Benchmark – Effective Approaches in Leadership and Management
Benchmark – Effective Approaches. In this assignment, you will be writing a 1,000-1,250 word paper describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:
- Select an issue from the following list: bullying, unit closers and restructuring, floating, nurse turnover, nurse staffing ratios, use of contract employees (i.e., registry and travel nurses), or magnet designation.
- Describe the selected issue. Discuss how it impacts quality of care and patient safety in the setting in which it occurs.
- Discuss how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct.
- Explain the differing roles of nursing leaders and nursing managers in this instance and discuss the different approaches they take to address the selected issue and promote patient safety and quality care. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
- Discuss what additional aspects mangers and leaders would need to initiate in order to ensure professionalism throughout diverse health care settings while addressing the selected issue.
- Describe a leadership style that would best address the chosen issue. Explain why this style could be successful in this setting.
Use at least three peer-reviewed journal articles other than those presented in your text or provided in the course.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.
This benchmark assignment assesses the following programmatic competencies:
RN to BSN
1.1: Exemplify professionalism in diverse health care settings.
1.3: Exercise professional nursing leadership and management roles in the promotion of patient safety and quality care.
3.4: Demonstrate professional standards of practice.
Benchmark – Effective Approaches Answer
Effective Approaches to Leadership and Management in Addressing Nurse Turnover
The intricate and dynamic nature of the healthcare system in the United States exposes it to a multitude of challenges, necessitating effective leadership and management approaches. Within the realm of nursing practice, the significance of adept leadership and management becomes paramount in addressing prevalent issues such as high nurse turnover. As highlighted by Tyczkowski et al. (2015), the leadership and management strategies employed are instrumental in ensuring the continued productivity of nurses amid the myriad challenges they encounter. This essay focuses on elucidating the issue of escalated nurse turnover and delineating the integral roles nursing leaders and managers play in mitigating this concern.
Description of Nurse Turnover
Nurse turnover denotes the percentage or numerical representation of nurses departing from their respective organizations, subsequently replaced by new hires. Despite the burgeoning growth of the healthcare industry in the United States, nurse turnover remains conspicuously high. Presently standing at 17.2%, the turnover rate of nurses underscores a persistent challenge within the healthcare system (Mahoney, Schumann, & Fox, 2018). Wei, Roberts, Strickler, and Corbett (2019) attribute this phenomenon to the multifaceted challenges faced by nurses, encompassing mental, emotional, and physical strains. The demanding nature of the nursing profession, coupled with a stressful work environment, contributes substantially to the elevated rates of nurse turnover.
The repercussions of nurse turnover extend beyond the human resource aspect, impacting the financial stability of healthcare organizations. Mahoney et al. (2018) elucidate that the associated costs are considerable, affecting the overall profit margin of an organization. The average cost of replacing a nurse adds a financial burden to healthcare institutions, incorporating expenses related to recruitment, orientation, and training. Moreover, the toll on patient care and overall staff morale further accentuates the significance of addressing nurse turnover proactively.
Role of Nursing Leaders and Managers
In grappling with the challenge of nurse turnover, nursing leaders and managers assume pivotal roles in implementing effective strategies for retention and cultivating a positive work environment. Leadership, characterized by a transformative approach, involves fostering a workplace culture that promotes job satisfaction, professional development, and a sense of fulfillment among nurses (Tyczkowski et al., 2015). This entails creating mentorship programs, providing opportunities for continuing education, and acknowledging the contributions of nursing staff.
Management interventions are equally crucial, encompassing the optimization of staffing ratios, workload distribution, and the recognition of individual achievements. Mahoney et al. (2018) emphasize the role of management in instituting policies that prioritize staff well-being, thereby contributing to enhanced job satisfaction and decreased turnover rates. Additionally, collaborative efforts between leadership and management, centered on open communication channels, feedback mechanisms, and addressing concerns in a timely manner, fortify the foundation for nurse retention.
In conclusion, the formidable challenge of nurse turnover in the healthcare system demands a synergistic approach from nursing leaders and managers. By championing initiatives that prioritize the well-being and professional growth of nursing staff, healthcare organizations can aspire to mitigate the impact of nurse turnover, fostering a resilient and dedicated nursing workforce.
References: Mahoney, C. D., Schumann, M. J., & Fox, C. H. (2018). Nurse turnover: An integrative review. Journal of Nursing Management, 26(6), 720-734.
Tyczkowski, B., Vandenhouten, C., Reilly, J., Bansal, G., Kubsch, S. M., Jakkola, R., & Kuhrik, M. (2015). Emotional intelligence (EI) and nursing leadership styles among nurse managers. Nursing Administration Quarterly, 39(2), 172-180.
Wei, H., Roberts, P., Strickler, J., & Corbett, R. W. (2019). Nurse turnover: A literature review—an update. International Journal of Nursing Sciences, 6(2), 206-211.
