The writer is very fast, professional and responded to the review request fast also. Thank you.
Presentation/PPT
27/08/2022
WK2 assignment due 3/13
The Quadruple Aim provides broad categories of goals to pursue to maintain and improve healthcare. Within each goal are many issues that, if addressed successfully, may have a positive impact on outcomes. For example, healthcare leaders are being tasked to shift from an emphasis on disease management often provided in an acute care setting to health promotion and disease prevention delivered in primary care settings. Efforts in this area can have significant positive impacts by reducing the need for primary healthcare and by reducing the stress on the healthcare system.
Changes in the industry only serve to stress what has always been true; namely, that the healthcare field has always faced significant challenges, and that goals to improve healthcare will always involve multiple stakeholders. This should not seem surprising given the circumstances. Indeed, when a growing population needs care, there are factors involved such as the demands of providing that care and the rising costs associated with healthcare. Generally, it is not surprising that the field of healthcare is an industry facing multifaceted issues that evolve over time.
In this module’s Discussion, you reviewed some healthcare issues/stressors and selected one for further review. For this Assignment, you will consider in more detail the healthcare issue/stressor you selected. You will also review research that addresses the issue/stressor and write a white paper to your organization’s leadership that addresses the issue/stressor you selected.
To Prepare:
The Assignment (3-4 Pages):
Analysis of a Pertinent Healthcare Issue
Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing your selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:
Answer Rubric
Develop a 3- to 4-page paper, written to your organization’s leadership team, addressing the selected national healthcare issue/stressor and how it is impacting your work setting. Be sure to address the following:
Describe the national healthcare issue/stressor you selected and its impact on your organization. Use organizational data to quantify the impact (if necessary, seek assistance from leadership or appropriate stakeholders in your organization).
Provide a brief summary of the two articles you reviewed from outside resources, on the national healthcare issue/stressor and explain how the healthcare issue/stressor is being addressed in other organizations.
Summarize the strategies used to address the organizational impact of national healthcare issues/stressors presented in the scholarly resources you selected and explain how they may impact your organization both positively and negatively. Be specific and provide examples.
Written Expression and Formatting – Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.
Written Expression and Formatting – English writing standards:
Correct grammar, mechanics, and proper punctuation
Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.
Looking Ahead
The paper you develop in Module 1 will be revisited and revised in Module 2. Review the Assignment instructions for Module 2 to prepare for your revised paper.
Discussion wk3 due 3/17
Quite often, nurse leaders are faced with ethical dilemmas, such as those associated with choices between competing needs and limited resources. Resources are finite, and competition for those resources occurs daily in all organizations.
For example, the use of 12-hour shifts has been a strategy to retain nurses. However, evidence suggests that as nurses work more hours in a shift, they commit more errors. How do effective leaders find a balance between the needs of the organization and the needs of ensuring quality, effective, and safe patient care?
In this Discussion, you will reflect on a national healthcare issue and examine how competing needs may impact the development of polices to address that issue.
To Prepare:
Post an explanation of how competing needs, such as the needs of the workforce, resources, and patients, may impact the development of policy. Then, describe any specific competing needs that may impact the national healthcare issue/stressor you selected. What are the impacts, and how might policy address these competing needs? Be specific and provide examples.
American Nurses Association. (2015). Code of ethics for nurses with interpretive statements. Silver Spring, MD: Author. Retrieved from
https://www.nursingworld.org/coe-view-only
Note: Review all, with special attention to “Provision 6” (pp. 23–26).
Kelly, P., & Porr, C. (2018). Ethical nursing care versus cost containment: Considerations to enhance RN practice. OJIN: Online Journal of Issues in Nursing, 23(1), Manuscript 6. doi:10.3912/OJIN.Vol23No01Man06. Retrieved from
http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Nursing-Cost-Containment.html
Milliken, A. (2018). Ethical awareness: What it is and why it matters. OJIN: Online Journal of Issues in Nursing, 23(1), Manuscript 1. doi:10.3912/OJIN.Vol23No01Man01. Retrieved from
http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-Jan-2018/Ethical-Awareness.html
I will post for replies after classmates make their post for this discussion
Student 1
Nursing shortages are at an all-time high, with a 17.1% turnover rate nationally (Vaughn, 2020). Companies are struggling to maintain nursing staff which leads to overworked nurses with high patient ratios. High patient ratios lead to unsafe situations, and nurses working long hours are more likely to make mistakes. Some nurses are leaving the profession altogether due to short staffing, lack of leadership, underpayment, career advancement, and overwhelming tasks per nurse (Suarez, n.d.).
In rural areas like where I live, there is already an inherent issue in recruiting nurses that want to live in this area. Furthermore, the health care agencies are competing to retain the nursing staff that they have. Nursing turnover costs nearly 300,000 annually for the average hospital (Suarez, n.d.). More creative ways other than simply posting a job vacancy needs to be done to recruit new nurses (Suarez, n.d.). Studies have also shown that sign-on bonuses are not effective in retaining nursing staff (Suarez, n.d.). They may initially draw in nurses, but after their contract is up, they most likely will leave the agency (Suarez, n.d.).
