Cheap essays, research papers, dissertations. DO30 CFM1 — CFM1 TASK 1: CLINICAL PRACTICE EXPERIENCE PAPER
DO30 CFM1 — CFM1 TASK 1: CLINICAL PRACTICE EXPERIENCE PAPER
Clinical Practice Experience (CPE) Leadership and Management in Complex Healthcare Systems
Phase 1
1a. CPE Schedule Table
Tasks
Due Dates
Estimated time
CPE schedule table
August 8, 2023
30 min
Sources table
August 8, 2023
2 hours
Interview scheduling and interview guide preparation
August 8, 2023
1 hour
Screenshots of Go React activities
August 8, 2023
30 min
Reflection Summary of the Phase 1 Experience
August 9, 2023
1 hour
Interview Summary
August 9, 2023
1hr 30 min
Interview self-assessment
August 9, 2023
30 min
Observing the Interviewee for a short period
August 9, 2023
2hr 30 min
Observation reflection
August 9, 2023
30 min
Screenshots of Go React activities
August 10, 2023
30 min
Brief reflection summary of Phase 2 Experience
August 10, 2023
30 min
Research and review professional organizations that offer certification for nursing leadership roles
August 10, 2023
2hr 30 min
Executive summary writing
August 11, 2023
1hr 30 min
Screenshots of Go React activities
August 11, 2023
30 min
Reflection Summary of Phase 3 Experience
August 11, 2023
1 hour
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1b. Sources Table
APA Citation
Summary Description of the Source
McCauley, L., Kirwan, M., Riklikiene, O., & Hinno, S. (2020). A scoping review: The role of the nurse manager as represented in the missed care literature. Journal of Nursing Management, 28(8), 1770-1782. https://doi.org/10.1111/jonm.13011
McCauley et al. (2020) evaluated the literature on missed nursing care to determine the nurse manager’s impact on missed care levels. The study examined the role of the nurse manager in inn missed care. The roles of the manager identified include enhancing transparency in missed care (instituting and implementing transparency policies), leading by example, and forming supportive relationships with staff.
Pearson, M. M. (2020). Transformational leadership principles and tactics for the nurse executive to shift nursing culture. JONA: The Journal of Nursing Administration, 50(3), 142-151. https://doi.org/10.1097/NNA.0000000000000858
Pearson et al. (2020) evaluated the nurse executive roles in promoting transformational leadership and enhancing organizational change. The study notes that nurse leaders play vital roles in mentoring others, supporting innovation, and motivating staff to align with the practice level and values required.
Penconek, T., Tate, K., Bernardes, A., Lee, S., Micaroni, S. P., Balsanelli, A. P., … & Cummings, G. G. (2021). Determinants of nurse manager job satisfaction: A systematic review. International Journal of Nursing Studies, 118, 103906. https://doi.org/10.1016/j.ijnurstu.2021.103906
Penconek et al. (2021) highlight the specific roles of the nurse manager and outline the factors that contribute to their job satisfaction. The nurse executive plays a vital role in hiring, training, and firing staff. They understand roles in nursing and their requirements and are thus the best-suited professionals to play these roles. Nurse managers also perform reviews and decisions on hiring and termination to determine their appropriateness. They also prepare staff schedules and prepare staff payrolls.
Davis, A., (n.d.). The Role of Nurse Executives in Modern Healthcare Administration. The Healthcare Guys. Retrieved August 10, 2023, from https://www.healthcareguys.com/2020/03/06/the-role-of-nurse-executives-in-modern-healthcare-administration/
Davis (n.d.) explored the roles of nurse executives in modern healthcare administration. The article notes that nurse executives are leaders in many healthcare institutions besides hospitals and play many roles, such as budgeting, education, and patient care planning. They also influence the development of a nursing culture due to their far-reaching administrative roles.
