Select an issue from the following list: bullying, unit closers and restructuring, floating
In this assignment, you will be writing a 1,000-1,250 word paper describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:
- Select an issue from the following list: bullying, unit closers and restructuring, floating, nurse turnover, nurse staffing ratios, use of contract employees (i.e., registry and travel nurses), or magnet designation.
- Describe the selected issue. Discuss how it impacts quality of care and patient safety in the setting in which it occurs.
- Discuss how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct.
- Explain the differing roles of nursing leaders and nursing managers in this instance and discuss the different approaches they take to address the selected issue and promote patient safety and quality care. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
- Discuss what additional aspects mangers and leaders would need to initiate in order to ensure professionalism throughout diverse health care settings while addressing the selected issue.
- Describe a leadership style that would best address the chosen issue. Explain why this style could be successful in this setting.
Use at least three peer-reviewed journal articles other than those presented in your text or provided in the course.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.
This benchmark assignment assesses the following programmatic competencies:
Expert Answer and Explanation
Effective Approaches in Leadership and Management
Policies in organizations are meant to guide employees’ behavior and conduct, and even if an organization has policies in place, workers may still adopt behaviors which contradict the organization’s policy directives. This is where the executive comes in considering that it enforces the code of conduct by updating and enforcing policies with the intention of creating a safe workplace for workers.
When an executive is inactive, and does not encourage employees to give feedback or share their concerns, this can result to a situation in which workers lose morale especially if they are victims of abuse or bullying (Edmonson & Zelonka, 2019). This can in turn lead to poor employee performance, absenteeism and high turnover rates. It is imperative to explore bullying as a practice issue, the impact it has, and the leadership and management approaches to mitigating it.
Description of the selected Issue
Bullying is an act in which a person adopts aggressive behavior and intimidates, verbally and physically abuses another person with the intention of inflicting fear. There are various motivators of bullying, and among the factors that can cause one to bully others are inadequacies of the person bullying another, and if they feel threatened by another person.
In organizational setting, for example, one can resort to bullying colleagues if they feel that they are threat and they stand on their way to promotion. Favoritism at work is equally a factor that can cause some workers to bully others, and this is noticeable where workers who feel left out of job promotion opportunities, intimidate colleagues who unfairly benefit from these opportunities (Hampton, Tharp-Barrie, & Kay, 2019).
How the Issue impacts the Quality of Care and Patient Safety
Bullying in clinical settings can have undesirable effect on the quality of care and the safety of patients. For example, frequent bullying of employees can demoralize them, and this can lead to absenteeism of the healthcare workers. This can be a major problem in poorly staffed hospitals because it can put pressure on the health care workers, and some may have to work for longer hours.
Consequently, long work hours can cause the turnover rates to surge, and this can compromise the quality of care because the huge gap in provider-patient ratio is associated with poor quality of care. When a hospital has inadequate number of caregivers, patients’ risk of developing nosocomial infections or pressure ulcers can be high (Khoshhal & Guraya, 2016). The decline in the level of staffing may equally cause the increase in the patient’s risk of fall.
How the Professional Standards can be demonstrated to resolve the Issue
The professional standards are the anchor which dictate how providers can address various workplace issues including bullying. A provider can demonstrate these standards by being honest with those who bully others, and reminding that such behavior can dent the organization’s image, and affect the quality of care. Respect is a fundamental element of the professional standards, and a person in position of influence can demonstrate it by respecting what others might say in terms of the way the organization handles complaints pertaining to bullying.
Caregivers are expected to uphold high standards of ethics by being fair in the way they treat others (Joseph & Huber, 2015). They can demonstrate fairness in this case by treating everyone equally, and offering promotions based on the employees’ competency rather than on the basis of whom they know. Doing this can help prevent interpersonal conflicts which are known to cause or exacerbate bullying.
The differing Roles of the Nursing Leaders and Nursing Managers in addressing the Issue
The path a leader would pursue to address the issue differs from the manager’s approach to resolving bullying. For example, the former would adopt a strategy that involves seeking the views of members of the staff so that they can address the issue together. This shared approach to resolving the problem can bring lasting solution because each employee would strive to protect and support the recommendations made to address it. Rather than involve the staff, a nurse a nurse leader would come up with the rules of engagement, and punish those who fail to comply with anti-bullying policy (Peláez Zuberbuhler, Salanova, & Martínez, 2020).
When addressing the issue, the roles of the leader and the manager would diverge. The nurse leader would adopt a role in which they participate in initiatives focused on finding solutions to bullying. In this case, they don’t impose the code of behavior on nurses, but instead, they work with them to find a compromise so that they can resolve the problem.