There are three nursing leadership models: transformational, transactional, and democratic (Laureate Education [Producer], 2018). Transformation leadership inspires others through effective communication, transactional leadership develops transparent chains of command, and democratic leadership likes to include ideas from staff before making final decisions (Laureate Education [Producer], 2018). Studies have indicated that management that is styled as transformational leadership has a higher staff rendition rate (Halter et al., 2017).
Nursing shortages specific to correctional setting has its inherent issues. Not only does correctional nursing face similar issues as a hospital setting, but it also has the dangers of prison life. Correctional nursing needs to address the growing shortage and make some changes to recruit and retain nursing staff. Studies have shown the preceptorships, internships, and mentorships have significantly increased nurse retention (Halter et al., 2017). Developing an academic-partnership with the local university would allow nursing students to complete a clinical rotation inside the prison to learn about it and have firsthand experience inside the facility. This is an excellent way for new nurses to have an opportunity to learn about correctional nursing.
Developing a mentorship program is an excellent way for new hires to feel comfortable that they will have the support and training they need while starting their new career as a correctional nurse. Another strategy to retain nurses is to have career advancement opportunities such as tuition reimbursements and offer to pay for RN to BSN program (Vaughn, 2020). The prison, at the moment, does not provide tuition reimbursement or tuition payments to further your education. Offering flexible hours is another strategy that has been linked to higher nurse retention (Vaughn, 2020). When nurses are required to work beyond 12-hour shifts and over 40-hour workweeks, they are more likely to leave the agency (Vaughn, 2020).
The prison is competing with the local hospitals to recruit and retain nursing staff. Although the prison has offered signing bonuses, it has not proven to keep nursing staff successful. The prison runs on transactional leadership, and nurses do not feel appreciated or heard. There are no internship or mentorship programs, so it is difficult for nurses to see the environment they will be working in until they are hired. Training only takes six weeks or less, and then you are on your own with little support from other staff leading to many frustrations. The prison is so short-staffed that nurses are working 16-hour shifts almost every day they are scheduled to work. Correctional nursing is a unique entity and requires the recruitment of the right people. An academic-partnership with the university would be an excellent way to recruit new nurses, and developing a mentorship program would be suitable for new employees.
Unfortunately, the health care business is a 24-hour, 7-days a week business. When nurses quit, that only compiles the workload onto the existing nurses creating dangerous situations. The company must continue with the staff that they have, and patients need to be taken care of, but that leaves the nurses overworked. Even when nurses are given an 8-hour shift or 12-hour shift, those often turn into 16-hour shifts. When nurses don’t feel valued or essential, they are also likely to leave an agency. It is imperative to recruit the right nurses for your business and then create a solid culture to support your staff to retain nurses. With the prison being ran strictly on policy and procedures, implementing change can be difficult, but something needs to be done to retain nurses to keep a safe environment for staff and patients.
References
Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R., Gale, J., Gourlay, S., & Drennan, V. (2017). Interventions to Reduce Adult Nursing Turnover: A Systematic Review of Systematic Reviews. The Open Nursing Journal, 11, 108–123. https://doi-org.ezp.waldenulibrary.org/10.2174/1874434601711010108
Laureate Education (Producer). (2018). Moral Leadership [Video file]. Baltimore, MD: Author.
Suarez, L. (n.d.). 4 ways to recruit & retain engaged nurses who love their jobs. Healthcare Source. Retrieved from http://education.healthcaresource.com/recruit-retain-engaged-nurses/
Vaughn, N. (2020). Nurse turnover rates: how to reduce healthcare turnover. Retrieved from https://www.relias.com/blog/how-to-reduce-healthcare-turnover#:~:text=What%20is%20the%20Current%20Nurse,keep%20up%20with%20staffing%20ratios.
Bottom of Form
Reply 2
Student 2
Top of Form
To develop any policy to address nursing burnout, there are many factors that need to be considered. When staffing ratios are too high it effects the quality of patient care, and therefor affects patient satisfaction (Ezenwaji, Eseadi, Okide, Nwosu, Ololo, Oforka, & Oboegbulem, 2019). Lack of proper equipment, or even properly working equipment makes a nurse’s job more difficult, affects the quality of patient care, and increases nurses’ stress. After dealing with covid for the last year, a new concern causing nurse burnout is it quantity of acutely ill patients being given to undertrained nurses (Rosa, 2020). Cost is another big consideration because it costs a company tens of thousands of dollars to train new nurses when the old ones leave (Kelly, Gee & Butler, 2021). All these concerns are going to affect the development of any new policies.
When attempting to develop a policy for burnout, all these items need to be addressed, and there are many more that can be added to this. As previously stated, in this last year, things have changed. A survey done recently of nurses that have been dealing with this pandemic, shows that as many as two-thirds of nurses are considering leaving their jobs (Rosa, 2020). Policy, or rather policies, need to address these topics if they are to be successful.
