Cheap essays, research papers, dissertations.NR 501 Week 6 Discussion Literature Review
Sample Answer for NR 501 Week 6 Discussion Literature Review Included After Question
Literature Review
Locate a scholarly journal article that uses either a health behavior theory or the Praxis Theory of Suffering as the basis for evidence-based research. Choose an article DIFFERENT than those provided in the weekly readings.
Summarize the research presented. How was the theory used? How do the research findings either support or refute the use of the theory in practice? How could you use the research in your own practice as an NP?
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Late Policy
The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
NR 501 Week 6 Discussion Literature Review
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
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Communication
Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.
Important information for writing discussion questions and participation
Welcome to class
Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to
I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.
Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.
If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.
Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.
Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.
I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!
Hi Class,
Please read through the following information on writing a Discussion question response and participation posts.
Contact me if you have any questions.
Important information on Writing a Discussion Question
Your response needs to be a minimum of 150 words (not including your list of references)
There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
Include in-text citations in your response
Do not include quotes—instead summarize and paraphrase the information
Follow APA-7th edition
Points will be deducted if the above is not followed
Participation –replies to your classmates or instructor
A minimum of 6 responses per week, on at least 3 days of the week.
Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
Each response needs to be at least 75 words in length (does not include your list of references)
Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
Follow APA 7th edition
Points will be deducted if the above is not followed
Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
Here are some helpful links
Student paper example
Citing Sources
The Writing Center is a great resource
NR 501 Week 6: Application of Theory to Leadership and Management
Week 6: Impact of Nursing Theory Upon Healthcare Organization
No unread replies.7575 replies.
Discuss how a specific middle-range nursing theory has been or could be applied by nurse leaders or nurse managers to effectively deal with an administrative issue (i.e., staffing, use of supplies, staff performance issues). Include an example from the literature or your own experience to illustrate your points.
A middle-range theory that could be applied by nurse leaders or nurse managers, to deal with administrative problems such as staffing, and staff performance challenges is the Peplau’s theory of interpersonal relations. Among Peplau’s theory concepts we can find assisting other to identify their difficulties, applying human relations to the difficulties others are facing, being a resource person, a counselor and educator. These principles are of paramount importance for nurse leaders to apply in their professional environment to achieve effective leadership.
According to Hurley & Hutchinson (2013). effective nurse leadership positively influences the quality of clinical care, as well as work settings where nursing care is taking place. One of Peplau’s theory comprise assisting individuals to identify their difficulties. It is very important, for nurse leaders to engender a working environment that makes nurses and other personnel have a sense of safety and feel valued while carrying out their duties in the working environment. Such environment positively influences nurses and other personnel working moral and as a consequence will benefit nurses and other personnel retention as well as create a safe environment for nurses. Another demonstration of the application of Peplau’s theory is when a nurse manager detects any type of issue with the staff performance or getting used to the work environment, the manager has the obligation as leader to assist that personnel in identifying and overcoming such difficulties in order to promote a healthy working environment that is under her supervision. When any issue in the working environment is recognized, the nurse manager through the use of appropriate management skills should be able to provide assistance and resolve the issues identified. Although some issues can be resolved by each individual; there are other problems that indeed require the involvement of the manager.
I was employed to a facility that had a high rate of turnover and low morale. Nursing staff were leaving shortly after being employed and oriented for the job. It was like a cycle of employment and resignation not long after the orientation period was finalized. There was a common denominator in this situation, when staff personnel identified a problem that affected them, whether directly or indirectly, the manager would not intervene in a timely manner or sometimes not at all to resolve the situation affecting this nursing personnel. Nurses with senior positions were very indifferent, not training the new recruits properly and making degrading and unprofessional comments towards their newly employed junior colleagues. Some senior nurses were employed to the institution prior to the manager and therefore felt they had the right to have an upper hand in the institution due to their seniority. Newly employed nurses felt mistreated and professionally disrespected and they had no one to support them, and as a result there was an increased number of nurses leaving the institution. This situation stopped when there was an investigation from upper management to detect the reason why nurses were leaving in such a short period of time from this particular unit. Once the problem was addressed, and disciplinary action and changes made to management and in the working environment, nurses started to work in harmony, treating each other with respect and addressing each other professionally. Turnover rate decreased tremendously, productivity and patient healthcare also improved.
