NURS FPX 5007 Intervention Strategy in Healthcare Essay Example

NURS FPX 5007 Assessment 3 Intervention Strategy

NURS FPX 5007 Intervention Strategy in Healthcare Assignment Brief

Course: NURS FPX 5007 Leadership for Nursing Practice

Assignment Title: Assessment 3 Intervention Strategy

Assignment Overview:

The NURS FPX 5007 Intervention Strategy in Healthcare assignment aims to explore leadership principles and intervention strategies within the healthcare sector. This assignment requires students to analyze a provided case study and propose an intervention strategy utilizing relevant leadership theories and models. Additionally, students will explore organizational change management and its implications in healthcare settings.

Understanding Assignment Objectives:

1. Analyze a case study focusing on a healthcare professional facing personal challenges impacting their work performance.
2. Propose an intervention strategy utilizing appropriate leadership theories and models to address the identified challenges.
3. Discuss the application of organizational change management principles within the healthcare context.
4. Examine the implications of healthcare policy and legislation on addressing employee well-being and performance issues.

The Student’s Role:

As a student, your role is to critically evaluate the provided case study and develop a comprehensive intervention strategy aligned with the principles of effective leadership in healthcare. You are tasked with:

• Understanding the provided case study and identifying the key issues faced by the healthcare professional.
• Applying relevant leadership theories and models to devise an intervention strategy aimed at addressing the identified challenges and improving overall team performance.
• Exploring how organizational change management can facilitate the implementation of the proposed intervention strategy within the healthcare setting.
• Analyzing the impact of healthcare policy and legislation on addressing employee well-being and enhancing organizational performance.
• Presenting your analysis and intervention strategy in a clear and structured manner, supported by evidence from academic literature and scholarly sources.

NURS FPX 5007 Intervention Strategy in Healthcare Essay Example

Effective leadership plays a pivotal role in steering group efforts towards achieving common objectives within healthcare organizations. To foster effective leadership amidst the challenges of the healthcare environment, various leadership philosophies can be adapted. It is imperative to devise strategies that inspire employees to collaborate towards shared goals. Furthermore, the efficacy of leadership styles and change management practices significantly influences the success and sustainability of healthcare organizations. While there are numerous ways to define and conceptualize leadership, at its core, it involves the actions undertaken by individuals or groups responsible for overseeing the activities of others towards a common goal. Ensuring the delivery of high-quality patient care necessitates supervising the efforts of healthcare professionals, including doctors, nursing staff, and other medical personnel. Among the crucial aspects of effective healthcare leadership is the establishment of processes and structures that promote employee collaboration towards common objectives, involving clear communication channels, shared goal-setting, and fostering a culture of teamwork and collaboration (Bass, 2019).

Case Study Analysis: “Sleeping on the Job: A Managerial Challenge”

The case study “Sleeping on the Job: A Managerial Challenge” revolves around a nurse named Marty, who has been encountering personal challenges while working in an office environment for the past three years. Marty’s work performance has been adversely affected due to personal circumstances, including her parents moving in with her, leading to a lack of personal time after work. Her colleagues have expressed dissatisfaction with her performance, reporting instances of lateness, early departures, and even falling asleep during work hours. Marty has attributed her behavior to her health issues and has also missed work due to personal matters such as family deaths and injuries. However, her manager has not provided any assistance or attempted to find a solution to address Marty’s challenges.

In order to assist Marty effectively, her manager must evaluate potential measures to support her and the rest of the staff. One plausible approach could involve the implementation of transformational leadership, characterized by engaging in open and sincere dialogue with Marty. Through this dialogue, both the manager and Marty can identify the barriers hindering her success and collaboratively devise an improvement plan. The manager can encourage Marty to share her perspectives on overcoming these challenges, while also exploring her career aspirations and goals. However, it is imperative to emphasize that sustaining transformational leadership necessitates consistent communication and collaboration among all stakeholders involved (Alrowwad et al., 2020).

Leadership Strategy: Tailoring Leadership Models to Healthcare Settings

To enhance leadership effectiveness within the complex environment of the healthcare sector, various leadership models can be employed. For instance, some managers may opt for a transformational leadership approach, which emphasizes empowering staff members to work towards shared goals (Collins et al., 2020), while others may prefer a transactional leadership style focusing on setting clear objectives and providing incentives for their attainment (Kelly & Hearld, 2020).

In healthcare settings, transformational leadership can prove particularly efficacious as it underscores the significance of teamwork, collaboration, and communication. This leadership style empowers individuals to take ownership of their work and fosters a sense of collective responsibility towards achieving common objectives. By cultivating a positive and inclusive work environment, transformational leaders can nurture a culture of trust and respect that bolsters employee engagement and job satisfaction. Such leadership is especially critical in healthcare, where personnel frequently operate in high-stress and emotionally charged environments (Espinoza et al., 2018).

Application of Leadership Strategy to Address Marty’s Challenges

In Marty’s case, two primary issues need to be addressed: her subpar work performance and its detrimental impact on the entire nursing team. Employing a transformational leadership approach proves to be the most effective means of tackling these challenges. This leadership paradigm revolves around encouraging and supporting employees to realize their fullest potential (Akdere & Egan, 2020).