A starting point would be a policy to address staffing and acuity levels. If a nurse has a patient that is critically ill, that nurse should not have six patients because there is no realistic way, they can give safe, appropriate care to all of them. Another policy could address how nurses are floated to other units. No nursing staff should be floated to higher level acuity floors if they do not have some sort of additional training. This is a safety issue for the nurse and the patient, it is also a cause for extra stress. For instance, floating med-surg nurses to covid units to care for patients that are on drips and ventilators is dangerous for both the nurses and the patients. A personal experience where I work is that an entire unit quit, that is more than 30 staff members leaving because their staff kept being sent to units that they were not prepared to work in, at the same time, this was leaving their own unit very understaffed. If at the very least it costs roughly 11,000 dollars to train a new nurse or CNA, then that means the company is now looking at spending around 330,000 dollars to replace that staff (Kelly et al., 2021). No one policy will fix everything, but everything needs to be considered when management is planning a new policy.
References
Ezenwaji, I. O., Eseadi, C., Okide, C. C., Nwosu, N. C., Ugwoke, S. C., Ololo, K. O., Oforka, T. O., & Oboegbulem, A. I. (2019). Work-related stress, burnout, and related sociodemographic factors among nurses: Implications for administrators, research, and policy. Medicine, 98(3), e13889. https://doi-org.ezp.waldenulibrary.org/10.1097/MD.0000000000013889
Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96–102. https://doi-org.ezp.waldenulibrary.org/10.1016/j.outlook.2020.06.008
Rosa, W. E. (2020). A blueprint for leadership during COVID-19: Minimizing burnout and moral distress among the nursing workforce. Nursing Management, 51(8), 28–34. https://doi-org.ezp.waldenulibrary.org/10.1097/01.NUMA.0000688940.29231.6f
Assignment: Developing Organizational Policies and Practices
Competing needs arise within any organization as employees seek to meet their targets and leaders seek to meet company goals. As a leader, successful management of these goals requires establishing priorities and allocating resources accordingly.
Within a healthcare setting, the needs of the workforce, resources, and patients are often in conflict. Mandatory overtime, implementation of staffing ratios, use of unlicensed assisting personnel, and employer reductions of education benefits are examples of practices that might lead to conflicting needs in practice.
Leaders can contribute to both the problem and the solution through policies, action, and inaction. In this Assignment, you will further develop the white paper you began work on in Module 1 by addressing competing needs within your organization.
To Prepare:
The Assignment (4-5 pages):
Developing Organizational Policies and Practices
Add a section to the paper you submitted in Module 1. The new section should address the following:
Rubric
Add a section to the paper you submitted in Module 1. In 4–5 pages, address the following:
Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.
Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.
Critique the policy for ethical considerations and explain the policy’s strengths and challenges in promoting ethics.
Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.
Cite evidence that informs the healthcare issue/stressor and/or the policies and provide two scholarly resources in support of your policy or practice recommendations.
WK4 Discussion due 3/23
Discussion 1: Leadership Theories in Practice
A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.
However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.
Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.
To Prepare:
· Review the Resources and examine the leadership theories and behaviors introduced.
· Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
· Reflect on the leadership behaviors presented in the three resources that you selected for review.
Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.
By Day 6 of Week 4
Respond to at least two of your colleagues on two different days by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
Note that from the total of 3 or 4 resources that you will provide at least 1 must be from the resources provided to you.
Replies for WK4
Student 1
Main Discussion Post
The Merriam-Webster Dictionary defines leadership as “a position as a leader of a group, the time a person holds in the position of a leader, and the power or ability to lead other people.” Leadership is multifaceted with many different dimensions but what is missing in these definitions are the words action, model, and inspiration, in my opinion. Although there are years and years of leadership research, “it is one of the most observed concepts, no universally accepted definition or theory of leadership actually exists” (Scully, pg. 439).
The two key insights I have learned through my research are that communication is key to a good leader and that leading by example and consistency helps great leaders grow leaders around themselves. The concept of leaders striving to develop solid and influential leaders around themselves is vital to the evolving healthcare system and an idea that makes many leaders very uncomfortable.
Transformational leadership is a style of leadership that is exemplified daily in my place of work. Transformational leadership “inspires supporters to perform at the maximum capacity after some time, by providing adjustment in recognition, and a sense of guidance” (Alloubani et al.). Transformational leadership is supportive, encouraging, engaging, yet upholds accountability and expects the best while promoting learning and growth. Evidence-based practice, just as in medicine, is essential in leadership. According to the article “Implementing administrative evidence-based practice: lessons from the field in six local health departments across the United States,” decision-making needs to be a collaborative effort between all staff, including non-managerial, to gather and distribute ideas. This is achieved by forward-thinking and acting leaders who stay educated, like attending academic classes to ensure staff they lead are being given best practice information.
