Hart City Case Study Scenario 9 2020 Walden University 1hart City C ✓ Solved

Hart City Case Study – Scenario 9 © 2020 Walden University 1 Hart City Case Study – Scenario 9 Program Transcript MALE SPEAKER: Look who it is. It's little Jimmy. MALE SPEAKER: Hi, Dan. My name is James, not Jimmy. MALE SPEAKER: You know, I'm not sure how you were promoted to the services coordinator.

You never have good ideas. And you're not the best organized. To tell you the truth, anyone would have been better than you. I wouldn't trust you to supervise paint drying. And they trust you to oversee a unit.

Oh, is little Jimmy getting mad? What are you going to do about it? MALE SPEAKER: I am getting really tired of him. He never quits. The name calling and insults are really frustrating.

How should I handle this? [MUSIC PLAYING] Hart City Case Study – Scenario 9 Content Attribution Name: AdobeStockLicense_.jpeg Credit Line: JackF/ Adobe Stock Name: AdobeStockLicense_.jpeg Credit Line: Prostock-studio/ Adobe Stock Document: Provider Notes – NURS 6512 Name: Focused Exam: Chest Pain Type your narrative-style documentation for each section of the assignment into the corresponding dialogue boxes below. When you are ready to submit your documentation, ‘Save As’ with this title format: “[LastName_FirstName] Shadow Health Documentation Template - Focused Exam_Chest_Pain - NURS 6512†Subjective Objective Assessment - 1 - Name: Focused Exam: Chest Pain Subjective Type your narrative-style documentation for each section of the assignment into the corresponding dialogue boxes below.

When you are ready to submit your documentation, ‘Save As’ with this title format: “[LastName_FirstName] Shadow Health Documentation Template - Focused Exam_Chest_Pain - NURS 6512†S. CC: “Chest pain†HPI: The patient is a 58-year-old white American male who reports pain in the mid chest every no-and-then for the past month. The patient states the pain “feels like tightness than sharp pain†Patient reports pain is in the middle of the chest over the heart and has occurred three times in the past month and goes away after a couple of minutes. Patient rates pain six out of ten in terms of intensity but is currently a zero intensity. The pain is aggravated by physical activity and relieved by rest.

The denied taking any medication to relieve the pain. PMH: Positive for high blood pressure and high cholesterol, checks BP during check-up visits to the doctor every 6months, last labs were drawn 3 months ago. Believes he takes Lisinopril 20mg daily and Atorvastatin 20mg daily for high BP and high cholesterol, respectively. Takes 1200mg fish oil daily, Ibuprofen or Tylenol for pain occasionally, allergy to Codeine causes nausea and vomiting. Denies previous hospitalizations or surgeries.

FH: Dad died at 75 from colon cancer but was overweight and had high blood pressure and high cholesterol prior to death. Mom is 80 and has type 2 diabetes and high blood pressure. Brother died from a car accident at 24 and sister has diabetes and hypertension. SH: Negative for tobacco or drug use, consumes moderate amount of alcohol (2 to 3 beers on a weekend), lives with wife and kids, has “a couple of good friends I can rely onâ€, no stress from work. Gained 20 pounds in the last 2 years, denies regular exercise in the last 2 years, typical breakfast is instant shakes or granola bar, lunch is subs or a salad, dinner is grilled meats and vegetables, drinks at least 4 glasses of water daily.

