Summary of Morrison v. Health Plan of Nev., 130 Nev. Adv. Op. 55

The Court determined whether a Medicare beneficiary\u27s state common law negligence claim against his private health insurance company, through which he is receiving his Medicare benefits, is preempted by the federal Medicare Act

Summary of City of Reno v. Howard, 130 Nev. Adv. Op. 12

The Court determined whether the “substantial-and-bona-fide-dispute” requirement under NRS 50.315(6) violated the Confrontation Clause, given the U.S. Supreme Court’s recent decision in Melendez-Diaz v. Massachusetts

The Culturally Intelligent Leader

Research has shown that a culturally intelligent (CQ) leader will have a positive impact on organizational culture, satisfaction, productivity, and retention. Moreover, data shows that CQ has a strong positive relationship with job satisfaction and perceived transformational leadership. This training program is designed to help leaders develop a greater awareness of their motivation and understanding of cultural intelligence while also helping them to develop strategies and an action plan around improving their level of CQ. The suggested audience for this are experienced managers who have had some interaction with a culturally diverse population and want to serve their population better

Perceived Servant Leadership Behaviors and Employee Outcomes in National Collegiate Athletic Association Division III, Athletics Departments The Moderating Role of Trust-in-Leader and Organizational Tenure

ESPN reported that in the 2016–2017 academic year, the National Collegiate Athletic Association (NCAA) surpassed $1 billion in revenue (Rovell, 2018). Trends in revenue and business models have caused scholars, educators, and professionals to call for a reform of how collegiate sport organizations are led (Lapchick et al., 2013; Lopiano & Gurney, 2014). Some believe servant leadership (Greenleaf, 1977) is the answer (Burton & Peachey, 2013; Dodd et al., 2018). Research studies on servant leadership in the sporting context have found it has a positive impact on the development of an ethical climate (Achen et al., 2019; Burton et al., 2017; Dodd et al., 2018). Moreover, the literature surrounding the prediction of servant leadership in sports also posited the motivation to serve as a concept that must be discussed when one considers the duality of the servant leader (van Dierendonck & Nuijten, 2011). Lastly, servant leadership in the collegiate sports context has been found to accurately predict levels of trust and job satisfaction (Achen et al., 2019). Using a quantitative survey-based correlational research design, this study sought to ascertain whether there was a significant relationship between an NCAA DIII athletics director’s perceived servant leadership behaviors and their employees’ levels of job satisfaction, affective organizational commitment, employee engagement, harmonious passion, and job pride. Further analysis was performed to determine whether employee perceptions (N = 471) of an athletics director’s motivation to serve accurately predicted said servant leadership behaviors. Lastly, organizational tenure and trust in the organization’s leader were tested as moderators of the relationship between employee outcomes and perceived servant leadership behaviors. Results indicated motivation to serve was a significant predictor of servant leadership behaviors and that both organizational tenure and trust in one’s leader changed the relationship between some of the relationships tested, helping to better explain how perceived leadership behaviors of an NCAA Division III Athletics Director could impact employee attitudinal outcomes

LOCALIZATION AND CHANGES OF NUCLEAR PROGESTERONE RECEPTORS IN ZEBRAFISH OOCYTES AND ADJACENT FOLLICULAR CELLS

The nuclear progesterone receptor (Pgr) is one of the major mediators for progestin signaling during oocyte ovulation in vertebrates. However, any roles Pgr may play in oocyte growth, and especially in the final oocyte maturation, are controversial. Due to the small size of the oocytes and difficulty in separation of encircled follicular cells from oocytes, little information is available on the location and changes of Pgr in vertebrates. We study the roles of the Pgr in the ovaries of zebrafish, which release eggs daily, by localizing and comparing the changes of Pgr in the oocytes and enclosed follicular layers at all developmental stages and from different times of the day or after treatment with various hormones. The pgr transcript and Pgr protein were expressed in oocytes and follicular cells of early developmental stages (stage I and II). In contrast, Pgr was expressed abundantly in the follicular cells surrounding late developmental stage oocytes (stage IV) but completely absent from stage IV oocytes. Furthermore, the most significant daily changes of pgr transcript were observed in the stage IV follicular cells with the highest level observed at 6 am prior to ovulation and the lowest level at 9 pm. The levels of pgr transcript were upregulated by 17 alpha, 20 beta-dihydroxy-4-pregnen-3-one (DHP) in both stages of I-II and IV oocytes. Intriguingly, estrogen (E2) and human chorionic gonadotropins (hCG) significantly suppressed pgr expression in stage I-II oocytes, while enhancing pgr expression in stage IV oocytes. Presence of Pgr in both oocytes and follicular cells of early stages (stages I-II) suggest roles of Pgr in oocyte growth. Abundant expression and dramatic changes of Pgr in the follicular cells of late stage (stage IV) indicate roles of Pgr during oocyte ovulation. Absence and lack of changes of Pgr in the stage IV ooctyes do not support the role of Pgr in final oocyte maturation.  M.S