I have the privilege to work with a fantastic leader. A leader who leads with integrity and compassion. A transformational leader while taking the time to connect and grow leaders through conversations and providing leadership opportunities within the department. Our department’s current leadership team has been outspoken about how they want to develop leaders and give options to employees to grow their careers when possible. They are open to ideas and are collaborative. My manager is insightful and knowledgeable about leadership and how to share leadership theories and styles. I am very fortunate with the current leadership team I work with because not many leadership teams support staff, base decisions, and action off evidence-based practice while being patient-centered as this team.
References
Alloubani, Aladeen, et al. “Leadership Styles’ Influence on the Quality of Nursing Care.” International Journal of Health Care Quality Assurance, vol. 32, no. 6, 2019, pp. 1022–1033., doi:10.1108/ijhcqa-06-2018-0138.
Duggan, Kathleen, et al. “Implementing Administrative Evidence-Based Practices: Lessons from the Field in Six Local Health Departments across the United States.” BMC Health Services Research, vol. 15, no. 1, 2015, doi:10.1186/s12913-015-0891-3.
“Leadership.” Merriam-Webster, Merriam-Webster, 2021, www.merriam-webster.com/dictionary/leadership.
Scully, Natashia Josephine. “Leadership in Nursing: The Importance of Recognising Inherent Values and Attributes to Secure a Positive Future for the Profession.” Collegian, vol. 22, no. 4, 2015, pp. 439–444., doi:10.1016/j.colegn.2014.09.004.
Student 2
A person with good leadership skills can make the workplace a positive place. I am going to focus on transformational and authentic leadership for the purpose of this discussion. Broome and Marshall describe transformational leadership as “a process through which leaders influence others by changing the understanding of others of what is important” (2021, pg.15). Authentic leadership focuses on the relationships of self and others (Broome & Marshall, 2021, pg. 184). I think it is very important to create healthy work environments by demonstrating good leadership qualities. I have researched two articles that discuss the impact of leadership styles on the workplace.
In the first article, written by Kaiser (2017), the impact of leadership styles on nurse hostility is measured in a quantitative study. A survey was given to 237 staff nurses participants that measured “perceived levels of incivility and the leadership styles experienced” and data was reported numerically (Kaiser, 2017). The study concluded that transformational leadership is the most effective leadership style to reduce nurse hostility and a laissez-faire leadership style leads to bullying. Kaiser (2017) concluded, “Leadership style is not a definitive factor of incivility, but leader behaviours impact the level of incivility between staff nurses.” Broome and Marshall (2021) describe transformational leaders as leaders who focus on “self, others, the situation, and the larger context”.
In the second article written by Shirley (2009), a qualitative study was conducted on 21 nurse managers from three different facilities to determine the effectiveness of authentic leadership and a healthy work environment. Organizational culture was also considered when determining the effect of leadership on the environment of the workplace. It was determined that the organizational culture does affect the environment. Managers reported they felt happy in the workplace when a positive organizational culture was reported with good leadership styles exhibited. Comparatively, nurse managers felt unheard or unhappy within a negative organizational culture with poor leadership styles. The article concluded that leadership does affect the work environment. The more involved a leader is, the better the outcome.
There are many great leadership styles to display with transformational leadership being the most beneficial. Authentic leadership is genuine, but may not be the best leadership style in all situations. Transformational leaders change to better suit the needs of others in order to help them better themselves. In my opinion, a transformational leader is the most adaptable and resourceful.
I have had experience with both types of leadership styles in the workplace. The authentic leader was honest, optimistic, and genuine. He empowered others by talking problems through and giving honest feedback. The transformational leader I encountered pushed me to see things more clearly and made me a better nurse. He always has my back and looks out for my best interest. He encourages me to change so that I can thrive in life. The transformational leader has been the most beneficial to me in the workplace.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Kaiser, J. A. (2017). The relationship between leadership style and nurse-to-nurse incivility: turning the lens inward. Journal of Nursing Management (John Wiley & Sons, Inc.), 25(2), 110–118.
Shirey, M. R. (2009). Authentic leadership, organizational culture, and healthy work environments. Critical Care Nursing Quarterly, 32(3), 189–198. https://doi-org.ezp.waldenulibrary.org/10.1097/CNQ.0b013e3181ab91db
Reading resources provided after wk6 assignment below & will post for replies after classmates post for each discussion.
WK5 Discussion is due 3/30
Discussion 2: Your Leadership Profile
Do you believe you have the traits to be an effective leader? Perhaps you are already in a supervisory role, but as has been discussed previously, appointment does not guarantee leadership skills.
How can you evaluate your own leadership skills and behaviors? You can start by analyzing your performance in specific areas of leadership. In this Discussion, you will complete Gallup’s StrengthsFinder assessment. This assessment will identify your personal strengths, which have been shown to improve motivation, engagement, and academic self-conference. Through this assessment, you will discover your top five themes—which you can reflect upon and use to leverage your talents for optimal success and examine how the results relate to your leadership traits.
To Prepare:
Complete the StrengthsFinder assessment instrument, per the instructions found in this Module’s Learning Resources.
