NURS FPX 5007 Assessment 3 Intervention Strategy

Assessment 3 Intervention Strategy

Student Name

Capella University

NURS-FPX 5007 Leadership for Nursing Practice

Prof. Name

Date

Intervention Strategy

Leadership plays a pivotal role in guiding group activities toward the achievement of common objectives. To foster effective leadership in the challenging healthcare milieu, various leadership philosophies can be customized. It is imperative to formulate procedures that motivate employees to collaborate on shared goals. Effective leadership style and change management are crucial for the success and sustainability of healthcare organizations. Leadership, fundamentally, entails the actions of individuals or groups responsible for overseeing others’ activities in pursuit of common goals. In healthcare, this often involves supervising the efforts of physicians, nursing staff, and other medical professionals to ensure that patients receive high-quality care. A central element of effective healthcare leadership is the development of processes and structures that encourage teamwork and collaboration among employees, achieved through the establishment of clear communication channels, shared objectives, and the cultivation of a culture emphasizing teamwork and collaboration (Bass, 2019).

Analyzing Case Study

The case study titled “Sleeping on the Job: A Managerial Challenge” centers on a nurse named Marty, who has encountered personal challenges during her three-year tenure in an office environment. The presence of her aging parents living with her has led to her experiencing a lack of personal time after work. Colleagues have expressed dissatisfaction with Marty’s work performance, reporting instances of lateness, early departures, falling asleep on the job, and attributing her behavior to health issues. Additionally, she has missed work due to personal matters such as family deaths and injuries. Regrettably, her manager has not offered any assistance or sought solutions. To assist Marty, her manager should evaluate potential measures to support her and the entire staff. One approach could involve implementing transformational leadership, characterized by open and sincere communication with Marty. In this dialogue, the manager and Marty can identify barriers hindering her success and collaboratively devise an improvement plan. The manager can encourage Marty to share her ideas and thoughts on overcoming these challenges. Furthermore, inquiring about her career aspirations and goals and exploring ways to help her achieve them is essential. Importantly, this approach requires consistent communication and collaboration among all parties involved (Alrowwad et al., 2020).

Leadership Strategy

To enhance leadership in the complex healthcare landscape, various leadership models can be applied. Some managers may choose the transformational leadership model, which emphasizes empowering staff members to work collectively toward common goals (Collins et al., 2020). Conversely, others may prefer a transactional leadership style, focusing on setting explicit goals and providing incentives for their attainment (Kelly & Hearld, 2020). In healthcare settings, transformational leadership can prove highly effective as it underscores the significance of teamwork, collaboration, and communication. It empowers individuals to take ownership of their work and fosters a shared sense of responsibility toward achieving common objectives. By cultivating a positive and inclusive work environment, transformational leaders establish a culture of trust and respect that enhances employee engagement and job satisfaction, a critical aspect in healthcare, where staff often work in high-stress and emotionally charged situations (Espinoza et al., 2018).

Applying Leadership Strategy

In addressing Marty’s situation, two primary issues need attention: her subpar work performance and its adverse impact on the nursing team. The most effective leadership approach to tackle these issues is transformational leadership. This leadership style focuses on motivating and inspiring employees to realize their fullest potential (Akdere & Egan, 2020). Given the information provided, it appears that Marty’s personal circumstances are affecting her professional performance. Consequently, a transformational leader can employ motivation and inspiration to enhance her work performance. Once a plan to address Marty’s performance is established, the department leader can shift focus to rebuilding trust among team members. Transformational leadership encourages employees to take ownership of their responsibilities and make decisions that drive success. The management and workforce can collaboratively set clear departmental goals and principles. An environment promoting open communication will be fostered, enabling nurses to connect and collaborate effectively in meeting departmental goals and patient needs.

NURS FPX 5007 Assessment 3 Intervention Strategy

Furthermore, besides its applicability to addressing Marty’s personal and team-related issues, transformational leadership has broader positive impacts on healthcare organizations. By emphasizing teamwork, communication, and a shared sense of purpose, transformational leaders cultivate a culture of continuous improvement and excellence in patient care. This can lead to improved patient outcomes, heightened employee job satisfaction, and enhanced financial performance for the organization. In essence, by concentrating on employee development and empowerment, transformational leaders create a cycle of success benefiting all parties involved (Collins et al., 2020).

