Class 1 Unit 5 COMMENT 1

 Purpose: A Comment to Discussion 

Thing to Remember:

• Answer this discussion with opinions/ideas creatively and clearly. Supports post using several outside, peer-reviewed sources. 
• 1 References, find resources that are 5 years or less
• No errors with APA format.

 Discussion:

           An effective team is one that can communicate. This comes from an understanding of the general scope of practice for the team member. Often times though, an effective team is one that has worked together previously, and is able to read the other team members subtle cues of intent and frustration; which comes from time spent in the workplace. Mutual trust and respect is another important aspect to an effective team. One study suggests that each workplace conducts a thirty-one-item questionnaire to help discover where faults in teamwork may lie. Seven categories in the Primary Care Team Dynamics are: conditions for team effectiveness, shared understanding, process for accountability, process for communication and information exchange, process for conflict resolution, acting and feeling like a team, and perceived team effectiveness (Song et al, 2015). Using this survey can potentially discover areas of strength and weakness in the workplace in terms of inter-professional collaboration.

           Situations that make the team difficult to work together can be new team members, outside or environmental stressors, or even a situation where emergent teamwork is required, such as a code blue. A failure to collaborate effectively will end up affecting the patients, families, and the clinicians adversely. It will inhibit effective patient care, decrease job satisfaction, and instill a sense of hostility and competitiveness in the workplace (Hamric, Hanson, Tracy, & O’Grady, 2014). A lack of leadership and direction can also serve to fragment teamwork over time. Overlapping scopes of practice can lead to a difference of opinions on what is needed clinically to treat the patient and cause infighting to ensue. This wastes time, resources, and decreases patient outcomes as the healthcare team struggles to come to an agreement on the choice of action. In fighting can also stem from seemingly innocent avenues like patient advocacy. Being a patient advocate can sometimes place the nurse in a position of opposition of family, and the rest of the healthcare team. As nurses, we have a sense of duty to accommodate the patient autonomy in their choice of treatment, even at the expense of the other members of the team. This can create barriers to communication and a breakdown of the team dynamics.

           Teamwork is a difficult accomplishment, especially in the healthcare field. Effective teamwork can be even more difficult, as competing factors come into play, such as patient advocacy, patient autonomy, differing perspectives of disciplines, and personality conflicts. A base understanding and acceptance of each other’s disciplines is vital to the success or failure of the teams. The advanced practice nurse has the unique opportunity to improve patient outcomes using their graduate preparation in medical knowledge, position, clinical experience, and communication abilities. One potential solution is the act of teaming, instead of forming a set team. Teaming is temporary, possibly geographically dispersed groups of people who use innovation to overcome a clinical challenge before moving on to the next challenge with a different group (Ulrich, 2017). Using teaming, the “team” is forced to focus only on the problem at hand. This can eliminate the problem of personality or perspective conflicts in long term teams.

Reference:

Hamric, A. B., Hanson, C. M., Tracy, M. F., & O’Grady, E. T. (2014). Advanced practice nursing: An integrative approach (5th ed.). St. Louis, MO: Elsevier.

Song, H., Chien, A. T., Fisher, J., Martin, J., Peters, A. S., Hacker, K., Rosenthal, M. B., & Singer, S. J. (2015). Development and validation of the primary care team dynamics survey. Health Services Research, 50(3), 897-921. doi:10.1111/1475-6773.12257

Ulrich, B. (2017). Using Teams to Improve and Performance. Nephrology Nursing Journal, 44(2), 141-152.

Read chapter 1, 2 & 6 of the class textbook and review the attached PowerPoint presentations once done answer the following questions.1. Compare and contrast definitions of health from a public h

Read chapter 1, 2 & 6 of the class textbook and review the attached PowerPoint presentations once done answer the following questions.

1. Compare and contrast definitions of health from a public health nursing perspective.

2. Explain the difference between public/community health nursing practice and community-based nursing practice.

3. Discuss major contemporary issues facing community/public health nursing and trace the historical roots to the present.

4. Discuss and explain the steps to identified/diagnosed community health problems.

As stated in the syllabus please present your assignment in an APA format word document, Arial 12 font attached to the forum in the discussion board name “Week 1 discussion questions”.  A minimum of 2 evidence-based references is required (not counting the class textbook) no older than 5 years.  A minimum of replies to any of your peers are required sustained with the proper references.

Note: More than 500 words.

Nurse staffing change

Identify and describe a needed change in your workplace. It could be a change in the levels of staffing, or so on. Start with an introductory paragraph that includes the purpose of the paper.

