Sample Answer for LEADERSHIP THEORIES IN PRACTICE NURS 6053 Included After Question
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.
RESOURCES
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
WEEKLY RESOURCES
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.
BY DAY 3 OF WEEK 4
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.
A Sample Answer For the Assignment: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Title: LEADERSHIP THEORIES IN PRACTICE NURS 6053
There is no doubt that the healthcare system is ever-changing and fast-paced in today’s world. Healthcare professionals require strong leadership to be able to lead and guide their employees effectively, and decisions made at the top are likely to have a profound impact on entire populations if not handled correctly. A great healthcare leader inspires their staff, boosts their morale, and helps them improve their quality of life at work. Leaders in the healthcare industry must be competent to be successful. Leadership is not something that just anyone can do. Implementing change requires a strong leadership team with strong management skills (Marquis & Huston, 2017). There is no doubt that the behavior of leaders has a significant impact on an organization’s overall success (Yang & Wei, 2018).
Leadership requires the creation of plans for how the team or organization will succeed, which is dynamic, exciting, and inspiring (MindTool, n.d.). It is essential for leaders to handle situations individually, which means diagnosing the condition and the individual they are leading and tailoring their leadership styles to meet the needs of everyone (Laureate Education, 2014). Leaders cannot be everything to everyone, and those capable of doing so must also be competent. The first principle that is recognized among the theories that are widely accepted today is that leaders need to have some moral code or values that positively guide their actions and behavior. Whenever leaders do not carry the trust and best interests of those they stand for, no matter how brilliant the strategy or how productive the actions they take, leadership is impossible” (Marshall & Broome, 2017).
Since I have been a nurse leader for most of my career, I identify with the Transformation Leader style. It has also been my experience to work with managers who are transformational leaders. Transformational leadership is often compared with transactional leadership. Different leadership styles may be required (Asamani et al., 2022). Self-motivated individuals who work well in a structured, directed environment are essential to transactional leadership. Rather than directing workers, transformational leadership motivates and inspires them. On the other hand, the transactional leader values order and structure. They will likely command military operations, manage large corporations, or lead international projects that require rules and regulations to accomplish objectives on time or systematically move people and supplies. Transactional leaders are not suited for organizations that value creativity and innovation (Michigan State University, 2014).
As a nurse leader for most of my 25 years of nursing, I identify most with the transformational leadership style. The transformational leadership style dominates my workplace. For instance, my immediate supervisor uses a transformational leadership style. She is a lovely person who works well with others. As part of the company’s culture, she believes teamwork is essential. She is always on top of things and ensures her staff is cared for. To the best of my knowledge, she has been able to motivate and encourage her team exceptionally well. An example of both styles is my workplace is my home manager, she is stricter who ensures that all tasks are completed correctly and on time in my organization. Despite not punishing us, she provides us with positive reinforcement by rewarding her team for a well-done job. Her friendly and pleasant disposition is responsible for her uncanny ability to accomplish much. Many of her abilities are impressive, and I can see why she is so well-liked by her team.
In my research of leadership styles, I discovered that transformational leaders are known for being positive role models, providing
support for employees, being honest and ethical, and being effective communicators. Being a positive role model and communicating effectively are the traits that most identify with. In any profession, especially nursing, a positive role model is essential as a leader. An individual can be inspired to be better, do better, and reach higher by following a positive role model. Effective communication is essential in any relationship. Communicating clear expectations and goals can eliminate trust issues between leaders and employ.
The most common and well-received leadership styles are transformational leadership and transactional leadership. Leaders are necessary for the workplace as a guide and mentors for their staff. They ensure that an organization is efficient and achieves its goals. For an organization to achieve its mission, influential leaders provide clarity of purpose and motivate and guide the organization.