On the contrary, the manager’s role in this case involves warning the staff the measures the organization intends to take to curb bullying. Unlike the leader who may want to listen to what the bully may say why they are bullying others, a manager would dismiss an employee or administer other forms of punishment to deter bullying as a behavior (Forouzadeh, Kiani, & Bazmi, 2018).
Ensuring Professionalism throughout Diverse Health care Settings
In their bid to manage the issues, nurse leaders and managers would use different strategies. When it comes to mitigating bullying, a leader would take time to find out why bullying is happening, and they would ensure professionalism in this case by providing a platform for everyone to contribute their opinions.
They would approach the issue in a constructive manner by coming up with a program that trains workers on how they can engage each other in a positive manner. When confronted with the issue, a manager would focus on talking to employees about the dangers of bullying, and delegate the task of addressing the issue to an individual below them (Brennan, 2016).
Leadership Style that would best address the Issue and why the Style can be Successful
As a leader, I would prefer to be democratic in terms of how I handle bullying. I feel that this style is suitable in this case because it is through sharing ideas that people can find solutions to the common issues they have to deal with. Everyone participates in finding the solution to the issue, and a key benefit of this style of leadership is that it provides a pool of choices for a leader to choose. Having multiple perspectives on how to address the issue, and settling on the most important recommendations can lead to success in terms of addressing the problem (Sansone, & Sansone, 2015).
In conclusion, the way a manager may approach a case in which a staff member bullies a colleague, is different from the way a leader would approach the same. While a leader would encourage workers to participate in determining what can work in terms of resolving the issue, a manager would be more focused on enacting policies to curb the vice.
Comparing the leader and the manager’s strategies, the strategy a leader uses in this case is likely to have lasting impact, and help create a positive organizational culture in which workers respect each other.
Brennan, M. D. (2016). The Role of Professionalism in Clinical Practice, Medical Education, Biomedical Research and Health Care Administration. Journal of Translational Internal Medicine, 4(2), 64–65.Doi: https://doi.org/10.1515/jtim-2016-0017.
Edmonson, C., & Zelonka, C. (2019). Our Own Worst Enemies: The Nurse Bullying Epidemic. Nursing administration quarterly, 43(3), 274–279.Doi: https://doi.org/10.1097/NAQ.0000000000000353.
Forouzadeh, M., Kiani, M., & Bazmi, S. (2018). Professionalism and its role in the formation of medical professional identity. Medical journal of the Islamic Republic of Iran, 32, 130. Doi: https://doi.org/10.14196/mjiri.32.130.
Hampton, D., Tharp-Barrie, K., & Kay, R., M. (2019). Experience of nursing leaders with workplace bullying and how to best cope. Journal of nursing management, 27(3), 517–526. Doi: https://doi.org/10.1111/jonm.12706.
Joseph, M. L., & Huber, D. L. (2015). Clinical leadership development and education for nurses: prospects and opportunities. Journal of healthcare leadership, 7, 55–64. Doi: https://doi.org/10.2147/JHL.S68071.
Khoshhal, K. I., & Guraya, S. Y. (2016). Leaders produce Leaders and Managers Produce Followers. A Systematic Review of the Desired Competencies and Standard Settings for Physicians’ Leadership. Saudi medical journal, 37(10), 1061–1067.Doi: https://doi.org/10.15537/smj.2016.10.15620.
Peláez Zuberbuhler, M. J., Salanova, M., & Martínez, I. M. (2020). Coaching-Based Leadership Intervention Program: A Controlled Trial Study. Frontiers in psychology, 10, 3066. Doi: https://doi.org/10.3389/fpsyg.2019.03066.
Sansone, R. A., & Sansone, L. A. (2015). Workplace bullying: a tale of adverse consequences. Innovations in clinical neuroscience, 12(1-2), 32–37. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4382139/.
Unit closures and restructuring
Unit closure is the process of closing or shutting down a specific unit or division within a company. This can happen for various reasons such as financial difficulties, changing market conditions, or inefficiencies. The closure of a unit can result in the loss of jobs and a significant impact on employees and the local community.
The process of unit closure can also involve the sale or transfer of assets, and the consolidation of operations with other units within the company. The decision to close a unit is usually taken after a thorough review of the company’s financial and operational performance, and is aimed at improving the overall financial performance and competitiveness of the company.