Given the information provided, it appears that Marty’s personal circumstances significantly influence her professional performance. Therefore, a transformational leader could leverage motivation and inspiration to enhance her work performance. Once an improvement plan is formulated to address Marty’s performance issues, the departmental leader can focus on rebuilding trust among team members. A transformational leader would empower employees to take charge of their responsibilities and decisions for achieving success collectively. Clear departmental goals and principles would be established collaboratively between management and staff. Moreover, an environment conducive to open communication would be fostered, facilitating effective collaboration among nurses to meet departmental objectives and patient needs.

In addition to its efficacy in addressing Marty’s personal and team-related challenges, it is noteworthy that transformational leadership has broader positive implications for healthcare organizations. By prioritizing teamwork, communication, and a shared sense of purpose, transformational leaders can cultivate a culture of continual improvement and excellence in patient care. This, in turn, can lead to enhanced patient outcomes, heightened employee job satisfaction, and improved financial performance for the organization. In essence, by focusing on employee development and empowerment, transformational leaders can engender a virtuous cycle of success benefiting all stakeholders involved (Collins et al., 2020).

Organizational Change Model and its Influence: Utilizing the ADKAR Model

The ADKAR model offers a valuable framework for implementing change, whether at an individual or organizational level, across various contexts. Comprising five stages—awareness, desire, knowledge, ability, and reinforcement—the ADKAR model provides a structured roadmap for guiding individuals through the process of transformation.

In Marty’s case, the initial step entails engaging in one-on-one discussions to assess her past performance and its implications for the organization. This discussion serves to raise awareness regarding the need for change and explores how implementing changes can benefit not only Marty but also the department, organization, and the patients served.

Subsequently, creating a desire for change becomes imperative, which can be facilitated by familiarizing Marty with the organization’s mission, vision, values, and policies. This serves to inspire a desire to change and align with the organization’s overarching goals.

The third stage involves re-educating Marty about her role’s components and expectations, potentially addressing any knowledge gaps or resource needs she may have. Furthermore, any information pertinent to departmental improvements and her role must be communicated effectively.

Transitioning into the fourth phase entails assisting Marty in translating her understanding and information into actionable ability. It is essential to acknowledge that Marty may not immediately exhibit full proficiency in her role during this transitional phase. Continual meetings with Marty throughout this implementation phase enable the assessment of her improvement plan and necessitate any requisite modifications.

The final phase, reinforcement, assumes paramount importance to prevent Marty from reverting to previous behaviors of substandard work productivity and performance. Positive reinforcement mechanisms, such as positive feedback, recognition, rewards, and performance metrics, can be effectively leveraged in the workplace to sustain productivity and align individuals with their goals (Wong et al., 2019; Cronshaw et al., 2021).

Implication of Care Policy and Legislation

Nurses occupy a pivotal position in shaping public health policy owing to their direct interactions with patients and their profound understanding of community dynamics. According to the American Nurses Association (ANA), nurses wield substantial influence on healthcare policy at multiple levels. The ANA, through initiatives like “Healthy Nurse. Healthy Nation,” underscores the importance of health and safety policy, advocating for regulations conducive to health and safety in the healthcare setting. This program encompasses five key areas: fitness, sleep, lifestyle quality, safety, and nutrition, with the overarching goal 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 housing resources, data, and connections with employers and organizations aimed at improving their health and well-being (Nolan et al., 2020).

This movement holds promising implications for individuals like Marty, grappling with poor work performance stemming from personal circumstances affecting their mental and physical health. Marty’s colleagues have expressed concerns regarding her sleep patterns and medical conditions, such as apnea and CPAP usage. The “Healthy Nurse. Healthy Nation” campaign could furnish Marty with resources to establish home support systems, alleviating the burden of caregiving for her aging parents and enabling her to prioritize her own well-being. Addressing these underlying concerns could potentially ameliorate Marty’s job performance, thereby enhancing her capacity to deliver optimal patient care. The ANA’s advocacy for nurses’ health and safety assumes pivotal significance in empowering nurses to practice to their fullest potential and catalyze improvements in healthcare delivery.

Conclusion

Effective leadership constitutes a cornerstone for organizational success, whether at the macroscopic level or within specific departments. A perceptive leader cognizant of the organizational structure recognizes the pivotal role of employee job satisfaction and motivation in achieving success. Transformational leaders inspire their employees to work towards the collective good of the organization, fostering a culture of continuous improvement. Moreover, effective leaders adeptly navigate change, guiding employees through challenging circumstances and facilitating departmental growth. In the healthcare domain, robust leadership assumes paramount importance in enhancing patient outcomes.

In essence, effective leadership strategies tailored to the complexities of the healthcare sector are indispensable for navigating the challenges inherent to this field. By leveraging transformational leadership approaches, healthcare organizations can foster collaborative environments conducive to employee engagement, innovation, and ultimately, superior patient care.

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

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. https://doi.org/10.1097/01.numa.0000554341.70508.75

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