Essay on Hiring and Development Plan

Essay on Hiring and Development Plan Essay on Hiring and Development Plan Essay on Hiring and Development PlanToday the role of Human Relations managers is crucial in the successful development of any company. Every day companies face a wide range of complex challenges, which affect the functioning of management and employee performance. According to researchers, the way â€Å"managers handles these challenges directly affects employees and their performance†(Hodgetts Hegar, 2007, p.5). Human relations process allows managers to bring employees into contract with the company in a way that help to achieve the established goals of both groups. Any company is focused on three goals: the company’s survival, growth and profitability. Amy employee is concerned with the following goals: â€Å"good pay, adequate working conditions, a chance to interact with other personnel, and the opportunity to do interesting and meaningful work† (Hodgetts Hegar, 2007, p.5). It becomes clear that any company seeks talented employees for the required posit ion, providing them abundant opportunities for personal and professional growth (Aswathappa, 2005; Byars, 2010). A Human Relations Manager is focused on creating successful planning that will work best for the company and employees. The application of successful hiring and development activities guarantees positive outcomes and contributed to the company’s productivity. Actually, hiring process includes a number of activities, e.g. job analysis, job design, advertisement and mediums and other practices aimed at hiring the best candidates. Once a Company hired a new employee, it is appropriate to work out a development plan in order to create a successful and contributing member of the team. A Human Relations Manager should take into consideration all the required components of the plan.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As a Human Relations Manager for the company, I am dedicated to human relations function. I am focused on hiring and training employees, overseeing labor relations, as well as the human side of business. Any company should have an effective Human Resource Management team aimed at the utilization of employees’ skills and abilities to achieve the established organizational goals (Aswathappa, 2005; Byars, 2010). As a professional Human Relations specialist, I will work hard to find, train and motivate employees. I am competent in hiring, training new employees, resolving various internal work-related complaints, as well as in planning effective growth strategies with executives of our company.   As a Human Relations specialist, I will hire and motivate employees based on the established hiring and development plan.The major goal of this paper is to outline a hiring process from scratch which includes a discussion beginning job analysis, job design, advertisement and mediums, and continue through the actual hiring process, therefore creating the hiring plan.   Besides, it is necessary to represent a successful developmen t plan in order to create a successful and contributing member of the team.Creating a Hiring Plan  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   It is known that effective hiring process needs the creation of an effective hiring plan. This plan should be worked out before the beginning of the interview process. According to Kathleen Kennedy-Luczak and Carol E. Thompson (2005), â€Å"having an effective recruiting plan in place keeps the time a job remain open to a minimum, and avoids the risk that your company may be caught with orders it cannot fill, or jobs that may not be completed on time† (p. 6). Besides, an effective hiring plan guarantees uniformity of the whole hiring process and helps to avoid any employment discrimination practices.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As the hiring process in our company is a complex one, it is very important to use the proper skills and professional experience to meet the company’s needs. As a Human Relations Manager fo r the company, I should use my personal experience and knowledge to review the resumes or application forms and determine if the candidate for the required job position meets the qualifications of this job position.Outline of the Hiring Process  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In order to outline a hiring process, it is necessary to creating a hiring committee that will be responsible for overseeing the major procedures of the hiring process. The hiring committee should consist of 3 members, who possess the required skills and professional experiences in the hiring process (Byars, 2010). The hiring committee members should be ready to set the appropriate timeline for the hiring process.Job AnalysisJob analysis can be viewed as â€Å"the backbone of human resource function, forming the basis of all tasks in a well-managed human resource department† (Foster, 2010, p. 587). The term job analysis can be defined as a comprehensive systematic process aimed at providing i mportant information on job position, describing the job and comparing it with other jobs. As a Human Relations Manager, I am interested in â€Å"examining, documenting and drawing inferences about job activities, worker attributes, and work context† (Foster, 2010, p. 588).As a Human Relations Manager for the company, I will effectively use the information generated from job analysis. I will be involved in some necessary personnel practices, such as â€Å"writing job descriptions, establishing and conducting recruitment and selection process, conducting periodic performance appraisals, establishing employee