Covid-19 Testing Ad In School Community Setting Sample College Essay

The Message of the Advertisement

The Message of the Advertisement

The advertisement promotes COVID-19 testing since it encourages people to go for screening. COVID-19 has killed millions of people, prompting multiple countries to take preventive measures to mitigate the pandemic (Yamin, 2020). The advertisement serves several purposes, with the most important being the safety of people. The announcement communicates to people that COVID-19 testing is free, easy, and quick. Moreover, the poster informs the audience that the purpose of COVID-19 testing is to protect people and their loved ones. The notice enables people to know how and when to seek COVID-19 testing if they suspect they have been exposed to the virus. As a result, people are more prepared and can take the necessary safety measures to protect themselves and their loved ones, depending on their COVID-19 test results.

Community Setting

Schools are highly affected by the advertisement of COVID-19 testing. Following the COVID-19 outbreak, colleges were closed to reduce the virus spread. However, with time, learning institutions were reopened but required to adhere to COVID-19 safety measures such as social distancing, washing hands, and wearing masks (Yamin, 2020). Nursing roles in a school setting that relate to disaster preparedness include risk assessment as well as consumer and community education. Risk assessment of every factor that can increase the spread of COVID-19 should be conducted as it would be important in the case of disaster mitigation. Community education would clarify complex concepts and expand knowledge about COVID-19 (Labrague et al., 2018). As a result, students can know what to do in case of an incident involving COVID-19.

Stakeholders and Importance of Collaboration

School administrators are the stakeholders that community health nurses can work with to improve disaster preparedness. School administrators are tasked with the formulation of school policies in all areas. Therefore, establishing successful collaborations with school administrators can help in ensuring safety policies are implemented in schools. When school administrators collaborate with community health nurses, disaster mitigation can be easy and successful. Moreover, community health nurses can offer professional recommendations regarding disaster preparedness, hence, preventing future catastrophes (Minkos et al., 2017). Nurses are of crucial importance in preparing communities to facilitate the mitigation of potential hazards. Additionally, community health nurses can collaborate with various stakeholders to help vulnerable populations.

References

Labrague, L. J., Hammad, K., Gloe, D. S., McEnroe‐Petitte, D. M., Fronda, D. C., Obeidat, A. A., Leocadio, M. C., Cayaban, A. R. & Mirafuentes, E. C. (2018) Disaster preparedness among nurses: A systematic review of literature. International Nursing Review, 65(1), 41-53. Web.

Minkos, M. L., Sassu, K. A., Gregory, J. L., Patwa, S. S., Theodore, L. A., & Femc‐Bagwell, M. (2017). Culturally responsive practice and the role of school administrators. Psychology in the Schools, 54(10), 1260-1266. Web.

Yamin, M. (2020). Counting the cost of COVID-19. International Journal of Information Technology, 12(2), 311-317. Web.

Nursing Shortage And Mandatory Overtime

The US healthcare system experiences an increasing overload at present. The aging of baby boomers, a rising number of people with chronic conditions, and extended access to care provided by the Affordable Care Act put much pressure on the healthcare workforce (Wheatley, 2017). The most affected group within the workforce is nurses because they spend more time caring for patients than any other healthcare professional and accompany patients at each stage along the healthcare journey. According to the American Nurses Association (ANA, 2019), two top issues for staff nurses include safe staffing levels and mandatory overtime. The problem with staffing levels is that they are inadequate throughout the country, so hospitals, nursing homes, and other healthcare facilities suffer from nursing shortages (Bradley University, n.d.). Mandatory overtime was intended to address the problem of nursing shortage by making nurses work more than 40 hours per week (Bradley University, n.d.). However, it appears to be a controversial solution since it has its own adverse effects and leads to the risk of an even larger nursing shortage.

Influence of the Problem on the Nursing Practice

Nursing shortage negatively affects both patient outcomes and nurses’ well-being. Due to inadequate staffing, nurses have to work overtime, which leads to fatigue, stress, and higher risks of workplace injury (ANA, 2019). These factors, in their turn, prevent nurses from providing safe and high-quality patient care. In addition, research shows that when healthcare professionals work more than 12 hours in a row, their risk of making a medical error may increase by three times (Bradley University, n.d.). For example, one of the most frequent medical errors made by nurses working overtime was the administration of wrong doses of medications (Wheatley, 2017). The risk of needlestick injuries, pressure ulcers, patient falls, and nosocomial infections also increases when nurses work more than 12 hours in a shift (Wheatley, 2017). Thus, nurses who have to work extra hours because of inadequate staffing put their and their patients’ safety at risk.

