Nursing Leader Organizational.docx
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This document provides instructions for students to interview a healthcare leader who could serve as their preceptor for their doctoral project. Students are asked to evaluate the leader's qualifications and leadership style, assess their organizational role in relation to quality and safety standards, and identify a potential gap or opportunity for a doctoral project topic. Students should ask questions to understand the leader's credentials, position, and approach to communication, collaboration, data management and championing quality improvement. The summary should be 3-5 pages evaluating the leader's suitability as a preceptor and proposing a doctoral project idea based on an identified need within the organization.
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Recommended
Complete a leadership self-assessment of 5–7 pages.Be sure you r.docx
Complete a leadership self-assessment of 5–7 pages.
Be sure you read all of the requirements for this assessment and review the suggested resources to see if they may be useful in completing the assessment.
The health care environment is complex, requiring leadership that is comprehensive and collaborative in the field. It is essential for leaders to be well-versed in a range of areas (practice, research, education) as a means of effective engagement with interprofessional communities. Effective leaders have heightened awareness of self and individual leadership styles, leading to professional growth, career advancement, and the ability to develop leaders for the future across the fields of practice (nursing, health administration, public health).
This assessment provides an opportunity to analyze your own leadership qualities to create a portrait of the effective health care professional and leader you aspire to be.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Explain the concepts, principles, and characteristics of effective health care leadership.
Analyze one's leadership strengths and weaknesses, in reference to one or more leadership theories or styles found in the literature.
Explain how one's specific leadership characteristics enable oneself to guide, educate, inform, and influence others in managing change.
Competency 2: Explain the role of health care leaders in facilitating interprofessional collaboration.
Explain how one's specific leadership characteristics help oneself build and maintain interprofessional collaborative relationships.
Competency 3: Analyze standards of professional ethics and the principles of diversity and inclusion as applied by health care leaders in real-world situations.
Explain how one can best apply the principles of ethical leadership, given one's leadership style.
Explain why diversity and inclusion are important to employee relations and the provision of safe, high-quality health care.
Explain how one's specific leadership characteristics prepare oneself to develop and lead a diverse team of employees and serve a diverse community, within an ethical framework.
Competency 4: Determine the influence of the practitioner-scholar role on professional practice and leadership development.
Explain how research skills and critical thinking guide effective decision making and foster integrity in research and professional practice.
Competency 5: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with applicable organizational, professional, and scholarly standards.
Write coherently to support a central idea, using correct grammar, mechanics, and APA formatting.
.
Professional Identity and.docx
The document summarizes a leadership interview with a nurse charge leader. The interview identifies the leader's role as overseeing health care teams and resources to improve efficiency. The leader ensures medical personnel have what they need to provide care and are accountable. The leader also determines team assignments and allocates resources, identifying as a steward of health care. The leader views professionalism as responsibilities requiring competence and accountability. Leaders exercising advocacy, authenticity, and using influence and power with colleagues is seen as important for setting policies and overseeing quality.
Leadership Self-Assessment Scoring GuideCRITERIA NON-PERFO.docx
Leadership Self-Assessment Scoring Guide
CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED
Analyze one's leadership
strengths and weaknesses,
in reference to one or more
leadership theories or styles
found in the literature.
Does not describe a
leadership theory.
Describes a leadership
theory, but does not apply
it to an analysis of
personal leadership
strengths and
weaknesses.
Analyzes one's leadership
strengths and weaknesses,
in reference to one or more
leadership theories or styles
found in the literature.
Analyzes one’s leadership strengths
and weaknesses, in reference to one
or more leadership theories or styles
found in the literature, and
acknowledges one’s own biases or
underlying assumptions.
Explain how one’s specific
leadership characteristics
enable oneself to guide,
educate, inform, and
influence others in
managing change.
Does not describe
examples of the role of
leadership in managing
change.
Describes examples of the
role of leadership in
managing change.
Explains how one’s specific
leadership characteristics
enable oneself to guide,
educate, inform, and
influence others in managing
change.
Explains how one’s specific
leadership characteristics enable
oneself to guide, educate, inform, and
influence others in managing change;
provides specific and relevant
examples of past successes,
strategies, or best practices that
support assertions and conclusions.
Explain how one’s specific
leadership characteristics
help oneself to build and
maintain interprofessional
collaborative relationships.
Does not describe
examples of the role of
leadership in building and
maintaining
interprofessional
collaborative relationships.
Describes examples of the
role of leadership in
building and maintaining
interprofessional
collaborative relationships.
Explains how one’s specific
leadership characteristics
help oneself to build and
maintain interprofessional
collaborative relationships.
Explains how one’s specific
leadership characteristics help
oneself to build and maintain
interprofessional collaborative
relationships; provides specific and
relevant examples of past successes,
strategies, or best practices that
support assertions and conclusions.
Explain how one can best
apply the principles of
ethical leadership, given
one’s leadership style.
Does not describe
principles of ethics that
apply to health care
leadership.
Describes principles of
ethics that apply to health
care leadership.
Explains how one can best
apply the principles of ethical
leadership, given one’s
leadership style.
Explains how one can best apply the
principles of ethical leadership, given
one’s leadership style. Includes
examples of successes, areas of
potential growth, and hopes for future
accomplishment.
Explain why diversity and
inclusion are important to
employee relations and the
provision of safe, high-
quality health care.
Does not provide a brief,
sum ...
Leadership derailment
1) Leadership derailment occurs when high-potential leaders fail to meet expectations and are demoted or plateau, costing organizations significantly.
2) Research identifies behaviors that typically cause derailment, like an overfocus on self or rules rather than strategy, communication, and empathy.
3) Leaders can avoid derailment by developing self-awareness, openness to learning, and addressing motivations and skills through coaching.
DISCUSSION TOPIC 1 Leadership CompetenciesREADING 1.Robert .docx
DISCUSSION TOPIC 1: Leadership Competencies
READING 1.
Robert House (1996) initially developed Pathgoal theory to explain workplace leadership. The theory builds on two work motivation theories of goal setting and expectancy theory. Goal setting theory is based on the idea that an effective way to motivate employees is to set challenging goals that are both realistic and offer a reward for completion. Expectancy theory helps explain why people work hard to attain goals and suggest employees will work hard if they believe completing their goals will lead to a reward such as a bonus or promotion and that the behaviors they engage in are likely to help them meet their goal. Employees who do not value the reward associated with the goal or believe that a particular behavior will help then reach that goal they will not be motivated to reach their goals (House, 1996).
Pathgoal theory also suggests that effective leaders are the ones who can help there employees reach the goals of the organization and that the leaders have the responsibility to provide the employees the necessary tools, including information and support to reach those goals. Leaders must help their followers with goal attainment by removing obstacles that might prevent them from reaching their goals. It important to consider that pathgoal theory is a contingency theory and an effective leader must adopt a style of leadership that matches the needs of the employees in any given situation. There are four main leadership styles identified by the theory that includes Supportive, Directive, Participative, and Achievement oriented (Avolio, 2007). Supportive leadership requires the leader to identify with the needs of the subordinate and that they create a positive atmosphere for them to work in. Directive leadership requires that a leader give their employees clear guidelines and let them know what is expected of them by enforcing rules and procedures. Participative leadership requires that a leader consult with their subordinates and consider their opinions and suggestions when determining the strategy to meet their goals. Finally, the Achievement oriented style uses a method in which challenging goals are set to emphasize excellence and building confidence that the employees are capable of working to high standards. It is also important to recognize that the style of leadership will depend on environmental factors such as the nature of the task and internal factors such as the experience and abilities of the employees.
