance management in healthcare: performance indicator development, task uncertainty, and types of performance indicators. Social science & medicine, 69(10), 1523-1530.

 

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Please respond based on what is written in this discussion.  

Classmate wrote: For this assignment, I interviewed an NP in charge of the clinical division of the local hospital. Based on my observations and research, the hospital allocates different roles to healthcare professionals engaged in various capacities to oversee the assigned activities and performance within their specific department or division. According to the interviewee, the primary focus in performance management is to align the generated employee outputs with the organizational goals which are developed at the beginning of every strategic period. The interviewed noted that she is continuously focused on ensuring that she creates a workforce which is compliant, dependent, and technically equipped to ensure that they meet the goals set by the hospital towards improving the quality of care and also the overall outcomes for the hospital and the patients. Correctly, the interview explained that her department has come up with sector-specific ways of evaluating and managing performance to ensure that that they meet the anticipated goals and objectives. It requires the employees to come together in developing performance management practices within the organization to maximize individual performance and enhance the quality of care delivery (Hewko and Cummings, 2016). In my view, I think that the interviewee is correct to focus on improving individual employee performance and also involving them in the course of performance management and improvement in the organization. It is because healthcare professionals as care providers represent an integral part of the healthcare process and they have to involve directly and continuously to ensure that the quality of care delivery is improved significantly (van der Geer et al., 2009). The overall outcomes will be likely to be advanced if all levels of the workforce are engaged actively to provide high quality and effective care delivery. 

PLEASE USE AT LEAST 2 REFERENCES AND IN-TEXT CITATIONS.

References

Hewko, S. J., & Cummings, G. G. (2016). Performance management in healthcare: a critical analysis. Leadership in Health Services, 29(1), 52-68.

Van der Geer, E., van Tuijl, H. F., & Rutte, C. G. (2009). Performance management in healthcare: performance indicator development, task uncertainty, and types of performance indicators. Social science & medicine, 69(10), 1523-1530.

 

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PLEASE READ RESPOND TO THIS POST ACCORDINGLY USING APA AND REFERENCES AT LEAST 2 ( WHAT DO YOU THINK ABOUT WHAT THIS WRITER DISCUSSED IN THE READING?

 

I selected the Iowa model of evidence-based practice.  Titler and colleagues initially developed the Iowa model of evidence-based practice in 1994 to provides direction

for the development of evidence-based practice in clinical agency were triggers that can be problem-focused evolving from risk management data, process improvement data,

benchmarking data, financial data, clinical problems, knowledge-focused such as new research findings, change in national agencies or organizational standards and guidelines,

an expanded philosophy of care, or questions from institutional standards committee initiate the change; and the focus should always be to make the change based on the best

available evidence (Grove, 2015, p. 483). 

This model should be effective for implementing EBP in any area of practice as long as triggers are evaluated and prioritized based on the needs of the practice to prompt a

focused action from the organization, an action that is guided by the most appropriate evidence-based research practice available. Once the trigger is prioritized, a group is

formed to search for the best evidence to manage the issue and evaluate all factors such as cost, the strength of the evidence, and the impact of such evidence on the triggers.

This group will assemble relevant research and related literature, critique and synthesize the research for use in practice and if there is sufficient research base, it will proceed

and make changes as deemed necessary as the research progresses. Once the research is completed, results are evaluated and decision is made to make the changes as approved

at the organizational level.

Barriers to this implementation can be the lack of research evidence available on the effectiveness of measures to address the particular trigger; the transfer of evidence-

based research to a particular trigger might not produce expected results based on other factors independent from studies that produced the evidence in use. For example, 

patients’ multiple chronic illnesses can affect their response to treatments, not all patients respond the same way to a particular treatment, regardless of the strength of the

evidence. Other barriers include the cost of implementation related to training staff. Effective EBP implementation at the practitioner and organizational levels within a health

care setting is essential to provide safe, effective and patient-centered care; nurses play a pivotal role to sustain the use of EBPs in clinical setting, and the contextual quality

of an organization that facilitate successful implementation should involve an organizational culture that is value-oriented and learning-oriented and receptive to change, and

a transformational leadership style determined by the leadership and practice of management (El-Mallakh at al., 2013, p. 42).

Reference

Grove, S. K., & Burns, N. (2017). The Practice of Nursing Research: Appraisal, Synthesis, and Generation of Evidence (8th ed.). St. Louis, Mo: Elsevier Sanders. 483

El-Mallakh, P., Howard, P. B., Rayens, M. K., Roque, A. & Adkins, S. (2013). Organizational fidelity to a medication management evidence-based practice in the treatment of

schizophrenia. Journal of Psychosocial Nursing & Mental Health Services, 51(11), 35-44

 

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