training and development needs and establishing the level of pay for a job† (Foster, 2010, p. 588).First, I will create an effective job description. This activity stands for representation of a 1to 4 page summary of the required tasks, duties and responsibilities that are essential for the job position. I will provide a brief summary to make it easy for the applica nts and hiring committee members to evaluate all the requirements for the job position.Second, I will create job evaluation. According to Foster (2010), â€Å"the process of job evaluation attaches a dollar value, or worth, to the job†(p. 589). In this activity, I will pay due attention to the job’s duties and responsibilities and compare the pay rates for the similar job positions.Job DesignJob design is an important procedure as it includes the professional assessment of the required tasks, duties and responsibilities for the job position. I realize that I can change some aspects of job design to improve employee productivity and employee motivation.   I will use my professional skills and experience to make job expectations clear, organizing the established employee tasks, duties and responsibilities into an effective unit. As a Human Relations specialist, I will use different approaches for job design, including job simplification, job enlargement, job enrichment , job rotation, and job sharing.Advertisement and MediumsThe required positions can be advertised both internally and externally. Today there are many opportunities to hire candidates. I can use different approaches, including newspaper advertising, the Internet ads (e.g. the Internet job boards), social networking ads, job fairs, college recruiting, search firms and other approaches to hiring new employees. However, I will the Internet ads and social networking, as these approaches are the most effective searching tactics today. According to results of the joint poll conducted by the Society for Human Resource Management, many employers and employees use networking and personal contacts to achieve the established goals in searching process (Kennedy-Luczak Thompson, 2005).As a Human Relations Manager for the company, I will place a job announcement on a web-based resume board. In case, I need to find a candidate in a very short space of time, I will use the services of an external recruiter. According to experts, â€Å"external recruiters know where and how to find the most suitable candidates, whether these candidates are in the market for a new job or not† (Rothman, 2013, p. 34). Besides, external recruiters can help to find the employees who possess unique skills (technical and non-technical skills), qualities and preferences. Undoubtedly, I will pay the fee for external recruiters’ services.Selection process in the hiring procedureThe selection process requires mutual decision making concerning the candidate for the required job position. All hiring committee members should be involved in the process of selection new employees. According to researchers, â€Å"selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment†(Aswathappa, 2005, p. 158).   In our company, the selection process is focused on professionalism of the hiring committee members.As a Human Relat ions Manager, I realize that there are several factors that may affect the process of selection. These factors include â€Å"supply and demand of specific skills in the labor market, unemployment rate, labor market conditions, legal and political considerations, company’s image, company’s policy, HRP, and cost of hiring† (Aswathappa, 2005, p. 159).  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Screening procedure in the selection processThe process of screening helps to remove unqualified candidates for the required job position. I will evaluate all critical characteristics of candidates to determine if each person from the list of job candidates is qualified for the required job position. As a Human Relation Manager, I realize that the screening procedure helps to facilitate the subsequent stages of the selection process, based on practical management initiatives (Aswathappa, 2005; Byars, 2010).Conducting a preliminary interview with candidatesAfter screening the candidates’ resumes and applications, I will conduct a preliminary interview with the candidates for the required job position in order to select and hire a candidate who meets the needs of our company. I know that a preliminary interview can help to identify some misfits that have not been mentioned in the application forms or resumes (Aswathappa, 2005; Byars, 2010).Selection testsSelection tests are used to find out more important information about the candidates for the open position. Those candidates who pass a screening procedure and a preliminary interview should be called for selection tests. As a Human Relations Manager for the company, I will use selection tests to â€Å"determine the applicant’s ability, aptitude and personality† (Aswathappa, 2005, p. 160). There are several types of selection tests, including ability tests, aptitude tests, personality tests, interest tests, graphology tests, polygraph tests and other types of selection tests. I will use personality tests, which help to measure and evaluate the candidate’s motivation to perform his/her duties in a proper way and ability tests, which help to determine the ability of a candidate to perform the required tasks. Some of the issues that will be discussed in the selection tests for the candidates include occupational interests, personality factors, technical and non-technical skills, temperamental adaptability, etc.Essay on   Hiring and Development Plan part 2

