GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment
Grand Canyon University GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment– Step-By-Step Guide
This guide will demonstrate how to complete the Grand Canyon University GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment 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 GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment
Whether one passes or fails an academic assignment such as the Grand Canyon University GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment 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 GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment
The introduction for the Grand Canyon University GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment 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 GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment
After the introduction, move into the main part of the GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment 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 GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment
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 GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment
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 GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment
Outline
Health care organizations experience different practice issues with profound impacts on patients and nursing practitioners. To ensure safe, effective care, advanced registered nurses should lead change to improve outcomes for patients, colleagues, and organizations. However, change implementation does not always succeed due to many factors, including timing and how the process was executed. Therefore, the purpose of this presentation is to assess a situation where change did not go as planned in my health care organization. Focus areas include the nurse’s role as a change agent, interprofessional stakeholders to be involved in change efforts, appropriate change theory, potential impacts of unsuccessful change, and additional factors driving the change.
Background of the Situation
The situation where change did not go as planned involved the implementation of an anti-bullying policy in the workplace. As Edmonson and Zelonka (2019) mentioned, workplace bullying is pervasive in the present workplace and adversely affects nurses’ quality of life. In response, a strong anti-bullying policy can help to improve the safety culture of the nursing environment to ensure high-quality care. However, the management did not actively involve nurses in the formulation process. The other shortcoming was a lack of pre-implementation training to ensure nurses understood the purpose of the program, roles, and expectations. As a result, the policy was not embraced as expected, implying ineffective implementation.
Rationale for the Change
Organizational change comprises multifaceted interventions seeking to improve performance, culture, and other critical aspects of internal processes. An anti-bullying policy is the foundation of a safe workplace, free from bullying. This implies that health care professionals can co-exist peacefully while protecting each other’s physical, emotional, and mental health. According to Smith et al. (2020), standing up against workplace bullying through policies can minimize the adverse effects of bullying on victims, including mental health problems, workplace conflicts, and poor attitudes toward work. Preventing the damaging effects of bullying also implies a commitment to creating a positive work environment, which all nursing leaders and professionals should strive to achieve and sustain.
Goals for the Change
Organizational change is a goal-driven exercise for ensuring improved results. One of the critical goals of the anti-bullying policy is to enhance job satisfaction, particularly for new graduate nurses who are typical victims of bullying. Addressing workplace bullying is also crucial to promoting patient safety since it implies empowering nursing professionals to work more productively by preventing issues hampering their performance (Goh et al., 2022). The other goal is respect for diversity since no one should be unfairly targeted by others, irrespective of culture, age, gender, and other factors. Other goals include achieving high nurse retention due to high job satisfaction and reducing costs associated with nurse turnover.
Implications of Practice Change
Practice change has multilayered implications depending on its scope, resource requirements, and the people involved. From an ethical perspective, preventing workplace bullying implies aligning patient care with the beneficence and non-maleficence principles since patients benefit more as harm is reduced. On a social dimension, a workplace free from bullying fosters healthy interactions since diverse individuals and groups can co-exist without fearing each other. Anti-bullying measures also help organizations avoid legal issues associated with patients’ and employees’ harm, particularly lawsuits. Preventing bullying further reduces health care costs linked to patient harm and nurse turnover. Importantly, the intervention is crucial for an enhanced organizational reputation.
Advanced Registered Nurse’s Role as a Change Agent
Advanced registered nurses should embrace their role as change agents for the continual improvement of health outcomes in their respective workplaces. As change agents, the advanced registered nurse is responsible for transformative leadership, which is centered on creating and sustaining valuable change. A critical part of the transformative role involves using personal experience and clinical knowledge to identify opportunities for change. For instance, practice issues hampering patient care are suitable opportunities. Change agents in nursing also help group members and organizations devise a strategy to execute desirable changes (Ericson-Lidman & Strandberg, 2021). Positive change should also be sustained to achieve long-term results. Other roles of the advanced registered nurse include promoting and facilitating innovation and advocacy as the patients’ voice.
Interprofessional Stakeholders Involved in Change Efforts
Change can be complex depending on its scope and the issue being addressed. Stakeholders involve people affected directly by organizational change who also influence outcomes significantly. Internally, key stakeholder groups include the management, departmental leaders, nurse leaders, and nursing professionals. Their direct participation, support, and guidance are crucial for seamless change implementation. Positive results are easily achieved when internal stakeholders collaborate to address a shared problem. External stakeholders include individuals and organizations who should understand how the organization works and routine efforts toward high-quality care and compliance. They include legal advisors, program analysts, government officials, and regulatory agencies. Their engagement and advisory role are essential when implementing complex change programs.