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References:
Asamani, J. A., Naab, F., & Ofei, A. M. A. (2022, April 26). Leadership styles in nursing management: Implications for staff outcomes. Journal of Health Sciences. Retrieved September 19, 2022, from https://www.jhsci.ba/ojs/index.php/jhsci/article/view/533
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
Marquis, N. L., & Huston, C.J. (2017). Leadership roles and management functions in nursing: Theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
Michiganstateuniversityonline.com. (2014, November 25). Retrieved September 19, 2022, from https://www.michiganstateuniversityonline.com/resources/leadership/transactional-vs-transformational-leadership/
Walden University, LLC. (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
Yang, qi, & Wei, hua. (2018). The impact of ethical leadership on Organizational Citizenship Behavior: The moderating role of workplace ostracism. Leadership & Organization Development Journal. Retrieved September 19, 2022, from https://www.emerald.com/insight/content/doi/10.1108/LODJ-12-2016-0313/full/html
A Sample Answer 2 For the Assignment: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Title: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Thank you for sharing your experience as a leader. It is quite inspiring to read. The focus of any organizational change that needs to take place revolves around employee behavior and emotions. Due to this, the best type of leadership style to use is transformational. It is a style that brings about positivity and motivation to the employees. The transformational leader uses optimism, charm, intelligence, and other qualities to transform individuals and organizations. There are qualities or skills that a transformational individual can see in peers, superiors, and colleagues as a result of their emotional intelligence. Another quality of a transformational leader is that they use different mechanisms to enhance motivation, morale, and performance(Marquis & Hudson, 2011)
All these qualities are the specific qualities required to change the company’s environment from a hostile one to a positive one.
While transformational leadership is excellent for developing organizational strategy and encouraging change, it can occasionally lack attention to detail because these leaders are less focused on day-to-day operations and procedures. Nevertheless, they are the right kind of leaders one can depend on as knowing how to maintain a lot of enthusiasm and passion for a very long time.
Organizational leaders should learn from the year 2020 that change is happening more quickly than ever and that effective procedures and established goals can be completely changed at any time. Likewise, culture can shift, and the key to sustaining the organization will be to create a welcoming environment for change and new ideas. Yet, at the same time, they are making an uplifting and positive place of service for all involved.
References:
Marquis, B. L., & Huston, C. J. (2011). Leadership roles and management functions in nursing: Theory and application (marquis, leadership roles and management functions in nursing)(7th ed.). Lippincott Williams & Wilkins.
A Sample Answer 3 For the Assignment: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Title: LEADERSHIP THEORIES IN PRACTICE NURS 6053
I agree with you that healthcare system is ever-changing. As a result, healthcare organizations depend on nursing leadership to facilitate the transformation. Unfortunately, some leaders lack credibility to oversee changes in healthcare sector. Healthcare professionals work alongside other stakeholders to ensure that the healthcare system addresses the emerging issues in healthcare sector (Willocks & Moralee, 2021). However, most decisions and other critical functions remain on healthcare leaders. Therefore, leaders are expected to motivate and inspire their workers to deliver the best. Leaders in the healthcare industry must be competent to be successful. The hiring process for a leader should consider experience, academic merits among other key qualifications. Healthcare leaders make critical decisions on behalf of their organizations (Kilbane et al., 2022). Similarly, these leaders are responsible for everything that happens within their respective organizations. Hence, most healthcare organizations perceive leadership as a powerful and important position. Transformational and servant leadership styles allow healthcare leaders to maintain a perfect rapport with their workers. Transformation and servant leaders assume that employees are primary determinant in organizational performance.
References
Kilbane, J., Hempsall, S., North, K., & Zafeiris, P. (2022). Good beginnings; experiences of trust and safety within action learning for healthcare leadership development. Action Learning: Research and Practice, 1-7. https://doi.org/10.1080/14767333.2022.2113032
Willocks, K., & Moralee, S. (2021). Reframing Healthcare Leadership: From Individualism to Leadership as Collective Practice. In Managing Healthcare Organisations in Challenging Policy Contexts (pp. 229-253). Palgrave Macmillan, Cham. DOI: 10.1007/978-3-030-81093-1_11
A Sample Answer 4 For the Assignment: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Title: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Characteristics of a healthy work environment include: well-being recognition, support and caring, trust and interpersonal relationships, justice, and a friendly and joyful environment. Healthy work environments are associated with increased job satisfaction and job engagement, task performance, goal achievement, and high efficiency as a result of positive attitudes and behavior among the staff (Marshall & Broome, 2017). This paper will discuss the impact of leadership behaviors in creating healthy work environments from scholarly articles.