In your description, describe the implications of the change on nursing staff and nursing management. Include the potential impact of the change on patient care. Describe the steps needed to implement the change. Be sure to use proper APA formatting, including a title page.

The following headings are required in the assignment:

• Change Description
• Change Implications for Nursing
• Change Impact on Quality of Care and Safety Concerns for Patients
• Implementation Plan for Change
• Conclusion
• References (a separate page)

The deliverable length for each section is as follows:

• The change issue should be described in 3–4 paragraphs, 200–250 words.
• The Implications for nursing should be described in 1–2 paragraphs, 100–150 words.
• The change impact on quality of care and safety concerns for patients should be described in 1–2 paragraphs, 100–150 words.
• The implementation Plan for Change should be described in 2–4 paragraphs 200–250 words.
• The total length of the paper EXCLUDING title page and reference page should be 3-4 pages.
• Double spaced.
• Please follow directions

Becoming Familiar with the DNP Scholarly Project

Becoming Familiar with the DNP Scholarly Project

As a doctoral candidate, you will complete a DNP (Doctorate of Nursing Practice) Scholarly Project. Are you curious about what will be required of you? For this Assignment, you locate and read materials that pertain to your doctoral program at Walden University, and begin thinking about your DNP Scholarly Project.

To prepare:

DNP students:

• Review the DNP section of the Walden University website (http://researchcenter.waldenu.edu/DNP-Doctoral-Study-Program.htm. (type this in your browser and it will open the page)
• Carefully review the requirements for the DNP Scholarly Project process.
• Consider the steps and timeline you will work through to complete the DNP Scholarly project.

To complete:

Write a 1-page paper outlining the steps, timeline for completing the project / dissertation, and the documents you will use for the DNP Scholarly Project. Include the main guide document that identifies the processes and procedures for the appropriate doctoral project. After writing the 1-page,then:

1)       Summarize the purpose of the DNP Scholarly Project.

2)       Briefly describe a project that would be of interest to you and how you might go about completing that project. (Just write any project related to nursing. I haven’t thought about my project yet)

Due by Day 6 of Week 5. On Saturday 7/1/17

Required Readings

Zaccagnini, M. E., & White, K. W. (2014). The doctor of nursing practice essentials: A new model for advanced practice nursing (2nd ed.). Sudbury, MA: Jones & Bartlett. [Vital Source e-reader]

[For DNP students ONLY]

Chapter 9, “Emerging Roles for the DNP”

 Multiple advanced nursing practice roles are discussed in this chapter, including nurse administrator, nurse entrepreneur, public and community health practitioner, and integrative health practitioner.

Institute of Medicine (IOM). (2010a). The future of nursing: Leading change, advancing health[Consensus report]. Washington, DC: National Academies Press. Retrieved from https://web.archive.org/web/20150211165201/http://iom.edu/Reports/2010/The-Future-of-Nursing-Leading-Change-Advancing-Health.aspx

 This link provides access to the complete IOM report (672 pages). You may read the report online or download a free PDF version.

 Institute of Medicine (IOM). (2010b). The future of nursing: Leading change, advancing health[Report brief]. Retrieved from https://web.archive.org/web/20150203150734/http://iom.edu/~/media/Files/Report%20Files/2010/The-Future-of-Nursing/Future%20of%20Nursing%202010%20Report%20Brief.pdf

 This IOM report highlights key messages regarding the future success of the nursing profession, with recommendations for practice, education and training, partnerships with other health care professionals, and workforce planning and policy making.

 Currey, J., Considine, J., & Khaw, D. (2011). Clinical nurse research consultant: A clinical and academic role to advance practice and the discipline of nursing. Journal of Advanced Nursing, 67(10), 2275–2283.

Note: You will access this article from the Walden Library databases.

Waxman, K. T., & Maxworthy, J. (2010). The doctorate of nursing practice degree and the nurse executive: The perfect combination. Nurse Leader, 8(2), 31–33.

Note: You will access this article from the Walden Library databases.

 This article provides a clear comparison of the DNP degree with PhD/DNS/DScN degrees and articulates the value of the DNP degree to nurse executives.

Required Media

Laureate Education (Producer). (2011d). The professional role of the DNP-prepared nurse [Video file]. Retrieved from https://class.waldenu.edu

 Note:  The approximate length of this media piece is 4 minutes.

 In this media program, Dr. Joan Stanley, Dr. Linda Beechinor, and Dr. Susan Stefan discuss the professional roles available to DNP-prepared nurses and the importance of intra- and interprofessional collaboration in those roles.

