NR 506 Week 5: Ethical and Legal Implications
Chamberlain University NR 506 Week 5: Ethical and Legal Implications– Step-By-Step Guide
This guide will demonstrate how to complete the Chamberlain University NR 506 Week 5: Ethical and Legal Implications 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 506 Week 5: Ethical and Legal Implications
Whether one passes or fails an academic assignment such as the Chamberlain University NR 506 Week 5: Ethical and Legal Implications 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 506 Week 5: Ethical and Legal Implications
The introduction for the Chamberlain University NR 506 Week 5: Ethical and Legal Implications 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.
Need a high-quality paper urgently?
We can deliver within hours.
How to Write the Body for NR 506 Week 5: Ethical and Legal Implications
After the introduction, move into the main part of the NR 506 Week 5: Ethical and Legal Implications 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 506 Week 5: Ethical and Legal Implications
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 506 Week 5: Ethical and Legal Implications
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.
Stuck? Let Us Help You
Completing assignments can sometimes be overwhelming, especially with the multitude of academic and personal responsibilities you may have. If you find yourself stuck or unsure at any point in the process, don’t hesitate to reach out for professional assistance. Our assignment writing services are designed to help you achieve your academic goals with ease.
Our team of experienced writers is well-versed in academic writing and familiar with the specific requirements of the NR 506 Week 5: Ethical and Legal Implications assignment. We can provide you with personalized support, ensuring your assignment is well-researched, properly formatted, and thoroughly edited. Get a feel of the quality we guarantee – ORDER NOW.
Sample Answer for NR 506 Week 5: Ethical and Legal Implications
It is difficult to work in an environment that is considered toxic due to verbal confrontations, unprofessional behavior, and heated disagreements. This environment can make workers feel unhappy when entering work, reduce efficiency, and severely impact patient safety. In the situation with the patient’s low blood pressure, I as the nurse practitioner was not alerted to the blood pressure due to a heated argument that the medical assistant got pulled into. In a professional environment there should be a leader that guides the practice, in order to prevent workplace conflicts from spinning out of control.
Medical Assistant-
Medical assistants in an office environment are responsible for checking patients in, obtaining vital signs, and assisting with clerical duties (AAMA, 2023). It is therefore important for them to be able to communicate data to the nurse or nurse practitioner responsible for patient treatment. The medical assistant in this scenario failed to deliver important information about the patient’s blood pressure. This is all we know about the situation with the patient. The patient may be having an emergency and low blood pressure is a key indicator of something dire. While the medical assistant is engaged in the heated argument, the patient is awaiting treatment without the information being passed along as it should. As the NP I would be extremely disappointed in the medical assistant for not delivering the important patient information. Through negligence the patient is placed in harm’s way and that would make it very difficult to trust the medical assistant to follow through with their duties. I don’t completely blame the medical assistant but there is a serious issue with this practice due to workplace conflict and lack of leadership. As I stated, the patient could have been harmed and we don’t know what happened to the patient from the low blood pressure being left untreated.
Nurse Practitioner-
According to the AANP (2023) nurse practitioners undergo rigorous national certification, periodic peer review, and training to ensure the highest quality of care to patients. Education is at a master’s level at minimum and involvement in professional development, organizations, and participation in health policy activities adds to their credibility (AANP, 2023). I understand that conflict can occur in any environment where many people come together, all with different personalities. My issue is when these people cannot pull together as a team to care for the patients in a safe and respectable manner. Arguments in the facility work to diminish the credibility of the practice and the nurse practitioner. When a patient is neglected because important information is not passed on, patient harm can occur causing the patient to sue the practice for malpractice related to negligence. It is the nurse practitioner who can be held responsible when all is said and done. When looking at these situations it is important to acknowledge how this situation could impact the patient and the nurse practitioner’s ability to practice because patient treatment is the responsibility of the NP. Being at the practice for 3 months may make it difficult to speak up against the unprofessional behavior but it will be necessary, to protect the NPs credibility and licensure. Patient safety is the most important responsibility of the NP, and failure to preserve that can result in a lawsuit, termination, or imprisonment.