The article by Jiménez et al. (2017) presents a concept of health-promoting leadership that emphasizes the association between the working environment and leadership behavior. The article defines health-promoting leadership using seven key aspects: low workload, health awareness, control, community, reward, fairness, and values. The quality and way of leadership is an aspect that can influence health in the workplace (Jiménez et al., 2017). The article argues that leaders can influence their work surroundings with their attitude and behavior. This is because they are regarded as organizational role models and can thus establish the working conditions for their staff (Jiménez et al., 2017). Furthermore, with thorough deliberation of the seven dimensions of health-promoting leadership, it is feasible for leaders to steadily create a healthy working environment where both leaders and employees can stay healthy.
The medical-surgical unit nursing supervisor in my previous organization employed most of the concepts of health-promoting leadership. She embraced the concept of community by establishing a positive connection between all nurses. She also encouraged nurses to talk openly to each other and support each other, positively impacting the relationship between nurses. Furthermore, she promoted fairness in the workplace, especially in allocating patients and planning nurses’ duties to ensure that there were no shifts that nurses are overburdened from others. The nurse supervisor also gave rewards to the nurses based on staff performance. For instance, she recommended best performing nurses for sponsored courses and rewards for best nurses. The nurse supervisor leadership style was influential in creating and sustaining a healthy work environment for nurses and creating positive relationships between the nurses. This led to increased job engagement and satisfaction and high efficiency, which increased patient outcomes in the medical-surgical unit.
Pourbarkhordari et al. (2017) conducted a study to explore the role of transformational leadership (TFL) from the healthy work environment perspective. TFL has been viewed as crucial in sustaining a healthy work environment. The article argues that leaders who employ the TFL style in treating their subordinates create a healthy, satisfying organizational culture (Pourbarkhordari et al., 2017). TFL has also been associated with improving employees’ engagement and increasing their morale, motivation, and performance by establishing shared values. The article proposes that TFL is increasingly needed in current work environments, which have more knowledgeable and talented employees (Pourbarkhordari et al., 2017). Transformational leaders are critical in developing and sustaining healthy work environments for practice and can create lasting organizational and professional values.
Sfantou et al. (2017) conducted a study to examine whether there exists a relationship between various leadership styles and healthcare quality measures. The study established that leadership styles play a vital role in increasing quality healthcare and nursing measures. Leadership has also been acknowledged as a major indicator for creating a qualitative organizational culture and effective performance in health care delivery (Sfantou et al., 2017). Transformational leadership was found to increase nursing unit organization culture and structural empowerment. This positively impacted organizational commitment for nurses and resulted in higher levels of job satisfaction, nursing retention, higher productivity, patient safety, and positive health outcome.
My current organization has focused on Transformational leadership through training leaders and supporting them in effecting it. The hospital’s nursing services manager is a transformational leader and has encouraged unit leaders to employ TFL to increase nurses’ performance and efficiency and enhance patient outcomes. She employs TFL by frequently communicating the hospital’s vision to nurses and encouraging them to strive towards moving closer to attaining the vision. Besides, she encourages and inspires creativity and innovation among nurses and believes in achieving the organization’s objectives by exploring new ways of doing things. She does this by encouraging nurses to participate in research and innovative projects and encourage them to employ evidence-based research to establish new ways to provide nursing care. Furthermore, she strives to create a working environment where there is open communication to promote the sharing of constructive ideas. The nurse manager style of leadership has significantly promoted positive interactions among nurses. Nurses have taken part in research projects to enhance patient care, and evidence-based practice has been incorporated into operational and clinical practice. The hospital has been awarded the designation of a Magnet Hospital due to the nurse manager’s TFL style and focuses on innovations and improvements in patient care.
References
Jiménez, P., Winkler, B., & Dunkl, A. (2017). Creating a healthy working environment with leadership: The concept of health-promoting leadership. The International Journal of Human Resource Management, 28(17), 2430-2448. http://dx.doi.org/10.1080/09585192.2015.1137609
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd Ed.). New York, NY: Springer.
