Tag: Clinical-Nursing

nurs 6221 evaluating performance management systems essay

Evaluating performance management systems

Performance review is a structured process through which management assesses personnel for their performance, quality and efficiency in the workplace. The intention is to identify strengths and weaknesses, offer feedback and set goals to achieve the desired performance. If done right, performance reviews can help personnel to comprehend what they are doing well, how to improve, how work is aligned with organization goals, and what is expected of personnel in their roles. Also, it can help managers recognize high performing personnel, correct issues before they escalate, communicate expectations, encourage growth and development, and foster personnel engagement (Fried & Fottler, 2018). Although performance reviews are typically advantageous, there are occasions when they can generate fear among personnel. There are three factors that contribute to fear of performance reviews among personnel. The first factor is the fear of feedback whereby personnel are meant to feel that they are under scrutiny. It is not unusual for personnel to fear bad feedback nurs 6221 evaluating performance management systems essay. This can be addressed through encouraging self-appraisal that allows personnel to identify their strengths and weaknesses so that they are no longer fearful of feedback that only highlights what they had previously identified. The second factor is fear of failure, a common occurrence when the personnel do not understand how and on what they are assessed. This creates a situation in which personnel feel that they have done well but are fearful that they have been assessed negatively. This can be addressed through ensuring that personnel understand the appraisal expectations, and aligning performance with expectations. The third factor is fear of the unknown, especially when personnel are unsure about the purpose the review intends to achieve. This concern can be addressed through understanding expectations, evaluation criteria, and evaluation accuracy. Fear of the unknown should be reduced through communication and education (Bingham & Beer, 2012; Bowness, 2019).

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Resources:

Bingham, J. & Beer, M. (2012).
Performance management at Vitality Health Enterprises, Inc
. Harvard Business School Brief Case 913-501.

Bowness, A. (2019).
3 reasons why employees fear performance reviews
. Retrieved from https://www.saba.com/blog/3-reasons-why-employees-fear-performance-reviews nurs 6221 evaluating performance management systems essay

Fried, B. & Fottler, M. (eds) (2018).
Fundamentals of human resources in healthcare
(2
nd
ed.). Chicago, IL: Health Administration Press.

 

To Prepare:

Review the Learning Resources on performance reviews and appraisals. Pay particular attention to the media programs for potential problems and solutions to consider.

Consider the benefits and drawbacks of performance reviews and appraisals.

What are the characteristics of a positive and effective performance review? What factors create a performance evaluation that contributes to improved performance, rather than injecting fear and self-protection in the workplace? In what ways can performance reviews impact the effectiveness of employees and the healthcare organization?

Draw on the Learning Resources, as well as your own experiences with performance reviews in healthcare settings, to consider how to avoid performance reviews that provoke fear and how to ensure a process that supports performance improvement through openness, honesty, and collaborative problem solving. nurs 6221 evaluating performance management systems essay

Consider insights from your Module 3 Assignment interview to apply to the Discussion, such as examples of criteria used to evaluate employee performance, and if and how that criteria is communicated to employees.

Post the following:

A brief description of factors that contribute to generating fear in employee performance reviews in a healthcare setting. Include examples from your own experience, and/or those of colleagues and other acquaintances, of positive or negative performance reviews. Explain strategies to eliminate fear and to develop and implement constructive reviews that improve performance. Support your post with the Learning Resources or current literature.

Resources:

Fried, B. J., & Fottler, M. D. (Eds.). (2018). Fundamentals of human resources in healthcare (2nd ed.). Chicago, IL: Health Administration Press.

Chapter 6, “Organizational Development and Training” (pp. 150–173)

Chapter 7, “Performance Management” (pp. 174–204)

(Previously read in Week 5)

Bingham, J. B., & Beer, M. (2012, July). HBS case collection: Performance management at Vitality Health Enterprises, Inc. Brighton, MA: Harvard Business Publishing.

Culbert, S. A. (2008, October 20). Get rid of the performance review! The Wall Street Journal. Retrieved from https://www.wsj.com/articles/SB122426318874844933

Simons, R. L., & Kindred, N. (2017, February). HBS case collection: Doverent. Brighton, MA: Harvard Business Publishing. nurs 6221 evaluating performance management systems essay

NURS 6221 Performance Management System Matrix Nurse Executive Interview

Performance Management Interview Guidelines & Questions

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Module 3 Assignment

Performance Management System Nurse Executive Interview

 

 

Planning and Arranging the Interview

Plan for 45–60 minutes to conduct the interview. You may speak in person, by phone, via Skype, or another means that is convenient for you and the interviewee. If you record the interview, obtain the person’s permission in advance.

Confirm to your interviewee that all information obtained in the interview will be confidential. If preferred by the individual, you may identify the nurse executive and his/her healthcare organization using pseudonyms in the Assignment materials you submit.

Interview questions to guide your conversation begin on Page 3 of this document.

Note:
You are required to request the individual’s signature to confirm the interview. Fill in the information on Page 2, print out the page, and obtain the nurse executive’s full signature. Scan and submit the signed Page 2 as a separate Word file with your completed NURS 6221 Performance Management System Matrix Nurse Executive Interview Assignment.

 

 

 

 

 

Interviewee Profile and Confirmation Signature

 

Name  Melissa Y.

 

Healthcare Organization VAMC

 

Unit/Department Critical Care and Emergency Department

 

Job Title Chief

 

Years in Position 9years

 

HR-Related Responsibilities Hiring and interviewing

 

Relationship to You/How Identified for Interview Co-Worker

 

 

 

Interviewee’s Signature:

 

 

 

Conducting the Interview

There are 10 sets of question that follow for examining the performance management system in your interview subject’s healthcare organization. Keep the interview focus on the nurse executive’s unit (i.e., neonatal, critical care) to obtain as detailed information as possible: NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

Take notes on the responses in the spaces on the right. If you record the interview, you are still encouraged to take notes on the person’s responses, as a safeguard in case there is any problem with the recording.

 

Questions

 

Responses

1.
What criteria are used to evaluate employee performance within your specific unit (i.e., neonatal, critical care) in the healthcare organization?

 

What are the sources of information (e.g., observation, patient satisfaction) that inform the criteria?

 

How are the criteria communicated to employees?

 

1.
Notes/verbatim quotes:

2.
Basically, “performance management” refers to all activities carried out to manage and improve employee performance. This includes obtaining performance information and communicating this information to the employee; supervision; coaching; rewards; training; discipline; and at times, career development.NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

Thinking about the performance management system for nurses in your specific unit, how does the system support development and retention of desired employee characteristics and behaviors?

 

Note:
Ask for both specific examples and comments on how well the system works.

 

 

2.
Notes/verbatim quotes:

 

NURS 6221 Performance Management System Matrix Nurse Executive Interview

3.
To what extent are the various components of performance management interconnected?

 

For example, is performance appraisal information used to help identify training needs for employees?

 

 

3.
Notes/verbatim quotes:

4.
What types of training are provided to enhance employee performance and retention?

 

4.
Notes/verbatim quotes:

5.
How is information collected, maintained, consolidated, and summarized on employee performance and retention?

 

What is the role of technology in this process, including ensuring privacy of employee information?

 

5.
Notes/verbatim quotes:

6.
Are peer reviews or multisource feedback (i.e., 360-degree feedback) used?

 

If it is/has been used, what are/were its strengths and drawbacks?

 

If it was tried and abandoned, why was it discontinued?

 

What is your overall assessment of the multisource feedback, and circumstances (if any) when it might be useful?

 

6.
Notes/verbatim quotes:

7.
What are two types of training you would recommend to help prepare managers to discuss performance with employees?

 

7.
Notes/verbatim quotes:

8.
What are strengths of your performance management system to recommend as exemplars?

 

 

 

8.
Notes/verbatim quotes:

9.
What weaknesses in the performance management system need to be addressed?

 

How do you know the nature of the weaknesses?

 

 

 

9.
Notes/verbatim quotes:

10.
What mechanisms are available, if any, for your employees to provide input on the performance management system?

 

10.
Notes/verbatim quotes:

Analyzing and Reflecting on the Interview

·      Reflect on the results of the interview, including background information on the professional, the healthcare organization, and performance management system.

 

·      Consider how you would summarize information gained in the interview using the Performance Management System Interview Matrix Template and your Reflection paper to provide a thorough description of the performance management system.

 

·      Consider strengths and weaknesses of the system, as described by the nurse executive and from your own analysis, and strategies and approaches you would recommend for addressing the weaknesses.

 

·      As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions. You may ask the nurse executive to review a draft of your interview summary to ensure that you captured the individual’s intent.

 

Completing the Module 3 Assignment

 

Part 1: Interview Matrix Summary

Complete the Performance Management System Interview Matrix Summary Template, provided in the Module 3 Learning Resources, to create a visual summary of the information gathered through your interview with a nurse manager. NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

Part 2: Interview Reflection

In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions and that include the following:

 

·   Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services).
Note:
Be mindful of your interviewee’s privacy in the details you provide.

·   Explain the concept of “performance management” that guided your interview and the interviewee’s responses.

·   Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the nurse executive’s assessment and your own observations and conclusions.

 

·   Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.

 

·   Describe actions, strategies, or approaches you would recommend to address weaknesses in the system.

Final Submission

Submit in three separate files:

·         Performance Management System Interview Matrix Summary

·         Interview Reflection

·         Interviewee Profile and Confirmation Signature (Page 2 from this document)

 

 

Performance Management Interview Matrix Summary

 

Module 3 Assignment

 

Performance Management System Interview Matrix Summary

 

Complete this matrix to summarize information from your interview with a nurse executive on the performance management system for the individual’s healthcare organization. Identify the nurse executive’s unit/department that is the specific focus of your evaluation.

