NRS 415 Benchmark – Applying Leadership and Management Principles
Grand Canyon University NRS 415 Benchmark – Applying Leadership and Management Principles-Step-By-Step Guide
This guide will demonstrate how to complete the Grand Canyon University NRS 415 Benchmark – Applying Leadership and Management Principles 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 NRS 415 Benchmark – Applying Leadership and Management Principles
Whether one passes or fails an academic assignment such as the Grand Canyon University NRS 415 Benchmark – Applying Leadership and Management Principles 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.
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How to Write the Introduction for NRS 415 Benchmark – Applying Leadership and Management Principles
The introduction for the Grand Canyon University NRS 415 Benchmark – Applying Leadership and Management Principles 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 NRS 415 Benchmark – Applying Leadership and Management Principles
After the introduction, move into the main part of the NRS 415 Benchmark – Applying Leadership and Management Principles 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 NRS 415 Benchmark – Applying Leadership and Management Principles
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 NRS 415 Benchmark – Applying Leadership and Management Principles
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 NRS 415 Benchmark – Applying Leadership and Management Principles
Nurse leaders and managers should develop strategies to address practice issues that emerge in their organizations and affect the delivery of quality patient-centered care. Workplace violence in nursing is a critical safety issue that affects nurses based on available data. The World Health Organization (WHO) observes that between 8 and 38 % of nurses suffer from healthcare-related violence at some point in their career (Kirton, 2023). Kotti et al. (2022) observe that workplace violence (WPV) is so prevalent in healthcare settings across the world with nurses suffering the most from this vice. The purpose of this paper is to analyze and suggest various approaches nursing leaders and managers can use in addressing workplace violence (WPV) in their practice setting.
Workplace Violence Against Nurses
In their narrative review on workplace violence, Kafle et al. (2022) advance that incidents involving abuse, threats, or assault in situations related to work, including commuting to and from work, entail explicit and implicit challenges to nurses’ safety, well-being, and health constitute workplace violence (WPV). Healthcare workers have increased chances and risks of getting physical, sexual, or psychological injuries and abuse in their workplace (Kirton, 2023). Again, WPV is categorized into two main areas: physical and psychological, and includes racial abuse, bullying, verbal abuse, and mobbing. In their study, Bernardes et al. (2020) assert that nurses encounter violence from patients and their families, colleagues, and supervisors. The study notes that the types of violence prevalent include physical aggression, verbal abuse, sexual harassment, and racial discrimination. However, verbal abuse remains the most commonly reported.
The American Nurses Association (ANA) (2023) observes that healthcare and social services workers are five times more likely to suffer workplace violence injury or harm than all workers. Data from the Bureau of Labor Statistics indicates that one in every four nurses reported being physically abused. Jones et al. (2023) observe that 73% of all nonfatal workplace violence-associated injuries came from healthcare workers. The study notes that even with a high reported prevalence, many nurses do not report these violent incidents, a situation that exacerbates the problem. The COVID-19 pandemic also exacerbated the situation due to pressures from patients and families as they sought services while nurses had to grapple with increased pressure for care demands.
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Workplace violence against nurses impacts the quality of care in the practice setting where it occurs. Nurses exposed to WPV suffer physical and psychological abuse that impacts their job satisfaction levels (Mobaraki et al., 2022). The violence also increases the motivation to leave work leading to nurse turnover and staff shortage. According to ANA, hazardous situations impair effective care delivery. Unsafe workplaces cause nurses to experience psychological distress and absenteeism. Jones et al. (2023) note that annual turnover rates associated with workplace violence account for between 15% and 36%. The implication is that WPV increases the cost of care, leads to staff turnover, and impairs the overall quality of patient care.
Possible Solution to WPV against Nurses
Workplace violence is a serious issue that affects nurses and leads to adverse effects as demonstrated through research. Developing solutions to the problem is critical, especially to mitigate its adverse effects. Existing studies demonstrate that one solution approach is not feasible and leaders in organizations should implement multiple interventions concurrently to address the problem (Kirton, 2023). However, training and application of evidence-based strategies is a solution that can help organizations and leaders mitigate the problem of WPV against nurses. Training will ensure that nurses understand signs of violence and devise ways to respond to such incidents. Jones et al. (2023) assert that training leads to better confidence and improves communication skills among nurses. As such, nurses get the confidence to report such incidents to their leaders and managers. Through training on evidence-based strategies to address violence, nurses interact with leaders and implore them to take necessary steps in addressing barriers to reporting WPV incidents. Reporting improves understanding and encourages developing ways to address the incident and prevent associated aspects (Beeber et al., 2023). Reporting violent incidents will reduce the cost of treating injuries, and turnover rates, and improve job satisfaction levels as nurses feel safe in their workplace environment. Training is essential as it also helps develop safety policies for providers patients and their families.
