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NRS 451 Topic 4 Discussion Question Two

NRS 451 Topic 4 Discussion Question Two

Personal affiliations and networking within the field of nursing can be beneficial to nursing leaders for many reasons. Professional networks provide mentorships, support, and teamwork opportunities that can continue education, certification, and memberships that are important to providing better care. Nurses across the nation constantly face variation within the workplace, which calls for nurses to build on their skills. Networking allows nurses to share ideas and practices with other nurses, which can arise to productive problem-solving and creating solutions to implications within healthcare. Personal affiliations and networking can be beneficial for additional reasons as well. For one, professional networking is the best way for nurses to find job opportunities. Although most of the time jobs are not advertised through networking, corporations and organizations can look for potential candidates through networks. Additionally, networking can be imperative to career advancement. Because networking allows for nurses to share their ideas of healthcare administration, networking allows people to identify those who have positive ideas that can be applied to healthcare departments, corporations, or organizations. It also allows nurses to stay in-tuned with current nursing trends and advancements. According to Schmidt (2019), “Developing professional relationships, attending professional conferences and utilizing professional networking websites all serve to facilitate the exchange of ideas and information that are vital to keeping a nurse’s knowledge fresh and relevant.” Lastly, establishing a nursing network can help influence healthcare systems. In other words, processes and procedures can be enhanced through knowledge developed through a network. Therefore, personal affiliations and networking are extremely important for nursing leaders and can help develop essential skills and knowledge of healthcare.

NRS 451 Topic 4 Discussion Question Two



Schmidt, K. (2019). 5 Reasons Nurses Should Engage in Professional Networking. BluePipes, Inc. Retrieved from: https://blog.bluepipes.com/5-reasons-nurses-should-take-professional networking-seriously


Sherman, R., Cohn, T. (2018). Why your nursing networks matter. American Nurse Today. Retrieved from: https://www.americannursetoday.com/nursing-networks-matter

NRS 451 Topic 4 Discussion Question Two

Hi Charles, good post. I agree with you that a strong and positive organizational culture is formed through mentorship, support among staff, and teamwork. When staff work together to tackle problems or emergency situations at work, patient outcomes are improved. An organizational culture that is cliquey and involves staff working individually rather than together leads to burnout of staff and feelings of powerlessness. Shared values among team members is also crucial in fostering a positive work environment and organizational culture. According to Thomas (2018), shared values supports a work culture that leads to successful outcomes. Thomas (2018) also suggests some descriptive words associated with a positive organizational culture such as “innovative, detail oriented, outcomes oriented, people oriented, team player, aggressive, and stable” (para. 13).

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Organizational culture encompasses the values, practices and that guides actions of all team members within the organization. These cultures can either impact organizational leadership either positively or negatively thereby empowering them further or making them feel powerless. Negative organizational cultures become berries to execution of good leadership. One most common organizational culture that may hinder leaders and make them feel powerless is poor communication. According to Hughes (2018), lack of communication or unclear communication from the upper management on the missions of the organization is a barrier to effective leadership. It is crucial that the organizational management clearly communicate to the leaders about their vision and mission so that they mutually work towards its success. However, lack of clear communication leads to differences between the management and leadership thereby making leaders feel inferior (Kelly et al., 2019).

Furthermore, lack of clarity on leadership and research role leads to conflicting roles thus becoming a barrier. Apart from that, organizational cultures that do not offer support to leaders equally make them feel powerless. Leaders need support from both the management and their juniors for them to be able to lead the team into realizing their goals. Some organizations have a culture whereby the administrative does not join hand and support leaders do their job (Hughes, 2018). This makes leaders feel like they are not valued and this makes them feel powerless and inferior. In addition to that, organizations with large clinic case load, time constrains and insufficient resources also hinder leaders from effectively executing their duties.


Hughes, V. (2018). What are the barriers to effective nurse leadership? A review. Athens Journal of Health5(1), 7-20.

Kelly, L. A., Lefton, C., & Fischer, S. A. (2019). Nurse leader burnout, satisfaction, and work-life balance. JONA: The Journal of Nursing Administration49(9), 404-410. https://doi.org/10.1016/j.ijnurstu.2019.103443

  • Replies

Hello Elizabeth, Organizational culture can be described as the implicit knowledge or values and beliefs within the organization that reflect the norms and traditions of the organization further describes organizational culture as the pattern of shared basic assumptions as the correct way to perceive, think and feel, Organizational vision, mission, and values, established by leadership, provide the foundation for the establishment’s culture. Since individual organizations have their own vision, mission, and value statements, each organization has a different culture. Not surprisingly, when there are conflicts between the mission and vision of various institutions, collaboration in providing services to the patient or consumer can also lead to disagreements. With the increasing emphasis upon collaboration between health care organizations, it is essential to understand how to overcome the challenges of cultural differences that may impede group efforts.

Hung, D., Chung, S., Martinez, M., & Tai-Seale, M. (2016). Effect of organizational culture on patient access, care continuity and experience of primary care. Journal of Ambulatory Care Management, 39(3), 242–252.

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