NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Walden University NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT – Step-By-Step Guide

This guide will demonstrate how to complete the Walden University NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT 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 NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT 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 NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

The introduction for the Walden University NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT 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 NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

After the introduction, move into the main part of the NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT 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 NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

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 NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

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 NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT 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 NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Part 1: Work Environment Assessment       

While undertaking the assessment as required by the NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT instructions, there was consideration of different factors within the work environment. From the assessment, the result revealed that a barely healthy workplace. In other words, there is a score of 64 which indicates a healthy workplace. The score was based on the values directed towards the workforce, employee’s engagement, as well as the fear of unbearable workloads (Norcini, 2016).

In most cases, assessment of healthcare environment rely in different issues that affect workforce and the entire stakeholders on the organization. When it comes to the assessment of the workers, most employees feel that they are being overworked and as a result, they cannot perform the responsibilities assigned to them. Also, there is a feeling that the conditions of work are unsafe due to the difficulties found in the work processes.

The basis of the assessment was based on the necessary conditions required to ensure that there is an integrated environment where success can be realized. From the assessment, there are different conclusions that can be made. There are both weaknesses and strengths within the organization. Based on the result of the assessment, the organization needs to work on improving the employees’ work conditions to improve the overall score in the assessment. For instance, there is the need for the management to reduce workloads assigned to an the employees so at to relieve pressure that comes with too much work. 

One of the areas that surprised me from the assessment is the process of communicating issues and the employees being valued.  Also, the complaints of workloads as reported by employees was a great surprise. There is always the need for most healthcare institutions to engage in solving issues that arise from the processes of work.

Before the assessment, I believed that healthcare institutions have elaborate working environments that support the needs of workers and the entire stakeholders. The organizational leadership is constantly working to ensure an effective working environment, this suggest about health and civility of the workplace.      
 

NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT Part 2: Reviewing the Literature 

The theory presented in the article provided is grounded theory. This theory was used to evaluate the perception of nurses in the acute care settings. Grounded theory refers to the systematic methodology that is often applied in the qualitative research processes. The theory involves adherence to the methodologies that includes the incorporation of the theories as well as the hypotheses through the collection and analysis of qualitative data.

Moreover, the theory relates to the environmental assessment. The outcomes of the workplace environmental assessment is entirely supported by the grounded theory. In grounded theory, there is always the collection of facts and other forms of information that relate to the assessment processes.

The grounded theory is often applied in the assessment processes to ensure effective outcomes that reveals the true reflection of the work environment. In the above case, the grounded theory was based on the approaches applied by the healthcare institution to ensure quality treatment processes. 

The grounded theory relates to the result of the assessment that was conducted within the organization. The outcomes show a healthy working environment despite some challenges that have been experienced in terms of work load and other ineffective conditions of work. The assessment outcomes are based on the information that has been collected from different department and operational processes (Cynthia, 2019). The grounded theory is often based on the collection of data and information that is critical in showing the positive outcome of the entire processes of analysis.

Therefore, the organization can apply the grounded theory to improve healthcare outcomes or create a stronger work environment. The theory can be employed to address the perception of the entire workforce in order to enhance quality healthcare delivery and the general operational processes. For instance the theory can be applied in both qualitative and quantitative research processes to ensure effective outcomes in the treatment processes.     

Part 3: Evidence-Based Strategies to Create High-Performance Interprofessional Teams 

There are different strategies that can be employed to create high-performance interprofessional teams. One of the strategies is the improvement in communication system within the organization. In most cases, effective communication system is essential in ensuring an integrated work environment as well as the improvement in the general performance of the organization.

From the assessment, if communication can be improved, there can be an increase in the evaluation performance. The organizational processes are often based on the communication system within the workplace. As such, when people or employees are able to communicate effectively, there can be a tremendous improvement in healthcare delivery processes and the general improvement in the operational processes (Clark, 2015). 

Another strategy is the application of evidence-based practices. The operational processes should be based on the evidence-based practices to ensure that the shortcomings within the system are addressed. From the assessment, the workplace is characterized by employees’ complaints arising as a result of workloads and lack of enough time to relax and concentrate on other issues.

With the adherence to the evidence-based practices, there can be a general improvement in the operational processes, a situation that can lead to improvement in the performance of the assessment. The assessment score was 64; however, with the incorporation of the above factors, the score can reach a maximum point. These strategies can be applied to address the weaknesses that were encountered in the assessment process. 

