NURS FPX 5007 Assessment 3 Intervention Strategy

NURS FPX 5007 Assessment 3 Intervention Strategy

Name

Capella University

NURS-FPX 5007 Leadership for Nursing Practice

Prof. Name

Date

Intervention Strategy

Leadership is essential in directing group efforts toward achieving shared goals, particularly in the complex healthcare environment. To cultivate effective leadership within this setting, various leadership philosophies can be tailored to meet specific challenges. It is vital to develop strategies that inspire employees to work together toward common objectives. A successful leadership style, along with effective change management, is fundamental for the sustainability and success of healthcare organizations. At its core, leadership involves the actions of individuals or groups responsible for guiding the activities of others in pursuit of collective aims. In healthcare, this responsibility often includes overseeing the work of physicians, nursing staff, and other medical professionals to ensure that patients receive high-quality care. An essential component of effective healthcare leadership is establishing processes and structures that promote teamwork and collaboration among employees. This is achieved by creating clear communication channels, setting shared goals, and fostering a culture that values teamwork and cooperation (Bass, 2019).

Analyzing Case Study

The case study titled “Sleeping on the Job: A Managerial Challenge” focuses on a nurse named Marty, who has faced personal challenges during her three years in an office setting. The responsibility of caring for her aging parents has significantly reduced her personal time after work. Colleagues have expressed concerns regarding Marty’s job performance, reporting instances of tardiness, early departures, and even sleeping on the job, attributing her behavior to health issues. Additionally, she has been absent from work due to personal matters, including family deaths and injuries. Unfortunately, her manager has not provided any assistance or sought solutions to support her.

To support Marty, her manager should assess potential strategies that could benefit both her and the entire team. One effective approach might involve implementing transformational leadership, characterized by open and honest communication with Marty. Through this dialogue, both parties can identify obstacles that hinder her success and collaboratively create a plan for improvement. The manager should encourage Marty to share her insights and perspectives on overcoming these challenges. Furthermore, discussing her career aspirations and exploring ways to achieve them is crucial. This approach necessitates ongoing communication and collaboration among all involved parties (Alrowwad et al., 2020).

Leadership Strategy

In navigating the complexities of the healthcare landscape, a variety of leadership models can be employed. Some managers may opt for the transformational leadership model, which emphasizes empowering staff members to work together towards common objectives (Collins et al., 2020). In contrast, others might prefer a transactional leadership style that focuses on setting clear goals and providing rewards for achieving them (Kelly & Hearld, 2020).

Transformational leadership can be particularly effective in healthcare settings, as it highlights the importance of teamwork, collaboration, and communication. This style empowers individuals to take ownership of their work and fosters a collective sense of responsibility for achieving shared goals. By promoting a positive and inclusive work environment, transformational leaders create a culture of trust and respect that enhances employee engagement and job satisfaction—an essential factor in healthcare, where staff frequently operate in high-stress, emotionally charged environments (Espinoza et al., 2018).

Applying Leadership Strategy

In addressing Marty’s situation, two primary concerns require attention: her inadequate job performance and the negative impact it has on the nursing team. Transformational leadership is the most suitable approach for resolving these issues, as it focuses on inspiring and motivating employees to reach their full potential (Akdere & Egan, 2020). Given the circumstances described, it appears that Marty’s personal challenges are influencing her work performance. Consequently, a transformational leader can leverage motivation and inspiration to enhance her productivity.

Once a plan is established to address Marty’s performance issues, the department leader can then concentrate on rebuilding trust within the team. Transformational leadership encourages employees to assume responsibility for their roles and make decisions that contribute to overall success. Management and staff can collaboratively define clear departmental goals and principles, fostering an environment that promotes open communication. This will enable nurses to effectively connect and collaborate in addressing departmental objectives and patient needs.

Organizational Change Model and its Influence

The ADKAR model can serve as a valuable framework for implementing change, whether applied to an individual or an entire organization. The five stages of the ADKAR model—awareness, desire, knowledge, ability, and reinforcement—provide a structured approach to guide individuals through the transformation process.

In Marty’s case, the first step involves engaging her in a one-on-one conversation to review her past actions and their effects on the organization. This meeting aims to raise her awareness of the necessity for change and to discuss how these changes can benefit her, the department, the organization, and the patients they serve. The second step is to cultivate a desire for change, which can be achieved by discussing the organization’s mission, vision, values, and policies with Marty. This dialogue can inspire her to embrace changes that align with the organization’s objectives.

The third stage entails re-educating Marty about the components and expectations of her role, accomplished through open discussions that address any knowledge gaps and provide resources to improve her performance amidst departmental enhancements. The fourth phase centers on helping Marty translate her understanding and knowledge into practical abilities. Consistent communication with her during this implementation phase is critical to assess her progress and make necessary adjustments. Finally, the reinforcement phase is essential to prevent Marty from reverting to her previous behaviors characterized by substandard productivity. Positive reinforcement—through feedback, recognition, rewards, and performance metrics—can effectively support her in maintaining productivity and achieving her goals (Wong et al., 2019; Cronshaw et al., 2021).

Implication of Care Policy and Legislation

Nurses possess a unique ability to influence public health policy development due to their direct interactions with patients and deep understanding of their communities. The American Nurses Association (ANA) asserts that nurses have significant influence over healthcare policy at various levels. The ANA’s “Healthy Nurse. Healthy Nation” initiative emphasizes health and safety policies, advocating for regulations that promote nurses’ well-being. This program encourages action in five key areas: fitness, sleep, lifestyle quality, safety, and nutrition, aimed at enhancing the health and well-being of the nation’s four million nurses. Through this initiative, nurses and managers gain access to a platform with resources, data, and connections with employers and organizations to improve their health and well-being (Nolan et al., 2020).

This movement can positively impact Marty, who has been struggling with poor job performance due to personal issues affecting her mental and physical health. Colleagues have raised concerns regarding her sleep patterns and medical conditions such as sleep apnea. The “Healthy Nurse. Healthy Nation” campaign can provide Marty with resources to build a support system at home, alleviating her caregiving burden and enabling her to prioritize her physical and mental well-being. By addressing these underlying issues, Marty’s job performance can improve, allowing her to care for her patients more effectively. The ANA’s advocacy for nurses’ health and safety is vital in empowering nurses to realize their full potential and enhance healthcare for all.

Conclusion

Effective leadership is essential for the success of an organization, including specific departments. Leaders who understand the organizational structure recognize that employee job satisfaction and motivation are crucial to achieving success. Transformational leaders inspire employees to strive for the organization’s greater good while continually seeking improvement. Effective leaders also excel at managing change, guiding employees through challenges, and fostering growth within their departments. In the healthcare sector, strong leadership is fundamental to 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

NURS FPX 5007 Assessment 3 Intervention Strategy

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.