NRS 451 Benchmark – Effective Approaches in Leadership and Management

Grand Canyon University NRS 451 Benchmark – Effective Approaches in Leadership and Management-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NRS 451 Benchmark – Effective Approaches in Leadership and Management 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 NRS 451 Benchmark – Effective Approaches in Leadership and Management

Whether one passes or fails an academic assignment such as the Grand Canyon University NRS 451 Benchmark – Effective Approaches in Leadership and Management 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 NRS 451 Benchmark – Effective Approaches in Leadership and Management

The introduction for the Grand Canyon University NRS 451 Benchmark – Effective Approaches in Leadership and Management 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 NRS 451 Benchmark – Effective Approaches in Leadership and Management

After the introduction, move into the main part of the NRS 451 Benchmark – Effective Approaches in Leadership and Management 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 NRS 451 Benchmark – Effective Approaches in Leadership and Management

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 NRS 451 Benchmark – Effective Approaches in Leadership and Management

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 NRS 451 Benchmark – Effective Approaches in Leadership and Management

Nurse staffing ratio is one of the major issues in the healthcare system. Most healthcare institutions are always concerned with the number of healthcare professionals who can give adequate and quality services to the patients. Also, patients are always attracted to the healthcare settings where there are enough nurse-to-patient ratios. The more the number of nurses, the higher the likelihood of receiving effective and efficient care from a healthcare institution. One of the critical topics discussed in the field of nursing is the increase in nurse-to-patient ratios. Generally, for the most healthcare institutions, nurse are asked to care for more patients at a given time; this happens due to the lack of enough number of nurses as well as the high costs of employing more nurses for a given healthcare institution (Aiken et al., 2015). Also, a high number of patients for one nurse is attributed to the increase in the number of patients seeking medical services from various hospitals and healthcare institutions. When nurses are assigned to fewer patients to care for at a time, there is always higher level of job satisfaction.

Nurse staffing ratio often impacts the quality of care and patient safety. With the appropriate number of nurses, there is always higher likelihood of attaining effective patient care leading to quality outcome. Healthcare institutions that adhere to the correct nurse to patient rations often tend to achieve the highest quality healthcare outcome. On the other hand, clinical or healthcare settings with less nurse to patient ratio often deliver low quality healthcare, a scenario that negatively impacts the health and wellbeing of the people within the community. Where there is huge number of patients compared to the number of nurses or healthcare professionals, the treatment processes are often compromised as nurses become overwhelm leading to low quality health outcome. Also, with the few number of nurses, there is always high possibility of nurse burnout. All these factors interfere with effective health outcome.

How Professional Standards of Practice Should Be Demonstrated In This Situation to Help Rectify the Issue

Professional standards should always be observed in every treatment process. In every healthcare institution, healthcare professionals are required adhere to the required professional standards. Even though some healthcare institutions have low nurse-to-patient ratios, healthcare professionals are required to adhere to the professional standards to ensures that they deliver quality healthcare. Nurses need to stick to their commitment to serve; this is one of the professional standards required that leads to problems with the nurse staffing ratios. Serving patients irrespective of their number will overcome the problems that often arise as a result of low nurse-to-patient ratios (Griffiths et al., 2018). For instance, adherence to the quality standards in healthcare provision will ensure that there are effective treatment outcomes. The professional standards of practice in nursing also stipulate that the right number of patients should be assigned to one nurse so as to ensure that there is delivery of the required services at th

NRS 451 Benchmark Effective Approaches in Leadership and Management

e right time. Adherence to ethical practices will also ensure that nurses perform their roles as required amidst the problems associated with the nurse staffing ratios. One of the professional roles of a nurse is to ensure that patients get the right care and to ensure effective or quality health outcomes. The application of all the above professional standards of practice would help in rectifying the issues or problems associated with the nurse staffing ratios.

