NRS-451 Benchmark – Effective Approaches in Leadership and Management GCU
Sample Answer for NRS-451 Benchmark – Effective Approaches in Leadership and Management GCU Included After Question
Assessment Description
In this assignment, you will be writing a 1,000-1,250 word paper describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:
- Select an issue from the following list: bullying, unit closers and restructuring, floating, nurse turnover, nurse staffing ratios, use of contract employees (i.e., registry and travel nurses), or magnet designation.
- Describe the selected issue. Discuss how it impacts quality of care and patient safety in the setting in which it occurs.
- Discuss how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct.
- Explain the differing roles of nursing leaders and nursing managers in this instance and discuss the different approaches they take to address the selected issue and promote patient safety and quality care. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
- Discuss what additional aspects managers and leaders would need to initiate in order to ensure professionalism throughout diverse health care settings while addressing the selected issue.
- Describe a leadership style that would best address the chosen issue. Explain why this style could be successful in this setting.
Use at least three peer-reviewed journal articles other than those presented in your text or provided in the course.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
This benchmark assignment assesses the following programmatic competencies:
RN to BSN
1.1: Exemplify professionalism in diverse health care settings.
1.3: Exercise professional nursing leadership and management roles in the promotion of patient safety and quality care.
3.4: Demonstrate professional standards of practice.
A Sample Answer For the Assignment: NRS-451 Benchmark – Effective Approaches in Leadership and Management GCU
Title: NRS-451 Benchmark – Effective Approaches in Leadership and Management GCU
Nurses and healthcare organizations face an array of issues that may impact care delivery and require leaders and managers to address them using the most effective and appropriate models. Nurse turnover remains one of the critical issues that affect healthcare delivery and leads to the vicious problem of nursing shortage in healthcare facilities (Antwi & Bowblis, 2018). The purpose of this paper is to describe nurse turnover as an issue that requires nurse managers and nurse leaders to address to enhance the quality of care and patient outcomes. The paper also discusses the differing roles of nursing leaders and nursing managers in addressing the problem and proposes a leadership style that would be most appropriate for tackling nurse turnover rates.
Nurse Turnover and Effects on Quality of Care & Patient
Studies and independent audits by the government show that nurse turnover is one of the critical issues affecting the nursing profession and care delivery (Naseer et al., 2018). Nurse turnover happens when a nurse decides to leave an organization for any reason. In most cases, retirement, a change of profession, or choosing to work in different organizations lead to nurse turnover. Further, the most prevalent reasons for nurse turnover among nurses include nurse shortage, lack of appreciation and recognition in the workplace, heavy workload due to the shortage as occasioned by long-working hours or shifts, and the mental strain and physical fatigue associated with care provision (Phillips et al., 2021). The retiring baby boomer generation is expected to insert more pressure on care provision and a decline in nursing numbers. Irrespective of the cause, turnover has serious negative effects on patient safety and quality of care.
Apart from the additional costs associated with the replacement of a nurse, turnover affects the quality of care. Continuous nurse turnover leads to suffering for both patients and healthcare workers. The effects include limited trust and confidence, ineffective communication, and loss of teamwork. The national average nurse turnover is 17% for registered nurses (RNs) with the Bureau of Labor Statistics (2022) listing RN among the top professionals that will continue to grow in the next five years. The implication is that close to half a million new nurses will be required to meet the care demands or 15% of the current workforce. Turnover means that nurses’ workload would increase making them susceptible to errors and experiencing fatigue which has negative effects on patient safety and quality of care. High nurse turnover is linked to increased mortality in a different setting and lowers efficiency as new workers must be trained and be acquainted with their new roles and workplace setting.
Professional Standards of Practice the Rectify the Issue and Maintain Professional Conduct
Professional standards of practice are essential for healthcare leaders and managers as well as organizations to address nurse turnover. Registered nurses have a professional duty to offer the best care and understand diverse patient needs. The nurse should develop care for each patient under the supervision of their unit manager. Professional standards of practice require nurses to develop innovative ways to address the issue (Tang & Hudson, 2019). At the core of this aspect is the maintenance of professional conduct as outlined by professional organizations like the American Nurses Association (ANA) and support from the management.