Carlson (n.d.). Nurse Executive Career Overview. NurseJournal. Retrieved August 10, 2023, from https://nursejournal.org/careers/executive-nurse/
This article is a website resource that explains nurse executives’ roles, responsibilities, opportunities, and traits. According to Carlson (n.d.), nurse executive roles and responsibilities include supervising direct reports, staff motivation, data analysis, budgeting, and monitoring policy and regulatory compliance. The article also notes that Nurse Executives are vital links between professionals within and outside organizations. Most professionals hold leadership and management positions in and out of the facility.
1c. Interview Guide
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The interview questions are as follows:
Grand Tour Question: What is your name and position in this facility?
What are your roles in the position?
To whom do you report?
Do you have roles outside the facility? If yes, what are those roles?
What roles form the greatest part of your job?
What are the roles that rig satisfaction and happiness in your job?
Which are your most stressful roles?
Which leadership style do you utilize in your position as a leader?
What are the most misconceptions you have encountered regarding your roles as a nurse executive?
From your experience, which is the most important role of a nurse executive/manager/leader?
What are the major challenges you currently face as a nurse executive?
1e. Phase 1 Reflection
The first phase of the clinical practice experience was very educative. I was able to meet all my objectives in this phase entirely. I created a schedule table and prepared for the interview with the executive nurse. I also researched many websites and scholarly sources for the nurse executive role and responsibilities. The research exposed me to many roles and perspectives of nurse executives and enlightened me on the great significance of nurse leaders and managers. It also helped me understand their position and the purpose of their authority in completing most of these tasks.
Nurse executives function within and outside facilities, and their demanding positions thus require high-level training, education, and experience, as reflected in their position’s requirements. The research helped prepare an interview guide to help further understand the roles and responsibilities of a nurse executive and how these roles affect the. I also discussed this with some of my colleagues. Also, I evaluated my current healthcare organization data to gain more data on the nurse executive role to have a deeper understanding. The information gained from the information seeking-activities enhanced my knowledge and understanding, which will be significant in other phases of the CPE.
References
Carlson (n.d.). Nurse Executive Career Overview. NurseJournal. Accessed August 10, 2023, from https://nursejournal.org/careers/executive-nurse/
Davis, A., (n.d.). The Role of Nurse Executives in Modern Healthcare Administration. The Healthcare Guys. Accessed August 10, 2023, from https://www.healthcareguys.com/2020/03/06/the-role-of-nurse-executives-in-modern-healthcare-administration/
McCauley, L., Kirwan, M., Riklikiene, O., & Hinno, S. (2020). A scoping review: The role of the nurse manager as represented in the missed care literature. Journal of Nursing Management, 28(8), 1770-1782. https://doi.org/10.1111/jonm.13011
Pearson, M. M. (2020). Transformational leadership principles and tactics for the nurse executive to shift nursing culture. JONA: The Journal of Nursing Administration, 50(3), 142-151. https://doi.org/10.1097/NNA.0000000000000858
Penconek, T., Tate, K., Bernardes, A., Lee, S., Micaroni, S. P., Balsanelli, A. P., de Moura, A., & Cummings, G. G. (2021). Determinants of nurse manager job satisfaction: A systematic review. International Journal of Nursing Studies, 118, 103906. https://doi.org/10.1016/j.ijnurstu.2021.103906
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Phase 2
2a. Interview Summary
I met the Chief Nursing Officer at Saint Agnes Medical Center, a Trinity Health affiliated Hospital, Mrs. D. S., for the interview task. The chief nursing officer is the most executive nursing role in the nursing profession in hospitals. Nurses can also occupy positions such as hospital directors or head other departments, but this is the topmost position in the profession.
Grand Tour Question: What is your name and position in this facility?
The nurse executive stated her name and explained that she was the Chief Nursing Officer of the healthcare organization. She is the head of the nursing department of the facility.
What are your roles in the position?
She is in charge of all nursing services in the facility. She plans and oversees nursing changes and ensures all services run smoothly and nurses access all necessary resources. She spearheads most nursing events and forms the link between the nursing department and other departments. She is a crucial player in the hiring, training, and firing of nurses and is also in charge of disciplinary interventions. She sets the rules and regulations of these processes besides implementing them.
