NURS-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video

Capella University NURS-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video– Step-By-Step Guide

This guide will demonstrate how to complete the Capella University  NURS-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video 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-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video 

Whether one passes or fails an academic assignment such as the Capella University  NURS-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video  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-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video 

The introduction for the Capella University  NURS-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video  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-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video 

After the introduction, move into the main part of the  NURS-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video  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-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video 

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-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video 

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 NURS-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video 

Collaboration is an important element in nursing practice that contributes to the provision of quality healthcare. According to Kearney (2019), inter-professional collaboration in healthcare results in the provision of patient-centered care. The care contributes to additional outcomes that include satisfaction with care and adherence to the prescribed plan of care. Effective inter-professional collaboration highly relies on factors such as communication and leadership styles used by its stakeholders. The members involved in the inter-personal collaboration should be free to express their concerns. The leadership should also focus on ensuring that the perceived barriers to the effectiveness of the teamwork are addressed in a collective way. Therefore, this research paper is a presentation of an interdisciplinary collaborative experience I participated in, things that were successful unsuccessful, effect of poor collaboration, and leadership and collaboration strategies that can help team achieve its goals.   

Interdisciplinary Collaborative Experience 

One example of the interdisciplinary collaborative experience I participated in the past is the investigation and drafting of solutions to address nurse burnout. According to Mudallal, Othman and Al Hassan (2017), nurse burnout refers to a health problem that arises from prolonged psychological reaction to chronic interpersonal and emotional stressors in the workplace. It results in health outcomes such as depersonalization, emotional exhaustion, and reduction in individual accomplishment. The consequences of burnout among nurses are well documented in research. They include increasing the risk of depression, decline in productivity, high staff turnover rates, and provision of low quality care (Ortega-Campos et al., 2019). The prevalence of burnout among nurses in our hospital has been declining over the past few months. Therefore, the management of the organization saw the increased need to involve its stakeholders in examining the causes and ways in which the problem can be solved. Consequently, I was nominated to be part of the team that was tasked with this role.  

Several things were successful in the inter-professional collaboration task. One of them was the creation of an environment that promoted open communication. There was free sharing of information between the team members. We were free to express our ideas, views, and concerns related to the issue of nurse burnout. As shown by Kearney (2019), open communication is important in interpersonal collaborative teams since it builds trust and facilitates ownership of the proposed interventions. The other thing that was successful is our collaboration in the examination of the causes and solutions for nurse burnout. The team members were actively involved in exploring the causes and solutions to the issue. They provided their insights based on their experiences and that of others. The other successful thing in the collaboration task was the successful management of diversity of the team members. The members of the collaborative tasks were from different backgrounds in terms of education, experience, cultural beliefs, and leadership experiences. However, their differences did not affect the manner in which the activities of the team were undertaken. Consequently, most of the activities that were utilized were successful.  

Things That Were Successful 

Faculty Comments:You did a fantastic job explaining what authors in the literature say about how poor collaboration can result in inefficient management of human and financial resources. Citing multiple authors brings increased credibility to your video presentation. I especially liked that you included ideas about effective communication.

Things That Were Not Successful 

Despite the above successes, some of the things were unsuccessful. One of them is the effectiveness of the leadership style that was used. Effective collaborative teams often utilize leadership styles that focus on promoting equity and equality. However, our collaboration did not utilize effective leadership style. The leaders had significant control over us. They did not prioritize our suggestions in the discussions. As a result, the team members felt isolated in the adoption of some recommendations. The other thing that was not successful is aligning the goals of the meeting with the mission of the organization. The misalignment was likely to affect negatively successful implementation of the proposed strategies (Arnold & Boggs, 2020). Therefore, it is important that the management address these issues for the goals of the proposed interventions to be achieved in the organization.  

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Effect of Poor Collaboration on Management of Human and Financial Resources 

The above-identified unsuccessful things increase the risk poor collaboration. Poor collaboration can have adverse effects on human resource and financial management in many ways. Firstly, it increases the adoption of interventions that do not address the prioritized needs in an organization. The organization might end up using its human and financial resources in projects that does not solve the actual organizational issues. As a result, financial resources in the organization are misused. There is also the evidence that poor collaboration results in the use of ineffective employee development interventions. In this case, the employees are likely to be provided with training and other development opportunities that do not align with the organizational needs. Consequently, there will be wastage of organizational resources that include time, finances, knowledge, and skill. There is also the increased risk of resistance to change when there is poor collaboration. Successful adoption change in organizations depends largely on the extent of involvement of the adopters. However, poor collaboration increases the risk of resistance to change from the adopters due to lack of awareness and fear of the unknown outcomes of the interventions (Britnell, 2019). Therefore, resistance from the employees will result in loss of financial resources in an organization.  