Strengthening nursing leadership is one of the strategies that can be employed to bolster successful practices revealed in the work environment assessment. Another strategy is general improvement in the management system. These strategies will ensure adherence to the ethical practices and the general work processes within the healthcare institution.        

Also Read:

Module 4: Workplace Environment Assessment

CHANGE IMPLEMENTATION AND MANAGEMENT PLAN

References 

Clark, C., (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today 10(11), 18-23. Retrieved on 10/7/2019 from https://www.americannursetoday.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdf 

Cynthia M., C. (2019). Combining Cognitive Rehearsal, Simulation, and Evidence-Based Scripting to Address Incivility. Nurse Educator, (2), 64. https://doi-org.ezp.waldenulibrary.org/10.1097/NNE.0000000000000563 

Norcini, J. J. (2016). Workplace assessment. Understanding Medical Education: Evidence, Theory and Practice (2nd ed.). London: John Wiley & Sons, Ltd, 279-291. Retrieved from: 10.1002/9781118472361 

Sample Answer 2 for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Post a brief description of the results of your Work Environment Assessment.  Based on the results, how civil is your workplace?  Based on my workplace assessment, my facility received a score of mildly healthy. 

Explain why your workplace is or is not civil.   As a nurse it is my responsibility to create a safe, ethical, civil workplace comprising of dignity and respect (Clark, C. M., 2015).  My past workplace is considered mildly healthy. I would consider my workplace in between civility and incivility. Based on policies, procedures, promoting safe environment. Hiring some of the best physicians and support staff, as well as continuing education requirements and support, my workplace is healthy.  However, the level of stress, patient overload, acuity and staff concerns, my workplace is not healthy. I strive daily to do what is right because it is right.  Everyone that I work with know that if you ask me, I am going to tell the truth and always treat patients with respect and dignity even though the patient may not be treating staff that way.  My manager would give me difficult patients and my co-workers knew that and some would even ask me to “swap” a patient with them.  The prevailing system of superiority and work overload was evident at my past job.  Working in surgery there are different elements to pre-operative environment.  Within the peri-operative environment, multi-faceted, are assessment nurses, lab, and chart room nurse.  There was never a clear understanding of the role of the chart-room nurse which posed many problems and challenges.  If that nurse did not want to confirm a critical lab, ekg, or issue to the surgeon, it would be brought back to the assessment nurse and at times would be reported to the supervisor.  There was a unhealthy relationship established before I began working there.  I had no idea.  According to Clark et al., (2011), “disruptive behaviors” are common and are often due to unclear roles and expectations, professional and personal value differences, as well as power struggles.  I tried to bridge this culture even though I was not in management by engaging with all sides to try to bridge the gap.  However, it was to no avail because feelings were deeper than I realized.  Our manager seem to favor the chart nurse as they were very close friends.  In lieu of this, I felt optimistic.  I attempted to come up with resolutions such as team talks but the chart room nurse did not want to engage. The foundation of good team building must be trust (Laureate Education, 20009u).  In the end, I am no longer there and from some of the nurses, these issues exist now.  It is so sad, because this could be an idea job for many nurses. Clark et al, 2011, states that these types of issues can be resolved by leaders who model role professionalism and effective communication skills.  In the end, I have learned, teams must have shared goals, shared knowledge, and mutual respect -TEDx. (2017). 

References: 

Clark, C.M., Olender, L.,Cardoni, C,C., Kenski, D. (2011). Fostering civility in nursing education and practice.  The journal of Nursing Administration, 41(7/). 324-330 

Clark, C.M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10(11), 18-23. https://www.americannursetoday.com/wp-content/uyploads/2015/11/ant11-CE-Civility-1023.pdf 

Laureate Education (Producer)(2009u). Working with Groups & Teams

. Baltimore, MD: Author 

TEDx. (2017, April). Jody Hoffer Gittell:  The power of a simple idea [Video file]. https://www.youtube.com/watch?v=X7hL5RC5kdE. 

Sample Response for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Hi Felicia, 

The work environment assessment has been an important opportunity to conceptualize the intricate element of the workplace. It has been especially relevant for understanding the mutual connection between different categories of workers and departments that have to actualize the same objectives. Despite the differences that might exist between workers, it is worthwhile to note that the commitment to facilitate the treatment and care for patients is the driving force for enhancing productivity and passion. So far, I have considered different aspects of my workplace and arrived at a fair score on how civil the workplace is, especially in respect of the conditions of the workforce. I align with the fair score given my concern in advocating for essential improvements. Despite the limited impact, my colleagues are also involved in addressing the underlying issues and pushing for better service delivery.   

