NUR 514 Organizational Leadership and Informatics Week 2 Discussion

Grand Canyon University NUR 514 Organizational Leadership and Informatics  Week 2 Discussion-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NUR 514 Organizational Leadership and Informatics  Week 2 Discussion assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NUR 514 Organizational Leadership and Informatics  Week 2 Discussion                       

Whether one passes or fails an academic assignment such as the Grand Canyon University NUR 514 Organizational Leadership and Informatics  Week 2 Discussion depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NUR 514 Organizational Leadership and Informatics  Week 2 Discussion                       

The introduction for the Grand Canyon University NUR 514 Organizational Leadership and Informatics  Week 2 Discussion is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NUR 514 Organizational Leadership and Informatics  Week 2 Discussion                       

After the introduction, move into the main part of the NUR 514 Organizational Leadership and Informatics  Week 2 Discussion  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NUR 514 Organizational Leadership and Informatics  Week 2 Discussion                       

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NUR 514 Organizational Leadership and Informatics  Week 2 Discussion                       

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NUR 514 Organizational Leadership and Informatics Week 2 Discussion Included After Question

Week 2 Discussion

DQ1 From your experience in the health care industry, what is the difference between leadership and management? How can an advanced registered nurse both lead well and provide management? Think about interactions with patients, team members, daily tasks, and responsibilities as you formulate your response.

A Sample Answer For the Assignment: NUR 514 Organizational Leadership and Informatics Week 2 Discussion

Title: NUR 514 Organizational Leadership and Informatics Week 2 Discussion

There are definitely some similarities and paths that are interchangeable leading and managing, but for the most part, there are many differences, and pros and cons. An effective manager will possess leadership skills, and an efficient leader also needs good managing abilities in order to be successful. “Management controls or directs people and resources according to principles or values that have been established by the organization where they work. Leaders set a new direction or vision for the people who follow them. They coach, guide, develop, and inspire the people around them, communicating their vision of what can be achieved and helping evolve strategies to realize that vision. They motivate people and negotiate for resources and other support to achieve their goals (Pepperdine.edu, 2021).” Based on my experiences in the health care industry, an advanced registered nurse can lead well and provide management. Someone I think about who embodied great leadership and management skills was a former Nurse Practitioner I used to work with. There were so many characteristics about her that made me want to emulate them in my own nursing practice and as a leader. She was calm, strong, unwavering in her decisions yet collaborative, communicative and never jumped to conclusions. Obviously, all these characteristics are ideal, but the one thing I admired most about her was her willingness to take time to educate. Because of her willing to take time to teach, I learned so much from her clinically, emotionally and personally. Whether a formal or informal leader, or whether they know it or not, they change and influence the next generation of nurses moving forward. I have had many different roles in my hospital from ED/Trauma RN to charge nurse to house supervisor to ED manager and now ED/Trauma educator. Along this path I have learned so much as to how to be a leader and manager. One of my biggest lessons in both of these areas, was to always seek the whole story before forming an opinion or a response, this is one strategy I learned to become a more effective leader and manager.

The difference between leadership and management. PEP. (2021, March 30). Retrieved November 26, 2022, from https://onlinegrad.pepperdine.edu/blog/difference-between-leadership-and-management/

A Sample Answer 2 For the Assignment: NUR 514 Organizational Leadership and Informatics Week 2 Discussion