 

Characteristics/Factors

 

Performance Management System for [specify nursing unit]

System Features

Employee Evaluation

Criteria

Sources of

Evaluation Criteria
 

 

 

How Criteria

Communicated to

Employees

How Components of

Performance Management

Are Interconnected in the

System

 

How Information Collected,

Maintained, Consolidated,

and Summarized on

Employee Performance

and Retention
 

Technology Integration

in the System
 

Privacy Protections

 

System Analysis

How System Supports

Employee Development

 

 

 

NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

How System Supports

Employee Retention

 

Use of Peer Reviews/

Multisource (360 degree)

Feedback and

Effectiveness

 

How Training Used to

Enhance Employee

Performance

and Retention

 

How Training Used to

Support Managers That

Evaluate Performance

 

Mechanisms for Employee

Input on the System

 

System Evaluation

How Well System

Supports Employee
Performance Growth and

Development
 

How Well System

Supports Employee

Retention
 

Performance Management

System Strengths

 

Performance Management

System Weaknesses

 

Overall Conclusions

 

 

 

Performance Management Interview Guidelines & Questions

 

Module 3 Assignment

Performance Management System Nurse Executive Interview

 

 

Planning and Arranging the Interview

Plan for 45–60 minutes to conduct the interview. You may speak in person, by phone, via Skype, or another means that is convenient for you and the interviewee. If you record the interview, obtain the person’s permission in advance.

Confirm to your interviewee that all information obtained in the interview will be confidential. If preferred by the individual, you may identify the nurse executive and his/her healthcare organization using pseudonyms in the Assignment materials you submit. NURS 6221 Performance Management System Matrix Nurse Executive Interview

Interview questions to guide your conversation begin on Page 3 of this document.

Note:
You are required to request the individual’s signature to confirm the interview. Fill in the information on Page 2, print out the page, and obtain the nurse executive’s full signature. Scan and submit the signed Page 2 as a separate Word file with your completed Assignment.

 

 

 

Interviewee Profile and Confirmation Signature

 

Name
: XX

Healthcare Organization
: xxxxxxx

Unit/Department
: Medical-surgical unit

Job Title:
Nurse manager

Years in Position:
2 years

HR-Related Responsibilities

·         Supervising nursing staff

·         Make management decisions

·         Implementing effective strategies

·         Set work schedules

·         Coordinate meetings

·         Make decisions about personnel.

Relationship to You/How Identified for Interview

A colleague at my workplace

Interviewee’s Signature:

 

 

 

Conducting the Interview

There are 10 sets of question that follow for examining the performance management system in your interview subject’s healthcare organization. Keep the interview focus on the nurse executive’s unit (i.e., neonatal, critical care) to obtain as detailed information as possible:

 

Take notes on the responses in the spaces on the right. If you record the interview, you are still encouraged to take notes on the person’s responses, as a safeguard in case there is any problem with the recording.

 

Questions

 

Responses

1.
What criteria are used to evaluate employee performance within your specific unit (i.e., neonatal, critical care) in the healthcare organization?

 

 

 

What are the sources of information (e.g., observation, patient satisfaction) that inform the criteria?

 

 

 

 

How are the criteria communicated to employees?

 

 

1.     
Notes/verbatim quotes:

Competency & key knowledge: Measures how well the individual is able to perform clinical skills

Time management: Evaluate how the staff manages their time

Communication: Measures communication skills

Teamwork: Measures how a staff member interacts and collaborate with others

 

Observation: The staff is observed when performing his/her duties by a clinical leader

 

 

 

Direct feedback about the performance is provided by the unit’s or department’s leader to the nurse

NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

2.
Basically, “performance management” refers to all activities carried out to manage and improve employee performance. This includes obtaining performance information and communicating this information to the employee; supervision; coaching; rewards; training; discipline; and at times, career development.

 

Thinking about the performance management system for nurses in your specific unit, how does the system support development and retention of desired employee characteristics and behaviors?

2.     
Notes/verbatim quotes:

The system encourages employee engagement and professional development because when weaknesses are identified training is planned for all staff members and this improves skills and performance as well. Additionally, through the system, employee feel they are part of the organization. All these aspects promote employee retention in the organization

3.
To what extent are the various components of performance management interconnected?

 

For example, is performance appraisal information used to help identify training needs for employees?

 

 

3.     
Notes/verbatim quotes:

Different elements of performance management are connected. For example, after the employee reviews, different needs are identified and then employees are trained basing on the identified weaknesses and needs

NURS 6221 Performance Management System Matrix Nurse Executive Interview

4.
What types of training are provided to enhance employee performance and retention?

 

4.     
Notes/verbatim quotes:

·         Teamwork training where staff members are trained about teams work together effectively in order to increase engagement and collaboration and eventually improve performance and retention

·         Skills trainings

·         Emotional intelligence training

 

5.
How is information collected, maintained, consolidated, and summarized on employee performance and retention?

 

What is the role of technology in this process, including ensuring privacy of employee information?

 

5.     
Notes/verbatim quotes:

The information is stored in a computer system that can only be accessed by authorized individuals in order to ensure privacy of the information

There is also information collected using hardcopies and this data is stored in a private shelf only accessible to authorized parties

6.
Are peer reviews or multisource feedback (i.e., 360-degree feedback) used?

 

If it is/has been used, what are/were its strengths and drawbacks?

 

If it was tried and abandoned, why was it discontinued?

 

What is your overall assessment of the multisource feedback, and circumstances (if any) when it might be useful?

 

6.     
Notes/verbatim quotes:

360-degree feedback is used. The information is collected from the supervisor, colleagues and subordinates regarding an individual’s work-related behavior and its impact.

 

The main strength of 360-degree feedback is that it provides a wide perspective regarding employee performance including how an employee interacts with the co-workers, subordinates, and clients

 

360-degree feedback creates a culture of openness and improves self-awareness

 

7.
What are two types of training you would recommend to help prepare managers to discuss performance with employees?

 

7.     
Notes/verbatim quotes:

Emotional intelligence and training on communication skills

8.
What are strengths of your performance management system to recommend as exemplars?

 

 

 

8.     
Notes/verbatim quotes:

The performance management system promotes a culture of openness because direct feedback is provided

The system leads to employee development where the weaknesses are significantly improved after being identified

NURS 6221 Performance Management System Matrix Nurse Executive Interview
 

9.
What weaknesses in the performance management system need to be addressed?

 

How do you know the nature of the weaknesses?

 

 

 

9.     
Notes/verbatim quotes:

Sometimes the performance review is normally too involving and takes too much time

The weaknesses are notable because the metrics used are many and provided regularly

10.
What mechanisms are available, if any, for your employees to provide input on the performance management system?

 

10. 
Notes/verbatim quotes:

The employees provide recommendations about some of the aspects that should be integrated in the performance management system

Analyzing and Reflecting on the Interview

·      Reflect on the results of the interview, including background information on the professional, the healthcare organization, and performance management system.

 

·      Consider how you would summarize information gained in the interview using the Performance Management System Interview Matrix Template and your Reflection paper to provide a thorough description of the performance management system.

 

·      Consider strengths and weaknesses of the system, as described by the nurse executive and from your own analysis, and strategies and approaches you would recommend for addressing the weaknesses.

 

·      As needed, follow up with your interviewee by phone or e-mail to clarify answers and conclusions. You may ask the nurse executive to review a draft of your interview summary to ensure that you captured the individual’s intent.

 

Completing the Module 3 Assignment

 

Part 1: Interview Matrix Summary

Complete the Performance Management System Interview Matrix Summary Template, provided in the Module 3 Learning Resources, to create a visual summary of the information gathered through your interview with a nurse manager. NURS 6221 Performance Management System Matrix Nurse Executive Interview

 

Part 2: Interview Reflection

In a separate Word document, write 2–3 pages that reflect on the interview and your overall impressions and that include the following:

 

·   Briefly describe the professional you interviewed, including title, years of experience, and his/her healthcare organization (e.g., size, location, special services).
Note:
Be mindful of your interviewee’s privacy in the details you provide.

·   Explain the concept of “performance management” that guided your interview and the interviewee’s responses.

·   Evaluate the healthcare organization’s performance management system for effectiveness, drawing on the nurse executive’s assessment and your own observations and conclusions.

 

·   Describe characteristics and/or factors that stand out to you as contributing to the system’s strengths and weaknesses.

 

·   Describe actions, strategies, or approaches you would recommend to address weaknesses in the system.

Final Submission

Submit in three separate files:

·         Performance Management System Interview Matrix Summary

·         Interview Reflection

·         Interviewee Profile and Confirmation Signature (Page 2 from this document)

 

 

Performance Management Interview Matrix Summary

 

Module 3 Assignment

 

Performance Management System Interview Matrix Summary

 

Complete this matrix to summarize information from your interview with a nurse executive on the performance management system for the individual’s healthcare organization. Identify the nurse executive’s unit/department that is the specific focus of your evaluation.

 

Characteristics/Factors

 

Performance Management System for [specify nursing unit]

System Features

Employee Evaluation

Criteria

NURS 6221 Performance Management System Matrix Nurse Executive Interview

Sources of

Evaluation Criteria
 

 

 

How Criteria

Communicated to

Employees

How Components of

Performance Management

Are Interconnected in the

System

 

How Information Collected,

Maintained, Consolidated,

and Summarized on

Employee Performance

and Retention
 

Technology Integration

in the System
 

Privacy Protections

 

System Analysis

How System Supports

Employee Development

 

 

 

 

 

How System Supports

Employee Retention

 

Use of Peer Reviews/

Multisource (360 degree)

Feedback and

Effectiveness

 

How Training Used to

Enhance Employee

Performance

and Retention

 

How Training Used to

Support Managers That

Evaluate Performance

 

Mechanisms for Employee

Input on the System

 

System Evaluation

How Well System

Supports Employee
Performance Growth and

Development
 

How Well System

Supports Employee

Retention
 

Performance Management

System Strengths

 

Performance Management

System Weaknesses

 

Overall Conclusions

 

NURS 6221 Performance Management System Matrix Nurse Executive Interview

Delegating successfully Nursing Essay

Delegating successfully

Thinking of the five rights of delegation how should James delegate the work to be done?

It is important for James to make appropriate decisions with regards to the successful assignment of care. In this case, the assignment should be based on patient needs, skills of the personnel, staff job/position description, policies and procedures applied at the facilities, and nursing assistants as well as other members of the nursing team. There are five rights of delegation that must be considered when assigning care. These rights are: the “right” person; the “right” task; the “right” circumstances; the “right” directions and communication; and the “right” supervision and evaluation. In essence, James must assign the right personnel to the right jobs and tasks under the right circumstances. The decision must then be communicated to the person assigned the task even as directions are offered. Also, James should supervise the persons assigned the tasks and determine whether or not the task was competently, safely, appropriately and correctly completed (Barrow, 2019; Burke, 2020).

