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1- excellent post. I can imagine it is a great challenge to be without a manager, and I am glad to hear you may have a new manager soon. I agree that stress, job dissatisfaction, and a negative work environment can lead to conflicts. Our text book states that conflict is a natural and inevitable outcome in any group or organization. Conflict has the potential to be a positive force in determining group performance. Since conflict is natural and Huber (2014) states it should be accepted, one important part is how we deal with a negative conflict, and how we work as a team work to solve it. I also agree that not everyone can be a manager. It is indeed a challenging job, and it takes a very special person to handle being a manager while being successful and appreciated by his/her employees.

Thank you.

Reference: 

Huber, D. (2014). Leadership and Nursing Management, 5th Ed. [Pageburstls]. 

Retrieved from https://pageburstls.elsevier.com/#/books/9781455740710/

2-The readings this week discuss power and conflict extensively. Our textbook states that common sources of conflicts within organizations include communication, power, personalities, values, roles, and resources. Furthermore, change increases the risk for conflict within a group or an organization. Changes can be both positive and negative; they may lead to either stress and conflict, or something positive that results in an improvement within the workplace (Huber, 2014).

Conflict is a natural and inevitable outcome in any group or organization and should be accepted; the crucial part is how employees deal with conflict and how they try to solve it. Also, according to Huber (2014), there are different types of conflicts. In this particular example, the situation appears to be related to relationship conflict; awareness of interpersonal incompatibilities, which includes feelings of frustration and tension among the nurses and the new director. Also, this director appears to have an autocratic leadership style; she makes all the decisions without inviting feedback from other employees (Sfantou et al., 2017).

As mentioned above, power can be a source of conflict in a group setting. When used incorrectly, power may lead to conflict within a team of individuals. Consequently, this may lead to ineffective teamwork, and a negative work environment. As a nurse leader, it is important to address conflicts as soon as possible, as it may result in dysfunctional and destructive outcomes. In this scenario, I would suggest using the creative problem-solving mode. The goal is to come to a solution that leads to feelings of gain and no feelings of loss for all participants; a win-win solution. According to Huber (2014), creative problem solving is the most effective mode of conflict management. When using this approach, there are a few important steps to include. These steps are:

1)    Initiate discussion

2)    Respect individual differences

3)    Be empathic with everyone involved

4)    Have assertive dialogue; keep feelings and facts separate, clearly state the main issues, be an active listener

5)    Agree on a solution that balances the power and satisfies everyone involved

Though the word power relates to strength, it can also mean the ability to control and dominate. In addition, power can be viewed as something positive. Nurse leaders recognize that understanding and acknowledging power and learning to seek it appropriately, is imperative in nurses’ efforts to help shape their own practice and the broader health care environment. As the largest health care professional, nursing must use power and influence to facilitate change in health care organizations (Huber, 2014).

References:

Huber, D. (2014). Leadership and Nursing Care Management, 5th Edition. Retrieved from http://evolve.elsevier.com

Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare (Basel, Switzerland), 5(4), 73. doi:10.3390/healthcare5040073

3-I can see why there could be some resentment when input was not requested from the current employees. I am currently going through a reorganization with management at my place of employment. For months, we have been without a nurse manager, but we just received word of a newly hired manager. I feel that this new manager will be faced with conflict from current staff since we have gone without for so long.

There are three different types of conflict, these include intrapersonal, interpersonal, and intergroup (Huber, 2014). Intrapersonal conflict comes from within a person; this could be stress or internal conflict (Huber, 2014). Interpersonal conflict occurs when conflicting roles occur between different responsibilities (Huber, 2014). Leadership and Nursing Care Management gives the example of the working parent deciding if they should go to work or stay home to take care of their sick child (2014). Intergroup conflict when there is conflict between different groups (Huber, 2014).

There are different factors that could lead to conflict. A few examples include job dissatisfaction, stress, and negative work environment (Huber, 2014). In order to resolve conflict, one must first assess the situation; it is helpful to have an open mind to new ideas and be accepting to help that is offered (Huber, 2014). It is also best to address problems soon after they arise, scheduling a staff meeting is one way that the problems are able to be addressed promptly (Huber, 2014). I feel that having open communication with staff members is appreciated. If I was a Nurse Manager, I would be sure to listen to my staff member’s concerns, and address issues early on. I would also be sure to make the staff aware that they are appreciated. A staff member who feels appreciated will likely go the extra mile at work.