To whom do you report?
The CNO reports directly to the hospital’s Chief Executive Officer, the organization’s highest-ranking officer.
Do you have roles outside the facility? If yes, what are those roles?
The CNO explained that she is a member of the California Nurses Association and an appointed county representative of the organization. Her significant roles are advocacy, such as investigating factors affecting nurses (such as regulatory changes), and reports to the organization for record and action.
What roles form the most significant part of your job?
The CNO explained that supervision of nursing activities to ensure patient quality and safety is an excellent part of her role. Supervision appears in many ways, from going through reports (to ensure completeness), approving proposed changes, delegating, and initiating changes, to physical supervision of nursing activities in the facility.
What are the roles that rig satisfaction and happiness in your job?
The CNO highlighted mentoring, delegation, and change management as the most satisfying roles. She mentors leadership and management students and staff who have been vetted for leadership positions. She enjoys these roles because they promote personal growth and bring joy and fulfillment, seeing professionals grow under one’s care.
Which are your most stressful roles?
The most stressful roles identified were firing and disciplining staff. Ensuring staff compliance can be challenging, especially for those defiant to authority. Disciplinary decisions such as fines, disciplinary actions, and dismissal, for whatever reason, are challenging
Which leadership style do you utilize in your position as a leader?
The CNO explained that transformative leadership is her chosen leadership style. Her many roles require flexibility and support for other staff hence the selection of this leadership style.
What are the most misconceptions you have encountered regarding your roles as a nurse executive?
The CNO explained that most nurses view leaders are often bossy and heartless. She also explained that many view leadership as oppressing others to meet their agendas. However, she categorically explained that leadership entails doing what is best in everyone’s interest, despite the outcomes being unfavorable to some. Everyone looks up to the leader, and it is up to them to make the most logical decisions for the benefit of every organization member.
From your experience, which is the most essential role of a nurse executive/manager/leader?
From the interview, an essential role of a nurse executive is setting and enforcing nursing standards in an organization. These standards help protect staff and patients while ensuring the delivery, quality, and safe care for all. The CNO also explained that the nurse executive roles ensure these laws are favorable to the nurses and help them align with the state and national requirements for safe practice and quality patient outcomes.
What are the significant challenges you currently face as a nurse executive?
The significant challenges as a nurse executive are balancing work and life. As a mother and a family person, her children and her entire family need her time as they grow. The demands are higher for a larger family. Her roles are also demanding, and nurse executives spend most of their time in the facility, trying to accomplish roles. They spearhead training sessions, attend leadership seminars and workshops, and plan events. Balancing work and family life and giving each adequate time has been a great challenge. The interview was a success and enlightening. It also broadened my understanding and perspective of nurse executives.
2b. Interview Self-Assessment
I interviewed the Chief Nursing Officer, Mrs. D. S. The interview went just fine, although it started on a high note. The CNO is a respected role in nursing, and an interview with one can be tense. One of the challenges in this interview was explaining my position and the importance of the interview and convincing her that the interview was worth their time. I found myself fumbling and losing the question sequence. My confidence was lost until about 10 minutes into the interview. However, she was welcoming, and the discussion was a great success. In the future, I will practice interview skills with a mock audience to deal with stage fright which took much of my time. Role-playing will help me develop the necessary skills to prevent stage fright and ensure successful interviews in the future.
2c. Observation Reflection
The Chief Nursing Officer allowed me to shadow her during her daily duties. The typical day starts at 8:00 am. However, she arrives at around 7:30 am to ensure adequate time to plan her work for the day. She begins by preparing her day schedule to avoid skipping other tasks vital to her position. After preparing the schedule, she received the daily reports of the hospital activities, which helped set the course for daily activities. The CNO filed the document and isolated those needing attention, including summons. The nursing services manager then scrutinized these reports before filing and feeding them into the system. She then scheduled her meeting as a disciplinary board member at 10 am and another with the executive team at 2 pm to discuss an ongoing healthcare systems overhaul in the facility.
