Developing Organizational Policies and Practices

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Developing Organizational Policies and Practices

Add a section to the paper you submitted in Module 1. The new section should address the following:

  • Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.
  • Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.
  • Critique the policy for ethical considerations, and explain the policy’s strengths and challenges in promoting ethics.
  • Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients, while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.
  • Cite evidence that informs the healthcare issue/stressor and/or the policies, and provide two scholarly resources in support of your policy or practice recommendations. Developing Organizational Policies and Practices

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Rubric

Add a section to the paper you submitted in Module 1. In 4–5 pages, address the following:
Identify and describe at least two competing needs impacting your selected healthcare issue/stressor.

Describe a relevant policy or practice in your organization that may influence your selected healthcare issue/stressor.
Critique the policy for ethical considerations and explain the policy’s strengths and challenges in promoting ethics.

 Recommend one or more policy or practice changes designed to balance the competing needs of resources, workers, and patients while addressing any ethical shortcomings of the existing policies. Be specific and provide examples.
Cite evidence that informs the healthcare issue/stressor and/or the policies and provide two scholarly resources in support of your policy or practice recommendations Developing Organizational Policies and Practices

 

WK4 Discussion due 3/23

Discussion 1: Leadership Theories in Practice

A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.

However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.

Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.

To Prepare:

· Review the Resources and examine the leadership theories and behaviors introduced.

· Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.

· Reflect on the leadership behaviors presented in the three resources that you selected for review.

Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace. Developing Organizational Policies and Practices

By Day 6 of Week 4

Respond to at least two of your colleagues on two different days by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.

Note that from the total of 3 or 4 resources that you will provide at least 1 must be from the resources provided to you.

Replies for WK4

 

Student 1

Main Discussion Post

The Merriam-Webster Dictionary defines leadership as “a position as a leader of a group, the time a person holds in the position of a leader, and the power or ability to lead other people.” Leadership is multifaceted with many different dimensions but what is missing in these definitions are the words action, model, and inspiration, in my opinion. Although there are years and years of leadership research, “it is one of the most observed concepts, no universally accepted definition or theory of leadership actually exists” (Scully, pg. 439).

The two key insights I have learned through my research are that communication is key to a good leader and that leading by example and consistency helps great leaders grow leaders around themselves. The concept of leaders striving to develop solid and influential leaders around themselves is vital to the evolving healthcare system and an idea that makes many leaders very uncomfortable.

Transformational leadership is a style of leadership that is exemplified daily in my place of work. Transformational leadership “inspires supporters to perform at the maximum capacity after some time, by providing adjustment in recognition, and a sense of guidance” (Alloubani et al.). Transformational leadership is supportive, encouraging, engaging, yet upholds accountability and expects the best while promoting learning and growth. Evidence-based practice, just as in medicine, is essential in leadership. According to the article “Implementing administrative evidence-based practice: lessons from the field in six local health departments across the United States,” decision-making needs to be a collaborative effort between all staff, including non-managerial, to gather and distribute ideas. This is achieved by forward-thinking and acting leaders who stay educated, like attending academic classes to ensure staff they lead are being given best practice information.

I have the privilege to work with a fantastic leader. A leader who leads with integrity and compassion. A transformational leader while taking the time to connect and grow leaders through conversations and providing leadership opportunities within the department. Our department’s current leadership team has been outspoken about how they want to develop leaders and give options to employees to grow their careers when possible. They are open to ideas and are collaborative. My manager is insightful and knowledgeable about leadership and how to share leadership theories and styles. I am very fortunate with the current leadership team I work with because not many leadership teams support staff, base decisions, and action off evidence-based practice while being patient-centered as this team. Developing Organizational Policies and Practices

References

Alloubani, Aladeen, et al. “Leadership Styles’ Influence on the Quality of Nursing Care.” International Journal of Health Care Quality Assurance, vol. 32, no. 6, 2019, pp. 1022–1033., doi:10.1108/ijhcqa-06-2018-0138.

Duggan, Kathleen, et al. “Implementing Administrative Evidence-Based Practices: Lessons from the Field in Six Local Health Departments across the United States.” BMC Health Services Research, vol. 15, no. 1, 2015, doi:10.1186/s12913-015-0891-3.

“Leadership.” Merriam-Webster, Merriam-Webster, 2021, www.merriam-webster.com/dictionary/leadership.

Scully, Natashia Josephine. “Leadership in Nursing: The Importance of Recognising Inherent Values and Attributes to Secure a Positive Future for the Profession.” Collegian, vol. 22, no. 4, 2015, pp. 439–444., doi:10.1016/j.colegn.2014.09.004. Developing Organizational Policies and Practices

 

Student 2

A person with good leadership skills can make the workplace a positive place. I am going to focus on transformational and authentic leadership for the purpose of this discussion. Broome and Marshall describe transformational leadership as “a process through which leaders influence others by changing the understanding of others of what is important” (2021, pg.15). Authentic leadership focuses on the relationships of self and others (Broome & Marshall, 2021, pg. 184). I think it is very important to create healthy work environments by demonstrating good leadership qualities. I have researched two articles that discuss the impact of leadership styles on the workplace.