Using Lean Six Sigma in a Private Hospital Setting to Reduce Trauma Orthopedic Patient Waiting Times and Associated Administrative and Consultant Caseload

From Crossref journal articles via Jisc Publications RouterHistory: epub 2023-09-26, issued 2023-09-26Article version: VoRPublication status: PublishedSeán Paul Teeling - ORCID: 0000-0002-4102-7280 https://orcid.org/0000-0002-4102-7280In Ireland, the extent of outpatient orthopedic waiting lists results in long waiting times for patients, delays in processing referrals, and variation in the consultant caseload. At the study site, the Define, Measure, Analyze, Improve, and Control (DMAIC) Lean Six Sigma framework was applied to evaluate sources of Non-Value-Added (NVA) activity in the process of registering and triaging patients referred to the trauma orthopedic service from the Emergency Department. A pre- (October–December 2021)/post- (April–August 2022) intervention design was employed, utilizing Gemba, Process Mapping, and the TIMWOODS tool. Embracing a person-centered approach, stakeholder Voice of Customer feedback was sought at each stage of the improvement process. Following data collection and analysis, a co-designed pilot intervention (March 2022) was implemented, consisting of a new triage template, dedicated trauma clinic slots, a consultant triage roster, and a new option to refer directly to physiotherapy services. This resulted in the total wait time of patients for review being reduced by 34%, a 51% reduction in the process steps required for registering, and an increase in orthopedic consultant clinic capacity of 22%. The reduction in NVA activities in the process and the increase in management options for triaging consultants have delivered a more efficient trauma and orthopedic pathway.pubpu

Evidence for feasibility of implementing online brief cognitive‐behavioral therapy for eating disorder pathology in the workplace

Objective: CBT-T is a brief (10-week) cognitive-behavioral therapy for non-underweight eating disorders. This report describes the findings from a single center, single group, feasibility trial of online CBT-T in the workplace as an alternative to health service settings. Method: This trial was approved by the Biomedical and Scientific Research Ethics committee, University of Warwick, UK (reference 125/20-21) and was registered with ISRCTN (reference number: ISRCTN45943700). Recruitment was based on self-reported eating and weight concerns rather than diagnosis, potentially enabling access to treatment for employees who have not previously sought help and for those with sub-threshold eating disorder symptoms. Assessments took place at baseline, mid-treatment (week 4), post-treatment (week 10), and follow-up (1 and 3 months post-treatment). Participant experiences following treatment were assessed using quantitative and qualitative approaches. Results: For the primary outcomes, pre-determined benchmarks of high feasibility and acceptability were met, based on recruiting >40 participants (N = 47), low attrition (38%), and a high attendance rate (98%) over the course of the therapy. Participant experiences revealed low previous help-seeking for eating disorder concerns (21%). Qualitative findings indicated a wide range of positive impacts of the therapy and the workplace as the therapeutic setting. Analysis of secondary outcomes for participants with clinical and sub-threshold eating disorder symptoms showed strong effect sizes for eating pathology, anxiety and depression, and moderate effect sizes for work outcomes. Discussion: These pilot findings provide a strong rationale for a fully powered randomized controlled trial to determine the effectiveness of CBT-T in the workplace. Public Significance: This study demonstrates the feasibility of implementing an eating disorders intervention (online CBT-T) in the workplace as an alternative to traditional healthcare settings. Recruitment was based on self-reported eating and weight concerns rather than diagnosis, potentially enabling access to treatment for employees who had not previously sought help. The data also provide insights into recruitment, acceptability, effectiveness, and future viability of CBT-T in the workplace

A Methodology for the Assessment of Climate Change Adaptation Options for Cultural Heritage Sites

Cultural sites are particularly important to Indigenous peoples, their identity, cosmology and sociopolitical traditions. The benefits of local control, and a lack of professional resources, necessitate the development of planning tools that support independent Indigenous cultural site adaptation. We devised and tested a methodology for non-heritage professionals to analyse options that address site loss, build site resilience and build local adaptive capacity. Indigenous rangers from Kakadu National Park and the Djelk Indigenous Protected Area, Arnhem Land, Australia, were engaged as fellow researchers via a participatory action research methodology. Rangers rejected coastal defences and relocating sites, instead prioritising routine use of a risk field survey, documentation of vulnerable sites using new digital technologies and widely communicating the climate change vulnerability of sites via a video documentary. Results support the view that rigorous approaches to cultural site adaptation can be employed independently by local Indigenous stakeholders