Coca-Colas Global Challenges - Free Essay Example

Sample details Pages: 5 Words: 1426 Downloads: 5 Date added: 2017/06/26 Category Marketing Essay Type Analytical essay Did you like this example? Coca-Colaà ¢Ã¢â€š ¬Ã¢â€ž ¢s Global Challenges Coca-Cola is arguably the most global company in the world, operating in more than 200 countries with over 130,000 employees with only 53% of sales in North America. Coke is a mature business in a mature industry with sales flattening out in 2011 to a steady $46B projected all the way through to the end of 2014. Coke faces nearly every challenge that a global company can face. Don’t waste time! Our writers will create an original "Coca-Colas Global Challenges" essay for you Create order From resource scarcity to divergent health issues, Coke must manage the local needs of each community it operates in while delivering value on a global scale. A well-designed social network has strengths that could address at least one challenge. That is, the challenge of increasing employee health and wellness at minimal cost. Coca-colaà ¢Ã¢â€š ¬Ã¢â€ž ¢s ability to grow and generate value depends on the ability to maintain costs and increase the profitability of their operations. With so many employees, the wellness, health, and happiness of each is a major contributor in achieving the ambitious goal of continuous improvement year over year. With such limited sales growth and extremely tight margins, Coca-Cola must engage employees on a high level at a very low cost. Companies such as Google, GE, and the Mayo Clinic achieve high engagement and wellness for their employees by offering centralized programs such as in-office gyms, food, and child care. But, it would be imposs ible for Coca-Cola to provide such care to its extremely distributed employee base spanning the developed and developing world. Coca-Colaà ¢Ã¢â€š ¬Ã¢â€ž ¢s and Happiness Coca-Cola aligns themselves with an image of happiness both externally in their brand and internally in their employee engagement plan. Initiatives around the world to approach happiness in a global context have pushed the boundaries of expectations from advertising. Such initiatives include the à ¢Ã¢â€š ¬Ã…“Small World Machinesà ¢Ã¢â€š ¬Ã‚  campaign where innovative technology was used to promote global friendship at Coca-Cola vending machines. Coca-Cola also describes the role of employee engagement on their company website. à ¢Ã¢â€š ¬Ã…“We strive to create open work environments as diverse as the markets we serve, where people are inspired to create superior results. We also aim to create environments where people are fully engaged and where the Company is viewed both internally and externally as an employer of choice.à ¢Ã¢â€š ¬Ã‚  -https://www.coca-colacompany.com/our-company/employee-engagement The Happiness Network The idea presented here is the purposeful creation of a social network dedicated to increasing the happiness of Coca-Colaà ¢Ã¢â€š ¬Ã¢â€ž ¢s employees. Each employee is assigned to Happiness Teams, which will be responsible for the wellness plan of other employees, and in turn will have their own Happiness Team assigned to them. Measuring the Untreated Normally, wellness plans are a one-to-one relationship between the company and the employee. But, the effect of an intervention is better measured by understanding the response to treatment by the untreated. That is, the effect of a wellness plan is better understood by measuring the effect that the plan has on someone other than the recipient. This is why employees will be made responsible for each other and will be evaluated on how well they help each other instead of how well they perform themselves. The Amplifying Effect To date, wellness has been treated as a highly personal issue for the individual. Benefits, plans, and rewards are all tailored to individual needs and wants, and while there have been successes, this approach largely ignores the benefits of the social network within which each individual is embedded. By making each employee responsible for the Happiness of other employees, there is an opportunity to amplify the effect of positive wellness behaviour with minimum investment. Social networks can harness a powerful effect that can generate effectiveness without any external cost: they magnify whatever they are seeded with. If a social network is seeded with cooperation, it will magnify that cooperation across the network, and more relevantly, a strong social network that is seeded with behaviours that promote wellness, will magnify such behaviours. We hope that by using a social network to magnify positive behaviours, the total costs of improving employee happiness will be a fra ction of individualistic methods currently used by companies. There are many behaviours