Category: NURS-FPX5007

NURS FPX 5007 Assessment 3 Intervention Strategy Name Capella university NURS-FPX 5007 Leadership for Nursing Practice Prof. Name Date Intervention Strategy Healthcare is a constantly evolving field, requiring nursing leaders to implement high standards of patient safety, quality care, and interprofessional collaboration (Flaubert et al., 2021a). In the medical–surgical unit at 5 West, the newly appointed nurse manager, Sarah, faces multiple leadership challenges despite efforts to enhance patient safety. Persistent issues such as patient falls and medication errors necessitate strategic intervention to ensure positive patient outcomes. This intervention plan aims to mitigate these recurring safety concerns by introducing changes in leadership practices. The plan emphasizes fostering a strong safety culture, ensuring consistency in care provision, and enhancing staff interactions. Grounded in transformational leadership theory, the strategy seeks to actively engage staff members in reducing falls and medication errors while addressing resistance to change and fostering a collaborative environment. Most Applicable Leadership Theory to Solve the Leadership Problem Among various leadership theories, transformational leadership is the most effective in addressing patient safety challenges in the 5 West unit. This leadership approach focuses on inspiring and enabling team members to find innovative solutions to challenges while fostering a shared vision (Ystaas et al., 2023). In a dynamic healthcare environment, transformational leaders empower staff by promoting open communication and reducing a culture of blame. In the case of 5 West, Sarah faces resistance from a veteran staff member, Ben, who opposes changes. Transformational leadership provides a structured approach to overcoming resistance while fostering an environment where team members collaborate to enhance patient safety, particularly in preventing falls and medication errors. Theory’s Applicability and Efficacy Transformational leadership fosters trust among staff, encouraging the acceptance of necessary changes to improve patient care. By creating a culture that prioritizes safety and quality improvement, Sarah can implement structured protocols for fall prevention and medication reconciliation. This leadership style enhances openness, reduces fear of blame, and promotes constructive attitudes when reporting errors (Ystaas et al., 2023). The efficacy of transformational leadership lies in its ability to improve team cohesiveness, address challenges proactively, and enhance patient safety outcomes. By focusing on organizational issues such as resistance to change, knowledge sharing, and teamwork, Sarah can implement sustainable improvements within the unit. This approach ensures that the team develops the necessary skills to continually enhance patient safety. NURS FPX 5007 Assessment 3 Intervention Strategy Key Aspect Description Supporting Evidence Intervention Strategy Focuses on patient safety by implementing leadership changes, fostering collaboration, and minimizing falls and medication errors. Flaubert et al., 2021a Most Applicable Leadership Theory Transformational leadership is best suited to address safety concerns by empowering staff, reducing blame culture, and fostering open communication. Ystaas et al., 2023 Theory’s Applicability and Efficacy Enhances team trust, promotes structured protocols, and fosters a culture of continuous safety improvements. Ystaas et al., 2023 References Flaubert, J. L., Menestrel, S. L., Williams, D. R., & Wakefield, M. K. (2021a). Nurses leading change. National Academies Press (US). https://www.ncbi.nlm.nih.gov/books/NBK573918/ Ystaas, L. M. K., Nikitar, M., Ghobrial, S., Latzourakis, E., Polychronis, G., & Constantinou, C. S. (2023). The impact of transformational leadership in the nursing work environment and patients’ outcomes: A systematic review. Nursing Reports, 13(3), 1271–1290. https://doi.org/10.3390/nursrep13030108 NURS FPX 5007 Assessment 3 Intervention Strategy

NURS FPX 5007 Assessment 2 Managing the Toxic Leader Name Capella university NURS-FPX 5007 Leadership for Nursing Practice Prof. Name Date Performance Improvement Plan Development Evaluating Leadership Practices to Address the Scenario Effective leadership plays a critical role in managing employee performance and fostering a supportive work environment. In Sarah Miller’s case, the transformational and servant leadership approaches are particularly relevant. Transformational leadership focuses on inspiring and developing employees by creating a work culture centered on integrity, compassion, and accountability (Gebreheat et al., 2023). As a nurse manager, implementing this leadership style allows for a structured yet empathetic discussion with Sarah regarding managerial expectations, responsibilities, and the impact of her role on residents and the healthcare team. Through