Title: NUR 514 Organizational Leadership and Informatics Week 2 Discussion

According to Stewart (2023), leadership is a strategist role while Management focuses on execution; in other words, Management focuses on analysis, and leadership focuses on synthesis (Weberg & Mangold, 2023). As a leader, I discovered my strengths are better used by offering my staff direct support, improved communication, and a listening ear. Years ago, as a senior manager in a hospital, I worked on an acute rehabilitation floor. I was brought to the floor because of a failed survey, poor retention rates, high turnover, and an incredibly high fall rate. I began by initiating a relationship with all staff, from the top to the bottom. I worked very hard to meet individually with every staff member and ask three questions: what is working, what is not working, and opportunities for improvement. I realized that if the unit would improve, I needed to get the staff to trust me and help me understand how to better provide them with the “tools” to do their job. I also was more present on the floor and wanted them to know that I was not the leader who sat behind a desk doing paperwork and meetings all day without helping answer call lights and rounds on patients. We initiated bedside reports, addressed patient’s concerns and satisfaction, and worked on team building and getting to know the team members. These actions helped improve trust and communication by encouraging collaboration between all disciplines in the unit. During a CNA check-in meeting, he identified a problem with the current fall program on the unit. Every patient on the unit was a “fall risk” and had a cute little Fall leaf on their door. This staff member stated that he didn’t know if he was supposed to run and be by the patient’s side or if they were allowed to walk freely, depending on the level of rehab they had achieved. We met as a team and decided to modify the current fall program and see if we could decrease the fall rate by increasing attention to the level of the patient’s rehab decided on by the therapist. We created a stop-light program containing low-, medium-, and high fall risk categories. Fast forward to the results of the modification to the intervention. Things that went right were the initiation for the process improvement was well received by the team members who wanted to improve their fall rate and improve patient care, the collaboration between CNA, nurses, and therapists improved their receptiveness to the necessary change, education on new interventions was created by myself and the shared leadership team members and “owned” by the superusers on the floor, call lights were no longer ignored (and their goal was to get to the call light before I did), communication and teamwork were observed throughout the day and recognized on a board on the unit, and the patient became part of the process and was less likely to break the rules of their level of precaution. The fall rates quickly went from worst to best in the hospital, improved employee and patient satisfaction rates, decreased the turnover rate on our floor, and improved engagement in our unit. Our unit also challenged the sister Ortho floor to a softball game, and the hospital took notice. The team members made t-shirts for the team (we were the “Rehab Rebels,” and the Ortho floor became the “Bone Crushers”) and made a ceramic decorated pig the “prize” that the losing team had to display on their unit for a month. We had a great big potluck at a local park, and to my surprise, almost every team member who was not working on the unit that night showed up. Team building and leading a team takes work, but the results speak for themselves. Role-modeling, communicating, educating, and supporting staff were necessary for my leadership skills to grow and improve over the past 26 years. There have been growing pains and long hours, but the result is the type of leader I am proud to be. I am still learning, and ironically, knowing that things I have done over the years now have names and processes identical to those I have done. Leadership is a characteristic that people are gifted with and Managers are taught. As an advanced-practice nurse, I see my role shifting to Management more and focusing on the quality and safety of the unit, incorporating research into evidence-based interventions that can continue to improve patient care and provide the clinical staff the tools to perform their job duties with smooth processes and effectiveness; mentoring new leadership, and helping those who want to learn to become better and doing what I have had the privilege to do for many years.

Stewart, S. (2023, January 18). Healthcare Management vs. Leadership: What’s the Difference? https://graduate.northeastern.edu/resources/healthcare-management-vs-healthcare-leadership/#:~:text=If%20conditions%20change%2C%20leaders%20have,while%20management%20focuses%20on%20execution.

Weberg, D., & Mangold, K. (2023). Leadership in Nursing Practice – The Intersection of Innovation and Teamwork in Healthcare Systems (4th ed., pp. 311-351). Jones and Bartlett Learning. https://bibliu.com/app/#/view/books/9781284248951/epub/EPUB/xhtml/136_Chapter10.html#page_350

A Sample Answer 3 For the Assignment: NUR 514 Organizational Leadership and Informatics Week 2 Discussion

Title: NUR 514 Organizational Leadership and Informatics Week 2 Discussion

DQ2 The underlying principle of servant leadership is that leaders address the needs of the team before their own and serve others before serving the self. After reviewing the topic materials and conducting your own research on servant leadership, describe how the vocation of the nurse is similar to the goals of a servant leader. Identify any examples you have seen in your practice, and the best way you can demonstrate servant leadership in nursing practice.