Medical Director-
A medical director is responsible for the patient’s best interest through use of medical knowledge to provide competent medical care with compassion and follow medical principles (AMA, 2023). Through these principles it is clear that the medical director should have respect for patients and colleagues by upholding standards of professionalism in the practice (AMA, 2023). If this is true of the responsibilities of a medical director then it is safe to assume that this medical director is not holding up to the standards, ethical principles, and responsibilities bestowed on a physician assuming this responsibility. There is poor leadership in this practice, and it shows through the numerous conflicts, heated arguments, and patient safety concerns that are occurring. As the NP new to the practice, I am now observing the toxicity of the working environment but question how staff members feel comfortable enough to have heated arguments close to patient areas. What are the consequences for such behaviors? How long have these conflicts been occurring? The medical director shares responsibility for negligence resulting from information not being shared, and possible patient harm. The medical director is also responsible for conflict resolution, which is not happening in this case study. When there are a multitude of problems in a facility, the first person held responsible during a malpractice suit is the leader, and in this case, it is the medical director. The medical director in this case study could be held responsible, could be terminated, and could face charges related to negligence.
Practice-
It says in the case study that this is not the first-time arguments were observed and at this point, it is a possibility that patients have heard disagreements. I know that as a patient if I went to a facility and the staff were having heated arguments, I would not be confident in their care for me. I would feel that they are unprofessional and incapable of treatment due to distraction not appropriate for the working environment. Knowing that conflicts are resolved through arguments that have no boundaries is concerning for a patient and can make it difficult for other staff members to take pride in working there. The practice would be held ultimately responsible for any damages that occurred through patient harm because it is through the practice that malpractice insurances are obtained. They would need to reconsider the type of staff members working there and work on conflict resolution to change the environment. The credibility, safety, and reputation of the practice could be called into question if more than one patient has experienced the arguments happening. Within a 3-month period the new NP has already seen several arguments. Now a days the internet is important and negative reviews could greatly influence the ability of the practice to generate income. If they have had more than one issue with patient safety, they could face issues with insurance reimbursement. Worst case scenario is the practice could be shut down.
Strategies-
In the health professional environment, conflict can be disruptive, inefficient, and greatly impact patient safety. Healthcare systems are more complex than ever before, and it is necessary to change how professionals engage and work together. Stating that everyone should be friends is a simple way to understand that performance is correlated to teamwork (Eichbaum, 2018). The initiation of open discussion can be helpful in the correct environment, such as during a team meeting, where everyone is able to state their concerns. The effectiveness of the team’s ability to collaborate directly affects performance and team member frustration. Conflict is not always a bad thing and when controlled it can help to become a source for learning and new ideas, for example, an argument about a safety concern can help staff to come up with ideas to fix the issue together. Building trust is necessary to assist staff in working as a team and engaging constructively to find solutions. An issue that can occur in a working environment is power hierarchies where older staff may assume they are in charge, instead of participating in a democracy to work out issues. Conflicts can arise in these situations when those who haven’t established status speak up. A strong leader will encourage all parties to communicate, giving new employees a voice and minimizing domineering tendencies of older staff (Eichbaum, 2018).
Leadership-
Finding a leadership style that will assist with conflict management is necessary in this case study. I suggest democratic leadership because it is a style that allows for increased communication with leaders and staff to ensure open communication. Democratic leadership follows an egalitarian point of view, with the principal belief being equality and participation (Barthold et.al., 2022). In this leadership style the leader allows and welcomes team participation, opening discussions to help with decision making. I feel that this type of leadership is beneficial to conflict management and will help to channel the voices of the frustrated office staff in a way that is more constructive to their working environment and beneficial to the practice. According to Barthold et. al. (2022) the duty of leaders is to remove barriers that prevent open dialogue. In this case scenario an issue may be that some of the staff is domineering newer members and the leader is not allowing for new staff to have a voice. This would cause a conflict in the office when newer staff speak up. Opening an arena where voices can be heard reduces conflict and frustration through communication. Lack of communication will damage team member trust and collaboration resulting in internal and external conflicts, burnout, and frustration for the work environment. Having democratic leadership will change the culture of the practice to a culture of sharing information, good communication, trust, and collaboration. The leader should establish meetings where staff can speak up each month. Keeping an open door policy to hear concerns can be helpful in resolving conflicts before they turn into heated arguments. New policies can be developed to let employees know that certain behaviors are not tolerated but there is an outlet for communications to build trust.