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Which is a priority and why?

Determining tasks priority should be based on Maslow’s Hierarchy of Needs that offers five levels of need. The first level is to address the psychological needs of the patients in terms of things needed to live, such as food, water and air. The second level is safety needs that include adequate shelter and being free from danger. The third level is to address love and belonging to include the need for belonging and affection such as family. The fourth level is esteem to include approval from others and self-esteem. The final level is self-actualization that allows the patient to achieve full potential (Stanley, 2017). Delegating successfully Nursing Essay

Based on Maslow’s Hierarchy of Needs, the first task should be to provide the three clients with second day post-ops care as these are psychological needs. The second task should be to prepare the three clients for surgery to include pre-op and post-op teaching thus addressing psychological needs. The third task is to transfer the one client to the rehab unit thus addressing safety needs. The final task is to discharge the one client home and providing discharge teaching thus addressing safety needs.

What type of client management approach should James consider in assigning the work needing to be done to staff members?

James is in a unique situation whereby there is a personnel shortage and shortage of beds. As such, he is best served by a functional nursing model in assigning tasks to the staff members. This model relies on nurses’ hierarchy for the performance of different tasks depending on level of experience, training and education. In applying this method, James would act as the team leader and determine the patients’ needs. Next, he would delegate tasks to the nurses under his supervision. Using this approach, the patient care techs would record vitals and transfer the patient to the rehab, the LPN would conduct patient education, and James (as the registered nurse) would administer treatments and assume overall direction of care. This client management approach maximizes the skill set of each personnel thus addressing the high acuity and understaffing situation. Still, this approach presents a concern with regards to nurses focusing on their individual tasks instead of the overall situation so that holistic care is not provided (Evans, 2018; Stanley, 2017) Delegating successfully Nursing Essay.

 

 

References

Barrow, J. (2019).
Nursing five rights of delegation
. Retrieved from https://www.statpearls.com/kb/viewarticle/21797

Burke, A. (2020).
Assignment, delegation and supervision: NCLEX-RN
. Retrieved from https://www.registerednursing.org/nclex/assignment-delegation-supervision/

Evans, M. (2018).
Types of nursing modalities
. Retrieved from https://careertrend.com/info-8520558-types-nursing-modalities.html

Stanley, D. (ed) (2017).
Clinical leadership in nursing and healthcare: values into action
(2
nd
ed.). Hoboken, NJ: John Wiley & Sons.

 

This week you are to read the chapter “Delegating Successfully” The following case study will challenge you to apply the appropriate delegation tools.

Read the following case study and think about what you learned. Use a separate word document, to answer the three questions following the case study, support your answers using the textbook, other resources and your experience.

James works at a large teaching hospital in a major metropolitan area. This institution services the entire geographical region, including indigent clients, and because of its renowned reputation, administers care to international clients and individuals who reside in other states. The staff is also limited with less RN’s and more patient care tech and nurses aids. The acuity of these clients has been quite high, requiring a great deal of time from the nursing staff.

James arrived at work at 6:30 am, his usual time. He looked at the census board and discovered that the unit was filled, and bed control was calling all night to have clients discharged or transferred to make room for several clients who had been in the ED since the previous evening. He also discovered that the other RN assigned to this unit called in sick. His team consists of himself, two patient care techs, and an LPN who is shared by two teams. He has eight clients on his team:3 clients need to be ready for surgery, including pre-op and post-op teaching,1 of which is a 35 year old woman scheduled for a modified radical mastectomy for the treatment of invasive breast cancer; 3 clients are second day post-ops requiring IV antibiotics, dressing changes, NG suctioning, chest tubes, TPN and lipids, central line dressing changes, Foleys, and ambulation; 1 client needs transferred to the rehab unit with report called prior to the transfer and finally, 1 client is to be discharged home and requires discharge teaching on insulin and dressing changes. Delegating successfully Nursing Essay

1. Thinking of the five rights of delegation how should James delegate the work to be done?

2. Which is a priority and why?

3. What type of client management approach should James consider in assigning the work needing to be done to staff members?

* Use citations to support your rationale for each answer.

Rubric

Case Study Rubric

Case Study Rubric

Criteria

Ratings

Pts

This criterion is linked to a Learning Outcome

Clearly identifies main issues/ problems related to the case study

15.0 pts

Exemplary

Provides exemplary identification of main issues related to case study, with evidence of insightful thought on the topics.

14.1 pts

Acceptable

Acceptable identification of main issues related to case study.

12.3 pts

Developing

Minimal identification of main issues related to case study.

11.0 pts

Unsatisfactory

No identification of main issues related to case study.

15.0 pts

This criterion is linked to a Learning Outcome

Determines the delegation of work using the five rights of delegation

15.0 pts

Exemplary

Detailed description of the five rights of delegation when determining appropriate work assignments.

14.1 pts

Acceptable

Acceptable description of the five rights of delegation when determining appropriate work assignments.

12.3 pts

Developing

Limited description of the five rights of delegation when determining appropriate work assignments.

11.0 pts

Unsatisfactory

No or less than satisfactory use of the five rights of delegation when determining appropriate work assignments.

15.0 pts

This criterion is linked to a Learning Outcome

Comments on effective solutions/ strategies. Describes the reason for prioritizing the work

15.0 pts

Exemplary

Exemplary work, documenting, thoughtful and appropriate comments on solutions and proposal for solutions to all issues presented in the case study.

14.1 pts

Acceptable

Acceptable and appropriate work, documenting, thoughtful and appropriate comments on solutions and proposal for solutions to all issues presented in the case study. Delegating successfully Nursing Essay

12.3 pts

Developing

Limited work, documenting, thoughtful and appropriate comments on solutions and proposal for solutions to all issues presented in the case study.

11.0 pts

Unsatisfactory

No or unsatisfactory work, documenting, appropriate comments on solutions and proposal for solutions to all issues presented in the case study.

15.0 pts

This criterion is linked to a Learning Outcome

Outlines the management approach used for assigning staff

15.0 pts

Exemplary

Insightful and thorough analysis of all issues using a management approach when assigning staff work load

14.1 pts

Acceptable

Acceptable analysis of all issues using a management approach when assigning staff work load

12.3 pts

Developing

Limited, analysis of all issues using a management approach when assigning staff work load

11.0 pts

Unsatisfactory

No or Unsatisfactory, analysis of all issues using a management approach when assigning staff work load

15.0 pts

This criterion is linked to a Learning Outcome

Supportive evidence links to course readings and additional resources

15.0 pts

Exemplary

Excellent research into the issues with clearly documented links to readings and resources used to support answers

14.1 pts

Acceptable

Acceptable show of research into the issues with documented links to readings and resources used to support answers

12.3 pts

Developing

Limited evidence of , research into the issues with limited documented links to readings and resources used to support answers

11.0 pts

Unsatisfactory

Unsatisfactory evidence of research into the issues without documented links to readings and resources used to support answers

15.0 pts

This criterion is linked to a Learning Outcome

Writing Style

15.0 pts

Exemplary

Highly skilled presentation of ideas. Engages reading. Work exceeds expectations for this level of student. Absolutely no errors in the following areas: grammar, APA, punctuation, and spelling.

14.1 pts

Acceptable

Skilled presentation of ideas. Engages reading. Work meets expectations for this level of student. 1-2 errors in the following areas: grammar, APA, punctuation, and spelling.

12.3 pts

Developing

Able to present ideas. Comes close to expectations for work at this level. Greater than three errors in the following areas: grammar, APA, punctuation, and spelling.

11.0 pts

Unsatisfactory

Limited ability to convey ideas noted. Below expectations of work at this level. Not formatted in APA. Errors noted in spelling, punctuation, and grammar. No citations to support rationale

15.0 pts

Total Points: 90.0 Delegating successfully Nursing Essay

Impacts of Employee Empowerment and Psychological Safety

Comparing and analyzing the interviews

Speaking up bravely and powerfully has increasingly become an important quality in the workplace, particularly for the vulnerable demographic groups. It allows personnel to share revelations about their workplace cultures and how they affect them. It is important to note that speaking out is not without risk, and the scope and degree of the risk varies widely given the situation and context. In such cases, personnel will not speak up against damaging or intolerable behavior if the risk includes punishment that outweighs the gains. Yet, speaking up is important to a functioning and healthy workplace (Finkelman, 2016) Impacts of Employee Empowerment and Psychological Safety. The present paper compares and analyses the results of interviews conducted with three participants to collect their perceptions on empowerment and psychological safety.

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The interviews first collected the participants’ perspective on the concept of empowerment for personnel. A common themes on the definition for employee empowerment is that it is the management approach that offers personnel responsibility and autonomy concerning their specific job tasks. One participant specifically mentioned that it is the workplace concept that allows lower level personnel to participate in decision-making by offering unique views on the problems and issues facing the organization. Besides that, they noted that empowerment has been advantageous. Firstly, it results in increased responsiveness to problems and issues facing the organization. Secondly, it helps in increasing productivity. Finally, it improves personnel commitment to the goals of the organization since they take ownership of the decisions made. Also, they noted that it presents some three disadvantages. Firstly, it reduces the speed of decision making so that it is not optimized and uniform. Secondly, it creates coordination problems since decisions are decentralized. Finally, it blurs authority and presents opportunity for conflict. Finkelman (2016) presents similar views on employee empowerment, defining this concept as the control and autonomy that personnel assigned in their workplace activities. It also notes that the concept includes having less oversight and allowing personnel to have greater voice in workplace processes (Finkelman, 2016) Impacts of Employee Empowerment and Psychological Safety. Overall, the participants presented an informative awareness of employee empowerment as a concept, noting that it allows employees to be involved in decision making to improve productivity as well as quality of life.