Change Theory to Achieve Results
Change theories provide frameworks and procedures for introducing and sustaining new behaviors and practices in organizations. Kurt Lewin’s change theory could be used to achieve the desired results. This theory demonstrates the process of transforming organizations through new behaviors in three basic steps: unfreezing, changing, and refreezing. In the context of change, unfreezing involves creating the perception that change is needed (Burnes, 2020). Such perception can be created by illustrating the adverse effects of workplace bullying on patients and nurses. Changing involves moving towards new practices or behaviors as situations oblige. Implementing a strong anti-bullying policy signifies changing, as Lewin’s theory recommends. Refreezing involves solidifying new behaviors, which can be achieved by progressive evaluation of the policy’s effectiveness and adjusting where necessary.
Justifying Lewin’s Change Theory
When choosing a change theory, it is important for change leaders to be guided by its intended goals as far as change execution is concerned. The main reason for choosing Kurt Lewin’s change theory is its focus on establishing new norms. Therefore, it is problem-driven to ensure health care organizations are not consistently troubled by the same problems. As a three-step theory, its implementation is simple and practical when introducing new practices or behaviors. Other reasons include its appropriateness for small and large organizations and its high emphasis on change sustainability in the third step. Sustaining change implies achieving long-term results and saving management costs.
Implications of Change Management Strategies
Every approach in health care for addressing current and emerging concerns has multiple implications. Ethically, change management through Lewin’s theory signifies a commitment to preventing harm since the theory guides change agents in achieving positive outcomes through new behaviors. S
When change fails, the advanced registered nurse can play a critical role in revisiting the issue and inhibiting factors. As an advanced registered nurse, I would initiate the change by first examining the severity of workplace bullying to determine the type of intervention needed. Guided by this evaluation, I would propose an anti-bullying policy that helps to protect victims and punishes perpetrators with clear recommendations. The next step would be engaging nurses in the formulation process and conducting an education program to ensure everyone understands the policy’s key components. The education program would provide an appropriate opportunity for addressing concerns and clarifying emerging.
Impact of Unsuccessful Change
Change implementation is tiring, besides consuming massive resources. Therefore, it would be unfortunate if the targeted outcomes were not achieved. If the anti-bullying policy is unsuccessful, a high potential for a poor nurse work environment would be inevitable. As Kim et al. (2019) mentioned, bullying experiences hamper nurses’ quality of life and productivity. The implication is that the victims’ performance dwindles, leading to unsafe and ineffective patient care. The resultant mental and emotional damage denotes low job satisfaction, a leading cause of nurse turnover in the current workplace (Kelly et al., 2021). These negative impacts underscore the need for the implementation team to cooperate and prevent potential implementation barriers.
Steps for the Interprofessional Team
If the change is unsuccessful, the implementation team could take various steps to address the situation. As Edmonson and Zelonka (2019) advised health care leaders, successful change commences with acknowledging a problem and raising awareness. Similar steps are vital, followed by a collaborative evaluation of the factors contributing to workplace bullying and barriers to successful change. After this background check, the interprofessional team should then enforce an anti-bullying policy to protect targeted victims. All individuals should be educated on the policy recommendations and purpose. Importantly, the team should design alternative interventions and prepare for their implementation if the anti-bullying policy fails again.
Additional Factors to Drive Upcoming Change and the Nurse’s Role
The success of organizational change depends on many factors. One of the influential factors to drive upcoming organizational change is the culture. Generally, culture represents shared beliefs, values, and practices (Aboramadan et al., 2020). A culture that supports innovation embraces change and will be a foundation of change-driven practices in the organization. Leadership support and the availability of resources will determine when and where change is needed. As a change agent, the advanced registered nurse is mandated to collaborate with the implementation team to drive change, depending on times and situations. Their other role is to provide the necessary guidance and leadership as the type and scope of change prompts.