She also allowed me to follow her into the emergency department, medical wards, newborn unit, and the surgical outpatient clinic for routine supervision of activities, persons, and environment. These visits helped identify and address problems affecting these units, including conforming and addressing staff complaints. At ten, she went to the meeting until eleven and came back at a level to continue with the relevant paperwork. During the shadowing period, I observed her settle disputes, listen to complaints, supervise work, and address deficits in care delivery. The session ended after lunch before they went for her final meeting. However, she explained that day could be different, busy or not, but supervisory and tasks form most roles.
2e. Reflection Summary
This second phase, entailing an interview with the chief nursing officer and an observation period, helped me gain information and vital perspectives on the roles, responsibilities, and significance of the chief nursing officer. I understood that nurse leaders play vital roles in healthcare but never understood how much. They oversee nursing activities and address problems in all nursing departments. They also handle all advanced nursing roles and form important support persons for all nursing professionals. Spending time with the nurse leader during the day helped me understand why they do what they do and why they are respected professionals in nursing and healthcare facilities. One of my preconceived ideas is that CNOs and many other nursing leaders have much authority. I gained vital perspectives on the roles of chief nursing officers to their authority, which is relevant and necessary to help accomplish their roles. I was also able to meet all my objectives for this phase fully.
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Phase 3
3a. Executive Summary
Characteristics. Nurse leaders are highly trained, highly educated, and highly educated registered nurses, often with advanced nursing degrees and occupying top management positions. These positions include chief nursing officer, director of nursing, or chief executive officer. According to the American Association of Critical-Care Nurses (n.d.), nurse leaders demonstrate an understanding of the point of care needs, excel in ensuring enthusiasm and sustaining healthy work environments, design systems that help initiate and sustain health work standards, model skillful communication, collaboration, decision-making, authentic leadership skills, ate team players, and evaluate the impact of their leadership on the processes and individuals in a facility.
Competencies. The core competencies of a nurse leader include professionalism, communication and relationship management, business skills and principles, and healthcare environment knowledge (American Organization of Nursing Leadership, n.d.). The nurse executive holds a prestige and respectable position, and their actions must resonate with their nursing and leadership positions. The American Organization of Nurse Executives created these competencies to guide the roles of the nurse executive. The research and interview revealed that nurse executives exhibit these competencies through timely and effective communication, using different channels, ensuring accountability (disciplinary actions), contributing to the care planning process, and many other roles.
Primary Responsibilities. The primary roles of a nurse executive include staffing (hiring and firing decisions) and scheduling, policy development, patient care planning, motivating staff, and enhancing professional growth. The nurse executive function in varied organizations, and these roles can also be changed or added based on the organization. The executive nurse also handles reports in the nursing department. The design of care delivery by preparing plans, educating staff in areas of adequacy, and approving new care plans. The nurse executive also regulates nursing resources, besides staff, and ensures harmony within the department by building relationships and fostering good inter-departmental relations (American Association of Critical-Care Nurses, n.d.)
Education and Experience. Nurse executives are educated, professionals. Junior in nursing leadership roles, such as the charge nurse, requires a BScN or higher degree with a license as a Registered Nurse. The director of nursing and higher roles, such as the Chief Nurse Officer, require at least two years of experience in a leadership position and a master’s degree in nursing. The nursing profession values experience, and most leaders rise through leadership ladders. Nurse executives are required to work in executive roles in healthcare before seeking certification by credited organizations and obtaining the certification in Executive Nursing Practice (CENP).
Skills required. Nurse executives require various skills to succeed in their roles identified from the search and interview, including emotional intelligence, critical thinking, conflict resolution, time management, and leadership (Hughes et al., 2020). Hughes et al. (2022) note that nurse executives are also leaders, and besides managerial roles, they must be able to influence staff to succeed in their roles hence the need for leadership skills. These leaders need excellent communication skills, collaboration, and coordination skills. These are some of the skills required for these roles, and there are many more as leaders are expected to adapt to different situations and leadership positions they hold. Overall, nurse executives are prestigious nursing leadership positions, and excellent leadership and management skills and competencies are required for professionals to succeed in these roles.