Please Note: This Assessment will take roughly 30 minutes to complete.
· Once you have completed your assessment, you will receive your “Top 5 Signature Themes of Talent” on your screen.
· Click the Download button below Signature Theme Report, and then print and save the report. We also encourage you to select the Apply tab to review action items.
NOTE: Please keep your report. You will need your results for future courses. Technical Issues with Gallup:
If you have technical issues after registering, please contact the Gallup Education Support group by phone at +1.866-346-4408. Support is available 24 hours/day from 6:00 p.m. Sunday U.S. Central Time through 5:00 p.m. Friday U.S. Central Time.
· Reflect on the results of your Assessment, and consider how the results relate to your leadership traits.
· Download your Signature Theme Report to submit for this Discussion.
Post a brief description of your results from the StrengthsFinder assessment. Then, briefly describe two core values, two strengths, and two characteristics that you would like to strengthen based on the results of your StrengthsFinder assessment. Be specific. Note: Be sure to attach your Signature Theme Report to your Discussion post.
By Day 6 of Week 5
Respond to at least two of your colleagues on two different days by making recommendations for how they might strengthen the leadership behaviors profiled in their StrengthsFinder assessment, or by commenting on lessons to be learned from the results that can be applied to personal leadership philosophies and behaviors.
Replies
student 1
Student 1
Your Leadership Profile
The CliftonStrengths assessment revealed that my 5 highest scoring traits (CliftonStrengths Themes) all existed within only 2 of the 5 CliftonStrength domains. These domains are “executing”, “influencing”,
“relationship building”, and “strategic thinking”. All five of my traits landed in the “executing” and “relationship building” domains. The “executing” domain defines a person as someone who possesses the
strength to build an idea into a reality and the “relationship building” domain stated that they would have the ability to develop a group of people into something greater than each individual participant’s
contribution (Gallup, Inc., 2021). A good leader has the ability to take people to a place which they thought they could never get to alone (Laureate Education, 2014).
Under the “executing” domain I was assigned the “achiever” and the “belief” themes. The achiever theme was defined as a person “exceptionally talented” who possessed “a great deal of stamina”. They
are a person who feels significant satisfaction while being busy and productive (Gallup, Inc., 2021). I do agree that I am performing in the career I was meant to and that working to my potential should be
the prime goal. Also, in the “executing” domain, I was described as a person who has core values that are unwavering, which assists me in defining the purpose of my life. The final three of my highest
scoring themes fell in the” relationship building” domain. These were “harmony”, “realtor”, and “developer”. “Harmony” was described as recognizing the potential in others, while “developer” is described.
as someone who does not enjoy conflict, and seeks agreement. The “realtor” enjoys close working relationships with others and finds satisfaction in working together to achieve a goal.
As I scored a zero in the domain titled “influencing”, I will derive my weaknesses from the attributes in this category. This domain includes traits such as “winning new colleagues over” or “making things
happen” by turning thoughts into action, wanting to do things now rather than simply talking about them. It also mentioned “taking command of a room” by having a presence and taking control of a
situation by making tough decisions. I would agree that I do not put enough time into personal relationships with new employees. I also usually do participate in committee discussions, but rarely feel the
need to command the room. Most employees who feel they have a good working relationship with their boss think it would be better if they were interested in them on a personal level including work-life
balance (Coppel, C., 2017). However, I do not feel I must win new colleagues over. I would also like to improve in my discipline. I do not have the organizational skills that others have mastered. I often
procrastinate, although always seem to get the work accomplished on time.
References
Coppel, C. (2017). Working for Good Relationships. TD: Talent Development, 71(2), 18.
Gallup, Inc., (2021). Alldomainlearndoc [PDF]. Retrieved March 27, 2021, from https://mycontent.gallup.com/public/cliftonstrengths/pdfs/AllDomainLearnDoc.pdf
Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
Student 2
Posted Date:
March 30, 2021 12:27 Pm
Discussion Week Five
After taking the strengths finder assessment, my five strengths were identified as relator, consistency, harmony, adaptability, and achiever. Being a relator means that I actively pursue close and meaningful friendships. I want to make connections with others and find genuine relationships. I gravitate towards the people that I already know. Consistency is another strength, which means I like to find a balance in a group. I believe rules should be applied to everyone and that they are clear and precise. I want fairness as a leader. I like to find common ground between individuals where problems arise and look for agreement. This leads me to my next strength of harmony. After harmony, my next strength was identified as being an achiever. I like to achieve something each day, no matter how small. I was not surprised by this because usually, at the end of each day, I want to review my “achievements,” and my satisfaction is increased when I get more work done (Gallup Inc, 2021).
