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How would you describe the difference between quantitative and qualitative research to someone who was completely unfamiliar with these concepts?

Quantitative and Qualitative Research in Clinical Settings

Some people consider the difference between the terms “quantitative” and “qualitative” to be similar to the difference between facts and feelings. These individuals might argue that quantitative approaches are better or more appropriate than qualitative approaches, particularly in health care. They might support this argument by saying that quantitative approaches are based on numbers and concrete evidence rather than on subjective observations and opinions.

Based on the information presented in this week’s Learning Resources and Media, do you think this an accurate way of distinguishing quantitative and qualitative methods of research? Is one method inherently superior to the other? How would you describe the difference between quantitative and qualitative research to someone who was completely unfamiliar with these concepts?

This Discussion explores the characteristics of quantitative and qualitative research methods as well as the application of each in the practice setting. You examine the suitability of each method to evidence-based practice. You are encouraged to make connections between general characteristics and abstract research concepts to realistic scenarios and actual experiences in your responses to this week’s Discussion prompts.

To prepare:

Review Dr. Shi’s comparison of the characteristics of quantitative and qualitative research presented in this week’s media presentation and in the “Overview of Qualitative Research Methods” tutorial.
Reflect on the Learning Resources focusing on the use of quantitative and qualitative research in health care.
With the two articles you reviewed in mind (one quantitative and one qualitative), think about how those types of research projects influence, or support, evidence-based nursing practice. Ask yourself: Which methodology is most appropriate for supporting evidence-based practice? What characteristics of that methodology support my conclusion? SEE ATTACHED FILES FOR ARTICLES

By Tomorrow 08/29/17, write a minimum of 550 words in APA format with a minimum of 3 references from the list below which include the level one headings as numbered below:

post a cohesive response that addresses the following:

1) Analyze how quantitative and qualitative research projects can be applied to evidence-based nursing practice. (SEE ATTACHED FILES FOR ARTICLES)

2) What characteristics of quantitative or qualitative research make it the most appropriate for addressing evidence-based practice problems? Support your position.

Required Media

Laureate Education, Inc. (Executive Producer). (2011). Research methods for evidence-based practice: Introduction to research and analysis. Baltimore, MD: Author.

Note: The approximate length of this media piece is 10 minutes.

In this week’s video, the presenters discuss the use of research in health care and how health care professionals can select appropriate research topics. The video also discusses how to identify organizational sources of data for health care research.

Tutorials

Walden University. (n.d.). Overview of quantitative research methods. Retrieved August 1, 2011, from http://streaming.waldenu.edu/hdp/researchtutorials/qualitative/index.html

This tutorial provides an overview of qualitative research design and methods, including the key questions to consider when using a qualitative methodology.

Required Readings

Gray, J.R., Grove, S.K., & Sutherland, S. (2017). Burns and Grove’s the practice of nursing research: Appraisal, synthesis, and generation of evidence (8th ed.). St. Louis, MO: Saunders Elsevier.

Chapter 2, “Evolution of Research in Building Evidence-Based Nursing Practice”

This excerpt discusses methodologies for developing research evidence in nursing and compares quantitative and qualitative research methods. This section of Chapter 2 also introduces levels of evidence and how the various levels are used in evidence-based practice.

Chapter 3, “Introduction to Quantitative Research”

Chapter 3 provides an overview of quantitative research methods, including sampling and research settings. The chapter also outlines the steps of quantitative research from the formulation of a research project to communicating research findings.

Chapter 4, “Introduction to Qualitative Research”

Chapter 4 introduces qualitative research methods and examines the use of qualitative research in nursing.

Select and read one article that uses quantitative methodology and one article that uses qualitative methodology:

Bonner, L. M., Simons, C. E., Parker, L. E., Yano, E. M., & Kirchner, J. E. (2010). ‘To take care of the patients’: Qualitative analysis of Veterans Health Administration personnel experiences with a clinical informatics system. Implementation Science, 563–570. doi:10.1186/1748-5908-5-63

Note: Retrieved from the Walden Library using the Academic Search Complete database. [Qualitative]

This article presents a qualitative analysis of interview transcripts with Veteran Health Administration (VA) personnel and examines themes relating to participants’ interactions with and assessment of the VA electronic health record (EHR).

