CARDIOVASCULAR DISORDER

What is heart disease?

Cardiovascular disease (heart disease) refers to a group of diseases that affect

the heart and blood vessels of your body. These diseases can affect one or
many parts of your heart and /or blood vessels. A person may be
symptomatic (physically experience the disease) or be asymptomatic (not feel
anything at all).

Heart disease includes heart or blood vessel problems of these types:

 Abnormal heart rhythms.

 Heart valve disease.
 Narrowing of the blood vessels in your heart, other organs or
throughout your body with plaque.
 Heart squeezing and relaxation difficulties.
 Heart and blood vessel problems that you’re born with.
 Problems with your heart’s outer lining.
What conditions are cardiovascular diseases?

There are many different types of cardiovascular diseases including but not
limited to:

 Arrhythmia: Problem with the electrical conduction system of your

heart which can lead to abnormal heart rhythms or heart rates.
 Valve disease: Problem with your heart valves (structures that allow
blood to flow from one chamber to another chamber or blood vessel),
such as valve tightening or leaking.
 Coronary artery disease: Problem with the blood vessels of your
heart, such as blockages.
 Heart failure: Problem with heart pumping/relaxing functions, which
lead to fluid buildup and shortness of breath.
 Peripheral artery disease: Problem with the blood vessels of your
arms, legs or abdominal organs, such as narrowing or blockages.
 Aortic disease: Problem with the large blood vessel that directs blood
from your heart to your brain and the rest of your body, such as
dilatation or aneurysm.
  Congenital heart disease: Heart problem that you’re born with, which
can affect different parts of the heart.
 Pericardial disease: Problem with the lining of your heart,
including pericarditis and pericardial effusion.
 Cerebrovascular disease: Problem with the blood vessels that deliver
blood to your brain, such as narrowing or blockages.
 Deep vein thrombosis: Blockage in the veins, vessels that bring blood
back from your brain/body to your heart.
What causes heart disease?

The causes of cardiovascular disease can vary depending on the specific type
of cardiovascular disease. For example, atherosclerosis (plaque buildup in the
arteries) causes coronary artery disease and peripheral artery disease.
Coronary artery disease, scarring of the heart muscle, genetic problems or
medications can cause arrhythmias. Aging, infections and rheumatic disease
can cause valve disease.
What are the cardiovascular disease risk factors?

You may be more likely to develop cardiovascular disease if you have risk
factors such as:

 High blood pressure (hypertension).

 High cholesterol (hyperlipidemia)
 Tobacco use.
 Diabetes.
 Family history of heart disease.
 Sedentary lifestyle or obesity.
 Diet high in sodium, sugar and fat.
 Overuse of alcohol.
 Preeclampsia or toxemia.
 Gestational diabetes.
 Chronic inflammatory or autoimmune conditions.
 Chronic kidney disease.
What are the symptoms of heart disease?

Heart disease symptoms can vary depending on the cause.

Symptoms of abnormal heart rhythms may include:

 Pounding or racing heart (palpitations).

 Chest pain.
 Sweating.
 Lightheadedness.
 Shortness of breath.
Symptoms of heart valve disease may include:

 Dizziness.
 Tiredness.

 Chest pain.
 Heart murmur.
 Shortness of breath.
Symptoms of blockages in the blood vessels in your heart, other organs or throughout your body may
include:

 Pain in your chest or upper body.

 Neck pain.
 Heartburn or indigestion.
 Exhaustion.
 Shortness of breath.
 Nausea or vomiting.

 Dizziness.
Symptoms of heart pumping difficulties include:

 Swelling in your lower body.

 Exhaustion.
 Shortness of breath.
Heart problems you’re born with may have symptoms that include:

 Heart murmur.
 Inability to handle exercise.
 Shortness of breath.
How is cardiovascular disease diagnosed?

Your healthcare provider will perform a physical exam and ask questions
about your symptoms, personal health and family health history. They may
also order tests to help diagnose cardiovascular disease, as appropriate.
How is cardiovascular disease treated?

Treatment plans can vary and depend on the symptoms and the type of
cardiovascular disease you have. Cardiovascular disease treatment may
include:

 Lifestyle changes: Examples include making changes to your diet,

increasing your aerobic activity and quitting smoking.
 Medications: Your healthcare provider may prescribe medications to
control cardiovascular disease. Medication type will depend on what
kind of cardiovascular disease you have.
 Procedures or surgeries: If medications are not enough to manage
your cardiovascular disease, your healthcare provider may use certain
procedures or surgeries to treat your cardiovascular disease. Examples
include stents in the heart or leg arteries, minimally invasive heart
surgery, open-heart surgery, ablations, cardioversion.
 Cardiac rehabilitation: You may need a monitored exercise program
to help your heart get stronger.
 Active surveillance: You may need careful monitoring over time
without medications or procedures/surgeries.