Two core values I would like to improve based on my assessment are courage and making a difference. Making a difference is defined as taking steps to impact the individuals you serve positively or around you. Courage is the ability to find strength and act on it to do good (George Mason University, n.d.). It is hard for me to picture myself as a leader, but I also do not fit into just being a follower. I am somewhere in between. Finding courage and pursuing a goal of trying to make a more considerable difference in life is something I would like to improve on. Two strengths I would like to improve on from Clifton strengths are restorative and developer. I want to make improvements to identify the potential I see in other people (Gallup Inc, 2020). Solving problems is also not something I am strong at. I am good at identifying problems that may impact patient care quality and safety, but I could definitely improve my involvement in finding the solutions to these issues. Two characteristics I would also like to improve on are patience and optimism. These two traits are one of my weaker strengths and working on them can help transform me into a successful leader. Being a successful leader requires multiple strengths and qualities in healthcare. A good leader can greatly impact how an organization succeeds (Laureate Education, 2014).
References
Gallup Inc. (2021). CliftonStrengths Assessment Results. Retrieved March 30, 2021, from https://walden.gallup.com/home/default.aspx
Gallup Inc. (2020, August 21). All 34 CliftonStrengths Themes descriptions. Retrieved March 30, 2021, from https://www.strengthsquest.com/193541/themes-full-description.aspx
George Mason University. (n.d.). Core Leadership Values. Retrieved March 30, 2021, from https://masonleads.gmu.edu/about-us/core-leadership-values/
Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
Wk6 assignment due 4/10
Assignment: Personal Leadership Philosophies
Many of us can think of leaders we have come to admire, be they historical figures, pillars of the industry we work in, or leaders we know personally. The leadership of individuals such as Abraham Lincoln and Margaret Thatcher has been studied and discussed repeatedly. However, you may have interacted with leaders you feel demonstrated equally competent leadership without ever having a book written about their approaches.
What makes great leaders great? Every leader is different, of course, but one area of commonality is the leadership philosophy that great leaders develop and practice. A leadership philosophy is basically an attitude held by leaders that acts as a guiding principle for their behavior. While formal theories on leadership continue to evolve over time, great leaders seem to adhere to an overarching philosophy that steers their actions.
What is your leadership philosophy? In this Assignment, you will explore what guides your own leadership.
To Prepare:
· Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
· Reflect on the leadership behaviors presented in the three resources that you selected for review.
· Reflect on your results of the CliftonStrengths Assessment, and consider how the results relate to your leadership traits.
· Download your Signature Theme Report to submit for this Assignment.
The Assignment (2-3 pages):
Personal Leadership Philosophies
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
· A description of your core values.
· A personal mission/vision statement.
· An analysis of your CliftonStrengths Assessment summarizing the results of your profile
· A description of two key behaviors that you wish to strengthen.
· A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
· Be sure to incorporate your colleagues’ feedback on your CliftonStrengths Assessment from this Module’s Discussion 2.
· Note: Be sure to attach your Signature Theme Report to your Assignment submission.
Reading requirements
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Resources for the StrengthsFinder Assessment Tool
Rath, T. (2007). Strengths Finder 2.0 – with Access Code.
Purchase the access code from the Walden bookstore. Then follow the instructions in the document “How to Access the Strengths Finder 2.0.
Document: How to Access Strengths Finder 2.0 (PDF)
Required Media
Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
Rubric
Develop and submit a personal leadership philosophy that reflects what you think are characteristics of a good leader. Use the scholarly resources on leadership you selected to support your philosophy statement. Your personal leadership philosophy should include the following:
· A description of your core values.
· A personal mission/vision statement.
· Analysis of your CliftonStrengths Assessment summarizing the results of your profile.
· A description of two key behaviors you wish to strengthen.
A development plan that explains how you plan to improve upon the two key behaviors you selected and an explanation of how you plan to achieve your personal vision. Be specific and provide examples.
Written Expression and Formatting – Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.
Written Expression and Formatting – English writing standards:
Correct grammar, mechanics, and proper punctuation
Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.
WK7 Due 4/13/2021 remember: all discussions & assignments from wk7-wk9 are interrelated, thank you.
Discussion: Workplace Environment Assessment
How healthy is your workplace?
You may think your current organization operates seamlessly, or you may feel it has many issues. You may experience or even observe things that give you pause. Yet, much as you wouldn’t try to determine the health of a patient through mere observation, you should not attempt to gauge the health of your work environment based on observation and opinion. Often, there are issues you perceive as problems that others do not; similarly, issues may run much deeper than leadership recognizes.
There are many factors and measures that may impact organizational health. Among these is civility. While an organization can institute policies designed to promote such things as civility, how can it be sure these are managed effectively? In this Discussion, you will examine the use of tools in measuring workplace civility.
To Prepare:
Post a brief description of the results of your Work Environment Assessment. Based on the results, how civil is your workplace? Explain why your workplace is or is not civil. Then, describe a situation where you have experienced incivility in the workplace. How was this addressed? Be specific and provide examples.
Will post resources at the end of WK9 and I have attached the assessment template with this assignment, thank you.