this method, Sarah receives guidance on how to align her practices with Serenity Senior Care’s mission and values. Servant leadership, on the other hand, prioritizes employee support, fostering personal and professional development (Demeke et al., 2024). By addressing Sarah’s professional needs and challenges, she may become more receptive to constructive feedback, improving her engagement with patients and colleagues. Encouraging Sarah to prioritize residents and coworkers can help her develop a more patient-centered approach, ultimately enhancing the quality of care and teamwork at Serenity Senior Care. Standards of Professional Performance Violated Sarah Miller’s performance issues violate two key standards outlined by the American Nurses Association (ANA): collaboration and quality of practice (ANA, 2020). Collaboration is essential in nursing as it ensures high-quality and safe patient care. However, Sarah’s reluctance to work in teams and her negative interactions with colleagues undermine this principle, reducing overall teamwork efficiency and potentially compromising patient outcomes. Additionally, the quality of practice standard emphasizes proper documentation and adherence to safety protocols. Sarah’s incomplete and inaccurate documentation, along with her failure to implement necessary fall prevention measures, exposes residents to unnecessary risks. These performance gaps highlight the need for immediate intervention to align her practices with Serenity’s standards and expectations. Proper documentation is crucial for ensuring care continuity and preventing potential legal and ethical issues (Demsash et al., 2023). Addressing these concerns is imperative to uphold the organization’s mission of providing safe and compassionate care. Action Plan for Improving Employee Performance To address Sarah’s performance issues, a structured Performance Improvement Plan (PIP) is necessary. This plan outlines clear expectations, training, and mentorship opportunities designed to support Sarah’s professional growth while ensuring adherence to Serenity Senior Care’s patient-centered mission. The key areas of focus include resident interactions, documentation accuracy, teamwork, and safety compliance. Sarah is expected to improve her engagement with residents by demonstrating warmth and compassion, ensuring thorough and accurate documentation, participating in team discussions, and proactively addressing fall risks through preventive strategies. To facilitate these improvements, Sarah will participate in targeted training programs, including a documentation workshop, TeamSTEPPS training for communication and teamwork enhancement, and a fall prevention program (Hassan et al., 2024). She will also receive mentorship from a senior nurse, who will provide weekly feedback and support throughout the process. Performance milestones will be tracked over eight weeks, with continuous evaluations to ensure progress. If necessary, additional interventions or modifications will be made to reinforce positive behavioral changes. This structured approach provides Sarah with the necessary tools and guidance to enhance her performance, aligning her actions with Serenity’s commitment to delivering compassionate and high-quality care. By fostering a supportive environment and encouraging professional development, the PIP aims to improve both individual and organizational outcomes (Ojo & Thiamwong, 2022). Performance Improvement Plan Performance Area Identified Issues Proposed Action Plan Evaluation Milestones Resident Care Lack of personal engagement with residents, complaints about impersonal interactions Attend communication training and engage in patient-centered care workshops Weekly feedback from nurse manager and resident satisfaction surveys Documentation Incomplete and inaccurate documentation affecting patient care continuity Participate in a documentation workshop and undergo weekly reviews Weekly documentation audits and progress tracking over eight weeks Teamwork Poor collaboration, negative attitude towards colleagues Attend TeamSTEPPS training for communication skills and teamwork Assessment of interpersonal interactions and team feedback Resident Safety Multiple near falls, failure to implement fall prevention measures Complete fall prevention training and adopt at least two safety measures per shift Observation of fall prevention strategies and incident tracking Conclusion The Performance Improvement Plan (PIP) for Sarah Miller aims to align her performance with Serenity Senior Care’s mission of providing compassionate, collaborative, and safe care. Through structured guidance, leadership support, and targeted training programs, Sarah can develop essential skills to enhance teamwork, documentation accuracy, and resident engagement. Implementing these improvements is crucial for maintaining a high standard of care and fostering a positive work environment. The PIP outlines