I feel that not everyone can be a manager. Managers can have difficult jobs when attempting to restructure or change an organization, and they will likely face pushback from some employees. It is helpful to understand that change is never easy, especially for employees who are used to doing things a certain way. Having an open mind and a little understanding from all involved will go a long way.

Huber, D. (2014). Leadership and Nursing Care Management, 5th Edition. [Pageburstls].

 Retrieved from https://pageburstls.elsevier.com/#/books/9781455740710/

 
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1-In having an idea on improving patient care and wanting to approach upper management for support, one could approach management using the following communications tools. Prior to approaching upper management with a quality improvement idea using oral communication, one would have to conduct research on the topic gathering all facts and necessary data. One could reach out to upper management using written business communication via e-mail requesting a meeting to present the idea (GCU, 2018). The e-mail should be clear, short, and concise containing a brief explanation stating the reason for the meeting in which one will briefly present the quality improvement idea, background information and the importance of why action and support is needed, including how this will improve patient outcomes (GCU, 2018).

During the initial meeting with upper management, one would use both verbal communication, and technology, by the use of a PowerPoint presentation, in order to gain support (GCU, 2018) all while trying to remain calm and focused while speaking in front of a group. The PowerPoint presentation should include the objectives of the idea/project, any supported data based on evidence-based practice, what the idea consists of and why it would improve patient care, the support and/or funds required, and projected patient and financial outcomes.

It may take a few meetings prior to management agreeing with the project. They may come back at you with different ideas and/or suggestions of how one should proceed, however if you believe in your project you will choose your battles and hold firm on aspects of the project that you believe to be true. We must not forget that we work on the unit, we know the staff, we know the routine, and we know what is, and what is not being done on the unit.

Reference

Grand Canyon University [GCU] (2018). NRS-451V Lecture 2: Roles and Responsibilities in Leadership and Management. Retrieved from

https:// lc-upgrad3.gcu.edu/learningPlatform

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2-Effective communication is essential for understanding and interpreting information, perceptions, and meaning from person to person (Huber, 2014). When proposing an idea to upper management to support and fund, the style of communication will need to be direct and strategic for your vision to be seriously considered. After researching your audience and preferred style of presentation, you will develop the proper medium for your presentation to be most effective. Strategic planning and a written plan are used to determine how to maximize the delivered message (Huber, 2014). Many people choose to do a powerpoint presentation, utilize visual boards, or make handouts that will allow the management to share your vision. Benefits to using a visual medium will be that management will have a clear idea of what you are proposing and will be able to take home and ponder the issue. Including evidence based research and positive outcomes can be utilized as leverage for your proposal. Tools that are effective for getting the management team to share your vision would be using strategies such as persuasion and negotiation. According to Huber (2014), people are more willing to commit themselves when they see personal benefits. If you can prove that your idea will not only help the unit, but also benefit the upper management team, they will likely support and fund your idea.

Huber, D. (2014). Leadership and nursing care management (5 th ed.). St. Louis: Elsevier

 

3-Patient safety is one of our high reliability organization (HRO) topics of concern in today’s healthcare.  From the many ways to improve patient safety, I would pick one idea to bring to the upper management to support and fund.  First I would research the latest evidence base practice with statistics and outcomes: collect strong facts and data to support your idea.  Then discuss the idea with my manager to bring a change in our unit through effective communication. Get to the point; be clear and specific so that your listeners don’t get impatience.  Managers want to know the benefits for the patient and not just data (Grant, 2017). As a caring person and nurse, I would be a servant leader and want and have the desire to serve my patients. 

I would communicate my idea for patient safety to the upper management through a power point presentation.  I believe this is the best approach for managers to see my proposal clearly and to succeed in their support and funding. I will present with empathy by listening to comments and recommendations.  Emotional intelligence and stewardship plays an important to built trust and promise for our patients.  My mission and values will be clearly identified to lead to higher satisfaction of patient care/safety by creating goals and facilitating decision making contribution to my organization (Lecture 3, 2013).

Each color slide with diagrams, pictures, graphs and charts will contain:

  1. Reason      for an improvement
  2. State      the current practice
  3. State      the improved evidence base practice
  4. State      patient improve outcomes
  5. State      the objectives
  6. Give      a time frame
  7. Piloting      the idea on one unit at a time
  8. Evaluation      and feedback of practice

I would also make my power point presentation into a handbook for members of management and coworkers for any suggestions, comments or changes.

