A New Generation of Workers: Preparing for Generation Z in the Workplace

A new generational wave has begun to enter the workforce. The oldest members of Generation Z, those approximately at the age of 25 and below, have recently begun their careers. In the past few years, some changes have been made to work environments, like constructing gyms and daycares at workplaces, expanding the options for work at home programs, and firms hosting social events to attract top, young talent. Some of these actions were to appease Generation Y (Millennials), but some, whether the intent was known or not, will be very pleasing and beneficial to Generation Z. However, Generation Y and Z have some key differences which can create new challenges for a firm’ managers and human resource departments. For example, Generation Z desires to complete their work in the correct way to please their managers, so exceptional training would be strongly recommended for Generation Z to be confident in their work. The purpose of this thesis is to explore how Generation Z functions in the workplace and how Generation Z’s desires and motivations related to their careers can affect the hiring and retaining process for firms. In this thesis, there is a survey that assessed the characteristics of Generation Z and their preferences for work environments, communications, and employee benefits. In addition to the results of this survey, a discussion of the characteristics of Generation Z will lead to suggestions for how firms should prepare for and accommodate millions of current and future Generation Z employees

Preventing Complications of Undiagnosed Diabetic Peripheral Neuropathy in Rural Healthcare Settings

Background: Diabetic peripheral neuropathy (DPN) affects the lives of approximately 50% of all persons diagnosed with diabetes. Patients who are minorities, residents of rural communities, low income, or non-compliant with treatment, have a higher risk of developing DPN. The long-term effects interfere with the patient’s abilities to carry out activities of daily living (ADLs) and instrumental activities of daily living (IADLs). Patients incur debt from medical expenses, depression from the inability to perform self- care, and became withdrawn because of their distorted body image. Purpose: The purpose of this project was to use the Michigan Neuropathy Screening Instrument (MNSI) scale to improve patient outcomes by promoting better identification of individuals who need to be referred out to a specialist. Design Methods: The patients were interviewed and surveyed using the Michigan Neuropathy Screening Instrument (MNSI). After using the MNSI tool, patients were evaluated for possible referral to podiatry and vascular specialty. Conclusion: Results demonstrated the use of the MNSI tool improves the screening process of patients diagnosed with diabetes reporting signs and symptoms of DPN. Implications for Nursing: This project has the potential to improve patient quantality of life, and lower cost to both patient and healthcare providers

A COLLECTIVE LOCUS OF LEADERSHIP: EXPLORING LEADERSHIP IN HIGHER EDUCATION THROUGH A PARADIGM OF COLLABORATIVE EFFORT

This single-case qualitative study examines leadership in an institution of higher education using the Responsible Leadership for Performance (RLP) model (Lynham & Chermack, 2006) as a framework. The study explores how using a paradigm of collective leadership as an alternative to models of individual leadership could inform understanding of leadership in higher education organizations. By using the RLP framework, this study seeks to examine conceptualization of leadership as the result of collective action while exploring applicability of the RLP framework in the context of higher education. Although the RLP depiction of leadership as a system could be useful in developing leadership system assessment and categorizing constituent demands on institutional leadership, this study suggests application of RLP in higher education is incomplete without supplementing the RLP framework with theories addressing organizational culture and the influence of organization members on organization outcomes. RLP provides some insight into leadership as the result of collective action with implications for developing new leadership paradigms congruent with collaborative paradigms of organization. There continue to be opportunities for further exploration of emergent leadership theories and expanding conceptualization of leadership to include a collaborative locus.  Ed.D

Interaction of number of boar sperm and insemination timing on fertility following induced ovulation