a clear framework to help Sarah succeed in her role while reinforcing Serenity’s commitment to quality healthcare. References ANA. (2020). ANA principles. ANA. https://www.nursingworld.org/practice-policy/nursing-excellence/official-position-statements/ana-principles/ Demeke, G. K., Engen, M. van, & Markos, S. (2024). Servant leadership in the healthcare literature: A systematic review. Journal of Healthcare Leadership, 16(16), 1–14. https://doi.org/10.2147/jhl.s440160 Demsash, A. W., Kassie, S. Y., Dubale, A. T., Chereka, A. A., Ngusie, H. S., Hunde, M. K., Emanu, M. D., Shibabaw, A. A., & Walle, A. D. (2023). Health professionals’ routine practice documentation and its associated factors in a resource-limited setting: A cross-sectional study. BMJ Health & Care Informatics, 30(1), e100699. https://doi.org/10.1136/bmjhci-2022-100699 NURS FPX 5007 Assessment 2 Managing the Toxic Leader Gebreheat, G., Teame, H., & Costa, E. (2023). The impact of transformational leadership style on nurses’ job satisfaction: An integrative review. SAGE Open Nursing, 9(2). https://journals.sagepub.com/doi/full/10.1177/23779608231197428 Hassan, A. E., Mohammed, F. A., Zakaria, A. M., & Ibrahim, I. A. (2024). Evaluating the effect of TeamSTEPPS on teamwork perceptions and patient safety culture among newly graduated nurses. BMC Nursing, 23(1), 170. https://doi.org/10.1186/s12912-024-01850-y Huang, C.-H., Wu, H.-H., Lee, Y.-C., & Li, X. (2024). The critical role of leadership in patient safety culture: A mediation analysis of management influence on safety factors. Risk Management and Healthcare Policy, 17(17), 513–523. https://doi.org/10.2147/rmhp.s446651 NURS FPX 5007 Assessment 2 Managing the Toxic Leader Malenfant, S., Jaggi, P., Hayden, K. A., & Sinclair, S. (2022). Compassion in healthcare: An updated scoping review of the literature. BMC Palliative Care, 21(1), 1–28. https://doi.org/10.1186/s12904-022-00942-3 Ojo, E. O., & Thiamwong, L. (2022). Effects of nurse-led

NURS FPX 5007 Assessment 1 Leadership Styles Application Name Capella university NURS-FPX 5007 Leadership for Nursing Practice Prof. Name Date Leadership Styles Application Effectively addressing workplace challenges in healthcare requires selecting appropriate leadership styles to promote staff well-being, accountability, and optimal patient outcomes. This analysis examines three leadership styles—Transformational, Democratic, and Transactional Leadership—that could be applied to a complex managerial challenge involving an experienced nurse, Marty. She has been struggling with personal difficulties that have led to repeated tardiness, absenteeism, and sleeping at work. These behaviors have caused frustration among her colleagues, who feel overburdened by covering her responsibilities, and complaints from other departments regarding her performance. Although her supervisor is aware of these concerns, no significant action has been taken, resulting in a tense work environment. Implementing effective leadership strategies is crucial to restoring team morale and ensuring high-quality patient care (Gashaye et al., 2023). Major Tenets of Leadership Styles Different leadership styles offer unique approaches to managing workplace challenges. The following discussion explores the characteristics of three leadership styles and how they could address the issues surrounding Marty’s performance. Transformational Leadership Transformational leadership focuses on inspiring and motivating employees to reach their full potential by fostering a positive work environment. Leaders using this style seek to understand their employees’ personal and professional challenges, offering necessary support and resources. In Marty’s case, a transformational leader could acknowledge her struggles and provide support to help her improve her work-life balance. Open communication and encouragement could enhance team morale and mitigate resentment among her colleagues, ultimately fostering a sense of unity and motivation in the workplace (Tsapnidou et al., 2024). Democratic Leadership Democratic leadership emphasizes collaboration, inclusivity, and shared decision-making. Leaders using this approach engage employees in discussions to address workplace concerns, promoting accountability and ownership among team members. Applying this style to Marty’s situation, a democratic leader would encourage an open conversation between Marty and her colleagues to explore possible solutions that benefit everyone. By including the team in decision-making, the leader could reduce tension, improve trust, and ensure that Marty’s challenges are managed without overburdening her coworkers (Qtait, 2023). Transactional Leadership Transactional leadership is structured around clear expectations, rewards, and consequences. This approach is focused on maintaining order and enforcing policies that promote productivity. In Marty’s case, a transactional leader would set specific