For the situation given in this week’s discussion supportive leadership would probably not be the best choice. This is because supportive leadership is most effective when the tasks are somewhat routine, boring, or even dangerous. This type of leadership helps remove negative aspects of the job. Directive leadership is best applied to situations in which there is much uncertainty within the working environment and direction helps clarify and redu.
· Write an executive summary, 4-5 pages in length, of existing out.docx
· Write an executive summary, 4-5 pages in length, of existing outcome measures related to a performance issue uncovered in your gap analysis that you intend to address.
Introduction
Note: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
As a nurse leader, you must be able to access, identify, and describe outcome measures as they relate to safety and quality problems in your organization.
This assessment provides an opportunity to examine existing outcome measures, assess their strategic value, and present your findings to executive leaders in a manner that will help you gain their support.
Quality and safety are everyone's responsibility as a team of interprofessional care delivery partners. Together we develop policies that support quality and safe care delivery. As part of the interprofessional team, nurses are leaders in care and thus are responsible and accountable for leading and providing safe quality care.
Health care delivery is structured around evidenced-based information. Quality is defined by exploring proven, evidenced-based information. After reviewing and defining evidenced-based information, the interprofessional team applies this knowledge to assess the organization's or the practice setting's ability to provide evidenced-based care delivery. When a gap in care is identified, it is important to propose an evidenced-based change and to execute a plan for improved care.
Your summary of relevant outcome measures is based on your findings from the quality and safety gap analysis you completed in the previous assessment.
Preparation
Your analysis of the gap between current and desired performance was the first step toward improving outcomes. You now have the information you need to move forward with proposed changes. Your next step is to focus on existing outcome measures and their relationship to the systemic problem you are addressing. For this assessment, you have been asked to draft a summary of existing outcome measures for your organization's executive team to raise awareness of the problem and the strategic value of existing measures.
Note: As you revise your writing, check out the resources listed on the Writing Center's
Writing Supportpage.
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
Building stakeholder support is crucial to fostering and sustaining change. Therefore, as you approach this assessment, think about the stakeholders w.
Carson Dye - Enhancing Physician Engagement
This document discusses the importance of physician leadership development programs for healthcare organizations. It notes that developing physician leadership skills can help improve quality, costs and outcomes. Effective physician leadership development programs have several key elements, such as a well-articulated vision, a formal selection process, use of real-world examples, opportunities for self-awareness and behavioral skills assessment, and discussions on career progression and mentoring. Investing in these programs supports an organization's clinical integration and positions physicians to be actively engaged partners.
Professional Identity.docx
Your core values focus on in-depth mastery and correct formatting to guide your professional identity as a new nurse leader. The article will discuss developing leadership attributes that balance management duties with leadership responsibilities. It will include an organizational chart showing nurse roles from micro to macro levels supporting the mission to improve patient outcomes. The summary will also cover techniques for identifying quality issues, applying standards to quality initiatives, and using communication to address staffing challenges and prioritization to improve quality as an interdisciplinary leader through understanding change theory and environmental/cultural dynamics.
Recommended
Complete a leadership self-assessment of 5–7 pages.Be sure you r.docx
Complete a leadership self-assessment of 5–7 pages.
Be sure you read all of the requirements for this assessment and review the suggested resources to see if they may be useful in completing the assessment.
The health care environment is complex, requiring leadership that is comprehensive and collaborative in the field. It is essential for leaders to be well-versed in a range of areas (practice, research, education) as a means of effective engagement with interprofessional communities. Effective leaders have heightened awareness of self and individual leadership styles, leading to professional growth, career advancement, and the ability to develop leaders for the future across the fields of practice (nursing, health administration, public health).
This assessment provides an opportunity to analyze your own leadership qualities to create a portrait of the effective health care professional and leader you aspire to be.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Explain the concepts, principles, and characteristics of effective health care leadership.
Analyze one's leadership strengths and weaknesses, in reference to one or more leadership theories or styles found in the literature.
Explain how one's specific leadership characteristics enable oneself to guide, educate, inform, and influence others in managing change.
Competency 2: Explain the role of health care leaders in facilitating interprofessional collaboration.
Explain how one's specific leadership characteristics help oneself build and maintain interprofessional collaborative relationships.
Competency 3: Analyze standards of professional ethics and the principles of diversity and inclusion as applied by health care leaders in real-world situations.
Explain how one can best apply the principles of ethical leadership, given one's leadership style.
Explain why diversity and inclusion are important to employee relations and the provision of safe, high-quality health care.
Explain how one's specific leadership characteristics prepare oneself to develop and lead a diverse team of employees and serve a diverse community, within an ethical framework.
Competency 4: Determine the influence of the practitioner-scholar role on professional practice and leadership development.
Explain how research skills and critical thinking guide effective decision making and foster integrity in research and professional practice.
Competency 5: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with applicable organizational, professional, and scholarly standards.
Write coherently to support a central idea, using correct grammar, mechanics, and APA formatting.
.
Professional Identity and.docx
The document summarizes a leadership interview with a nurse charge leader. The interview identifies the leader's role as overseeing health care teams and resources to improve efficiency. The leader ensures medical personnel have what they need to provide care and are accountable. The leader also determines team assignments and allocates resources, identifying as a steward of health care. The leader views professionalism as responsibilities requiring competence and accountability. Leaders exercising advocacy, authenticity, and using influence and power with colleagues is seen as important for setting policies and overseeing quality.
Leadership Self-Assessment Scoring GuideCRITERIA NON-PERFO.docx
Leadership Self-Assessment Scoring Guide
CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED
Analyze one's leadership
strengths and weaknesses,
in reference to one or more
leadership theories or styles
found in the literature.
Does not describe a
leadership theory.
Describes a leadership
theory, but does not apply
it to an analysis of
personal leadership
strengths and
weaknesses.
Analyzes one's leadership
strengths and weaknesses,
in reference to one or more
leadership theories or styles
found in the literature.
Analyzes one’s leadership strengths
and weaknesses, in reference to one
or more leadership theories or styles
found in the literature, and
acknowledges one’s own biases or
underlying assumptions.
Explain how one’s specific
leadership characteristics
enable oneself to guide,
educate, inform, and
influence others in
managing change.
Does not describe
examples of the role of
leadership in managing
change.
Describes examples of the
role of leadership in
managing change.
Explains how one’s specific
leadership characteristics
enable oneself to guide,
educate, inform, and
influence others in managing
change.
Explains how one’s specific
leadership characteristics enable
oneself to guide, educate, inform, and
influence others in managing change;
provides specific and relevant
examples of past successes,
strategies, or best practices that
support assertions and conclusions.
Explain how one’s specific
leadership characteristics
help oneself to build and
maintain interprofessional
collaborative relationships.
Does not describe
examples of the role of
leadership in building and
maintaining
interprofessional
collaborative relationships.