Pourbarkhordari, A., Zhou, E.H., & Pourkarimi, J. (2016). Role of Transformational Leadership in Creating a Healthy Work Environment in Business Setting. European Journal of Business and Management, 8, 57-70.
Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare (Basel, Switzerland), 5(4), 73. https://doi.org/10.3390/healthcare5040073
A Sample Answer 5 For the Assignment: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Title: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Leadership styles are approaches that leaders in different places and situations use. The review of the two scholarly resources and the main text reveals two insights. The first one is that transformational leadership is a critical component of effective organizational working. Secondly, leaders can only attain their goals when the work collaboratively in teams by implementing a clan-oriented culture in their organizations (Broome & Marshall, 2021). Transformational leaders focus on people by inspiring and motivating them to create change in their practice organizations. The leader develops a positive workplace environment and valuable relationships with their team. According to Xie et al. (2020), transformational leadership values are based on collaboration, teamwork, and shared values and goals. Secondly, transformational leaders work in teams implying that they value clan culture. Transformational leaders value each individual and place emphasis on shared perspectives and innovation to attain better outcomes.
The theory of transformational leadership and concept of clan culture are evident in different healthcare settings. For instance, I work in a pediatric unit of an organization that values its structure which is hierarchical. The structure is rigid and known reporting relationships must be maintained by all staff, including nurse managers and leaders (Alan & Baykal, 2018). However, despite the requirements, our nurse manager has demonstrated and incorporated a transformational approach to leadership. She values teamwork and communicates not just compassionately but effectively to all staff with the aim of ensuring that they understand what they do. For instance, despite the hierarchical demands, she helps new nurses integrate into the system by demonstrating what they should do and asking them to report when stuck or struggling with medication administration and use old systems like electronic medication administration.
Transformation leadership is a core aspect of effective management and nurturing new nurses to avoid possible turnover that affects care delivery. Managers need a transformational approach in leadership to help new nurses understand their new environment and how they can deliver quality care (Broome & Marshall, 2021). The demonstration and practice of the transformational leadership by the manager shows that all nurses can be effective and motivate others to attain better outcomes by working in teams. These insights are critical for the development and progression of one’s nursing care and ability to offer quality care to patients.
References
Alan, H., & Baykal, U. (2018). Personality characteristics of nurse managers: The personal and
professional factors that affect their performance. Journal of Psychiatric Nursing, 9(2), 119-128. DOI: 10.14744/phd.2017.08870
Broome, M., & Marshall, E.S. (2021). Transformational leadership in nursing: From expert
clinician to influential leader (3rd ed.). New York, NY: Springer.
Xie, Y., Gu, D., Liang, C., Zhao, S., & Ma, Y. (2020). How transformational leadership and clan culture influence nursing staff’s willingness to stay. Journal of Nursing Management, 28(7), 1515-1524. https://doiorg.ezp.waldenulibrary.org/10.1111/jonm.13092
A Sample Answer 6 For the Assignment: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Title: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Leadership skills begin with understanding one’s self. Leadership leaders “demonstrate self-confidence and are able to trust and empower others” (Sherman & Pross, 2010). Their communication and actions impact others and creates a healthy working environment. The art of leadership within healthcare organizations involve managing relationships with patients, coworkers, nurses and influencing their behaviors.
An example of a good leader was my previous manager who I had the pleasure to work with for four consecutive years. I witnessed a strong leadership characteristics such as setting certain directions, strategies, having a vision for the unit, and her ability to connect with her coworkers/nurses on both personal and professional level. She was considered an informal leader; as described in the Laureate Education (2014) “displayed charisma and willingness to help others be successful because of the vision they see for their unit which can be perceived as a leader with personal power”. A good example of leadership, when my manager implemented pressure ulcer prevention strategies on the unit. She created a daily list of patients who required frequent turning every 2 hours and set up a worksheet with times with nurses names to turn patients at the assigned times. Options were offered for nurses on a preferred time depending on their patients’ workload.