ROS General- Anxious about chest pain, denies stress, sleeps 6-7 hours a night, negative for fever, chills, fatigue, night sweats, dizziness, light-headedness. Cardiovascular- Denies palpitations, heart murmur, blood clots, rheumatic fever, bleeding and bruising easily, reports EKG 3 months ago and stress test yearly with normal results Gastrointestinal-Negative for diarrhea, abdominal pain, constipation, flatus, bloating, heartburn, nausea, vomiting, indigestion. Pulmonary- Negative for cough, dyspnea, shortness of breath. Document: Provider Notes – NURS 6512 C o p y r i g h t © || S h a d o w h e a l t h . c o m 1 This study source was downloaded by from CourseHero.com on :16:01 GMT -05:00 Th is stu dy re so ur ce w as sh ar ed v ia C ou rs eH er o. co m Objective O: VS: BP 146/90; P 104; R 19; T 36.7; 02 98% Wt 197lbs; Ht 5ft 11 inches General- Patient appears worried and anxious Cardiovascular- No jugular vein distention, venous pressure 4cm or less above the sternal angle, chest symmetrical with no visible abnormalities, capillary refill <3sec to bilateral fingers and toes, S1, S2 and S3 heart sounds audible with gallops, thrill noted to right carotid artery with 3+ amplitude, 2+ amplitude and no thrill other arteries, no bruits to abdominal aorta, or abdominal or lower extremity arteries, PMI is in the 5th inter-costal space displaced laterally, brisk and tapping.

No cyanosis, clubbing, noted, no lower extremity edema is noted. Gastrointestinal--The abdomen is rounded and symmetrical without distention; bowel sounds are normal in quality and intensity in all areas; no tenderness, masses, no abnormal observations to abdomen, no abnormality to liver, spleen, kidneys on palpation and percussion. No tenting. Pulmonary- Positive lung sounds to all areas bilaterally with fine crackles noted to bilateral lower lobes. Diagnostic results: EKG: Normal sinus rhythm with no ST elevation.

Document: Provider Notes – NURS 6512 C o p y r i g h t © || S h a d o w h e a l t h . c o m 2 This study source was downloaded by from CourseHero.com on :16:01 GMT -05:00 Th is stu dy re so ur ce w as sh ar ed v ia C ou rs eH er o. co m Assessment Differential Diagnoses (list a minimum of 3 differential diagnoses). Your primary or presumptive diagnosis should be at the top of the list (#1). Differential Diagnosis: 1) Angina from Coronary artery disease is caused by damage to the major vessels of the heart usually from plaque buildup and is characterized by a history of cardiovascular disease (CVD), it is common in females ≥65 years or males ≥55 years. In CAD, there could be no pain or there could be pain that increases with exercise and the pain is not reproducible by palpation.

The pain in CAD usually has a duration of 1–60 minutes and is located in the substernal area (Harskamp et al., 2019). CAD is high in the list of differential diagnoses because the patient in this case study is a 58 year old male, had pain for only a couple of minutes each time, the pain was not reproducible by palpation, the patient’s pain was also in the substernal area and was described as feeling more like “chest tightnessâ€. All the above and the fact that the patient’s pain also increased with physical activity and the patient’s pain has been intermittent makes CAD the primary diagnosis. 2) Acute coronary syndrome results from the sudden blockage of coronary artery leading to unstable angina or myocardial infarction depending on the location of the blockage and the percentage of the coronary artery that is blocked.

Acute coronary syndrome is characterized by the radiation of pain, the presence of nausea/sweating, abnormal EKG, and a history of coronary artery disease (CAD) (Harskamp et al., 2019). Acute coronary syndrome is not the primary diagnosis because the patient did not have a history of CAD, there was no radiation of pain and no nausea/sweating. Primary Diagnosis/Presumptive Diagnosis: Myocardial Infarction Document: Provider Notes – NURS 6512 C o p y r i g h t © || S h a d o w h e a l t h . c o m 3 This study source was downloaded by from CourseHero.com on :16:01 GMT -05:00 Th is stu dy re so ur ce w as sh ar ed v ia C ou rs eH er o. co m References Harskamp, R. E., Laeven, S. C., Himmelreich, J.

