Phillip March 26, 2024 No Comments

IO003 Leadership

IO003 Leadership Name  University NURS 6053 Interprofessional Organizational and Systems Leadership Prof. Name Date Leadership Globally, most leaders continually work toward realizing their vision and objectives, which are considered to develop their distinctive philosophy. A personal philosophy helps one realize their mission and vision since it guides behavior in a fruitful path. Having a defined personal philosophy that they follow can help a person become more professional and foster a better work atmosphere. According to Martins Abelha and César da Costa Carneiro (2018), a leader’s philosophy enables them to find a middle ground between their success and their ideals to accomplish organizational objectives. It is possible to assess and investigate a person’s personal philosophy using their behavior and values. A person can stay on track to accomplish the established goals and objectives with the support of the two personalities. A leader who adheres to a certain mindset can keep their strategic advantage and vigilance by using the opportunities provided by their setting. This paper will outline my personal philosophy and discuss its guiding principles, purpose, and vision. I will also highlight my profile using the StrengthsFinder Assessment. Leadership Core Values Core values are foundational principles that govern how people interact with others in a variety of contexts, including business, the classroom, and public organizations. According to Huo et al. (2020), a set of rules mainly determines performance and deciding which issues to address. My top 5 themes include being analytical, a relator, learner, achiever, and an arranger. Through my encounters with people, I have realized how important it is to assess various factors contributing to a certain situation and to listen to each party’s views. For example, it is important to respect younger employees’ perspectives when implementing projects so they would support and adopt the proposal. Furthermore, I have been able to deliver satisfactory output since I am an achiever. With my resilience and ability to cope in hardship and stressful situations, I have been successful in upholding moral principles that guide people’s aspirations toward a common goal. Puni et al. (2018) show that transformational leaders easily relate with their team members and encourage them to fulfill a particular goal. This is the fundamental value for any leader in any team. I have guaranteed that I accommodate the ideas of my co-workers and teammates from all cultures, colors, and ethnicities. I consider the wants and needs of everyone in the team when making decisions. Vision Statement My mission is to become a transformative leader in advancing my academic objectives and assisting my academic institution in achieving its aims and objectives for the benefit of everyone involved. StrengthsFinder Assessment Analysis StrengthsFinder Assessment is an online test that positively assesses a person’s personality. According to Storr (2020), various analyses show that people can achieve great things by concentrating on their strengths rather than dwelling on their previous transgressions and addressing their weaknesses. According to the assessment, my strengths are analytical, relator, learner, achiever, and arranger. Since I can settle workplace issues in a pinch, I consider myself a relator. NURS 6053 Assessment 3 IO003 Leadership Whenever I get to work in a team, I always ensure I respect every participant’s thought and opinion. I must ensure that all person’s beliefs are respected to foster close and stronger relationships. My abilities motivate me to consistently come up with original ideas. My imagination is stimulated by the invention process and I am able to come up with original methods to connect various ideas. Additionally, I can successfully dedicate long hours of work to accomplish a task’s objectives because of my strengths. I believe that investing a lot of effort into a task contributes to its success. Behaviors I Need to Work On I need to work on developing my trust and confidence-based habits. When assigned to managing group members, I may perform most of the work because I do not trust other people’s decisions. I need to concentrate on increasing my self-confidence because I believe I have the knowledge to handle almost every challenge I come across in life. I need to do this when I lack the assertiveness to ask for clarification. I consequently regularly make decisions that affect other people psychologically. Plans to Improve Behavior and a Plan to Achieve My Vision I would ensure the coordinated action is divided into separate techniques where each participant should concentrate on perfecting their particular skills. Since the result will be broken up into sections, I will have faith in my colleagues throughout the process. I am confident that before making significant decisions, particularly ones that might affect the attitude and morale of the workforce, I will seek counsel from the most knowledgeable managers in the organization. When conducting research, I will be careful to speak with relevant persons. I will also get feedback from my teammates on a certain project or process. The process will enable me to base my conclusions on facts supported by evidence. My plan for achieving my goal is to keep up with the requirements for academic integrity specified by my school. I will ensure to keep up my competition in extracurricular activities so that the school can become competitive in sports and academics. Conclusion Managerial context is related to transformational leadership. It can be more useful and helpful to increase one’s power to naturally motivate employees and various processes through transformational leadership. It can also promote psychological liberation. A good leader effectively communicates the mission and appropriately portrays it. A leader also meets an employee’s emotional needs, promotes performance assurance, communicates clearly, and provides sincere criticism. References Huo, C., Waheed Akhtar, M., Arslan Safdar, M., Kashif Aslam, M., Abbas, K., Hasan Rafiq, M., … & Saad Najim AL-Khafaji, D. (2020). Transformational leadership spur organizational commitment among optimistic followers: The role of psychological capital. International Journal of Organizational Leadership. https://doi.org/10.33844/ijol.2020.60498 Martins Abelha, D., & César da Costa Carneiro, P. (2018). Transformational leadership and job satisfaction: Assessing the influence of organizational contextual factors and individual characteristics. Review of Business Management, 20(4), 516–532. https://doi.org/10.7819/rbgn.v0i0.3949 Puni,