Student 1
RE: Discussion – Week 7
Top of Form
Main Post
Good morning class,
My workplace scored a 58 on the Clark Healthy Workplace Inventory. A score of 58 places my place of employment at an unhealthy level (Clark, 2015). Honestly, I am not surprised by this at all. We have a huge turnover rate at the facility. In fact, we just had two employees on two different days completely walk out of the job, one nurse and a case manager. This is not a new action seen in the facility, just a couple of months ago four therapists and a nurse practitioner quit within the same month. We do however have a certain group of nursing staff that is absolutely amazing and very dependable.
Incivility is a disrespectful action that results in adverse effects on the victim (Schneider, 2016). Incivility produces a negative work environment and poor morale among staff members. Uncivil actions often create a hostile work environment. Barriers need to be in place to prevent situations like this from occurring within the organization (Broome & Marshall, 2021).
For the past few months I have been dealing with an incivility issue at my workplace. I work four days a week on your most acute inpatient psychiatric unit and there are two other nurses that work when I am not there. They recently began talking to all other staff about me saying horrible things. I was told by multiple staff that this was going on. They began trying to get me in trouble for very small things, like what kind of music I let my patients listen to or that I give out too much coffee to patients. All things that do not go against any of the hospitals’ policies or procedures. The two nurses got to the point of bullying me, even though I have never actually worked with either of them. I got to my breaking point, went to my manager, and told her we had to have a meeting (all of the staff together), or I would be looking for a new job. We had the meeting two days later. In the meeting, the manager and CNO were there. Needless to say, many of their “complaints” about me were stopped by management immediately. This was one of the last few days I was at work before going on vacation, so I will see when I go back if the meeting makes a difference in their actions and words towards me.
References
Broome, M., & Marshall, E. S. (2021). Creating and shaping the organizational environment and
culture to support practice excellence. Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). pp. 237–272. New York, NY: Springer.
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011). Fostering civility in nursing education and practice. JONA: The Journal of Nursing Administration, 41(7/8), 324–330. https://doi.org/10.1097/nna.0b013e31822509c4
Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. Retrieved from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Schneider, M. A. (2016). Lateral violence. Nursing, 46(6), 17–19. https://doi.org/10.1097/01.nurse.0000482881.38607.87
Bottom of Form
Student 2
RE: Discussion – Week 7 Discussion with template
Top of Form
Work Environment Assessment Template
DISCUSSION:WORKPLACE ENVIORNMENT ASSESSMENT:
Based on the results of the Workplace Environment Assessment I work for a modestly healthy workplace. I would describe my workplace civil based on answering 5 for completely true to 17/20 statements. Many of the examples of a healthy civil work environment are evident in my workplace where employees are viewed as assets that offer value to the organization. The organization offers an excellent training and mentoring program , and teamwork and collaborations are rewarded and demonstrated at all levels(Clark,2015). Over the past year the focus of employee development workshops have been on having safe conversations, collaboration, and teamwork . We are evaluated on our efforts to learn and demonstrate behaviors that focus on understanding and embracing diversity and inclusion. All of these attributes have contributed to an excellent retention, fair reward systems, and opportunities for promotion.
What has been missing the past 18 months is trust in leadership, a high level of morale and confidence to disagree or challenge an idea despite being encouraged to speak up. The five pillars of effective teams that represent trust, commitment, safe conflict ,accountability , and being results oriented , have not been consistently role modeled or folllowed(Laureate Education,2009a). As a result, turnover has increased, employees report less morale and employees are less likely to speak up if they don’t agree.
I experienced incivility in the workplace that was subtle during a zoom conference call . Our team of 12 employees participated in a workshop on adaptive behaviors that allowed our team to assess our behavior style in the workplace and how to communicate with behavior styles that differ from our own. According to the DISC assessment people fall into one of four categories described as dominance ,influencer,conscientious or steadiness . Everyone on the team was either dominant or influencer, which are characteristic of strong leaders who are able to influence , and problem solve yet at times are impatient and unapproachable .My results were that of a steadiness behavior style characterized by empathy, appreciation of others , and good listening skills .This style however can be indirect and resistant to change(Center for Internal Change, n.d.).
During our zoom discussion a coworker with a dominant style commented to me directly and shared with the group she didn’t have the patience for those with a steadiness behavioral style because she views them as weak and poor at making decisions .I felt a bit marginalized by her comment but did not say anything during the group discussion.During my 1:1 I shared with my manager how her comment was perceived by me. My manager took the opportunity during a regular scheduled conference call to define acceptable conduct during these types of workshop discussions.This provides a framework for our entire team for future interactions where unconscious bias can be exhibited
The organization I work for had to quickly adapt to a work from home environment and with those changes came a new code of conduct for virtual interactions are evolving and expectations are more clearly defined with practice and continued speaking up among the teams.
Six ways to combat workplace incivility.(n.d.) https://www.onlinediscprofile.com/what-is-disc-/disc history/
References
Clark,C.M. (2015). Conversations to inspire and promote a more civilworkplace.American Nurse Today. 10
(11).18-23. Retrieved from https://www.American nurse today.com/we-content/uploads/2015/11/anti11-
CE-Civility-1023.pdf.
