NR 500 Week 7 Assignment: Cultivating Healthful Environments

Chamberlain University NR 500 Week 7 Assignment: Cultivating Healthful Environments– Step-By-Step Guide

This guide will demonstrate how to complete the Chamberlain University NR 500 Week 7 Assignment: Cultivating Healthful Environments   assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NR 500 Week 7 Assignment: Cultivating Healthful Environments              

Whether one passes or fails an academic assignment such as the Chamberlain University NR 500 Week 7 Assignment: Cultivating Healthful Environments  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NR 500 Week 7 Assignment: Cultivating Healthful Environments              

The introduction for the Chamberlain University NR 500 Week 7 Assignment: Cultivating Healthful Environments  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NR 500 Week 7 Assignment: Cultivating Healthful Environments              

After the introduction, move into the main part of the NR 500 Week 7 Assignment: Cultivating Healthful Environments assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NR 500 Week 7 Assignment: Cultivating Healthful Environments              

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NR 500 Week 7 Assignment: Cultivating Healthful Environments              

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NR 500 Week 7 Assignment: Cultivating Healthful Environments

Introduction

Mosadeghrad (2014) suggest that a variety of factors influence the quality of services provided by nurses in their routine practice. The incidents of incivility could be a major reason in this list. Therefore, it is extremely critical to further assess this issue so that adequate policy measures can be drafted to address this issue. According to Brown and Cummings (2013), there could be different names ad terms but incivility, violence, and bullying is often witnessed by practicing nurses. Therefore, the code of conduct for nursing has seen many revisions in light of this issue, as stated by Simpson (2016). The objective of this paper is to examine the incidents and issue of incivility against nurses and how to deal it effectively without braking the decorum. It also helps the healthcare professionals as well as the management to create a better environment for service delivery.

Issue of Incivility

Several academic researchers have defined the cases of incivility in nursing in different ways. According to American Nurses Association (2015), incivility refers to the act of behaving rudely and without curtesy with the hospital staff. For example, if an individual spreads rumors with the intention to create panic in the hospital complex. In another case, a colleague may refuse to support another to create nuisance in the hospital environment. According to Mosadeghrad (2014), since nurses work in an extremely stressful environment where situations swing between life and death, this incivility becomes an integral part of the business. Even with the best of efforts, the incidents cannot be completely eliminated.

Apart from this, there are many risks and hazards associated with the profession of nursing. Therefore, the nurses as well as patients could be extremely tired and frustrated and lead into behaviors that are classified as incivility. Equipped with these assumptions and knowledge, Lachman (2014) suggests that we need both, primary as well as secondary interventions to address this issue. With the help of primary interventions, the incidents can be prevented while secondary interventions are used to bring down the frequency of such incidents.

Due to incivility, the relationship between nurses and patients, or fellow nurses may get impacted severely. As a result, there could be many conflicts that hamper the day to day work. The seminal paper by Wood (2016) suggests that due to incivility, the performance of nurses could go down significantly. As a result, the overall healthcare services become of low quality. Having learnt these massive impacts of incivility in the healthcare environment, it is extremely importance to find a solution to this problem so that the healthcare professionals may work in a normal manner.

Importance to Nursing

Lachman (2014) argues that the incidents of incivility in the healthcare environment have been increasing in the last few years, and it has brought down the quality of healthcare services.  The nurses as well as patients, both have to bear the brunt of it. As the situation worsens on day by day basis, the sector would find it hard to maintain the quality, allocate resources intelligently, and maintain the desired level of patient outcomes. Due to the bad behavior that nurses see around them, they often end up either leaving their job or the industry altogether. Therefore, the turnover rate of nurses also becomes higher. Incivility makes the healthcare environment extremely stressful and impacts the psychology of nurses (Chamberlain College of Nursing, 2017). When nurses face constant conflicts, stressed environment, sleep deprivation, or embarrassment at workplace, they lack motivation to work at their full efficiency (Wood, 2016). Due to this increased activity, the nurses may also fall sick and remain absent from work. For a family nursing practitioner, such issues could trigger negative emotions. Brown and Cummings (2013) further elaborate on the ways in which negative emotions could impact the performance of family nurse practitioners.

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Due to incivility and the associated poor performance, the nurses often receive bad ratings in performance appraisal. Such ratings often discourage them and the performance level and commitment further reduces. The emotional impact due to incivility could come out in the form of anger, isolation, or fear etc. (American Nurses Association, 2015).