 My facility attains a score of mildly healthy. The score is based on the tendency to have extremes of favorable and unfavorable conditions. My workplace has failed to have a balance in considering the interests of the workers. Nurses are indeed at the center of facilitating safety, ethics, and the dignity of the patients (Seyedfatemi et al., 2020). It has performed excellently regarding key areas such as ensuring a safe working environment. It is also noteworthy that the management has succeeded in having the best physicians in place, coupled with the support staff to ensure effective treatment and service delivery. There are further incentives for continuing education, which is often meant to align with the changing dynamics in the health profession (McCloughen & Foster, 2018). However, there are essential concerns regarding a high level of stress, patient overload, and workforce complaints. Such issues need to be addressed to arrive at the desired organizational standards. 

References 

McCloughen, A., & Foster, K. (2018). Nursing and pharmacy students’ use of emotionally intelligent behaviours to manage challenging interpersonal situations with staff during clinical placement: A qualitative study. Journal of Clinical Nursing, 27(13-14), 2699-2709. 

Seyedfatemi, N., Mohammadi, N., & Hashemi, S. (2020). Promoting patients health in intensive care units by family members and nurses: A literature review. Journal of Education and Health Promotion, 9. 

Sample Response for NURS 6053 WORKPLACE ENVIRONMENT ASSESSMENT

Felicia, 

            Thank you for sharing your work experience with us. It is never easy revisiting those feelings of not being valued but taken advantage of and where high levels of unproductive favoritism exist. When individuals in higher management positions demonstrate their superiority,  it is reminiscent of the silos that are discussed in the TEDx (2017) video. Patient care involves everyone horizontally across the organizational chart. Proper, safe, and sound care, does not occur when organizations function within their individual silos. This does not create a needed productive, beneficial atmosphere and environment for staff and all units alike. Mangiofico and Tompkins (2021) express that when the supervisor of a unit is belittling or the like it disables the environment starting with psychological safety. Moreso, those who witness such abuse can be just as affected as those who are recipients of it Mangiofico and Tompkins (2021). 

            One intervention conducted at a non-profit center to alleviate incivility among staff in an organization was the implementation of a dialogical approach. This consisted of delving into each board member’s own feelings of what they meant to the team, dissecting those definitions, and working through them. Several of these definitions were negative in the sense that staff felt that their work was diminished and threatened, and several individuals felt a sense of disparagement Mangiofico and Tompkins (2021).  These staff members were then brought together into two groups and were engaged in dialogue to ameliorate any negative, unproductive feelings, expressions and use newly established co-created dialogue that benefits all Mangifico and Tompkins (2021). Here, a dialogical approach was used to get to the root of the problem, addressing assumptions and feelings, by sorting through them to stabilize the relational pattern through reasoning and being sensible Mangiofico and Tompkins (2021). 

            Workplaces and organizations are permeated with norms of interpersonal conduct. Mandatory continuing education within facilities needs to engage in civility videos as much as they do HIPPA videos. When one is aware of misbehaviors, or it is recognized by professionals when it was not priorly seen as such, they become cognizant and the catalyst to change that behavior. Saxena, Geiselman, and Zhang (2019) express that organization must show videos that contain  “Bringing norms of interpersonal respect to the forefront of one’s consciousness; Making employees aware of when civil interactions become uncivil; How to monitor one’s behavior; Engaging employees into actively understanding the negative impact of being uncivil; and In case incivility occurs, how to best handle the episode, both from the standpoint of a perpetrator and of a target” (p. 4). 

            These are both superb options, the first more or so actively getting to the root of the problem through investigating personal feelings using the dialogical approach. The second, I would think, would be much more economical and time-friendly however, it will need enforcement to keep it from occurring related to human behaviors that are not easy to fix.  

Kindly,  

Risa Weaver 

References 

Mangiofico, G. L., & Tompkins, T. C. (2021). A Framework for Disrupting Incivility in the Workplace. Organization Development Journal, 39(4), 79–90. 

Saxena, M., Geiselman, T. A., & Zhang, S. (2019). Workplace incivility against women in STEM: Insights and best practices. Business Horizons, 62(5), 589–594. https://doi.org/10.1016/j.bushor.2019.05.005 

TEDx. (2017, April). Jody Hoffer Gittell. The power of a simple idea. [Video file]. Retrieved from https://www.youtube.com/watch?v=X7nL5RC5kdE 

  When I did the work environment assessment from Clark (2015) and evaluated my place of work, my facility scored 80 out of 100. One of the reasons my facility received an 80 out of 100 is that the satisfaction and morale of the employees are low sometimes because there are not enough staff members working in the operating room. When there are not enough staff working there, it causes the staff members to view themselves as employees and not an asset to the organization. Fairley et al. (2019) discussed how extensive research has been carried out on patient and staff scheduling to improve operating room performance.