Fletcher, A., Cooper, J. R., Helms, P., Northington, L., & Winters, K. (2009). Stemming the tide of childhood obesity in an underserved urban African American population: A pilot study. ABNF Journal, 20(2), 44–48.

Note: Retrieved from the Walden Library using the Academic Search Complete database. [Quantitative]

This article presents the quantitative findings of a pilot weight control study performed by the Kids for Healthy Eating and Exercising (KHEE) club in Jackson, Mississippi. This program may be considered a model for successful methods of addressing the nationwide problem of childhood obesity.

Lavoie-Tremblay, M., Paquet, M., Duchesne, M., Santo, A., Gavrancic, A., Courcy, F., & Gagnon, S. (2010). Retaining nurses and other hospital workers: An intergenerational perspective of the work climate. Journal of Nursing Scholarship, 42(4), 414–422. doi:10.1111/j.1547-5069.2010.01370.x

Note: Retrieved from the Walden Library using the CINAHL Plus with Full Text database. [Quantitative]

This article outlines a quantitative study on work climate perceptions and intentions to quit among health care workers belonging to three distinct generations: baby boomers, Generation X, and Generation Y. The article offers suggestions for retention strategies based on the findings of this study: identifying areas of work climate improvement that are relevant to workers across the three generations in the study.

Watts, S., Gee, J., O’Day, M., Schaub, K., Lawrence, R., Aron, D., & Kirsh, S. (2009). Program evaluation. Nurse practitioner-led multidisciplinary teams to improve chronic illness care: The unique strengths of nurse practitioners applied to shared medical appointments/group visits. Journal of the American Academy of Nurse Practitioners, 21(3), 167–172.

Note: Retrieved from the Walden Library using the CINAHL Plus with Full Text database. [Qualitative]

This article offers a qualitative analysis of case studies of shared medical appointments (SMAs) or group visits for three different chronic diseases. Using the six criteria in a novel chronic care model (CCM), the article illustrates how nurse practitioners (NPs) play a variety of roles in the development, implementation, and sustainability of SMAs as a method of improving the quality of life and care for patients with chronic diseases.

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Write a paper (500-750 words) that addresses the Review Questions 2 and 3 in chapter 20 (legal aspects of health care administration (11thed) Pogzar).

