Modern healthcare systems have become more chaotic, requiring nursing leaders to obtain skill sets that will allow them to adapt to change successfully (Huber, 2018). Huston (2008) suggests that preparation must come from educational models and management development programs that contain leadership competencies. Superior performance comes from strong leadership skills and behaviors (Thusini & Mingay, 2019). Strong skills and abilities associated with effective nurse leaders include social intelligence, management skills, and being politically astSocial Intelligence

Social Intelligence is the ability to connect with other people and influence them. A nurse leader with highly developed social intelligence possesses the capability to work collaboratively and engage in team-building with other health care professionals. Huston (2008) highlights collaboration and team-building skills as a competency essential to creating a positive and productive healthcare environment. Poor social intelligence can lead to non-productive conflict. 

Economic Factors

Concerning the relationship between nursing leaders and economics, technology, and the high cost of healthcare must be considered. Electric Medical Records (EMR) require funding to implement. Additionally, the cost of expensive equipment and supplies impacts nurse managers’ decision making on how much is needed to operate safely (Huber, 2018). The nurse leader must be aware of the high cost of healthcare at all times.

Political Skills

Being politically astute is a nursing competency that is needed for organizational goal attainment. Politically skilled nurse leaders maintain balance and accountability (Thusini & Mingay, 2019). By utilizing power prudently and clear decision making. The nurse leader must be proactive to healthcare organizational demands. 

 

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Multigenerational nursing

Please, respond to the following discussion by using one reference from peer-reviewed Nursing Journal not older than 5 years.

Some of the challenges of having different generations in the workplace include a difference in education, particularly vocational training, and a difference in communication style. As current practices are studied and re-evaluated, traditional practices may be replaced by those that are more recently researched and are evidence-based. Veteran nurses may believe it is a waste of resources to change a practice that has been in place for so long and, in their view, has yielded adequate results.  Similarly, younger generations may readily dismiss suggestions and viewpoints from veteran nurses in favor of the new practices learned in school without considering that years of clinical experience can be just as valuable. This disconnect between nurses of differing generations may be rooted in a difference of communication style. For example, Baby Boomer nurses were trained to only voice their opinions when asked, whereas Millennial nurses’ were taught to speak up any time they have a problem with, or idea for, new practices; this difference in communication may lead the Baby Boomer nurse to regard the Millennial nurse as impertinent and disrespectful of authority instead of realizing that new nurse is actually trying to improve the patient experience (Phillips, 2016, p.198).

In my experience, some veteran workers can be set in their ways to a fault, even if there is clear evidence that practices they are accustomed to are simply not the best practices anymore. This is not to say that middle-aged or younger workers cannot share this attribute, however the veteran workers sometimes use their field experience as a rationale to ignore current research findings and continue using practices they deem appropriate. Also, as an employee that is frequently on the team that rolls out new technology and equipment, I feel that veteran workers take more time to warm up to change and can be somewhat hostile to a younger person, such as myself, training them.

As far as accommodations, we have certain older employees that will not perform job-necessary duties because of back issues, knee issues, or other medical issues in the same vein. As a result, these employees rarely get assigned total care patients, making the younger staff resentful because they feel they, literally, do all the heavy lifting while these older employees are routinely assigned the less acute patients. To a certain extent, allowances should be made for older workers, including nurses. After a lifetime of caring for patients, it is reasonable to deduce that the joints, particularly knees and back, can be irreparably damaged from repeated use. However, in my opinion if an employee is unable to perform the duties required of their job title, they should be doing a different job. It is not fair that one group of nurses consistently gets less acute patients, thereby doing half the work, but still receiving the same benefits as those nurses that pick up the slack. A potential solution would be for the nurses with physical limitations to shift to a position that utilizes their experience but is less physically demanding; such positions include resource nurse, case manager, or patient care coordinator. If this were fiscally feasible, the unit would be able to retain the wealth of knowledge provided by these seasoned nurses and still have room to hire new nurses that can help distribute the patient loads more equitably.