Terms related to unit closure include:
- Termination of operations
- Business closure
- Division closure
- Unit discontinuation
- Business unit cessation
- Plant shutdown
- Subsidiary closure
- Branch closure
- Facility closure
- Job losses
- Asset transfer
Restructuring refers to the process of making significant changes to the structure, operations, and/or financial arrangements of a company, with the aim of improving its efficiency, competitiveness, and overall financial performance.
This can include a wide range of measures such as downsizing, cost-cutting, streamlining operations, consolidating business units, and making changes to the company’s organizational structure, product lines, and distribution channels. Restructuring can also involve changes to the company’s debt, equity, and other financial arrangements.
The objective of restructuring is to improve the long-term prospects of the company by making it more efficient, effective, and better able to compete in its market. Terms associated with unit restructuring include:
- Business realignment
- Divisional restructuring
- Efficiency measures
- Business unit consolidation
- Reduction in force
- Workforce adjustment
- Cost reduction
- Mergers and acquisitions
- Corporate restructuring.
What is nurse turnover?
Nurse turnover is the process of losing registered nurses (RNs) from a healthcare organization and having to replace them with new hires. Nurse turnover is the rate at which nurses leave their jobs and is often expressed as a percentage of the total nursing workforce.
High nurse turnover can have significant consequences for healthcare organizations, including increased costs for recruitment and training, reduced quality of patient care, and decreased job satisfaction for remaining staff.
The reasons for nurse turnover can be complex and varied, and can include factors such as job dissatisfaction, burnout, lack of support from managers, poor working conditions, and low pay. Some common factors that contribute to nurse turnover include high job stress, heavy workloads, poor working relationships, lack of professional development opportunities, and limited opportunities for career advancement.
Healthcare organizations can take various steps to reduce nurse turnover, including improving working conditions, increasing opportunities for professional development, offering competitive salaries and benefits, and promoting a positive and supportive work environment. Strategies to reduce nurse turnover can also include offering flexible scheduling, providing opportunities for leadership and advancement, and encouraging open communication between staff and management.
Benchmark effective approaches in leadership and management
There are various effective approaches in leadership and management that have been widely recognized and used to achieve organizational goals and improve performance. Some of the benchmark effective approaches in leadership and management include:
- Transformational Leadership: This approach emphasizes the development of individuals and the team as a whole, with the leader serving as a role model and motivator. Transformational leaders create a vision, inspire and empower others, and work to develop the skills and abilities of those they lead.
- Servant Leadership: This approach focuses on putting the needs of others first, with the leader serving as a mentor, coach, and facilitator. Servant leaders prioritize the development of their team and create an environment in which all team members can succeed.
- Situational Leadership: This approach recognizes that different individuals and situations require different leadership styles. The leader adapts their style to the needs of the situation and the individuals they are leading.
- Strategic Planning: This approach involves setting clear, measurable goals and developing a roadmap for achieving them. It involves analyzing the organization’s strengths, weaknesses, opportunities, and threats, and using that information to create a plan for the future.
- Performance Management: This approach involves setting clear performance expectations, regularly monitoring and evaluating performance, and providing feedback and coaching to improve performance.
- Change Management: This approach involves planning and implementing changes in an organization in a structured and systematic way. It involves identifying the need for change, communicating the changes to stakeholders, and managing the resistance and challenges that may arise during the process.
- Emotional Intelligence: This approach involves recognizing and managing one’s own emotions, as well as the emotions of others
Benchmark effects of leadership styles health care
Leadership styles can have a significant impact on the performance, productivity, and morale of healthcare organizations. Some of the benchmark effects of different leadership styles in healthcare include:
- Transformational Leadership: Transformational leaders have a positive impact on staff morale and job satisfaction, and can lead to increased engagement and commitment among team members. This can result in improved patient outcomes and increased efficiency.
- Autocratic Leadership: Autocratic leaders make decisions without seeking input from others and may not take into account the needs and perspectives of their team. This can result in low morale, decreased job satisfaction, and high levels of staff turnover.
- Laissez-Faire Leadership: Laissez-faire leaders delegate authority and decision-making to others, and may not provide the guidance, support, and structure needed for effective performance. This can result in confusion and lack of direction, as well as decreased productivity and patient outcomes.
- Democratic Leadership: Democratic leaders encourage collaboration and participation from team members, and make decisions based on input from the group. This can result in improved morale, job satisfaction, and team performance, as well as increased patient satisfaction.
- Coaching Leadership: Coaching leaders provide guidance and support to their team, and help individuals develop their skills and abilities. This can result in increased employee engagement and performance, as well as improved patient outcomes.