One of the main problem-solving avenues in management is communication. It is of paramount importance for a leader to be able to utilize leadership methods conducive to healthy communication, proper interpersonal and interprofessional relationships which will be able to develop a productive and healthy environment among nursing personnel, management and the institution. The application of Peplau’s theory of interpersonal relation may be of crucial value to nursing personnel with its implementation in their professional career.
References
Hurley, J & Hutchinson, M. (2013). Setting a course: A critical review of the literature on nurse leadership in Australia. Contemporary Nurse, 43(2), 178–182. Retrieved from https://search-proquest-com.chamberlainuniversity.idm.oclc.org/docview/1698634428/fulltextPDF/EC172494A2C84A47PQ/1?accountid=147674 (Links to an external site.)
Collapse SubdiscussionBrenda Talley
Brenda Talley
Feb 5, 2018Feb 5 at 5:49pm
Manage Discussion Entry
Adalaida, thank you for beginning our discussion for the week!
This sounds like a very difficult time for your organization.
Hurley and Hutchinson (2013) propose the the apparent lack of strategic direction in leadership may not lie at the door of the nursing profession (only) but may be a phenomenon that is embedded in the culture of healthcare organizations.
Adalaida, Class, do you agree?
Is there a nursing theory that might help to bring cohesiveness to leadership strategies?
References
Hurley, J & Hutchinson, M. (2013). Setting a course: A critical review of the literature on nurse leadership in Australia. Contemporary Nurse, 43(2), 178–182. Retrieved from https://search-proquest-com.chamberlainuniversity.idm.oclc.org/docview/1698634428/fulltextPDF/EC172494A2C84A47PQ/1?accountid=147674 (Links to an external site.)Links to an external site.
Collapse SubdiscussionAdelaida Larduet Mayeta-Peart
Adelaida Larduet Mayeta-Peart
Feb 6, 2018Feb 6 at 8:30pm
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Professor Talley,
Peplau’s nursing theory may assist in bringing cohesiveness among the health care team, as through its application, leadership skills might be improved, which could positively impact cohesiveness in the clinical practice. Peplau’s theory of interpersonal relations is an adequate nursing theory that specifically play an excellent role in resolution of administrative problems as well as issues affecting staffing and staff performance when applied by managers and nurse leaders
According to Kumar, Deshmukh, & Adhish (2014) the skills associated with handling self, such as emotional capabilities, time management and active listening are crucial characteristics for the foundation of managing and leadership teams to be able to function in a constructive manner. The implementation of team building exercises play an essential role in accomplishing the goals of the organization. These exercises are of paramount importance when referring and addressing the health care factor in both the clinical as well as public health settings. The main and distinctive quality of a cohesive team is a joint vision towards the achievement of goals.
As a leader, creating and supporting a strong and cohesive team, the nurse will also help the patients take on maximum responsibility for meeting his or her treatment goals, as this will take place in a healthy working environment conducive to productive nursing work. A nurse leader who intends to promote a healthy working environment will take on other roles such as technical expertise and tutor in which this leader makes herself or himself available to the junior nursing staff, providing technical support, also act as a safety agent, environment manager, mediator in any circumstance that mediation is required, administrator and researcher.
According to Kumar, Deshmukh, & Adhish (2014) the team is a cooperative relationship supplementing and supporting each other’s skills, interacting openly and clearly with one another and holding themselves mutually accountable.
According to Hurley, J & Hutchinson, M. (2013) leadership is about relationships. For a nurse leader, it is important to adapt to a leadership style that nurtures healthy relationships intra-professionally and inter-professionally,that is among nurses, nurse leaders and other leaders within the organizations. Applying Peplau’s theory of interpersonal relation can be useful for nurses to adopt in their professional career.