that employees can take which cost little or nothing, from spending more time reading, getting more sleep, exercising or spending more time with family. A wellness plan which encourages employees to engage in positive behaviour, rather than participate in expensive wellness benefit programs, could achieve higher outcomes with very, very little costs. Social Learning Social networks provide an opportunity for social learning, whereby learning from another personà ¢Ã¢â€š ¬Ã¢â€ž ¢s journey is less expensive than everyone having to learn by experience. By creating teams that include employees from the same culture and remote cultures, the benefit of diverse perspectives is balanced with support from people who understand the local context. Information sharing and learning becomes easy and very cheap. The Power of Data In addition to improving happiness at a low cost, a social network will provide important data for understanding what works and what doesnà ¢Ã¢â€š ¬Ã¢â€ž ¢t. Feedback from the network will help understand what is working in the context and culture of each employee. This data can be used to help allocate existing wellness budgets Global Health Challenges The global trends in health are not the same in OECD countries as they are in developing countries. The income level and culture of each region presents different challenges, for example in OECD, health threats are more threatening to the individual and in developing countries they are more related to contagion. However, no matter where employees are in the world, they can all benefit from a personal wellness plan. Network Fluidity Fluidity is an important measure for a social network for maximizing cooperation and positive behaviour propagation. Fluidity is the degree to which relationships change in the network. Too much fluidity prevents trust-building and too little fluidity causes à ¢Ã¢â€š ¬Ã…“bad applesà ¢Ã¢â€š ¬Ã‚  to propagate negative behaviour. The teams will be distributed across the world, giving the opportunity to work with people from every area of the organization, both functionally and geographically. In order to balance the liquidity of the network, employees will have different roles on each of their teams. On one team they might be working closely with their client for a whole year, and on other teams they may be helping with part time support, and on others they will be only advisors for a month at a time. By changing the geographies and durations that employees work with each other, the network can learn the best way to put a team together to get positive results. How long a te am leader should work with a client and how often the advisors should be rotated, will become critical variables in creating a robust system that amplifies the behaviours that promote employee engagement and wellness. Suggested Implementation The Human Network will assign each employee, regardless of geography or pay grade, a team of five employees from around the world to actively manage their wellness program. The employee will be treated as a client and the team will be responsible for the success of their client. This means each employee will be a client for one team, and serve on five other teams. Role Client # Time Commitment Per Week Team Leader 1 30 min Support 2 10 min Support 3 10 min Advisor 4 5 min Advisor 5 5 min Total Time Per Week 60 min The idea would not be to overwhelm employees with a lot of extra work, but to give them some time to connect with other members of the Coca-Cola global community in a meaningful way. Happiness plans will be made of a à ¢Ã¢â€š ¬Ã…“menuà ¢Ã¢â€š ¬Ã‚  of items, pre-screened by professionals at Coca-Cola. Employees can make requests for items which are not on the menu, and the company can learn in this way. Implementation Challenges as Strengths There will be difficulties in implementing an ambitious and innovative initiative such as this and the success of the network will be dependent on the ability to use the power of social networks to change the challenges into strengths. For example, every employee will have a different set of personal objectives, different opinions about health and wellness, and various capacities for following through. The diversity of the network must become its strength, where learning and encouragement comes above who is à ¢Ã¢â€š ¬Ã…“rightà ¢Ã¢â€š ¬Ã‚  or à ¢Ã¢â€š ¬Ã…“wrongà ¢Ã¢â€š ¬Ã‚  about how to be happy. Measuring success may be problematic as employees are accountable for another personà ¢Ã¢â€š ¬Ã¢â€ž ¢s wellbeing. Understanding the difference between an uncooperative client and an uncooperative coach may be difficult, but the data from the network should be able to identify who the champions of the process are and who may need additional encouragement or incentives.