Describes examples of the
role of leadership in
building and maintaining
interprofessional
collaborative relationships.
Explains how one’s specific
leadership characteristics
help oneself to build and
maintain interprofessional
collaborative relationships.
Explains how one’s specific
leadership characteristics help
oneself to build and maintain
interprofessional collaborative
relationships; provides specific and
relevant examples of past successes,
strategies, or best practices that
support assertions and conclusions.
Explain how one can best
apply the principles of
ethical leadership, given
one’s leadership style.
Does not describe
principles of ethics that
apply to health care
leadership.
Describes principles of
ethics that apply to health
care leadership.
Explains how one can best
apply the principles of ethical
leadership, given one’s
leadership style.
Explains how one can best apply the
principles of ethical leadership, given
one’s leadership style. Includes
examples of successes, areas of
potential growth, and hopes for future
accomplishment.
Explain why diversity and
inclusion are important to
employee relations and the
provision of safe, high-
quality health care.
Does not provide a brief,
sum ...
Leadership derailment
1) Leadership derailment occurs when high-potential leaders fail to meet expectations and are demoted or plateau, costing organizations significantly.
2) Research identifies behaviors that typically cause derailment, like an overfocus on self or rules rather than strategy, communication, and empathy.
3) Leaders can avoid derailment by developing self-awareness, openness to learning, and addressing motivations and skills through coaching.
DISCUSSION TOPIC 1 Leadership CompetenciesREADING 1.Robert .docx
DISCUSSION TOPIC 1: Leadership Competencies
READING 1.
Robert House (1996) initially developed Pathgoal theory to explain workplace leadership. The theory builds on two work motivation theories of goal setting and expectancy theory. Goal setting theory is based on the idea that an effective way to motivate employees is to set challenging goals that are both realistic and offer a reward for completion. Expectancy theory helps explain why people work hard to attain goals and suggest employees will work hard if they believe completing their goals will lead to a reward such as a bonus or promotion and that the behaviors they engage in are likely to help them meet their goal. Employees who do not value the reward associated with the goal or believe that a particular behavior will help then reach that goal they will not be motivated to reach their goals (House, 1996).
Pathgoal theory also suggests that effective leaders are the ones who can help there employees reach the goals of the organization and that the leaders have the responsibility to provide the employees the necessary tools, including information and support to reach those goals. Leaders must help their followers with goal attainment by removing obstacles that might prevent them from reaching their goals. It important to consider that pathgoal theory is a contingency theory and an effective leader must adopt a style of leadership that matches the needs of the employees in any given situation. There are four main leadership styles identified by the theory that includes Supportive, Directive, Participative, and Achievement oriented (Avolio, 2007). Supportive leadership requires the leader to identify with the needs of the subordinate and that they create a positive atmosphere for them to work in. Directive leadership requires that a leader give their employees clear guidelines and let them know what is expected of them by enforcing rules and procedures. Participative leadership requires that a leader consult with their subordinates and consider their opinions and suggestions when determining the strategy to meet their goals. Finally, the Achievement oriented style uses a method in which challenging goals are set to emphasize excellence and building confidence that the employees are capable of working to high standards. It is also important to recognize that the style of leadership will depend on environmental factors such as the nature of the task and internal factors such as the experience and abilities of the employees.
For the situation given in this week’s discussion supportive leadership would probably not be the best choice. This is because supportive leadership is most effective when the tasks are somewhat routine, boring, or even dangerous. This type of leadership helps remove negative aspects of the job. Directive leadership is best applied to situations in which there is much uncertainty within the working environment and direction helps clarify and redu.
· Write an executive summary, 4-5 pages in length, of existing out.docx
· Write an executive summary, 4-5 pages in length, of existing outcome measures related to a performance issue uncovered in your gap analysis that you intend to address.
Introduction
Note: Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
As a nurse leader, you must be able to access, identify, and describe outcome measures as they relate to safety and quality problems in your organization.
This assessment provides an opportunity to examine existing outcome measures, assess their strategic value, and present your findings to executive leaders in a manner that will help you gain their support.
Quality and safety are everyone's responsibility as a team of interprofessional care delivery partners. Together we develop policies that support quality and safe care delivery. As part of the interprofessional team, nurses are leaders in care and thus are responsible and accountable for leading and providing safe quality care.
Health care delivery is structured around evidenced-based information. Quality is defined by exploring proven, evidenced-based information. After reviewing and defining evidenced-based information, the interprofessional team applies this knowledge to assess the organization's or the practice setting's ability to provide evidenced-based care delivery. When a gap in care is identified, it is important to propose an evidenced-based change and to execute a plan for improved care.
Your summary of relevant outcome measures is based on your findings from the quality and safety gap analysis you completed in the previous assessment.
Preparation
Your analysis of the gap between current and desired performance was the first step toward improving outcomes. You now have the information you need to move forward with proposed changes. Your next step is to focus on existing outcome measures and their relationship to the systemic problem you are addressing. For this assessment, you have been asked to draft a summary of existing outcome measures for your organization's executive team to raise awareness of the problem and the strategic value of existing measures.
Note: As you revise your writing, check out the resources listed on the Writing Center's
Writing Supportpage.
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
Building stakeholder support is crucial to fostering and sustaining change. Therefore, as you approach this assessment, think about the stakeholders w.
Carson Dye - Enhancing Physician Engagement
This document discusses the importance of physician leadership development programs for healthcare organizations. It notes that developing physician leadership skills can help improve quality, costs and outcomes. Effective physician leadership development programs have several key elements, such as a well-articulated vision, a formal selection process, use of real-world examples, opportunities for self-awareness and behavioral skills assessment, and discussions on career progression and mentoring. Investing in these programs supports an organization's clinical integration and positions physicians to be actively engaged partners.
Professional Identity.docx
Your core values focus on in-depth mastery and correct formatting to guide your professional identity as a new nurse leader. The article will discuss developing leadership attributes that balance management duties with leadership responsibilities. It will include an organizational chart showing nurse roles from micro to macro levels supporting the mission to improve patient outcomes. The summary will also cover techniques for identifying quality issues, applying standards to quality initiatives, and using communication to address staffing challenges and prioritization to improve quality as an interdisciplinary leader through understanding change theory and environmental/cultural dynamics.
Health Care Delivery Models and Nursing PracticeExamine change
This document outlines an assignment for nursing students to write a 1,000-1,250 word paper discussing changes to the US healthcare system through recent laws and regulations and their effects on nursing practice. Students are asked to: 1) outline a current healthcare law and its impact on nursing; 2) discuss how quality measures and pay-for-performance affect patient outcomes and nursing's role; 3) discuss emerging nursing leadership roles; and 4) predict future changes to nursing practice in the next five years. Students are required to cite at least three sources published within the last five years.
NHS5004 - Collaboration, Communication, and Case Analysis for .docx
NHS5004 - Collaboration, Communication, and Case Analysis for Master's Learners
Assessment 1 Response Letter
Dear Lynnette,
Desirable leadership qualities
References
List References in APA format
1
2
Print
Leadership and Group Collaboration Scoring Guide
Criteria
Non-performance
Basic
Proficient
Distinguished
Describe leadership qualities desirable for the proposed project.