Secondly, the interviews collected the participants’ perspective on whether autonomy is important in the workplace. The interviews identified autonomy as the freedom that personnel enjoy in completing job tasks with all of them conceding that they enjoy some autonomy. One of the participants linked autonomy to being allowed to set work schedules so that an employee is only expected to meet the set deadlines. Another participant identified autonomy as the freedom to make workplace decision with minimal supervision. Still, they all conceded that autonomy allows them to enjoy freedom that in turn results in increased job satisfaction so that they are motivated to continue working for the organization and improve their productivity Impacts of Employee Empowerment and Psychological Safety. Ozbiglin, Groutsis and Harvey (2014) acknowledges the views presented in the interviews, noting that autonomy gives personnel freedom that results in increased job satisfaction. This results in greater feelings of responsibility among personnel so that they are motivated to improve their quality of life. Besides that, autonomy helps with reducing turnover and increasing happiness. The mentioned benefits can only be realized if the autonomy is moderated so too much freedom could result in disorganization. Besides that, individual personnel have unique characteristics that make them respond differently to autonomy. Some personnel thrive in autonomy while others report improved outcomes (Ozbiglin, Groutsis & Harvey, 2014). It is clear that employee autonomy offers unique benefits to include improved happiness, motivation, and productivity.

Thirdly, the interviews collected the participants’ responses on whether they have been involved in workplace decision-making. They all acknowledged that although they do not make decisions, they routinely offer input on decisions affecting their jobs. The nurse interviewee particularly noted being involved in decision making concerning patient care, and this has helped with gaining personal and professional stake in the medical facility, as well as its overall success. Crawley, Swailes and Walsh (2013) concurs with the views presented in the interviews, explaining involvement is an indication of commitment, and this leads to increased productivity of personnel as they actively participate in the different aspects of the organization. This is particularly useful for the workers who wish to see their efforts succeed. Besides that, it helps with on the job training as personnel get increased responsibility that expands their skill sets and prepares them for future additional responsibility (Crawley, Swailes & Walsh, 2013). Finkelman (2016) also mentions that involvement in workplace decision-making increases personnel morale through reducing the power gap between management and workers, and opens communication lines. As functioning participants in decision processes, workers get to understand that their ideas are important contributions to the organization. This gives them the power to influence work outcomes thereby leading to positive attitude and increased work satisfaction towards the organization and their position (Finkelman, 2016). Overall, it becomes clear that the concept of personnel involvement in decision-making processes ensures that the company has timely and reliable long-term assistance Impacts of Employee Empowerment and Psychological Safety.

Fourthly, the interviews explored the decision-making authority practiced by the participants’ organizations. They all practice centralization of authority whereby all authority to make decisions is retained by top level managers. The authority can occasionally be delegated to the lower level managers. The participants explained that the financial implications of decisions demand that top level managers retain authority so that they are rightly held accountable for the outcomes. The authority is vested in the management position, allowing each manager to control activities under his/her jurisdiction to include affecting and influencing the behavior of subordinate personnel even without obtaining their permission. For instance, the nurse mentioned that shift assignments are typically done by the nurse managers without consulting the individual nurses. Crawley, Swailes and Walsh (2013) notes that it is not surprising for managers who take care of the organization and are policy makers to be central in decision making. The managers are in charge of the organization and are responsible for overall performance. They provide a sense of direction, evaluation organization methods, provide leadership and formulate strategies. Through centralization of authority, the organization gets to use the expert skills available in the organization. The managers possess valuable leadership knowledge, experience and skills that enable them to present the best decisions (Crawley, Swailes & Walsh, 2013) Impacts of Employee Empowerment and Psychological Safety

Finally, the interviews explored how comfortable the participants are in making suggestions in the workplace. All the participants indicated that there are mechanisms in place that enable them to make suggestions in the workplace. They specifically mentioned that they are comfortable because they can make the suggestions anonymously thus avoiding victimization. In addition, they have representatives who collect their suggestions and present them in the appropriate forums thus allowing the personnel to remain anonymous. As such, the interview participants reported being comfortable pointing out problems in the workplace. Ozbiglin, Groutsis and Harvey (2014) acknowledges that power structures in the workplace creates a situation in which personnel do not feel comfortable making suggestions for improvements. Through the use of anonymous suggestions, personnel are assured of not being victimized so that they remain free to offer unique ideas and perspectives (Ozbiglin, Groutsis & Harvey, 2014).

The interview analysis makes it clear that speaking out is an important resource that organizations should not overlook. It notes that personnel will only be comfortable if they are protected and are allowed to contribute towards decisions. Overall, employee empowerment and psychological safety allows the organization to get new ways of thinking and perspectives, give a voice to personnel, promote active participation, and improve loyalty as well as productivity.

References

Crawley, E., Swailes, S. & Walsh, D. (2013).
Introduction to international human resource management
. Oxford: Oxford University Press.

Finkelman, A. (2016).
Leadership and management for nurses: core competencies for quality care
(3
rd
ed.). London: Pearson Education. Impacts of Employee Empowerment and Psychological Safety

Ozbiglin, M., Groutsis, D. & Harvey, W. (2014).
International human resource management
. New York, NY: Cambridge University Press.

 

Impacts of Employee Empowerment and Psychological Safety

Note: You began this Assignment in Week 3 and it will be due by Day 7 of Week 4. Plan your time accordingly.

As you wrap up your analysis of the three
interviews
you
completed
, draw on the information and perspectives gained through the Learning Resources and Discussion, this week, to assess psychological safety in each workplace. As a nurse executive, you will have new avenues for making a difference for staff and patients. With those opportunities in mind, consider how to apply the insights you gain regarding psychological safety in healthcare settings.

Photo Credit: Getty Images/iStockphoto

To Prepare:

Review Learning Resources that will guide your analysis of employee empowerment, engagement, and psychological safety.

Use the Guidelines & Questions document, from the Learning Resources, to help you in completing your Assignment, including providing the signature sheet to confirm your three interviews.

Assignment:

Finalize your Module 2 Assignment. Impacts of Employee Empowerment and Psychological Safety

NURS 6221 Recruitment and Selection Plan Nursing Essay

Recruitment and Selection Plan

NURS 6221 Managing Human Resources

Part 1: Job Description Analysis

Explain the role of the nurse executive in developing job descriptions and why it represents an essential human resource management function.

Nurse executives have the primary responsibility for administering and managing patient care services. This function sees them oversee planning and development functions regarding procedures and policies. Although they do not have direct contact with patients, nurse executives shape policies related to nursing and health care. Which places them in a unique position to identify nurse personnel needs in terms of competencies and skills, and ensure that the facility has the right mix of nurse personnel. Besides that, they bear responsibility for the facility’s financial accountability, thus placing them in a unique position to determine the facility’s nurse personnel needs authoritatively. Also, they are responsible for establishing ongoing relationships with other nurse personnel to foster a cohesive work environment NURS 6221 Recruitment and Selection Plan Nursing Essay. These responsibilities strategically position nurse executives to identify the nurse personnel needs of a facility (Finkelman, 2016).

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Analyze the job description you have selected as the focus of your Assignment. Include the source of the job description and critique the job description for clarity and accuracy.

The job description under analysis was presented by Northwoods Surgery Center, located in Veterans Parkway, Woodruff, Wisconsin, for an operating room nurse. The report gave the licensing and certification requirements. Also, it offered the job summary, expected duties, and preferred qualifications for the candidates (Northwoods Surgery Center, n.d.). The description is detailed and practical since it offers a refined list of duties and requirements. In fact, it is accurate in defining the role and accountability, thus making the expectations clear. The responsibilities have been refined into fewer points with the tasks grouped into main responsibility areas that reflect personnel expectations at the moment NURS 6221 Recruitment and Selection Plan Nursing Essay. To be more precise, it clarifies expectations, offers a basis for measuring job performance, defines the description of the role, and prevents arbitrary interpretation of role content and limits. Still, there is a need for greater clarity, particularly with regards to pay and grading systems to offer greater job clarity (Hunt, 2015).

Explain how well the job description defines the required employee attributes for the job and how it could be improved. If information is available, describe how the tasks and competencies associated with this job may have changed since the job description was conceived.

The job description has defined the personnel attributes for the job. Firstly, it has identified the certification and licensure requirements, a regulatory need that ensures the practice is regulated to ensure professionalism and protect patients. Secondly, it identifies the essential duties and responsibilities, thus clarifying expectations. Finally, it presents the preferred requirements for the candidates as qualities that increase their odds of getting hired (Hunt, 2015). As such, the job description offers a detailed definition of the required personnel attributes for the job.

There have been some changes in the responsibilities of operating room nurses since the Northwoods Surgery Center presented the job description. The facility does not include providing care to patients as operating nurse during al facets of the surgery processes such as before, during, and after surgery. Since then, there have been additional responsibilities that require operating room nurses to provide patient education and prepare the operating room equipment and instruments within a sterile field (Nursing Jobs, 2020) NURS 6221 Recruitment and Selection Plan Nursing Essay.

Write a new or revised job description that reflects your analysis and which you would use for advertising the position and recruiting candidates for the job.

A revision is warranted for the job description for operating room nurses presented by Northwoods Surgery Center. The review would retain the primary responsibilities and add that they would have the responsibility of providing patient education, and prepare the operating equipment and instruments within a sterile field. Also, education and training requirements would be listed to include education programs, the duration of study, and practicing experience. Besides that, a salary and benefits quote should be included since this will help in identifying the facility as a competitive employer, thereby helping it attract the best talent (Nursing Jobs, 2020).

Explain how you would use social media and online job search technology to maximize presentation of the job description and reach a broader share of potential recruits.

Social media and online job search technology will be used to find and make connections with quality candidates. The two approaches help in reaching elusive passive candidates, finding great culture fits, filtering bad candidates, and saving money. Two different strategies would be applied. The first strategy targeted at social media recruiting would focus on participating in the right conversations, promoting the facility culture, targeting niche networks, involving personnel, and growing social media presence as a recruiter. The second strategy aimed at online job search technology, such as LinkedIn, would create and complete a brand page, use filters to find candidates, and reach out with a personal touch (Hunt, 2015) NURS 6221 Recruitment and Selection Plan Nursing Essay.

Describe two examples of how jobs similar to your chosen position are presented to interested job seekers from the social media and online job sites you visit.

The first example is off M.P. Shah Hospital that presented a job advert on its Facebook page. The facility offers a description of its expectations of the successful candidate, job responsibilities, and how to apply (see Figure 1). The second example is off DaVita Medical Group that placed an advert for an operating room nurse on a LinkedIn page. The description includes the employment location, functions, responsibilities, preferred experience and credentials, and type of employment: full-time (see Figure 2).