           My workplace facility is a civil place to work. However, when an employee is mad at another employee, they talk behind each other’s back rather than addressing the issue with that employee. Because of this, the retention rate of employees in the operating room is lower. As an operating room nurse, I need to focus on my patients and the care I am providing. Eriksson et al. (2020) described how the operating room nurses’ responsibility is to ensure good nursing care before, during, and after surgery. Broome and Marshall (2021, p.155) brought out an interesting point about how, as an APRN, the world awaits our ideas, skills, and unique contributions that we will make to our workplaces.

           There have been many times that there has been incivility in the operating room at my facility. One example of incivility/disrespect in the operating room where I work was when an orthopedic doctor wanted to do a direct anterior hip arthroplasty. I scheduled the procedure, and when the lead surgical technologist found out I scheduled it without her permission, she called the doctor and swore at the doctor and I for not calling her first. Her uncivil attitude was all about her. She was on vacation and believed that the doctor could not do this case without her. In reality, we could do the case, and the other surgical technologists there had done many direct anterior hips with this doctor and other orthopedic doctors. Whitebrook (2021) talked about how enabling change within our practice begins with education, initially by learning to identify which types of behaviors constitute incivility.

           The doctor contacted the operating room manager to discuss this surgical technologist’s attitude toward him. The result of this interaction was that the manager took the surgical technologist into her office and explained that her job was to assist the doctor in his cases and not to swear at him and tell him when he could schedule the cases. This surgical tech was given two days off with no pay to think about her attitude and how she is supposed to interact with other medical professionals in our operating room.

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer.

Clark, C. M. (2015). Conversations to inspire and promote a more civil workplace. American Nurse Today, 10Links to an external site.(11), 18–23. https://www.myamericannurse.com/wp-content/uploads/2015/11/ant11-CE-Civility-1023.pdfLinks to an external site.

Eriksson, J., Lindgren, B., & Lindahl, E. (2020). Newly trained operating room nurses’ experiences of nursing care in the operating room. Scandinavian Journal of Caring Sciences, 34(4), 1074–1082. https://doi.org/10.1111/scs.12817Links to an external site.

Fairley, M., Scheinker, D., & Brandeau, M. L. (2019). Improving the efficiency of the operating room environment with an optimization and machine learning model. Health Care Management Science, 22(4), 756–767. https://doi.org/10.1007/s10729-018-9457-3Links to an external site.

Whitebrook, A. L. (2021). How can Civility in the Operating Theatre be Improved to Enhance Patient Safety? (Part Two). Operating Theatre Journal, 368, 20–22.

Work Environment Assessment

The role of a nurse’s job is to establish and maintain a safe environment for patients and health care workers. Civility is defined as being polite and kind in disposition and speech. Civility comes from the Latin word civils, meaning “relating to public life, befitting a citizen.” Civil behavior refers to polite behavior toward others and ensuring that their dignity is maintained (Clark et al, 2010). However, studies have indicated that negative behaviors such as incivility are often more common in the nursing profession. Uncivil behaviors include verbal abuse, nonverbal abuse, sexual harassment, and passive aggressive behavior (Atashzadeh et al, 2021). In this discussion, I will explain my Work Environment Assessment results, and what I experienced incivility at my workplace, and how it was addressed.

Work Environment Assessment Results

In my workplace environment assessment, Clark Healthy Inventory scored 58. According to Clark (2015), the score indicates that my workplace is unhealthy. Clark Healthy Inventory assessment results about my workplace’s environment assessment shows a lot of work needs to be changed. My organization needs hiring more health care worker, social worker, nurse and improve communications between supervisors and employees.

Incivility Experience

Uncivil behaviors include verbal abuse, nonverbal abuse, sexual harassment, and passive aggressive behavior. A study by Duncan reported the rate of incivility to nurses to be higher than 46% and one-third of nurses had been exposed to physical violence. This study reported that 100% of ER nurses had been exposed to verbal violence and more than 80% to physical violence (Duncan et al, 2000). I experienced incivility in my workplace very often and mostly came from patients I am taking care of. Since I work with children and young adults with behavioral and mental disorders it is very often the patients presented with verbal abuse or aggressive behaviors to us. The hospital has different codes for emergency situations and a high-level security system with cameras everywhere in the hospital. During orientation all new employee has 10weeks training on self-protection for patient’s aggressive behaviors and patient restriction for uncontrol patients.  

