Write an answer to this and use at leat one reference but not the same that appear here.

Leadership in Nursing

Leadership in the nursing field entails influencing other nurse practitioners to improve patient care by offering high-quality care that significantly improves patient outcomes.  Leadership in nursing enables nurse leaders to motivate other practitioners towards better healthcare delivery approaches. Nurse leaders need to encourage other nurses to work closely together as a team in health promotion. Therefore, nursing leadership e tails creating a conducive environment that motivates nurse practitioners and supports health promotion.  

The healthcare facility where I offer patient care aims at always remaining relevant to the patient it serves through serving their care needs cost-effectively and efficiently. The facility promotes the continuous learning of the nurse practitioners and other health practitioners working in the facility. The learning ensures there is a constant improvement of healthcare services. It further ensures that we’ll inform all the healthcare staff on current and emerging trends in the healthcare sector. The practice ensures that the facility provides up to date care to its patients all times.

I work for a Private for-profit hospital that offers different types of care and health promotion approaches. The hospital has embraced information technology that it uses to improve the kind of care provided to patients while at the same time reducing the associated costs. Lowering the cost of healthcare services is one of the critical objectives of the facility; it ensures that the hospital receives an increased number of patients. 

The climate in the facility motivates nurse practitioners to offer quality care that improves patient outcomes. The nurse leaders continue to create a positive work environment for the nurse professionals, thus serves as a very robust buffer against opposing forces that have adverse effects on their work. The motivation offered to the nurse practitioners by the leaders enables the nurses to work to the best of their ability. The leaders further provide training and guidance to the nurses, which also plays a crucial role in improving patient outcomes. The facility’s structuring is divided into four crucial segments: the individual patient segment, the care team segment that includes the healthcare professionals from the doctors, the nurses, and other professionals that deliver healthcare to the patients, the patient, and their family. The third segment is the administration, which comprises the hospital leadership and the external environment that comprise the hospital’s political and economic environment.  

The health facility’s formal goals include improving the quality of care offered to patients, improving patient outcomes, and ensuring that healthcare services are provided to patients at a reduced and affordable cost. The healthcare facility’s informal goals entail ensuring the healthcare professionals serving in the facility have a good working relationship that fosters the coordination of care offered to patients. The goals play a crucial role in ensuring teamwork among the hospital staff, which is vital in improving the quality of healthcare provided to the patients (Weiss & Tappen, 2014).

The facility’s processes include detecting different health conditions patients have by carrying out a proper patient diagnosis. Another key process that the health facility engages in is carrying out the necessary treatment to the patient depending on the diagnosis given and, lastly, ensuring that the patients are provided with a good end of life. The facility aims to provide care that improves the quality of life of the patients served and ensures the patients’ healthcare needs are well addressed. 

An organization’s work climate is vital to nurse leaders and managers because it enables them to understand better the processes involved in the work and have a clear picture of their roles and responsibilities in healthcare delivery in the organization. The work climate enables nurse leaders to understand the social processes that affect the nurse professionals they lead. As nurse professionals portray, work-related attitudes enable them to develop an environment conducive to the facility’s nurse practitioners.

The health facility climate is also vital for the career growth and development of nurse professionals in the facility (Stanley & Stanley, 2018). It promotes their empowerment and also impacts their productivity and job satisfaction. The work climate further leads to increased loyalty to the nurse leaders, significantly impacting nurse retention in the facility. In advancing their expertise, nurse practitioners need to embrace technological advancement in their practice. Through this, the nurses can learn new and emerging approaches that improve patient care quality.   

Effective communication is another approach that nurse practitioners can utilize in improving their expertise in the nursing field. Through this, the nurses have more clarity and understanding of patient needs, and that the patients and nurse practitioners relate better with each other. In my health facility, nurse practitioners have continuously engaged in critical thinking to effectively promote their healthcare practices. Shared governance entails the framework of accountability, equity, partnership, and ownership. In healthcare practice, it involves the integration of crucial values and beliefs to improve patient care. Shared governance impacts the power structure of a healthcare organization by improving the structure of the health facilities. It promotes the job satisfaction of the health professionals, thus promoting job retention.

Understanding the health facility’s culture and real goals that nurse practitioners serve plays a crucial role in guiding the nurse practitioners in their duties. It offers a sense of direction and guidance to the nurse practitioners in the different activities they engage in. An organization’s culture sets expectations on the organization’s practices, how people behave within the organization, and how they work together as a team (Stanley & Stanley, 2018). Therefore, the nurse needs to understand the organizational culture and the facility’s goals they work in to achieve high-quality care. 

According to one of the staff nurses, the activities that empower the nurses include providing them with leadership development. Different ways of doing this include introducing training programs that effectively empower nurse professionals in their professional and personal attributes. Involving nurse professionals in decision making is also an effective way of empowering nurse practitioners (Backman, Sjögren, Lindkvist, Lövheim & Edvardsson, 2017). Different ways of doing this involve giving the nurses a voice in crucial decision making. It enables the nurses to develop a sense of belonging, making them feel part of the big team.