Roles of Nursing Leaders and Nursing Managers

Nurse leaders and nurse managers play critical roles in ensuring that nurses act professionally in line with healthcare’s required standards. Nurse leaders guides healthcare workers especially the nurses in undertaking their roles under different situations. Nurse managers are always responsible for supervising the nursing staff including nurses, clinical officers, doctors, physicians and other healthcare workers who ensure the safety and wellbeing of the patients (Branden & Sharts-Hopko, 2017). One of the principles that nursing leadership should portray in ensuring correct nurse staffing ratio is the commitment to excellence. To ensure excellence in the treatment process, nurse leaders ensure that nurses are committed to quality treatment processes irrespective of their numbers and the rate of flow of patients into the hospital. Adhering to the principle of excellence will ensure that nurses work to provide safety and quality care to all the patients.

Nurse leaders should also possess leadership skills to be able to influence the operational processes geared towards achieving effective outcomes irrespective of the problems associated with the nurse staffing ratios. Nurse managers are always responsible for supervising nurse staff in clinical setting and in hospitals. Nurse managers also take part in overseeing patient care, make budgetary and management decision, set work schedules, make decision about personnel and coordinate meetings where decisions are made about the roles of healthcare workers (Branden & Sharts-Hopko, 2017). The key principle of nurse managers is building of a strong culture around the healthcare provision services. The above principle can therefore enhance the solution towards the problems associated with the nurse staffing ratios.

Additional Aspects Managers and Leaders Would Need

Nursing managers and leaders would need to initiate different management or operational processes to ensure the provision of solution to the issues associated with the nurse staffing ratio. Some of the additional aspects or activities in the nursing practices that managers and leaders would need to initiate include regulation of the number of patients during admission; the practice will ensure that nurses and other healthcare professionals do not experience burnout or excessive work that may lead to low quality outcomes (Driscoll et al., 2018). Another aspect of treatment that managers and nurse leaders need to initiate include adherence to the evidence-based practices whereby nurses are able to work in line with the patient’s demands to ensure effective or quality healthcare outcome. To ensure high level of professionalism there is a need for the management and nurse leadership to ensure continuous training processes so as nurses can observe professional practices in taking care of patients. The above will also reduce problems associated with low nurse-to-patient ratio (Driscoll et al., 2018). Finally, nurse managers and leaders need to ensure that all healthcare professionals adhere to the ethical requirements, which is one aspect of professionalism required in the healthcare practices.

Leadership Style That Would Best Address the Nurse Staffing Ratio

Democratic leadership style would best address the issue of nurse staffing ratio. With this form of leadership, there is a high possibility that all the staff members will contribute towards achieving best practices in ensuring that there is quality outcome in the healthcare delivery processes. Also, the democratic leadership style would ensure that the medical staff members including nurses adhere to high levels of professionalism when dealing with patients. With the democratic leadership style, finding a solution to the problems associated with the nurse staffing ratio is easier as each of the member will be able to communicate the challenges they face as a result of the increasing number of patients in the healthcare settings.

References

Aiken, L. H., Sloane, D. M., Bruyneel, L., Van den Heede, K., Griffiths, P., Busse, R., … & McHugh, M. D. (2015). Nurse staffing and education and hospital mortality in nine European countries: a retrospective observational study. The lancet, 383(9931), 1824-1830.

Branden, P. S., & Sharts-Hopko, N. C. (2017). Growing clinical and academic nursing leaders: Building the pipeline. Nursing Administration Quarterly, 41(3), 258-265.

Driscoll, A., Grant, M. J., Carroll, D., Dalton, S., Deaton, C., Jones, I., … & Astin, F. (2018). The effect of nurse-to-patient ratios on nurse-sensitive patient outcomes in acute specialist units: a systematic review and meta-analysis. European Journal of Cardiovascular Nursing, 17(1), 6-22.

Griffiths, P., Recio‐Saucedo, A., Dall’Ora, C., Briggs, J., Maruotti, A., Meredith, P., … & Missed Care Study Group. (2018). The association between nurse staffing and omissions in nursing care: a systematic review. Journal of advanced nursing, 74(7), 1474-1487.