Incivility has other effects also, such as causing damage to the staff nurses. Gradually, increase in the incident of mistreatments provokes the people engaged with the matter and makes the situation intense. Simpson (2016) accepts that there are chances that nurses could get physically injured in the environment of violence. Such conditions take place when one person does not trust another person leading to misunderstandings, arguments and self-interest.

Storytelling

Initially, I had no idea about Incivility and its effects. It is when I started my career in nursing I came to know about Incivility in detail. I faced certain challenges in the start while dealing with the cases of patient’s family incivility. Though the subject of the topic is similar still the cases differ and so the way to handle them. During my job, I realized that the members of nurse team and physicians’ team can coordinate and work closely with each other. They together made a strong team and delivered a recognizable service to the patients admitted at a hospital provision.

I encountered many instants where everything could turn out as a huge fight. But the physicians and the nurses looking after that matter somehow managed to handle it smoothly. The matter was regarding the family patient who was supposed to move to the general ward from the ward of intense precaution. Whereas the one group was confident about the decision, another group was still in doubt. The physicians were sure that the patient is in a condition where he can have cared but the nurses were not sure and needed the help of physicians to deal with it (McCormack & McCance, 2017).

There are some ethics to be followed in Nursing out of which one is to treat with respects to other professionals working with you. There is a major reason behind it. Take an example, if the patient is in a critical condition and professionals tend to have different opinions during operation can lead to the patient into danger. Therefore, professionals need to understand the sensitivity of the situation and act accordingly in the operation theatre. Admiring of each other’s opinion is required for the patients’ safety.  As such, the respect of the ideas from both parties involves ensuring that the patients were well cared for.

Creating a Healthful Environment

The health organizations are regulated effectively through implementing the certain strategy like a flow of effective communication. The first strategy that should be employed for the creation of a healthful environment is ensuring that there is effective communication. On this, Lachman (2014) states that effective communication can be a key to solve any disputes or misunderstandings in a healthcare center or anywhere. opines that communication will help in the resolution of possible issues that may occur in the healthcare profession. Additionally, it also keeps the members concerned informed on activities taking place.

 Another strategy explained is coordination. The hospitality is all about caring and goes under manpower. Hence, all the people concerned with each other need to coordinate with each other for smooth operations. Understanding its importance, Brown and Cummings (2013) concludes that if organization aims to achieve the success they should know keep the team spirit allow which is always ready to come front to help each other. Such environment is a boom when it comes to providing training to new employees.

The third strategy is employees engagement. Though the leaders are tending to know for effective decision making due to the experience they acquired, they show involve other unit members in decision making. Also, everyone differs and so does their thought, one can never know when the great idea can come from. The practice of engaging everyone in the course motivates everyone making them feel important. Hence, they also feel appreciated and give their best in every work they take into account. Through research, Mosadeghrad (2014), stated that engaging everyone is a stepping stone to achieve company’s vision and mission involvement in decision making. Involving others in the process of decision making is filled with advantages like the transparency of activities, exchange of ideas, and elimination of disputes and so on.

Practice Application

My role is the family nurse and my responsibilities at work include managing the illness of the patient taken admission in the healthcare and carrying out the physical tests as per procedure. I have been also honored with the task of specialty diagnosis which is meant to looking after the family members for their health for their entire life. We often get a call for meetings between employers and employees. During the meeting, we discuss the activities, critical condition and everything related to patients. The meetings bring clarity among everyone about tasks, its goal and etc. Also, the feeling of engagement motivates us to work effectively.

Conclusion

Through this paper, we get to know about the role and responsibilities of a practitioner of the family nurse. They have curtained aligned tasks to be performed for maintaining the standards set by hospitals in regard to caring of patients. Additionally, they have to go through certain situations like among the members of the unit. Incivility refers to an offensive and bad-mannered behavior which often give rise to a corrupt culture. It affects the people working in an organization and indirectly affects their working pattern. Hence, healthy environment is very important for smooth working. It can be achieved through various well-defined strategies mainly employee engagement and effective communication. Communicating with each member and asking for their opinion for decision making brings the number of benefits to an organization.

References

American Nurses Association. (2015). Incivility, bullying, and workplace violence. American Nurses Association.

 Brown, P., & Cummings, G. (2013). Factors influencing intentions to stay and retention of nurse managers: a systematic review. Journal of Nursing Management, 21(3), 459-472.

Chamberlain College of Nursing. (2017). Mission, philosophy, program outcomes. Retrieved fromhttps://www.chamberlain.edu/docs/default-source/academics-admissions/catalog.pdf

Lachman, V. D. (2014). Ethical issues in the disruptive behaviors of incivility, bullying, and horizontal/lateral violence. Medsurg nursing, 23(1), 56.