Discrimination Based On The Colors Of One s Skin

There is a huge difference between the way in which the two groups are labeled. A group of white young men may have been called â€Å"rebellious† but young black men being called â€Å"thugs† presents a more serious threat to society. Due to these stereotypes â€Å"thugs† often get the reputations of being dangerous, yet a â€Å"rebellious teen† might get sympathy due to the fact that he or she is young. When in reality everyone should be held equally accountable for their actions and no particular race or group of people should cause this responsibility to be differed. Also, within the job market there is discrimination based on the hues of one’s skin. In an experiment done at Duke University, college students were asked to choose between job candidates who presented identical resumes. The results of the experiment concluded that the African American candidates were more discriminated against. Race does not determine the skill level nor expertise o f a person and this study exemplifies the common trend with the job markets in the United States. This graph shows the number of African American CEO’s Fortune 500 companies in comparison to other racial groups and it is clear that women of Caucasian descent dominate totaling nearly 25. They are only second to white males due to racial discrimination within the corporate world (Zweigenhaft and Dombhoff 136). Correspondingly, black students feel that they are not equally superior to those that are of Caucasian descent. Racial stereotypes have madeShow MoreRelatedAffirmative Action Has Outlived Its Usefullness1368 Words   |  6 Pagesfor past injuries which minorities endured. Affirmative action gives special privileges to minorities based solely on the color of their skin, not on their abilities or their financial situation. The goal of affirmative action is to remedy the injuries caused by discrimination. Yet after analyzing affirmative action one could determine that it seeks to cure discrimination with more discrimination. According to a study conducted by an economics professor at the University of California, SantaRead MoreThe American Dream : An Unfortunate Nightmare1235 Words   |  5 Pagesunintentional, that is based on race or skin color and that subordinates an individual or group based on skin color or race is racism† says professor Vernellia R. Randall( cite). Institutionalized racism exist in ever facet of our society. They’re many cases where a decision was made based on someones race. For example: discrimination in the housing market. Especially in America, racism can still be seen very clearly. The housing market is riddled with prejudice and discrimination. Racism is woven intoRead MoreEssay On The American Dream1004 Words   |  5 Pagesa Dream? From the moment colonists stepped foot on American soil, freedom flowed through their skin. The new country would bring endless opprotunities to anyone who wished to pursue their dreams. Through years of effort, the United States was born and along with it a sense of equality and meaning. Today, America has much to stand for. Although times were rough along the way, the American dream is one of being free and having a voice. America has proven itself to be the land of opprotunity, andRead MoreRacial Discrimination : The Worst Form Of Inequality1388 Words   |  6 Pages Aristotle once said â€Å"The worst form of inequality is to try to make unequal things equal.† Racial discrimination occurs everyday to many different people. In America,the individuals who are usually discriminated against are the minorities like African Americans and Hispanics. Affirmative action is a policy that was created and has been claimed to be positive discrimination. The policy was created to give equal opportunity to groups of people who are usually discriminated against. Although AffirmativeRead MoreRacism : Racial Discrimination And Prejudice1556 Words   |  7 Pages Racism has become about only blacks and whites like those are the only races. I am also a Hispanic female, and I disagree that African-Americans and Americans should be the only ones in the media every time something happens. The quotes from the film were blasted all over the Internet. What about things happening with other races? We never think about major things like this. People act like racism only happens within these two races. We have other minorities and races, so should it be okay for everyoneRead MoreWorkplace Discrimination : Tips For Executives, Managers, And Students1261 Words   |  6 PagesDavid A. Robinson wrote a short book, Workplace Discrimination: Tips for Executives, Managers, and Students to Increase Productivity and Reduce Litigation, in hopes to help managers and future managers avoid illegal discrimination and avoid discrimination lawsuits. Robinson began with telling about Dr. Martin Luther King Jr.’s â€Å"I have a dream† speech and compared it to the time today to American President Barak Obama. From Dr. Martin Luther