NURS-FPX6210 Assessment 2 Strategic Planning

Capella University NURS-FPX6210 Assessment 2 Strategic Planning – Step-By-Step Guide

This guide will demonstrate how to complete the Capella University NURS-FPX6210 Assessment 2 Strategic Planning  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-FPX6210 Assessment 2 Strategic Planning                   

Whether one passes or fails an academic assignment such as the Capella University NURS-FPX6210 Assessment 2 Strategic Planning  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-FPX6210 Assessment 2 Strategic Planning                   

The introduction for the Capella University NURS-FPX6210 Assessment 2 Strategic Planning 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-FPX6210 Assessment 2 Strategic Planning                   

After the introduction, move into the main part of the NURS-FPX6210 Assessment 2 Strategic Planning 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-FPX6210 Assessment 2 Strategic Planning                   

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-FPX6210 Assessment 2 Strategic Planning                   

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-FPX6210 Assessment 2 Strategic Planning

Strategic Planning 

Performing the need analysis and the SWOT analysis aim to determine the problem affecting an institution and develop an effective approach to the problem. The solution to these problems requires healthcare organizations to develop visions and strategies that can communicate their mission in the healthcare market. Strategic planning is an essential part of an organization as it allows it to understand its environment and other internal factors that could affect its operation (Demirhan, 2020). In doing so, they develop an effective strategic plan that defines their visions for the future. Therefore, the purpose of this assignment is to develop a 5–10-year strategic plan for achieving specific healthcare quality and safety improvements based on the analysis of the previous assessment.  

Leadership Qualities and Skills Important in Implementing a Strategic Plan 

The environmental analysis of healthcare organizations outlines that there has been an increasing demand in the healthcare industry. This stiff competition has been compelling healthcare organizations to focus on ways of meeting the desired performance and achieving a sustainable income. Using an appreciative inquiry approach to create sustainable organizations in the modern world requires effective leadership skills that focus on better communication strategy (Demirhan, 2020). This approach focuses on the use of the wrong things that healthcare organizations have encountered in the past to restructure the future and learn from these wrongdoings. The success of this plan would entirely depend on the leadership ability as they have the capacity to rally all the human resources towards meeting the desired plan.  

Implementing an appreciative inquiry approach in healthcare organizations would require selfless, resilient leaders. Such leaders would not focus on developing and solving problems that affect everyone within an institution. The influence of this leadership model is premised on the act of service to people and using their skills and resources to bring out the best of their subjects by allowing them to develop and grow in an organizational setting. Resilient leaders have the qualities of stirring trust in their subjects and respecting people irrespective of their position within the organization (Collins et al., 2020). Again, they seek to drive change in an organization and create value for people and the organization. Appreciative inquiry contributes to organizational success by tapping into the creative capabilities of the staff by focusing on the stories they hold in the organization. The strategic implementation of this plan relies on the effort of resilient leaders to meet the desired success. Such leaders focus on dispensing important information about the strategic changes that an organization would meet in the next five years.  

The appreciative inquiry implementation process would require leaders who can assume the authority of command. This leadership quality assumes command authority when faced with challenges that might affect the organization’s operation. The assumption of power is the leading tool such leaders use in approaching a problem and implementing a strategic plan. They are focused in organizing their team to avert the challenge and record a team’s success within an organization (Demirhan, 2020). They are leading the fight against any oncoming challenges through an effective command system that prepares all the subjects on the measures they would take to avert an oncoming challenge. The leadership model is guided by inspiring and trying out several options to mitigate problems facing both the subjects and the organization. In doing so, these leaders would be able to manage the implementation of the new plan by ensuring it meets its ultimate success.  