Variability in estrus and ovulation requires multiple inseminations during estrus to ensure one AI occurs close to ovulation. Induction of ovulation with a GnRH agonist after weaning improves synchrony of ovulation and allows for fixed time AI. However, the interaction between number of sperm in the AI dose and the timing of insemination has not been extensively evaluated. The objective of this study was to determine the effects of sperm numbers used in a single post cervical artificial insemination (PCAI) and the timing of insemination following induced ovulation in weaned sows. The experiment was performed in replicates at a 1000 sow, commercial research farm during summer and fall of 2014. Multiparous sows (n = 641) were allotted by parity (average = 2.8) and lactation length (average = 19.5 d) to receive a single PCAI using 1.5 or 2.5 billion viable sperm at either 22, 26, or 30 h following OvuGel® administration at 96 h post-weaning. Sows received fence-line boar contact once daily 3 to 6 d following weaning. Sub-populations of sows (n = 499) were assessed for follicle size and ovulation utilizing ultrasound at 8 h intervals. Of all sows, 88% expressed estrus within 6 d of weaning. At time of OvuGel® administration, 90% of sows had large (≥ 6.5 mm) follicles; with 89% of those ovulating by 48 h and 92% ovulating by 56 h following OvuGel®. There was no interaction (P > 0.10) between number of sperm and timing of insemination for fertility responses. There was a tendency for number of sperm (P = 0.06) to affect pregnancy rate with 2.5 billion (87%) inducing a greater pregnancy rate than 1.5 billion sperm (80%). Pregnancy was affected by AI timing (P < 0.05) and was greater (P = 0.002) following insemination at 22 h (85.1%) than 30 h (75%) whereas AI at 26 h (86%) did not differ. Farrowing rate was affected by the number of sperm with 2.5 billion (85%) increasing farrowing (P < 0.05) compared to use of 1.5 billion (75%) and tended (P = 0.10) to be affected by AI timing. Pregnancy rate and farrowing rate were not affected by replicate, lactation length, follicle size, or ovarian cysts, but were affected by parity, estrus expression and ovulation (P < 0.05). Total born was affected by the number of sperm (P < 0.05) with 2.5 billion (P = 0.03) increasing litter size compared to 1.5 billion, and was also influenced by whether ovulation had occurred by 56 h after OvuGel®, but was not affected by AI timing. The results of this study indicate that induction of ovulation in weaned sows resulted in 87% of sows ovulating within a 24 h period and that fertility with a single fixed time AI was improved using 2.5 compared to 1.5 billion sperm and insemination at 22 h to 26 h after OvuGel® compared to 30 h

Mental Health First Aid Training for VCU Faculty and Staff

Mental Health First Aid (MHFA), an international training program, teaches participants to notice and support individuals experiencing a mental health or substance use issue and connects them to appropriate resources. While resources exist for students, this project aims to implement MHFA as a professional development opportunity for VCU faculty and staff. A successful pilot training held this summer demonstrates the need and desire for training in the VCU community. Evidence shows mental health issues lead to absenteeism, employee turnover and increased healthcare costs, costing organizations billions in recruitment that may have been avoided. Through state partnerships, trainers are available to offer this one-day program multiple times a year

Hepatic FoxOs link insulin signaling with plasma lipoprotein metabolism through an apolipoprotein M/sphingosine-1-phosphate pathway

Multiple beneficial cardiovascular effects of HDL depend on sphingosine-1-phosphate (S1P). S1P associates with HDL by binding to apolipoprotein M (ApoM). Insulin resistance is a major driver of dyslipidemia and cardiovascular risk. However, the mechanisms linking alterations in insulin signaling with plasma lipoprotein metabolism are incompletely understood. The insulin-repressible FoxO transcription factors mediate key effects of hepatic insulin action on glucose and lipoprotein metabolism. This work tested whether hepatic insulin signaling regulates HDL-S1P and aimed to identify the underlying molecular mechanisms. We report that insulin-resistant, nondiabetic individuals had decreased HDL-S1P levels, but no change in total plasma S1P. This also occurred in insulin-resistant db/db mice, which had low ApoM and a specific reduction of S1P in the HDL fraction, with no change in total plasma S1P levels. Using mice lacking hepatic FoxOs (L-FoxO1,3,4), we found that hepatic FoxOs were required for ApoM expression. Total plasma S1P levels were similar to those in controls, but S1P was nearly absent from HDL and was instead increased in the lipoprotein-depleted plasma fraction. This phenotype was restored to normal by rescuing ApoM in L-FoxO1,3,4 mice. Our findings show that insulin resistance in humans and mice is associated with decreased HDL-associated S1P. Our study shows that hepatic FoxO transcription factors are regulators of the ApoM/S1P pathway