Leadership Style to Address Workplace Violence Against Nurses
Effective leadership approaches are essential to addressing the WPV issue against nurses. The ever-present challenge of possible workplace violence requires organizations to take proactive measures, underpinned by effective leadership and comprehensive mental health support for the affected nurses (Kotti et al., 2022). Leadership is essential as leaders develop comprehensive violence prevention policies, and train employees in conflict resolution measures and de-escalation approaches while establishing clear procedures for reporting and addressing such threats and incidents. Imperatively, the most appropriate leadership style is transformational leadership.
Transformational leadership motivates followers by appealing to higher ideals and moral values (Al-Hassan et al., 2023). Transformational leadership will ensure that employees are motivated and supported to develop better approaches to reducing WPV, especially by embracing evidence-based interventions and involving all stakeholders. Transformational leaders identify common values, look at effects, and empower others to develop innovative ways to address issues, including training areas on WPV. The implication is that transformational leaders have a high level of emotional intelligence and understand the most salient features of the issue and address it appropriately.
Personal Leadership Style
My leadership style is servant leadership. Servant leadership style focuses on the development of employees and individual concerns and needs. Maglione et al. (2021) observe that servant leaders share knowledge and power by placing the needs of others first and creating an environment for their growth. Imperatively, servant leadership implores leaders to be empathetic, listen, build teams, and be authentic. Therefore, compared to the transformational leadership approach, the servant leader can also develop ways to reduce and prevent WPV against nurses by listening to them and developing effective measures like training and safety policies. The servant leader works with nurses through teams to develop policies based on their needs and concerns to prevent violence against them.
Using two Theories
Using both transformational and servant leadership in resolving the issue of WPV against nurses in the setting where it occurs has similarities. These two theories emphasize the involvement of employees in the process and ensure that their needs and concerns are addressed. The two theories are similar as they stress the important role that leaders play in developing policies to cater to the concerns raised by nurses and other healthcare providers (Best, 2020). Both theories also focus on improving interactions among the stakeholders, from patients and their families to nurses and organizational leaders (Howard et al., 2022). These two theories are relevant to nurse leaders as they have similar outcomes when addressing WPV meted on nurses.
The transformational theory is effective as it implores leaders to work together with nurses to implement innovative approaches to the issue. Transformational leaders empower subordinates to improve their situation by applying innovative ideas (Ota et al., 2022). Servant leadership is effective in the situation as it implores leaders to address the concerns and needs of subordinates. By listening to their concerns and building teams, servant leaders can develop policies with input from nurses to resolve the issue (Best, 2020). At the core of such measures is improving reporting and encouraging safety approaches by nurses when faced with violent incidents.
Nurse’s Role in Interdisciplinary Team
Nurses are at the center of care provision and work collaboratively with other professionals in interdisciplinary teams to promote patient quality and safety and foster professionalism. Workplace violence is a critical issue as it affects over 50% of nurses and leads to adverse effects like staff turnover and nurse shortage (Nelson et al., 2023). The role of nurses in such teams is to encourage reporting and development of effective safety policies by organizational leaders. Nurses implement evidence-based approaches to reduce the susceptibility to violence and report such events. Nurses also promote patient quality and safety by ensuring that they address all incidents of violence through innovative approaches (Ota et al., 2022). They also work with other professionals to implement organization-wide interventions to reduce and prevent WPV incidents. They also adhere to the professional code of conduct in the practice environment to prevent violence against colleagues, patients, and their families.
Conclusion
Workplace violence (WPV) against nurses remains a critical patient and safety issue for nurses and patients. WPV has adverse physical and psychological effects on nurses and leads to turnover and staff shortage. Existing evidence is categorical that WPV is a prevalent problem that affects over 40% of a nurse at any point in their career. Nurse leaders in organizations should implement effective and proactive measures to prevent workplace violence against nurses. The implication is that they should apply appropriate leadership styles or approaches, especially transformational and servant leadership to address the issue.