The SWOT analysis done in healthcare organizations shows teamwork in providing patient care, open communication, and effective leadership as strengths. The manifestation of this strength requires a leader who can make a difference. While other leaders would focus on the input of employees in achieving the assigned goals, competent leaders focus on their input on employees. Understanding employees is essential in driving change and creating the desired difference in any situation (Siangchokyoo et al., 2020). The values and beliefs on the element of honesty allow these leaders to gain the trust of their team. This process allows leaders to prepare for a situation that might affect the organization as they rely on the team to drive success. The positive relationship with the team that comes from the motivation and appreciation of employees’ role in an organization are the driving forces towards empowering employees to meet the desired objective 

Goal Statements and Outcomes 

The proposed quality and safety improvement goals as well as leadership qualities, will be important in driving excellence in the organization. The objective of healthcare organizations will be to focus on the education of healthcare professionals to meet the desired outcome. Nurses are the main pillar of the healthcare system (Siangchokyoo et al., 2020). The addition of unique skills, dedication, and knowledge, is important in addressing health inequalities and improving healthcare outcomes. Focusing on nurse education, such as providing regular staff training on issues affecting their practice for improved quality and safety of care, is imperative. These programs are significant in developing the culture to meet the desired and recent challenges affecting healthcare. 

 Training should focus on aspects such as teamwork, evidence-based practice, and advocacy for safety and quality in patient care (Orukwowu, 2022). Besides, advocating the full scope of nurse training would be important in managing policy reforms across all states as it ensures that all nurses perform their duties with the optimal utilization of educational competence. Higher education on nurses also promotes leadership skills and increases opportunities for nurses to advance in a partnership role. The other goal is strengthening and ensuring adequate staffing to ensure excellence in patient care. This should include programs that enhance life-long learning, allowing the nurse to have competent related skills across different healthcare disciplines. In doing so, the healthcare organization will solve the problem of nurse shortages that increases the risk of issues such as burnout, errors in care, and high turnover among the existing staff (Dempsey & Assi, 2018). These goals align with the organization’s mission, vision, and values of ensuring excellence, quality, safety, efficiency, and patient-centeredness in the care process.  

Cultural, Ethical, and Regulatory Considerations to Leadership Decision Making. 

The strategic goal of improving patient safety through an appreciative approach depends on integrating modern technology into the decision-making process. The exploration of opportunities that define high performance in an organization needs to explore IT-related opportunities. One of them is leveraging technology to enhance care outcomes. Healthcare organizations will be thinking of introducing barcode technology and telehealth. These are some current technologies that healthcare organizations use to meet the desired patient outcome. The organizations will be focusing on embracing technologies to achieve efficiency and quality in the care of the patients (Orukwowu, 2022). For instance, almost half of the nursing staff in the organization will be retiring in the next five years. This shows that in the next five years, the organization will need nursing staff will be skilled in professionalism in IT and be able to meet the desired outcome. The organization should also regularly provide employees opportunities for personal and professional growth to strengthen their competencies, especially in the technological sector.  

While designing the future of the organization, there would be an urgent need to solve the threat of an aging workforce in the next five years. The process of weaning the old employees would attract ethical issues such as discrimination based on age (Wang et al., 2021). The organization will start hiring and training nurses with the proposed technological skills. The organization should implement strategies to ensure minimal workforce disruption by such a change.  

Leadership and Health Care Theories 

Health organizations operate in highly competitive and dynamic environments. The nature in which these organizations operate requires effective leadership theories that can enforce the desired change. Transformation leadership theory is the most applicable in this case. The theory focuses on the development of employees to drive an organization to the desired success. This theory is significant in explaining ways of developing a culture of success in healthcare (Orukwowu, 2022). Many modern organizations are racing towards applying this model because of its positive impact on the success of profit and nonprofit organizations. The theory focuses on developing teamwork with the employees and acting as an example of the success required. This theory has been significant in helping various organizations drive positive changes. 

Transformational leadership focuses on bringing change to the organization and its employees. The style uses the member’s expectations, ambitions, values, and vision in leading change (Siangchokyoo et al., 2020). Such leaders inspire and develop the workforce to obtain a new level of performance and success. These leaders act as examples to their subjects and are willing to see their followers outshine them in their assigned duties. Therefore, this style focuses on developing an organization by inspiring and developing the employees. 