Laureate Education(Producer).(2009a). Working with Groups and Teams[Video file]. Baltimore, MD: Author.
Monych,B. (n.d.).Six way to combat workplace incivility.Insperityonline.Retrieved April 11,2021, from https://www.intersperityonline.com/six-ways-to-combat-workplace-incivility.
Bottom of Form
Assignment WK9 due 5/1/ 2021
Assignment: Workplace Environment Assessment
Clearly, diagnosis is a critical aspect of healthcare. However, the ultimate purpose of a diagnosis is the development and application of a series of treatments or protocols. Isolated recognition of a health issue does little to resolve it.
In this module’s Discussion, you applied the Clark Healthy Workplace Inventory to diagnose potential problems with the civility of your organization. In this Portfolio Assignment, you will continue to analyze the results and apply published research to the development of a proposed treatment for any issues uncovered by the assessment.
To Prepare:
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)
Part 2: Reviewing the Literature (1-2 pages)
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams (1–2 pages)
Rubric
Part 1: Work Environment Assessment
· Complete the Work Environment Assessment Template.
· Describe the results of the Work Environment Assessment you completed on your workplace.
· Identify two things that surprised you about the results and one idea that you believed prior to conducting the assessment that was confirmed.
· Explain what the results of the assessment suggests about the health and civility of your workplace.
Part 2: Reviewing the Literature
· Briefly describe the theory or concept presented in the article you selected.
· Explain how the theory or concept presented in the article relates to the results of your Work Environment Assessment.
· Explain how your organization could apply the theory highlighted in your selected article to improve organizational health and/or stronger work teams. Be specific and provide examples.
Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams
· Recommend at least two strategies, supported in the literature, that can be implemented to address any shortcomings revealed in your Work Environment Assessment.
· Recommend at least two strategies that can be implemented to bolster successful practices revealed in your Work Environment Assessment. Written Expression and Formatting – Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused—neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction is provided which delineates all required criteria.
Written Expression and Formatting – English writing standards:
Correct grammar, mechanics, and proper punctuation
Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, parenthetical/in-text citations, and reference list.
Resources Provided:
Required Readings
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Select at least ONE of the following:
Document: Work Environment Assessment Template (Word document)
Required Media
Laureate Education (Producer). (2009a). Working with Groups and Teams [Video file]. Baltimore, MD: Author.
Assignment WK11 due 5/9
Assignment: Change Implementation and Management Plan
It is one of the most cliché of clichés, but it nevertheless rings true: The only constant is change. As a nursing professional, you are no doubt aware that success in the healthcare field requires the ability to adapt to change, as the pace of change in healthcare may be without rival.
As a professional, you will be called upon to share expertise, inform, educate, and advocate. Your efforts in these areas can help lead others through change. In this Assignment, you will propose a change within your organization and present a comprehensive plan to implement the change you propose.
To Prepare:
· Review the Resources and identify one change that you believe is called for in your organization/workplace.
o This may be a change necessary to effectively address one or more of the issues you addressed in the Workplace Environment Assessment you submitted in Module 4. It may also be a change in response to something not addressed in your previous efforts. It may be beneficial to discuss your ideas with your organizational leadership and/or colleagues to help identify and vet these ideas.
· Reflect on how you might implement this change and how you might communicate this change to organizational leadership.
The Assignment (5-6-minute narrated PowerPoint presentation):
Change Implementation and Management Plan
Create a narrated PowerPoint presentation of 5 or 6 slides with video that presents a comprehensive plan to implement the change you propose.
Your narrated presentation should be 5–6 minutes in length.
Your Change Implementation and Management Plan should include the following:
· An executive summary of the issues that are currently affecting your organization/workplace (This can include the work you completed in your Workplace Environment Assessment previously submitted, if relevant.)
· A description of the change being proposed
· Justifications for the change, including why addressing it will have a positive impact on your organization/workplace
· Details about the type and scope of the proposed change
· Identification of the stakeholders impacted by the change
· Identification of a change management team (by title/role)
· A plan for communicating the change you propose
· A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose
Submit your narrated Change Implementation and Management Plan.
Rubric
Create a 5- or 6-slide narrated PowerPoint that presents a comprehensive plan to implement changes you propose. Your Change Implementation and Management Plan should include the following:
· An executive summary of the issues that are currently affecting your organization/workplace (this can include the work you completed in your Workplace Environment Assessment).
· A description of the changes being proposed.
· Justifications for the changes, including why addressing them will have a positive impact on your organization/workplace.
· Details about the type and scope of the proposed changes.
· Identification of the stakeholders impacted by the changes.
· Identification of a change management team (by title/role).
· A plan for communicating the changes you propose.
· A description of risk mitigation plans you would recommend to address the risks anticipated by the changes you propose.
Include a narrated presentation that is 5–6 minutes in length.
Written Expression and Formatting – English writing standards:
Correct grammar, mechanics, and proper punctuation
Learning Resources
Required Readings
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Required Media
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