Figure 1. Facebook page of job advert by M.P. Shah Hospital

Figure 2. LinkedIn page of job advert by DaVita Medical Group

Part 2: Interview and Selection Plan

Describe the ideal candidate for this job, and explain the sources of information you would use in evaluating applicants.

Five skills would be assessed during the interview process to identify the ideal candidate. The first skill is the ability to work as part of a team. The operating room is a dynamic and complex environment requiring the operating room team members to share the traits of anticipation, organization, respect, and good communication. Another skill includes the possession of excellent communicating abilities. The operating room is a high-stress environment, and it is not uncommon for tensions to run high. Operating room nurses working in these environments must be able to communicate effectively with other team members in a professional and calm demeanor. Communication skills are also useful in easing the fears of family members and educating the patients. The third skill is organization. An operating room nurse must be very organized concerning charting and organizing actions and supplies to ensure the best outcomes throughout the surgical procedure. The ideal candidate must be able to find surgical medical and items quickly, and this is not possible unless the individual is highly organized. The fourth skill is attention to detail. The ideal candidate should be detail-oriented, knowing the location of everything and monitoring them. This requires the ability to pay attention to small details and the overall picture, and always staying alert to the needs of the team, equipment, and patient NURS 6221 Recruitment and Selection Plan Nursing Essay. The final skill of critical thinking and problem-solving. The ideal candidate should be confident and capable of making critical decisions as well as being an excellent problem solver. The individual must be able to judge, evaluate, and respond appropriately and quickly to changing situations (Crawley, Swailes & Walsh, 2013; Finkelman, 2016).

 

Explain an overview of your process to identify and select that candidate.

Who within the healthcare organization would be involved in the interview process, and why

Since hiring is a significant decision, there is a need for an intelligent and robust hiring team that can implement an effective hiring process. The first member is the hiring manager who administers the whole hiring process. This individual is responsible for interviewing, screening, communication, and decision making with other team members for the recruitment process. The second member is the HR manager, who is responsible for creating a well-organized and professional process. This individual offers administrative support and acts as a link between the team and the candidate to deliver sound decisions. Also, this individual acts as a neutral party when negotiating salary and benefits. The third member is the direct reporting manager who knows all about the requirements and workings department to which the new personnel will be added. This individual can judge if the candidate has the required abilities. Given that this individual is likely to supervise the candidate if successful, then it is only fair for the individual to evaluate the candidates. The final member is the nurse executive who evaluates the candidates for skills and knowledge (Crawley, Swailes & Walsh, 2013).

Pre-interview guidance and preparation for interviewers and recruits

Pre-screening the candidates before the interview in order to identify those not meeting the basic requirements.  Such as the position terms of salary requirements, willingness to relocate, education, and work experience. Identifying this occurs through three approaches. The first approach is to evaluate the application and review resumes. The second approach is to conduct telephone interviews, an initial phone conversation that offers information on the candidate’s professionalism, attitude, ability to listen, sense of humor, and communication skills. The third approach is social media and online searches that present private information on the individual to include a snapshot of the candidate’s professional persona, employment status, volunteer activities, organization alignments, and social values (Ozbiglin, Groutsis & Harvey, 2014).

How interview outcomes would be compiled, and how differences in interview ratings would be resolved

Interview outcomes will be collected using scorecards. Through using standardized interview questions, it becomes possible to develop a single scorecard that will be used on all the candidates. Also, a section on comments will be included in which the interview team members will write down their feedback. The interview outcomes will be determined based on average scores. In case of differences in interview ratings, justifications for the ratings will be discussed before settling on the final candidate (Ozbiglin, Groutsis & Harvey, 2014) NURS 6221 Recruitment and Selection Plan Nursing Essay.

List five essential questions you would ask in an interview to evaluate key employee characteristics for this job. For each question, explain what you would look and listen for in the candidate’s response.

The questions would be presented in three groups. The first group is operational and situational questions. These questions are intended to evaluate attention to detail and critical thinking. The two questions to be asked are:

Suppose you were asked to prepare for an operation for which you have no experience. What would you do?

What are the three questions you would ask a patient before surgery?

The second group is role-specific questions the evaluate a nurse’s understanding of the circulating and scrub roles. The two questions to be asked are:

Why is it essential to conduct surgical skin preparation?

What are the legal aspects of an OR nurse?

The third group is people behavioral questions that evaluate people skills. The question to ask is:

Tell me about a time when you had a panicked and anxious patient. How did you calm the patient?

Explain how you would measure a candidate and assess the recruit’s fitness for the position.

Candidates who present for the interview are those who are determined as having the professional qualifications for the job. The interview goes on to evaluate them for operational and situational competence, role-specific capacity, and behavioral competence. Also, they would be assessed for five skills. The first skill is cultural competence that evaluates the ability to provide care to patients with various behaviors, beliefs, and values. The second skill is the flexibility that assesses openness to learn new things and the ability to tolerate a change in response to the rapidly changing practice environment. The third skill is positivity, that assesses a nurse’s ability to maintain a positive attitude. The fourth skill is emotional intelligence that evaluates the ability to work in teams collaboratively and effectively deal with conflicts. The final qualification is passion that assesses attitude towards work tasks (Hunt, 2015). NURS 6221 Recruitment and Selection Plan Nursing Essay

References

Crawley, E., Swailes, S. & Walsh, D. (2013).
Introduction to international human resource management
. Oxford: Oxford University Press.

Finkelman, A. (2016).
Leadership and management for nurses: core competencies for quality care
(3
rd
ed.). London: Pearson Education.

Hunt, D. (2015).
The nurse professional: leveraging your education for transition into practice
. New York, NY: Springer Publishing Company, LLC.

Northwoods Surgery Center (n.d.).
Operating room nurse (RN) – job description
. Retrieved from https://www.northwoodssurgerywi.com/Operating_Room_Nurse_Job_Description_NWSC.pdf

Nursing Jobs (2020).
Operating room (OR) nurse jobs and salary
. https://www.nursingjobs.com/nurse-specialties/operating-room-or-nurse-jobs/

Ozbiglin, M., Groutsis, D. & Harvey, W. (2014).
International human resource management
. New York, NY: Cambridge University Press. NURS 6221 Recruitment and Selection Plan Nursing Essay

NURS_6221 Interviews on Employee Empowerment and Psychological Safety

Employee Interviews: Guidelines & Questions

Module 2 Assignment

Interviews on Employee Empowerment and Psychological Safety

 

Planning and Arranging the Interviews

Identify three individuals to interview: one in healthcare and two from other fields or industries (e.g., state/local government; business). Choose family members and friends you know well that will be comfortable answering honestly. Interview each person separately, and plan for 20–30 minutes per interview. Confirm that all answers will be confidential, and each person will be identified by a pseudonym in the Assignment you submit.
Note:
You must request each person’s signature to confirm the interview. Fill in the information below, print out Page 1, and obtain the signatures.
Scan and submit Page 1 with your completed Assignment. NURS_6221 Interviews on Employee Empowerment and Psychological Safety

Interviewee #1 Healthcare

Name

Job Title

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Years in Position

Relationship to You

Signature:

Interviewee #2 (Industry)

Name

Job Title

Years in Position

Relationship to You

Signature:

Interviewee #3 (Industry)

Name

Job Title

Years in Position

Relationship to You

Signature:

Conducting the Interviews

There are five sets of questions, which are repeated below for each interview. Also develop a working definition of “employee empowerment” and “psychological safety,” based on your own understanding, to anchor the interviews for you and to explain to your interviewees, as needed. Take notes on each person’s responses in the spaces on the right. If you record the interviews, be sure to get each person’s permission before you begin. You are still encouraged to take notes on the person’s responses as a safeguard in case there is a problem with the recording. NURS_6221 Interviews on Employee Empowerment and Psychological Safety

 

Questions

 

Interview #1 Healthcare

1. What does “empowerment” mean to you as an employee?

Note:
Share your definition, as needed, and compare perspectives.

1: Responses

2.
Is autonomy in your job important to you? Why, or why not?

Can you provide examples of how you are able to exercise autonomy in your job?

 

Can you provide examples of areas where you would like to have additional autonomy but are constrained at this time?

 

 

2: Responses

3.
Thinking about your organization (or department, unit):

Have you been asked for input/advice on organizational (or department/unit) goals or processes?

–
If yes, is it important to you to give your opinion on organization-wide (department/unit) issues? Why, or why not?

– Can you give examples of how you have provided input, and to what extent you felt your views were taken seriously, valued, and acted upon? (Probe as needed to uncover meaning in the answers.)

 

– If no, would you like to be consulted? Why, or why not?

– (For both yes/no): Can you provide examples of input that you would like to provide but feel constrained or inhibited to do so? Why do you feel constrained
?

NURS_6221 Interviews on Employee Empowerment and Psychological Safety

 

3: Responses

4.
How would you describe decision- making authority in your organization:

Is it limited mainly to individuals at senior levels? Or are decisions made at multiple organizational levels?
 

4: Responses

5.
Do you feel comfortable making suggestions about:

 

– How work is done in your organization (department/unit)?

– The direction of the organization (department/unit)? 

 

If you see a problem, are you comfortable pointing it out?

 

– 
If yes, what accounts for your comfort?

 

– 
If no, what accounts for your reluctance or holding back?

 

5: Responses

 

Questions

Interview #2 (Industry)

1. What does “empowerment” mean to you as an employee?

 Note:
Share your definition, as needed, and compare perspectives.

 

1: Responses

2.
Is autonomy in your job important to you? Why, or why not?

Can you provide examples of how you are able to exercise autonomy in your job?

 

Can you provide examples of areas where you would like to have additional autonomy but are constrained at this time?

 

2: Responses

3.
Thinking about your organization (or department, unit):

 

Have you been asked for input/advice on organizational (or department/unit) goals or processes?

–
If yes, is it important to you to give your opinion on organization-wide (department/unit) issues? Why, or why not?

NURS_6221 Interviews on Employee Empowerment and Psychological Safety

 

– Can you give examples of how you have provided input, and to what extent you felt your views were taken seriously, valued, and acted upon? (Probe as needed to uncover meaning in the answers.)

 

– If no, would you like to be consulted? Why, or why not?

– (For both yes/no): Can you provide examples of input that you would like to provide but feel constrained or inhibited to do so?

 

Why do you feel constrained
?

 

 

3: Responses

4.
How would you describe decision- making authority in your organization?

Is it limited mainly to individuals at senior levels?