Vaccination and Baccalaureate

Vaccination and Baccalaureate Vaccination and Baccalaureate Vaccination and Baccalaureate By Maeve Maddox I wanted to call this post Cows and College Graduates, but blog titles must be plain and to the point. Warning: This is something of a shaggy dog story, so if youre the impatient type, you may want to skip this post. Vaccination The Latin word for cow is vacca. When Edward Jenner was looking for a way to prevent smallpox (variola), he worked with the less deadly disease cowpox (variolae vaccinae). Variola is from Latin varius, spotted, or varus, pimple. Vaccinae is from Latin vaccinus, from cows. Jenner coined the word vaccination for his technique of scratching cowpox virus into the skin. Survivors of cowpox were immune to smallpox. Baccalaureate The word baccalaureate comes from Medieval Latin baccalaureus, student with a first degree. Baccalaureate is related to the English word bachelor. Indeed, we refer to a B.A. (Artium Baccalaureus) as a bachelors degree. At the end of the 13th century, a bachelor was a young man in training for knighthood. Although one conjecture is that bachelor derives from Latin baculum, stick, because squires practiced with staves instead of swords, the more likely source is Medieval baccalarius, vassal farmer. Baccalarius derived from baccalia, a herd of cows. Bacca was a Low Latin variant of vacca, cow. A baccalaria was originally a grazing farm and a baccalarius a cowherd or cowboy. In the 14th century the meaning of bachelor evolved from knight in training to junior member of a guild or university. In time, because young men still pursuing their educations couldnt affordin terms of time or moneyto marry, bachelor took on the meaning of unmarried man. The -larius of baccalarius became the -laureus of baccalaureus by way of folk etymology. Before schools adopted the practice of awarding cheesy plastic trophies, academic achievement was honored by the bestowal of a crown of laurel leaves. Laurel berries in Latin is bacca lauri. Ergo, rustic baccalarius became classy baccalaureus and the cow connection was no more. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:Among vs. AmongstCharles's Pen and Jesus' Name

What is Democracy Essay Example | Topics and Well Written Essays - 1250 words

What is Democracy - Essay Example By way of a constitution, or a set of regulations and guidelines formulated by the input of the citizens, a democracy can moderate what the government has a right to do when they govern. For example, that the government in power must allow the people the right to have an election every few years to choose whom they want to govern them. Actively including others in the decision-making processes, by way of debate, discourse and other communications, establishes the social contract. Within a democracy it is the citizen’s responsibility to choose a government, and to participate in constitutional discussions, for example, by way of a referendum or voting. Although democracy aims primarily to include people, rather than exclude them, some ‘extreme’ groups tend to be ignored as to their participation. For example, the homeless, minority groups, the very poor, the disabled and the very elderly. These excluded groups are often paid lip service by the majority, who while aware of their plight, discriminated status, and lack of input, tend not to be interested in making the issues of the socially excluded a priority, as it does not serve the immediate interests of the majority. By virtue of its inclusive principles, and the responsibilities placed on citizens to determine what comprises a constitution and government, a democracy can be considered a more favorable form of government. The form of democracy first developed by the Ancient Greeks is not so very different to the present day democracy as exists in North America. Both forms of democracy required that the citizens had a right to vote, and that the balance of power of a government as a body was determined by citizens.

Sensory Perceptions Essay Example | Topics and Well Written Essays - 500 words - 12