Organizational Change Model and its Influence

Whether applied to an individual or an entire organization, the ADKAR model can serve as a valuable framework for implementing change across various scenarios. The ADKAR model’s five stages—awareness, desire, knowledge, ability, and reinforcement—provide a roadmap for guiding individuals through the process of transformation.
  • In Marty’s case, the initial step is to engage in a one-on-one discussion with her, reviewing her past actions and how they have impacted the organization. This meeting aims to raise awareness of the need for change and to explore how implementing changes can benefit not only Marty but also the department, organization, and the patients they serve.
  • The second step involves cultivating a desire for change, which can be facilitated by discussing with Marty the organization’s mission, vision, values, and policies. This process can inspire a desire for change that aligns with the organization’s objectives.
  • The third stage entails re-educating Marty about the components and expectations of her role, achieved through open discussions addressing any knowledge gaps or additional resources that could enhance her performance in light of departmental improvements.
  • The fourth phase focuses on helping Marty translate her understanding and knowledge into practical ability. It’s crucial to maintain ongoing communication with Marty throughout this implementation phase to assess her progress and make necessary adjustments.
  • The fifth and final phase, reinforcement, is vital in preventing Marty from reverting to previous behaviors characterized by subpar work productivity and performance. Positive reinforcement, including feedback, recognition, rewards, and performance measures, can effectively support individuals in maintaining productivity and achieving their goals (Wong et al., 2019; Cronshaw et al., 2021).

The Implication of Care Policy and Legislation

Nurses occupy a unique position to influence the development of public health policy due to their direct patient interactions and in-depth knowledge of their communities. According to the American Nurses Association (ANA), nurses wield significant influence over healthcare policy at various levels. The ANA’s “Healthy Nurse. Healthy Nation” program places a strong emphasis on health and safety policy, advocating for regulations that promote the well-being of nurses. This initiative encourages action in five areas: fitness, sleep, lifestyle quality, safety, and nutrition, with the aim of enhancing the health and well-being of the nation’s four million nurses. Through this campaign, nurses and managers gain access to a web platform containing resources, data, and connections with employers and organizations to improve their health and well-being (Nolan et al., 2020).

NURS FPX 5007 Assessment 3 Intervention Strategy

This movement has the potential to positively impact Marty, who has been grappling with poor work performance stemming from personal circumstances affecting her mental and physical health. Colleagues have expressed concerns about her sleep patterns and medical conditions such as apnea and CPAP usage. The “Healthy Nurse. Healthy Nation” campaign can provide Marty with resources to establish support at home, alleviating the burden of caring for her aging parents and enabling her to prioritize her own physical and mental well-being. By addressing these underlying concerns, Marty’s job performance can improve, allowing her to better care for her patients. The ANA’s advocacy for nurses’ health and safety is crucial in empowering nurses to practice at their full potential and enhance healthcare for all.

Conclusion

Effective leadership is indispensable for the entire organization, including specific departments. Leaders who comprehend the organizational structure recognize that employee job satisfaction and motivation are pivotal factors in achieving success. Transformational leaders motivate employees to work towards the greater good of the organization while constantly seeking improvement. Effective leaders are also adept at managing change, guiding employees through challenging situations, and nurturing growth within their departments. In the healthcare sector, strong leadership is essential for enhancing patient outcomes.

References

Alrowwad, A. A., Abualoush, S. H., & Masa’deh, R. E. (2020). Innovation and intellectual capital as intermediary variables among transformational leadership, transactional leadership, and organizational performance. Journal of Management Development, 39(2), 196-222. https://doi.org/10.1108/jmd-02-2019-0062 Akdere, M., & Egan, T. (2020). Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance. Human Resource Development Quarterly, 31(4), 393-421. https://doi.org/10.1002/hrdq.21404 Bass, B. L. (2019). What is leadership?. Leadership in Surgery, 1- 10. https://doi.org/10.1007/978-3-030-19854-1_1 Collins, E., Owen, P., Digan, J., & Dunn, F. (2020). Applying transformational leadership in nursing practice. Nurs Stand, 35(5), 59-66. https://doi.org/10.7748/ns.2019.e11408 Cronshaw, A., Boddye, E., Reilly, L., Boardman, R., Portas, L., Hagen, J., & Marufu, T. C. (2021). Engaging the nursing workforce to achieve a culture of excellence: Nottingham Children’s Hospital ANCC Pathway to Excellence® Journey. https://doi.org/10.7748/nm.2021.1980
NURS FPX 5007 Assessment 3 Intervention Strategy
Espinoza, P., Peduzzi, M., Agreli, H. F., & Sutherland, M. A. (2018). Interprofessional team member’s satisfaction: a mixed methods study of a Chilean hospital. Human Resources for Health, 16(1), 1-12. https://doi.org/10.1186/s12960-018-0290-z Kelly, R. J., & Hearld, L. R. (2020). Burnout and leadership style in behavioral health care: A literature review. The Journal of Behavioral Health Services & Research, 47(4), 581- 600. https://doi.org/10.1007/s11414-019-09679-z Nolan, S., Carpenter, H., Cole, L., & Fitzpatrick, J. (2020). The HealthyNurse [R] Leader: How do the health behaviors of nurse leaders measure up?. American Nurse Journal, 15(1), 30-32. https://www.myamericannurse.com/the-healthynurse-leader/ Wong, Q., Lacombe, M., Keller, R., Joyce, T., & O’Malley, K. (2019). Leading change with ADKAR. Nursing management, 50(4), 28-35.

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