 

Or are decisions made at multiple organizational levels?

 

 

4: Responses

5.
Do you feel comfortable making suggestions about:

 

– How work is done in your organization (department/unit)?

– The direction of the organization (department/unit)?

 

If you see a problem, are you comfortable pointing it out?

 

– 
If yes, what accounts for your comfort?

– 
If no, what accounts for your reluctance or holding back?

 

 

 

 

 

5: Responses

 

Questions

 

Interview #3 (Industry)

1. What does “empowerment” mean to you as an employee?

Note:
Share your definition, as needed, and compare perspectives.

 

 

 

1: Responses

2. Is autonomy in your job important to you? Why or why not?

 

Can you provide examples of how you are able to exercise autonomy in your job?

 

Can you provide examples of areas where you would like to have additional autonomy but are constrained at this time?

 

 

2: Responses

3.
Thinking about your organization (or department, unit):

Have you been asked for input/advice on organizational (or department/unit) goals or processes?

–
If yes, is it important to you to give your opinion on organization-wide (department/unit) issues? Why, or why not?

NURS_6221 Interviews on Employee Empowerment and Psychological Safety

 

– Can you give examples of how you have provided input, and to what extent you felt your views were taken seriously, valued, and acted upon? (Probe as needed to uncover meaning in the answers.)

 

– If no, would you like to be consulted? Why, or why not?

– (For both yes/no): Can you provide examples of input that you would like to provide but feel constrained or inhibited to do so? Why do you feel constrained
?

 

3: Responses

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4.
How would you describe decision- making authority in your organization?

Is it limited mainly to individuals at senior levels?

 

Or are decisions made at multiple organizational levels?

4: Responses

5.
Do you feel comfortable making suggestions about:

 

– How work is done in your organization (department/unit)?

– The direction of the organization (department/unit)?

 

If you see a problem, are you comfortable pointing it out?

 

– 
If yes, what accounts for your comfort?

– 
If no, what accounts for your reluctance or holding back?

 

 

 

5: Responses

Comparing and Analyzing the Interviews

When you have completed all three interviews, review each individual’s responses and experiences, focusing particularly on each interviewee’s sense of empowerment, engagement, and psychological safety at work. Compare and contrast the responses, with the goal of arriving at clear conclusions on how degree of employee empowerment, engagement, and psychological safety influences job performance, satisfaction, and morale.

 

Compare and contrast the responses of the individual who works in healthcare and your own experiences in professional practice in healthcare to the responses of your interviewees working in other areas. Consider conclusions you can make about employee empowerment, engagement, and psychological safety in healthcare compared with other professions.

 

Completing the Module 2 Assignment

In a separate Word document, write 4–5 pages to produce an Interviews Summary and Analysis that includes the following:

 

·         Describe the three employees you interviewed, including their industries and job titles. NURS_6221 Interviews on Employee Empowerment and Psychological Safety

·         Explain your working definitions of “employee empowerment” and “employee engagement” that are the basis of the interviews.

·         Summarize how the interviewees characterized the culture of employee empowerment and engagement within their organizations.

·         Analyze how employee empowerment and employee engagement within healthcare organizations compare with other industries.

 

·         Explain your working definition of “psychological safety” that is the basis of the interviews.

·         Summarize how the interviewees characterized the presence, absence, and/or degree of psychological safety within their organizations.

·         Analyze how psychological safety within healthcare compares with other industries.

·         Analyze how degree of psychological safety, employee empowerment, and engagement are positive or negative factors for quality care and safety issues within healthcare.

 

·         From the position of a nurse executive, explain at least two leadership strategies you would recommend for actions to improve or sustain psychological safety, employee empowerment, and engagement within healthcare organizations. Speak generally, or specifically, to your current healthcare organization or one where you have worked in the past.

Final Submission

   In two separate Word files:

·         Interviews Summary and Analysis

·         Interviewees Information and Confirmation Signatures (Page 1 from this document) NURS_6221 Interviews on Employee Empowerment and Psychological Safety

Autism CARES Act of 2019 impacts on nursing essay

Assignment 1

Select a House of Representatives or Senate bill (national or state level), either currently in process or one that has been passed within the last year that impacts mental health care operations, advanced practice nursing, or mental health care financing.

The bill has been identified as H.R. 1058 (116
th
): Autism Collaboration, Accountability, Research, Education, and Support Act of 2019. It is cited as Autism CARES Act of 2019. The legislation reauthorized some provisions of the Public Health Service Act (PHS Act) with the intention of improving autism management. It is a federal legislation that specifically focuses on amending the PHS Act to enhance the activities of the National Institution of Health with regards to research and management of autism spectrum disorders (ASD). In addition, the legislation reauthorizes the provisions of PHS Act that are concerned with education, early detection and intervention targeted at ASD. Besides that, the legislation mandates the Interagency Autism Coordinating Committee (IACC) to continue with its activities. The legislation offers three other advantages not included in the prior version of PHS Act. The first advantage is that the changes target all persons with ASD rather than targeting only the youth, an inherent shortcoming in the previous framing of PHS Act framing Autism CARES Act of 2019 impacts on nursing essay. The second advantage is that it focuses funding on shortages identified in personal health services. The third advantage is that it reduces health-outcome disparities across diverse populations (GovTrack, 2020).

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The Autism CARES Act of 2019 was introduced into the 116
th
congress on 7
th
February 2019 and sponsored by Rep. Christopher “Chris” Smith of New Jersey’s 4th congressional district. It was then referred to the Health Committee that held hearings on 25
th
June 2019 and 11
th
June 2019. The legislation was ordered reported by the committee on 17
th
July 2019 with the recommendation that the full chamber consider the bill further. The house committee on energy and commerce reported on the bill on 23
rd
July 2019, and offered helpful exclamatory background information on the bill’s intentions and the issues it addressed. The Congress voted to pass the bill on 24
th
July 2014. The Senate voted to pass the bill on 19
th
September 2019. The bill was signed into law by the president on 30
th
September 2019 (GovTrack, 2020).

Its legislative history dates back to 2006 when President George W. Bush signed it into law as Combating Autism Act (P.L. 109-416). The intention of the law was to offer coordinated federal response to the dramatic increase in persons diagnosed with autism spectrum disorder in the country. It increased public investment to address the growing needs of persons diagnosed with autism spectrum of disorders, while authorizing the IACC to coordinate federal efforts targeted at the disorder. The legislation was reauthorized in 2014 as the Autism CARES Act (P.L. 113-157). It had to be reauthorized by September 2019 for the Federal activities conducted under the legislation to continue (Autism Society, 2020).

Discuss your support or opposition of the Bill based on policy, legal, and ethical considerations, and the Christian worldview.

The Autism CARES Act of 2019 is a good legislation that addresses legitimate policy concerns that improve autism management at the federal level in the USA. The legislation offers three advantages from the policy perspective. Firstly, it reauthorizes Combating Autism Act of 2006 thus ensuring that the gains made over the years are continued and not lost. Secondly, it expands the provisions presented in previous legislation so that federal intervention has greater impact Autism CARES Act of 2019 impacts on nursing essay. Thirdly, it ensures that there is federal support for research, prevalence tracking, services and other government activities targeted at autism. Fourthly, it increases the annual federal budget for autism management efforts with $1.8 billion allocated to fund efforts through 2024. The funding is intended to primarily support research grants that advance scientific understanding of ASD, and develop treatments for medical conditions associated with ASD. Also, the funding helps address the needs of persons affected by ASD. Fifthly, it expands the focus of federal-based intervention efforts by ensuring that support is provided for persons with ASD while responding on their well-being and health throughout their entire lifespan. Finally, it reauthorizes and expands the IACC (GovTrack, 2020) Autism CARES Act of 2019 impacts on nursing essay.

In addition to having policy implications, the legislation has ethical implications. It acknowledges that autism is a lifelong condition. The previous legislation targeted the youth so that other age groups were left with unmet needs. The new legislation support the existing activities, and expands them so that health disparities are reduced even as services are provided throughout the lifespan (GovTrack, 2020). The health disparities exist along lines of demographic groups and they are ethically wrong because they exemplify injustices. Through focusing on the youth, the previous legislation presented ethical concerns as other age groups were ignored although they had needs. Utilitarian and Kantian ethics all offer theoretical reasons for considering health disparities as ethically wrong, as do many other ethical principles. The declaration of human rights further supports (ethically) efforts to address health disparities. Every American with ASD has the right to reasonable equal access to health care, a right that was violated by the previous legislation that only targeted the youth. The new legislation condemns unjust practices while promoting just practices, and avoids doing harm to others through ensuring that every person with ASD has an equal opportunity to receive care. Besides that, it is ethically problematic that there were persons with ASD who bore the societal burdens of the medical but who did not receive the same basic benefits that youths with ASD received (Sang & Dearholt, 2018). Overall, the new legislation ensures that all persons with ASD experience reasonably equivalent health outcomes thus addressing the ethical concern of health disparity presented in previous legislation.

Also, the legislation has legal implications. The previous legislation were due to expire with the implication that the activities they supported would halt unless new legislation was presented. Presenting the new legislation guarantees that federal autism management programs and activities have the legal foundation to continue (Pokorski, 2018).

The Autism CARES Act of 2019 is aligned with the Christian worldview that focuses on stewardship and compassion. Persons with ASD cannot take care of themselves, and it is only right that the government intervenes in facilitating the management of their medical condition. This is affirmed in the Bible when Jesus instructs his disciples and followers to take care of others as his substitutes (Mathew 25:40). Given that the federal government has extensive public resources and is in office with the primary objective of addressing public concerns, then it is not hard to accept that they are stewards. As stewards, the federal government can use its powerful means to ensure that persons with ASD to get care. Overall, the legislation ensures that the federal government serves the needs of its citizens rather than being focused profit, thus matching the Christian worldview that advocates for compassion and stewardship (Shellenbarger, 2019). Autism CARES Act of 2019 impacts on nursing essay

Discuss how the bill impacts, or will impact, the role of the PMHNP. Discuss the impact on health care quality and outcomes.