Best Leadership Strategies 

The goals of our collaborative inter-professional task could have been improved with the adoption of a number of leadership strategies. One of them is increasing the participation of the team members in team activities. Effective leaders provide their team members with the opportunity to make decisions on their assigned tasks. This motivates them to explore innovative ways in which the goals of the team can be achieved. The other strategy is rewarding performance. The leaders of collaborative teams should recognize the contributions of each of the members. The members can be rewarded using methods such as verbal recognition and giving tangible rewards to motivate them. The leaders also build trust with the members of the collaborative teams. Trust is important since it increases the focus of the team members on achieving the goals of the assigned task. The last leadership strategy that can be utilized is encouraging innovation. The team leader can provide the members with the opportunities to try their ideas in solving the problem (Alvinius, 2017). Through it, efficient ways are identified, hence, the realization of the goals of the team.  

Best Interdisciplinary Collaborative Strategies 

One of the interdisciplinary collaborative strategies that can be used to help a team achieve its goals is involving them in assessment, planning, implementation, and evaluation of strategies used to address the assigned task. The involvement empowers them to take responsibility of their actions alongside promoting ownership of the project. The second strategy is strengthening the creation of open channels of communication. There should be free flow of information from the leaders of the teams and team members. Members should be encouraged to express their concerns and views on the implementation of the proposed strategies. Open communication minimizes the risk of resistance to change from the organizational stakeholders. The last strategy that can be utilized to strengthen interdisciplinary collaboration is adopting positive leadership styles. The leadership of the team should focus on transforming the team members. They should promote uniformity in participation and adoption of approaches that promote the realization of the set goals (Pfeffermann & Gould, 2017). Therefore, these strategies underpin the realization of team goals if adopted in a team.  

Conclusion 

Interdisciplinary collaboration is important in facilitating the realization of the set organizational goals. Poor collaboration result in ineffective use of the organizational financial and human resources. However, team members are encouraged to embrace best leadership and interdisciplinary strategies to address possible barriers to the success of their interventions. Therefore, I will consider these aspects to ensure enhanced efficiency in interdisciplinary collaborative teams I will participate in the future.  

References 

Alvinius, A. (2017). Contemporary leadership challenges. Rijeka, Croatia InTech.  

Arnold, E. C., & Boggs, K. U. (2020). Interpersonal Relationships: Professional Communication Skills for Nurses.  
United States: Saunders.  

Britnell, M. (2019). Human: Solving the global workforce crisis in healthcare. Oxford: Oxford University Press.  

Kearney, N. R. (2019). Advancing Your Career: Concepts of Professional Nursing. Philadelphia: F. A. Davis Company. 

Mudallal, R. H., Othman, W. A. M., & Al Hassan, N. F. (2017). Nurses’ burnout: the influence of leader empowering behaviors, work conditions, and demographic traits. INQUIRY: The Journal of Health Care Organization, Provision, and Financing, 54, 0046958017724944. 

Ortega-Campos, E., Albendín-García, L., Gómez-Urquiza, J. L., Monsalve-Reyes, C., & de la Fuente-Solana, E. I. (2019). A Multicentre Study of Psychological Variables and the Prevalence of Burnout among Primary Health Care Nurses. International journal of environmental research and public health, 16(18), 3242. 

Pfeffermann, N., & Gould, J. (2017). Strategy and communication for innovation: Integrative perspectives on innovation in the digital economy. Cham, Switzerland: Springer.  

Sample Answer 2 for NURS-FPX4010 Assessment 1: Collaboration and Leadership Reflection Video 

The success of health organizations in the modern world largely depends on the effectiveness of interprofessional collaboration adopted by different teams involved in the care provision. Interprofessional collaboration entails the involvement of healthcare providers from different disciplines and backgrounds in assessing, planning, implementing, monitoring, and evaluating treatments. Interprofessional collaboration facilitates care outcomes such as improved quality, efficiency, and safety of care that patients receive. It is also important for the success of an organization, as it eliminates potential errors in the care process and issues such as inefficient resource utilization to promote optimum care outcomes. Besides collaboration, nurses and other healthcare providers should be encouraged to utilize reflective practice in their roles. Reflective practice enables them to develop their desired competencies by learning from their experiences (Merrow, 2022). Therefore, this reflection explores my experience with interprofessional collaboration and strategies that should be adopted to improve outcomes. It also examines the effects of poor collaboration and best leadership and collaboration strategies that can be adopted to improve team outcomes.