My first impression upon walking into a healthcare facility was a place where my health issues would be solved with a lot of care. I remember who the nurses welcomed me with a lot of politeness and care, and I was instantly assured that I was in the right place. The changes that would be made at a low cost include training the nurse professionals on how to win a patient’s trust. Expensive changes include increasing the number of staff to offer a better patient experience. Making a good first impression is vital in enabling a health facility to gain patient trust.   

References

Backman, A., Sjögren, K., Lindkvist, M., Lövheim, H., & Edvardsson, D. (2017). Characteristics of highly-rated leadership in nursing homes using item response theory. Journal of Advanced Nursing, 73(12), 2903–2913. https://doi.org/10.1111/jan.13353

Stanley, D., & Stanley, K. (2018). Clinical leadership and nursing explored: A literature search. Journal of Clinical Nursing, 27(9-10), 1730–1743. https://doi.org/10.1111/jocn.14145

Weiss, S., & Tappen, R. (2014). The essentials of nursing leadership and management. F.A. Davis Company; 6th Edition.

Part I: Choose ONE of the following options.

1. Birth Outcomes      Birth outcomes, like other health indicators, follow the wealth-health gradient of the socioeconomic ladder. According to the video clip #3, what did Dr. Lu mean by the life-course perspective and how does this perspective support a link between racism and premature birth or low birth-weight babies? Why do African American mothers – even those with college degrees – have more low birth-weight babies than white American women? Answer these two questions using at least 250words. Be sure to use sources from your readings and the video clips to support your answer and cite your sources using proper APA format.
2. Social Status    This week you read about how social status impacts health status from birth to death. Why do differences in health outcomes emerge from childhood conditions? What specifically are these conditions and how do they change as move we through childhood, adolescence, adulthood and finally into retirement? Answer these two questions using at least 250 words. Be sure to use sources from your readings and the video clips to support your answer and cite your sources using proper APA format.
3. Health Behavior    Exercise, maintaining a healthy diet, and buckling up the seat belt are all behaviors that reduce the changes a person will die early. What things influence our health behavior? Why are those people higher on the socioeconomic ladder more likely to refrain from health-damaging behaviors and engage in those behaviors that promote health? Answer these two questions using at least 250 words. Be sure to use sources from your readings and the video clips to support your answer and cite your sources using proper APA format.

Setting:    

You have been given some startling news! Upon entering your office as the new assistant director of the Food and Agricultural Organization (FAO), you are confronted with the following headline:

“Global citrus crop devastated by lack of bee pollination!!”

(That’s okay by me, I don’t eat honey anyway…you might think.)

The crops immediately affected are the following:

Lemon          Lime              Orange                  Grapefruit

You are faced with a serious problem! Using your brain, whit, and possibly charm, find out what other alternative crops will be used to supply the global vitamin C need.

1.  List four alternative crops that provide an equivalent amount of vitamin C, fiber, and carbohydrates as the citrus listed above.

2.  Describe how these sources will be produced and distributed. If they don’t exist, or not in sufficient numbers, then tell me how you intend to solve that problem too!

1. List the nutrient content of the four food sources you choose and compare them to the ones listed above.

Instructions

Consider the discussion questions below. Please begin a discussion about nutritional regulations and how they help the nutritional status of the population in the United States, (or don’t help it). Your initial comments must be at least a full solid paragraph for each question (over 50 words).

Here’s a good one to ponder while out and about?  Some cultures are very accepting of alcohol consumption while others find it taboo until you reach some age society has determined allows you to “control yourself.”  On the other side, we find the same strange condition concerning the operation of motorized vehicles.  Question:  Which would you rather have a restriction upon, alcohol consumption, or driving?  Please provide a rational reason for your choice.  

Jennifer hay RE: Discussion – Week 4COLLAPSE

Important Leadership Skills

            Leadership matters in every organization not just in healthcare. With healthcare constantly changing, now more than ever, it is important to have great leaders throughout every organization (Marshall & Broome, 2017). One key characteristic of a good leader is they should focus on self-development (Aij & Rapsaniotis, 2017). Leaders that focus on self-development will continue to grow and learn from their mistakes. This allows them to focus on developing new skills and knowledge. When leaders continue to grow, they will be able to empower employees to be better and achieve their goals. Another leadership behavior that is important is characteristics seen in a transformational leader. Transformational leaders motivate and communicate with their employees to achieve a common goal (Fletcher et al., 2019). In healthcare, transformational leaders motivate their staff to provide high quality care to patients.

Leadership skills from personal experience

            My floor director is a good example of a transitional leader. With all the changes that have gone on with Covid she constantly makes sure we are up to date on the most current information. She also works alone side us often providing patient care. Having a leader that is not scared to do what we do makes a big impact. She has taken care of Covid patients while they deliver newborns. She also always expresses her appreciate for a job well done. Its nice to have someone not only appreciate what you do but also be willing to step into the trenches with us.