McCormack, B. & McCance, T. (2017). Person-centred practice in nursing and health care. Theory and practice (2nd ed.). Oxford: Wiley Blackwell.

Mosadeghrad, A. M. (2014). Factors influencing healthcare service quality. International journal of health policy and management, 3(2), 77.

Simpson, K. R. (2016). Incivility, bullying, and workplace violence: new recommendations for nurses and their employeeers from the American Nurses Association. MCN: The American Journal of Maternal/Child Nursing, 41(1), 68.

Wood, R. M. W. (2016). Workplace bullying between registered nurses: Occurrence and perceived effects on work productivity (Doctoral dissertation, Villanova University).

Sample Answer 2 for NR 500 Week 7 Assignment: Cultivating Healthful Environments

It is disappointing to say that I have recently personally faced incivility in the work place. I am a traveling nurse and I have faced many situations where I could tell I was not wanted or welcomed but it was never to the point where I felt like I could no longer work in that environment.

The current hospital where I am on assignment, has an Assistant Manager who micromanages her staff and can be suffocating and demeaning. My initial interaction with the manager was when she came up to me while I was working on my computer and instead of asking for my name, she breached my personal space, reached for my chest and turned my badge over to see what my name was. I found that maneuver to be very unprofessional and told her that she could have asked for my name instead. On one of my shifts on the unit, I was given a heavy assignment, nothing new there, but the majority of my patients were due for tests and procedures off of the unit and was very time consuming. Even though there is a charge nurse there is little to no support. Consequently, I was unable to take my break, therefor I needed to fill out a no break form and was told to see said manager for the form. Once I requested the form be filed out the manager started to be very pushy about taking a break, to have the charge pass my medications, or do something for me because I simply have to take a break. Her choice of words and tone expressed a lack of willingness to provide me with the form even though I was entitled to it. I walked away from her office agreeing with her request to have the charge help me even though my shift would end in 2 hours. I denied needing any help from the charge when she asked what she could do since her tone was very abrasive. Then I was told that the Manager agreed to sign the form.

At the end of my shift while giving report, my last patient comes back to the unit from a test. The patient needed to be put back on O2 and have his telemetry box connected. As the bed is rolling in, I see said manager walking in with the auxiliary staff and I remember thinking ok she will settle the patient. The manager comes back around, tells me that only a RN can place a patient on O2 while interrupting both the incoming nurse and I to remind us that it is in our scope of practice to do so and not auxiliary staff. She then goes into the patient’s room, comes back to tell us that she placed the patient on O2 and that she did not place him back on the monitor. When I asked if she could place the patient on the monitor for me, she replies firmly me that I can do it myself. She then came back to us about 10 minutes later while we were still giving report to find out if the patient was connected but only addressed the incoming nurse who is staff. I have never been so disrespected in my career. This leader put a patient at risk to prove a point and was very unprofessional, passive aggressive and lacked empathy. She knew I had a rough day and did not care to help when asked to do so. As a traveler I have the autonomy to remove myself form places that are toxic but if I were staff, I can think of many ways where this incivility could be addressed and resolved.

Having judgment free huddles where needs and concerns can be discussed freely and solutions offered;

Apply the servant leadership style to support staff during challenging times;

Having 1 on 1 constructive conversations with staff when concerns arise;

Sample Answer 3 for NR 500 Week 7 Assignment: Cultivating Healthful Environments

When I was fresh out of orientation, one of my night clinical nurse managers (CNMs) made it a point to offer her view on new graduate registered nurses (RNs) being hired directly into the intensive care unit (ICU). Her views on new RNs in the ICU were negative, insisting that they could not assimilate well without prior experience in a lower-acuity unit. While I and many other of my colleagues disagreed, it usually ended at that until the first week that I and my new graduate RN colleagues were shifted off of orientation and beginning to take on our own cases. The seasoned day shift nurse had given the report to my colleague and explained the severity of the situation. Not even 5 minutes into the shift, we could hear yelling coming from that patient’s room with the night CNM berating my colleague and saying condescending things, including asking her in front of the patient’s family why she thinks she could ever have started out her nursing career by working in the ICU. As the situation developed, the nurse manager was luckily still around and stepped in to diffuse the situation. The staff was upset, the patient’s family was upset, and the attention deviated from caring for the patient who was hemodynamically unstable to trying to rectify an unjust act that should have never occurred. My colleague suffered greatly from this event and almost quit nursing altogether after this one experience. The work environment felt more hostile, and everyone who witnessed it just felt uncomfortable. We later found out that what triggered the response from the CNM was the fact that one of the lines running a vasopressor was not properly connected, but the nurse in question was working on rectifying the issue by checking the lines. It had not even been 5 minutes after receiving the report from the day shift nurse that this all transpired. 

