Apa Format 6–7 Pages With Cover And Reference Page

Apa Format 6 7 Pages With Cover And Reference Pageidentify Nursing L

Identify Nursing Leadership Priorities The goal of your course project is to showcase your understanding of systems, organizations, and leadership and demonstrate your ability to apply this knowledge to real-world situations and practices in ways that create both personal and organizational value. The most useful way to approach this project is to set it into the context of your current workplace situation. You will be evaluating issues that are immediate to your experience, and you will be able to propose leadership strategies, resources, or tools to address those particular issues. Structured in this way, the project may also be used as a performance evaluation tool for your workplace.

If your current work situation is not applicable, you may simply choose to evaluate issues and propose leadership strategies, resources, or tools that are of interest to you. Rather than a performance evaluation, you might choose to use this project as a personal development plan. For this assignment, you will begin to identify the content of your course project. You: Start by brainstorming as many nursing leadership priorities as you can come up with. In addition, list any related leadership resources that you would like to explore as a part of this project.

Narrow down your ideas to 2–3 nursing leadership priorities and related leadership resources that you would like to explore as a part of your Organizational Systems and Professional Leadership project. (this I will explain to you later, but its for a different assignment) Percentage of Course Grade: 10%. Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click on the linked resources for helpful writing information.

Identify Nursing Leadership Priorities

Grading Rubric Criteria

  • Non-performance: Does not identify nursing leadership priorities within a specific health care organization.
  • Basic: Partially identifies nursing leadership priorities within a specific health care organization.
  • Proficient: Identifies nursing leadership priorities within a specific health care organization.
  • Distinguished: Analyzes nursing leadership priorities within a specific health care organization and provides specific examples and supporting evidence.

Identify nursing leadership resources and tools that will help implement nursing leadership priorities.

  • Non-performance: Does not identify nursing leadership resources and tools that will help implement nursing leadership priorities.
  • Basic: Partially identifies nursing leadership resources and tools that will help implement nursing leadership priorities.
  • Proficient: Identifies nursing leadership resources and tools that will help implement nursing leadership priorities.
  • Distinguished: Analyzes nursing leadership resources and tools that will help implement nursing leadership priorities and provides specific examples and supporting evidence.

Communicates effectively by integrating research into written documents that follow APA format, and consistently using the grammar, punctuation, and mechanics expected of a nursing professional and leader.

  • Non-performance: Does not communicate effectively by integrating research into written documents that follow APA format, or consistently using the grammar, punctuation, and mechanics expected of a nursing professional.
  • Basic: Communicates effectively by integrating research into written documents that follow APA format, or consistently using grammar, punctuation, and mechanics expected of a nursing professional, but not both.
  • Proficient: Communicates effectively by integrating research into written documents that follow APA format, and consistently using the grammar, punctuation, and mechanics expected of a nursing professional.

Paper For Above instruction

Nursing leadership plays a crucial role in shaping the quality, safety, and efficiency of healthcare organizations. Effective leadership is instrumental in fostering a culture of continual improvement, motivating staff, and ensuring organizational goals align with healthcare standards and patient needs. In this paper, I will explore key nursing leadership priorities within a healthcare organization, analyze resources and tools that facilitate the implementation of these priorities, and reflect on their application in real-world settings.

Identifying Nursing Leadership Priorities

In a typical hospital setting, several nursing leadership priorities emerge as vital to ensuring optimal patient outcomes and staff satisfaction. One primary priority is enhancing patient safety through the reduction of preventable errors. According to the Institute of Medicine (2000), patient safety is a fundamental aspect that nurses must prioritize, which involves fostering a culture where staff feel empowered to report errors and near misses without fear of retribution. Another key priority is improving staff satisfaction and retention, which directly impacts the quality of care delivered. Employee burnout and high turnover rates pose significant challenges, especially amidst staffing shortages and increased workload (Aiken et al., 2012). Ensuring appropriate staffing levels, fostering a positive work environment, and promoting professional development are essential leadership strategies to address this issue. Lastly, implementing effective communication channels across multidisciplinary teams is critical in preventing errors and ensuring coordinated care. Leaders must prioritize clear and consistent communication practices, including interdisciplinary rounding and electronic health record (EHR) utilization.

Analysis of Resources and Tools Supporting Leadership Priorities

To effectively address these priorities, nursing leaders must leverage specific resources and tools. For safety improvement, the use of clinical decision support systems within EHRs can significantly reduce medication errors and facilitate early detection of patient deterioration (Koppel et al., 2013). Simulation-based training is another invaluable resource, allowing nurses to practice complex procedures and crisis management in a risk-free environment, which enhances both confidence and competence (Gaba et al., 2012). For staff satisfaction, evidence-based leadership models such as transformational leadership have been shown to foster organizational commitment and job satisfaction among nursing staff (Cummings et al., 2018). Recognizing and implementing strategies like shared governance structures can empower nurses, giving them a voice in decision-making processes, thereby increasing engagement and retention (Nursing Leadership Institute, 2014). Regarding communication, standardized tools such as SBAR (Situation, Background, Assessment, Recommendation) are proven to improve clarity and reduce misunderstandings during handoffs and team interactions (Haig et al., 2006). Implementing these tools can enhance team coordination and patient safety outcomes.

Application in Practice

In my current healthcare setting—a busy urban hospital—these leadership priorities are particularly relevant. The hospital has experienced a rise in medical errors linked to communication gaps and staff fatigue. As a nurse leader, I would advocate for the integration of SBAR into daily huddles and handoff routines, ensuring all team members communicate effectively and efficiently. Additionally, I would promote access to simulation labs for ongoing staff training, focusing on error prevention and crisis management. To address staff well-being, I would initiate feedback sessions and shared governance councils to give nurses a platform for voicing concerns and influencing policy changes. Implementing leadership development programs focused on transformational leadership principles could also foster a more motivated and engaged nursing team.

Conclusion

Effective nursing leadership is fundamental in addressing critical organizational priorities that impact patient safety, staff satisfaction, and communication. By strategically utilizing resources such as EHRs, simulation, and leadership models, nurse leaders can drive meaningful improvements. Applying these strategies within my practice setting can enhance care quality, employee engagement, and organizational resilience. Future leadership initiatives should continually adapt to evolving healthcare challenges, emphasizing a culture of safety, collaboration, and professional growth.

References

  • Aiken, L. H., Sloane, D. M., Bruyneel, L., Van den Heede, K., & Sermeus, W. (2012). Nurse staffing and patient outcomes: New evidence from a large national database. Journal of Nursing Administration, 42(10 Suppl), S1–S12.
  • Cummings, G. G., Tate, K., Lee, S., Wong, C. A., Paananen, T., & Morrow, M. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International Journal of Nursing Studies, 85, 19-60.
  • Gaba, D. M., Birnbach, D., & Howard, S. K. (2012). Simulation-based training for patient safety. BMJ Quality & Safety, 21(4), 307-308.
  • Haig, K. M., Sutton, S., & Whittington, J. (2006). SBAR: A shared mental model for improving communication between clinicians. Joint Commission Journal on Quality and Safety, 32(3), 167-175.
  • Institute of Medicine. (2000). To Err is Human: Building a safer health system. National Academies Press.
  • Koppel, R., Metlay, J. P., Cohen, T., et al. (2013). Technology and medication errors: A systems approach. BMJ Quality & Safety, 22(10), 828-839.
  • Nursing Leadership Institute. (2014). Shared governance in nursing: Building organizational capacity. Nurses Leadership Journal, 9(3), 45-52.

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