References
American Nurses Association (2024). Workplace Violence in Nursing: Dangerous &
Underreported. https://www.nursingworld.org/practice-policy/work-environment/end-nurse-abuse/workplace-violence/
Al-Hassan, N. S., Rayan, A. H., Baqeas, M. H., Hamaideh, S. H., & Khrais, H. (2023). Authentic
leadership and its role in registered nurses’ mental health and experiences of workplace bullying. SAGE open nursing, 9, 23779608231185919. DOI: 10.1177/23779608231185919
Best, C. (2020). Is there a place for servant leadership in nursing? Practice Nursing, 31(3), 128-
132. https://doi.org/10.12968/pnur.2020.31.3.128
Beeber, L., Delaney, K. R., Hauenstein, E., Iennaco, J., Schimmels, J., Sharp, D., & Shattell, M.
(2023). Five Urgent Steps To Address Violence Against Nurses In The Workplace. Health Affairs Forefront. https://www.healthaffairs.org/content/forefront/five-urgent-steps-address-violence-against-nurses-workplace
Bernardes, M. L. G., Karino, M. E., Martins, J. T., Okubo, C. V. C., Galdino, M. J. Q., &
Moreira, A. A. O. (2020). Workplace violence among nursing professionals. Revista brasileira de medicina do trabalho, 18(3), 250. DOI: 10.47626/1679-4435-2020-531
Howard, P. K., & Robinson, K. (2023). Addressing a key leadership challenge: workplace
violence. Journal of Emergency Nursing, 49(3), 326-329. https://doi.org/10.1016/j.jen.2023.01.001
Jones, C. B., Zoe, S., Mossburg, S. E. (2023 October 31). Addressing Workplace Violence and
Creating a Safer Workplace. https://psnet.ahrq.gov/perspective/addressing-workplace-violence-and-creating-safer-workplace
Kafle, S., Paudel, S., Thapaliya, A., & Acharya, R. (2022). Workplace violence against nurses: a
narrative review. Journal of clinical and translational research, 8(5), 421-424. https://pubmed.ncbi.nlm.nih.gov/36212701/
Kirton, C. (2023). The Silent Epidemic of Workplace Violence. American Journal of Nursing,
123(2):7. DOI: 10.1097/01.NAJ.0000919624.42779.0c
Kotti, N., Dhouib, F., Kchaou, A., Charfi, H., Hammami, K. J., Masmoudi, M. L., & Hajjaji, M.
(2022). Workplace violence experienced by nurses: associated factors and impact on mental health. PAMJ-One Health, 7(11). DOI: 10.11604/pamj-oh.2022.7.11.31066
Maglione, J. L., & Neville, K. (2021). Servant leadership and spirituality among undergraduate
and graduate nursing students. Journal of religion and health, 60, 4435-4450.
DOI: 10.1007/s10943-021-01311-9
Mobaraki, A., Aladah, R., Alahmadi, R., Almuzini, T., & Sharif, L. (2020). Prevalence of
workplace violence against nurses working in hospitals: a literature review. American Journal of Nursing, 9(2), 84-90. DOI: 10.11648/j.ajns.20200902.19
Nelson, S., Leslie, K., McCormick, A., Gonsalves, J., Baumann, A., Thiessen, N. J., & Schiller,
C. (2023). Workplace violence against nurses in Canada: a legal analysis. Policy, Politics, & Nursing Practice, 24(4), 239-254. https://doi.org/10.1177/15271544231182583
Ota, M., Lam, L., Gilbert, J., & Hills, D. (2022). Nurse leadership in promoting and supporting
civility in health care settings: A scoping review. Journal of Nursing Management, 30(8), 4221-4233. DOI: 10.1111/jonm.13883
Sample Answer 2 for NRS 415 Benchmark – Applying Leadership and Management Principles
Nurse leaders and managers should develop strategies to address practice issues that emerge in their organizations and affect the delivery of quality patient-centered care. Workplace violence in nursing is a critical safety issue that affects nurses based on available data. The World Health Organization (WHO) observes that between 8 and 38 % of nurses suffer from healthcare-related violence at some point in their career (Kirton, 2023). Kotti et al. (2022) observe that workplace violence (WPV) is so prevalent in healthcare settings across the world with nurses suffering the most from this vice. The purpose of this paper is to analyze and suggest various approaches nursing leaders and managers can use in addressing workplace violence (WPV) in their practice setting.