References
´Aboramadan, M., Albashiti, B., Alharazin, H., & Zaidoune, S. (2020). Organizational culture, innovation and performance: a study from a non-western context. Journal of Management Development, 39(4), 437-451. https://doi.org/10.1108/JMD-06-2019-0253
´Burnes, B. (2020). The origins of Lewin’s three-step model of change. The Journal of Applied Behavioral Science, 56(1), 32-59. https://doi.org/10.1177/0021886319892685
´Edmonson, C., & Zelonka, C. (2019). Our own worst enemies: the nurse bullying epidemic. Nursing Administration Quarterly, 43(3), 274-279. DOI: 10.1097/NAQ.0000000000000353
´Ericson-Lidman, E., & Strandberg, G. (2021). Change agents’ experiences of implementing a new organizational culture in residential care for older people: a qualitative study. Nordic Journal of Nursing Research, 41(3), 149-157. https://doi.org/10.1177/2057158521995994
´Goh, H. S., Hosier, S., & Zhang, H. (2022). Prevalence, antecedents, and consequences of workplace bullying among nurses-a summary of reviews. International Journal of Environmental Research and Public Health, 19(14), 8256. https://doi.org/10.3390/ijerph19148256
´Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse burnout on organizational and position turnover. Nursing Outlook, 69(1), 96–102. https://doi.org/10.1016/j.outlook.2020.06.008
´Kim, Y., Lee, E., & Lee, H. (2019). Association between workplace bullying and burnout, professional quality of life, and turnover intention among clinical nurses. PloS One, 14(12), e0226506. https://doi.org/10.1371/journal.pone.0226506
´Smith, C. R., Palazzo, S. J., Grubb, P. L., & Gillespie, G. L. (2020). Standing up against workplace bullying behavior: Recommendations from newly licensed nurses. Journal of Nursing Education and Practice, 10(7), 35. https://doi.org/10.5430/jnep.v10n7p35
Sample Answer 2 for GCU NUR 514- Organizational Leadership and Informatics Week 3 Assignment
Introduction
Informatics is a science that uses data, information, and knowledge to improve health and healthcare services. The purpose of this presentation is to describe Nursing informatics, including its history and how it has evolved. I will also explain how nursing informatics influences nursing leadership, clinical practice, administration, education, and research. Moreover, I will discuss how organizational policy on health information systems can be impacted by government regulations. I will also discuss nurse-led innovation with regard to advances in informatics.
Nursing Informatics
Nursing informatics (NI) is the practice and science of integrating nursing information and knowledge with technology to manage and incorporate health information (Reid et al., 2021). NI aims to improve the health of patients, families, and communities while reducing costs. NI improves decision-making in both direct and indirect nursing roles. It achieves this through the collection, extraction, aggregation, analysis, and interpretation of standardized data using data science principles and methods.
NI competencies are vital for nurses in all roles to function effectively in complex and contemporary healthcare environments. Besides, there is a need to have nurses with a specialization in informatics to foster decision-making relevant to the nursing profession’s use of information and technology in digital health environments (Reid et al., 2021).
History of Nursing Informatics
The first reports of the utilization of computer applications in nursing from professional and scholarly literature date from the early 1970s. Nursing care planning systems were developed to ease the burden of documentation and improve the quality and completeness of nursing plans. Personal computers in hospitals were introduced in 1980, assisting small-scale prototyping of NI applications (Garcia-Dia, 2021). In the 1980s, personal computers (PCs) became smaller, and their functions increased. These created high expectations for the benefits of NI.
The 1990s saw remarkable advances in healthcare technology. The Internet was introduced, which facilitated communication and collaboration in healthcare across distances (Garcia-Dia, 2021). Besides, the introduction of Web-based applications helped to transmit health information across previously incompatible hardware and software platforms.
How the Specialty Has Evolved
The Nursing informatics specialty dates to the 1980s, when it referred to the use of computer technology and computer systems. In 1985, computer technology classes were offered in undergraduate and graduate nursing programs. In 1992 the American Nursing Association (ANA) recognized NI as a nursing specialty. In 1995 the first NI credentialing exam was offered by the ANA.
The specialty has continually evolved over the years. Nurses are now developing and applying informatics methods and tools to generate knowledge and improve health from the molecular to the global level (Garcia-Dia, 2021). They also seek the collective wisdom of interdisciplinary and inter-organizational collaboration to implement the necessary NI changes.
NI Impact on Nursing Leadership
Nursing leadership is vital at every nursing level and healthcare setting, from the unit level to the corporate level and in administrative, clinical, educational, and research settings. Nursing leaders apply NI to design personal and organizational informatics strategies. They are expected to learn about current informatics issues from the literature, education programs, and professional organizations to create successful strategies for innovation, implementation, and collaboration (Sharpp et al., 2019).