In the first article, written by Kaiser (2017), the impact of leadership styles on nurse hostility is measured in a quantitative study. A survey was given to 237 staff nurses participants that measured “perceived levels of incivility and the leadership styles experienced” and data was reported numerically (Kaiser, 2017). The study concluded that transformational leadership is the most effective leadership style to reduce nurse hostility and a laissez-faire leadership style leads to bullying. Kaiser (2017) concluded, “Leadership style is not a definitive factor of incivility, but leader behaviours impact the level of incivility between staff nurses.” Broome and Marshall (2021) describe transformational leaders as leaders who focus on “self, others, the situation, and the larger context” Developing Organizational Policies and Practices.

In the second article written by Shirley (2009), a qualitative study was conducted on 21 nurse managers from three different facilities to determine the effectiveness of authentic leadership and a healthy work environment. Organizational culture was also considered when determining the effect of leadership on the environment of the workplace. It was determined that the organizational culture does affect the environment. Managers reported they felt happy in the workplace when a positive organizational culture was reported with good leadership styles exhibited. Comparatively, nurse managers felt unheard or unhappy within a negative organizational culture with poor leadership styles. The article concluded that leadership does affect the work environment. The more involved a leader is, the better the outcome.

There are many great leadership styles to display with transformational leadership being the most beneficial. Authentic leadership is genuine, but may not be the best leadership style in all situations. Transformational leaders change to better suit the needs of others in order to help them better themselves.  In my opinion, a transformational leader is the most adaptable and resourceful.

I have had experience with both types of leadership styles in the workplace. The authentic leader was honest, optimistic, and genuine. He empowered others by talking problems through and giving honest feedback. The transformational leader I encountered pushed me to see things more clearly and made me a better nurse. He always has my back and looks out for my best interest. He encourages me to change so that I can thrive in life. The transformational leader has been the most beneficial to me in the workplace Developing Organizational Policies and Practices.

References

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.

Kaiser, J. A. (2017). The relationship between leadership style and nurse-to-nurse incivility: turning the lens inward. Journal of Nursing Management (John Wiley & Sons, Inc.), 25(2), 110–118.

Shirey, M. R. (2009). Authentic leadership, organizational culture, and healthy work environments. Critical Care Nursing Quarterly, 32(3), 189–198. https://doi-org.ezp.waldenulibrary.org/10.1097/CNQ.0b013e3181ab91db

Reading resources provided after wk6 assignment below & will post for replies after classmates post for each discussion.

WK5 Discussion is due 3/30

Discussion 2: Your Leadership Profile

Do you believe you have the traits to be an effective leader? Perhaps you are already in a supervisory role, but as has been discussed previously, appointment does not guarantee leadership skills.

How can you evaluate your own leadership skills and behaviors? You can start by analyzing your performance in specific areas of leadership. In this Discussion, you will complete Gallup’s StrengthsFinder assessment. This assessment will identify your personal strengths, which have been shown to improve motivation, engagement, and academic self-conference. Through this assessment, you will discover your top five themes—which you can reflect upon and use to leverage your talents for optimal success and examine how the results relate to your leadership traits.

To Prepare:

Complete the StrengthsFinder assessment instrument, per the instructions found in this Module’s Learning Resources.

Please Note: This Assessment will take roughly 30 minutes to complete.

· Once you have completed your assessment, you will receive your “Top 5 Signature Themes of Talent” on your screen.

· Click the Download button below Signature Theme Report, and then print and save the report. We also encourage you to select the Apply tab to review action items.

NOTE: Please keep your report. You will need your results for future courses. Technical Issues with Gallup:

If you have technical issues after registering, please contact the Gallup Education Support group by phone at +1.866-346-4408. Support is available 24 hours/day from 6:00 p.m. Sunday U.S. Central Time through 5:00 p.m. Friday U.S. Central Time.

· Reflect on the results of your Assessment, and consider how the results relate to your leadership traits.

· Download your Signature Theme Report to submit for this Discussion.

Post a brief description of your results from the StrengthsFinder assessment. Then, briefly describe two core values, two strengths, and two characteristics that you would like to strengthen based on the results of your StrengthsFinder assessment. Be specific. Note: Be sure to attach your Signature Theme Report to your Discussion post.

By Day 6 of Week 5

Respond to at least two of your colleagues on two different days by making recommendations for how they might strengthen the leadership behaviors profiled in their StrengthsFinder assessment, or by commenting on lessons to be learned from the results that can be applied to personal leadership philosophies and behaviors Developing Organizational Policies and Practices.