References

Grant. A (2016) Your Guide to Communicating with Upper Management. Fast Company. Retrieved from https://www.fastcompany.com/3049998/your-guide-to-communicating-with-upper-management

Lecture 3 NRS-451VN. (2013). Applying Servant Leadership in Practice.  Retrieved from gcu.edu/student portal

 
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4-I so agree with you, its not what you but its how you do it, i always say it never the big things that are done but its always the smallest things that is done will make a difference. Treating employees with kindness will go along way, dont tell the staff that how good their doing but show them sometimes its good to let people knows that they are appreciated and mean it and you wil get more out of them. A few weeks ago we were short staff by 4 CNA i called in a few of them they came in and work we had no grievences on monday i went into my own funds with two other nurses and give each staff members gift cards and then brought them in lunch i do this to let them know that i appreciate all they did those two days for us when they didnt have after all it was their weekend but they gave it up to come in and work, when the administrator heard she call me into the office and told me that i didnt have to do that i looked at her and said i know but the reason i do it is because i wanted to number one and i appreciate them and we need each other,  this is not a one mans band and sometimes its nice to show and tell staffs how we truly feels about them expecially if there help is needed and they come to the  rescue and their hard work she said oh they didnt do it for free they getting paid she said that i must not kid my self they came in because they needed the overtime, i looked at her and walked out, there was nothing more to be said.

  

5-As a nurse leader, I would develop an outreach program that would benefit our much diverse population in our community. First I would create a vision of a needy program such as having a monthly health fair in the local adult community center.  Leaders and managers overlap in their job functions and this is where a leader can collaborate with the managers to carry out his or her vision.  With leader’s motivation and inspiration, and manager’s task–oriented skills and solid actions, the outreach program can become a reality.  Nurse Managers and Leaders must understand their roles and good communication is crucial to carry out plans either by verbal, non-verbal or written communications (Lecture 2, 2018).

  1. A      vision is your personal view that you create for the benefit of your      community
  2. Look      at your community makeup, for example, buildings, public spaces, jobs,      kind and types of people (cultural diverse)
  3. Think      of some of their needs and develop a vision
  4. Communicate      your vision and get feedback, talk to people, go to different community centers,      adult clinics and discuss your vision through seminars, posters, flyers      and get a feel of how strong your vision is
  5. Develop      a plan and strategies for your shared vision

Strategic planning is an organizational management process that allows you to involve your staff and monitor the results regularly.  We can be proactive and keep up and stay ahead with the changing trends in the workplace.  It can offer a great foundation with realistic objectives and goals.  It guides managers’ discussion and decision making in resources and budget for the vision.  It can increase profits, provide marketing success and have a strong foundation (Ong, 2015). 

Now as a leader, you have to help people make this vision their own, so that with a sense of ownership everyone can work together in a committed group.  You should do this by communicating effectively and be courageous to all members in order to have the same basic goal of the vision.  The outreach program will be presented to the stakeholders, such as staff and board members during meetings and get feedback. Then step is to go out to the community center and execute the vision and finally get evaluation to see if changes need to be made.

References

Lecture 2. (2018). NRS-451V. Theories and Concepts in Leadership and Management. Phoenix, AZ: Grand Canyon University.

Ong, C. (2015). 5 Benefits of Strategic Planning. Retrieved from https://www.envisio.com/blog/benefits-of-strategic-planning

  

6-I think that in order to implement any kind of new program, I feel that it is necessary to do the research first. It is also necessary to have good communication with an effective way to present the information that has been gathered. The new program will need to share the same values of the stakeholders in your organization, so it will be important to ensure the match before the presentation. Huber explains that the following steps are useful in developing the framework of a new plan.

•Developing a strategic mission or vision

•Setting objectives

•Developing strategies to achieve the objectives

•Implementing the strategies

•Evaluating the results (Huber, 2014, p. 331).

After the information is gathered, I would develop a PowerPoint presentation that would allow for the information to be shown to the stakeholders. This would include a summarized list of the information, and a detailed packed would be given for reading on their own time. I would want to keep the information short, as I would not want to overwhelm or bore them with the topic. I would include a time for discussion and questions to be asked and answered. Good verbal abilities and eye contact would be necessary for a successful presentation.  In order for this plan to become a reality, the stakeholders of the organization would have to find common ground with the presenting nurse. When they are on the same page, there is the possibility to provide quite the impact on the members in need in the community.