King Jr.’s speech to the inauguration of American PresidentRead MoreLiterary Analysis Of Black Like Me 1389 Words   |  6 Pageswrite about the truth. In dealing with the racial discrimination problems in the United States, Griffin wanted to write about the realities of the situation. However, he was a white man. He empathized with the black people and wanted equality for them as well however he lacked the experience and exposure to the truth. He decided that the best way to write about this was to be a part of the black community. He consulted with a doctor about making his skin darker so that he can be physically identifiedRead MoreThe Difference Between Race And Racism Essay1037 Words   |  5 Pagesnot. When exploring the web to differentiate the meaning of these two words, one-word that keeps popping up is â€Å"racism†. The words are so similar which makes this topic difficult to w rite about, but as my English teacher Coarlee Bain says, â€Å"The best way out is not the easy route, but it is the difficult route because you broaden your horizon and learn new things every step of the way.† Individuals are classified based on race and ethnicity and this creates a system that results in inequalityRead MoreWorkplace Discrimination : Discrimination And Discrimination1588 Words   |  7 Pagesof neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplaceRead MoreFair Housing Laws1673 Words   |  7 PagesFair Housing Laws: Chapter 22 The American dream, the right to own land, build a home, and start a family. Unfortunately this was not always the case as Blacks, Hispanics, and other minorities were discriminated from the early 60’s to the late 80’s and even still today. Segregation plagued the U.S., placing minorities in lower classes than whites, restricting certain rights and freedoms that our constitution laid by our forefathers has been implemented to protect U.S. citizens. The Fifth, Thirteenth

Critical Of The Emergency Department Triage -Myassignmenthelp.Com

Question: Discuss About The Critical Of The Emergency Department Triage? Answer: Introduction: One of the most dynamic sectors of a health care facility which handles by far the highest demands is the emergency department. Along with that it has to be mentioned that the emergency department triages often is the place where the primary care for the patient is initiated. Hence the individual factors associated with the emergency care triage environment are crucial to nursing absolute safety of the patent under consideration (Abuse, 2013). Now considering the mental health practices the implicatiosn of initial triage environments are even more imperative. The article Implications of the emergency department triage environment on triage practice for clients with a mental illness at triage in an Australian context by authors Marc Broadbent, Lorna Moxham and Trudy Dwyer, discusses the very implications that the emergency care triage environments impact on the triage care of nurses for mental illness wards taking the Australian context as exemplary (Broadbent, Moxham Dwyer, 2014). This study had been an exploratory qualitative study that has taken a ethnographic observational design for the entire study and taken into consideration the perception of the nurses regarding the triage environment implications and the actual impact that it imparts on the care quality. It has to be mentioned in this context that there have been vey studies that have dedicated attention towards the impact that health care environment imparts on the care quality and the overall experience of the patents while in the facility. Moreover, taking the triage environment and the implications of the same onto the care quality that the patients receive is an appreciable effort from the authors part. However, this assignment will attempt to critically evaluate the article thoroughly taking each and every factor associated with the concept into consideration (Asarnow et al., 2011). Background: The study explains beautifully the importance of emergency department care in Australia in the context of mental health, as the mentally ill patient seeking acute mental health services in Australian health care industry receive line of care or medical attention in the emergency care department. It has to be mentioned in this context that there have been measures to improve the Australian emergency department scenario for a long time, however the authors highlight the key issue in this sector to be the fact the exact number of patients presented in the ED is unknown top the triage nurses, which poses a significant challenge to the ED triage nurses (Broadbent, Moxham Dwyer, 2014). Hence this research study attempted to explore the entire triage practice environment of the emergency department and discover all the different issues associated with the professional clinical practice in the mental health care facility ED. However the study emphasises on the patent assessment and patient management techniques incorporated In