Choose two (I will let you choose the 2) of the criteria below and create questions, comments and feedback that center’s on the peer’s content provided under the chosen criteria. In your posting, clearly identify the two criteria chosen for the review. Suggested ways to review a peer’s presentation is to expound on the content provided under a given criterion by providing additional information or other points that could have also been included; ask pertinent questions that allows the peer to clarify and further expound on the criteria; if you disagree with a point made by a peer, explain why and provide further information supported by evidence to defend your position.
1. Introduce the disease with a brief definition and description.
2. Discuss the risk factors and the connection to the etiology of the initial injury to the cell/tissue/organ.
3. Discuss health care provider implications for prevention of the disease.
4. Show the progression from the initial injury to the defect in the tissue, organ and system functioning.
5. Link changes in the tissue, organ, and system functioning to the initial presenting signs and symptoms seen in primary care of the disease.
6. Provide a brief description of how the disease is diagnosed.
7. Provide a brief description of the pharmacological and non-pharmacological interventions used to treat and manage the disease.
8. Summarizes the disease on final slide with concluding remarks; includes implication for nurse practitioner practice.
9. Utilizes at least two current (within 5 years), peer-review scholarly sources to support presentation content
In the present time, the compensation hole between the sexes is as yet noteworthy in many nations, which demonstrates that there is oppression ladies in the work environment, as the chart beneath outlines that ladies were more than twice as likely as men to state they have been casualties of separation (Wilson, 2006). In the previous century numerous iandividuals did not have rise to rights to pick their employments. For instance ladies couldn’t discover occupations effortlessly as men, on the grounds that specific individuals trusted that men were more qualified than ladies. In the present time, individuals emphatically put stock in human rights, however separation still exists, and the effects of segregation are not kidding in the work environment and in the public arena. The impacts of segregation in the work environment are indicated mostly in two ways. Right off the bat, separation specifically manages the expanding rate of joblessness. Sex separation exists in a few organizations. There are organizations that don’t utilize ladies, and subsequently ladies have less openings for work. Also, age segregation exists in different organizations. Youngsters may not discover occupations after graduation, since a few organizations believe that youngsters’ absence of experience would not profit them. Besides, segregation brings about decrease in work effectiveness. In the event that an organization victimizes ladies, therefore this organization will lose work adjust. Besides age segregation is likewise hurtful to an organization. For one, at a more seasoned age individuals have a great deal of involvement, however youngsters are brimming with eagerness and thoughts, so these two gatherings are both imperative for an organization. Bigotry has been recognized as the conviction that race is the fundamental determinant of human abilities, that a specific race is superior to others, and that people ought to be dealt with diversely as indicated by their racial assignment (Racism, 2010). The United States has made some amazing progress in overcoming segregation in the working environment however regardless it has far to go. Albeit numerous minorities made awesome strides amid the Affirmative Action years, today there is as yet a low level of minorities in contrast with whites in corporate America. Moreover, the chart beneath demonstrates the level of minorities in the work environment, where they got just 34% of the aggregate business (Chow, 2010). Bigotry acts don’t influence the supremacist himself/herself or just the general population working with him/her, it includes the clients and the staff too. As found in the diagram beneath, the impact of bigotry isn’t restricted to certain sort of individuals (Jones, 1996). The clients ought to be served in the most ideal way that could be available regardless of where they are from. A few workers may influence the organization to lose numerous clients on account of their activities. In the work environment there must be agreement between the representatives so the work processes effortlessly and work completes productively. However, when there is separation between the staff, the earth winds up undesirable, and therefore such activities would influence the organization all in all. For instance, when representatives are bigot against each other, they won’t be useful to each other, and thus the work won’t be done successfully. Segregation can be caused by numerous reasons in the work put, for example, religion, scorn, and stereotyping. One of the fundamental reasons of segregation is religion, which can jeopardize the work environment. Religion might be a delicate issue, and it may cause clashes. Besides, in the work environment separation could happen in view of contempt. For instance, a few workers may surmise that another representative got a raise in view of his race, so they would segregate and despise him/her. In the present time, the vast majority of the organizations enlist workers from various nationalities, as a result of globalization. Also, a portion of the representatives might be bigot to different nationalities and they would not acknowledge having different nationalities working at an indistinguishable level from they are. Additionally, stereotyping is another reason of separation. Somebody may have had an awful involvement with individuals from a specific locale, and therefore this individual may separate and generalization anybody from this zone in view of the past experience. The outcomes for bigotry in the working environment is enormous, it incorporates absence of work process, lost clients, and claims. Bigotry would wipe out the productivity of the work progression, as a few representatives may not work adequately with others so there will be an absence of the work process. Moreover, this may influence the organization unfavorably. Furthermore, if the organization has supremacist representatives this will influence the way they treat their clients. Thusly, the activity of the organization will be influenced, the same number of clients may feel separated or not acknowledged and may leave the organization and begin going to different contenders. Too, the organization may be in danger of prejudice claims on the off chance that it procures supremacist workers. Therefore, this will put the organization and the worker at danger. Additionally, if the organization gets a notoriety of race segregation it would be destructive for its business. The diagram underneath demonstrates the quantity of segregation cases documented by classification to the U.S. Measure up to Employment Opportunity Commission (PERFORMANCE RESULTS, 2008). For an organization to survive its business it needs to have arrangements and preventive measures for prejudice acts. This could be accomplished by mindfulness by peer audit, preparing, disciplinary acts, and even terminations. Organizations that take endeavors to accomplish social assorted variety are available to changes in corporate strategies that give motivating forces for representatives who increment efficiency in their areas of expertise in view of social decent variety. Frequently, this converts into real changes in corporate approaches, for example, in taking part in peer surveys over the customary manager/subordinate situation. At the point when directors are checked on by those underneath them, there is to a lesser extent a possibility that they will take part in supremacist remarks or activities. Also, the organization should give social decent variety preparing to their workers with the goal that they will know about their activities and words, that they may believe it’s worthy to state or do yet it’s viewed as supremacist. Commonly, prejudice isn’t an open, obvious activity. Now and then, numerous individuals who consider themselves without partiality may make bigot remarks without knowing they made them. They may hear others putting down a kindred laborer and pay heed however be totally oblivious of their own partialities and practices. Saying something like “you beyond any doubt are savvy for a dark man,” or a lady, or a Latino, is the sort of remark where the individual more often than not has no feeling of his or her own particular bigotry and ordinarily think they had earnestly given the individual a compliment. Besides, the diagram underneath shows the rate of segregation while working in many nations around the globe (Nita, 2008). Likewise, there must be some sort of disciplinary acts inside the organization, so representatives would be more watchful of their activities toward each other, and toward clients. Disciplinary acts is vital in such cases as it demonstrates the significance of the issue and that such separating activities are not endured in the organization. Besides, end is considered as the last consequence of bigotry acts. For instance, a representative is known about segregating acts and the disciplinary demonstrations have not demonstrated any change in his/her activities. Along these lines, end must be considered with the goal that the workplace would not be influenced by such representatives, thus that this bigot worker would go about for instance to the various workers. Taking everything into account, bigot are exceptionally fruitful at keeping their activities private, that is the reason prejudice in the work environment still exists. The way that a representative doesn’t freely say separating words at the work environment does not completely mean he has had a difference in heart. Regardless he may meet outside of work with his/her partners, and take part in supremacist jokes or put-downs. The essential bias is still there, and as long as it seems to be, there can be no solace taken in the way that activities in the work environment have changed. A racially-one-sided disposition remains. Individuals can’t feel great on gaining ground on segregation in the work environment until this sort of state of mind never again exists (Racism In The Workplace, 2009).>