Workplace Violence Against Nurses
In their narrative review on workplace violence, Kafle et al. (2022) advance that incidents involving abuse, threats, or assault in situations related to work, including commuting to and from work, entail explicit and implicit challenges to nurses’ safety, well-being, and health constitute workplace violence (WPV). Healthcare workers have increased chances and risks of getting physical, sexual, or psychological injuries and abuse in their workplace (Kirton, 2023). Again, WPV is categorized into two main areas: physical and psychological, and includes racial abuse, bullying, verbal abuse, and mobbing. In their study, Bernardes et al. (2020) assert that nurses encounter violence from patients and their families, colleagues, and supervisors. The study notes that the types of violence prevalent include physical aggression, verbal abuse, sexual harassment, and racial discrimination. However, verbal abuse remains the most commonly reported.
The American Nurses Association (ANA) (2023) observes that healthcare and social services workers are five times more likely to suffer workplace violence injury or harm than all workers. Data from the Bureau of Labor Statistics indicates that one in every four nurses reported being physically abused. Jones et al. (2023) observe that 73% of all nonfatal workplace violence-associated injuries came from healthcare workers. The study notes that even with a high reported prevalence, many nurses do not report these violent incidents, a situation that exacerbates the problem. The COVID-19 pandemic also exacerbated the situation due to pressures from patients and families as they sought services while nurses had to grapple with increased pressure for care demands.
Workplace violence against nurses impacts the quality of care in the practice setting where it occurs. Nurses exposed to WPV suffer physical and psychological abuse that impacts their job satisfaction levels (Mobaraki et al., 2022). The violence also increases the motivation to leave work leading to nurse turnover and staff shortage. According to ANA, hazardous situations impair effective care delivery. Unsafe workplaces cause nurses to experience psychological distress and absenteeism. Jones et al. (2023) note that annual turnover rates associated with workplace violence account for between 15% and 36%. The implication is that WPV increases the cost of care, leads to staff turnover, and impairs the overall quality of patient care.
Possible Solution to WPV against Nurses
Workplace violence is a serious issue that affects nurses and leads to adverse effects as demonstrated through research. Developing solutions to the problem is critical, especially to mitigate its adverse effects. Existing studies demonstrate that one solution approach is not feasible and leaders in organizations should implement multiple interventions concurrently to address the problem (Kirton, 2023). However, training and application of evidence-based strategies is a solution that can help organizations and leaders mitigate the problem of WPV against nurses. Training will ensure that nurses understand signs of violence and devise ways to respond to such incidents. Jones et al. (2023) assert that training leads to better confidence and improves communication skills among nurses. As such, nurses get the confidence to report such incidents to their leaders and managers. Through training on evidence-based strategies to address violence, nurses interact with leaders and implore them to take necessary steps in addressing barriers to reporting WPV incidents. Reporting improves understanding and encourages developing ways to address the incident and prevent associated aspects (Beeber et al., 2023). Reporting violent incidents will reduce the cost of treating injuries, and turnover rates, and improve job satisfaction levels as nurses feel safe in their workplace environment. Training is essential as it also helps develop safety policies for providers patients and their families.
Leadership Style to Address Workplace Violence Against Nurses
Effective leadership approaches are essential to addressing the WPV issue against nurses. The ever-present challenge of possible workplace violence requires organizations to take proactive measures, underpinned by effective leadership and comprehensive mental health support for the affected nurses (Kotti et al., 2022). Leadership is essential as leaders develop comprehensive violence prevention policies, and train employees in conflict resolution measures and de-escalation approaches while establishing clear procedures for reporting and addressing such threats and incidents. Imperatively, the most appropriate leadership style is transformational leadership.
Transformational leadership motivates followers by appealing to higher ideals and moral values (Al-Hassan et al., 2023). Transformational leadership will ensure that employees are motivated and supported to develop better approaches to reducing WPV, especially by embracing evidence-based interventions and involving all stakeholders. Transformational leaders identify common values, look at effects, and empower others to develop innovative ways to address issues, including training areas on WPV. The implication is that transformational leaders have a high level of emotional intelligence and understand the most salient features of the issue and address it appropriately.
