Acute Myocardial Infarction

Acute Myocardial Infarction

The desire to spark productivity pushes organizations to adopt employee control. Workplace controls help employees to exploit their potential. Top-level managers in organizations with a vertical structure implement controls. However, workplace controls sometimes lead to adverse outcomes, reducing employee morale and low job satisfaction. A common adverse outcome of workplace controls is that employees will stop working when managers are away. The adage ‘the mice play when the cat is away’ applies in a workplace with intense controls. Most people tend to ignore non-urgent tasks (Lopez-Valeiras et al., 2018). Employees start procrastinating when managers are not around to create a sense of urgency.

Besides, there is a possibility to attribute managerial failure to employees in a controlled workplace system. Some factors contributing to administrative failures include managers who conceal negative information about their department to receive bonuses. Also, managers may overlook crucial workplace issues due to negligence and a lack of leadership skills (Lopez-Valeiras et al., 2018). However, these managers will attribute these issues to low-level employees. Such misreporting leads to low job satisfaction in the long run.

Also, a controlled workplace system is characterized by punitive supervision. Some managers focus on their subordinates, ignoring their successes (Hedges, 2014). Punitive supervision is a problem in organizations with vertical structures. Moreover, workplace controls may lead to micromanagement. Notably, this happens when a manager puts employees under constant surveillance, which can be very tiring. Not even rewards can influence employees to put up with micromanagement.

In conclusion, although workplace controls spur productivity, they are associated with adverse workplace outcomes. Environments with intense controls are associated with low satisfaction and reduced morale. Some of the causes of these undesirable outcomes include micromanagement, punitive supervision, and managerial failure.

References

Hedges, K. (2014). 8 Common Causes Of Workplace Demotivation. Forbes. https://www.forbes.com/sites/work-in-progress/2014/01/20/8-common-causes-of-workplace-demotivation/?sh=8928b0542c6d

Lopez-Valeiras, E., Gomez-Conde, J., & Lunkes, R. J. (2018). Employee reactions to the use of management control systems in hospitals: motivation vs. threat. Gaceta Sanitaria, 32(2), 129–134. https://doi.org/10.1016/j.gaceta.2016.12.003

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Each group can choose a body system and the signs/symptoms presenting with that system. From this, each group member will formulate at least one different primary care differential diagnosis as well as a lab and radiology (as applied) workup for that differential. Your differential and diagnostic workup and treatment must be supported by peer-reviewed, recent references and resources pointing to best practices. There must be a minimum of three references per differential. All of this should be laid out in APA style and presented in a format of your choosing. See this worksheet for more details: Diagnostic Assignment Instructions

Acute Myocardial Infarction

Work for this assignment will be submitted in three places:

Please upload your final product onto the Week 8 Discussion Board for your classmates to view and comment on. You should also view their work and provide quality, substantive comments in a scholarly fashion about their differentials and treatment choices.
. We will utilize Turn-It-In to check for plagiarism.
Submit the Peer Review worksheet to grade your fellow classmates on their collaboration in the group.
Our Topic Cardiovascular
We have 3 differences:
1. pericarditis
2Acute MI-I CHOOSE THIS TOPIC
3. Myocarditis

S/S: Shortness of breath, Chest pain, Fever
Each of us must have differential diagnosis, complaints , presenting symptoms, labs diagnostics with interpretation, plan
I WILL UPLOAD IT AS A POWERPOINT FOR OUR GROUP. THANKS