This theory is applicable in these organizations because it is important in leading change and ensuring that the success of its stakeholders is served. Approaching the desired change in the organization using this leadership style would be important in managing the organization’s dynamics and ensuring the success of change (Collins et al., 2020). Transformational leadership focuses on both the employee and the organization hence being effective in driving change, inspiring the workforce, and developing employees. Again, it focuses on developing employees to meet the desired change in healthcare.  

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NURS-FPX6210 Assessment 1 Care Setting Environmental Analysis

Communication with Stakeholders 

Nurse managers, frontline workers, and the leadership team are at the center of implementing the strategic plan. Nurse managers train other nurses to develop a better relationships that would enhance data collection that support the appreciative inquiry approach. Frontline workers heighten service delivery and create a first impression on the patients at the clinic (Rajhans, 2018). The leadership team would focus on creating a better culture that allows healthcare workers to value their communication with the patients. The limited communication with the stakeholders would increase the resistance to change. Therefore, in the next five years, the organization will solve the issue of communication to ensure that the strategic plan meets its ultimate outcome.  

The communication plan will involve providing the stakeholder with real-time information on the strategic plan. The plan has about 5-10 years to meet its desired outcome. At this time, the implementers will make all the decisions with all stakeholders in mind. The plan allows both patients and healthcare workers to receive communication timely as this would heighten the ability of the company to meet its desired outcome (Rajhans, 2018). Developing a communication platform where the patient could table their opinion on the desired services. Becoming a leading healthcare provider requires a system allowing a clinic to collect patient data and use it to develop treatment plans. The communication plan would be evaluated through the stakeholder survey, and the positive comments would show an agreement with the strategic plan. 

Conclusion 

Appreciative inquiry and SWOT analysis are important tools used to guide organizations in developing their strategic plans. Organizations use them to identify quality improvement initiatives to achieve their mission and visions. The undertaken appreciative inquiry revealed issues of excellence and the desired future of my organization. Leadership qualities such as resilient leaders and transformational leadership theory are important in meeting the desired outcome from the organization. Again, effective communication with the stakeholders would play an imperative role in successfully implementing the strategic plan.  

References 

Collins, E., Owen, P., Digan, J., & Dunn, F. (2020). Applying transformational leadership in nursing practice. Nurs Stand, 35(5), 59-66. DOI:10.7748/ns.2019.e11408 

Demirhan, B. S. (2020). The effect of leadership behaviours of nurse managers on nurses’ work motivation. International Journal of Caring Sciences, 13(1), 381-391. http://internationaljournalofcaringsciences.org/docs/43_gezgincielif_original_13_1.pdf 

Dempsey, C., & Assi, M. J. (2018). The Impact of Nurse Engagement on Quality, Safety, and the Experience of Care: What Nurse Leaders Should Know. Nursing Administration Quarterly, 42(3), 278–283. https://doi.org/10.1097/NAQ.0000000000000305 

Orukwowu, U. (2022). Nursing Leadership in Healthcare: The Impact of Effective Nurse Leadership on Quality Healthcare Outcomes. IPS Interdisciplinary Journal of Social Sciences, 1(1), 1-6. https://doi.org/10.54117/iijss.v1i1.1 

Rajhans, K. (2018). Effective communication management: A key to stakeholder relationship management in project-based organizations. IUP Journal of Soft Skills, 12(4), 47-66. https://www.projektassistenz-blog.de/wp-content/uploads/2020/02/Effective_Communication_with_Stakeholders.pdf 

Siangchokyoo, N., Klinger, R. L., & Campion, E. D. (2020). Follower transformation as the linchpin of transformational leadership theory: A systematic review and future research agenda. The Leadership Quarterly, 31(1), 101341. https://doi.org/10.1016/j.leaqua.2019.101341 

Wang, H. F., Chen, Y. C., Yang, F. H., & Juan, C. W. (2021). Relationship between transformational leadership and nurses’ job performance: The mediating effect of psychological safety. Social Behavior and Personality: An International Journal, 49(5), 1-12. https://doi.org/10.2224/sbp.9712