Personal Leadership Style
My leadership style is servant leadership. Servant leadership style focuses on the development of employees and individual concerns and needs. Maglione et al. (2021) observe that servant leaders share knowledge and power by placing the needs of others first and creating an environment for their growth. Imperatively, servant leadership implores leaders to be empathetic, listen, build teams, and be authentic. Therefore, compared to the transformational leadership approach, the servant leader can also develop ways to reduce and prevent WPV against nurses by listening to them and developing effective measures like training and safety policies. The servant leader works with nurses through teams to develop policies based on their needs and concerns to prevent violence against them.
Using two Theories
Using both transformational and servant leadership in resolving the issue of WPV against nurses in the setting where it occurs has similarities. These two theories emphasize the involvement of employees in the process and ensure that their needs and concerns are addressed. The two theories are similar as they stress the important role that leaders play in developing policies to cater to the concerns raised by nurses and other healthcare providers (Best, 2020). Both theories also focus on improving interactions among the stakeholders, from patients and their families to nurses and organizational leaders (Howard et al., 2022). These two theories are relevant to nurse leaders as they have similar outcomes when addressing WPV meted on nurses.
The transformational theory is effective as it implores leaders to work together with nurses to implement innovative approaches to the issue. Transformational leaders empower subordinates to improve their situation by applying innovative ideas (Ota et al., 2022). Servant leadership is effective in the situation as it implores leaders to address the concerns and needs of subordinates. By listening to their concerns and building teams, servant leaders can develop policies with input from nurses to resolve the issue (Best, 2020). At the core of such measures is improving reporting and encouraging safety approaches by nurses when faced with violent incidents.
Nurse’s Role in Interdisciplinary Team
Nurses are at the center of care provision and work collaboratively with other professionals in interdisciplinary teams to promote patient quality and safety and foster professionalism. Workplace violence is a critical issue as it affects over 50% of nurses and leads to adverse effects like staff turnover and nurse shortage (Nelson et al., 2023). The role of nurses in such teams is to encourage reporting and development of effective safety policies by organizational leaders. Nurses implement evidence-based approaches to reduce the susceptibility to violence and report such events. Nurses also promote patient quality and safety by ensuring that they address all incidents of violence through innovative approaches (Ota et al., 2022). They also work with other professionals to implement organization-wide interventions to reduce and prevent WPV incidents. They also adhere to the professional code of conduct in the practice environment to prevent violence against colleagues, patients, and their families.
Conclusion
Workplace violence (WPV) against nurses remains a critical patient and safety issue for nurses and patients. WPV has adverse physical and psychological effects on nurses and leads to turnover and staff shortage. Existing evidence is categorical that WPV is a prevalent problem that affects over 40% of a nurse at any point in their career. Nurse leaders in organizations should implement effective and proactive measures to prevent workplace violence against nurses. The implication is that they should apply appropriate leadership styles or approaches, especially transformational and servant leadership to address the issue.
References
American Nurses Association (2024). Workplace Violence in Nursing: Dangerous &
Underreported. https://www.nursingworld.org/practice-policy/work-environment/end-nurse-abuse/workplace-violence/
Al-Hassan, N. S., Rayan, A. H., Baqeas, M. H., Hamaideh, S. H., & Khrais, H. (2023). Authentic
leadership and its role in registered nurses’ mental health and experiences of workplace bullying. SAGE open nursing, 9, 23779608231185919. DOI: 10.1177/23779608231185919
Best, C. (2020). Is there a place for servant leadership in nursing? Practice Nursing, 31(3), 128-
132. https://doi.org/10.12968/pnur.2020.31.3.128
Beeber, L., Delaney, K. R., Hauenstein, E., Iennaco, J., Schimmels, J., Sharp, D., & Shattell, M.