Does not identify leadership qualities desirable for the proposed project.
Identifies leadership qualities desirable for the proposed project.
Describes leadership qualities desirable for the proposed project.
Describes in detail desirable leadership qualities that are specifically appropriate for the proposed project.
Compare one’s own leadership skills against those of a chosen health care leader.
Does not compare one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader in a way that does not illuminate similarities and differences.
Compares one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader, using specific examples or actions that illustrate the similarities and differences.
Explain one’s role as project leader, using approaches from a selected leadership model.
Does not explain one’s role as project leader using approaches from a selected leadership model.
Explains one’s role as project leader, but does not reference approaches from a selected leadership model.
Explains one’s role as project leader, using approaches from a selected leadership model.
Explains one’s role as project leader in detail, referencing approaches from a selected leadership model with support from academic resources.
Describe an approach to effectively facilitate collaboration among a professional team.
Does not describe an approach to facilitate collaboration among a professional team.
Describes an approach that is unlikely to facilitate collaboration among a professional team.
Describes an approach to effectively facilitate collaboration among a professional team.
Describes multiple approaches to effectively facilitate collaboration among a professional team.
Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Does not respond to the assignment prompt and/or does not organize text appropriately, uses inappropriate tone, or does not include structurally sound sentences.
Addresses the assignment purpose with minimal issues related to evidence, tone, and sentence structure.
Addresses assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Presents a focused purpose through strong organizational skills. Presents evidence through strong paraphrasing/summarizing and appropriate tone and sentence structure.
.
NHS5004 - Collaboration, Communication, and Case Analysis for .docx
NHS5004 - Collaboration, Communication, and Case Analysis for Master's Learners
Assessment 1 Response Letter
Dear Lynnette,
Desirable leadership qualities
References
List References in APA format
1
2
Print
Leadership and Group Collaboration Scoring Guide
Criteria
Non-performance
Basic
Proficient
Distinguished
Describe leadership qualities desirable for the proposed project.
Does not identify leadership qualities desirable for the proposed project.
Identifies leadership qualities desirable for the proposed project.
Describes leadership qualities desirable for the proposed project.
Describes in detail desirable leadership qualities that are specifically appropriate for the proposed project.
Compare one’s own leadership skills against those of a chosen health care leader.
Does not compare one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader in a way that does not illuminate similarities and differences.
Compares one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader, using specific examples or actions that illustrate the similarities and differences.
Explain one’s role as project leader, using approaches from a selected leadership model.
Does not explain one’s role as project leader using approaches from a selected leadership model.
Explains one’s role as project leader, but does not reference approaches from a selected leadership model.
Explains one’s role as project leader, using approaches from a selected leadership model.
Explains one’s role as project leader in detail, referencing approaches from a selected leadership model with support from academic resources.
Describe an approach to effectively facilitate collaboration among a professional team.
Does not describe an approach to facilitate collaboration among a professional team.
Describes an approach that is unlikely to facilitate collaboration among a professional team.
Describes an approach to effectively facilitate collaboration among a professional team.
Describes multiple approaches to effectively facilitate collaboration among a professional team.
Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Does not respond to the assignment prompt and/or does not organize text appropriately, uses inappropriate tone, or does not include structurally sound sentences.
Addresses the assignment purpose with minimal issues related to evidence, tone, and sentence structure.
Addresses assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Presents a focused purpose through strong organizational skills. Presents evidence through strong paraphrasing/summarizing and appropriate tone and sentence structure.
...
Implementing Quality Initiatives in Healthcare Organizations.docx
The document discusses implementing quality initiatives in healthcare organizations and provides instructions for an assessment on analyzing an existing quality improvement initiative. Students are asked to evaluate a QI initiative at their workplace related to a disease, condition, or public health issue. They must analyze the initiative's benchmarks and outcomes, incorporate perspectives from interprofessional team members, and recommend improvements. The analysis should be 5-7 pages long, cite at least 4 scholarly sources, and follow APA style guidelines.
Develop a presentation, augmented by 12–15 slides, for administr.docx
Develop a presentation, augmented by 12–15 slides, for administrative leaders and stakeholders that outlines your plan to develop or enhance a culture of quality and safety within your organization or practice setting.
Note:
Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
As a nurse leader, you will be expected to communicate effectively with leaders and stakeholders at all levels in an organization in a variety of ways, depending on your purpose and your audience. Being able to deliver effective presentations is one important skill you will likely be called upon to use often.
This assessment provides an opportunity to hone your presentation skills and enlist the support of stakeholder groups who will be key to achieving desired changes in the organization and developing or enhancing a culture of quality and safety.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Analyze quality and safety outcomes from an administrative and systems perspective.
Summarize the key aspects of a plan to develop or enhance a culture of safety.
Competency 2: Determine how outcome measures promote quality and safety processes within an organization.
Identify current outcome measures related to quality and safety.
Competency 3: Determine how specific organizational functions, policies, processes, procedures, norms, and behaviors can be used to build reliability and high-performing organizations.
Identify existing organizational functions, processes, and behaviors affecting quality and safety.
Competency 4: Synthesize the various aspects of the nurse leader's role in developing, promoting, and sustaining a culture of quality and safety.
Explain the steps needed to achieve improved outcomes.
Create a future vision of an organization's potential to develop and sustain a culture of quality and safety and the nurse leader's role developing that potential.
Competency 5: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with applicable organizational, professional, and scholarly standards.
Argue persuasively to obtain agreement with, and support from, administrative leaders and stakeholders in an organization for a plan to develop or enhance a culture of safety.
Support main points, arguments, and conclusions with relevant and credible evidence, correctly formatting citations and references using APA style.
Questions to Consider
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your.
Write an analysis, 4–5 pages in length, of the gap between curre.docx
Write an analysis, 4–5 pages in length, of the gap between current and desired performance, with respect to the provision of safe, high-quality patient care.
Note:
Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
As a nurse leader, you must be able to assess your organization's ability to deliver safe, high-quality patient care. In so doing, you may be required to perform a gap analysis of a quality or safety issue as the first step in improving outcomes. Failure to meet benchmarks for safe and effective patient care can have reimbursement, regulatory, and legal consequences.
This assessment provides an opportunity to develop the knowledge, skills, and attitudes required to successfully implement changes that improve patient outcomes by:
Evaluating the current culture of an organization.
Performing an outcomes gap analysis.
Determining what changes are needed to bridge the gap.
Examining current thinking on this topic contained in the literature.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Analyze quality and safety outcomes from an administrative and systems perspective.
Identify a systemic problem in an organization related to adverse quality and safety outcomes.
Propose specific practice changes within an organization that will improve quality and safety outcomes and bridge the gap between current and desired performance.
Prioritize proposed practice changes.
Competency 2: Determine how outcome measures promote quality and safety processes within an organization
Determine how proposed practice changes will foster a culture of quality and safety.
Competency 3: Determine how specific organizational functions, policies, processes, procedures, norms, and behaviors can be used to build reliable and high-performing organizations.
Determine how a particular organizational culture or hierarchy might affect or contribute to adverse quality and safety outcomes.
Justify necessary changes to particular organizational functions, processes, and behaviors that correct or mitigate adverse quality and safety outcomes.