I felt terrible about the situation and it also made me second-guess my decision to start in the ICU directly after graduating from nursing school. The work environment with that particular CNM always felt tense and many colleagues subsequently started requesting alternating schedules to avoid working the same shifts as her. At the time, I tried consoling my colleague and trying to keep her hopeful, but she ultimately ended up leaving the profession and pursuing a different line of work. Every single one of the other colleagues that I had started with left before their 2-year contract was over. I stuck it out and transferred as soon as I could. I don’t regret what I learned, but it was a very challenging time working under that CNM, and I did consider leaving nursing altogether. It’s incredible how much one person’s attitudes and incivility can have such a huge impact on burnout and turnover rates. If the CNM had just taken on a less aggressive approach to punishing and instead used them as opportunities to educate and cultivate those nurses, the profession and unit would’ve retained some great nurses.

To promote a healthy nursing work environment it is crucial to have a good work-life balance, foster a supportive culture, ensure adequate staffing, encourage self-care, regularly address workplace issues in a constructive way, and provide opportunities for growth. All of these aspects of a healthy work environment serve to reduce the unnecessary extra stress associated with an already stressful career and increase the rewarding aspect of caring for people. Having good staffing ratios and work-life balance allows nurses to perform their job fairly and destress when needed, and having a supportive culture where issues are addressed in a constructive way and there are opportunities for growth ensures that nurses have positive incentives to perform the best they possibly can. Wei et al. (2018) detail that a healthy work environment and appropriate nurse-to-patient ratios are complementary to one another in increasing positive patient outcomes. Having an intolerance of incivility also facilitates having a supportive and just culture. Lachman (2015) asserts that creating an environment that encourages civility must be attained by having leaders that are intolerant of incivility. A healthy work environment is, therefore, one that promotes positivity and condemns negativity. 

Lachman, V. D. (2015). Ethical issues in the disruptive behaviors of incivility, bullying, and horizontal/lateral violence. Urologic Nursing, 35(1), 39-42.

Wei, H., Sewell, K. A., Woody, G., & Rose, M. A. (2018). The state of the science of nurse work environments in the United States: A systematic review. International Journal of Nursing Sciences, 5(3), 287–300. https://doi.org/10.1016/j.ijnss.2018.04.010

Reflect on an experience in which you were directly involved or witnessed incivility in the workplace. Provide a brief synopsis of the situation. How did this make you feel? How did you respond? What were the consequences of this situation? Provide an example of how this negatively affected the work environment and outcomes. How could the situation have been prevented? Discuss strategies that would support a healthy work environment. 

• Incivility in the workplace can happen in a variety of ways. Sometimes, it can be happening around us without us noticing the effects of it right away. One situation that I can recall involving incivility in the workplace happened with one of our new graduate nurses in the emergency room. This new graduate nurse was one of our own nurse techs who transitioned to a nurse upon obtaining her license. She was overall a great person, but she was very attentive to details and asked many questions, as new nurses should do. This sometimes caused some of the other nurses to be annoyed with her. Some nurses became passive aggressive with her. McNamara (2012) states, “Passive aggressive behaviors are typically more subtle behaviors, but they can be just as disruptive to the work environment. These include failure to support a coworker, setting someone up for failure, treating someone with silence or refusal to communicate, being impatient with another’s inquiry, communicating incomplete information that results in sabotage, and expressing a negative attitude that affects a coworker’s confidence.” 

Unfortunately, she caught onto other people’s actions and was afraid to ask questions anymore. I honestly felt bad for the girl. I took her under my wing whenever she needed help and told her that it was okay to ask questions because that’s how you learn. I reminded her that everyone started out as a new nurse in their career. The consequences of the incivility in the workplace caused her to eventually transfer to another department in the hospital. This negatively affected the work environment because we lost a potentially great emergency room nurse who was very knowledgeable. The situation could have easily been prevented if everyone would realize and remember that they once were a new nurse who had to learn by asking questions. “To help prevent lateral violence in nursing, a culture of safety is needed to create and sustain an environment where team members are encouraged to speak up to leaders and peers.” (Stanton, 2015. P8) 

McNamara, S. A. (2012). Incivility in nursing: unsafe nurse, unsafe patients. AORN Journal, 95(4), 535-540. doi:10.1016/j.aorn.2012.01.020 

Stanton, C. (2015). Action needed to stop lateral violence in the perioperative setting. AORN Journal, 101(5), P7-P9.