Questions To Ask When Writing A Problem Statement

Questions To Ask When Writing A Problem Statement What Is The Problem

Questions to Ask When Writing a Problem Statement ï‚· What is the problem? ï‚· Describe the situation that needs improvement. ï‚· What is happening that should not be happening. ï‚· What is not happening that should be happening? The problem is Identifying the role of Nursing Leadership in problem solving, change and conflict resolution in the workplace Nursing Leaders need to be able to handle conflict and other work- related problems in a positive way. Nurse Leaders are not resolving conflicts properly. There should be fair resolution of conflict at the workplace. _______. ï‚· What ill effects does this problem create within society ï‚· Show the problem (What is the evidence of the problem?) ï‚· Avoid simply explaining the problem ï‚· Describe the problem by detailing its effects and evidence. Makes the work environment a toxic place. Staff who should face disciplinary actions are left after serious misconducts. In most healthcare settings today, there are lots of conflicts and problems that require the nurse manager to handle and resolve diplomatically. ï‚· Where (professions, sub-specialties, etc.) is the problem found? Nursing Leadership and Management ï‚· What topics, subjects, or issues (stock market, drugs, violence, language development, assessment, euthanasia, etc.) are involved? Professional misconducts, bullying at work, etc ï‚· Why are you interested in this problem? Why would someone else be interested in this problem? ï‚· Determining interest will aid in describing the study’s significance This is a topic I am really interested in because, when issues like these arise in any healthcare setting, it affects nurses’ performances. ï‚· What could result from this study? Nurse leaders will identify the importance of proper conflict resolution and problem management at the workplace. PS rev 9/11/2020 gto Questions to Ask When Writing a Problem Statement 2 Sample Problem Statements The problem is that inadequate and unstructured preceptor programs cause high attrition rates of novice registered nurses at LSHRC. The high turnover rate of novice nurses results in unnecessary expenditures of hospital resources. High attrition of nurses depletes financial resources, negatively affects staff morale, and contributes to high burnout rates among nurses and staff. The increase in demand for nursing excellence through clinical practice calls for a succession plan such as a nursing residence program to replace the aging nursing population. To successfully train novice nurses requires the support of good preceptors (Broadbent et al., 2014). Well-trained preceptors who are willing to train novice nurses to become successful clinically is a crucial characteristic associated with effectively transitioning a newly-licensed nurse to deliver safe and quality care consistent with evidence for best practices (Mann-Salinas et al., 2014). The problem is HPS programs employ incorrect debriefing strategies and tools post-simulation. Faculty may have a knowledge deficit regarding how to debrief their students (Kelly, 2015) successfully. Debriefing is a critical part of the simulation process that requires a controlled environment in which students may learn and feel receptive to constructive feedback. To adequately evaluate a students’ performance, faculty should receive structured training and valid instruments on how to debrief properly. Faculty lack clarity on how to incorporate proper debriefing into the curriculum. (Kelly, 2015). Currently, the evaluation process for students’ post-simulation is somewhat subjective, which researchers have advised against in the evaluation process. Researchers have found a connection to the debriefing dilemma with a lack of faculty development programs that assist debriefing facilitators in using the tool better. The purpose of faculty development in simulation within the past five years is to educate instructors on how to not only implement but to evaluate and debrief properly. Faculty are willing to complete developmental classes; however, with the shortage of nursing faculty and time constraints, it proposes a challenge (Kelly, 2015). Review your answers to the questions. Highlight key-words or phrases that might be used in the Problem Statement. Please copy and paste them below and create 2-5 flowing sentences. Notice in the 2 examples that the problem builds upon the previous sentences. Your Problem Statement Draft The problem is Nursing Leaders play a huge role when it comes to conflict management as well as problem resolution in the workplace. When they are unable to successfully play this role, it becomes a huge setback for nurses who are made to continue to work in this environment. A typical example is bullying at the workplace. I currently work in a facility where workplace bullying is common, the nurse manager is aware of this issue but fails to take disciplinary actions on the staffs concerned for fear of losing staff, this should not be, because no matter how desperate a manager may be in having adequate staff, such acts should not be tolerated as it will make the work environment a toxic place and this will in turn reduce the performance of nurses in that setting. PS rev 9/11/2020 gto What is the problem? What topics, subjects, or issues (stock market, drugs, violence, language development, assessment, euthanasia, etc.) are involved? Why are you interested in this problem? Why would someone else be interested in this problem? What could result from this study? PROPOSAL FOR CAPSTONE TOPIC The problem/issue that I am concerned about writing is on the roles of Nursing Leadership in problem solving, change and conflict resolution in the workplace. Nurse bullying is a systemic, pervasive problem that begins well before nursing school and continues throughout a nurse's career (Nurse Adm, 2019). I am interested in this topic because where I currently work which is a long-term care/retirement living setting, there is a lot of conflicts amongst staff members and this is a very critical and sensitive issue, in that if the nurse manager does not manage the situation properly or in the proper way it will lead to a lot of chaos in the healthcare setting. A typical example of such conflicts is bullying in the workplace , presently in my workplace, there is a particular staff member who exhibits such bullying towards other members of staff, because of the current shortage of nurses in most healthcare settings due to the pandemic, the nurse manager who should have taken disciplinary actions against the bully, had to compromise so as not to loose more staffs, this compromise led to an even greater unpleasant event, as the bullying doubled after a short period of time and she felt untouchable because she knew her services will still be needed in the facility, this led to many other staff members resigning their positions because they could not keep up with the bullying situation any longer. The nurse manager who tried to compromise all along, in the end had to do the right thing and take the appropriate step in suspending the bully. The nurse bullying phenomenon is well-documented in the clinical and leadership literature. It starts early and is present from the classroom to the bedside to the boardroom. One study showed that over a 6-month period, 78% of students experienced bullying in nursing school. In another study, over half of nursing students reported seeing or experiencing nurse-on-nurse bullying during their clinical rotations. Within the first 6 months, 60% of nurses leave their first job due to the behavior of their coworkers (Edmondson & Zelonka,2019) References C. Edmondson DNP, RN, & Caroline Zelonka BS, 2019 The Nurse Bullying Epidemic As retrieved from Nursing Administration Quarterly, 2019 Our own worst Enemies Jul; 43(3): 274–279. Published online 2019 Jun 4. doi:101097/NAQ Darcy Nelson