Sensory Perceptions - Essay Example This brief overview will examine the sensory perceptions and the factors that affect the authenticity and believability of information from the sensory nerves. Several reasons make people trust their sensory information and believe this information to be true. For instance, in the event that one places his hand on a hot charcoal or pot, the feeling sense sends an impulse to the brain, and one removes the hand from the hot object before it is badly burnt (Miller, 2008). Further, the sense of smell is always accurate, and one can rely on that information to make informed decisions. The smell of smoke can indicate that an item is burning or that there is a fire burning somewhere. There is no reason for one to question the accuracy of the sense of smell. Furthermore, human sense of sight provides reliable information concerning the nature and appearance of the environment that surrounds people (Chaudhuri, 2011). For instance, if an individual sees a person running in the field, there is no doubt that indeed that person is running. Further, one cannot be doubtful of the fact that his eyes can see that there is a heavy down pour in the neighborhood. On the contrary, sensory information can be inaccurate in several ways. For instance, past experiences influence the interpretation of the sensory information and end up giving wrong information to the person who is observing a situation (Chaudhuri, 2011). It is possible for a person with past unpleasant experience of infidelity to misunderstand a woman she notices speaking to her husband. Further, the sensory nerves do not perceive hidden things, and if people rely on this information, they might end up in danger. For instance, the eyes might not spot a thug hiding behind a tree, and one might make wrong judgments that one can walk in the street at night safely (Miller, 2008). The final reason that makes sensory information inaccurate is that people never interpret data from the sensory organs accurately

