I believe the answer is D.
A heart transplant is an operation during which<span> a failing or </span>pathological<span> heart is replaced with a healthier, donor heart.Heart transplants </span>are<span> performed </span>once different<span> treatments for heart </span>issues<span> haven't worked.</span>
A heart transplant is not an appropriate option if :
→<span>You're an advanced age that would interfere with the ability to recover from transplant surgery.
</span>→You have another medical condition that might<span> shorten your life, </span>despite<span> receiving a donor heart, </span>like a heavy excretory organ<span>, liver or any </span>respiratory organ.
→<span>You have </span>a serious<span> infection.</span>
→<span>You have a recent personal </span>case history<span> of cancer.</span>
→<span>You are unwilling or unable </span>to create mode<span> changes necessary </span>to stay<span> your donor heart healthy, </span>like<span> not drinking alcohol or not smoking
</span>
<span>The heart surgery carries the risk of many complications like death,bleeding,blood clots and heart attack.
</span><span>One of the most common risks after having a heart transplant is that your body might reject the donor's heart.
</span>There is also a possibility that the walls of the arteries in your heart could become thicken and harden, which can lead to to cardiac allograft vasculopathy (CAV).
Transformational leader attempts to empower group members and shares power with them in working toward making critical decisions.
<h3>Who is a transformational leader?</h3>
A transformational leader aim at positive change which is achieved using the followers.
Everyone is allowed to express themselves and to maximize their in built potential which are of important contributions to the growth of the organization.
Therefore, Transformational leader attempts to empower group members and shares power with them in working toward making critical decisions
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Answer:
Hope it will be helpful !
Explanation:
Human resource development is currently as an important strategic approach to improved productivity, efficiency and profitability. However, the level of human resource development which should be the central driving force in the achievement of organisational goals and economic development in Ghana is not encouraging and should be given the needed boost by building the knowledge, skills, working abilities and innate capacities of all the people across the society. This study therefore examines the potential contributions of human resource development to organisations in Ghana in order to make recommendations that will ensure that the required human resource needs are provided. To do this, Asuogyaman District Assembly was selected as a case study. Both primary and secondary data were collected and analyzed. The study found out that 72.5% of staff in the organisation was involved in a training programme. Most staff occasionally had their training needs assessed. Performance management/appraisal and human resource planning are promoted. Human resource development contributes to increased productivity and builds manpower abilities. Based on the findings, it is recommended among others things that; all organisations should establish a human resource development policy that will encourage systematic learning, performance and change as a means to increase productivity.