Effects of Poor Collaboration

            Effective collaboration is an ingredient for the success of any organization. However, poor collaboration has considerable ramifications to the organizational success. One of them is that it lowers the morale of the staff in the organization. Collaboration incorporates the efforts from different staff in the organization. The staff have unique and varying values, beliefs, and practices that affect their task undertaking. As a result, poor collaboration, which fails to consider their diversities may affect their morale in engaging in future change initiatives in the organization (Paola et al., 2018). Poor collaboration may also create some fear in them towards any interprofessional activity in the organization.

The other effect of poor collaboration is resource wastages. Poor collaboration results in time, human resources, material, and financial wastages. The organization invests its resources in projects that do not yield any benefit. As a result, they incur significant losses and inability to achieve their outcomes. In addition, it hinders the organization’s focus on other investment lines that could contribute to enhanced performance and competitiveness. Poor collaboration also leads to low team cohesion. The reduction in team cohesion is attributed to factors such as mistrust and fear among the organization’s staff. There is also the fact that poor collaboration causes poor strategy execution. The management, leadership and staff fail in achieving the plans developed for strategy implementation as well as the desired outcomes. Therefore, initiatives that enhance the success of interprofessional collaboration activities should be implemented (Harris et al., 2022; Merrow, 2022).

Reflection of Interdisciplinary Collaboration

            I have an experience with an interdisciplinary collaboration in my practice site. The activity entailed the implementation of interdisciplinary hourly rounding in the medical and surgical floors to prevent falls. The need for the activity was informed by the rise in falls among hospitalized patients over the last quarter of the year. Some things went right with the interdisciplinary collaboration. One of them was open communication. Open communication among healthcare providers was upheld. This improved understanding of the project as well as strengthening trust among the project implementers. The other successful aspect was the active involvement of the healthcare staff in the departments where the initiative was implemented. Active participant involvement was important in ensuring the development of the desired knowledge and skills by project implementers (Porter-O’Grady, 2019).

            Some things did not go as desired in the interdisciplinary collaboration. One of them was that the staff did not receive regular feedback on the project process. The lack of regular feedback led to information breakdown among the project stakeholders. It also led to low morale among the staff since they were not informed about the things that were working or ineffective in the process. Regular feedback is important in ensuring continuous improvement of systems and processes used in a project since the implementers build on successful strategies with the aim of eliminating the identified weaknesses. The other issue experienced with the implementation was inadequate institutional support. The hospital did not offer continuous support to the staff in forms such as coaching and mentorship. It also did not support continuous quality improvement through strategies such as rewarding performance. The lack of adequate institutional support affected sustainability of the change initiative in the organization.

Best-Practice Interdisciplinary Collaboration Strategies

            Several best practice interdisciplinary collaboration strategies can be adopted to enhance the team effectiveness in achieving its goals. One of them is teamwork. Teamwork entails encouraging team members to work together in undertaking team’s activities. Teamwork enhances collectivism in the realization of the desired outcomes in an organization. The second best-practice interdisciplinary collaboration strategy is open communication. Open communication entails ensuring the existence of free flow of information in the organization and among the team members. Open communication ensures the prioritization of a team’s needs, views, and concerns. It also improves trust that team members have towards each other (Mertens et al., 2019).

Person-centeredness is the other interdisciplinary approach. Person-centeredness entails the implementation of approaches in a team that addresses the unique needs of the members. Person-centeredness empowers and encourages team members to explore ways of achieving optimum team outcomes by focusing of each team members’ strengths and abilities. Team members also leverage on their strengths to minimize the potential effects of their weaknesses on the project outcomes. The other strategy is sharing roles. The team members should have unique roles to play for the success of the team. Sharing roles increases team members’ satisfaction and their empowerment to explore effective strategies for the overall success of the team (Paola et al., 2018; Shakhman et al., 2020). Sharing roles also ensures that each of the team member is actively involved in meeting the set objectives, which contribute to the overall aims of the team undertakings.

The other best-practice intervention to strengthen interprofessional collaboration is active participation. The team members should be encouraged to participate actively in team’s activities. Active participation promotes ownership of the project by the team members. It also builds the competencies needed for the success of the team activities. The provision of personal rewards is the other intervention. Rewarding performance motivates the team members to engage in additional activities for the success of the team (Miles & Scott, 2019).

The other practice is training and development. Interprofessional team members should be trained to acquire the knowledge and skills needed for the success of their interventions. Training also eliminates the potentials of resistance to change from them. The last strategy is ensuring clarity of vision. The team members should understand the purpose of the team. They should understand their roles in contributing to the success of the team. They should also share the same vision to drive collectivism in achieving the goals of the team (Paola et al., 2018; Shakhman et al., 2020).