Phillip March 26, 2024 No Comments

IO002 Professionalism

IO001 Healthcare Environment Name  University NURS 6053 Interprofessional Organizational and Systems Leadership Prof. Name Date Organizational Policies Report Since the onset of the Covid-19 pandemic, the healthcare industry has witnessed a noticeable surge in the nursing shortage (Jacobs, 2021). Presently, there exists a significant deficit of nurses, particularly those with substantial experience, amidst a high demand for their services. This scenario has intricately complicated the landscape of healthcare organizations, leading to shortages in both beds and nursing personnel, thereby impeding the provision of adequate medical care, especially for patients with conditions unfamiliar to the nursing staff (Jacobs, 2021). This paper aims to synthesize the competing needs contributing to the nurse shortage and identify policies and practices influencing this issue. Competing Needs As the nursing workforce ages, there is a trend where more nurses are retiring than being replaced, resulting in a projected loss of over 2 million years of nursing experience annually between 2020 and 2030 (Buerhaus, 2021). Additionally, nurses are increasingly pursuing advanced degrees and transitioning into managerial or non-traditional nursing roles (Buerhaus, 2021). The primary competing needs affecting the nursing shortage encompass nurse workload and achieving a balance between family and work life. Factors such as unsafe working environments, job dissatisfaction, lack of autonomy, excessive workload, and burnout have contributed to the challenge of nurse retention (Saikia, 2018). Moreover, the aging population with its associated chronic medical conditions further compounds workload pressures on existing nursing staff. Balancing work and family life poses significant challenges, particularly for nurses in their childbearing years, with maternity leaves and caregiving responsibilities further contributing to the shortage (Marć et al., 2018). Policy or Practice Impacting Nursing Shortage To combat the nursing shortage, healthcare facilities are implementing policies or adjusting their practices. For instance, Prairie Ridge Health has instituted staffing policies that specify nurse-to-patient ratios, such as having one nurse exclusively in the obstetrics unit and maintaining two nurses consistently available on the medical-surgical unit, regardless of patient numbers. While seasoned nurses may adapt to such policies, newer nurses have voiced concerns regarding feeling unsupported and unsafe (Jacobs, 2021). Critique of Policy for Ethical Considerations Nurses are steadfast in their commitment to providing patient-centered care; however, organizational policies influenced by healthcare business models can potentially create ethical conflicts, particularly for novice nurses (Kelly & Porr, 2018). While staffing policies aim to ensure consistency and fiscal responsibility, they must also prioritize safe and ethical patient care. Nurturing ethical awareness among nurses empowers them to navigate these challenges and advocate for safe practices (Milliken, 2018). Policy Recommendations Numerous recommendations have been put forth to address competing needs and mitigate the nursing shortage. Healthcare organizations should prioritize empowering nurses by providing them with a stronger voice, opportunities for advancement, and fostering safe work environments. I recommend establishing a minimum staffing requirement of two nurses per unit to ensure patient safety and alleviate nurse turnover. Research suggests that adequate staffing correlates with reduced hospital stays, thereby showcasing potential economic benefits (Phillips et al., 2021). Conclusion Addressing the nursing shortage necessitates proactive measures to ensure nurse safety and job satisfaction. High turnover rates among new graduate nurses result in significant organizational costs, underscoring the importance of implementing effective staffing policies (Pickens & Palokas, 2023). References Buerhaus, P. I. (2021). Current nursing shortages could have long-lasting consequences: Time to change our present course. Nursing Economics, 39(5), 247-250. Jacobs, A. (2021). ‘Nursing is in crisis’: Staff shortages put patients at risk. New York Times. Kelly, P., & Porr, C. (2018). Ethical nursing care versus cost containment: Considerations to enhance RN practice. OJIN: The Online Journal of Issues in Nursing, 23(1), Manuscript 6. NURS 6053 Assessment 2 IO002 Professionalism Marć, M., Bartosiewicz, A., Burzyńska, J., Chmiel, Z., & Januszewicz, P. (2018). A nursing shortage – a prospect of global and local policies. International Nursing Review, 66(1), 9–16. Milliken, A. (2018). Ethical awareness: What it is and why it matters. OJIN: The Online Journal of Issues in Nursing, 23(1). Phillips, J., Malliaris, A. P., & Bakerjian, D. (2021). Nursing and patient safety. Agency for Healthcare Research and Quality. Pickens, J. B., & Palokas, M. (2023). Barriers and facilitators for implementing a nurse residency program for new graduate nurses: A scoping review protocol. JBI Evidence Synthesis, 21(7), 1461-1468. NURS 6053 Assessment 2 IO002 Professionalism