Selection for self managed team

Key factors at the individual level (according to research)

1. Autonomy

Employees need to establish a balance between individual and team autonomy.

On the one hand, individual autonomy can promote motivation; on the other, it
can frustrate collective success.
Too much individual autonomy is a liability when employees make significant
plans or decisions without consulting the rest of the team.

2. Roles

Roles within self-managing teams evolve and change as the work of the team
changes. Sometimes new roles need to be created and, at others, removed. Roles
are no longer tied to job descriptions. Employees must decide for themselves
what roles are needed to accomplish their work.

Successful self-managing teams are capable of rotating jobs when they have
overlapping skill sets.

3. Leadership

In successful self-managing teams, leaders are chosen on their proven skills.

They are able to gain the commitment of others, and to delegate. Other
important behaviours are mentoring and coaching of peers.

Effective leaders promote team cohesion by encouraging opinion sharing,

clarifying misconceptions and addressing concerns.

4. Skills

Some studies suggest that the success of self-managing teams is dependent on

having a mix of skills in the team. This improves flexibility and enhances
collaboration. Both self-management and teamwork skills are important.

Crucial teamwork skills include the ability to lead, to communicate and to

conduct meetings effectively. Training is usually essential for successful skill
development.

5. Experience

Once teams gain experience, they are likely to gain more autonomy. Similarly,
employees with more experience tend to become the leaders, mentors and
coaches in the team.
Long work experience can also be a negative: it is shown that experienced
employees are more tempted to revert to old practices. That can hurt
performance.

Key factors at team level (according to research)

1. External leadership

Teams benefit from external leaders who provide supportive direction, but are
not involved in their day-to-day tasks. They enrich teams by facilitating
constructive processes for conflict, communication, development and decision-
making.

Leader intervention is most productive when requested by the team. It hurts

when intervention is experienced as excessive. Negative interventions include
too much monitoring of teams, chairing meetings, assigning responsibilities and
overriding team decisions. These all limit the sense of autonomy and ownership.

2. Peer control

Peer control influences behaviour via social pressure. Peer control is

significantly and positively related to team performance.

However, if peer pressure is used in combination with strict norms or standards

it can reduce the team’s perception of autonomy.

3. Task characteristics

Findings show that some tasks are better suited for self-managing teams than
others. Examples include those that are novel, uncertain, technological,
interdependent, complex and innovative.

Self-managing teams are less suitable for simple or repetitive tasks.

4. Team autonomy

A crucial component is team autonomy. Specific factors may prevent teams

from achieving their desired level of autonomy, such as inadequate leadership,
rigid organization structures and/or excessive peer control.
Key factors at organizational level (according to research)

1. Corporate culture

Successful implementation of self-managing teams is related to a culture that

promotes autonomy, accountability, continuous learning, risk taking and
change.

Unsurprisingly, retaining a top-down culture negatively influences the success

of self-managing practices.

2. Corporate policies

Another unsurprising result is that highly prescriptive corporate policies limit

risk-taking, creativity and flexibility, leading to a decrease in team performance.

3. Organizational goals

Organization goal clarity is a predictor of a self-managing team’s performance.

They can then set their own goals to offer maximum support. Lack of clear
goals causes confusion and frustration, and ultimately undermines team
performance.

4. Organizational structure

Flat organization structures are more likely to promote a self-managing team’s

success. Very hierarchical structures are shown to restrict communication, and
therefore, collaboration.

5. Training

Training in self-management has a positive effect. Notably, it can improve

decision-making and problem solving. Training is most effective when it is
offered before implementation of self-management and continued after—rather
than being a one-time event.

6. Resources

External leaders should allow teams access to all necessary resources,

technology, equipment, space, tools, and materials to perform their work well.
Access is essential for performance, and leads to better decisions, and more
innovative ideas.

7. Rewards

Team-based rewards have a positive effect on a self-managing team’s

performance. They enhance the sense of ownership. Individual rewards can
undermine this.

Self-managing employees feel rewarded by social rewards. These could be

becoming an informal leader, gaining the respect of the team, and being
nominated by peers or leaders for good performance.

8 recruitment goals to set

Consider the following recruitment goals you can set to benefit yourself and your company:

1. Simplify the recruiting process

This is a useful goal to have as a recruiter because it can help you find more candidates to recruit
and keep track of your information more easily. One way to accomplish this goal is by using
recruiting software and job boards to create a more efficient recruitment process by keeping all
your information in one place and reaching various candidates across the internet. A simplified
process may also save you time and effort, which can lead to more job satisfaction for you and
better interactions with candidates.

