The nurse is to administer a potassium supplement to the client and does not check the potassium level prior to administering the medication and later finds that the potassium level was at a critical high which means that the nonmaleficence principle was violated which is denoted as option B.
<h3>What is Nonmaleficence? </h3>
This refers to the duty of a professional such as healthcare workers in ensuring that there is no harm done to the client or patient.
In this scenario, negligence caused the nurse to administer a medication which had a critically high amount of potassium which is harmful to the body.
This is therefore the reason why nonmaleficence was chosen as the correct choice.
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The options are
- autonomy
- nonmaleficence
- beneficence
- fidelity
A product which contains magnesium and an amino acid, L-theanine as key ingredients.
- Magnesium included in the dietary supplement is A vitamin and is need for health.
Magnesium is a mineral that contributes to proper body functioning and proper sleep. Our body can't make Magnesium, so we need to take it from our diet.
For more information on magnesium, visit
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The answer to this would be. Depression!!!
Answer:
Explanation:
The performance improvement programs are observed, monitored, also the result based activities in which the employees are expected to perform better under this program.
The 4 reasons for the evaluation of the performance improvement evaluation are as follows:
1. The plan provides a detail feedback, that helps in recognizing the performance.
2. Cause employs to remain engaged in the set goals.
3. It emphasis for thanking the employees for performing their goals.
4. It allows the check in of the overall progress of goals and duties which can help in scrutinize the program.
The questions that should be answered in Performance improvement evaluation process are as follows:
1. To give an idea to the employee to improve the performance in the future.
2. To address and justifies the termination policy for the staff employees. 3. It identifies the reason for poor performance.
3. To justify the warning actions against any employ.
4. To justify the termination of the staff from the employment.