Competency 5: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with applicable organizational, professional, and scholarly standards.
Communicate analysis data and information clearly and accurately, using correct grammar and mechanics.
Integrate relevant and credible sources of evidence to support assertions, correctly formatting citations and references using APA style.
Context
Quality and safety are everyone's responsibility as a team of interprofessional care delivery partners. Together we develop policies that support quality and safe care delivery. As part of the interprofessional team.
Practice Proposal Final.docx
This document summarizes an evidence-based practice proposal for changing the management of hypertension at an organization. The proposal has seven sections: 1) an assessment finding barriers like poor communication but readiness for change, 2) a problem statement on the lack of exercise prescription, 3) a literature review finding evidence that exercise reduces complications, 4) a solution of prescribing exercise, 5) alignment with organizational goals of reducing disease burden, 6) a methodology of educating providers and monitoring outcomes, and 7) use of Rogers' Diffusion of Innovation theory to drive the practice change. The goal is to successfully translate evidence on exercise into the standard of care for hypertension patients.
Knowledge Center ArticleLEADERSHIP ASSESSMENThttpswww.heid.docx
Knowledge Center: Article
LEADERSHIP ASSESSMENT
https://www.heidrick.com/Knowledge-Center/Article/What-is-your-leadership-signature
WHAT'S YOUR LEADERSHIP SIGNATURE?
12/12/2015
Karen Rosa West, PhD
TAGS: + Leadership Assessment + CEO Focus + Talent Strategy & Management
Why do some business leaders thrive while others flounder? Professional qualifications and technical competencies (the whats of leadership) play an important role, of course, but far more often we’ve observed that success or failure depends on how leaders lead — specifically, how leaders’ styles mesh with their teams and the cultures of their organizations.
An empirical research project we conducted to better understand these dynamics, and the behavioral patterns that underpin them, identified eight leadership styles, or archetypes. Taken together, they suggest implications for senior executives looking to better understand — and improve — their leadership skills, for teams seeking to improve their dynamics, and for organizations striving to improve the overall effectiveness of their leaders.
To learn more about the leadership styles, and to take a brief assessment, see our article in Harvard Business Review. The assessment provides immediate feedback about your style — potential strengths, weaknesses, and blind spots — and pinpoints the settings where you’ll be most and least effective.
What we did
To better understand how leaders lead and what contributes to effective leadership, we created a psychometric survey to measure three interrelated facets of leadership that our experience suggests are important differentiators. Specifically, we wanted to see to what degree leaders possessed 1) a “thriving mind-set”[1] (including a clear sense of purpose, deep commitment to learning, and conveyed sense of optimism); 2) a combination of social, self, and situational awareness; and 3) essential leadership values such as a performance orientation, ethical integrity, ability to collaborate, and openness to change, among others.
The survey included 1,006 largely US-based executives of director level and above at companies with 250 or more employees. The respondents represented a broad range of industries and functions. Importantly, our survey questions were designed to highlight the ambiguity and fluidity of the kinds of real-life situations that senior executives face. We did this by asking respondents to rate themselves on a continuum between sets of opposing, yet equally “right,” choices (for example, “I prefer a changing environment” versus “I prefer a stable environment,” or “I love to win” versus “I hate to lose”). Factor analysis allowed us to isolate the dozen or so survey questions (from the original 72) that together accounted for the vast majority of the variance we observed in the responses.
What we learned
When we looked at the patterns in the data and conducted further statistical analyses on them, including cluster analysis, we discovered something interesting: eigh ...
Application Taking a StandEffective leaders have a high degre.docx
Application: Taking a Stand
Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.
As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.
At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.
For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.
To prepare:
Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources.
To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style, including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between
ethical, moral, and legal leadership.
Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?
To complete:
Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:
1) Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper.
1) Consider an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it.
2) Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue.
3) Consider your leadership styles identified by your self-assessment and determine if they act as a barrier or facilitation during this dilemma.
R.
Interprofessional Collaboration.pdf
The document provides instructions for an assignment to draft a proposal for an interprofessional team to address a quality-related issue in healthcare. The proposal must identify the problem, causes, a plan of action including who should be involved, and how progress will be reported. It must be 4-6 pages long and follow APA style guidelines. Several resources are provided to aid research and proposal development, focusing on interprofessional collaboration, leadership approaches, and quality improvement examples.
Week 10 interview project
This document summarizes an interview with a healthcare administrator. The administrator believes in motivating people to achieve their goals. They think the most difficult challenges are making timely decisions and helping at any time. They wish they could change laws to be more flexible and work fewer hours. The administrator sees themselves influencing policy in 5 years. They advise students to never give up on their goals. Their leadership style focuses on empowering followers through communication and teamwork.
Week 10 interview project
The document summarizes an interview with a healthcare administrator. The administrator believes in motivating people to achieve their goals and tasks. They consider their leadership style to be democratic and contingent on the situation. Some challenges they face include ensuring timely decision making and having the right tools to solve problems. Their goal is to remain in their position for 5 years to gain more experience in the complex healthcare industry.
Leadership Self-AssessmentLeadership is defined in many wa.docx
Leadership Self-Assessment
Leadership is defined in many ways by many people. Some believe it can be learned, some believe it is innate or intuitive. The amount
of recent literature devoted to the theme of leadership is tremendous. When you examine the literature you will notice there are
endless opinions about what leadership is, how leaders are developed, the psychological factors associated with leadership, the traits
needed for effective leadership, the political aspects of leadership, and the unique elements of the academic environment.
Approaches to leadership are different in diverse situations and in various environments. Review the matrix below to see theories of
leadership and elements that make them different. The goal of the matrix is to assist you in understanding the various leadership
theories and the relationship between them.
Characteristics of Leadership Theories
Transactional Transformational Servant Charismatic Contingency Trait
Origin Burns, 1978 Burns, 1978 Greenleaf, 1970 House, 1976 Fiedler, 1964 Galton, 1869
Major Premise Leaders exchange
something with
followers to advance
both of their agendas.
Leader is interested in
developing followers to
their fullest potential.
Authority given
to followers.
Beliefs imparted
to followers.
To be effective, the
leader's style fits
the context of the
setting.
Leadership qualities are
genetic characteristics
of a family and passed
through generations.
Role of the
Leader
Rewards or disciplines. Motivates and inspires. Helps followers
achieve their
goals.
Role model for
beliefs imparted
to followers.
Is either task
motivated or
relationship
motivated.
Distinctive physical and
psychological
characteristics account
for leader effectiveness.
Role of the
Follower
Performs in exchange
for something.
Works for the greater
good of the group and
society in general.
Is empowered. Trust in the
leader's ideology.
Not applicable. Not defined.
Personality
Characteristics
of the Leader
Authoritarian,
negotiator, influential.
Charismatic,
inspirational, role model,
enabler.
Servant,
nurturer,
listener,
empathetic,
moral.
Self-confident,
dominant, role
model,
influential.
Varies depending
on the fit of the
setting.
Intelligence, strong
values, high level of
personal energy.
What Type of Leader Are You?
Your leadership style is your perception of how leadership should be. This self-assessment instrument will help you better
understand your own leadership style. Awareness of your style and recognition of the styles of others can help you more effectively
strategize how you perform your leadership duties and how you manage situations from a leadership position.