(2023). Five Urgent Steps To Address Violence Against Nurses In The Workplace. Health Affairs Forefront. https://www.healthaffairs.org/content/forefront/five-urgent-steps-address-violence-against-nurses-workplace
Bernardes, M. L. G., Karino, M. E., Martins, J. T., Okubo, C. V. C., Galdino, M. J. Q., &
Moreira, A. A. O. (2020). Workplace violence among nursing professionals. Revista brasileira de medicina do trabalho, 18(3), 250. DOI: 10.47626/1679-4435-2020-531
Howard, P. K., & Robinson, K. (2023). Addressing a key leadership challenge: workplace
violence. Journal of Emergency Nursing, 49(3), 326-329. https://doi.org/10.1016/j.jen.2023.01.001
Jones, C. B., Zoe, S., Mossburg, S. E. (2023 October 31). Addressing Workplace Violence and
Creating a Safer Workplace. https://psnet.ahrq.gov/perspective/addressing-workplace-violence-and-creating-safer-workplace
Kafle, S., Paudel, S., Thapaliya, A., & Acharya, R. (2022). Workplace violence against nurses: a
narrative review. Journal of clinical and translational research, 8(5), 421-424. https://pubmed.ncbi.nlm.nih.gov/36212701/
Kirton, C. (2023). The Silent Epidemic of Workplace Violence. American Journal of Nursing,
123(2):7. DOI: 10.1097/01.NAJ.0000919624.42779.0c
Kotti, N., Dhouib, F., Kchaou, A., Charfi, H., Hammami, K. J., Masmoudi, M. L., & Hajjaji, M.
(2022). Workplace violence experienced by nurses: associated factors and impact on mental health. PAMJ-One Health, 7(11). DOI: 10.11604/pamj-oh.2022.7.11.31066
Maglione, J. L., & Neville, K. (2021). Servant leadership and spirituality among undergraduate
and graduate nursing students. Journal of religion and health, 60, 4435-4450.
DOI: 10.1007/s10943-021-01311-9
Mobaraki, A., Aladah, R., Alahmadi, R., Almuzini, T., & Sharif, L. (2020). Prevalence of
workplace violence against nurses working in hospitals: a literature review. American Journal of Nursing, 9(2), 84-90. DOI: 10.11648/j.ajns.20200902.19
Nelson, S., Leslie, K., McCormick, A., Gonsalves, J., Baumann, A., Thiessen, N. J., & Schiller,
C. (2023). Workplace violence against nurses in Canada: a legal analysis. Policy, Politics, & Nursing Practice, 24(4), 239-254. https://doi.org/10.1177/15271544231182583
Ota, M., Lam, L., Gilbert, J., & Hills, D. (2022). Nurse leadership in promoting and supporting
civility in health care settings: A scoping review. Journal of Nursing Management, 30(8), 4221-4233. DOI: 10.1111/jonm.13883
Sample Answer 3 for NRS 415 Benchmark – Applying Leadership and Management Principles
Nurses play a crucial role in the promotion of optimum health and outcomes for the diverse populations that they serve. Nurses’ roles in healthcare include offering patient care, keeping up with evidence-based practices, and reassuring families and patients about the care that they receive. The diverse roles place nurses under immense pressure, which increases their turnover rates. Turnover among nurses is currently an issue in not only the United States, but also in most of the advanced nations, which threatens the delivery of high-quality, safe, and efficient care to all. Therefore, this essay describes the issue of turnover among nurses, its impacts, a possible solution, and leadership styles and theories that can be adopted to address it. It also explores nurses’ roles in addressing the issue of turnover among nurses.
Issue Description and Its Impacts
Nursing turnover occurs when nurses leave their profession or their jobs. Nursing turnover is a crucial concern for the healthcare industry as it threatens the safety, quality, and efficiency of healthcare delivery systems. Most countries, including the United States, are experiencing shortages of qualified nurses because of a high turnover rate among them. According to statistics, the hospital turnover rates in the United States from 2016-2020 increased by 2.8%, leading to an 18.7% turnover rate in 2020 (An et al., 2022). During the COVID-19 period, the nurse turnover rate in the United States reached 27.65%, the highest rate ever reported in history (Bae, 2023). Nurses who have worked for less than a year have the highest rate of turnover rate compared to those with more than five years of experience (Bae, 2022). Factors such as high workload, violence, and family demands contribute to the high rate of turnover among nurses.
Nurse turnover has detrimental effects on the quality of care in healthcare settings. An increase in the turnover rates among registered nurses leads to a high workload for the remaining nursing staff. High workload predisposes the remaining staff to adverse outcomes such as burnout, job dissatisfaction, and intention to leave their workplaces. A high nurse turnover rate also results in decreased patient outcomes. This can be seen from the increased rate of medical errors and delayed delivery of care services due to the high workload for the few staff. Studies have also linked occurrences such as pressure ulcers and hospital-acquired infections to increased turnover rates among registered nurses. Hospitals incur significant costs in hiring, training, and retaining new staff due to high turnover rates among registered nurses (An et al., 2022; Bae, 2022, 2023). Therefore, nurse turnover affects adversely patient, provider, and organizational outcomes.