The Autism CARES Act of 2019 impacts resource allocation to support the delivery of nursing care. It highlights the role of PMHNP to influence policy through their responsibility and capacity to influence health care delivery systems. The PMHNP practice is based on the science of caring and science of human health. It operates from a perspective that values every member of the society equally and holistically while seeking to foster and advance public health across all society levels and throughout the lifespan. To achieve these objectives, PMHNP understand that legislation must define and integrate the appropriate standards for care delivery while addressing the necessary condition for delivering care. Through policy work, nurses can identify and present the shortcomings of the legislation, and influence the appropriate changes to assure high care quality with regards to nursing processes and standards. In essence, the legislation highlights the role of PMHNP as policy advocates who can influence policy while helping to shape care. Similarly, the American Nurses Association and National League for Nursing highlight the role of PMHNP as policy advocates by noting that it is reasonable for PMHNP to identify problems with the policies affecting their practice and galvanize other stakeholders to make the appropriate changes (Christensen & Simmons, 2019). In addition, the legislation identifies the role of PMHNP in conducting the activities identified in the PMHNP. Through the legislation, there is an expectation that PMHNP will engage in ASD research activities, manage surveillance activities, and facilitate care delivery with regards to public education, early detection and intervention (Christensen & Simmons, 2019).

The legislation has a profound impact on health care quality and outcomes. It is the primary source of federal funding for autism monitoring, training, services and research. It requires and supports research and programs to benefit persons with ASD. It manages a center of excellence in autism surveillance and epidemiology. It supports the IACC and its plan. Besides that, it development treatments for ASD. Also, it trains medical personnel to detect and diagnose ASD. Additionally, it monitors ASD prevalence (GovTrack, 2020). ASD is a present concern since management efforts are hindered by a dearth of information that would be best addressed through research. The legislation ensures that significant advances would be reported in three areas. Firstly, research efforts are well coordinated through supporting research funded by the National Institute of Health. Secondly, data and surveillance is streamlined through building infrastructure at the CDC to monitor ASD. Finally, training efforts are supported to address the reported shortages of personnel who facilitate screening, diagnosis and treatment efforts (Autism Society, 2020). As a result, the legislation improves health care quality and outcomes. Autism CARES Act of 2019 impacts on nursing essay

References

Autism Society (2020).
Autism CARES Act Reauthorization (2019)
. Retrieved from https://www.autism-society.org/public-policy/autism-cares-act-reauthorization-2019/

Christensen, L. & Simmons, L. (2019).
The scope of practice for academic nurse educators and academic clinical nurse educators
(3
rd
ed.). Riverwoods, IL: Wolters Kluwer Health.

GovTrack (2020).
H.R. 1058 — 116th Congress: Autism Collaboration, Accountability, Research, Education, and Support Act of 2019
. Retrieved from https://www.govtrack.us/congress/bills/116/hr1058

Pokorski, M. (2018).
Current concepts in medical research and practice: advances in experimental medicine and biology
. Cham: Springer International Publishing AG.

Sang, D. & Dearholt, S. (2018).
John Hopkins nursing evidence-based practice
(3
rd
ed.). Indianapolis, IN: Sigma Theta Tau International.

Shellenbarger, T. (2019).
Clinical nurse educator competencies: creating an evidence-based practice for academic clinical nurse educators
. Riverwoods, IL: Wolters Kluwer Health. Autism CARES Act of 2019 impacts on nursing essay

 

Select a House of Representatives or Senate bill (national or state level), either

currently in process or one that has been passed within the last year that impacts

mental health care operations, advanced practice nursing, or mental health care

financing. (Include the name of the bill: e.g., H.R. 4909 (115th): Stop School

Violence Act of 2018. Note if the bill is federal or state level legislation and

indicate the state, if applicable. Also note if the bill was passed and the date, if in

committee [house or senate], or if awaiting the president’s signature).

Discuss your support or opposition of the Bill based on policy, legal, and ethical

considerations, and the Christian worldview. Consider the nursing practice act in

state of Maryland and other state-level documents pertaining to practice, the Social

Policy Statement of the American Nurses Association, and your biblical worldview

as you support your viewpoint. Consider funding of the bill and who should pay, if

applicable.

Discuss how the bill impacts, or will impact, the role of the PMHNP. Discuss the

impact on health care quality and outcomes.

5 pages in APA format, with at least 3 peer-reviewed references in addition to the

course textbooks and the Bible.

Here are some websites for consideration to locate and track bills:

• United States Bills Autism CARES Act of 2019 impacts on nursing essay

• State Bills

• https://www.congress.gov Autism CARES Act of 2019 impacts on nursing essay

NURSE MANAGER BUDGET ANALYSIS

Analysis of the Nursing Unit Budget by the Nurse Manager and the Formulation of a Future Plan of action Based on the Same

This budget presentation shows the budget allocation for the 20-bed nursing unit for the month of June in 2013 as USD 285,000. However, the cruel expenses for the unit in the same month came to USD 309,000. This gives a variance or shortfall of USD 24,000 for the month of June 2013. In the same month, the projected patient days were 360. However, the actual patient days came to a total of 347 for the month (less by 13 patient days). A patient day refers to the total number of patients in the unit’s beds by midnight (Waxman, 2015). There was also an increase in both the projected productive and non-productive (compared to the actual) by USD 20,000 and USD 3,000. The total personnel cost was therefore higher in the actual expenses of the unit by USD 23,000. The overheads and supplies expenses in the same month of June were also higher than projected by USD 1,000. In all, the total increment in expenses for the unit came to USD 24,000 higher than allocated for the month of June 2013.

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Productive time is time actually worked by the nurses and paid for. Non-productive time is time that is paid for by the organization while the nurse is not working, such as during sick time, holidays, and paid time off (Gealan, 2013; Brown et al., n.d.). Looking at the budget comparison between 2012 and 2013, it is clear that the patient days increased by 76 days from 3,164 to 3,240. The costs or expenses (personnel remuneration, overheads, and items) also rose, marginally, by USD 3,000 from USD 1,770,000 in 2012 to 1,773,000 in 2013.

The funding allocated to every nursing department is that department’s budget. There should therefore be an appropriate mix of nurses to match the actual patient care hours for quality and effective nursing care (Gealan, 2013; Brown et al., n.d.). In this unit, the future plan of action will be to properly titrate the personnel costs to the patient days every month to avoid having non-essential personnel on duty when the patient days are low. This will be achieved by properly making use of full-time equivalents or FTEs month by month. A full time nurse is taken to work for 8 hours a day and 5 days a week. This gives a total of 2,080 hours of personnel time a year (Brown et al., n.d.). If necessary, locum employees can also be used to reduce costs as they will only work when needed. Their cost will also be based on the FTE model. Lastly, there will also be need to increase efficiency in the use of overheads like electricity and supplies like syringes and catheters by preventing wastage.

References

Brown, P., Eubank, G. & Leger, J.M. (n.d.).
Budgeting
. Retrieved 22 March 2020 from
http://samples.jbpub.com/9781284127256/Chapter_5.PDF

Gealan, R. (2013). Budgeting knowledge of nurse managers in selected units of Rumailah Hospital, Doha, Qatar [Thesis]. Doi: 10.13140/2.1.1226.5920

Waxman, K.T. (2015).
Finance and budgeting made simple: Essential skills for nurses
. Brentwood, TN: HCPro.

 

A nurse manager is responsible for overseeing monthly budget amounts for the unit, a duty that not only entails personnel but often also includes evaluating equipment and supply needs and expenditures. The manager may test new products and/or oversee demonstrations. A nurse manager will report to budget meetings with other department managers to share information, exchange ideas and engage in problem-solving for the health care facility.

This week you are being supplied a budget report showing projected expenses and actual expenses for the past two years. You are asked to present the report during this months budget meeting. After reviewing the budget report, write a description of what you would report at the meeting to explain the report and your plan of action for the following year. Use your text book to help guide you in developing your plan of action. NURSE MANAGER BUDGET ANALYSIS

Other resources that you may find helpful:

Learning and mastering the operating budget

(Links to an external site.)

An Overview of the Nurse Manager’s Guide to Budgeting and Finance

(Links to an external site.)

Rubric

Budget Report Analysis Rubric

Budget Report Analysis Rubric

Criteria

Ratings

Pts

This criterion is linked to a Learning Outcome

Conveys understanding of budget analysis

15.0 pts

Exemplary

Provides exemplary and thorough information conveying evidence of insightful thought on the topic budget analysis.

14.1 pts

Acceptable

Acceptable understanding

12.3 pts

Developing

Minimal understanding

11.0 pts

Unsatisfactory

No evidence of understanding assignment

0.0 pts

No Marks

15.0 pts

This criterion is linked to a Learning Outcome

Provides a relevant explanation of the budget. Thoughts are related to the report results including supporting evidence of resources, provides relevant solutions and ideas for improvements with attention to writing

15.0 pts

Exemplary

Exemplary description of the budget report Thoughts are related to the report results including supporting evidence of the use of resources, provides relevant solutions and ideas for improvements with attention to writing

14.1 pts

Acceptable

Detailed description of the budget report Thoughts are related to the report results including supporting evidence of the use of resources provides relevant solutions and ideas for improvements with attention to writing

12.3 pts

Developing

Limited description of the budget report Description with limited supporting evidence of the use resources. provides limited relevant solutions and ideas for improvements

11.0 pts

Unsatisfactory

Absence of or unclear description of the budget report With no supporting evidence of the use of resources. provides no relevant solutions and ideas for improvements

0.0 pts

No Marks

15.0 pts

This criterion is linked to a Learning Outcome

Writing Style

15.0 pts

Exemplary

Highly skilled presentation of ideas. Engages reading. Work exceeds expectations for this level of student. Absolutely no errors in the following areas: grammar, APA, punctuation, and spelling.

14.1 pts

Acceptable

Skilled presentation of ideas. Engages reading. Work meets expectations for this level of student. 1-2 errors in the following areas: grammar, APA, punctuation, and spelling.

12.3 pts

Developing

Able to present ideas. Comes close to expectations for work at this level. Greater than three errors in the following areas: grammar, APA, punctuation, and spelling.