Huber, D. (2014). Leadership and Nursing Care Management, 5th Edition. [Pageburstls].

           Retrieved from https://pageburstls.elsevier.com/#/books/9781455740710/

 

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4-The functions of management include planning, organizing, staffing, directing, and controlling. Within each of these functions, decisions must be made to optimize the care provided while remaining fiscally responsible.

Leadership is a more challenging role to define. At times, leaders may not have formal authority, but they may have power through their ability to influence others. A leader’s emphasis is on interpersonal relationships; they may be known as mentors, coaches, advocates, or role model. (Lecture 1)

Management and leadership may coexist in one, though they may not at all. Some managers are leaders as well, and some are not. You may think they would go together, but we have all had experience with a manager that is NOT a leader. You know the one. The one who is the boss, and handles business, but not one that inspires, advocates or mentors staff.

One the other side of the coin, you may have had the pleasure of experiencing a manager that is a leader as well, someone who is part of the team and inspires, mentors, and coaches staff. The inspiration and the management. The boss who rally’s the troops and makes you WANT to be there and WANT to work for them. The two overlap in multiple areas.

As a nurse leader, I do believe I can expand my influence to create change by taking advantage of this overlap. I feel that I am inspiring and able to mentor and encourage and advocate for not only my patients, but my coworkers, company, and my profession. I would take advantage of the overlap by using my leadership abilities to continue to mentor, inspire, and encourage others in doing their best and being team players. A huge part of this is leading by example, which I strive for daily.

Resources

Lecture 1. (2018). NRS-451V. Theories and Concepts in Leadership and Management. Phoenix, AZ: Grand Canyon University.

  

5-management and leadership does overlapped to be a good manager you must have good leadership skills, managing is also means to lead making things happen,leader shares what he/she knows with others so that they can follow willingly. good leadership and  managment together can build a successful organization

  

6-Although often used interchangeably leadership and management are very different. “management and leadership do share many similar duties which consist of working with people and influencing others to achieve goals. Management skills are used to plan, build, and direct organizational systems to accomplish missions and goals, while leadership skills are used to focus on a potential change by establishing direction, aligning people, and motivating and inspiring.”(Algahtani, 2014). As a nurse leader you can expand your influence to create change and accomplish goals by overlapping your leadership and management skills. By using your leadership skills you can motivate other nurses to go above & beyond when caring for patients and encourage them to come up with solutions to our everyday problems. Leadership skills will also help you when developing your nurses to become future leaders or to meet their personal goals, doing so will in turn provide them with a sense of fulfillment. By using your management skills you can also ensure that your nurses have the adequate staffing and supplies needed to get perform their duties. A managers main function is “to provide services to the community in an efficient and sustainable manner”(Algahtani, 2014).

Algahtani, D. A. (2014). Are Leadership and Management Different? A Review. Journal of Management Policies and Practices,2(3). doi:10.15640/jmpp.v2n3a4

 
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1-Professor, I honestly think my manager is original in the sense that she is both professional and business like, yet human and compassionate. I am referring to the fact that she is not afraid to “jump in” and provide nursing care when the unit in need of an extra hand. I have not heard of another unit in “my” hospital where managers are like my manager. When it comes to listening to nurses and their suggestions, I know of at least one other unit that is managed in a similar way. I feel lucky. 

  

2-you talk about that at your place of work; beverages are not allowed at the nurses’ station only in the break room. That too was true at my place of work, however we recently implemented a hydration station at the nurses’ station, which gives us a place to contain our beverages. There are however specific rules, for example they have to be in a proper beverage container, containing a lid, they have to have the name of the nurse and current date, or else it will get thrown out. According to United States Department of Labor and OSHA (n.d.), they do not have a prohibition against having beverages at the nurses’ station, all they require is that it is not near blood or infectious material and because of that we do have a weekly audit of the hydration station, which verifies that we are in compliance with OSHA. Just a thought. Thank you for sharing.