Paper For Above instruction

The issue of nursing leadership's role in managing conflict, fostering positive work environments, and resolving workplace issues has become increasingly prominent in healthcare settings. Effective leadership is essential for cultivating a healthy and productive environment; however, many nursing leaders struggle with properly handling conflicts, which can result in toxic work environments, staff dissatisfaction, and diminished quality of patient care. This paper aims to explore the significance of nursing leadership in problem-solving, change management, and conflict resolution, generating awareness and proposing strategies to enhance leadership competencies.

At the core of the problem is the prevalence of unresolved conflicts and workplace bullying among nurses. Evidence suggests that nurse-on-nurse bullying, which begins during nursing education and persists into professional practice, creates a culture of hostility and negativity. Studies report that over 78% of nursing students experience bullying during their training, and more than half witness or experience nurse-on-nurse hostility in clinical settings (Edmondson & Zelonka, 2019). Such behaviors often go unaddressed due to managerial reluctance, mainly driven by staffing shortages, fears of losing staff, and organizational pressures. Consequently, unresolved conflicts foster toxic environments, impair teamwork, reduce job satisfaction, and negatively impact patient safety outcomes (Chan & Fung, 2019).

One primary issue is the failure of nurse leaders to effectively mediate conflicts and implement fair resolutions. Many leaders lack the necessary training in conflict management and interpersonal skills, resulting in superficial or inconsistent conflict resolution strategies. This inadequacy fosters a cycle where issues escalate, resulting in increased staff turnover, burnout, and lowered morale (Karam et al., 2020). Moreover, when bullying and misconduct are inadequately addressed, it damages organizational culture and hampers professional development. Essential to resolving these issues is leadership that demonstrates assertiveness, emotional intelligence, and a commitment to cultivating a supportive work environment.

This problem gains significance because it affects multiple facets of healthcare delivery—from staff retention and team cohesion to patient outcomes. The toxic work environment caused by unresolved conflicts influences nurses' psychological well-being, leading to stress, burnout, and compassion fatigue. Consequently, patient safety and quality are compromised, leading to increased medical errors and reduced satisfaction (Li et al., 2021). Addressing this issue benefits not only healthcare workers but also organizations seeking sustainability and excellence in care delivery.

Given the critical nature of effective conflict resolution in nursing leadership, this study aims to highlight the importance of training and development programs tailored for nurse leaders. Implementing structured conflict management training can empower nurse managers to handle disputes diplomatically, reduce incidences of bullying, and foster a culture of professionalism (Johnson & Chong, 2018). The findings from this research could inform policy development, leadership education, and organizational practices, ultimately contributing to healthier work environments.

In conclusion, the role of nursing leadership in managing workplace conflicts is vital for ensuring staff wellbeing and optimizing patient care. Addressing deficiencies in leadership skills and organizational support structures can help mitigate toxic behaviors and promote a culture of respect and collaboration. Future efforts should focus on comprehensive training programs and organizational policies that reinforce the importance of conflict management competence among nurse leaders.

References

• Chan, Z. C. Y., & Fung, Y. L. (2019). Nurse-hostile behaviors in clinical practice: A systematic review. Journal of Nursing Scholarship, 51(4), 398-406.
• Edmondson, C., & Zelonka, C. (2019). The nurse bullying epidemic. Nursing Administration Quarterly, 43(3), 274-279. doi:10.1097/NAQ.0000000000000350
• Johnson, S., & Chong, J. (2018). Conflict management training for nurse leaders: Impact on workplace culture. Journal of Nursing Management, 26(8), 917-924.
• Karam, M., Harpham, N., & Beasley, J. (2020). Leadership strategies for resolving nurse conflict. Journal of Clinical Nursing, 29(19-20), 3595-3606.
• Li, Y., Wang, Y., & Zhang, L. (2021). Impact of nursing work environment on patient safety: The mediating role of burnout. Nursing & Health Sciences, 23(4), 959-966.