CMOP-E Case Study Example

CMOP-E Case Study Example Mrs. B is a 54 year old woman diagnosed with schizophrenia. After being stabilized with medication and receiving treatment, she struggled with finding and maintaining employment but eventually found a job as a sales associate. Recently, she was referred to see the OT because she was beginning to feel dissatisfied with her job and wanted to explore other options. In the past, she worked 4 or 5 day shifts a week; however, currently, her employer was giving her fewer shifts per week. Her shifts were in the evening, which made it difficult for her to spend time with family. She felt stressed because her employer was expecting her to complete more tasks but did not give her adequate time to complete them. She was also having interpersonal problems with her co-workers which added to the stress. She also indicated that she wanted to expand her social network as she felt that she had few friends. The OT provided her with resources that would assist with vocational readiness. To assist with e xpanding her social circle, the OT provided Mrs. B with a website that connected people based on interests. Using the above case study, this paper will discuss how the CMOP-E relates to OT practice. The focus of this paper is on the interaction between occupation and environment. CMOP-E Models provide OTs with a framework to gather information about the individual and to plan interventions. The Canadian Model of Occupational Performance (CMOP) is based on a set of values and beliefs concerning occupation, person, environment, and client-centered practice (Hagedorn, 2001). A central construct of this model is that the client is involved in the process of determining needs and planning action; the therapists role is to enable this process and enable clients to engage in occupation (Hagedorn, 2001). The CMOP is an interactive model showing relationships between person, environment, and occupation (See Figure 1, part A) (Townsend Polatajko, 2007, p. 23). In the CMOP, the person, represented as a triangle, has three components cognitive, physical and affective, with spirituality at the core (Townsend Polatajko, 2007). The model shows that occupation connects the person and the environment (Townsend Polatajko, 2007). The key components of occupation include self-care, productivity and leisure (Townsend Polatajko, 2007). A critical review of the CMOP led to the portrayal of a trans-sectional view (see Figure 1, part B) (Townsend Polatajko, 2007, p. 23). The trans-sectional view of the CMOP can be used to show that occupation is of central interest and delimits the OTs concern with persons and environments. The transverse view with occupation front and centre presents occupation as OTs core domain of interest, showing that OTs are primarily concerned with human occupation, and the connections with the occupational person and the occupational influences of the environment; those aspects of person or environment that are not related to occupation are beyond OTs scope (Townsend Polatajko, 2007, p. 23 24). OTs need to consider the actual performance of an occupation and the level of importance it holds or the degree of satisfaction it brings to the individual, family, group or organization. OTs also need to consider the potential and possibilities for occupational engagement that is allowed by the oc cupation-person-environment interactions. CMOP is now CMOP-E with the added word engagement to extend the occupational perspective (Townsend Polatajko, 2007, p. 24, 28). Environment The environment in the CMOP is the context in which an individual performs occupations and includes physical, social, cultural, and institutional elements (Cole Tufano, 2008). The physical environment includes natural and built factors. This may include home, classroom, workplace, or natural environments (Cole Tufano, 2008). Social environment is composed of social groups such as family, coworkers, and community organizations (Cole Tufano, 2008). The social environment is the source of personal relationships (Duncan, 2006). Cultural environment may overlap with social environment and include religious, ethnic, and political factors which can affect the opportunities for, and barriers to, participation (Cole Tufano, 2008). The institutional environment includes the political and social systems that affect the number of opportunities present and provides rules and limits to an individuals occupations (Cole Tufano, 2008). Occupation The definition of occupation is (excerpted from Enabling Occupation, CAOT, 1997): Occupation refers to groups of activities and tasks of everyday life, named, organized, and given value and meaning by individuals and a culture. Occupation is everything people do to occupy themselves, including looking after themselves (self-care), enjoying life (leisure), and contributing to the social and economic fabric of their communities (productivity). (Townsend Polatajko, 2007, p. 17) The area of self-care encompasses all the tasks an individual goes