2. Update your company website

Many companies have a hiring or job opening page on their website, so consider making it a goal
to review and update yours regularly. A professional web page that's easy for candidates to
navigate may increase the number of applications, contact information or referrals you get
online. Updating the hiring page of your company's website can also give interested candidates
the most up-to-date details about available jobs, which allows them to do research and contact
you, rather than you seeking multiple applications on your own.

3. Look for highly qualified candidates

To improve your company and the quality of work it produces, you may make it a goal to look
for more candidates who are highly qualified for open positions. Although this may make the
recruitment and hiring process take longer, finding candidates who can greatly improve your
workplace is often a good idea and may even benefit your career by impressing your manager
and proving your abilities to choose valuable employees.
Try accomplishing this goal by narrowing your search to include candidates with the best
abilities or experience and confirm their abilities with relevant interviews and tests.

Related: Why Is Recruitment Important?

4. Increase recruitment efforts

If your company is expanding and needs many new employees, increasing your recruitment
efforts can be a helpful goal to set. There are many ways to achieve this goal depending on the
number of new employees needed and your recruitment budget, but one common way to increase
recruitment efforts is to use various methods to contact potential candidates. You can start by
researching different means of communication like email, job boards and hiring events, and then
plan to use as many of them as possible.

5. Assist new hires more

Assisting new hires is a great sub-goal to have if your larger goal is to retain employees and
increase their success. Although many recruiters' duties seem to end once an employee gets the
job, you can prepare ways to assist new hires after the hiring process and provide them with
resources that teach them the expectations of the workplace and help them succeed at their new
job. Doing this can encourage new hires to stay with a company for longer and receive help
when they need it, which creates a more stable, supportive environment.

Related: Recruiter Roles: 12 Responsibilities of Recruiters

6. Improve job descriptions

One way to find candidates who fit well in a position is to improve your job descriptions and
ensure they accurately depict the job and company for which you're hiring. Writing interesting
and factual job descriptions helps candidates understand the requirements of the job and decide
more easily if it's something in which they're interested. To write clear and engaging job
descriptions, consider following a template that outlines what information to include and
personalizing it for each job for which you're hiring.

7. Expand your network

Expanding your network can be a helpful goal if you want to find trustworthy candidates from
more varied backgrounds. Your network may include people like colleagues or other recruiters,
professionals in your industry or previous employees you've recruited who can help you find
qualified candidates and make valuable referrals for job openings. Expanding your network
through marketing events or HR conferences can increase your recruiting reach and help you
find the best employee for every job.

8. Lower the cost-per-hire

The cost-per-hire of your recruitment efforts refers to how much money you spend on
recruitment marketing and hiring events over a period of time divided by how many new
employees you recruited over the same time. Lowering your cost-per-hire rate is an excellent
goal because it helps you use your recruitment budget more effectively. Consider analyzing
which marketing efforts and methods of communication work best to find and hire candidates,
then use those more frequently to increase your contacts while decreasing cost.

Internal Sources of Recruitment:

3. Former employees:
Former employees who had performed well during their tenure may be called
back, and higher wages and incentives can be paid to them.

5. Internal advertisement:
The existing employees may be interested in taking up the vacant jobs. As
they are working in the company since long time, they know about the
specification and description of the vacant job. For their benefit, the
advertisement within the company is circulated so that the employees will be
intimated.

External Sources of Recruitment:

1. Press advertisement:
A wide choice for selecting the appropriate candidate for the post is available
through this source. It gives publicity to the vacant posts and the details about
the job in the form of job description and job specification are made available
to public in general.

2. Campus interviews:
It is the best possible method for companies to select students from various
educational institutions. It is easy and economical. The company officials
personally visit various institutes and select students eligible for a particular
post through interviews. Students get a good opportunity to prove themselves
and get selected for a good job.

3. Placement agencies:
A databank of candidates is sent to organizations for their selection purpose
and agencies get commission in return.

4. Employment exchange:
People register themselves with government employment exchanges with
their personal details. According to the needs and request of the organization,
the candidates are sent for interviews.

5. Walk in interviews:
These interviews are declared by companies on the specific day and time and
conducted for selection.

6. E-recruitment:
Various sites such as jobs.com, naukri.com, and monster.com are the
available electronic sites on which candidates upload their resume and seek
the jobs.

7. Competitors:
By offering better terms and conditions of service, the human resource
managers try to get the employees working in the competitor’s organization.

Benefits of External Sources of Recruitment:

1. New talents get the opportunity.
2. The best selection is possible as a large number of candidates apply for the
job.

3. In case of unavailability of suitable candidates within the organization, it is

better to select them from outside sources.