Servant leadership is a strong skill set that leaders utilize and find influential in delivering teamwork in nursing practice. This type of leadership promotes an improved healthcare delivery approach based on the collaboration of interdisciplinary teamwork, shared decision-making, and professional, ethical behaviors of each member. It also encourages professional growth for nurses (Neill et al., 2008). I see myself as more of a servant leader. Back then, I was a night unit supervisor, I am more of a servant to my colleagues. I worked on the floor, answering call lights, giving meds, and taking patients to the toilet. I felt the burden of my nurses and CNAs, and I empathized with them, so I ended up taking on some of their duties. My role depended on what was needed in the unit. If our team needed a CNA, I helped the CNAs. If a nurse is behind with her meds, I help pass her meds. It helped immensely with increased responsiveness to the call lights, thus improving our HCAPS score. Servant leadership is an effective leadership style as it develops so much trust and integrity as a leader that your colleagues will follow you.

NUR 514 Organizational Leadership and Informatics Week 2 Discussion Reference:

Neill, M. W., & Saunders, N. S. (2008, September). Servant leadership: Enhancing quality of care and staff… : Jona: The Journal of Nursing Administration. LWW. Retrieved November 28, 2022, from https://journals.lww.com/jonajournal/Abstract/2008/09000/Servant_Leadership__Enhancing_Quality_of_Care_and.6.aspx 

A Sample Answer 4 For the Assignment: NUR 514 Organizational Leadership and Informatics Week 2 Discussion

Title: NUR 514 Organizational Leadership and Informatics Week 2 Discussion

Conflicts in healthcare can be caused by opposing views and principles between the involved parties. When conflict rises in a healthcare setting it is best to settle the conflict as soon as possible to reduce the tension in the workplace that it produces. According to a study done on conflict management in healthcare, “the sources of conflict could be real or imagined differences in values, dissimilar goals among individuals, improper communication, and personalization of generic or organizational issue” (Piryani & Piryani, 2019). Conflicts that are not dealt with properly can have serious consequences for the organization as a whole because it could hinder any progress toward completing goals, poorly effect employee performance, and also may result in loss of employees. When conflict is handled properly, everyone benefits in some way and the problem is resolved smoothly.

The American Nurses Association (ANA) lists five potential responses to conflict in nursing provided in the Thomas-Kilmann Conflict Mode: Accommodation is a strategy used when peace is needed to smooth over differences; Collaboration is a strategy used to problem-solve by objectively evaluating different views; Compromise is a strategy used as a temporary solution through bargaining; Avoidance is a temporary solution by avoiding the conflict; and Competition is a strategy used when one party has more power than the other and is a temporary solution (ANA, n.d.). Sometimes conflict still is unresolved when attempting to utilize these strategies. ANA also gives some tips for conflict resolution for nurse leaders. The nurse should: foster open communication, mediate and negotiate, identify underlying problems, encourage empathy, seek a compromise, provide guidance and coaching, encourage professional behavior, follow policies and procedures, and document the issue and provide feedback (ANA, n.d.).

The leadership style that I think is very effective with conflict resolution is the democratic leadership style. This style involves teamwork and collaboration. This style promotes open communication, active participation, and the sharing of ideas and opinions (Healthstream, 2021). All of these attributes are needed for positive conflict resolution.

American Nurses Association. (n.d.). Conflict Resolution Strategies in Nursing. https://www.nursingworld.org/resources/individual/nurse-managers/conflict-resolution-in-nursing/#:~:text=Nursing%20conflict%20resolution%20requires%20patience,that%20provides%20quality%20patient%20care.

Healthstream. (2021). What Are The Most Effective Leadership Styles in Healthcare? https://www.healthstream.com/resource/blog/what-are-the-most-effective-leadership-styles-in-healthcare

Piryani, R.M. & Piryani, S. (2019). Conflict Management in Healthcare. National Library of Medicine. https://pubmed.ncbi.nlm.nih.gov/30739920/#:~:text=The%20sources%20of%20conflict%20could,%2C%20interpersonal%2C%20intragroup%20and%20intergroup.

ADDITIONAL INSTRUCTIONS FOR THE CLASS

Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.

Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.

One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.

I encourage you to incorporate the readings from the week (as applicable) into your responses.

Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately.

In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.

Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).

Also Check Out: NUR 514 Organizational Leadership and Informatics Week 3 Discussion

Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

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APA Format and Writing Quality

Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).

Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.

I highly recommend using the APA Publication Manual, 6th edition.

Use of Direct Quotes

I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.

As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.

It is best to paraphrase content and cite your source.

LopesWrite Policy

For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

Communication

Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.