Include a rationale for your answers.
Prepare this assignment according to the APA guidelines 6th.
2. Using the hospital as a setting give two examples of what would violate the NLRA.
3. How do patients rights come into play during a strike?
Week 6- Lecture Notes: Employment at Will
Introduction
This module examines the various laws rules and regulations that govern the aspects of employment in health care. It covers the concept of employment at will with particular focus on when it is overridden by other legislation; issues around hiring and termination of employment; life with unions and the regulations that manage the relationship between an employer and a union; and a general summary of labor laws that affect health care entities.
Employment at Will
The concept of employment at will basically states that an individuals employment with a company can be terminated at any time without specified reason by either the employer or the employee. Most people think employment at will is employers terminating employees for no reason and without redress. The concept that the employee may terminate the relationship without a reason at any time is frequently missed; however it happens every time an employee issues a notice of resignation. In addition the concept of termination without cause by the employer is not realistic. Employers must generally show cause for termination for poor performance although they can dissolve the job and conduct a layoff for financial reasons.
There are clear public policy exceptions to employment at will. An employee cannot be terminated for reporting patient abuse for example since health care employees are mandated by law to report such actions. They are also mandated by statute to report child or vulnerable person abuse and their jobs are protected if they do. Whistleblower laws also protect employees if they disclose wrong-doing in the organization to a public entity or to someone with enforcement authority. However such a report needs to involve a suspected violation of law gross mismanagement gross waste of funds abuse of authority or substantial and specific danger to the public health and safety. Idle reports without documentation or valid evidence are not protected.
Another public policy is protection against retaliatory or wrongful discharge. This protects employees against arbitrary and capricious discharge requires that there be for cause evidence and must tie back to an action the employee took that upset the employer or its representatives. For example if an employee complains of harassment on the job from a supervisor or person in authority and is fired days later for substandard performance the employer must present a strong basis of documentation over time of specific examples of the poor performance evidence of feedback and corrective action from the manager and documentation of lack of employee improvement. Absent these key elements the firing could be deemed retaliatory in response to the employees complaint.
Hiring and Job Performance
There is a legal body of requirements regarding fair and equitable hiring of employees. The effective organization will have clear and specific policies for hiring employees including clear and specific job descriptions that have been validated for accuracy; list specific criteria reflecting the skills and abilities needed to perform each specific job; and include salary ranges benchmarked to fair market value. Along with the hiring criteria clear hiring policies also need to protect the employers right to make changes in the job description when there is need.
The application process for hiring must be designed to realistically determine the qualifications of applicants and how they fit the job requirements. This requires an application form that specifies information directly relevant to the job and does not request information that is not relevant such as race age and marital status. These components may place an individual into a category that is protected against discrimination and any job application must be blind to these components unless they can be proven to be directly relevant to successful performance on the job. A strong Human Resources department will validate every data point on an application to ensure that it is relevant to the job or is appropriate to meet a regulatory requirement such as history of criminal behavior.
All hiring criteria must be directly tied to the requirements of the job description. For example if the job requires lifting heavy weights on a regular basis the criteria may include the ability to lift 50 pounds above the shoulders but it cannot include men only. In nursing positions it may be tempting to require that all nursing applicants have a bachelors degree in nursing (BSN). However if an associate degree (AD) nurse applies and is rejected the employer would have to demonstrate what specific criteria necessary for the performance of the job was met by the BSN and not the AD. This will be hard to do for the average nursing role since AD graduates perform these roles with great success across the country. A more relevant requirement would be to mandate a BSN or appropriate BS degree for all management positions since it can be shown that this level of preparation includes management skill training which is not true of the AD curriculum in general.
Since hospitals are responsible for the acts of their employees through respondeat superior it is essential that appropriate background checks are performed. This must include a check for civil or criminal penalties in order to assure that employees are not predisposed to commit illegal acts. Reference checks are another important component. It is very important to ensure that someone talks to the last employer of record. Some facilities even require a credit history in order to validate all employers of record and to confirm the last employer listed on the application form. Most employers however will not release performance history but will only confirm prior employment and dates of hire and termination. The smart reference checker asks Is this employee eligible for rehire? In many cases former employers will verify the employee is eligible for rehire if it is true. If the response is no or an inability to answer it indicates the need for more in-depth investigation. However the rehire question can be tricky in that former employers as a matter of policy will not answer the question as a defense against possible future litigation. Another approach is to ask the candidate to share copies of their last two performance appraisals. Some candidates will self-screen out of the hiring process upon this request but this data is generally more valid than personal references provided by the candidate.
Finally an effective organization has a strong performance appraisal and management system. Research has shown that people perform more effectively in their job when given feedback both praise and suggestions for improvement. The effective performance appraisal system provides both. Feedback should be tied to specific job accountabilities drawn from the job description in addition to special and specific work the employee may have done in the appraisal period. In general if an employee is being terminated for poor job performance the evidence and documentation of performance management must be found in the appraisal system.
Termination

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Choose one design method from the list below. Using your example, make a list of 2 or 3 advantages and 2 or 3 disadvantages for using the method.

Module 4 – Case
Sampling, Hypothesis Testing, and Regression
You must read directions and follow them!!!!! All work must be shown!!!
Problems need to include all required steps and answer(s) for full credit. All answers need to be reduced to lowest terms where possible.

Answer the following problems showing your work and explaining (or analyzing) your results. Submit your work in a typed Microsoft Word document.

Choose one design method from the list below. Using your example, make a list of 2 or 3 advantages and 2 or 3 disadvantages for using the method. (2 pts)
Simple random sampling
Systematic sampling
Stratified sampling
Cluster sampling
The name of each student in a class is written on a separate card. The cards are placed in a bag. Three names are picked from the bag. Identify which type of sampling is used and why. (2 pts)A phone company obtains an alphabetical list of names of homeowners in a city. They select every 25th person from the list until a sample of 100 is obtained. They then call these 100 people to advertise their services. Does this sampling plan result in a random sample? What type of sample is it? Explain. (2 pts)The manager of a company wants to investigate job satisfaction among its employees. One morning after a meeting, she talks to all 25 employees who attended. Does this sampling plan result in a random sample? What type of sample is it? Explain. (2 pts)An education expert is researching teaching methods and wishes to interview teachers from a particular school district. She randomly selects 10 schools from the district and interviews all of the teachers at the selected schools. Does this sampling plan result in a random sample? What type of sample is it? Explain. (2 pts)Fifty-one sophomore, 42 junior, and 55 senior students are selected from classes with 516, 428, and 551 students respectively. Identify which type of sampling is used and explain your reasoning. (2 pts)You want to investigate the workplace attitudes concerning new policies that were put into effect. You have funding and support to contact at most 100 people. Choose a design method and discuss the following:

Describe the sample design method you will use and why. (2 pts)
Specify the population and sample group. Will you include everyone who works for the company, certain departments, full or part-time employees, etc.? (2 pts)
Discuss the bias, on the part of both the researcher and participants. (2 pts)
A local newspaper wanted to gather information about house sales in the area. It distributed 25,000 electronic surveys to its readers asking questions about house sales in the past 6 months. Of the surveys sent out, 3.2% were returned. The results found that 92% of people did not sell their house in the past 6 months and 85% of people would expect a loss if they sold their house. The writer wants to use these results to conclude that the housing market is declining, and we are headed for a recession.

Explain the bias and sampling error in this study. (2 pts)
Should the writer conclude that the housing market is declining based upon this data? (2 pts)
Why or why not? (2 pts)
A homeowner is getting carpet installed. The installer is charging her for 250 square feet. She thinks this is more than the actual space being carpeted. She asks a second installer to measure the space to confirm her doubt. Write the null hypothesis Ho and the alternative hypothesis Ha. (2 pts)Drug A is the usual treatment for depression in graduate students. Pfizer has a new drug, Drug B, that it thinks may be more effective. You have been hired to design the test program. As part of your project briefing, you decide to explain the logic of statistical testing to the people who are going to be working for you.

Write the research hypothesis and the null hypothesis. (2 pts)
Then construct a table like the one below, displaying the outcomes that would constitute Type I and Type II error. (2 pts)
Write a paragraph explaining which error would be more severe, and why. (2 pts)
Cough-a-Lot children’s cough syrup is supposed to contain 6 ounces of medicine per bottle. However, since the filling machine is not always precise, there can be variation from bottle to bottle. The amounts in the bottles are normally distributed with σ = 0.3 ounces. A quality assurance inspector measures 10 bottles and finds the following (in ounces):

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Explain Martin Couney’s Incubated Babies of the Coney Island Boardwalk, medical hero
Minimum of 8 sources- 3 need to be books.

, 3’need to be scholarly articles, and 2 primary sourcesFootnotes/Chicago style: need to cite every instance information from sources is used, citations are crucial12-15 pages double spaced, one inch margins, pages need to be numbered in bottom right corner, last page needs to be a works cited page, first page is cover page/- cover page and works cited are not included in number of necessary pagesNeed to have a unique title/- (I can cone up with a title since that’s the left of my worries!!!)Paper is a bibliography of Martin Couney- a notable person from the progressive eraNEED to have 3 guiding questions about Martin Couney– these questions should be explicitly stated as subject headings– they should be questions that will guide paper and should ask about the persons motivstions, goals, personalify, major changes, influential events, and or traits.This biography is not just when the person was born/died and what they did in their life, rather its to inquire some philosophical aspects of their lives.Needs s thesis– here is what I was thinking:

:America at the turn of the century had introduced new mechanical owners and cuting edge technology. Determined to transform medical care in America, Martin Couney designed a neonatal intensive-care incubator facility for severely premature infants at Coney Island which changed the way premature births were dealt with in America.Paper needs to focus on:Martin Couney’s impact on the care of premature infants in America at the turn of the century,From 1903-1943 Couney’s incubator babies were located in Luna park, Coney island, NY.The sideshow attracted every kind of person, saved more than 6,500 premature babies, and the parents of the premature babies never paid a dime, the sideshow charged admission– .25cents per person which funded not only the care for the babies but the hospital staff and doctors that worked at the attraction as well.How Couney did not let people calling the babies freaks or the attraction a freak show bother himHow he advanced medicine not only for premature babies but for America- medically

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1. In your own words and using the appropriated evidence based references discuss The Purnell Model for Cultural Competence.

1. In your own words and using the appropriated evidence based references discuss The Purnell Model for Cultural Competence.

2. Discuss at least 3 assumptions and variant cultural characteristics of The Purnell Model for Cultural Competence. Give at least 1 example.

As stated in the syllabus, assignment must be presented in an APA format using the required Arial 12 font. A minimum of 2 evidence-based reference

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