In this assignment, you will be writing a 1,000-1,250 word paper describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:
Select an issue from the following list: bullying, unit closers and restructuring, floating, nurse turnover, nurse staffing ratios, use of contract employees (i.e., registry and travel nurses), or magnet designation.
Describe the selected issue. Discuss how it impacts quality of care and patient safety in the setting in which it occurs.
Discuss how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct.
Explain the differing roles of nursing leaders and nursing managers in this instance and discuss the different approaches they take to address the selected issue and promote patient safety and quality care. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
Discuss what additional aspects mangers and leaders would need to initiate in order to ensure professionalism throughout diverse health care settings while addressing the selected issue.
Describe a leadership style that would best address the chosen issue. Explain why this style could be successful in this setting.
Use at least three peer-reviewed journal articles other than those presented in your text or provided in the course.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.
This benchmark assignment assesses the following programmatic competencies:
RN to BSN
1.1: Exemplify professionalism in diverse health care settings.
1.3: Exercise professional nursing leadership and management roles in the promotion of patient safety and quality care.
3.4: Demonstrate professional standards of practice.
Nurse turnover is rapidly-growing as an HR problem, which currently affects the healthcare sector globally. There is a high turnover rate across the world, and it ranges from 15% and 40%. In the United States, the national average rate of nurse turnover is 8.9% to 36%, and it depends on the nursing specialty and geographic location (Nurdiana et al., 2019). In addition to the problem of nurses, the shortage is the fact that the nursing profession is still female-dominated, and often during years of childbearing, nurses tend to cut back or abandon the nursing profession altogether, thus exacerbating the turnover problem. At the same time, the patient population demographic getting older increases the need and demand for nurses throughout every healthcare facility (Anthony et al., 2005). Implementing the Affordable Care Act also increases the population of patients seeking health care and, in the process, stretch the nursing services, which creates a nursing shortage and high nurse turnover.
Nurse turnover in hospitals and other healthcare facilities reduces the productivity and effectiveness of patient care delivery, in addition to increasing operating costs (Nurdiana et al., 2019). According to Nassar et al. (2011), turnover often results in the nursing staff shortage, which adversely affects patient outcomes and satisfaction. It has also been determined that higher turnover rates are directly connected to higher mortality rates of patients. Nurdiana et al. (2019) add that nurse-sensitive patient results or outcomes like pressure ulcers and falls are difficult to realize with nurse shortages attributed to a high turnover rate. Other implications include the difficulty in building trust and teamwork, as well as experiencing ineffective communication, thus difficult to realize a high level of quality care and patient safety (Anthony et al., 2005). Turnover also creates higher workload demands, and increased stress levels for the experienced, further contributing to patient dissatisfaction and delivery of poor health care.
Specific professional practice standards can be applied to reduce nurse turnover via the improvement of retention. For instance, the highest standards of quality can be implemented to facilitate the processes of nurses hiring and staffing. These standards ensure supervision on nurses is conducted during their practice to operate as the support system in overseeing the accomplishment of complex tasks nurses have to handle as part of their nursing practice (Nurdiana et al., 2019). The practice standards can also be used to improve the nursing management in all areas of operation to facilitate swift decision-making. Accordingly, Nassar et al. (2011) emphasized that professional practice standards should also be demonstrated to establish mentorship and counseling programs for the empowerment of nurses to fully embrace their nursing practice.
Regarding the issue of nurse turnover, the nurse leaders and nurse managers have differing roles. These individuals are likely to take up different approaches to address the nurse turnover problem in promoting quality care and patient safety. According to Nurdiana et al. (2019), the role of nurse managers is assigned by the healthcare organization to manage the nursing staff, and other staff, to realize the health care goals of the organization. Accordingly, the nurse managers are focused on short-term goals, management of time, completion of healthcare objectives, and management of staff productivity | PLACE YOUR ORDER NOW AT writtask.com | roles are aligned with the policies, missions, and goals of the organization. For instance, their roles work towards reducing nurse turnover rates by being efficient, managing budgetary allocations, meeting deadlines, and ensuring a stable workplace environment is | PLACE YOUR ORDER NOW AT writtask.com | of attention is directed at the efficiency of work nurses do; Nassar et al. (2011) emphasize that the constant presence of the nurse managers, and remaining attentive to the needs of the nurses ensure the rate of nurse turnover is reduced.
Additionally, nurse managers can handle the needs of nurse staff by making decisions and changes to realize flexible scheduling, staff enough nurses, and supply the unit with the required medical and nursing equipment (Nurdiana et al., 2019). The nurse leaders, by making sure the personal and professional demands/needs of the nursing staff are met, can retain their nursing staff, as well as register higher levels of staff satisfaction. As the nurse managers address the rates of nurse turnover, the issue of nurse shortage of major concern because of its complexities as it is difficult for these managers to hire non-existent nurses. According to Nassar et al. (2011), the federal government should increase funding for various nursing programs to boost the reducing population of | PLACE YOUR ORDER NOW AT writtask.com | roles of the nursing leadership handle the issue of nursing shortage and turnover differently compared to the nurse managers. According to Nurdiana et al. (2019), nursing leaders lead in various healthcare organizations to influence the nurse staffing through the development of teamwork and trust among nurses, effective communication and represent the visions of the organization through specific organizational | PLACE YOUR ORDER NOW AT writtask.com | nurse leaders facilitate and advance mentoring programs, motivation, and inspiring nursing staff, to realize specific health care and nursing goals. For instance, these leaders identify specific ways of achieving the set goals by making sure there is the flexibility to the needs of the staff. Nassar et al. (2011) emphasize that the efficient and effective leadership is an important part of realizing successful staff | PLACE YOUR ORDER NOW AT writtask.com | nurse leaders always strive to meet the nursing staff needs, as well as hold influence over the nurses to reduce the…