Phillip March 26, 2024 No Comments

IO001 Healthcare Environment

IO001 Healthcare Environment Name  University NURS 6053 Interprofessional Organizational and Systems Leadership Prof. Name Date Executive Summary The healthcare industry faces considerable variability, uncertainty, and biases, compounded by national stressors. This paper addresses the issue of upskilling healthcare workers, crucial for adapting to technological advancements. It summarizes articles discussing the issue and proposes strategies for mitigation. National Healthcare Issue/Stressor The expansion of the healthcare workforce demands upskilling to cope with technological advancements. Nurses and other professionals must acquire advanced skills to navigate modern healthcare. Failure to do so may lead to job displacement due to technologies like artificial intelligence (AI). Upskilling Healthcare Workers Healthcare workers require additional training to effectively utilize modern technologies, including AI. Adaptation to these changes is necessary to provide exceptional care amidst profound shifts in the American healthcare system. Addressing the Healthcare Issue Healthcare organizations must invest in upskilling to maintain competitiveness. Integration of new technologies, alignment with organizational goals, and budget allocation are key strategies to ensure successful upskilling initiatives. Conclusion The integration of digital technologies in healthcare necessitates adequate upskilling of professionals. Failure to address this issue may result in inefficiency and stress among employees. It is imperative to adapt organizational structures and policies to leverage technology effectively while ensuring data privacy and transparency. References Gasteiger, N., van der Veer, S. N., Wilson, P., & Dowding, D. (2021). Upskilling health and care workers with Augmented and Virtual Reality: Protocol for a realist review to develop an evidence-informed programme theory. BMJ Open, 11(7). Hughes, D., Warhurst, C., & Duarte, M. E. (2021). Decent work, inclusion and sustainability: A new era lies ahead. British Journal of Guidance & Counselling, 49(2), 145–152. Jacobs, B., McGovern, J., Heinmiller, J., & Drenkard, K. (2018). Engaging employees in well-being: Moving from the triple aim to the quadruple aim. Nursing Administration Quarterly, 42(3), 231–245. NURS 6053 Assessment 1 IO001 Healthcare Environment Rimmer, A. (2018). Upskill doctors to make the most of new medical technologies, report says. BMJ, 2018(361), k2861. Pereira, K. C., & Bowers, M. T. (2017). Current challenges in complex health care organizations: The triple aim. In E. S. Marshall, & M. E. Broome (Eds.), Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.) (pp. 63–86). Springer. Walden University, LLC. (2017–2021). Leading in health care organizations of the future [Video]. Walden University Brightspace. NURS 6053 Assessment 1 IO001 Healthcare Environment.

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