References
Hurley, J & Hutchinson, M. (2013). Setting a course: A critical review of the literature on nurse leadership in Australia. Contemporary Nurse, 43(2), 178–182. Retrieved from https://search-proquest-com.chamberlainuniversity.idm.oclc.org/docview/1698634428/fulltextPDF/EC172494A2C84A47PQ/1?accountid=147674 (Links to an external site.)
Kumar, S., Deshmukh, V., & Adhish, V. (2014). Building and Leading Teams. Indian J Community Med, 39(4), 208-213. doi: 10.4103/0970-0218.143020 (Links to an external site.). Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4215500/ (Links to an external site.)
Brenda Talley
Brenda Talley
Feb 7, 2018Feb 7 at 7:16am
Manage Discussion Entry
VERY well expressed Adaida!
Nursing theory has the potential for providing a “lens” by which multiple aspects of the organization can be viewed. The establishment of a common goal fosters cohesiveness.
Collapse SubdiscussionAllyson Tommasini
Allyson Tommasini
Feb 6, 2018Feb 6 at 9:42pm
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Yes, I do agree that the phenomenon lies within culture of healthcare organizations. As healthcare providers we are always tasked with caring for a patient in every aspect. Caring for a patient can already be very tiring and difficult to do. With the addition of unit or organization stress causes people to feel unappreciated or not respected as workers. In regards to Adalaida’s response about the struggles of her work place I feel like that is all too common in nursing. I don’t specifically have a problem with that, but some of my friends who are nurses have had problems with management and other nurses that don’t get addressed in a timely manner if at all. I believe that a theory that could help to develop and engage employees would be the transformational theory. As stated in Hutchinson and Jackson’s article the attributes of a transformational leader are “dynamism, self-confidence, inspiration, emotional intelligence, and symbolism” (2013). Referring back to the difficulties felt and seen in a nursing unit that lacks cohesiveness between management and employees it is almost a unit that needs a very strong leadership person that can come in and put their foot down to stop all the hazing, bullying, and begin to solve staff problems. Strong leaders have to also show that they are willing to put in the time to listen and respond to any issues within the unit. they should start by addressing the most immediate concerns first and the least concerning as they have time to. By coming in with strong footing and helping to address the concerns of the unit can help people to understand how important it is to work as a team and if people do not change their behaviors they should get corrective actions and if that doesn’t work they should be terminated. While being a strong leader doesn’t in any way mean that you are disrespectful to the staff or rude in the way you approach situations, but you present your goals and enthusiasm for creating a healthy helpful environment and try to motivate the staff of the unit to take on those same thoughts and feelings will help to bring everyone together as a team.
References
Hutchinson, M., & Jackson, D. (2013). Transformational leadership in nursing: towards a more critical interpretation. Nursing Inquiry, 20(1), 11-22. doi:10.1111/nin.12006
Collapse SubdiscussionBrenda Talley
Brenda Talley
Feb 7, 2018Feb 7 at 7:36am
Manage Discussion Entry
Allyson, great response!
I can see that the defining roles with supportive leadership and the mutual establishment of common goals (vision) do have some of the qualities of transformation leadership.
Nursing does have nursing theories that are consistent and comparable with the principles of transformational leadership as described by the theories of transformational leadership, though not, of course, a nursing theory of transformational leadership…. Transformational leadership arose from the business/administration profession, namely Burns (1978) and Bass (1985, Bass & Riggio, 2006).
Class, does nursing need to have a nursing theory of transformational leadership or should we continue with using a “borrowed” theory?
How might the shared governance model, for instance, work with the idea of transformational leadership (Meyers, et al., 2014)?
References
Bass, B.M. (1985). Leadership and performance beyond expectations. NY: Free Press.
Bass, B.M. & Riggio, R.E. (2006) Transformational leadership. Mahwah, NJ: Erlbaum.
Burns, J.M. (1978). Leadership. NY: Harper & Row.
Myers, M., Parchen, D., Geraci, M., Brenholtz, R., Knisely-Carrigan, D. & Hastings, C. (2014). Using a shared governance structure to evaluate the implementation of a new model of care: The shared experience of a performance improvement committee. Journal of Nursing Administration, 43(10). 509-516. doi: 10.1097/NNA.0b013e3182a3e7ff
Amanda Howell
Amanda Howell
Feb 8, 2018Feb 8 at 2:24pm
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Concerning the need for a nursing theory of transformational leadership, I do not see the need. The abundance of nursing literature translating the leadership style for use by nursing leadership is likely sufficient. Consolidating the information into a specific nursing theory seems redundant.