NURS 6221: MANAGING HUMAN RESOURCES – Discussion 9 (Grading Rubic Attached)

Discussion: Diversity in the Workplace

Creating and managing a diverse workforce is a process, not a destination.

—R. Roosevelt Thomas, Jr.

What concepts come to mind when you think of diversity? What kinds of diversity exist in your workplace? How does diversity impact communication, working relationships, productivity, and patient care?

In the workplace, focusing on differences can create divisiveness. Nurse managers should approach diversity as a way to highlight, communicate, and build on the commonalities of their workforce. Modeling this behavior can encourage appreciation for diversity and create a more positive workplace environment. When managing a diverse workforce, nurse managers should never make assumptions about an individual’s motivations, goals, or work ethic based upon personal traits such as age, gender, race, or culture. Nurse managers should strive to facilitate an inclusive environment for all.

To prepare

Review the article, “Diversity within Nursing: Effects on Nurse-Nurse Interaction, Job Satisfaction, and Turnover.” Examine Figure 1 on p. 218. Determine how these and other diversity issues might impact the interaction of nurses in the workplace.

Consider situations in your current organization or one with which you are familiar in which obvious diversity exists. How do these types of diversity issues affect the daily work environment?

Examine this week’s Learning Resources to identify strategies for finding commonalities among workers. How might these strategies also help to increase appreciation of diversity within the workplace?

Post an explanation of how diversity-related issues impact your current organization or one with which you are familiar. If you do not believe there are any issues related to diversity, explain how this workplace instills a culture of acceptance and positivity. Conclude your posting by describing at least two commonalties everyone in this workplace shares and at least one new strategy you could implement to increase appreciation of both differences and similarities.

Read a selection of your colleagues’ responses.

Respond to at least two of your colleagues on two different days using one or more of the following approaches:

Appraise a colleague’s strategy by providing insight into whether or not this strategy could effectively mitigate diversity issues. Support your comments by using authentic examples and references to this week’s Learning Resources.

Suggest an additional strategy a colleague could use to mitigate diversity issues.

Required Readings

Beheri, W. H. (2009). Diversity within nursing: Effects on nurse-nurse interaction, job satisfaction, and turnover. Nursing Administration Quarterly, 33(3), 216–226. 

Retrieved from the Walden Library databases.

Beheri’s article examines the effects of diversity in nursing. The study found that nurses who are satisfied with their jobs and have a higher level of education are more likely to tap into the potential offered by cultural diversity.

Collins-McNeil, J., Sharpe, D., & Benbow, D. (2012). Performance potential. Aging workforce: Retaining valuable nurses. Nursing Management, 43(3), 50–51. 

Retrieved from the Walden Library databases.

Due to the increasing connectivity between patient safety and government-sponsored financial incentives, it is important for nurse managers to understand the specific language used by finance. This article examines the importance of this topic.

Harton, B. B., Marshburn, D., Kuykendall, J., Poston, C., & Mears, D. A. (2012). Self-scheduling: Help or hindrance? Nursing Management, 43(1), 10–12. 

Retrieved from the Walden Library databases.

This article discusses the possibility of allowing nurses to create their own schedules to boost retention.

Outten, M. K. (2012). From veterans to nexters: Managing a multigenerational nursing workforce. Nursing Management, 43(4), 42–47. 

Retrieved from the Walden Library databases.

The author of this article addresses the need for effective management of a multigenerational workforce. Increased nurse turnover and interpersonal conflict are some of the consequences of overlooking this type of diversity.

Wisotzkey, S. (2011). Will they stay or will they go? Insight into nursing turnover. Nursing Management, 42(2), 15–17. 

Retrieved from the Walden Library databases. 

In this article, the author focuses on creating a work environment that will decrease the effects of nurse turnover. The author states that organizational commitment has the most direct effect on these turnover rates.

Optional Resources

 Manion, J. (2009). Managing the multi-generational nursing workforce: Managerial and policy implications (White Paper). Retrieved from International Centre for Human Resources in Nursing website: http://www.hrhresourcecenter.org/node/2377

 Hatcher, B. J. (Ed.). (2006). Wisdom at work: The importance of the older and experienced nurse in the workplace (White Paper). Retrieved from National Academy on an Aging Society website: http://www.agingsociety.org/agingsociety/links/wisdomatwork.pdf

 Chambers, P. D. (2010). Tap the unique strengths of the millennial generation. Nursing, 40(2), 48–51. Retrieved from http://journals.lww.com/nursing/Citation/2010/02000/Tap_the_unique_strengths_of_the_millennial.18