the ED triage with the concept of a safer and more compassionate environment in the ED can facilitate more improved therapeutic relationship between the nurses and the mentally ill patients. The literature review for the paper is very concise however it still includes vital data that have been published previously in the subject. For instance, the literature review begins with the ED guidelines applicable in the Australian health care context, explaining the dedicated areas for assessment and stabilization of the patients. However the authors have also discussed in the literature review the fact that in most cases the ED triage staff cannot leave the patients unsupervised in the dedicated area where the tension around other mentally ill patients in the most cases are taken care of by non trained staff in the waiting area (Carlier et al., 2012). The waiting time for the mentally ill patients in the triage is extended multiple folds until a medical practitioner is available for the patient for post ED triage, and this is the fact that creates the most of the chaos in the ED triage; which has been beautifully highlighted in the article. The literature review also discusses in detail the policy guidelines regarding the triage environment in the ED and the 6 factors mandated in the policy documents, however it has to be mentioned that the literature review failed to incorporate any reliable statistical data about the experience of the patients in the ED room and how the chaos affects the nursing performance and triage environment (Broadbent, Moxham Dwyer, 2014). The primary aim of the study as stated by the authors is to explore the challenges that arise in the chaotic and complex environment of a ED triage room and how the nurse manage and assess the patients in such an environment. Methods: The research design opted for the study by the authors is ethnographic exploratory design in the hopes of understanding and observing the ED nurse practice and the impact of chaotic triage room environment on the same. As ethnography is a measure that takes into account the real world scenario of any phenomenon, observing the unique characteristics, cultural influence and personal principles and values into the verdict. As the cultural values and principles of the nursing staff has a significant impact on the nursing care provided and the environment, this ethnographic approach suits the purpose of the study perfectly (Cohen et al., 2010). The sample setting of the research study selected had been regional hospital in Australia with a large ED with 44000 annual client separation rates, with 4.5% of the patent population being mentally ill. Hence it can be stated that the large sample design will be extremely beneficial in generating a diverse and relevant verdict regarding the research question asked in the study. The study participants were 45 ED triage nurses with the adequate qualifications to conduct nursing triage, out of which one emergency nurse carried out morning shift triage, two in the afternoon shift and one for the night shift triage (Broadbent, Moxham Dwyer, 2014). The procedure of the research incorporated data collection method by participant observation, semi structured interviews both formal and informal that was conducted specifically with the triage nurses, and document exploration. Now it has to be mentioned in this context that the participant observation data collection techniques emphasizes on observing the candidates in their own professional environment with excruciating detail so that, professional, personal and cultural values of that individual is reflected in equity in the observation. Now participant observation technique is imperative in an ethnographic research design hence the data collected method was also apt for the research study. The data analysis approach taken by the study was comprehensive and systematic which can be considered eclectic data analysis procedure that constantly and consistently compares the data from the interviews and extensive notes taken by the ethnographer. These inductive systematic analysis techniques will expertly analyse each and every element of the entire research pattern in acute detail which is extremely suitable for the research design and is even congruent (Broadbent, Moxham Dwyer, 2014). Now considering the ethics and trustworthiness of the research being conducted in the article, four pillars of research ethics were taken into consideration, that are respect, research merit and integrity, justice and beneficence. The study participants were well informed and consented before they participated in the research study and along with that it also needs to be mentioned that the participants were given the complete liberty to abandon the research o decline to further participate at any point in the entire duration of the research study. Hence the ethical stand and trustworthiness of the study needs to be appreciated (Lowthian et al., 2010). Results: The result section