Best-Practice Leadership Strategies

            Nurses can also adopt best-practice leadership strategies to improve interdisciplinary team’s ability to achieve its goals. One of them is maintaining constant communication with the followers. Constant communication can be achieved by offering followers frequent feedback about their successes in achieving the set objectives and changes needed to enhance outcomes further. The other best-practice leadership strategy is mentoring team members. Effective leaders focus on promoting the development of their followers. They encourage their followers and guide them in adopting best practices in undertaking their tasks (Porter-O’Grady, 2019). Through it, they influence their actions and motivate them towards excellence.  

The other leadership strategy is open communication. Effective leaders maintain two-way communication between them and their followers. This communication approach eliminates mistrust and promotes honesty and transparency among them. They also encourage innovation. They also encourage their followers to explore new, innovative approaches to driving excellences in their practice. They also encourage the use of evidence-based strategies to eliminate issues such as inefficiencies and redundancies in nursing practice (Hofmeyer & Taylor, 2021). The other best-practice leadership strategy is encouraging accountability. Accountability in teamwork entails team members acknowledging and assuming responsibility for their actions and decisions. Accountability increases the autonomous roles that each of the team members lay (Miles & Scott, 2019). It also provides a clear approach to assessing the contribution of team members to the success of the team.

The other strategy is delegation. As noted initially, effective leaders promote the competency development of those they lead. They adopt interventions such as delegation to help the team members to develop knowledge and skills in undertaking their assigned roles independently. They also utilize delegation as an approach to build trust between them and their followers, for enhanced teamwork outcomes (Labrague et al., 2022). The other effective leadership practice is promoting transparency. The team members should be informed about the need for different decisions made in a team. They should be involved in exploring the potential strategies they can adopt to achieve the desired outcomes. Through it, the team members will demonstrate commitment to purpose. They will be highly committed to achieving optimum team outcomes (Miles & Scott, 2019).

Conclusion

            Interprofessional collaboration is important in nursing practice and healthcare. It enables organizations to achieve enhanced outcomes in terms of safety, quality, and efficiency. Poor collaboration hinders the realization of employee potentials and set organizational objectives. As a result, it is important for leaders and managers to adopt best-practice collaboration and leadership strategies to enhance team outcomes.

 References

Harris, J. L., Roussel, L. A., Dearman, C., & Thomas, P. L. (2022). Project Planning, Implementation, and Evaluation: A Guide for Nurses and Interprofessional Teams. Jones & Bartlett Learning.

Hofmeyer, A., & Taylor, R. (2021). Strategies and resources for nurse leaders to use to lead with empathy and prudence so they understand and address sources of anxiety among nurses practising in the era of COVID-19. Journal of Clinical Nursing, 30(1–2), 298–305. https://doi.org/10.1111/jocn.15520

Labrague, L. J., Al Sabei, S., Al Rawajfah, O., AbuAlRub, R., & Burney, I. (2022). Interprofessional collaboration as a mediator in the relationship between nurse work environment, patient safety outcomes and job satisfaction among nurses. Journal of Nursing Management, 30(1), 268–278. https://doi.org/10.1111/jonm.13491

Merrow, E. W. (2022). Contract Strategies for Major Projects: Mastering the Most Difficult Element of Project Management. John Wiley & Sons.

Mertens, F., De Gendt, A., Deveugele, M., Van Hecke, A., & Pype, P. (2019). Interprofessional collaboration within fluid teams: Community nurses’ experiences with palliative home care. Journal of Clinical Nursing, 28(19–20), 3680–3690. https://doi.org/10.1111/jocn.14969

Miles, J. M., & Scott, E. S. (2019). A New Leadership Development Model for Nursing Education. Journal of Professional Nursing, 35(1), 5–11. https://doi.org/10.1016/j.profnurs.2018.09.009

Paola, F., Sergio, R., Daniela, M., Alberto, B., Annalisa, B., Francesca, M., Loris, B., Annarita, V., Danilo, A. F., & Rosaria, D. L. (2018). The efficacy of interprofessional simulation in improving collaborative attitude between nursing students and residents in medicine. A study protocol for a randomised controlled trial. Acta Bio Medica : Atenei Parmensis, 89(Suppl 7), 32–40. https://doi.org/10.23750/abm.v89i7-S.7875

Porter-O’Grady, T. (2019). Principles for sustaining shared/professional governance in nursing. Nursing Management, 50(1), 36–41. https://doi.org/10.1097/01.NUMA.0000550448.17375.28

Shakhman, L. M., Al Omari, O., Arulappan, J., & Wynaden, D. (2020). Interprofessional Education and Collaboration: Strategies for Implementation. Oman Medical Journal, 35(4), e160. https://doi.org/10.5001/omj.2020.83