Overall, this particular practice helped recognize team members’ strengths to help create a positive workplace environment and ensure tasks get completed. Also, made quality of care to be a vital element for achieving high productivity levels within healthcare organizations (Sfantou et al., 2017). In the process of conducting skills; leaders are establishing the methods of collaboration, innovation, and communication. These methods will help set the healthcare organization for success. In conclusion, it is important for leaders to ensure they develop the skills and competencies needed to be successful. The development of healthy work places are responsive to the changing healthcare environment.
References
Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
Sherman, R., & Pross, E. (2010). Growing Future Nurse Leaders to Build and Sustain Healthy Work Environments at the Unit Level. OJIN: Online Journal of Issues in Nursing, 15(1), Manuscript 1. Doi: 10.3912/OJIN.Vol15No01Man01. Retrieved from http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol152010/No1Jan2010/Growing-Nurse-Leaders.aspx
Sfantou, D.F., Laliotis, A., Patelarou, A.E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare, 5(4), 17. DOI:10.3390/healthcare5040073
A Sample Answer 7 For the Assignment: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Title: LEADERSHIP THEORIES IN PRACTICE NURS 6053
Thanks for the insightful discussion. From your analysis, I have learned that transformational leadership behaviors is critical to the success of the organization. Transformational leaders are good listeners, good coaches, having empathy and support, and being able to motivate and offer recognition.
Effectively implementing transformation leadership practices like empathy can have a substantial and lasting impact on my organization. For example, when leaders display empathy towards the people they are leading, it can help cultivate an environment that is more collaborative and respectful of diverse opinions (Hai et al., 2021). Leaders who exhibit empathy have also been found to be agents of change who foster positive team performance and employee engagement. This can manifest itself in greater workforce efficiency, better respect for workspace rules, lower employee turnover, and improved customer satisfaction (Skar et al., 2022). Therefore, demonstrating leadership behaviors such as empathy may be instrumental in providing a strong foundation for organizational success.
Applying transformation leadership practices like empathy can be challenging. One inherent challenge is the difficulty of establishing trust and influence between leaders and team members; this requires sensitivity, assurance, and an understanding of different personalities within the team (Renzi, 2020). Enacting change through such a framework also presents unique challenges because in order to generate new ideas, everyone’s opinions must be actively heard, but differing ideas may cause contamination in morale. Additionally, obstacles can arise when handling difficult tasks unrelated to leadership roles like paperwork or arduous projects – it may seem confusing or intimidating to offer direction while being empathetic without diminishing one’s role as leader. Respectfully addressing these challenges while keeping a focus on achieving the desired outcome provides potential benefits that make working towards transformation leadership worth the effort.
How competing needs may impact the development of a policy
According to the current ongoing issue that the healthcare sector faced on daily bases, the development of a policy in the department of healthcare can be greatly impacted by various needs that are very challenging. For example, a policy addressing adequate nurse staffing is required to meet the patient and workforce needs while minimizing financial cost. According to Lopez et al (2020), .the effective utilization and deployment of the workforce are of great importance to ensure efficient delivery of healthcare services in terms of quantity, quality, and cost. Nursing shortage or the provision of excess clinical nursing staff can definitely happened in an organization if the workforce that available are not manage effectively. For example, an oversupply of clinical staff might result in economic inefficiencies along with misallocated resources under the guise of adequate staffing. The shortage of staff is connected with numerous negative impacts, including lower quality and quantity of care because there are few resources to offer the essential services; work overload of the available nurses leading to burnout, eventually compromising patient safety; and longer waiting times as a result of inadequate staff leading to preventable patient deaths (Lopez et al, 2020).
Specific competing needs that may impact workload
In my opinion, the ability to prioritize and makes valuable judgement between patients’ needs and nurses that are available to meet those needs in order to facilitate patient safety is the specific competing needs that may impact workload as a national healthcare issue. Exploring schemes of ensuring a good balance amid nursing staff expertise and size and patient needs so as to ensure quality and safe care along with outstanding services to patients while ensuring operating costs are sustainable (Chegini et al., 2020) Facilities should endeavor to match nursing capacity to the needs of patients optimally. This goal can be achieved through the fair distribution of nurses in various departments, thus distributing workload equally among practitioners (Chegini et al., 2020) . Therefore, the organizations must balance between patients’ needs and nursing staff. This balance can be achieved by managing the workload for nurse practitioners.
