Select an issue from the following list: bullying, unit closers and restructuring, floating, nurse turnover, nurse staffing ratios
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/.