Mandatory overtime also has a negative impact on nurses’ job attitudes and the intention to stay in the profession. While some nurses may be willing to work additional hours to raise more money or meet their professional goals, for others, overtime may be regarded as an infringement of their work-life balance. As a result, mandatory overtime undermines nurses’ morale, reduces job satisfaction, and increases turnover intent (Wheatley, 2017). Hence, requesting nurses to work extra hours is not a solution to the problem of the nursing shortage. It leads to a negative cycle, in which a lack of nurses leads to overtime, which forces nurses to leave their jobs and causes an even greater nursing shortage.

Possible Solution to the Problem

The problem of the nursing shortage is not easy to resolve because it takes much time to recruit and educate new nursing professionals. Yet, it is possible to suggest several options that may help healthcare organizations to improve staffing and reduce the rates of nurses working overtime. For example, hospitals may partner with educational institutions to ensure they always have enough qualified candidates to fill open positions. Healthcare organizations can establish special training programs for nurses or recruit talented recent graduates (Bradley University, n.d.). Another possible solution to the problem is hiring part-time or travel nurses (Bradley University, n.d.). These nurses can work for several healthcare organizations and help the regular staff to cope with the workload when there are many patients or some of the regular nurses call in sick. Improving working conditions for nurses may also be an effective solution. Giving assistance to nurses, raising wages, and shortening working hours is likely to reduce nurses’ stress and fatigue and help them provide high-quality patient care. Overall, partnering with nursing colleges and universities and hiring part-time nurses are the most feasible solutions to the nursing shortage and mandatory overtime.

Resources Needed to Address the Problem

As was discussed above, one of the reasonable solutions to address the problem is partnering with educational institutions to train new nurses in advance. This can be regarded as part of the organization’s strategic planning, which is used to solve various kinds of problems that hospitals are faced with (Bradley University, n.d.). The resources necessary to implement this solution would include human capital, that is, educators and nursing managers who would establish a partnership with colleges and universities. Human resources in the form of part-time nurses would also be valuable for addressing the problem because they will reduce the workload of the full-time workforce.

References

American Nurses Association. (2019). Top issues for staff nurses. Web.

Bradley University. (n.d.). Mandatory overtime in nursing: What you need to know. Web.

Wheatley, C. (2017). Nursing overtime: Should it be regulated? Nursing Economics, 35(4), 213-217.

The Lucy V. Zehmer Court Case Review

The court case Lucy v. Zehmer, ruled by Judge Buchanan, reviewed the legality of the Ferguson Farm selling contract between Mr. Lucy and Mr. Zehmer. In the court, Zehmer contended that an important contractual element was missing – his mental assent due to the inebriation of both parties. During the trial, the judge concluded that Zehmer was not drunk enough to not understand the consequences of his actions.

The ruling said that Plaintiff’s offer was made in good faith, and Defendant accepted it also in good faith. There was no evidence that Plaintiff knew that the contract was a joke, as the court indicated that Lucy had made multiple offers to Zehmer to buy his farm. Moreover, the contract was signed by both Zehmer himself and his wife, whom he allegedly told that it was a joke. However, he admitted that it was said in a way that did not allow Lucy to hear it. Thus, the judge concluded that Zehmer’s hidden intentions were not relevant to the case, and only objective evidence is to be accepted as valid proof. According to the Lucy v. Zehmer case (1954), “if the words and acts of a party, reasonably interpreted, manifest an intention to agree, his contrary but unexpressed state of mind is immaterial” (pp. 3). I agree with the ruling due to the fact that, indeed, Lucy had no way of knowing Zehmer’s private thoughts and assumptions. Thus his assumption that the offer was accepted was justified. Moreover, Lucy’s intentions were clear and open, as he expressed interest in the farm for a long time, and Zehmer could not mistake them for a joke.

I have not had an experience with a particularly binding contract; however, I had once signed a job agreement without reading it thoroughly. It had stated that the employer had the right to issue salary on the dates of their liking rather than strictly assigned ones. Thus, I had no concrete knowledge of when I would receive my money.

The contract was written on a napkin and consisted of only the written agreement of Zehmer and his wife to sell the Ferguson farm, as well as their respective signatures. All of the other parts of a regular contract are missing, and that is why it cannot be used as a proper legal document. For example, risks of loss, warranty, inspection, property description, or payment method were not included in it.

Reference

Lucy v. Zehmer, Justia – US Law (Supreme Court of Virginia, 1954). Web.

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