11.0 pts

Unsatisfactory

Limited ability to convey ideas noted. Below expectations of work at this level. Not formatted in APA. Errors noted in spelling, punctuation, and grammar. NURSE MANAGER BUDGET ANALYSIS

0.0 pts

No Marks

15.0 pts

Total Points: 45.0

Previous

NUR 550 GCU WK1 Discussion 2 translational research

WEEKLY DISCUSSION QUESTION Using the GCU library (notably the GCU library: Nursing and Health Science Guide), find a database, journal, or other collection of resources that focuses on translational research. Select a population health problem or issue of interest from the available studies. What type of transitional research is used for the study? provide rational as to why this is the best type of
transitional research
is best for the study, and explain why transitional research is the most appropriate approach for this problem or population.

NUR 550 GCU WK1 Discussion 2

Translational research involves gathering knowledge from various clinical experiments and using it to address the critical medical needs of a particular population. Translational research aims at improving the health outcomes of the target population. Consequently, this type of research has become very popular in the field of medicine. The study conducted by Hardy et al (2015) on childhood obesity utilizes T2 transitional research, which focuses from clinical practices to the population. This type of research aims at using clinical knowledge to address health issues facing the target population.

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Transitional research is best for this study. Particularly, this type of research illustrates how community-based obesity treatment programs play a significant role in addressing the issue of childhood obesity. It indicates how healthcare practitioners use community-based obesity treatment programs in managing the weight and behaviors of obese children.

Additionally, transitional research is the most appropriate approach to childhood obesity. Research shows that one in every four children aged between 5 and 14 years is struggling with obesity (Hardy et al, 2015). This number represents approximately 716,000 children. The high number makes it relatively difficult for the pediatric to meet their treatment needs. Additionally, brief counselling on healthy feeding habits and screening services offered by primary care team does not assist them to lower their weight. Furthermore, obesity among children is a key public health challenge (Arteaga et al, 2018). About 18.5% of children aged between 2 and 19 years are overweigh (Arteaga et al, 2018). The high weigh exposes them to weigh-related ailments. The drastic increase in childhood obesity in the country necessitates for transitional research, thus enabling healthcare practitioners to come up with more effective clinical practices for addressing this problem. NUR 550 GCU WK1 Discussion 2 translational research

References

Arteaga, S. S., Esposito, L., Osganian, S. K., Pratt, C. A., Reedy, J., & Young-Hyman, D. (2018). Childhood obesity research at the NIH: Efforts, gaps, and opportunities. 
Translational behavioral medicine
, 
8
(6), 962-967.

Hardy, L. L., Mihrshahi, S., Gale, J., Nguyen, B., Baur, L. A., & O’Hara, B. J. (2015). Translational research: Are community-based child obesity treatment programs scalable?.
BMC public health
, 
15
(1), 652. NUR 550 GCU WK1 Discussion 2 translational research

Academic and Professional Success Plan Template

 

Prepared by:

 

 

 

This document is to be used for
NURS 6003 Transition to Graduate Study for Nursing
to complete Assessments 1-6. Just as importantly the document serves to organize your thoughts about planning for your academic and professional success.

For specific instructions see the weekly assessment details in the course, or ask your instructor for further guidance.

 

 

 

Week 1 | Part 1: My Academic and Professional Network

 

I have identified and secured the participation of the following academic (at least two) and professional (at least two) individuals and/or teams to form the basis of my network. This network will help me to clarify my vision for success and will help guide me now and in the future.

 

Directions: Complete the information below for each member of your network. For more than four entries repeat the items below with details of your additional network member(s) in the ‘ADDITIONAL NETWORK MEMBERS’ section.

 

 

NETWORK MEMBER 1

 

Name:

 

 

Title:

 

 

Organization:

 

 

Academic or Professional:

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

 

 

 

 

 

NETWORK MEMBER 2

 

Name:

 

 

Title:

 

 

Organization:

 

 

Academic or Professional:

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

 

 

 

NETWORK MEMBER 3

 

Name:

 

 

Title:

 

 

Organization:

 

 

Academic or Professional:

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

 

 

NETWORK MEMBER 4

 

Name:

 

 

Title:

 

 

Organization:

 

 

Academic or Professional:

 

 

Why I selected this individual and/or team and how they will support my success in the MSN program and as a practicing nurse:

 

Notes:

 

 

 

ADDITIONAL NETWORK MEMBERS

 

 

Week 2 | Part 2: Academic Resources and Strategies

 

I have identified the following academic resources and/or strategies that can be applied to success in the nursing practice in general or my specialty in particular.

 

Directions: In the space below Identify and describe
at least three academic resources
or strategies that can be applied to the MSN program, and
at least three

professional resources
that can be applied to success in the nursing practice in general or your specialty in particular. For each, explain how you intend to use these resources, and how they might benefit you academically and professionally.

 

 

Academic Resource/Strategy
1

 

 

 

 

Academic Resource/Strategy
2

 

 

 

 

Academic Resource/Strategy
3

 

 

 

 

Professional Resource/Strategy
1

 

 

 

Professional Resource/Strategy
2

 

 

 

Professional Resource/Strategy
3

 

 

 

 

ADDITIONAL RESOURCES/STRATEGIES

 

 

 

 

 

Week 3 | Part 3:
Strategies to Promote Academic Integrity and Professional Ethics

 

I have analyzed the relationship between academic integrity and writing, as well as the relationship between professional practices and scholarly ethics. I have also identified strategies I intend to pursue to maintain integrity and ethics of my academic work while a student of the MSN program, as well as my professional work as a nurse throughout my career. The results of these efforts are shared below.

 

Directions: In the space below craft your analysis/writing sample, including Part 1 (The Connection Between
Academic and Professional Integrity) and Part 2 (Strategies for Maintaining Integrity of Work).

 

 

Part 1: Writing Sample: The Connection Between Academic and Professional Integrity

 

In the space below write a 2- 3-paragraph analysis that includes the following:

 

Explanation for the relationship between academic integrity and writing

Explanation for the relationship between professional practices and scholarly ethics

Cite at least 2 resources that support your arguments, being sure to use proper APA formatting.

Use Grammarly and SafeAssign to improve the product.

Explain how Grammarly, Safe Assign, and paraphrasing contributes to academic integrity

 

 

 

 

PART 2: Strategies for Maintaining Integrity of Work

 

Expand on your thoughts from Part 1 by:

 

Identifying and describing strategies you intend to pursue to maintain integrity and ethics of your 1) academic work while a student of the MSN program, and 2) professional work as a nurse throughout your career. Include a review of resources and approaches you propose to use as a student and a professional.

 

 

Week 4 | Part 4:
Research Analysis

 

I have identified one topic of interest for further study. I have researched and identified one peer-reviewed research article focused on this topic and have analyzed this article.  The results of these efforts are shared below.

 

Directions: Complete Step 1 by using the table and subsequent space below identify and analyze the research article you have selected. Complete Step 2 by summarizing in 2-3 paragraphs the results of your analysis using the space identified.

 

 

 

 

 

 

Step 1: Research Analysis

Complete the table below

Topic of Interest:

 

Research Article:

Include full citation in APA format, as well as link or search details (such as DOI)

 

Professional Practice Use:

One or more professional practice uses of the theories/concepts presented in the article

 

Research Analysis Matrix

Add more rows if necessary

Strengths of the Research

Limitations of the Research

Relevancy to Topic of Interest

Notes

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Step 2: Summary of Analysis

Craft a summary (2-3 paragraph) below that includes the following:

Describe your approach to identifying and analyzing peer-reviewed research

Identify at least two strategies that you would use that you found to be effective in finding peer-reviewed research

Identify at least one resource you intend to use in the future to find peer-reviewed research

 

 

 

 

 

 

Week 5 | Part 5:
Professional Development

 

I have developed a curriculum vitae to capture my academic and professional accomplishments to date. I have also developed a statement identifying one or more professional development goals, and a statement proposing how I might align one or more of these professional development goals with the University’s emphasis on social change.

 

The results of my efforts are below.

 

Directions: Complete Step 1 by developing (or copying and pasting) a curriculum vitae (CV) in the space provided. Complete Step 2 by completing a statement identifying your professional development goals space identified. Complete Step 3 by writing a statement proposing how you might align one or more of your professional development goals with the University’s emphasis on social change.

 

 

 

 

Step 1: Curriculum Vitae (CV)

Use the space below to write your CV based on your current education and professional background. Alternatively, you may write this in a separate document and copy/paste the results below.

NOTE: If needed there are a variety of online resources available with tips and samples of graduate nurse CVs.

Step 2: Professional Development Goals

Use the space below to write a statement identifying your professional development goals.

 

 

 

 

 

 

 

 

Step 3: Alignment with Social Change

Use the space below to write a statement proposing how you might align one or more of your professional development goals with the University’s emphasis on social change.

 

 

Week 6 | Part 6:
Finalizing the Plan

 

I have considered various options for my nursing specialty, including a close look at my selected (or currently preferred) specialty and second-preferred specialty.  I have also developed a justification of my selected (or preferred) specialty. Lastly, I have examined one professional organization related to my selected or preferred specialty and considered how I can become a member of this organization.

 

The results of my efforts are below.

 

Directions: Complete Step 1 by writing 2-3 paragraphs in the space below comparing the nursing specialty you have selected – or the one you prefer if your choice is still under consideration –  to your second preference. Identify each specialty and describe the focus and the role that graduates are prepared for. Identify any other differentiators you feel are significant, especially those that helped or may help you reach a decision.

 

Complete Step 2 by writing a paragraph identifying and justifying your reasons for choosing your MSN specialization. Be sure to incorporate any feedback you received from colleagues in this week’s Discussion Forum.

 

Complete Step 3 by examining and identifying one professional organization related to your selected or preferred specialty. Explain how you can become a member of this organization.

 

 

Step 1: Comparison of Nursing Specialties

Use the space below to write 2-3 paragraphs comparing the nursing specialty you have selected – or the one you prefer if your choice is still under consideration –  to your second preference. Identify each specialty and describe the focus and the role that graduates are prepared for. Identify any other differentiators you feel are significant, especially those that helped or may help you reach a decision.

 

 

Step 2: Justification of Nursing Specialty

Use the space below to write a paragraph identifying and justifying your reasons for choosing your MSN specialization. Be sure to incorporate any feedback you received from colleagues in this week’s Discussion Forum.

 

 

 

 

 

 

 

 

Step 3: Professional Organizations

Use the space below to identify and examine one professional organization related to your selected or preferred specialty. Explain how you can become a member of this organization.

USW1_NURS_6003_Academic and Professional Success Development Plan Template