Transformational leadership has generally been acknowledged as the most effective leadership style. Unlike the quid-pro-quo style of transactional leaders, transformational leaders encourage followers to create a personalized vision of their role and the future of the organization (Jackson, Hutchinson & Jackson, 2013).
Shared governance would be maximally effective when used in conjunction with a transformational leadership style. The members from each unit that sit on the nursing practice counsel (NPC) can employ transformational leadership styles to encourage nurses on their units to identify deficiencies in practice and develop strategies to combat them. The CNO can act as the ultimate transformational leader in this model, as their approval is required for the development of new NPC bi-laws (Meyers, et al., 2014). Shared governance is a structure of leadership that necessitates follower engagement because leaders are identified throughout the organization and take suggestion from their peers and coworkers.
References
Jackson, D., Hutchinson, M., & Jackson, D. (2013). Transformational leadership in nursing: Towards a more critical interpretation. Nursing Inquiry, 20(1), 11-22.
Myers, M., Parchen, D., Geraci, M., Brenholtz, R., Knisely-Carrigan, D., & Hastings, C. (2013). Using a shared governance structure to evaluate the implementation of a new model of care: The shared experience of a performance improvement committee. The Journal of Nursing Administration, 43(10), 509-516. doi:10.1097/NNA.0b013e3182a3e7ff
Collapse SubdiscussionLolita Jerrell
Lolita Jerrell
Feb 9, 2018Feb 9 at 9:28am
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Professor Talley,
Unfortunately, the nursing profession does not currently have a transformational leadership nursing theory and we continue to use borrowed theories from other disciplines. Most of the borrowed transformational leadership come from the business profession and lack the ability to deal with the nursing specific dilemmas such as maintaining unit performance measures, promoting effective interdisciplinary teamwork, recruiting and retaining experienced nurses and navigating increased consumer quality expectations with reduction organizational budgets. Although the nursing profession has no distinct nursing theory for transformational leadership we do have a structured model that is used as the framework for constructing and expressing professional practices, processes, and relationships (Porter-O’Grady, 2012), known as “shared governance”. Shared governance was originally developed by Virginia Cleland in the 1970’s to assist in the collective bargaining by nurses to provide a balance between the union, nursing profession and an organization. Today’s shared governance emphasizes that professional nurses should be accountable rather than responsible, that they should focus more on the relationship between the process and impact instead of just the function, and is more concerned with advancing, improving and achieving excellence in the practice of healthcare (Porter-O’Grady, 2010).
Reference
Porter-O’Grady, T. (2012). Reframing Knowledge Work: Shared Governance in the Postdigital Age. Creative Nursing, 18(4), 152-159.
Janice Bethards
Janice Bethards
Feb 10, 2018Feb 10 at 8:25pm
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Dr. T. and classmates,
Thank you for your interesting commentary on transformational leadership. I believe that patients’ constructive input is an important component of this leadership style. I’m not sure if there are adequate nursing theories for guiding this practice, however.
Our unit practice council (UPC) seeks input from patients and family members at our monthly practice council meetings. We have had four or five family/patient advisors over the last ten years, and they have provided very useful perspectives on the care that we give our patients.
We pick prospective advisors that have stayed on our unit for extended periods of time. We’re also careful to select folks who will provide honest but supportive input to our monthly meetings. We value people who are enthusiastic and optimistic about their ability to provide their input in an effective manner with the nurses and techs. The nursing administration supports and appreciates their commitment to our hospital, as well.