through in a day to take care of oneself. Personal care includes basic activities of daily living, such as bathing, dressing, or personal hygiene. Self-care also includes instrumental activities of daily living, such as budgeting, driving, or grocery shopping (Radomski Latham, 2008). Productivity refers to an individuals economic contribution to society through paid and unpaid work. Some examples of productivity include paid employment, volunteer work, childcare, and homemaking (Radomski Latham, 2008). Leisure is activities that are completed voluntarily, intrinsically motivating and for enjoyment (Radomski Latham, 2008). Leisure activities may include quiet activities, such as reading, or active leisure such as sports, and socialization. (Randomski Latham, 2008). Application in Practice In the case study, the interaction between the occupations of productivity and leisure and the environment is evident. Mrs. Bs satisfaction in her productivity was influenced by the social environment of her job. Her strained relationship with her co-worker affected her job satisfaction and stress level. Having time constraints placed on her by her employer to complete certain tasks also increased her stress. Sparks and Cooper (1999) conducted a study to investigate the influence of seven job characteristics on mental and physical health. Results of the study showed that the quality of the social environment in the workplace is associated with stress. Mrs. B.s leisure was also affected by her productivity and social environment. Mrs. B. had limited time to spend with her family when she was scheduled to work evening shifts. Working in the evenings limited her opportunities to meet new people and expand her social network. Leisure is important because it allows an individual to have a balanced life. Research has shown that a balance between work and family predicts well-being and overall quality of life. (Greenhaus, Collins, Shaw, 2003) The cultural environment also affected Mrs. Bs productivity. Schizophrenia or mental illnesses by their nature lack visibility; therefore, encouraging the stigmatization of individuals with a mental illness (Copeland, 2009). In addition, society expects these individuals to work. This affected Mrs. B. because the expectation placed on her from society was that she should be working. The impact of the institutional environment on Mrs. Bs productivity is that the Government of Alberta requires individuals to meet certain conditions in order to be eligible for financial and health-related assistance programs, such as Assured Income for the Severely Handicapped (AISH) and Alberta Works. Some of the eligibility criteria for AISH are: must have a severe handicap that is permanent and substantially limits ability to earn a living, and income or income of cohabiting partner must not exceed the limits allowed under the program (Assured Income for the Severely Handicapped, AISH, n.d.). The institutional environment required Mrs. B to work because she did not qualify for AISH or Alberta Works. Mrs. B.s physical work environment was not addressed; however, looking at the work environment would be beneficial because it affects a persons job satisfaction. Some elements that may affect job satisfaction include the effect of lighting, noise levels, and floor configuration and furniture layout (Vischer, 2007). Leather, Pyrgas, Beale, and Lawrence (1998) conducted a study that examined the direct and indirect effects of windows in the workplace on job satisfaction, intention to quit, and general well-being. Results from the study showed a significant direct effect for sunlight penetration on all three factors. Self-care was also not addressed by the OT; however, it could be concluded that it did not have an effect on Mrs. Bs productivity. She was observed to have dressed appropriately and was well kept. It could be assumed that it was not an explicitly stated criterion for Mrs. B to demonstrate proper self-care before engaging in productivity with the OT. Self-care is a component that is important to address in productivity because an individual is usually interacting with others when working or volunteering. Being able to maintain proper self-care allows the individual to be socially accepted. Proper self-care also allows the individual to make a good first impression during job interviews and throughout his or her time as an employee. Conclusion The CMOP-E is a theoretical model that illustrates how occupational performance evolves from the interactions among the person, environment, and occupation. It provides OTs with a clear conceptual framework for thinking about the person throughout the occupational process. The CMOP-E with a person at its centre, demonstrates OTs client-centered practice. The application of the CMOP-E to Mrs. Bs case study demonstrates the dynamic and interdependent relationships between all aspects of environment and occupation. Through applying this model to Mrs. Bs case study, it is evident that practice is strongly based in theory.