Nurse leaders and managers should address issues that lead to turnover by allowing nurses to provide innovative suggestions that they should embrace and implement based on the level of resources. For instance, quality hiring processes are essential as well as developing professional standards like tuition reimbursement, training, and seminars to help nurses feel part of the system. Effective communication and purposeful collaboration are best practices that allow leaders to address nurse turnover in their facilities (Antwi & Bowblis, 2018). Effective resource utilization and allocation as well as developing a civil workplace can reduce turnover and implore employees to maintain their professional conduct. Reward and recognition programs also form a core part of professional standards that can help address the issue of nurse turnover. The implication is that leaders and managers have an array of professional standard practices that can help them deal with the issue of nurse turnover.
Differing Roles of Nursing Leaders & Nursing Managers & Respective Approaches
Leaders and managers have different yet complementary roles in dealing with the issue of nurse turnover. Healthcare and nursing leaders’ main roles include providing direction, and motivating and inspiring their subordinates to reach set goals and organizational objectives. Nurse managers focus on the maintenance of the status quo and may not disrupt current processes (Bryant et al., 2020). For instance, nursing leaders are likely to engage their nurses to develop transformative and innovative solutions to the issue. However, managers are more transactional and may only consider such views after they have implemented their managerial functions of staffing.
Nurse turnover occurs due to different reasons, some like having a friendly workplace environment. In this case, a nurse leader’s role is to develop a work culture that values diversity and focuses on employee recognition as well as inspiring them to go beyond the usual expectations to deliver quality care (Naseer et al., 2018). The manager’s role is to ensure smooth operations and may only focus on hiring more nurses and seeking resources from the organization to address the issue. These approaches are different but all focused on the promotion of patent safety and quality of care. Managers have information and make decisions on whether a nurse can stay or leave the organization. Managers teach, guide, and cooperate with nurses to deliver quality care and enhance patient safety (Kurnat-Thoma et al., 2018). However, nurse leaders are more inclined to formulate change initiatives and quality care improvements. Therefore, nurse leaders would opt to engage nurses on the most effective way to address the turnover while managers would be interested in filling the vacancies and may forget the need to create a better work setting.
Theoretical perspectives and models like the transformational leadership model show that the type of leadership approach used by a nurse can determine the level of employee engagement and participation when such challenges occur in a healthcare organization. Further, the transactional theory advances that managers are task-oriented and not people-focused and would consider turnover as a normal managerial issue (Tang & Hudson, 2019). However, nurse leaders endeavor to engage and generate innovative solutions when such issues crop up in their organizations intending to reduce their negative effects on patient care.
Professionalism
Guaranteeing professionalism in healthcare settings to lower the impact of nursing turnover on patient safety and quality of care, implores stakeholders to implement more measures. Among the measures to reduce turnover in nursing is the development of onboarding programs that encourage and orient new employees through effective communication and evaluation (Kurnat-Thoma et al., 2018). An effective and structured onboarding initiative can reduce the urge to leave as nurses understand the workplace dynamics and ways of addressing any issue that may affect their overall care delivery.
The next measure is to have effective communication through a practical leadership style or model like a transformational or servant leadership approach (Tang & Hudson, 2019). Appropriate leadership styles have a positive effect on how nurse leaders and managers create the workplace and institute professional standards to reduce nurse turnover. The next aspect that leaders and managers should initiate is cultural competence training and a culture of inclusion that values diversity and recognizes all efforts by nurses, irrespective of their level of training and expertise.