The impacts and how policy might address these competing needs
Patient, staff needs as well as the facility resources directly or indirectly affects. Patient to staff ratio is one of the main reason for burnout, medication errors , patient dissatisfaction and the intention of nurses to leave. High nursing staff turnover resulting in increased costs for using temporary employees or training new nurses (Chegini et al., 2020) Implementing a policy might address these competing needs by making sure that valid nurse to patient ratio which can improve nurse staffing in organizations and improved care outcomes for patients. For example, I work in a telemetry unit and the nurse staffing ratios vary depending on the total number of nurses and patient level of skilled needs. One nurse can be assigned to 4 and 3 patients respectively. Therefore, a policy can improve the overall working condition for nurses and the safety and quality of patient care (Cappelucci 2022) . On the other hand, organizations will not incur the costs of adhering to the ratios since the need for training temporary or new nurses will be reduced. Additionally, the turnover of the nursing staff will be minimized.
References
Cappelucci, K. E. (2022, March 31). Burnout among health care professionals: A call to explore and address this under recognized threat to safe, high-quality care. National Academy of Medicine. https://nam.edu/burnout-among-health-care-professionals-a-call-to-explore-and-address-this-underrecognized-threat-to-safe-high-quality-care/Links to an external site.
Chegini, Z., Kakemam, E., Asghari Jafarabadi, M., & Janati, A. (2020). The impact of patient safety culture and the leader coaching behavior of nurses on the intention to report errors: a cross-sectional survey. BMC nursing, 19, 1-9. https://doi.org/10.1186/s12912-020-00472-4
Holland, P., Tham, T. L., Sheehan, C., & Cooper, B. (2019). The impact of perceived workload on nurse satisfaction with work-life balance and intention to leave the occupation. Applied nursing research, 49, 70-76. DOI: 10.1016/j.apnr.2019.06.001
Kelly, P., & Porr, C. (2018). Ethical Nursing Care Versus Cost Containment: Considerations to Enhance RN Practice. Online Journal of Issues in Nursing, 23(1). DOI: 10.3912/OJIN.Vol23No01Man06
Lopes, M., Almeida, A., & Almada-Lobo, B. (2015). Handling healthcare workforce planning with care: where do we stand? Human Resources for Health13:38.
Milliken, A. (2018). Ethical awareness: What it is and why it matters. Online Journal of Issues in Nursing, 23(1). DOI: 10.3912/OJIN.Vol23No01Man01
Sloane, D. M., Smith, H. L., McHugh, M. D., & Aiken, L. H. (2018). Effect of changes in hospital nursing resources on improvements in patient safety and quality of care: a panel study. Medical care, 56(12), 1001. doi: 10.1097/MLR.0000000000001002.
Grading Rubric
| Performance Category | 100% or highest level of performance
100% 16 points |
Very good or high level of performance
88% 14 points |
Acceptable level of performance
81% 13 points |
Inadequate demonstration of expectations
68% 11 points |
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56% 9 points
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Failing level
of performance 55% or less 0 points |
| Total Points Possible= 50 | 16 Points | 14 Points | 13 Points | 11 Points | 9 Points | 0 Points |
| Scholarliness
Demonstrates achievement of scholarly inquiry for professional and academic topics. |
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| Application of Course Knowledge
Demonstrate the ability to analyze and apply principles, knowledge and information learned in the outside readings and relate them to real-life professional situations |
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| Interactive Dialogue
Initial post should be a minimum of 300 words (references do not count toward word count) The peer and instructor responses must be a minimum of 150 words each (references do not count toward word count) Responses are substantive and relate to the topic. |
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| Grammar, Syntax, APA
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| Due Date Requirements | Demonstrated all of the following:
A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT. |
Demonstrates one or less of the following.
A minimum of one peer and one instructor responses are to be posted within the course no later than Sunday, 11:59 pm MT. |