3d. Phase 3 Reflection
This phase was informative and exploratory. I used the information gathered from the first two phases and the organizational resources to compile a summary of the competencies, characteristics, responsibilities, education, and experience required of nurse executives. The activities were more enlightening as they gave a clear picture of nurse executives and what is needed to succeed in these roles. I now understand that nurse leaders are not just selected but are selected from the best performing, educated, experienced, and skilled professionals. One of the greatest challenges was in selecting credible resources. Getting credible resources is necessary to ensure the information is accurate and defensible. I was very successful in my objectives in phase 3 and met all of them. The phase has increased my understanding of the nurse executive role.
References
American Association of Critical-Care Nurses (n.d.). Authentic Leadership. Accessed August 11, 2023, from https://www.aacn.org/nursing-excellence/healthy-work-environments/authentic-leadership
American Organization of Nursing Leadership (AONL) (n.d.). AONL Nurse Leader Core Competencies. Accessed August 11, 2023, from https://www.aonl.org/resources/nurse-leader-competencies
Hughes, R., Meadows, M. T., & Begley, R. (2022). AONL nurse leader competencies: core competencies for nurse leadership. Nurse Leader, 20(5), 437-443. https://doi.org/10.1016/j.mnl.2022.08.005
LEADERSHIP AND MANAGEMENT IN COMPLEX HEALTHCARE SYSTEMS — D030 PRFA — CFM1
TASK OVERVIEW SUBMISSIONS EVALUATION REPORT
COMPETENCIES
7064.1.1 : Determine Leadership Skills and Approaches
The learner determines the effective leadership skills and approaches required to navigate a diverse staff in a changing healthcare environment.
7064.1.2 : Create Communication and Change Management Plans
The learner creates communication and change management plans to foster a culture of innovation.
7064.1.3 : Analyze Data for Progress Indicators
The learner analyzes data to measure progress in meeting organizational performance indicators in complex healthcare systems.
7064.1.4 : Determine Support Factors for Interprofessional Teams
The learner determines system-level factors necessary to support and empower interprofessional teams.
7064.1.5 : Validate Performance Measurement
The learner validates key performance indicators to measure the impact of nursing care on patient and population outcomes.
7064.1.6 : Propose Strategic Plan
The learner proposes a strategic business plan to start a nurse-managed practice.
INTRODUCTION
To fulfill the requirements for this course, you must complete and document all activities for the clinical practice experience (CPE) in the attached “CPE Record.” You will need to electronically sign and date the record. You must upload the “CPE Record” as a separate attachment and your e-portfolio with the required deliverables from that “CPE Record” for evaluation.
CPE activities are important preparation to successfully complete the course; therefore, you should complete this e-portfolio task and the “CPE Record” before beginning AYM1 Task 1.
By submitting this completed CPE Record and e-portfolio to evaluation, you attest you have completed each required activity.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of a submission can be directly quoted or closely paraphrased from sources, even if cited correctly. Use the report provided when submitting your task as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc., unless specified in the task requirements. All other submissions must be file types that are uploaded and submitted as attachments (e.g., .docx, .pdf, .ppt).
Upload your completed and signed “CPE Record” for evaluation as a separate The record should include the following:
the date each activity was completed
your electronic signature verifying that all activities have been completed
Note: The “CPE Record” should be uploaded as a separate attachment and should not be included in your e-portfolio. By submitting this CPE record to evaluation, you attest that you completed each required activity.