Health prevention Essay

Health promotion according to World Health Organization, â€Å"Is the process of enabling people to increase control over, and to improve their health. It moves beyond a focus on individual behavior towards a wide range of social and environmental interventions.† In this assignment I have chosen three articles talking about the different health promotions. I will start with my article on teen suicide and primary prevention, then stroke article and secondary prevention and then depression and tertiary prevention. Primary Prevention My first article called, Preliminary Effectiveness of Surviving the Teens Suicide Prevention and Depression Awareness state, â€Å"Currently, suicide ranks as the third leading cause of death among youth ages 15-24 years.† This article talks about schools, since children are in school most of the day, using this time to talk about preventive ways to stop suicide. For this article health care prevention is defined as a way to teach students about increasing awareness and knowledge of suicide intervention, risk factors and warning signs of depression and suicide but to also teach problem solving and coping skills to our teenagers. (King, Strunk & Sorter, 2011) If we put all these together, school nurses and teachers can increase adolescent students to have better self-esteem, self-efficiency, and can increase their coping/problem solving skills and also, communication skills. We can teach the students about dealing with stressors and what good health behaviors are. This program called, â€Å"The Surviving the Teens Suicide Prevention and Depression Awareness Program,† is a school based program that helps with prevention of suicides and was developed by and registered nurse named Catherine Strunk. This school based program was offered by Cincinnati Children’s Hospital Medical Center in the Psychiatry Division. This program  is learned more towards kids in the high school setting. The classes are four days and 50 minutes per class. In this class a nurse can teach students and present them with factual information regarding depression, risk factors, suicide warning signs, suicide risk factors, and common myths associated with suicide. (King, Strunk & Sorter, 2011) The program covers so many areas and addresses different things. For instance, mental health, substance abuse, social and school stressors, trauma, grief and loss, just to mention a few. If states would adopt this program, I believe that students would benefit by implementing this program in high schools. It teaches children so many ways to cope in school and the outside world. This program teaches them the necessary skills to get through life and it helps them with self-esteem issues as well. School nurses and teaching staff can come together to help our children out so there will be less suicide attempts among children in this age group. To implement this once we got the program in our schools we would first have to get consent from the parents of our students. If we can teach our children about suicide and the risk factors along with reaching the skills and give them help with self-esteem we can prevent so many kids from attempting or succeeding at suicide. This program would be a major benefit in our school systems today. Secondary Prevention The second article chosen talks about secondary prevention in people who have already suffered one stroke. Emmie Malewezi, who wrote the article titles, Stroke policy and secondary prevention: how well are we adhering to these guidelines stated, â€Å"Recurrent stroke is more likely to be fatal than the first stroke and survivors are more likely to be left with major disability.† Strokes or Transient Ischemic Attracts or TIA for short, are very serious and after a patient has a TIA or major stroke is likely a recurrence of another one will happen within 90 days of the first stroke. (Malewezi, 2011) It is so important for a secondary prevention to start immediately and continue into their long term prevention. There are a few areas that are recommended for secondary prevention in stroke patients. First one is lifestyle modifications or changes. Patients who has had a stroke need to realize the importance of changing their lifestyle with exercise, diet, smoking if they were a smoker, weight, and alcohol  consumption. Nurses and family should be there to support the patient and nurses can help come up with a plan to help with modifying the patient’s lifestyle. â€Å" By increasing physical activity, losing weight, reducing sodium and alcohol intake, people have been shown to reduce systolic blood pressure and thus reducing their risk of stroke,† as stated by Emmie Malewezi. Another standard protocol for secondary prevention is an antiplatelet therapy. It has been shown research that if you use a combination of Aspirin with Dipyridamole will lower the risk of future vascular events then just taking Aspirin by itself. With patients who have Atrial Fibrillation, for example, should be on anticoagulant medication like Warfarin. The problem with Warfarin is the side effect of bleeding. This is why some physicians don’t necessarily want to prescribe it due to the risk of falling and then bleeding out. Lastly, a lipid medication is usually prescribed at discharge because high cholesterol or also called Hyperlipidemia can cause strokes as well. The nursing and Midwifery Council identifies health promotion as an important aspect of nursing practice. (Malewezi, 2011) Nurses are responsible for the role of secondary prevention by making sure they set aside time to sit with the patient and discuss and reinforce lifestyle modifications they are at such high risk for another stroke. In hospitals we now have stroke teams and patients are being seen quicker and discharged faster. This makes it impossible for the nurse to always go over all the secondary prevention needed for that patient. We need to get a plan established to make sure the patient can get all the information they need about their therapy and make sure the patient are aware of their medications, whether the medication is a new one or one they have already been on. Also, nurses need to make sure patients no how to take their medications. Sometimes problems like swallowing issues becomes a problem due to the stroke and we need to make sure the patient isn’t going to have a problems swallowing their medications. Secondary prevention is important for stroke patients and nurses need to understand their role they play so we can prevent another stroke in our patients. Tertiary Prevention Tertiary prevention in the third article talks about the promotion of  recovery and prevention of relapse for depression. This article is called Prevention and Management of Depression in Primary Care and it states, â€Å"Timey recognition of depression is essential to improve patient’s mental health in quality of life.† Depression can happen for so many reasons and some of those reasons are physical illness, financial issues, or even post-partum after child birth. The problem is suicide is a big risk when people become depressed if they are not given the help they need. For the patients who have developed depression and are being treated for it are now at the level of tertiary prevention. Tertiary prevention helps the patients by reducing the effects of the mental health condition on patients function and quality of life. Nurses can do this by giving support and encouragement. It is crucial for the nurses to teach their patients to take their antidepressants daily and to not stop them so relapse of depression doesn’t occur. The other role of the nurse that is vital in tertiary prevention is to make sure they ask their patients if they are becoming hopeless or wishing to hurt themselves by suicide. This is necessary because family history or past attempts of suicide is a big risk factor. If a patient tells a nurse that they have suicidal thoughts the nurse needs to be responsible to see if they have any support like family and friends so they can be taught about watching the patient’s mood, increased negativity, hopelessness or suicidal intent. If family or friends see any of these changes they need to call and get help for the patient. If the patient is at immediate risk the nurse needs to refer them to a mental health facility. Levels of Prevention In closing primary prevention helps healthy patients stay healthy and prevent or develop disease. Secondary prevention are for patients who have already been diagnosed and now needs to be taught how to slow down or stop the progression of a particular disease. While tertiary prevention is about management of a disease like diabetes, stroke, depression, heart disease or even cancer. Nurses play a vital role in each level of prevention to ensure good, quality health to our patients. References Hardy, S. (2013). Prevention and management of depression in primary care. Nursing Standard, 27(26), 51-56. King, K. A., Strunk, C. M., & Sorter, M. T. (2011). Preliminary Effectiveness of Surviving the Teens ® Suicide Prevention and Depression Awareness Program on Adolescents’ Suicidality and Self-Efficacy in Performing Help-Seeking Behaviors. Journal Of School Health, 81(9), 581-590. doi:10.1111/j.1746-1561.2011.00630.x Malewezi, E. (2011). Stroke policy and secondary prevention: how well are we adhering to these guidelines?. British Journal Of Neuroscience Nursing, 7(6), 684-690. World health organization. (2013). Retrieved from http://www.who.int/topics/health_promotion/en/

A Guide to Well Written Paper

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