As you complete the survey, please keep in mind:
• There is no right or wrong answers.
• Nobody will judge you by your responses, but participating will provide you with an interesting foundation for future work in the
course.
• When you have completed the surve ...
Speak to the idea of feminism from your perspective and.docx
The document asks students to discuss their perspectives on feminism by answering several questions: 1) What they were taught about feminism by family/culture, 2) If they identify as a feminist and how that label may change based on audience, 3) The most important issue regarding feminism/gender equality today, 4) Whether the quote about privilege and equality resonates regarding gender, and 5) What they wish another gender understood about their experiences. Students are asked to write a minimum 270-word initial post responding to the questions.
What is the logic behind How.docx
Demand/Supply Integration (DSI) aims to align demand signals with supply planning to achieve an ideal state where inventory levels and production schedules match customer demand. However, issues like data or system silos between functions can prevent the ideal DSI state. Warehouses and distribution centers create value in the supply chain by storing inventory in strategic locations to efficiently meet customer demand and support supply chain operations.
Thinking about password identify two that you believe are.docx
Brute force and dictionary attacks are two of the most dangerous password attacks. Brute force attacks can reveal passwords by trying all possible combinations, while dictionary attacks use common words and personal information to crack passwords. Organizations can implement strong password policies, multi-factor authentication, and monitoring for brute force attempts to better protect against these attacks.
The student will demonstrate and articulate proficiency in.docx
The student will demonstrate their clinical reasoning and prioritizing skills by reviewing a client case study, gathering evaluation and test results, and using this data to develop both long term and short term goals for the client's plan of care. To complete this assignment, the student will be provided a case study involving various impairments and dysfunctions and will analyze the evaluation to determine and write appropriate long and short term goals.
To help lay the foundation for your study of postmodern.docx
This document provides guidance for studying postmodern models of marriage and family therapy. It lists topics for discussion with a professor including social constructionism versus systems theory, postmodern philosophy assumptions versus modernist therapists, components of the recovery model, and identifying a personal model of MFT. Students are asked to discuss one unclear concept with the professor to improve their understanding.
TITLE Digital marketing before and after pandemic Sections that.docx
This document outlines the required sections for a report on digital marketing before and after the pandemic. The report must include an Introduction section describing the topic, a Discussion section comparing digital marketing practices pre- and post-pandemic, and a Conclusion section. An additional section on changes in consumer habits during the pandemic is recommended. Each section should be briefly described and references included.
This assignment focuses on Marxist students will educate.docx
The document instructs students to analyze the 2014 Flint, Michigan lead water crisis from a Marxist class perspective. Students are asked to educate themselves on the crisis, present the demographics of Flint, and explain the issues. They should then apply Marxist's two-class analysis of bourgeoisie and proletariat, as well as two social concepts, relating these to the crisis. At least two peer-reviewed sources no older than five years should validate the arguments.
Upton Souls of Black.docx
The document provides a prompt for a 2-page journal entry discussing the role of art in promoting social change in America, referring to at least three works read in class: Upton Sinclair's "The Jungle", W.E.B. Du Bois's "The Souls of Black Folk", and Richard Wright's "Native Son". The journal must specifically analyze how these three novels addressed and impacted social issues through literature, supported by references from the texts, and should reflect knowledge of the authors and themes without summarizing plot.
What is a In this.docx
The document discusses cybersecurity topics including botnets, intrusion detection systems, international efforts to support Ukrainian cyber defense, and cyber threat intelligence analysis regarding video conferencing software vulnerabilities. Specifically, it asks the reader to:
1) Name 5 intrusion detection system alternatives to Snort.
2) Describe 3 international efforts that support Ukrainian cyber defense based on a provided table from a Carnegie Endowment website.
3) Compile lists of known vulnerabilities in Zoom, Cisco WebEx, and Microsoft Teams and recommend one based on security. It also asks the reader to identify resources with official patch notes for these tools and discuss the details and timings provided in the notes and whether they would change the initial recommendation.
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Health Care Delivery Models and Nursing PracticeExamine change
This document outlines an assignment for nursing students to write a 1,000-1,250 word paper discussing changes to the US healthcare system through recent laws and regulations and their effects on nursing practice. Students are asked to: 1) outline a current healthcare law and its impact on nursing; 2) discuss how quality measures and pay-for-performance affect patient outcomes and nursing's role; 3) discuss emerging nursing leadership roles; and 4) predict future changes to nursing practice in the next five years. Students are required to cite at least three sources published within the last five years.
NHS5004 - Collaboration, Communication, and Case Analysis for .docx
NHS5004 - Collaboration, Communication, and Case Analysis for Master's Learners
Assessment 1 Response Letter
Dear Lynnette,
Desirable leadership qualities
References
List References in APA format
1
2
Print
Leadership and Group Collaboration Scoring Guide
Criteria
Non-performance
Basic
Proficient
Distinguished
Describe leadership qualities desirable for the proposed project.
Does not identify leadership qualities desirable for the proposed project.
Identifies leadership qualities desirable for the proposed project.
Describes leadership qualities desirable for the proposed project.
Describes in detail desirable leadership qualities that are specifically appropriate for the proposed project.
Compare one’s own leadership skills against those of a chosen health care leader.
Does not compare one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader in a way that does not illuminate similarities and differences.
Compares one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader, using specific examples or actions that illustrate the similarities and differences.
Explain one’s role as project leader, using approaches from a selected leadership model.
Does not explain one’s role as project leader using approaches from a selected leadership model.
Explains one’s role as project leader, but does not reference approaches from a selected leadership model.
Explains one’s role as project leader, using approaches from a selected leadership model.
Explains one’s role as project leader in detail, referencing approaches from a selected leadership model with support from academic resources.
Describe an approach to effectively facilitate collaboration among a professional team.
Does not describe an approach to facilitate collaboration among a professional team.
Describes an approach that is unlikely to facilitate collaboration among a professional team.
Describes an approach to effectively facilitate collaboration among a professional team.
Describes multiple approaches to effectively facilitate collaboration among a professional team.
Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Does not respond to the assignment prompt and/or does not organize text appropriately, uses inappropriate tone, or does not include structurally sound sentences.
Addresses the assignment purpose with minimal issues related to evidence, tone, and sentence structure.
Addresses assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Presents a focused purpose through strong organizational skills. Presents evidence through strong paraphrasing/summarizing and appropriate tone and sentence structure.
.
NHS5004 - Collaboration, Communication, and Case Analysis for .docx
NHS5004 - Collaboration, Communication, and Case Analysis for Master's Learners
Assessment 1 Response Letter
Dear Lynnette,
Desirable leadership qualities
References
List References in APA format
1
2
Print
Leadership and Group Collaboration Scoring Guide
Criteria
Non-performance
Basic
Proficient
Distinguished
Describe leadership qualities desirable for the proposed project.
Does not identify leadership qualities desirable for the proposed project.
Identifies leadership qualities desirable for the proposed project.
Describes leadership qualities desirable for the proposed project.
Describes in detail desirable leadership qualities that are specifically appropriate for the proposed project.
Compare one’s own leadership skills against those of a chosen health care leader.
Does not compare one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader in a way that does not illuminate similarities and differences.