of the article is compartmentalized into different clear segments; the first section speaks of the triage environment in acute detail. The authors have described the triage environment of the ED room explicitly and the inclusion of noise creep in the triage environment of the ED highlights the extensive research conducted in the research study. Now noise creep is a phenomenon that restricts the ability to have uninterrupted private conversations with the patients which is a significant part of establishing a mutually respectful therapeutic relationship with the patient (Pich et al., 2010). Along with that the authors have also included the presence of too bright lights and stark nature of the triage room environment which can be discomforting and even provoking for severely mentally ill individuals. However authors also inform that the nurses in the ED triage are cognisant of the environmental impact on the triage performance however their level of understanding is not shared in the findings section. However the most probable contributing factor to the ignorance of the nursing staff towards the chaotic ED environment is explained as rapid client assessment and extreme influx of patients (Seal et al., 2012). The second section of the result includes triage assessment which declares in the very beginning that the practice environment has a direct impact on the ED triage performance of the nurse. The authors here illustrate the findings with the help of the recorded conversation notes of the participants which increases the relevance and authenticity of the research significantly. The open public nature of the ED triage room is reflected as a major concern in the findings which is relevant as it opposes one of the key guidelines in Australian mental healthcare assessment policy, which requires the triage assessment space to be a dedicated enclosed area. The authors have stated that the ED nurses feel strongly about the lack of privacy in the ED triage room and they do not blame the waiting room full of patients only for this phenomenon rather they indicated it to be an illustration of the general lack of privacy in ED, which reveals a severe concern (Takahashi et al., 2012). The results also explain how the lack of privacy in the ED contributes to the quality of care and assessment provided to the patient and restricts the confidentiality being maintained in the ED triage room. And the client management section of the results explains how the impact of the chaotic triage room and lack of privacy contribute to the entire phenomenon of disrupted client management. And the findings of this research study points relevantly to the lack of privacy and calm to be the main contributing factors behind the compromised client management. Hence it has to be mentioned that the results interpreted and described authentic and insightful meaning of the data collected in the research study (Taylor Rew, 2011). Summary Assessment and Conclusion: In the discussion section of the research article the office illustrate importance of privacy and security in maintaining a safe and therapeutic relationship between the patient and the nurse in order to facilitate better assessment and client management in the mentally ill health sector. Tortoise discuss that the position of a private and saves Healthcare environment is a mandatory requirement in case of nursing practice that involves mentally unstable patients, as chaotic and uncontrollable in almonds can provoke the patients further and contribute to deterioration of their condition. The authors of also discussed nurses to be the mediators of therapeutic landscape that contribute to the Restoration and rejuvenation after health and well-being of a mentally unstable patients, hence the desired are finding a safe and private environment for assessment incline management of the patients by the ED triage nurses, indicate at the influential need for safe and comfortable private environ ment in the emergency department triage for mentally ill patients. However main purpose behind the research study had been to explode the challenges associated with effective triage assessment and client management, and one of the greatest challenges that were discovered was a lack of privacy, chaotic environment, and excessive workload in the ED triage area (Weinick, Burns Mehrotra, 2010). And it is imperative for the vulnerable and fragile mentally ill clients, where the lack of privacy and safety in the chemical environment contributes to further deterioration of the patients conditions. Last year and concluded know that has to be mentioned that they study has taken into consideration a very novel concept that has been neglected in the previous studies carried out on the same topic. Is ethnographic research highlighted the individual participant perceptions regarding practice environment and the challenges associated with it in the mental health sector, and it can be hope that t his study will provide a fertile