Nuha Bakkal
Nuha Bakkal
Feb 10, 2018Feb 10 at 9:30pm
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In response to whether we have had the opportunity to work with the shared governance model, I have had that opportunity. Shared governance is a great way to reflect on models of care, employee practice and patient outcomes. In addition, it has been revised to reflect the nurses’ actual views of their professional practice (Morgan, 2015). Fortunately, I work at a hospital that is Magnet recognized. I was on the shared governance committee last year. It was very rewarding and I wish I continued with it but time did not allow me. I liked it because it was a monthly meeting where other fellow nurses were allowed to bring up issues that were considered to be unsafe for patients in one way or another. These issues were discussed by the committee, then a solution was proposed. After that, we submitted these issues along with their solutions to another committee in upper management, who then would make a decision on whether or not to implement the new changes in the hospital.
References
Morgan, V. (2015). Team concepts. Focus on shared governance: Evaluation of a professional practice model. Nursing Management, 46(12), 8-10. doi:10.1097/01.NUMA.0000473509.15808.dO
Fride Edith Wandji
Fride Edith Wandji
Feb 9, 2018Feb 9 at 4:47am
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Adelaida,
Nurse leaders should always strive to maintain best-practice in every clinical setting. It is important because logically best practice equates to improved patient outcomes. When nursing leaders encourage nurses to further their education it improves patient outcome and employee satisfaction all around. With every degree and educational advancement, a nurse gains more confidence in his/her practice and can learn different ways to consider a situation and how to resolve it appropriately. Nurse managers can offer incentives for nurses to continue education by offering raises, promotions, partnerships with colleges, and flexible scheduling.Great post
Collapse SubdiscussionNikki Ballinger
Nikki Ballinger
Feb 4, 2018Feb 4 at 5:53pm
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Dr. T. and class,
Dr. Imogene King developed the Goal Attainment Theory to explain the interpersonal relationship systems in which people develop and progress through life to achieve personal life goals (Schub, 2016). King’s Theory of Goal Attainment is a dynamic notion that nursing interactions lead to actions that result in accomplishing a goal (Schub, 2016). According to King, goal attainment fosters successful nursing care as well as growth and development (Schub, 2016).
King’s Theory of Goal Attainment is used as a framework for nurse leadership and the director of nursing position. King’s theory is based on accomplishing goals, which is the duty of a director of nursing. As a director of nursing an issue that may arrive is staff performance issues. This could be due to many factors for nurses. Long hours and high acuity patients lead to unhappy nurses. They feel over worked and underappreciated. As a director of nursing, it is imperative to be aware of these issues and find ways to address them to improve nurse satisfaction and performance. King’s Theory of Goal Attainment is a method that directors of nursing can use to address these issues.
As a nurse leader, goal attainment is a necessary aspect of the job. A director of nursing is in charge of the nurses in a health care setting. Nurses who have an optimistic attitude in reaching work related goals show a stronger ability to acquire nursing competencies and skills (Korunsky & Wiemer, 2016). As a director of nursing, it is important to support nurses in continuing professional development and growth to increase performance in the workplace (Korunsky & Wiemer, 2016).
As an example, director’s use King’s Theory of Goal Attainment to assist nurses in accomplishing professional development by supporting beliefs, listening to fellow nurses, and organizing programs that support nurse’s skills. This could be by simply speaking with nurses and listening to their concerns, or by facilitating continuing education for nurses to expand their nursing knowledge to enhance nurse performance. By doing this, director of nursing and nurses alike, are able to accomplish goals, address performance issues, and provide competent care to patients through King’s theory.
Nikki Ballinger
Korunsky, J., & Wiemer, H., (2016). Goal attainment. CINAHL Nursing Guide.
Schub, T. (2016). King’s theory of goal attainment. CINAHL Nursing Guide.
Collapse SubdiscussionBrenda Talley
Brenda Talley
Feb 7, 2018Feb 7 at 8:09am
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Nikki, excellent examples of applications of King’s theory of goal attainment.
The CINAHL Nursing Guides are excellent resources written by employees of CINAHL by which peer reviewed articles can be identified on a specific topic. They provide good summaries of relevant material on a topic but are not peer reviewed journal articles themselves.
In looking at the resources that these nursing guides incorporated into their summaries, is there one that speaks more to the application to nursing leadership and the healthcare organization more than others?
Collapse SubdiscussionNikki Ballinger
Nikki Ballinger
Feb 9, 2018