Leadership skills effectiveness

            Self-development is important for leaders, so they do not stay stagnant. Recently there was a push through clinical ladder to have more nurses that were nationally certified. Both of my managers pushed themselves and other staff to get certified. As a result of their motivation for self-development there are now 8 board certified pediatric nurses on the floor. Leaders must be willing to deal with difficult situations also. Working in Womens and Childrens our managers sometimes have to deal with situations that sometimes can be uncomfortable like mothers with drug addicted babies, adoption situations, or even fetal demises. Knowing how to deal with difficult situations makes them a resource to help other staff when these situations arise.

References

Aij, K. H., & Rapsaniotis, S. (2017). Leadership requirements for Lean versus servant leadership in health care: a systematic review of the literature. Journal of Healthcare Leadership, Volume 9, 1–14. https://doi.org/10.2147/jhl.s120166

Fletcher, K. A., Friedman, A., & Piedimonte, G. (2019). Transformational and Transactional Leadership in Healthcare Seen Through the Lens of Pediatrics. The Journal of Pediatrics, 204. https://doi.org/10.1016/j.jpeds.2018.10.007

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.).      New York, NY: Springer.

Henrietta Mosoke RE: Discussion – Week 4 Main PostCOLLAPSE

Leadership Theories in Practice

Views from Scholarly Resources

 The first article reviewed by Boamah et al (2018), dwelled on transformational leadership and its effects on creating safety outcomes for both nurses and patients. This explains the need for building and enhancing relationships with employees to enable the team to identify and clarify a shared vision. The advantage of this is to increase rates of change and sustainability. According to Marshall and Broome (2017) if leaders do not carry the best interests of the people they represent, then, there is no true leadership. Leaders must exhibit some ethics and core values to guide human behaviors and actions. When nurses are satisfied with leadership, they fell less burned-out and strained in interpersonal relationships, they engage less in misbehavior, and, in turn, patients were more satisfied with the quality of the care provided by the nurses.

            In the second article, it explained the correlation of good nursing leadership with quality of care. The article also emphasized on job satisfaction for healthcare employees and the general satisfaction of the patients, Sfantou et al (2017). Leadership styles were found to be directly proportional to the quality of care provision. It directs care provision and ensures quality care for all patients. It motivates staff health and wellbeing. So, leadership was very instrumental in directing workflow, impacting the work environment as well as organizational policies. Zaghini (2020), also reiterated the relationship between nursing leadership style and the way patients perceive the quality of care they receive.

Transformational Leadership.

            My unit manager is a transformational leader, she has confidence, respect, and loyalty for her team. She encourages staff on the unit to build on strengths and develop trust and encourages all employees that she manages. Transformational leadership must focus on improved systems and processes (Marshall, & Broome, 2017). She does not only focus on herself but others as well. The manager also inspires the team through her words and actions. She possesses effective communication and interpersonal skills. Always very generous with praises and encouragement. For example, the manager is also quick to inform the team about avenues for professional growth within the organization. Besides she is always open to discussions, suggestions, and proposals to move the team forward. Also, she is a good educator ready to improve the clinical skills of the nurses. Twice every month, she reviews a skill with the team. Last week we reviewed blood transfusion as a means of keeping the team abreast of their skills. Just like in the video Laureate Education (Producer). (2018), a good leader communicates effectively, has respect and integrity for their team.

Effectiveness of Skills.

 As a result of this transformational style of leadership, the turnover rates are very low. Some nurses have worked in the unit for over fifteen years. Such experienced nurses now serve as mentors and preceptors to the novice nurses. Thereby transferring their skills and experiences while also representing the unit in certain committees in leadership and administrative levels. There is satisfaction in both patients and staff members and a general feeling of wellbeing. The unit functions as a team with nurses assisting each other to grow. Social activities such as birthdays and other occasions are celebrated for every staff member. I have also observed that a lot of nurses have returned to school to either obtain higher degrees or certificates within the organization or other institutions.

References

Boamah, S. A., Spence Laschinger, H. K., Wong, C., & Clarke, S. (2018). Effect of transformational leadership on job satisfaction and patient safety outcomes. Nursing Outlook, 66(2), 180–189. https://doi-org.ezp.waldenulibrary.org/10.1016/j.outlook.2017.10.004

Laureate Education (Producer). (2018). The leader in You [Video file]. Baltimore, MD: Author.

       Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.

Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare (Basel, Switzerland), 5(4). https://doi-org.ezp.waldenulibrary.org/10.3390/healthcare5040073

Zaghini, F., Fiorini, J., Piredda, M., Fida, R., & Sili, A. (2020). The relationship between nurse managers’ leadership style and patients’ perception of the quality of the care provided by nurses: Cross-sectional survey. International Journal of Nursing Studies, 101, N.PAG. https://doi-org.ezp.waldenulibrary.org/10.1016/j.ijnurstu.2019.103446

3SOURCES ON EACH DISCUSSION