Sample Answer 2 for NRS 451 Benchmark – Effective Approaches in Leadership and Management

Nurse leaders, as well as managers, are key to the efficacy of the operation of healthcare organizations, but they uphold varying roles for directing personnel, overseeing organization-based structures, and steering care teams for offering healthcare to patients. Changes within healthcare necessitate for nurse leaders and managers to evolve with the set changes through the application of effective measures, processes as well as conceptions. These aspects are inclusive of awareness, responsibility, accountability as well as the application of effective communication measures (Fernandes et al., 2018). They are also sensitive for the upholding of the consideration for the utilization of proactive as well as collaborative measures for attaining effective changes that ensure patient and staff centeredness for their set satisfactions. These facets impact how nurse leaders, as well as nurse managers’ different roles, envision the required changes for ensuring a balanced work setting that ensures inclusivity for patient and personnel satisfaction.

Practice Settings Bullying

Bullying within practice settings is descriptive of the physical combined with emotional abuse that is detrimental towards set healthcare provision to patients (Omar et al., 2019). Within practice settings bullying is attributed to high-risk environmental settings for nurses, and negatively impacts the extent of productivity combined with concentrations that enhances the chances for the realization of errors. This may be due to elevated stress levels for the care providers on an individual basis, coupled with hampering of the provider-patient association. This harms the quality of care provided to patients as well as safety. Healthcare providers who are worried about these happening may in the process resort to fear as a result of the limited awareness regarding the aspects of thwarting, preventing, tackling as well as reporting the scenarios.

Showcasing Standards of Practice for Countering Issue while Upholding Professional Conduct

This challenge within the practice settings should be countered by nurses working collaboratively and envisioning American Nurses Association’s (ANA) ethical codes that call for the development of ethical practice settings combined with culture linked to civility and compassion. Colleagues are required to be treated with dignity combined with esteem. Stern measures should be applied to aspects that inspire violence. Registered practice professionals together with nurses within practice settings, academia, as well as evidence-based studies are required to oversee a collaborative culture that upholds esteem, lack of incivility, bullying as well as work environment violence (Bambi et al., 2017). This is geared towards the inspiring of best health, safety, as well as the well-being of the care providers. This in turn helps boost the best care outcomes for patients within the continuum of care.

As per provision 1.5 that is based on the associations of care providers with others, there should be utmost adherence towards obligation for fair treatment that also provides consideration for compromise alongside conflict resolution. As per provision 2.3, the aspects of effective collaborations should be inclusive of effective information sharing combined with freedom for free participation within consensus decision-making. As per provision 3.5, there should be the upholding of the recognition as well as undertaking counteractive actions regarding any form of bullying occurrences that may be ascertained as “incompetent”, “unethical”, as well as impaired by the collaborative teams (Bambi et al., 2018). As per provision 3.6, the tackling of impaired practice should comprehensively ascertain work settings bullying that impacts the set work climate, outcomes, as well as satisfaction for every party that is affected by the given behavioral facets.

Differing Roles of Nurse Leaders and Nurse Managers

In this scenario, the nurse managers will be tasked with overseeing decision-making for countering workplace bullying. They will be steadfast in the prolonged devising of effective strategies for directing the personnel and collaborating with the care team to coordinate the best-required actions that alleviate bullying (Edmonson & Zelonka, 2019). They can ensure the attainment of these set objectives by managing the personnel teams, offering training for increased awareness on bullying, conducting supervisions of the care team’s goal towards the removal of bullying situations, coordinating with other set managers for ensuring a continuum of the ideology and applying scientifically proven strategies for best results.

The nurse leaders will be fixated on the quality of patient care required for best outcomes together with the personnel’s satisfaction. They will be steadfast in advocating for the victims of bullying within all the given phases of the organizational set-up to help in their overall required functioning as per the needs of the organization. (Crawford et al., 2019) The duties that they oversee may include playing the role of strategic leadership for the personnel’s initiatives, directing the managers as per the bullying scenario, impacting other staff members via effective communication as well as interpersonal expertise, enacting scientifically proven practices, and overlaying them for other care teams and organizational staff to thwart bullying, and offering mentorship to others on how to avoid bullying.