Leadership Style
Leadership styles are important for healthcare organizations and their leaders to implement interventions aimed at addressing nurse turnover. Two leadership styles that would be best in tackling this issue include transformational and servant leadership approaches. Both approaches encourage a transformational approach to issues and create leaders with sufficient attributes to help them engage employees and devise innovative ways to end the problem. For instance, both transformational and servant leaders have high levels of emotional intelligence, are charismatic, and self-driven as well as confident, and value ideas from others (Reinhardt et al., 2022). They are also empathetic listeners and focus on developing teams and communities as well as empowering their teams to generate innovative ideas to attain organizational goals and objectives. These leaders also make complex decisions and share consciousness with employees. Through these leadership approaches, the organization can attain higher retention rates of nurses as opposed to turnover.
Conclusion
Effective approaches to leadership and management are essential in dealing with the issue of nurse turnover which has devastating effects on patient safety and quality of care. Nursing leaders and nursing managers have a critical role to institute professional standards to address nurse turnover rates. The use of an appropriate leadership model like the transformational leadership style will allow nurse managers and nurse leaders to inspire their subordinates and improve their sense of pride in the organization leading to higher retention rates.
References
American Association of Nurse Practitioners. (2019). Standards of practice for nurse
practitioners. https://www.aanp.org/advocacy/advocacy-resource/position-statements/standards-of-practice-for-nurse-practitioners
Antwi, Y. A., & Bowblis, J. R. (2018). The impact of nurse turnover on quality of care and
mortality in nursing homes: Evidence from the great recession. American Journal of
Health Economics, 4(2), 131-163. https://www.journals.uchicago.edu/doi/abs/10.1162/ajhe_a_00096
Bureau of Labor Statistics (2022). Occupational Outlook Handbook: Registered Nurses.
https://www.bls.gov/ooh/healthcare/registered-nurses.htm
Bryant, K., Aebersold, M. L., Jeffries, P. R., & Kardong-Edgren, S. (2020). Innovations in
simulation: Nursing leaders’ exchange of best practices. Clinical Simulation in
Nursing, 41, 33-40. https://doi.org/10.1016/j.ecns.2019.09.002.
Naseer, A., Perveen, K., Afzal, M., Waqas, A., & Gillani, S. A. (2018). The impact of leadership
styles on staff nurses’ turnover intentions. Saudi Journal of Medical and Pharmaceutical Sciences, 7(12), 665-673. DOI: 10.6007/IJARBSS/v7-i12/3702
Kurnat-Thoma, E., Ganger, M., Peterson, K., & Channell, L. (2017). Reducing annual hospital
and registered nurse staff turnover –A10-element onboarding program intervention. SAGE Open Nursing, 3, 1-13. https://doi.org/10.1177/237796081769771
Tang, J. H., & Hudson, P. (2019). Evidence-based practice guideline: Nurse retention for nurse
managers. Journal of Gerontological Nursing, 45(11), 11-19. DOI: 10.3928/00989134-20191011-03.
Kaddourah, B., Abu-Shaheen, A. K., & Al-Tannir, M. (2018). Quality of nursing work life and
turnover intention among nurses of tertiary care hospitals in Riyadh: a cross-sectional survey. BMC nursing, 17(1), 1-7. DOI: https://doi.org/10.1186/s12912-018-0312-0
Phillips, J., Malliaris, A. P. & Bakerjian, D. (2021). Nursing and Patient Safety.
https://psnet.ahrq.gov/primer/nursing-and-patient-safety
Reinhardt, A. C., Leon, T. G., & Summers, L. O. (2022). The Transformational Leader in
Nursing Practice–an approach to retain nursing staff. Administrative Issues Journal:
Connecting Education, Practice, and Research, 12(1), 1-12. DOI: 10.5929/2022.12.1.1
A Sample Answer 2For the Assignment: NRS-451 Benchmark – Effective Approaches in Leadership and Management GCU
Title: NRS-451 Benchmark – Effective Approaches in Leadership and Management GCU
Nurse Staffing Ratios
Nurse staffing ratio is one of the major issues in the healthcare system. Most healthcare institutions are always concerned with the number of healthcare professionals who can give adequate and quality services to the patients. Also, patients are always attracted to the healthcare settings where there are enough nurse-to-patient ratios. The more the number of nurses, the higher the likelihood of receiving effective and efficient care from a healthcare institution. One of the critical topics discussed in the field of nursing is the increase in nurse-to-patient ratios. Generally, for the most healthcare institutions, nurse are asked to care for more patients at a given time; this happens due to the lack of enough number of nurses as well as the high costs of employing more nurses for a given healthcare institution (Aiken et al., 2015). Also, a high number of patients for one nurse is attributed to the increase in the number of patients seeking medical services from various hospitals and healthcare institutions. When nurses are assigned to fewer patients to care for at a time, there is always higher level of job satisfaction.