C., Lucassen, W., & van Weert, H. (2019). Chest pain in general practice: a systematic review of prediction rules. BMJ open, 9(2), e027081. Document: Provider Notes – NURS 6512 C o p y r i g h t © || S h a d o w h e a l t h . c o m 4 This study source was downloaded by from CourseHero.com on :16:01 GMT -05:00 Th is stu dy re so ur ce w as sh ar ed v ia C ou rs eH er o. co m Powered by TCPDF ( Conflict Management Style Orientation Scale To calculate your score, we grouped the questions according to 5 conflict management styles and totalled the numerical values of your answers. Higher scores indicate that you are stronger in that particular style.

Within a given style, 15 is the maximum possible score and 3 is the minimum. Statements Totalled Score Competing 1, 9, Accommodating 2, 7, Compromising 3, 6, Avoiding 4, 8, Collaboration 5, 10, Hart City Case Study – Scenario 8 © 2020 Walden University 1 Hart City Case Study – Scenario 8 Program Transcript FEMALE SPEAKER: Antoine, can I come in? I have a few questions. MALE SPEAKER: Come on in, Stacey. Is everything OK?

FEMALE SPEAKER: Do you remember the service user that I helped find a job in spiritual services last week, John? MALE SPEAKER: Yes, I remember. You did an excellent job with that case, by the way. Is something wrong? FEMALE SPEAKER: I'm not sure.

John left me a voicemail today. He was thanking me for helping him. He said that he appreciated my help and that he bought me a gift. He wants to know a good time to stop by to give me the gift. I'm honored that John appreciates my services, but I'm not sure if I should accept the gift.

MALE SPEAKER: Thank you for coming to me, Stacey. While there's no specific human services ethical code that says we should not accept gifts, our organizational policy prohibits receiving them. It's best that you notify the service user so that he understands the policy. Tell me how you plan to approach the issue with John. Hart City Case Study – Scenario 8 Program Transcript Name: AdobeStockLicense_.jpeg Credit Line: Wayhome Studio/ Adobe Stock Name: AdobeStockLicense_.jpeg Credit Line: ninefotostudio/ Adobe Stock Name: AdobeStockLicense_.jpeg Credit Line: Wayhome Studio/ Adobe Stock

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Hart City Case Study Scenario 9: Handling Workplace Conflict and Ethical Challenges
Workplace conflict, especially in human services, can significantly impact both staff morale and service delivery. The Hart City case study highlights an unfortunate conflict between Dan and a colleague, characterized by derogatory remarks and persistent insults. This situation not only poses a challenge to Dan but also represents a broader issue that requires effective conflict resolution strategies grounded in ethical principles. Additionally, the encounter between Stacey and Antoine dealing with the ethical dilemma regarding gift acceptance reinforces the need for professionals to navigate their moral and ethical responsibilities carefully.

Contextual Analysis

Conflict Context: The interaction between Dan and his colleague is characterized by visible hostility and a lack of professionalism. Dan faces continuous name-calling, which can be classified as workplace bullying. Such behavior can create a toxic work environment, leading to reduced productivity, heightened anxiety, and increased turnover (Rayner, Hoel, & Cooper, 2002). Studies indicate that bullying significantly impacts individuals' mental health, including increased anxiety, depression, and vulnerability to stress (Einarsen, Hoel, Zapf, & Cooper, 2011). Hence, addressing this conflict proactively and constructively is crucial.