What are safe nurse to patient ratios?
Safe nurse-to-patient ratios are guidelines or regulations that specify the appropriate number of nurses assigned to care for a certain number of patients in various healthcare settings. Safe nurse to patient ratios are established to ensure patient safety, quality of care, and the well-being of healthcare professionals.
The specific nurse-to-patient ratios can vary by country, state, or healthcare facility, but the goal is always to provide safe and effective patient care. Here are some examples of safe nurse-to-patient ratios:
- Medical-Surgical Units:
- Typically, a ratio of 1:4 to 1:6 is considered safe, meaning one nurse for every four to six patients. This allows nurses to provide adequate care and monitor patients effectively.
- Intensive Care Units (ICU):
- In ICU settings, the ratio is usually lower, with one nurse for every one or two critically ill patients. This closer monitoring is necessary due to the complex and often unstable nature of ICU patients.
- Pediatric Units:
- Nurse-to-patient ratios in pediatric units are often lower than in adult units, with ratios ranging from 1:3 to 1:4. Children typically require more specialized care.
- Labor and Delivery:
- In labor and delivery units, ratios may vary but often range from 1:1 to 1:2. This is because of the intense and often unpredictable nature of childbirth.
- Emergency Departments:
- Nurse-to-patient ratios in emergency departments can vary widely but often fall in the range of 1:4 to 1:6. The acuity of patients and the level of activity in the ED influence these ratios.
- Psychiatric Units:
- Psychiatric units may have ratios ranging from 1:4 to 1:6 or more, as patients with mental health conditions often require close observation and care.
- Nursing Homes and Long-Term Care Facilities:
- These settings may have ratios ranging from 1:6 to 1:10, but the specific ratios can depend on the care needs of residents.
It’s important to note that these ratios are not fixed and can vary depending on factors such as the acuity of patients, the level of nursing support required, and the availability of support staff. While these ratios provide a general guideline, the ultimate goal is to ensure that healthcare facilities have enough nursing staff to provide safe and high-quality care to all patients. Understaffing can lead to nurse burnout, increased patient complications, and compromised patient safety, so maintaining appropriate ratios is essential for the well-being of both patients and healthcare professionals.
What are the differing roles of nursing leaders and nursing managers?
Nursing leaders and nursing managers play distinct yet complementary roles within healthcare organizations. While both positions are essential for effective healthcare delivery, they have differing responsibilities and focus areas. Here’s an overview of the differing roles of nursing leaders and nursing managers:
- Vision and Strategy:
- Nursing leaders are responsible for setting the overall vision and strategic direction of the nursing department or unit. They focus on long-term goals and outcomes.
- Innovation and Change:
- Nursing leaders drive innovation and change within the nursing practice. They seek ways to improve patient care, nursing processes, and outcomes.
- Inspiration and Motivation:
- Leaders inspire and motivate their nursing teams. They set a positive example and empower nurses to excel in their roles.
- Nursing leaders often serve as advocates for nurses, patients, and the profession as a whole. They may work to influence policies that benefit nursing and patient care.
- Professional Development:
- Leaders support the professional growth of nurses by providing mentorship, guidance, and opportunities for education and advancement.
- Relationship Building:
- They establish relationships with other healthcare leaders, professionals, and stakeholders to collaborate on achieving healthcare goals.
- Operations and Resource Management:
- Nursing managers focus on the day-to-day operations of the nursing unit or department. They manage resources, such as staff, budgets, and supplies.
- Staffing and Scheduling:
- Managers are responsible for staffing levels and scheduling to ensure adequate coverage and that nurses have the necessary skills and qualifications.
- Quality Control and Compliance:
- Nursing managers enforce quality standards and ensure compliance with healthcare regulations and organizational policies.
- Managers address immediate issues and challenges within the nursing unit, such as patient care problems, staffing shortages, or equipment malfunctions.
- Performance Evaluation:
- They conduct performance evaluations of nursing staff, provide feedback, and address areas of improvement.
- Patient Care Coordination:
- Nursing managers coordinate patient care, including admissions, discharges, and care plans, to ensure a smooth and efficient patient experience.
In summary, nursing leaders are focused on the big picture, guiding the strategic direction of nursing practice and inspiring their teams to achieve higher standards. They are visionaries and advocates for the profession. On the other hand, nursing managers are responsible for the day-to-day management of resources, operations, and staff within the nursing unit. They ensure that the necessary resources are in place and that patient care runs smoothly. Both roles are vital for the overall success of nursing departments and the delivery of high-quality patient care.