Nurse staffing ratio often impacts the quality of care and patient safety. With the appropriate number of nurses, there is always higher likelihood of attaining effective patient care leading to quality outcome. Healthcare institutions that adhere to the correct nurse to patient rations often tend to achieve the highest quality healthcare outcome. On the other hand, clinical or healthcare settings with less nurse to patient ratio often deliver low quality healthcare, a scenario that negatively impacts the health and wellbeing of the people within the community. Where there is huge number of patients compared to the number of nurses or healthcare professionals, the treatment processes are often compromised as nurses become overwhelm leading to low quality health outcome. Also, with the few number of nurses, there is always high possibility of nurse burnout. All these factors interfere with effective health outcome.
How Professional Standards of Practice Should Be Demonstrated In This Situation to Help Rectify the Issue
Professional standards should always be observed in every treatment process. In every healthcare institution, healthcare professionals are required adhere to the required professional standards. Even though some healthcare institutions have low nurse-to-patient ratios, healthcare professionals are required to adhere to the professional standards to ensures that they deliver quality healthcare. Nurses need to stick to their commitment to serve; this is one of the professional standards required that leads to problems with the nurse staffing ratios. Serving patients irrespective of their number will overcome the problems that often arise as a result of low nurse-to-patient ratios (Griffiths et al., 2018). For instance, adherence to the quality standards in healthcare provision will ensure that there are effective treatment outcomes. The professional standards of practice in nursing also stipulate that the right number of patients should be assigned to one nurse so as to ensure that there is delivery of the required services at the right time. Adherence to ethical practices will also ensure that nurses perform their roles as required amidst the problems associated with the nurse staffing ratios. One of the professional roles of a nurse is to ensure that patients get the right care and to ensure effective or quality health outcomes. The application of all the above professional standards of practice would help in rectifying the issues or problems associated with the nurse staffing ratios.
Roles of Nursing Leaders and Nursing Managers
Nurse leaders and nurse managers play critical roles in ensuring that nurses act professionally in line with healthcare’s required standards. Nurse leaders guides healthcare workers especially the nurses in undertaking their roles under different situations. Nurse managers are always responsible for supervising the nursing staff including nurses, clinical officers, doctors, physicians and other healthcare workers who ensure the safety and wellbeing of the patients (Branden & Sharts-Hopko, 2017). One of the principles that nursing leadership should portray in ensuring correct nurse staffing ratio is the commitment to excellence. To ensure excellence in the treatment process, nurse leaders ensure that nurses are committed to quality treatment processes irrespective of their numbers and the rate of flow of patients into the hospital. Adhering to the principle of excellence will ensure that nurses work to provide safety and quality care to all the patients.
Nurse leaders should also possess leadership skills to be able to influence the operational processes geared towards achieving effective outcomes irrespective of the problems associated with the nurse staffing ratios. Nurse managers are always responsible for supervising nurse staff in clinical setting and in hospitals. Nurse managers also take part in overseeing patient care, make budgetary and management decision, set work schedules, make decision about personnel and coordinate meetings where decisions are made about the roles of healthcare workers (Branden & Sharts-Hopko, 2017). The key principle of nurse managers is building of a strong culture around the healthcare provision services. The above principle can therefore enhance the solution towards the problems associated with the nurse staffing ratios.