Besides, NI affects nursing leadership since leaders are required to have and apply essential informatics skills like project management; clinical information systems (CIS) selection, implementation, and management; and database analysis (Sharpp et al., 2019). Furthermore, nurse leaders employ NI to analyze trends in patient care and identify potential errors in delivering healthcare, which guides them in selecting appropriate interventions.
NI Impact on Clinical Practice
NI influences clinical practice in decision-making, patient safety, communication, and collaboration. Healthcare providers spend significant time on information-related activities as part of clinical decision-making. This helps to lead, coordinate, and support the delivery of safe, effective, person-centered care. NI enables providers to provide high-quality treatment and care for patients by providing them with up-to-date, accurate, and relevant patient information (Moore et al., 2020). Besides, NI facilitates access to the latest evidence and best practice at the point of care delivery, which improves the quality of care.
Informatics systems have helped to improve clinical decision-making and patient safety in clinical settings. Systems like automated medication dispensing, computerized physician order entry, medication bar coding, error alerts, and decision support are some of the informatics safety solutions that impact clinical practice (Moore et al., 2020).
NI Impact on Administration
Healthcare systems are becoming technologically more complex each day, and healthcare administrators are expected to have informatics skills to understand administration processes. Healthcare administrators depend on informatics to communicate, organize, and complete their jobs (Sharpp et al., 2019). NI enables administrators to implement and evaluate the hospital’s day-to-day operations since it supports the administration and clinical functions.
NI facilitates healthcare administrators’ communication with the staff and across the organization. NI promotes improved patient safety and care efficiency, decreasing hospital operational costs. NI affects administration by promoting more accurate coding and charge capture, reducing billing errors, reducing medication costs, decreasing transcription costs, and improving the utilization of diagnostic tests in hospitals (Sharpp et al., 2019).
NI Impact on Education & Research
NI has significantly impacted education and research in nursing. With the advancement in NI, nursing educators have now incorporated informatics competencies into undergraduate and graduate curricula. Besides, professional nursing organizations are increasingly incorporating informatics in educational offerings. NI also supports qualified nurses in continuous professional development (CPD) activities. NI makes communication more efficient and effective, which facilitates nursing education.
NI influences research by providing research systems used for storing, managing, or reporting on data used for research. The systems are used for clinical research and basic science research. NI supports data transmission from multiple hospitals and various countries to support collaborative translational research. This speeds up the translation of research into clinical practice.
Impact of Government Regulation
Government regulations lay the basis for the recording, storing, and using electronic health information (EHI). They play a major role in enabling hospitals to utilize HIT to improve health systems that track population health trends and interface with similar HIT systems used by providers and facilities (Ramanathan et al., 2018).
Government agencies like the Centers for Medicare and Medicaid Services (CMS) have a regulation that sets three stages of requirements for health providers and facilities to adopt certified EHR technologies and use them for particular purposes, including public health promotion (Ramanathan et al., 2018). In this regard, organizational policies can be affected since hospitals must demonstrate meaningful use by generating reports of patients with specific conditions to promote quality improvement, minimize disparities, support research, and facilitate outreach.
HIPAA is a regulation that mandates patient consent before data are used by or disclosed to other entities. This affects organizational policies since they are often amended to include protection against use and disclosure and allow patients to view their health information (Ramanathan et al., 2018).
Nurse-Led Innovation
Nurses bring additional value to innovation through their consistent focus on patient safety and quality. Nurse-led innovation in informatics is important for optimizing workflow and should be encouraged and supported by health systems (Marshall, 2019). The rapid advancement of informatics has made it possible for nurse-led innovations, which transform healthcare practices.
Nursing innovation in informatics entails nurses developing small, daily, or larger-scale health systems to improve the quality and safety of holistic care. Nurses design and implement new informatics systems for patient care delivery (Marshall, 2019). Nurse-led innovations also involve developing communication systems that foster the transmission of health information in an easier-to-understand way for patients and their families.
How Informatics Innovation Improve the Quality of Care
NI innovations improve the safety, effectiveness, efficiency, timeliness, and patient-centeredness of care. They also improve patients access to healthcare services, thus improving the quality of care. Informatics innovation can improve the quality of patient care by improving efficiencies for health providers, resulting in more high-touch, high-value patient interactions and extending providers’ reach to patients (Sensmeier, 2021).
In addition, innovations can improve patient care delivery and outcomes in varied care settings, including remote care, through technologies that promote virtual interactions.
Furthermore, informatics innovation can also support data-driven decisions and integrate data on social determinants of health (SDOH) to help address health inequities and reach underserved patient communities, thus improving their health outcomes (Sensmeier, 2021).
