Synthesis paper Essay Example | Topics and Well Written Essays - 1000 words

Synthesis paper - Essay Example i. To establish the level to which alternating air mattress overlays could be effective in preventing the incidence of such developments while in comparison with static air mattress overlays in hospitalized set-ups Results: In the first comparative review by Chou and team (2013), the results confirmed the position by many studies that an alternating air mattress results t a lower incidence of pressure ulcers while compared to a static air mattress. From the second review, constant low-pressure or alternating support services result to lowered incidence rates of pressure ulcers with the hospitalized patents. In the third study, one study reviewed showed that using static air mattress outlays like foam mattresses for such patients would not prevent the occurrence but rather delayed it. Hospitalized patients and especially the elderly suffer an increased risk of developing pressure ulcers examples of which are pressure sores, bed sores as well as decubitus. The ulcers have been studies over years and the prevalence have been identified to range from 0.4% to 38% within acute care settings (Chou et al, 2013). Other factors that have been pointed out to contribute towards the prevalence variance are age, body weight as well as race. There are various mechanisms that have been embraced with efforts towards reducing the risks of developing the pressure ulcers such as the use of static overlays, alternating pressure and using air fluidized beds (Fulton, Monro & Wallen, 2009). The effectiveness of either of these tools however vary and hence the necessity of such a comparison as this study. The levels of pressure ulcers within hospitalized settings have been in use for assessment of patient service and hospital safety. A principle that have been in use for preventing deve lopment of pressure ulcers have been removal of any pressure or avoidance of prolonged tissue pressure (Chu, 2013). However, it is to be

Investigation Plan Assignment Example | Topics and Well Written Essays - 750 words

Investigation Plan - Assignment Example Anu. With regards to the questions that should be posed to her, the first of these is what specifically gave her the impression that she was not considered due to her ethnic background/religious views. Accordingly the second question would necessarily be whether or not the employer made any direct or indirect comments, whether legal or illegal with reference to national origin, religion, or any other aspects covered under the Civil Rights Act of 1964 (Guerin & DelPo, 2009). Similarly, the second stakeholder that should be interviewed by the EEOC is the human resources manager. Although if this is a small firm, the human resources manager may very well be the same as the general manager, if it is a larger firm, the human resources manager will be a separate position in and of itself. The reason for this individual being chosen is due to the fact that the EEOC will need to determine the level and extent to which compliance with an appreciation of the Civil Rights Act of 1964 is current ly being exhibited within the firm and within the employment process. With regards to the specific questions that the EEOC investigator should ask this individual, these would necessarily be concentric around the questions that are generally asked during an interview process as well whether an offer of employment was made over the phone to Anu. This second question will have a great deal of importance with regards to the final discussion that will be integrated within this brief analysis; i.e. the proof and understanding of whether or not an offer of employment was made and if it was to what conditions, if any, existed within this offer. The final stakeholder that must that certainly be is the hiring manager was responsible for interview Anu. As a result of the previous, the EEOC investigator will be able to determine based upon the spinal be whether or not Anu ultimately has a case or not (Leonard, 2007). The first question should be asked to this hiring is how many employees he/sh e employed at the time that Anu was offered her position stop this is an important but is the answer to that that Civil Rights Act of 1964 only applied to firms with 14 or more employees. If the firm had fewer than 14 employees the time that Anu was offered her position, this negates involvement that the EEOC might be played with regards to get case. Additionally, the hiring manager should be asked whether or not there is any process or work that a potential higher might be responsible for that would require them not to wear a sari. This last question is due to the fact that the Civil Rights Act of 1964 specifically denotes that an employer can make an exception to the discriminatory clauses elaborated upon in title VII should there be what is known and referred to as a bona fide occupational qualification. As such, if an employee in the bakery is responsible for a job that would require that they not wear loose fitting clothing, this might be understood as a bona fide occupational qualification (Lavin & DiMichele, 2012). Finally, it should be strongly noted that the exchange upon which Anu was offered the job took place over the phone stop accordingly, there exists no legal proof as to whether any conditions of employment were integrated within the offer was given. By discussing this topic with both the HR manager and the hiring