Additional Aspects Managers and Leaders Would Need
Nursing managers and leaders would need to initiate different management or operational processes to ensure the provision of solution to the issues associated with the nurse staffing ratio. Some of the additional aspects or activities in the nursing practices that managers and leaders would need to initiate include regulation of the number of patients during admission; the practice will ensure that nurses and other healthcare professionals do not experience burnout or excessive work that may lead to low quality outcomes (Driscoll et al., 2018). Another aspect of treatment that managers and nurse leaders need to initiate include adherence to the evidence-based practices whereby nurses are able to work in line with the patient’s demands to ensure effective or quality healthcare outcome. To ensure high level of professionalism there is a need for the management and nurse leadership to ensure continuous training processes so as nurses can observe professional practices in taking care of patients. The above will also reduce problems associated with low nurse-to-patient ratio (Driscoll et al., 2018). Finally, nurse managers and leaders need to ensure that all healthcare professionals adhere to the ethical requirements, which is one aspect of professionalism required in the healthcare practices.
Leadership Style That Would Best Address the Nurse Staffing Ratio
Democratic leadership style would best address the issue of nurse staffing ratio. With this form of leadership, there is a high possibility that all the staff members will contribute towards achieving best practices in ensuring that there is quality outcome in the healthcare delivery processes. Also, the democratic leadership style would ensure that the medical staff members including nurses adhere to high levels of professionalism when dealing with patients. With the democratic leadership style, finding a solution to the problems associated with the nurse staffing ratio is easier as each of the member will be able to communicate the challenges they face as a result of the increasing number of patients in the healthcare settings.
References
Aiken, L. H., Sloane, D. M., Bruyneel, L., Van den Heede, K., Griffiths, P., Busse, R., … & McHugh, M. D. (2015). Nurse staffing and education and hospital mortality in nine European countries: a retrospective observational study. The lancet, 383(9931), 1824-1830.
Branden, P. S., & Sharts-Hopko, N. C. (2017). Growing clinical and academic nursing leaders: Building the pipeline. Nursing Administration Quarterly, 41(3), 258-265.
Driscoll, A., Grant, M. J., Carroll, D., Dalton, S., Deaton, C., Jones, I., … & Astin, F. (2018). The effect of nurse-to-patient ratios on nurse-sensitive patient outcomes in acute specialist units: a systematic review and meta-analysis. European Journal of Cardiovascular Nursing, 17(1), 6-22.
Griffiths, P., Recio‐Saucedo, A., Dall’Ora, C., Briggs, J., Maruotti, A., Meredith, P., … & Missed Care Study Group. (2018). The association between nurse staffing and omissions in nursing care: a systematic review. Journal of advanced nursing, 74(7), 1474-1487.c
Rubric Criteria
| Criterion | 1. Unsatisfactory | 2. Less Than Satisfactory | 3. Satisfactory | 4. Good | 5. Excellent |
| Ensuring Professionalism Through Diverse Health Care Settings (B)
Ensuring Professionalism Through Diverse Health Care Settings (C1.1) |
0 points
Discussion on what additional aspects managers and leaders would need to initiate to ensure professionalism throughout diverse health care settings while addressing the selected issue is omitted. The discussion fails to meet the assignment criteria. |
22.5 points
A partial summary on what additional aspects managers and leaders would need to initiate to ensure professionalism throughout diverse health care settings while addressing the selected issue is presented. The summary contains significant omissions. There are inaccuracies. |
23.7 points
A general discussion on what additional aspects managers and leaders would need to initiate to ensure professionalism throughout diverse health care settings while addressing the selected issue is presented. It is unclear how some of the aspects continue to address the selected issue, or the aspects do not appear to relate to a diverse health care setting. |
26.7 points
A discussion on what additional aspects managers and leaders would need to initiate to ensure professionalism throughout diverse health care settings while addressing the selected issue is presented. Overall, the aspects presented address the selected issue and relate to a diverse health care setting. The items proposed in the discussion generally support professionalism in diverse health care settings. |
30 points
A detailed discussion on what additional aspects managers and leaders would need to initiate to ensure professionalism throughout diverse health care settings while addressing the selected issue is presented. The aspects presented clearly continue to address the selected issue and relate to a diverse health care setting. The items proposed in the discussion support the exemplification of professionalism in diverse health care settings. |
| Professional Standards of Practice to Rectify Issue or Maintain Professional Conduct (B)
Professional Standards of Practice to Rectify Issue or Maintain Professional Conduct (D3.4) |
0 points
How professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct is not discussed. |
16.88 points
A summary of how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct is presented. The summary is incomplete. More information is needed. There are significant inaccuracies. |