Strategies for Conflict Resolution

1. Identify the Issues: The first step Dan should take is to clearly identify the problematic behaviors exhibited by his colleague. This involves recognizing not only the content of the insults but also the emotional and psychological impact they have on him.
2. Seek Support from Management: It is essential for Dan to approach his manager or a human resources representative to discuss the bullying behavior. Documentation of incidents with specific examples can fortify Dan’s case and prompt management to take appropriate action (Kinicki & Kreitner, 2007). Organizations must have clear policies and procedures in place to deal with workplace bullying or harassment, as prescribed by the Occupational Safety and Health Administration (OSHA, 2023).
3. Engagement in Dialogue: If he feels comfortable, Dan might benefit from having a direct, honest conversation with the colleague to express how the behavior affects him. This can facilitate understanding and may lead to a resolution without escalation (Fisher & Ury, 1981).
4. Develop Personal Coping Strategies: Managing stress through personal coping strategies such as mindfulness, physical activity, or seeking counseling support can also help Dan navigate the emotional toll of these interactions (Kabat-Zinn, 1990).
5. Participate in Mediation: Engaging a mediator from HR can help facilitate a productive discussion and provide a neutral viewpoint that can assist in resolving the underlying conflicts (Barkley, 2008).
6. Explore Team Building Activities: Organizations must also introduce team-building exercises aimed at enhancing communication and fostering a more supportive work culture. Such initiatives contribute to building relationships and understanding among team members (Kahn, 1990).

Ethical Considerations in Human Services

The case about Stacey and John presents a nuanced scenario that raises ethical questions about gift acceptance in a human services context. Stacey’s discomfort in accepting a gift from a client showcases her awareness of potential ethical dilemmas. It is vital to establish the importance of ethical standards in human services, which call for practitioners to maintain professional boundaries to prevent conflicts of interest (National Organization for Human Services, 2015).

Response and Strategies for Stacey

1. Refer to Organizational Policy: Stacey should review her organization’s policies regarding gift acceptance and adhere strictly to them. This context eliminates ambiguity and affirms professional boundaries.
2. Communicate Openly with the Client: She should communicate transparently with John regarding the organizational policy. This requires a tactful approach where she acknowledges the appreciation and goodwill while explaining the need to adhere to professional standards (Kitchener, 1984).
3. Focus on Non-material Rewards: Stacey could suggest alternative ways for John to express gratitude that do not contravene ethical norms, such as a public acknowledgment in the workplace.
4. Engage in Professional Development: Continuous education on ethics in human services can equip practitioners like Stacey with the knowledge to navigate such scenarios effectively.

Conclusion

Addressing workplace conflicts and ethical dilemmas in human services is imperative for maintaining a healthy working environment and ensuring quality service delivery. In Dan’s case, addressing situational bullying through documented discussions with management and exploring mediation roles can facilitate an effective response to unresolved conflicts. Conversely, in Stacey's situation, open communication concerning gift policies, alongside adherence to ethical codes, preserves the integrity of her professional relationships.
The resolution of workplace conflicts and adherence to ethical practices within human services enhances both team dynamics and client interactions. It is essential for organizations to promote open dialogues, ensure stringent enforcement of ethical standards, and provide tools and training for personnel to address such complicated scenarios.

References

1. Barkley, H. L. (2008). The workplace mediation process: An overview. Conflict Resolution Quarterly, 25(3), 327-351.
2. Einarsen, S., Hoel, H., Zapf, D., & Cooper, C. L. (2011). Bullying and harassment in the workplace: Developments in theory, research, and practice. CRC Press.
3. Fisher, R., & Ury, W. (1981). Getting to yes: Negotiating agreement without giving in. Penguin Books.
4. Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
5. Kabat-Zinn, J. (1990). Full Catastrophe Living: Using the Wisdom of Your Body and Mind to Face Stress, Pain, and Illness. Delacorte Press.
6. Kinicki, A., & Kreitner, R. (2007). Organizational behavior: Key concepts, skills & best practices. McGraw-Hill.
7. Kitchener, K. S. (1984). Intuition, critical evaluation, and ethics. Journal of Counseling Psychology, 31(3), 319-322.
8. National Organization for Human Services. (2015). Ethics standards for human services professionals. Retrieved from [Link]
9. OSHA (2023). Workplace violence and bullying. Retrieved from [Link]
10. Rayner, C., Hoel, H., & Cooper, C. L. (2002). Workplace bullying: What we know, who is to blame, and what can we do? Working paper series.
This comprehensive response not only facilitates conflict resolution and ethical navigation in the workplace but also emphasizes the importance of maintaining professionalism for the well-being of all involved.