Reference

Occupational Safety and Health Administration [OSHA]. (n.d.). Requirements for Covered Beverages at the Nurses’ Station. Retrieved from

https://www.osha.gov/laws-regs/standardinterpretations/2006-05-17-1

  

3-in our critical care unit, we have units champions; we have cardiovascular champions, foley catheter champions, infectious disease champions, and they too are encouraged to review evidenced-based practice, present their ideas to the unit educator and unit manager for review and if it turns out to be something that is feasible, they are encouraged to present it to staff. Not too long ago, we had our cardiovascular champions give a brief presentation on transvenous cardiac pacing, and what is needed at the bedside to assist the physician during insertion. 

 
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4-. I just want to add the levels of evidence from strongest to weakest

· Systemic review of experimental studies (well-designed randomized controlled trials [RCTs])

· Meta-analyses of experimental (RCT) & quasi-experimental studies

· Integrative reviews of experimental (RTC) & quasi-experimental studies

· Single experimental study (RCT)

· Single quasi-experimental study

· Meta-analysis of correlational studies

· Integrative reviews of correlational & descriptive studies

· Qualitative research meta-synthesis & meta-summaries

· Single correlational study

· Single qualitative or descriptive study

· Opinions of respected authorities based upon clinical evidence, reports of expert committees (Grove, Gray, & Burns, 2015, p. 24)

Reference

Grove, S. K., Gray, J., & Burns, N. (2015). Understanding nursing research: Building an   evidence-based practice(6th ed.). Retrieved from https://bookshelf.vitalsource.com/ #/books/9781455770601/cfi/20!/4/2/18/18/8/2/4/4/[email protected]:0

  

5-Let me put my share for peer-review as you mentioned this in your post. Feedback from colleagues with similar backgrounds, expertise and knowledge can be a valuable asset. Positive peer reviews contribute to increased funding opportunities, academic advancement and a good reputation. On the other hand, peer reviewers can fall prey to bias, both positive and negative, which can affect the prospects of the research being reviewed, independent of its quality (APA, 2018).

Peer reviewers are expected to meet strict deadlines, which is a challenge when one has numerous responsibilities. Reviewers are also expected to remain impartial during the review, which can be difficult if the research being reviewed is, for example, submitted by a rival researcher. During the review process, the reviewer must knowledgeably assess the quality of the research, honestly judge the importance of the research and must preserve confidentiality. It is essential that researchers are aware of the expectations and commitments required of a peer reviewer prior to becoming one. Although participating in peer review is a way to provide professional service, those who cannot meet the requirements should seriously consider whether being a peer reviewer is right for them.

Reference

American Psychological Association (2018). Peer review. Retrieved from

http://www.apa.org/research/responsible/peer/index.aspx

    

6-You mention Meta-analysis in your post, I have some more information about meta-analysis. Meta-analyses are a subset of systematic review. A systematic review attempts to collate empirical evidence that fits prespecified eligibility criteria to answer a specific research question (NCBI,2018). The key characteristics of a systematic review are a clearly stated set of objectives with predefined eligibility criteria for studies; an explicit, reproducible methodology; a systematic search that attempts to identify all studies that meet the eligibility criteria; an assessment of the validity of the findings of the included studies (e.g., through the assessment of risk of bias); and a systematic presentation and synthesis of the attributes and findings from the studies used. Systematic methods are used to minimize bias, thus providing more reliable findings from which conclusions can be drawn and decisions made than traditional review methods. Systematic reviews need not contain a meta-analysis. there are times when it is not appropriate or possible; however, many systematic reviews contain meta-analyses.

Reference

National Center for Biotechnology Information (2018). Meta-analysis in medical research. Retrieved from

https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3049418/

 
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Please Answer Question Reference From 2013 2018 Please Do The Best Thanks 19085135

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Discuss one personal strength and one weakness you have regarding professional presentations. Name one method for improvement for each of these, and discuss why it is important for you to work on these skills if you want to present your findings in a more formal setting.

 
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Not all EBP projects result in statistically significant results. Define clinical significance, and explain the difference between clinical and statistical significance. How can you use clinical significance to support positive outcomes in your project?

 
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Based on how you will evaluate your EBP project, which independent and dependent variables do you need to collect? Why?

 
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Please Answer Question Reference From 2013 2018 Please Do The Best Thanks 19070983

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n order to evaluate an evidence-based practice project, it is important to be able to determine the effectiveness of your change. Discuss one way you will be able to evaluate whether your project made a difference in practice.

 
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