I Turned a Challenge Into a Positive Thing

CSS. It’s a web designer’s playpen. With so many colors, type settings, layout options, and responsive possibilities, it’s easy to turn a stylesheet into a million line nightmare. However, with a few simple actions you can clean up the mess so the CSS works with you, not against you. A few weeks ago, frontend developer Julie Cameron came through our virtual Treehouse office and bestowed some wisdom we still can’t shake. So now I’m sharing it with you all!

It’s only natural. Entanglement happens.

The cascade. It’s a blessing and a curse. It’s often the case that when you change the styling of one element, other elements inadvertently get restyled. Misuse of !important makes the cascade come to a screeching halt, and leaves you with inconsistencies from one element styling to the next. As websites get bigger or more developers start working on the codebase,

the CSS tends to grow as well. Without a plan, it becomes the Wild Wild West (wickey wild, wicky wicky wild wild wild west…Will Smith isn’t gonna get you out of this one).

  • Modular – You can get to the point of building a page without writing a single line of CSS.
  • Predictable – It doesn’t matter where you put the component, it’ll behave the same and look the same. It’s easy to write the code. You have systems in place for naming it. It’s more intuitive to write.
  • Maintainable – It’s quick and easy to deal with. It won’t break other things on the site.
  • Scalable – It’s hard to break and easy to build onto.
  • Dry – It eliminates the need for copy and paste duplication in the CSS.
  • Organized – There’s a place for everything.

Separation of container from content means that objects should look the same no matter where you put them. In other words, avoid location-dependent styles. For example, if you’re styling an h2 like this…

 
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How might you, as a nurse manager, use performance appraisals and other performance management strategies, such as positive discipline, in your leadership approach?

Discussion: Performance Standards and Appraisals Performance appraisals should be timely, thoughtful, consistent, thorough, and free from bias. How can performance appraisal systems be structured to facilitate this type of environment? Effective performance standards and appraisals can promote an open and continuous relationship among the nurse manager, HR professionals, and employees. How might you, as a nurse manager, use performance appraisals and other performance management strategies, such as positive discipline, in your leadership approach? In this Discussion, you reflect on questions that commonly arise when assessing performance appraisal processes. •Performance Standards: •Who creates performance standards, and how are they communicated to employees? •Are performance standards consistent with quality standards commonly used in the nursing profession? •Do performance standards align with legal and ethical nursing practice? •Performance Appraisals: •How is employee performance (i.e., behaviors, attitudes, abilities, and skills) documented? •What measures, if any, protect employees from subjectivity? •Are employees asked to engage in any form of self-evaluation? •Do colleagues participate in peer evaluations such as 360-degree appraisals? •Does the performance appraisal process encourage employee development? •Aside from the written performance measures, what aspects contribute to success or failure in achieving performance improvement? To prepare •Review this week’s media, “Performance Management,” and consider the best practices highlighted by this week’s presenters. •Reflect on the performance standards and appraisal systems used in your current organization or one with which you are familiar. With the above questions in mind, identify this organization’s strengths and areas for improvement. •Drawing from ideas presented in this week’s Learning Resources, think of specific ways you might improve your organization’s use of performance standards and/or the performance appraisal process. •Review the article, “Positive Discipline Reaps Retention.” As a nurse manager, how might you incorporate positive discipline into your performance management approach? What effect–good, bad, or indifferent–do you think it would have on your nursing staff? By Day 3 Post a description of the performance appraisal system used in your workplace, including how performance standards are created and communicated to employees. Describe the effectiveness of the performance appraisal system by sharing at least two strengths and two areas for improvement. Conclude your posting by explaining how you might incorporate positive discipline into your performance management approach and what impact you think it will have.
Required Readings Lussier, R. N., & Hendon, J. R. (2016). Human resource management: Functions, applications, & skill development (2nd ed.). Thousand Oaks, CA: Sage Publications. •Chapter 8, “Performance Management and Appraisal” (pp. 274–314) This chapter introduces the performance appraisal process. The authors explain how to effectively carry out performance appraisals, the methods of assessment one can use, and who should be responsible for assessing employees. •Chapter 9, “Rights and Employee Development&rdquo (pp. 316–355) Chapter 9 provides an overview of employee rights and privileges. It also explains the processes of developing or terminating an employee, providing counseling for problem employees, and effectively using discipline and termination. Dupee, J. M., Ernst, N. P., & Caslin, K. E. (2011). Does multisource feedback influence performance appraisal satisfaction? Nursing Management, 42(3), 12–16. Retrieved from the Walden Library databases. The article focuses on the effects of multisource feedback (MSF) in a nursing environment. Murray, B. (2003). Positive discipline reaps retention. Nursing Management, 34(6), 19–22. Retrieved from the Walden Library databases. Positive discipline can transform communication and relationships between nurse managers and nursing staff. This article examines how nurse managers at a medical center in Boise, Idaho shifted their feedback process to an Alternative Correction Action model based on positive discipline philosophies.

 
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Discuss the link between early menarche and obesity

Discuss the link between early menarche and obesity; also, examine how the nurse would evaluate the BMI when considering pubertal development

 
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Explain the difference between an adjustment disorder and anxiety disorder. Provide examples to illustrate your rationale

· Explain the difference between an adjustment disorder and anxiety disorder. Provide examples to illustrate your rationale.
· Explain the diagnostic criteria for your assigned anxiety disorder. Which is “Generalized Anxiety Disorder”
· Explain the evidenced-based psychotherapy and psychopharmacologic treatment for your assigned anxiety disorder. Which is “Generalized Anxiety Disorder”
· Compare differential diagnostic features of anxiety disorder
· Support your rationale with recent references (<5yrs) to the Learning Resources or other academic resource.

 
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