            Life expectancy in the United States has increased over the past few decades and older people are generally healthier than their predecessors, however the incidence of chronic conditions has also increased in this time frame (Tabloski, 2014, p.8). This indicates that there are more people to care for and these patients are more likely to have multiple comorbidities. This trend has the potential to put an enormous strain, economically and physically, on an already overburdened health care system and nurses, particularly bedside nurses, will bear the brunt of this (Tabloski, 2014, p.13). It is important that nurses engage in primary and secondary prevention with this population, including education related to diet, exercise, and proper medication utilization (Tabloski, 2014, p.13). By encouraging older patients to take an active role in preservation of function and overall health, nurses empower these patients to help decrease their risk for chronic conditions, like hypertension, and injury (Tabloski, 2014, p.13). Also, nurses must be educated on specific attributes of the older population, such as increased sensitivity to certain medications, decreased sensory perception, and increased susceptibility to mental health issues, such as depression, that may affect their physical health or motivation to maintain a healthy lifestyle.le

 

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 Medication Teaching Plan Brochure 

 

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Please, write a one paragraph response to the discussion posted below by using one reference from peer-reviewed English Nursing Journal not older than 5 years. APA required, no cover page needed.

  Ms. Johnson was fortunate to have been offered such a great opportunity of becoming the new director of nursing at the long term care facility she is currently employed. Ms. Johnson obtained her associates degree about three years ago, which is fairly recent. Her current position is assistant director of nursing. Some realities that Ms. Johnson should consider is that most manger or supervisor nursing positions should obtain higher education classes and specialty certifications in order to gain knowledge of varies strategies and resources because this can influence the outcomes of residents in the facility (Trinkoff et al., 2015). Studies have shown that nursing homes or long term care facilities that have nurses with high credentials had lower rates of deficiencies than other facilities with less credentialed nurses. BSN prepared nurses are highly preferred in hospitals and facilities because they are linked to decreased mortality and morbidity (Saver, Cichra, & Kline, 2015). Granted, she has been there for only a few months in this long term care facility, it is still possible for her to be able to provide great leadership skills and possibly work towards her BSN degree. BSN degrees prepare the nurse by teaching evidence-based practices and leadership and management skills. As the DON, Ms. Johnson will be responsible to motivate the nursing staff to modify standards and apply best practices. Credentials distinguish the level of certifications in the nursing profession to other healthcare professionals and to the patients and their relatives (Tabloski, 2014). The benefits that she will encounter is a substantial salary increase, but risks may be that she is not fully capable of carrying so much responsibilities. DON responsibilities include developing, implementing, assessing, and improving quality of nursing care in the facility. A nurse with an associate’s degree has less educational courses and training that a nurse with a BSN degree, which means the facility may see a decline in patient health. For example, there may be increase in pressure ulcers, catheter uses, and increase in pain levels. Education is important among leaders in hospital and facilities because there is a relation with lower adverse outcomes (Trinkoff et al., 2015). 

 

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In this Assignment, you will examine several visual representations of various skin conditions, describe your observations, and use the techniques of differential diagnosis to determine the most likely condition.

To prepare:

• Review the Skin Conditions document provided in this week’s Learning Resources, and select one condition to closely examine for this Assignment. – For this assignment, the topic of choice is Melanoma. Please see this link for details on melanoma – https://www.visualdx.com/visualdx/diagnosis/melanoma?moduleId=101&diagnosisId=51936• Consider the abnormal physical characteristics you observe in the graphic you selected. How would you describe the characteristics using clinical terminologies?• Explore different conditions that could be the cause of the skin abnormalities in the graphics you selected.• Consider which of the conditions is most likely to be the correct diagnosis, and why.

To complete:

• Choose one skin condition graphic (identify by number in your Chief Complaint) to document your assignment in the SOAP (Subjective, Objective, Assessment, and Plan) note format, rather than the traditional narrative style.  Refer to Chapter 2 of the Sullivan text and the Comprehensive SOAP Template in this week’s Learning Resources for guidance. Remember that not all comprehensive SOAP data are included in every patient case.• Use clinical terminologies to explain the physical characteristics featured in the graphic. Formulate a differential diagnosis of three to five possible conditions for the skin graphic that you chose. Determine which is most likely to be the correct diagnosis and explain your reasoning using at least 3 different references from current evidence based literature.

 

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