Conclusion

A civil workplace environment allows nurses to focus and improve patient care. Non-civil behavior in the workplace leads to negative outcomes such as low productivity, conflict, reduced job satisfaction and less organizational commitment (Lu et al., 2019). Incivility not only creates a hostile workplace for nurses, but also forms a dangerous environment for patients, leading to diminished patient satisfaction and poor patient recovery. Therefore, awareness of this problem can help with the assessment of the current situation as well as effective and realistic planning to prevent and also follow up on the consequences.

References

Clark, C. M., & Springer, P. J. (2010). Academic nurse leaders’ role in fostering a culture of civility in nursing education. The Journal of nursing education, 49(6), 319–325. 

Atashzadeh Shoorideh, F., Moosavi, S., & Balouchi, A. (2021). Incivility toward nurses: a systematic review and meta-analysis. Journal of medical ethics and history of medicine, 14, 15.

Duncan, S., Estabrooks, C. A., & Reimer, M. (2000). Violence against nurses. Alberta RN, 56(2), 13–14.

Lu, L., Lok, K. I., Zhang, L., Hu, A., Ungvari, G. S., Bressington, D. T., Cheung, T., An, F. R., & Xiang, Y. T. (2019). Prevalence of verbal and physical workplace violence against nurses in psychiatric hospitals in China. Archives of psychiatric nursing, 33(5), 68–72. 

NURS 6053 WEEK 4 LEADERSHIP THEORIES IN PRACTICE

Key Insights 

            The two key insights I received from my two articles are first, the nursing shortage could be greatly decreased if management aimed to improve the practice environment and schedule flexibility through a promising approach towards increased retention of registered nurses.  (Leineweber et. al, 2016). The second key insight is that there is a “direct correlation between nurse-to-patient ratios and patient outcomes due to increased workload and stress, and the risk of burnout for nurses.” (Phillips et al, 2021). The high-intensity nature of nurses’ work means that nurses themselves are at risk of committing errors while providing routine care”. 

Skills demonstrated 

            One of the mangers in my organization fought hard to make self-scheduling was actual self-scheduling, but the nurses would not balance the schedule so the manager would have to step in and move nurses around. Flexibility and the autonomy of self-scheduling boost employee morale, but if it is not balanced and equal on all the days, how is this exhibiting respect for the nurses and fair for patients? (Wynendaele, 2021). 

            This same nurse manager would also take the charge nurse assignment when the floor was short, she came in to work in the middle of the night if a lot of patients were admitted and would do her best to make sure the nurses and technicians were happy. When the stresses of the job or patients was too much, she would step in and resolves a lot of issues.  As nurses we deal with stress from the other medical professionals, family members, and the patients, and our reaction level to the stress is low most of the time. But as time goes on, nurses burn out and zone out, therefore causing decreased patient outcomes. (Keykaleh, et al, 2018). 

Impact on the workplace 

             Because of theses skills exhibited by this nurse manger, it showed the entire staff that she cared, could do our job, would step in when she was needed, and in turn, the nurses and techs would come in on their days off and work late. Her appreciation for the staff empowered them to go above and beyond and it empowered her to do more for her staff. When she left, the staff turnovers started back up again and patient care was greatly affected. 

References 

Leineweber, Chungkham, H, Lindqvist, R, Westerlund, J, Runesdotter, S, Alenius, R, Tishelman, C. (2016). Nurses’ practice environment and satisfaction with schedule flexibility is related to intention to leave due to dissatisfaction: A multi-country, multilevel study, https://doi.org/10.1016/j.ijnurstu.2016.02.003.Links to an external site. 

Keykaleh M, Safarpour H, Yousefian S, Faghisolouk F, Mohammadi E, Ghomian Z. (2018). The Relationship between Nurse’s Job Stress and Patient Safety. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6290432/Links to an external site. 

Phillips, J, Malliaris, A, Bakerjian, D. (2021). Nursing and Patient Safety. https://psnet.ahrq.gov/primer/nursing-and-patient-safetyLinks to an external site. 

Wynendaele H, Gemmel P, Pattyn E, Myny D, Trybou J. (2021). Systematic review: What is the impact of self-scheduling on the patient, nurse and organization? J Adv Nurs. https://pubmed.ncbi.nlm.nih.gov/33016472/Links to an external site.