Transforming Health Care Data into Knowledge
The nurse has the role of using data to generate knowledge and apply it to improve clinical efficiency, promote better patient care, and increase profitability. Nurses can use the information to focus on existing best practices while identifying areas where improvements can be made to improve patient care (Marshall, 2019).
For instance, the nurse can use healthcare data from the hospital’s information database and compare that information with patient records to make data-driven decisions regarding patient care. The data can generate knowledge, which can be used to predict individuals at higher risk for certain diseases. Consequently, increased screening and precautionary interventions can be implemented (Marshall, 2019). In addition, the nurse can use data from the EHR to identify patient patterns. This can help identify appropriate interventions and direct preventive care to patients at risk of certain diseases.
Conclusion
Literature shows that computer applications were first used in nursing practice in the 1970s. ANA recognized NI as a specialty in 1992, and the first credential exam was in 1995. Nurse leaders are expected to have NI skills to create successful strategies for innovation, implementation, and collaboration. Health administrators use NI to implement and evaluate day-to-day operations. NI affects clinical practice by promoting decision-making, patient safety, communication, and collaboration. Government regulations enable hospitals to utilize HIT to improve health systems that track population health trends. Nurse-led innovation in informatics is important for optimizing workflow.
References
Garcia-Dia, M. J. (2021). Nursing informatics: An evolving specialty. Nursing Management, 52(5), 56. doi: 10.1097/01.NUMA.0000743444.08164.b4
Marshall, D. R. (2019). Unleashing the power of nurse innovators. JONA: The Journal of Nursing Administration, 49(2), 55–56. doi:10.1097/nna.0000000000000709
Moore, E. C., Tolley, C. L., Bates, D. W., & Slight, S. P. (2020). A systematic review of the impact of health information technology on nurses’ time. Journal of the American Medical Informatics Association, 27(5), 798-807. https://doi.org/10.1093/jamia/ocz231
Ramanathan, T., Schmit, C., Menon, A., Sunshine, G., & Pepin, D. (2018). Federal public health laws supporting data use and sharing.
Reid, L., Maeder, A., Button, D., Breaden, K., & Brommeyer, M. (2021). Defining nursing informatics: A narrative review. Studies In Health Technology And Informatics, 284, 108–112. https://doi.org/10.3233/SHTI210680
Sensmeier, J. (2021). Realizing nurse-led innovation. Nursing Management, 52(6), 14-19. doi: 10.1097/01.NUMA.0000752772.58567.9b
Sharpp, T. J., Lovelace, K., Cowan, L. D., & Baker, D
ince health care facilities are social places, change management through Lewin’s theory helps to create a healthy environment where diverse teams can work together. It also recommends teamwork, which is essential for continual interactions between health care teams. Introducing, managing, and sustaining new norms reduce the probability of legal issues in health care. Systematic change management saves costs while playing a fundamental role in transforming the organization’s external image.
Initiating the Change as an Advanced Registered Nurse
As an advanced registered nurse, you will serve as a leader within your organization. Part of this role will entail being a change agent, and spurring positive change on behalf of patients, colleagues, and the industry.
Consider a situation you experienced previously where change did not go as planned in your health care organization. Create a 10-15-slide PowerPoint presentation in which you will assess the situation and the steps that should have been taken to successfully implement change.
Change is an essential part of the organization to improve patient satisfaction and outcomes. If there are resistance or obstacles for example, in this case, an argument between team members regarding spiritual care needs to be removed or resolved before processing a change. As a nurse leader and agent, I recommend using Kotter’s change model to resolve this problem. 4th step of Kotter’s model which is communicating the change vision is especially useful in this situation. In this step, the nurse leader gives importance to communicating the change vision with employees and team members. Provides opportunities for open communication regarding their concerns, fear, and disagreement. Clarifying their concerns and doubts is critical at this stage. Understanding the change vision and educating them about the benefits helps them to understand the reason for the change. Resistance and obstacles are part of a change project, and it is predictable. Hence understanding and resolving this resistance will enhance the process of change.
Describe the background of the situation, including the rationale for and goal(s) of the change.
Identify the key interprofessional stakeholders (both internal and external) that should be involved in change efforts.
Discuss an appropriate change theory or model that could be used to achieve results.
Outline how you would initiate the change.
Describe the impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take if the change is unsuccessful.
Make sure to include slide notes of 100-250 words for each slide.
You are required to cite three to five sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and nursing content.
While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are not required to submit this assignment to LopesWrite.