17.78 points
A general discussion of how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct is presented. There are some gaps in the discussion; some information is needed. There are minor inaccuracies. Rationale is needed for support. |
20.03 points
A discussion of how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct is presented. Minor detail is needed for clarity or accuracy. Rationale provides adequate support. |
22.5 points
A through discussion of how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct is presented. An understanding of the importance of professional standards of practice in resolving issues and maintaining professional conduct is demonstrated. Strong rationale supports discussion. |
| Paper Format (use of appropriate style for the major and assignment)
Paper Format (use of appropriate style for the major and assignment) |
0 points
Template is not used appropriately, or documentation format is rarely followed correctly. |
2.25 points
Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent. |
2.37 points
Appropriate template is used. Formatting is correct, although some minor errors may be present. |
2.67 points
Appropriate template is fully used. There are virtually no errors in formatting style. |
3 points
All format elements are correct. |
| Selected Issue, Setting, and Impact on Patient Safety
Selected Issue, Setting, and Impact on Patient Safety |
0 points
The issue described does not meet the assignment criteria. The description of the issue and its impact to quality of care and patient safety is omitted. |
16.88 points
A partial summary of the issue is presented. How it impacts quality of care and patient safety is unclear. There are omissions of key information. |
17.78 points
A general description of the issue is presented. A summary of how it impacts quality of care and patient safety is presented; more information is needed. There are some inaccuracies. |
20.03 points
A description of the issue is presented. How the issue impacts quality of care and patient safety is presented. Some detail is needed for clarity or accuracy. |
22.5 points
A clear description of the issue is presented. How the issue impacts quality of care and patient safety is detailed and accurate. |
| Documentation of Sources
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style) |
0 points
Sources are not documented. |
3.38 points
Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors. |
3.56 points
Sources are documented, as appropriate to assignment and style, although some formatting errors may be present. |
4.01 points
Sources are documented, as appropriate to assignment and style, and format is mostly correct. |
4.5 points
Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error. |
| Thesis Development and Purpose
Thesis Development and Purpose |
0 points
Paper lacks any discernible overall purpose or organizing claim. |
5.63 points
Thesis is insufficiently developed or vague. Purpose is not clear. |
5.93 points
Thesis is apparent and appropriate to purpose. |
6.68 points
Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose. |
7.5 points
Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear. |
| Argument Logic and Construction
Argument Logic and Construction |
0 points
Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources. |
5.63 points
Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility. |
5.93 points
Argument is orderly but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis. |
6.68 points
Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative. |
7.5 points
Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative. |
| Leadership Style to Address Issue
Leadership Style to Address Issue |
0 points
A leadership style to address the chosen issue is omitted. The proposed item is not a leadership style. |
16.88 points
A leadership style to address the chosen issue is partially summarized. The characteristics of the leadership style are vaguely presented. It is unclear why this style could be successful in this setting. |
17.78 points
The characteristics of the identified leadership style are described. A general explanation of why this style could be successful in this setting is presented. There are some gaps in the explanation. More information or rationale is needed. |
20.03 points
The characteristics of the identified leadership style are described. An explanation of why this style could be successful in this setting is presented. Some rationale is needed for support. |
22.5 points
The characteristics of the identified leadership style are clearly described. A detailed explanation of why this style could be successful in this setting is presented. Strong rationale is provided for support. |
| Mechanics of Writing (includes spelling, punctuation, grammar, language use)
Mechanics of Writing (includes spelling, punctuation, grammar, language use) |
0 points
Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used. |
5.63 points
Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied. |
5.93 points
Some mechanical errors or typos are present, but they are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed. |
6.68 points
Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech. |
7.5 points
Writer is clearly in command of standard, written, academic English. |
| Differing Roles and Approaches of Nursing Leaders and Nursing Managers (B)
Differing Roles and Approaches of Nursing Leaders and Nursing Managers (C1.3) |
0 points
Explanation of the differing roles and approaches for nursing leaders and nursing managers is omitted. |
16.88 points