Compares one’s own leadership skills against those of a chosen health care leader.
Compares one’s own leadership skills against those of a chosen health care leader, using specific examples or actions that illustrate the similarities and differences.
Explain one’s role as project leader, using approaches from a selected leadership model.
Does not explain one’s role as project leader using approaches from a selected leadership model.
Explains one’s role as project leader, but does not reference approaches from a selected leadership model.
Explains one’s role as project leader, using approaches from a selected leadership model.
Explains one’s role as project leader in detail, referencing approaches from a selected leadership model with support from academic resources.
Describe an approach to effectively facilitate collaboration among a professional team.
Does not describe an approach to facilitate collaboration among a professional team.
Describes an approach that is unlikely to facilitate collaboration among a professional team.
Describes an approach to effectively facilitate collaboration among a professional team.
Describes multiple approaches to effectively facilitate collaboration among a professional team.
Address assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Does not respond to the assignment prompt and/or does not organize text appropriately, uses inappropriate tone, or does not include structurally sound sentences.
Addresses the assignment purpose with minimal issues related to evidence, tone, and sentence structure.
Addresses assignment purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
Presents a focused purpose through strong organizational skills. Presents evidence through strong paraphrasing/summarizing and appropriate tone and sentence structure.
...
Implementing Quality Initiatives in Healthcare Organizations.docx
The document discusses implementing quality initiatives in healthcare organizations and provides instructions for an assessment on analyzing an existing quality improvement initiative. Students are asked to evaluate a QI initiative at their workplace related to a disease, condition, or public health issue. They must analyze the initiative's benchmarks and outcomes, incorporate perspectives from interprofessional team members, and recommend improvements. The analysis should be 5-7 pages long, cite at least 4 scholarly sources, and follow APA style guidelines.
Develop a presentation, augmented by 12–15 slides, for administr.docx
Develop a presentation, augmented by 12–15 slides, for administrative leaders and stakeholders that outlines your plan to develop or enhance a culture of quality and safety within your organization or practice setting.
Note:
Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
As a nurse leader, you will be expected to communicate effectively with leaders and stakeholders at all levels in an organization in a variety of ways, depending on your purpose and your audience. Being able to deliver effective presentations is one important skill you will likely be called upon to use often.
This assessment provides an opportunity to hone your presentation skills and enlist the support of stakeholder groups who will be key to achieving desired changes in the organization and developing or enhancing a culture of quality and safety.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Analyze quality and safety outcomes from an administrative and systems perspective.
Summarize the key aspects of a plan to develop or enhance a culture of safety.
Competency 2: Determine how outcome measures promote quality and safety processes within an organization.
Identify current outcome measures related to quality and safety.
Competency 3: Determine how specific organizational functions, policies, processes, procedures, norms, and behaviors can be used to build reliability and high-performing organizations.
Identify existing organizational functions, processes, and behaviors affecting quality and safety.
Competency 4: Synthesize the various aspects of the nurse leader's role in developing, promoting, and sustaining a culture of quality and safety.
Explain the steps needed to achieve improved outcomes.
Create a future vision of an organization's potential to develop and sustain a culture of quality and safety and the nurse leader's role developing that potential.
Competency 5: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with applicable organizational, professional, and scholarly standards.
Argue persuasively to obtain agreement with, and support from, administrative leaders and stakeholders in an organization for a plan to develop or enhance a culture of safety.
Support main points, arguments, and conclusions with relevant and credible evidence, correctly formatting citations and references using APA style.
Questions to Consider
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your.
Write an analysis, 4–5 pages in length, of the gap between curre.docx
Write an analysis, 4–5 pages in length, of the gap between current and desired performance, with respect to the provision of safe, high-quality patient care.
Note:
Each assessment in this course builds on the work you completed in the previous assessment. Therefore, you must complete the assessments in this course in the order in which they are presented.
As a nurse leader, you must be able to assess your organization's ability to deliver safe, high-quality patient care. In so doing, you may be required to perform a gap analysis of a quality or safety issue as the first step in improving outcomes. Failure to meet benchmarks for safe and effective patient care can have reimbursement, regulatory, and legal consequences.
This assessment provides an opportunity to develop the knowledge, skills, and attitudes required to successfully implement changes that improve patient outcomes by:
Evaluating the current culture of an organization.
Performing an outcomes gap analysis.
Determining what changes are needed to bridge the gap.
Examining current thinking on this topic contained in the literature.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Analyze quality and safety outcomes from an administrative and systems perspective.
Identify a systemic problem in an organization related to adverse quality and safety outcomes.
Propose specific practice changes within an organization that will improve quality and safety outcomes and bridge the gap between current and desired performance.
Prioritize proposed practice changes.
Competency 2: Determine how outcome measures promote quality and safety processes within an organization
Determine how proposed practice changes will foster a culture of quality and safety.
Competency 3: Determine how specific organizational functions, policies, processes, procedures, norms, and behaviors can be used to build reliable and high-performing organizations.
Determine how a particular organizational culture or hierarchy might affect or contribute to adverse quality and safety outcomes.
Justify necessary changes to particular organizational functions, processes, and behaviors that correct or mitigate adverse quality and safety outcomes.
Competency 5: Communicate effectively with diverse audiences, in an appropriate form and style, consistent with applicable organizational, professional, and scholarly standards.
Communicate analysis data and information clearly and accurately, using correct grammar and mechanics.
Integrate relevant and credible sources of evidence to support assertions, correctly formatting citations and references using APA style.
Context
Quality and safety are everyone's responsibility as a team of interprofessional care delivery partners. Together we develop policies that support quality and safe care delivery. As part of the interprofessional team.
Practice Proposal Final.docx
This document summarizes an evidence-based practice proposal for changing the management of hypertension at an organization. The proposal has seven sections: 1) an assessment finding barriers like poor communication but readiness for change, 2) a problem statement on the lack of exercise prescription, 3) a literature review finding evidence that exercise reduces complications, 4) a solution of prescribing exercise, 5) alignment with organizational goals of reducing disease burden, 6) a methodology of educating providers and monitoring outcomes, and 7) use of Rogers' Diffusion of Innovation theory to drive the practice change. The goal is to successfully translate evidence on exercise into the standard of care for hypertension patients.
Knowledge Center ArticleLEADERSHIP ASSESSMENThttpswww.heid.docx
Knowledge Center: Article
LEADERSHIP ASSESSMENT
https://www.heidrick.com/Knowledge-Center/Article/What-is-your-leadership-signature
WHAT'S YOUR LEADERSHIP SIGNATURE?
12/12/2015
Karen Rosa West, PhD
TAGS: + Leadership Assessment + CEO Focus + Talent Strategy & Management
Why do some business leaders thrive while others flounder? Professional qualifications and technical competencies (the whats of leadership) play an important role, of course, but far more often we’ve observed that success or failure depends on how leaders lead — specifically, how leaders’ styles mesh with their teams and the cultures of their organizations.
An empirical research project we conducted to better understand these dynamics, and the behavioral patterns that underpin them, identified eight leadership styles, or archetypes. Taken together, they suggest implications for senior executives looking to better understand — and improve — their leadership skills, for teams seeking to improve their dynamics, and for organizations striving to improve the overall effectiveness of their leaders.