One Possible Solution
An effective solution that hospitals can implement to prevent and reduce turnover among registered nurses is providing favorable working conditions for nurses. Most nurses who leave their jobs and profession attribute their decisions to poor or harsh working conditions. They report issues such as poor pay, violence, and limited autonomy as the factors that contribute to their decisions to leave their jobs and professions. Health organizations can retain their nursing staff by transforming their workplace environments. This can be achieved by ensuring that nurses get good pay, and flexibility in their work, be treated with respect, and ensure their autonomy is maintained (Lockhart, 2020). Paying nurses well will contribute to their job satisfaction, which lowers their intention to leave.
Providing nurses with flexible work arrangements will reduce their perceived workload, hence, lowering their intention to leave their employers. In addition, nurses should be treated as valuable members of the organization. Strategies such as valuing their contributions to the organizational success and being treated with respect by other healthcare providers minimize turnover rates among nurses. Nurses’ autonomy should be respected by ensuring that they practice as per their standards of practice. Creating a favorable environment has cost implications for health organizations (Perkins, 2021). For example, paying nurses well would mean that health organizations incur high operational costs to ensure increased workforce retention and the delivery of high-quality care that promotes sustainable outcomes.
Leadership Style to Address the Issue
A democratic leadership style would be best to address the issue of turnover among registered nurses. Democratic leaders encourage and prioritize the input and communication from their followers. They value relationships and strive to ensure that their followers are willing and comfortable to express their concerns, ideas, and opinions on how to address the nursing turnover problem in their organizations. These leaders also utilize a two-way communication model to enhance transparency, honesty, and trust among followers and the leaders (Hakim & Wirajaya, 2021). As a result, organizations benefit from increased staff motivation and the implementation of strategies that align with the prioritized needs of the nursing workforce.
Comparison of the Leadership Style with My Leadership Style
Democratic leadership style aligns with my leadership style. I consider myself to be a democratic leader. I value the creation of positive relationships in my workplace. I encourage open communication among the staff on issues that affect them. I also encourage them to be actively involved in exploring the strategies that should be adopted in the organization to enhance outcomes and performance. I also advocate for the creation of open channels of communication. I believe that a two-way communication channel makes employees feel valued and increases their overall satisfaction and job retention rates.
Comparison of Two Different Leadership Theories
Transformational and transactional leadership theories might be applied to address the nursing turnover problem. Transformational leadership theory asserts the need for leaders to create an inspiring vision for their teams to influence the desired behavioral changes. The inspirational vision acts as a catalyst that drives employee behaviors to meet the set goals and objectives (Labrague et al., 2020). On the other hand, transactional leadership theory asserts the need for leaders to be focused on understanding the extrinsic motivators that influence employees to achieve the set goals and objectives. Unlike transformational leadership, which emphasizes the vision, transactional leadership theory aims at goals. Transformational leaders would be proactive in addressing nursing turnover while transactional leaders would be reactive (Wei et al., 2020). Transformational leadership theory would be effective in influencing nurses’ attitudes by inspiring innovation acceptance by developing trust, openness, and enthusiasm while transactional leadership theory would be effective by using rewards and reinforcement to address nurse turnover issues.
Nurses’ Role
Nurses play several roles in an interdisciplinary team in promoting patient quality and safety while fostering professionalism to address turnover among them. One of the roles is encouraging open communication. Nurses champion open communication among interprofessional teams to ensure the delivery of high-quality care to their patients. Nurses also promote respect among interprofessional teams. They ensure that each member’s contribution to care is valued. They also advocate the adoption of policies that promote their safety by addressing vices such as workplace violence (Majeed & Jamshed, 2021). Nurses also advocate the adoption of organizational policies that safeguard their interests such as ensuring flexible working conditions and favorable pay that meets their needs.
Conclusion
In summary, nursing turnover is a crucial issue affecting the healthcare industry in the United States. Nursing turnover affects care outcomes and the performance of health organizations. Creating favorable working conditions is an effective solution that health organizations can adopt to address nursing turnover. Democratic leadership, transactional leadership theory, and transformational leadership theory can be applied to address nursing turnover. Nurses play crucial roles in embracing interventions that would address nursing turnover in their profession and practice.
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