A partial explanation of the differing roles and approaches for nursing leaders and nursing managers is presented. It is unclear how the roles and approaches relate to the selected issue, or how they would promote patient safety and quality care. Rationale using theories, principles, skills, and nursing manager or nursing leader roles is not used. |
17.78 points
A general explanation of the differing roles and approaches for nursing leaders and nursing managers is presented. A general summary of how the roles and approaches relate to the selected issue, and how they would promote patient safety and quality care, is provided. Some rationale using theories, principles, skills, and nursing manager or nursing leader roles is used. |
20.03 points
An explanation of the differing roles and approaches for nursing leaders and nursing managers is presented. An explanation of how the roles and approaches relate to the selected issue, and how they would promote patient safety and quality care, is provided. Rationale using theories, principles, skills, and nursing manager or nursing leader roles is used. Some detail is needed for accuracy or clarity. More rationale is needed in some areas. The explanation demonstrates a general understanding of the of nursing leadership and management roles in the promotion of patient safety and quality care. |
22.5 points
A detailed explanation of the differing roles and approaches for nursing leaders and nursing managers is presented. A well-developed explanation of how the roles and approaches relate to the selected issue, and how they would promote patient safety and quality care, is provided. Rationale using theories, principles, skills, and nursing manager or nursing leader roles is used. The explanation demonstrates insight into exercising the roles of professional nursing leadership and management in the promotion of patient safety and quality care. |
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 |
Deficient level of performance
56% 9 points
|
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. |
Presentation of information was exceptional and included all of the following elements:
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Presentation of information was good, but was superficial in places and included all of the following elements:
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Presentation of information was minimally demonstrated in all of the following elements:
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Presentation of information is unsatisfactory in one of the following elements:
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Presentation of information is unsatisfactory in two of the following elements:
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Presentation of information is unsatisfactory in three or more of the following elements
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| 16 Points | 14 Points | 13 Points | 11 Points | 9 Points | 0 Points | |
| 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 |
Presentation of information was exceptional and included all of the following elements:
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Presentation of information was good, but was superficial in places and included all of the following elements:
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Presentation of information was minimally demonstrated in the all of the following elements:
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Presentation of information is unsatisfactory in one of the following elements:
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Presentation of information is unsatisfactory in two of the following elements:
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Presentation of information is unsatisfactory in three of the following elements
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| 10 Points | 9 Points | 6 Points | 0 Points | |||
| 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. |
Demonstrated all of the following:
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Demonstrated 3 of the following:
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Demonstrated 2 of the following:
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Demonstrated 1 or less of the following:
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| 8 Points | 7 Points | 6 Points | 5 Points | 4 Points | 0 Points | |
| Grammar, Syntax, APA
Points deducted for improper grammar, syntax and APA style of writing. The source of information is the APA Manual 6th Edition Error is defined to be a unique APA error. Same type of error is only counted as one error. |
The following was present:
AND
AND
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The following was present:
AND/OR
AND/OR
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The following was present:
AND/OR
AND/OR
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The following was present:
AND/OR
AND/OR
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The following was present:
AND/OR
AND/OR
AND/OR
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The following was present:
AND/OR
AND/OR
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| 0 Points Deducted | 5 Points Lost | |||||
| Participation
Requirements |
Demonstrated the following:
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Failed to demonstrate the following:
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| 0 Points Lost | 5 Points Lost | |||||
| 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. |
Also Read: NRS-451 Executive Summary GCU