Include all of the following required deliverables in your e-portfolio and provide one single PDF of your e- portfolio:
CPE schedule table of tasks and timelines
sources table including sources reviewed and summary descriptions for each source
interview guide created for an interview with a nurse executive
three screenshots to document your Phase 1 GoReact video reflection, that includes an image of your reflection video and an image for each of your peer responses
written reflection summary of your Phase 1 video reflection below your screenshot
written interview summary or transcript of the interview you conducted with a nurse executive
written observations reflection on lessons learned during your observations regarding a “typical day for an administrative nurse”
written interview self-assessment of your interviewing performance in addition to what you might do differently next time
three screenshots to document your Phase 2 GoReact video reflection, that includes an image of your reflection video and an image for each of your peer responses
written reflection summary of your Phase 2 video reflection below your screenshot
written executive summary of key points on the characteristics, competencies, primary responsibilities, education, experience, and skills required for the role of nurse executive
three screenshots to document your Phase 3 GoReact video reflection, that includes an image of your reflection video and an image for each of your peer responses
written reflection summary of your Phase 3 video reflection below your screenshot
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! – _ . * ‘ ( ) File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z
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RUBRIC
A:CLINICAL PRACTICE EXPERIENCE (CPE) RECORD
B:E-PORTFOLIO DELIVERABLES
WEB LINKS
OneNote Template
Using OneNote to Create an E-Portfolio
SUPPORTING DOCUMENTS
GoReact Instructions.docx CPE Record.docx
Master of Science, Nursing Core
Clinical Practice Experience (CPE) Record
CPE activities are important preparation to successfully complete the course.
By submitting this CPE Record to Evaluation with your name and completion date,
you attest that you completed all required Phase 1, Phase 2, and Phase 3 activities.
Student First & Last Name: _______________________________
Date all CPE Activities Completed: _________________________
Course Instructor Name: __________________________________
Course: Leadership and Management in Complex Healthcare Systems
Welcome to the Clinical Practice Experience (CPE) for this course. The CPE for the Master of Science in Nursing program core courses consist of a variety of semi-structured activities. By completing all the activities and evidence listed within this document, and earning a grade of “Competent,” you will earn 35 indirect CPE hours for this course.
CPE Objectives:
In this CPE you will explore the role of the nurse executive by interviewing and spending time with a nurse executive in any healthcare setting. During this time, you will identify the education, experience, and skills required to perform this role successfully. For the purpose of this CPE, a nurse executive is defined as a nurse who focuses on various aspects of healthcare administration.
In this CPE, you will experience the role of a graduate degree prepared nurse in three phases:
Phase 1: You will create a guide to prepare for an interview with a nurse executive.
Phase 2: You will interview a nurse executive, evaluate your interviewing performance, and examine lessons learned during the interview.
Phase 3: You will synthesize the interview experience through an executive summary of key points on the characteristics, competencies, primary responsibilities (budgeting, project management, etc.), education, experience, and skills required for the role of a nurse executive.
Student Instructions:
As you are completing this CPE, you will be working though the materials in the course of study that will assist you with each phase. The course of study has a check point for each phase of the CPE to be completed.
Complete and date the required activities.
Type in your name and date at the top of this form.
Type in the name of your faculty of record for this course (your assigned course instructor).
Submit the completed CPE Record as a separate Word document or PDF when you submit your
e-portfolio PDF containing the required deliverables for evaluation.
If you cannot open resources with the web links in this document, open a new browser tab and copy and paste the URL into your browser’s address bar.
PHASE 1: CREATING THE INTERVIEW GUIDE
Check Box When Completed
CPE Activity
Date Activity Completed
1a.
· Review all the activity and evidence requirements for this CPE, including Phase 1, Phase 2, and Phase 3.
· Break down each activity from each phase into strategic tasks and specific due dates to meet the activity deadlines.
· Create a three column CPE Schedule Table in your e-portfolio that lists your tasks, due dates, and estimated time needed to complete each activity.
· Identify a nurse executive (leader or manager) in a patient or population healthcare setting.
· Schedule a time to interview this individual in person, or virtually using a free application like Skype or Zoom.
1b.
· Review the literature and credible internet sources for information on the role and responsibilities of a nurse executive.
· Review the other performance assessment task requirements and rubric in this course and include any areas of that task that may apply to the role of nurse executive.
· Create a two column Sources Table of the top 5 sources reviewed.
· Provide a summary description of the information and APA citation for each source. Include resources that are related to the nurse executive’s role or the other