ground for further research to be carried out that well characterized is key issues in the practice environment of ED triage and attempt to construct strategies that will address these challenges (Broadbent, Moxham Dwyer, 2014). Relevance to nursing practice: In conclusion, elaborating the relevance of this study to the nursing practice and its improvement is imperative. It has to be mentioned in this context that nursing practice is associated with the values and principles along with the competence of the nursing workforce. And these key factors of performance are influenced by both patient interaction and demands and clinical environment. Thos research study has attempted to address one of the key influencing factors and very effectively discovered the key challenges that the ED triage rooms of mental health facilities face. This study will be extremely helpful in improving the triage environment and incorporating privacy and patient safety into the clinical environment. Hence this research study addresses both patient values and care context of mental health services. And this study will serve to highlight all the key issues that influence both assessment and client management in the mental health ED which is crucial to performance im provement for ED nursing workforce (Broadbent, Moxham Dwyer, 2014). Reference: Abuse, S. (2013). Mental Health Services Administration, Drug Abuse Warning Network, 2011: National Estimates of Drug-Related psychology Department Visits. HHS publication no.(SMA), 13,4760. Asarnow, J. R., Baraff, L. J., Berk, M., Grob, C. S., Devich-Navarro, M., Suddath, R., ... Tang, L. (2011). An emergency department intervention for linking pediatric suicidal patients to follow-up mental health treatment. Psychiatric services, 62(11), 1303-1309. Braden, J. B., Russo, J., Fan, M. Y., Edlund, M. J., Martin, B. C., DeVries, A., Sullivan, M. D. (2010). Emergency department visits among recipients of chronic opioid therapy. Archives of internal medicine, 170(16), 1425-1432. Broadbent, M., Moxham, L., Dwyer, T. (2014). Implications of the emergency department triage environment on triage practice for clients with a mental illness at triage in an Australian context. Australasian Emergency Nursing Journal, 17(1), 23-29. Carlier, I. V., Meuldijk, D., Van Vliet, I. M., Van Fenema, E., Van der Wee, N. J., Zitman, F. G. (2012). Routine outcome monitoring and feedback on physical or mental health status: evidence and theory. Journal of Evaluation in Clinical Practice, 18(1), 104-110. Centers for Disease Control and Prevention. (2010). Emergency department visits involving nonmedical use of selected prescription drugs-United States, 2004-2008. MMWR: Morbidity and mortality weekly report, 59(23), 705-709. Cohen, B. E., Gima, K., Bertenthal, D., Kim, S., Marmar, C. R., Seal, K. H. (2010). Mental health diagnoses and utilization of VA non-mental health medical services among returning Iraq and Afghanistan veterans. Journal of general internal medicine, 25(1), 18-24. Doran, K. M., Raven, M. C., Rosenheck, R. A. (2013). What drives frequent emergency department use in an integrated health system? National data from the Veterans Health Administration. Annals of Emergency Medicine, 62(2), 151-159. Lowthian, J. A., Curtis, A. J., Cameron, P. A., Stoelwinder, J. U., Cooke, M. W., McNeil, J. J. (2010). Systematic review of trends in emergency department attendances: an Australian perspective. Emergency Medicine Journal, emj-2010. Pich, J., Hazelton, M., Sundin, D., Kable, A. (2010). Patient?related violence against emergency department nurses. Nursing health sciences, 12(2), 268-274. Seal, K. H., Shi, Y., Cohen, G., Cohen, B. E., Maguen, S., Krebs, E. E., Neylan, T. C. (2012). Association of mental health disorders with prescription opioids and high-risk opioid use in US veterans of Iraq and Afghanistan. Jama, 307(9), 940-947. Slade, E. P., Dixon, L. B., Semmel, S. (2010). Trends in the duration of emergency department visits, 20012006. Psychiatric Services, 61(9), 878-884. Takahashi, P. Y., Pecina, J. L., Upatising, B., Chaudhry, R., Shah, N. D., Van Houten, H., ... Hanson, G. J. (2012). A randomized controlled trial of telemonitoring in older adults with multiple health issues to prevent hospitalizations and emergency department visits. Archives of internal medicine, 172(10), 773-779. Taylor, J. L., Rew, L. (2011). A systematic review of the literature: workplace violence in the emergency department. Journal of clinical nursing, 20(7?8), 1072-1085. Weinick, R. M., Burns, R. M., Mehrotra, A. (2010). Many emergency department visits could be marketing at urgent care centers and retail clinics. Health Affairs, 29(9), 1630-1636. Welch, S. J., Asplin, B. R., Stone-Griffith, S., Davidson, S. J., Augustine, J., Schuur, J., Alliance, E. D. B. (2011). Emergency department operational metrics, measures and definitions: results of the second performance measures and benchmarking summit. Annals of emergency medicine, 58(1), 33-40.