Managerial and Leadership Aspects for Upholding Professionalism

The first step would be for nurse leaders combined with managers to admit that there is the aspect of bullying within the work settings. They should then proceed to alleviate all the probable situational facets that may heighten the scenario at every organizational level, like work overload, stress alongside exhaustion. There should also be the application of zero tolerance towards work settings bullying that may be initiated by actions such as policies that deter the issues together with related punishments for non-adherence. There should also be the nurturing of work settings that uphold a comfortable outlook for reporting any incident of bullying to set leaders as well as managers. The reports made should also be seriously perceived and fast responses followed. Victims of bullying should be offered support that may be in the form of behavioral health services (Edmonson & Zelonka, 2019). There should also be the inclusion of incivility within social as well as online media policies that embrace nurses’ accountability of themselves.

Leadership Style for Tackling Work Settings Bullying

The best leadership style to utilize in this scenario would be the democratic leadership style that encourages enhanced engagements within a set shared leadership framework. This utilizes the aspect of involvement together with contribution for the personnel alongside the leaders. The leaders in turn should be perceived as mutually non-deferential, humble, collaborative, motivating, as well as empowering for positive creativities (Xu, 2017). This helps ascertain the best counteractive plans as well as policies for reducing work-place bullying together with other probable challenges.

Conclusion

Workplace bullying within healthcare institutions affects the quality of healthcare provided to patients that may also be prolonged. Getting rid of such instances necessitates the upholding of high-end professional behaviors coupled with showcasing of professional principles of practice within the settings. Every member within the workforce should maintain ethical awareness in terms of actions as well as words conveyed. The leaders as well as the managers should also be steadfast in ensuring the use of their in-depth underlying competencies in addressing workplace bullying together with other probable issues within the work settings.

References

Bambi, S., Foa, C., Felippis, C. D., Lucchini, A., Guazzini, A., & Rasero, L. (2018). Workplace incivility, lateral violence and bullying among nurses. A review about their prevalence and related factors. Acta Biomedica, 89, 51–79. https://doi.org/10.23750/abm.v89i6-S.7461

Bambi, S., Guazzini, A., Felippis, C. D., Lucchini, A., & Rasero, L. (2017). Preventing workplace incivility, lateral violence and bullying between nurses. A narrative literature review. Acta Biomedica, 88, 39–47. https://doi.org/10.23750/abm.v88i5-S.6838

Crawford, C. L., Chu, F., Cuenca, E., Jadalla, A. A., & Tze-Polo, L. (2019). An Integrative Review of Nurse-to-Nurse Incivility, Hostility, and Workplace Violence A GPS for Nurse Leaders. Nursing Administration Quarterly , 43(2), 138–156. https://doi.org/10.1097/NAQ.0000000000000338

Edmonson, C., & Zelonka, C. (2019). Our Own Worst Enemies The Nurse Bullying Epidemic. Nursing Administration Quarterly, 43(3), 274–279. https://doi.org/10.1097/NAQ.0000000000000353

Fernandes, R., Araujo, B., & Pereira, F. (2018). Nursing management and leadership approaches from the perspective of registered nurses in Portugal. Journal of Hospital Administration, 7(3). https://doi.org/10.5430/jha.v7n3p1

Omar, M. A., Salam, M., & Al-Surimi, K. (2019). Workplace bullying and its impact on the quality of healthcare and patient safety. Human Resources for Health, 17(89). https://doi.org/https://doi.org/10.1186/s12960-019-0433-x

Xu, J.-H. (2017). Leadership theory in clinical practice. Chinese Nursing Research, 4(4), 155–157. https://doi.org/https://doi.org/10.1016/j.cnre.2017.10.001

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

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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.

Important information for writing discussion questions and participation

Welcome to class

Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to

I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.

Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.

If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.

Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.

Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.

I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!

Hi Class,

Please read through the following information on writing a Discussion question response and participation posts.

Contact me if you have any questions.

Important information on Writing a Discussion Question

Your response needs to be a minimum of 150 words (not including your list of references)
There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
Include in-text citations in your response
Do not include quotes—instead summarize and paraphrase the information
Follow APA-7th edition
Points will be deducted if the above is not followed

Participation –replies to your classmates or instructor

A minimum of 6 responses per week, on at least 3 days of the week.
Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
Each response needs to be at least 75 words in length (does not include your list of references)
Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
Follow APA 7th edition
Points will be deducted if the above is not followed
Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
Here are some helpful links
Student paper example
Citing Sources
The Writing Center is a great resource