To learn more about the leadership styles, and to take a brief assessment, see our article in Harvard Business Review. The assessment provides immediate feedback about your style — potential strengths, weaknesses, and blind spots — and pinpoints the settings where you’ll be most and least effective.
What we did
To better understand how leaders lead and what contributes to effective leadership, we created a psychometric survey to measure three interrelated facets of leadership that our experience suggests are important differentiators. Specifically, we wanted to see to what degree leaders possessed 1) a “thriving mind-set”[1] (including a clear sense of purpose, deep commitment to learning, and conveyed sense of optimism); 2) a combination of social, self, and situational awareness; and 3) essential leadership values such as a performance orientation, ethical integrity, ability to collaborate, and openness to change, among others.
The survey included 1,006 largely US-based executives of director level and above at companies with 250 or more employees. The respondents represented a broad range of industries and functions. Importantly, our survey questions were designed to highlight the ambiguity and fluidity of the kinds of real-life situations that senior executives face. We did this by asking respondents to rate themselves on a continuum between sets of opposing, yet equally “right,” choices (for example, “I prefer a changing environment” versus “I prefer a stable environment,” or “I love to win” versus “I hate to lose”). Factor analysis allowed us to isolate the dozen or so survey questions (from the original 72) that together accounted for the vast majority of the variance we observed in the responses.
What we learned
When we looked at the patterns in the data and conducted further statistical analyses on them, including cluster analysis, we discovered something interesting: eigh ...
Application Taking a StandEffective leaders have a high degre.docx
Application: Taking a Stand
Effective leaders have a high degree of self-awareness and know how to leverage their strengths in the workplace. Assessments are a valuable tool that professionals can use to learn more about themselves and consider how their temperament and preferences influence their interactions with others.
As you engage in this learning process, it is important to remember that everyone—regardless of temperament type or related preferences—experiences some challenges with regard to leadership. The key to success is being able to recognize and leverage your own strengths while honoring differences among your colleagues.
At some point in your leadership career, you will encounter an ethical or moral dilemma that requires you to take a stand and defend your position.
For this Assignment, you evaluate an issue and consider how you could act as a moral agent or advocate, facilitating the resolution of the issue for a positive outcome.
To prepare:
Consider the examples of leadership demonstrated in this week’s media presentation and the other Learning Resources.
To further your self-knowledge, you are required to complete the Kiersey Temperament as indicated in this week’s Learning Resources. Consider your leadership style, including your strengths for leading others and include your results from Kiersey Temperament Sorter to describe potential challenges related to your leadership style.
Mentally survey your work environment, or one with which you are familiar, and identify a timely issue/dilemma that requires you to perform the leadership role of moral agent or advocate to improve a situation (e.g., speaking or acting on behalf of a vulnerable patient, the need for appropriate staffing, a colleague being treated unfairly).
What ethical, moral, or legal skills, dispositions, and/or strategies would help you resolve this dilemma? Define the differences between
ethical, moral, and legal leadership.
Finally, consider the values and principles that guide the nursing profession; the organization’s mission, vision, and values; the leadership and management competencies addressed in this course; and your own values and reasons for entering the profession. What motivation do you see for taking a stand on an important issue even when it is difficult to do so?
To complete:
Write a 4 to 5 page paper (page count does not include title and reference page) that addresses the following:
1) Introduce the conceptual frameworks of the ethical constructs of ethics, moral, or legal standards and the purpose of the paper.
1) Consider an ethical, moral, or legal dilemma that you have encountered in your work environment and describe it.
2) Analyze the moral, ethical, and legal implications utilized in this situation. Describe your role as a moral agent or advocate for this specific issue.
3) Consider your leadership styles identified by your self-assessment and determine if they act as a barrier or facilitation during this dilemma.
R.
Interprofessional Collaboration.pdf
The document provides instructions for an assignment to draft a proposal for an interprofessional team to address a quality-related issue in healthcare. The proposal must identify the problem, causes, a plan of action including who should be involved, and how progress will be reported. It must be 4-6 pages long and follow APA style guidelines. Several resources are provided to aid research and proposal development, focusing on interprofessional collaboration, leadership approaches, and quality improvement examples.
Week 10 interview project
This document summarizes an interview with a healthcare administrator. The administrator believes in motivating people to achieve their goals. They think the most difficult challenges are making timely decisions and helping at any time. They wish they could change laws to be more flexible and work fewer hours. The administrator sees themselves influencing policy in 5 years. They advise students to never give up on their goals. Their leadership style focuses on empowering followers through communication and teamwork.
Week 10 interview project
The document summarizes an interview with a healthcare administrator. The administrator believes in motivating people to achieve their goals and tasks. They consider their leadership style to be democratic and contingent on the situation. Some challenges they face include ensuring timely decision making and having the right tools to solve problems. Their goal is to remain in their position for 5 years to gain more experience in the complex healthcare industry.
Leadership Self-AssessmentLeadership is defined in many wa.docx
Leadership Self-Assessment
Leadership is defined in many ways by many people. Some believe it can be learned, some believe it is innate or intuitive. The amount
of recent literature devoted to the theme of leadership is tremendous. When you examine the literature you will notice there are
endless opinions about what leadership is, how leaders are developed, the psychological factors associated with leadership, the traits
needed for effective leadership, the political aspects of leadership, and the unique elements of the academic environment.
Approaches to leadership are different in diverse situations and in various environments. Review the matrix below to see theories of
leadership and elements that make them different. The goal of the matrix is to assist you in understanding the various leadership
theories and the relationship between them.
Characteristics of Leadership Theories
Transactional Transformational Servant Charismatic Contingency Trait
Origin Burns, 1978 Burns, 1978 Greenleaf, 1970 House, 1976 Fiedler, 1964 Galton, 1869
Major Premise Leaders exchange
something with
followers to advance
both of their agendas.
Leader is interested in
developing followers to
their fullest potential.
Authority given
to followers.
Beliefs imparted
to followers.
To be effective, the
leader's style fits
the context of the
setting.
Leadership qualities are
genetic characteristics
of a family and passed
through generations.
Role of the
Leader
Rewards or disciplines. Motivates and inspires. Helps followers
achieve their
goals.
Role model for
beliefs imparted
to followers.
Is either task
motivated or
relationship
motivated.
Distinctive physical and
psychological
characteristics account
for leader effectiveness.
Role of the
Follower
Performs in exchange
for something.
Works for the greater
good of the group and
society in general.
Is empowered. Trust in the
leader's ideology.
Not applicable. Not defined.
Personality
Characteristics
of the Leader
Authoritarian,
negotiator, influential.
Charismatic,
inspirational, role model,
enabler.
Servant,
nurturer,
listener,
empathetic,
moral.
Self-confident,
dominant, role
model,
influential.
Varies depending
on the fit of the
setting.
Intelligence, strong
values, high level of
personal energy.
What Type of Leader Are You?
Your leadership style is your perception of how leadership should be. This self-assessment instrument will help you better
understand your own leadership style. Awareness of your style and recognition of the styles of others can help you more effectively
strategize how you perform your leadership duties and how you manage situations from a leadership position.
As you complete the survey, please keep in mind:
• There is no right or wrong answers.
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