References:
American Association of Nurse Practitioners (AANP) (2023) What’s a Nurse Practitioner. Retrieved from https://www.aanp.org/about/all-about-nps/whats-a-nurse-practitioner
AAMA. (n.d). What is a Medical Assistant. Retrieved in 2023 from https://www.aama-ntl.org/medical-assisting/what-is-a-medical-assistant#:~:text=Preparing%20patients%20for%20examinations,about%20medication%20and%20special%20diets
AMA. (2023). Ethical Obligations of a Medical director. Retrieved from https://code-medical-ethics.ama-assn.org/ethics-opinions/ethical-obligations-medical-directorsLinks to an external site.
Barthold, Checchi, M., Imas, M., & Smolović Jones, O. (2022). Dissensual Leadership: Rethinking democratic leadership with Jacques Rancière. Organization (London, England), 29(4), 673–691. https://doi.org/10.1177/1350508420961529
Eichbaum. (2018). Collaboration and Teamwork in the Health Professions: Rethinking the Role of Conflict. Academic Medicine, 93(4), 574–580. https://doi.org/10.1097/ACM.0000000000002015
ALSO READ:
NR 506NP Week 6: Scope of Practice and Patient’s Healthcare Accessibility
NR 506 Week 6: Using the Media Discussion
NR 506 Week 7: RN as Healthcare Policy Leader Discussion
NR 506 Week 7: APNs as Healthcare Policy Leaders
NR 506 Week 8: Global Policy Reform Discussion
Sample Answer 2 for NR 506 Week 5: Ethical and Legal Implications
MA (medical assistant)
- It failed to maintain a balance between benefits and harms, which is one of the ethical principles of beneficence. A conflict arose between the MA and the NP, which potentially compromised the patient’s safety. It is the MA’s responsibility to ensure that a patient is protected from harm when there is a conflict between their responsibilities and the patient does not only face potential harm but also the chance of suing the MA for negligence or malpractice.
NP (nurse Practitioner)
- It is the NP’s responsibility to ensure the patient is cared for, even though the NP did not report low blood pressure. A legal and ethical dilemma presented itself to the NP in this situation. Due to the fact that the nurse practitioner has now worked at this practice for three months, during which time she has seen several of the clinical staff engage in heated arguments with each other, sometimes in inpatient environments. Depending on the patient outcome, the NP could be sued for negligence or malpractice if they permitted the issue to continue.
Medical Director-
- Every member of the practice, including the patient, is ultimately responsible to the Medical Director ethically and legally. Nonmaleficence, beneficence, and justice have been violated by the medical director. A Medical Director must ensure that conflicts between staff do not negatively impact patient care, impede patient flow, and affect patient safety by allowing conflict to continue. In the event of malpractice or negligence, the practice itself may be sued.
Practice-
- It is possible that the practice will face legal consequences if a patient decides to take legal action. There is room for improvement in the practice’s operations. Employees who believe that this type of behavior is acceptable will continue to act in this manner. Disputes in the patient area can lead to negative reviews for the practice, which is bad for business. Insufficient and dangerous patient care can result from this kind of behavior. A professional approach to communication, respect, and fruitful communication are all critical to the practice’s success. During a job or business setting, professionalism consists of conduct, attitude, and behavior. In addition to work ethics and competence, strong professional reputations are also outcomes of professionalism (Sherrer & Prelip, 2019). A malpractice complaint may have been filed against the clinic for its delay in treating the low blood pressure.
I consider myself to be a transformative leader. I would use leadership traits like transparency, trustworthiness, and open communication to positively change the world. My encouragement, inspiration, and motivation will motivate others to advocate for change. In addition to influencing or moderating views, values, behaviors, and attitudes, a leader has the power to improve them (Corrie, 2019). An excellent leader can easily motivate and control employees to encourage change by demonstrating excellent leadership qualities. By empowering everyone to promote positive change, I will enhance patient safety, quality care, and outcomes. I would lead with respect, and I would ensure that everyone understood why politeness is important. In addition to communication, all parties involved need to express their frustrations and concerns about the scenario. Feel included in cooperative projects or group meetings with these suggestions. Health leadership involves identifying objectives, providing strategic direction to multiple actors within the health sector, and ensuring that all health sector stakeholders are committed to the achievement of those objectives. By mobilizing and utilizing the health workforce and other resources efficiently, effective management facilitates change and produces results (Figueroa et al., 2019).
Reference-
Corrie. (2019). Transformative Action Learning and Coaching in Healthcare Leadership. Journal of Transformative Learning, 6(2), 39–.
Figueroa, C. A., Harrison, R., Chauhan, A., & Meyer, L. (2019). Priorities and challenges for health leadership and workforce management globally: A rapid review. BMC Health Services Research, 19(1).
Sherrer, & Prelip, M. L. (2019). A Multifaceted Approach to Public Health Career and Professional Development Training. Health Promotion Practice, 20(6), 932–940. https://doi.org/10.1177/1524839918783744
Sample Answer 3 for NR 506 Week 5: Ethical and Legal Implications
Your post is very informative. Thank you for mentioning transformative leadership traits. It slipped my mind when I was answering my post. I think this type of leadership suits me best too.
A transformative leader would handle the situation by taking proactive measures to change the workplace culture and its impact on patient health outcomes. A transformational leader might handle the situation as follows:
- Encourage Open dialogue: A transformational leader would create an environment that promotes open and respectful dialogue among employees (Wei et al., 2019). This can be accomplished through frequent team meetings where all employees can express their concerns, discuss ideas, and settle issues constructively.
- Establish Clear Expectations: The leader should clearly describe the office’s expectations for behavior and professionalism. This involves emphasizing the significance of patient safety and the relevance of worker cooperation in providing quality healthcare. The leader gives a framework for the workforce to follow by defining clear expectations.
- Provide a Good Example: Transformational leaders provide a good example for their team and serve as role models for them. They display good communication, teamwork, and professionalism in their contact with employees and patients (Cummings et al., 2018). The leader can inspire the workforce to replicate these attributes by modeling the desired behavior.
- Provide Training and Support: The leader should identify areas where staff members may require additional training or assistance to develop their interpersonal and communication skills. This could include workshops on conflict resolution, team-building exercises, or communication training. The leader is committed to enhancing the office culture by investing in staff development.
- Promote a Positive Work Environment: A transformational leader recognizes the value of a positive work environment in fostering collaboration and patient-centered care. The leader can implement methods to boost employee morale, such as recognition programs, staff appreciation events, and opportunities for employees to engage and create relationships outside of the workplace.
A transformative leader may help improve staff cooperation, patient safety, and ultimately health outcomes for office patients by addressing office culture and establishing a healthy work environment.
Kasia
Thanks once again for great post!
Reference
Cummings, G. G., Tate, K., Lee, S. M., Wong, C. A., Paananen, T., Micaroni, S. P., & Chatterjee, G. E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International Journal of Nursing Studies, 85, 19–60. https://doi.org/10.1016/j.ijnurstu.2018.04.016Links to an external site.
Wei, H., Roberts, P. M., Strickler, J., & Corbett, R. W. (2019). Nurse leaders’ strategies to foster nurse resilience. Journal of Nursing Management, 27(4), 681–687. https://doi.org/10.1111/jonm.12736Links to an external site.
Sample Answer 4 for NR 506 Week 5: Ethical and Legal Implications
This week’s scenario has many similarities to the one presented in Week two. Once again, we are dealing with a scenario in which many employees have a close working relationship and, therefore, new employees. However, one that must be a leader is placed in an uncomfortable situation. However, there is a higher level of unprofessionalism this time as staff members are seen arguing within patient earshot. Moreover, these arguments have started to cause issues with work responsibilities. The medical assistant should have reported the low blood pressure; however, because they were distracted, they forgot to. Liability can now be placed on everyone above them, including the nurse practitioner and medical director. According to the literature, the nurse practitioner and medical assistant could be liable for malpractice because this is behavior below the appropriate standard of care (Buppert, 2017). Again, there would be a break in trust between the nurse practitioner and medical assistant and potentially even with the medical director. Trust is essential when working in healthcare, as it makes an efficient workplace and improves patient care. Therefore, the practice would suffer a setback because now the nurse practitioner, who may have already been hesitant, will feel a lack of trust towards this medical assistant and potentially other medical assistants that work at the practice. Another consequence that must be considered with the arguments is that a break in patient confidentiality, as Buppert suggests, can be labeled as talking about a patient within earshot of others (2017). Although we cannot be confident what the topic of the argument is, either way, it is inappropriate behavior.
The strategies that should be used should enhance teamwork and help promote patient care. First, we must determine why the arguments are occurring, and one possibility would be because nurses are overworked and becoming more stressed as a result. Using different strategies to help change this behavior can provide a more effective long-term change. One article suggests using lean management strategies, especially when dealing with situations that are VUCA (volatile, uncertain, complex, and ambiguous) (Baruch et al., 2021). Baruch et al. have a few suggestions for dealing with these situations, including some from Colonel Eric Kail that is “Be flexible because the plan may need to change; listen, remembering that there is a difference between really listening and waiting to speak; think divergently, using confidence born of competence to see past your own solutions” (2021). Communication is the crucial strategy for changing both the culture and the situation. Nursing leaders need to offer this open communication so that they can understand why the arguments are happening and how to prevent them from happening in the future.
As a leader in healthcare, nurse practitioners must be leaders in changing workplace behavior if it is deemed inappropriate. Nurse managers must also be involved and informed about why the staff arguments are occurring. A transformational leader is often the best for healthcare settings because of the adaptability these leaders can apply to different situations. Often, workers feel that their leaders are disconnected in healthcare settings and offer little encouragement (Ferreira et al., 2020). In addition, Ferreira et al. suggest that workplaces do not respect younger leaders or feel they are less qualified than them (2020). Some strategies suggested are leading by example and having good dialogical relationships with employees (Ferreira et al., 2020). In this scenario, the nurse practitioner needs to use open communication strategies so that the medical assistant can understand the seriousness of what could have happened with the low blood pressure. The nurse practitioner may or may not help dispel the arguing between staff members, but they should ensure the arguing does not occur in front of patients. The medical director or nurse manager must make a culture change in the workplace to ensure the arguing stops. As a leader in the healthcare setting, nurse practitioners must set an example in the workplace and avoid promoting arguments while attempting to give the best patient care. It is also vital to realize that the workplace culture involves many people who have worked together for a long time. Therefore, there can be much tension within the relationships.
References
Baruch, D., Singh, D., Halliday, C., & Hammond, J. (2021). Applying LEAN strategies to crisis leadership. Nursing Management, 52(2), 36–41. https://doi.org/10.1097/01.NUMA.0000731936.48238.cc
Buppert, C. (2017). Nurse practitioner’s business practice & legal guide (6th ed.). Jones & Bartlett Publishers. p. 288-310
Ferreira, V., Amestoy, S. C., Silva, G. T. R. da, Trindade, L. de L., Santos, I. A. R. dos, & Varanda, P. A. G. (2020). Transformational leadership in nursing practice: challenges and strategies. Revista Brasileira de Enfermagem, 73(6), 1–7. https://doi.org/10.1590/0034-7167-2019-0364