attendance and performance expectations while outlining the consequences of failing to meet these standards. This approach could help establish accountability and ensure that workplace responsibilities are distributed fairly. While transactional leadership provides clarity and structure, it may not address the underlying personal challenges affecting Marty’s performance (Mekonnen & Bayissa, 2023). Effectiveness of Leadership Styles Each leadership style offers distinct advantages in managing Marty’s performance concerns. Transformational leadership would be particularly effective in fostering a supportive environment where Marty feels valued and motivated to improve. By addressing her personal struggles with empathy and encouragement, a transformational leader could boost her commitment to the organization and enhance workplace morale (Tsapnidou et al., 2024). Democratic leadership, on the other hand, would ensure that both Marty and her colleagues have a voice in finding solutions. By involving the entire team in decision-making, this approach could help balance workload distribution while reducing resentment. Encouraging open communication could also enhance teamwork and create a more inclusive work environment (Qtait, 2023). Finally, transactional leadership would establish clear performance expectations and enforce workplace policies, ensuring accountability. While this method provides structure, it lacks a personal touch and may not address Marty’s underlying struggles. However, when combined with elements of other leadership styles, transactional leadership can contribute to a more disciplined and productive workforce (Mekonnen & Bayissa, 2023). Table Format: Leadership Styles and Their Implications Leadership Style Positive Implications Negative Implications Transformational Leadership – Creates a supportive and motivating work environment. – Encourages employee development and personal growth. – Enhances team morale and unity. – Perceived favoritism if one employee receives more attention than others. – Some employees may resist the change, leading to dissatisfaction. – Requires significant time and effort from leaders (Lin et al., 2020). Democratic Leadership – Encourages inclusivity and teamwork. – Reduces workplace tension by allowing employees to share their concerns. – Promotes accountability through shared decision-making. – Decision-making may be time-consuming. – Employees might struggle to reach a consensus, leading to delays. – Could cause stress for Marty if she feels singled out in discussions (Qtait, 2023). Transactional Leadership – Provides clear expectations and consequences. – Enhances accountability and productivity. – Maintains workplace discipline and consistency. – Lacks emotional connection and support for employees. – May not address underlying personal issues. – Could lead to a rigid work environment, reducing flexibility (Richards, 2020). Conclusion Addressing Marty’s performance challenges requires a leadership approach that balances empathy, collaboration, and accountability. Transformational leadership fosters motivation and growth, democratic leadership promotes teamwork and inclusivity, and transactional leadership ensures structure and discipline. A combination of these leadership styles may be the most effective way to support Marty while maintaining a productive and positive healthcare environment. By implementing an appropriate leadership strategy, managers can enhance team morale, ensure fair workload distribution, and maintain high-quality patient care. References Gashaye, M., Tilahun, D., Belay, A., & Bereka, B. (2023). Perceived utilization of leadership styles among nurses. Risk Management and Healthcare Policy, 16(1), 215–224. https://doi.org/10.2147/rmhp.s388966 Lin, C. pei, Xian, J., Li, B., & Huang, H. (2020). Transformational leadership and employees’ thriving at work: The mediating roles of challenge-hindrance stressors. Frontiers in Psychology, 11(1), 1–19. https://doi.org/10.3389/fpsyg.2020.01400 Mekonnen, M., & Bayissa, Z. (2023). The effect of transformational and transactional leadership styles on organizational readiness for change among health professionals. Sage Open Nursing, 9(9). https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10336755/ NURS FPX 5007 Assessment 1 Leadership Styles Application Qtait, M. (2023). Head nurses’ leadership styles and nurses’ performance systematic review. International Journal of Africa Nursing Sciences, 18(1), 100564. https://doi.org/10.1016/j.ijans.2023.100564 Richards, A. (2020). Exploring the benefits and limitations of transactional leadership in healthcare. Nursing Standard, 35(12), 46–50. https://doi.org/10.7748/ns.2020.e11593 Tsapnidou, E., Kelesi, M., Rovithis, M., Katharakis, G., Gerogianni, G., Dafogianni, C., Toylia, G., Fasoi, G., & Stavropoulou, A. (2024). Transformational leadership—quality achievements and benefits for the healthcare organizations: