Topic 11: Monitoring and Process Improvement Tools

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Topic 11: Monitoring and Process Improvement Tools

Topic 11: Monitoring and Process Improvement Tools

What level of stakeholders must receive education and training when a quality improvement project is put into place? Explain your rationale and provide an example.

Stakeholders in a quality improvement project include investors or sponsors, top executives, functional managers, customers or patients, employees, end users of a quality improvement intervention, interested organizations, including regulatory bodies and professional organizations, community groups, and the government (Guise et al., 2021). Often, sponsors, top executives, involved organizations, and the government do not require education and training in a quality improvement project. Functional managers, who are involved in governing and controlling operations, employees, patients, and any other quality improvement project end-users, require education and training. In some instances, especially with installing a quality improvement technology, top executives might also require training to familiarize themselves with it.

Functional managers and employees, including healthcare providers, are directly involved in developing and implementing quality improvement projects. Their roles vary, and a quality improvement project often includes new roles according to the kind of intervention. Education and training are fundamental to performing these roles effectively and efficiently. For instance, installing a system to improve patient feedback collection requires training healthcare providers who interact with the user interface to ensure the system delivers as desired. Additionally, training can offer stakeholders the necessary skills to collaborate in the quality improvement project. Interdisciplinary skills are necessary for project development and implementation because quality improvement is a collective action. Project team members, therefore, require training to interact with others and work in teams productively. According to Heckert et al. (2020), training is also fundamental in fostering meaningful stakeholder engagement, which is key for sustainable stakeholder support.

References

Guise, V., Aase, K., Chambers, M., Canfield, C., & Wiig, S. (2021). Patient and stakeholder involvement in resilient healthcare: an interactive research study protocol. BMJ open, 11(6), e049116. https://doi.org/10.1136/bmjopen-2021-049116

Heckert, A., Forsythe, L. P., Carman, K. L., Frank, L., Hemphill, R., Elstad, E. A., Esmail, L., & Lesch, J. K. (2020). Researchers, patients, and other stakeholders’ perspectives on challenges to and strategies for engagement. Research involvement and engagement, 6, 60. https://doi.org/10.1186/s40900-020-00227-0

 
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HCA-650 PICOT Question Template

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HCA-650 (HCA-650 PICOT Question Template)

HCA-650 PICOT Question Template

PICOT Question Template
Section 1: In this section provide one word to describe each section of your proposed PICOT question.
P   Population Nursing Professionals
I   Intervention Nurses’ training and education
C   Comparison No training
O   Outcome Awareness of cognitive biases
T   Timeline 12 weeks
Section 2: Write your PICOT question below using the words listed above.(HCA-650 PICOT Question Template)
PICOT Among nursing professionals, what is the effect of training and education on cognitive biases’ awareness compared with lack of training within 12 weeks?

 
Section 3: Use your PICOT to develop a formalized statement. Use the examples below to help formulate statement.
Among nursing professional (P), what is the effect of training and education(I) on cognitive biases (O) compared with lack of training(C) within 12 weeks(T)?

 

Are ____ (P) who have _______ (I) at ___ (Increased/decreased) risk for/of_______ (O) compared with ______ (P) with/without ______ (C) over _____ (T)?

 

For ________ (P) does the use of ______ (I) reduce the future risk of ________ (O) compared with _________ (C)?

 

Does __________ (I) influence ________ (O) in (subject) who have _______ (P) over ______ (T)?

 

References

Creswell, J. W. (2003). Research design: Qualitative, quantitative, and mixed methods approaches. Sage Publications. https://www.ucg.ac.me/skladiste/blog_609332/objava_105202/fajlovi/Creswell.pdf

Melnyk, B., & Fineout-Overholt, E. (2010). Evidence-based practice in nursing & healthcare. Lippincott Williams & Wilkins.https://www.nursingcenter.com/upload/journals/documents/b01694356.htm

 
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Project Communication Management Plan

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Project Communication Management Plan

A project includes hundreds of responsibilities that need to be handled and communicated appropriately, including task delegation, addressing challenges or setbacks, and ensuring every team member is on the same mission or has shared goals and objectives in mind. The team includes different individuals assigned specific responsibilities. Therefore, consistent communication and collaboration are key to the project’s success (Rani & Amat, 2017). The communication management plan demonstrates how vital information and formal or informal messages will be relayed throughout the project, the people to receive the messages, how they will receive the messages, and how often they will receive the communication. The communication plan will be in the form of written documentation that the team can refer to anytime. The plan will communicate expectations of when various stakeholders will be communicated to. Additionally, the communication plan will increase the project’s visibility and create an opportunity for stakeholders to offer feedback, which will help detect issues early in the project and provide the opportunity to address these issues during meetings.

Project Communication Management Plan

The project communication plan includes:

  • The communication plan’s purpose or goals
  • Information regarding stakeholders and their responsibilities
  • Information to be shared
  • Communication channels or methods
  • Frequency of communication
Purpose Channel Frequency Audience
Kickoff meeting – Introduce the project

– Communicate and affirm objectives, goals, deliverables, and roles and responsibilities

 – In-person meeting

– Remote workers and stakeholders such as company executives will receive a video conference link

 – Once during project initiation -Company executives

– Functional managers

– Project team

– Contractors

– Designer

– Any other stakeholder
Project team meetings – Review the project’s status

– Communicate the weeks objectives and expectations

 – In person meetings – Every Friday at 3 p.m.

– Every Monday at 9 a.m.

 – Project team
Check-ins/meetings recap – Update other interested parties, including company’s top management, state construction regulators, and any other interested individual on the project’s status based on the information gathered during the project meetings – Email

– In-person on request

– Video conference on request

 – Every Monday – Project sponsor

– Top company management

– State construction regulators
Project status meetings – Update company leadership and provide an opportunity for them to ask questions – In-person meeting

– Conference call on request

– Email on request

 – Monthly – Company executives

 
Spartnash Yard Redesign Review – Provide the company’s leadership and other decision-making parties an opportunity to provide feedback regarding the yard redesign and clarify any requirements as the project progresses – In-person meeting

– Documents, design features and photo-updates shared through e-mail.

 – Once after completion of the yard redesign phase because the yard will be redesigned in phases. – Project manager

– Company leadership

– Yard designer

– Contractors

 

This plan will be shared with every stakeholder to ensure they are well informed about the project, various project meetings, the information to be shared, when, methods to use, and the audience. The plan’s primary goal is to keep stakeholders updated on the project status and ensure everyone involved is mindful of the project’s purpose, goals, and benefits to ensure their continued support. The written communication plan will ensure the right eye gets the right information to eliminate misunderstandings.

References

Rani, W. M., & Amat, C. (2017). An Overview of Project Communication Management in Construction Industry Projects. Journal of Civil Engineering & Management, 24(1), 31-42. https://www.researchgate.net/publication/318729763_An_Overview_of_Project_Communication_Management_in_Construction_Industry_Projects

 
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250406 Classical Argument

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( 250406 Classical Argument)

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Classical Argument

Introduction

Nurses’ commitment is addressing other people’s complex healthcare needs with competence and compassion. Nursing is perceived as a calling yet a very demanding and pressuring profession. Nurses experience mental, emotional, physical, and ethical challenges during nursing practice that impact their health and well-being. Depending on the setting and work environment, nurses risk infections, physical and verbal attacks, conflict, and other issues that elevate work-related stress, impacting their health and well-being. Poor nurses’ health and well-being also increase the potential of medical errors and other human errors that compromise patient care quality and safety. Additionally, nurses continue to cope with overwhelming workloads, inadequate resources and PPEs, stigma, and increasing health demands of various patient populations, especially the aging population, which adds to the stresses and demands at the workplace that jeopardize their health and well-being. Addressing nurses’ health and well-being is imperative to increasing job satisfaction and improving the quality and safety of patient care. Since work-related factors can negatively impact nurse health, nurse leaders should take steps to improve the working environment, encourage nurses to adopt self-care strategies, and provide education sessions to improve the well-being of their team members. ( 250406 Classical Argument)

Background

Nurse health and well-being, or lack thereof, significantly impacts nurses, patients, healthcare institutions, and society because nurses struggle to care for others if they cannot care for themselves. Nurse health and well-being are associated with the well-being of patients and are accounted as physical and mental health, job satisfaction, and job engagement. It affects patients and their views on the care quality received and the healthcare system regarding turnover rates and hiring and training costs. Over one million nurses are expected to retire by 2030, which would add to the shortage of nurses in the healthcare system (Flaubert et al., 2021). Retaining nurses and supporting new entries is fundamental to the healthcare workforce’s development, growth, and sustainability. Lack of or poor nurse health and well-being is associated with high turnover rates, increasing the cost of hiring and training new nurses. The National Health Care Retention and RN Staffing Report provide that the healthcare system spends an average of $44,000 on replacing an RN. For hospitals, the turnover cost is about $3.6-6.1 million annually (Flaubert et al., 2021). With these effects on patients and the healthcare system, promoting and facilitating nurse health and well-being is critical to ensure a healthy workforce, patient health and safety, a functioning healthcare system, and the financial health of healthcare institutions.( 250406 Classical Argument)

Work-Related Factors Impact Nurse Health and Well-being

Nurse health and well-being is multifaceted and includes physical health, occupational safety and health, and mental and behavioral health. Work-related factors are attributed to poor or a lack of nurses’ health and well-being, including nurse burnout which is prevalent and has significant effects on patients, healthcare teams, and health organizations. Rates of burnout among nurses in the United States are between 35 and 45 percent (Flaubert et al., 2021). Burnout is associated with emotional exhaustion, a low sense of individual accomplishment, and depersonalization, leading to poor patient outcomes, increased healthcare costs, clinician illness, suicidal thoughts and actions, and high turnover rates. Nurse burnout is attributed to heavy workloads, working overtime, staff shortages, skill-job mismatch, inadequate training, and heavy documentation.

Poor nurse health and well-being lead to compassion fatigue, a nurse’s diminished capacity to offer care at the highest level, attributed to extended exposure to ill people and patients’ traumatic experiences. Factors such as prolonged stress, inadequate support, heavy workloads, many hours per shift, and conflict lead to compassion fatigue, which indicates a lack of nurse well-being (Babapour et al., 2022). Individual factors leading to compassion fatigue include previous exposure to trauma, lack of awareness regarding compassion fatigue, lack of self-care, and diminished ability to set professional boundaries. Furthermore, poor nurse health and well-being, as indicated by compassion fatigue, increase suicidal thoughts and actions. According to Flaubert et al. (2021), nurses reported higher suicide rates than the general population, and little has been done to address the high suicide rates among nurses.

Poor nurse health and well-being include increased use of substances and alcohol to cope with work-related or occupational stress. Nurses report similar rates of substance use disorders as the general population, with about 10 percent reporting SUD (Flaubert et al., 2021). Nurses are also exposed to health problems related to SUD, including trauma and abuse history, substance use at an early age, genetic predisposition, and comorbid mental health disorders, but the risk of use increases due to easy access to controlled substances. High SUD rates among nurses are also linked to workplace stress and lack of education and adequate support (Flaubert et al., 2021). Nurses reporting poor health and well-being report poor physical health, including high overweight and obesity rates related to poor nutrition, lack of adequate sleep, and sedentary lifestyles or limited physical activities. Additionally, the healthcare environment presents ethical challenges that impact nurses’ moral well-being. Moral distress impacts nurse integrity, making responding to moral or ethical uncertainty, ethical dilemmas, and other moral concerns difficult. Moral suffering is a component of poor nurse health and well-being (Flaubert et al., 2021). Moreover, the constant interaction between nurses and patients, families, communities, administrators, and colleagues is necessary, but it can also cause stress that considerably impacts nurse well-being. Negative social interactions, including conflicts, discrimination, bullying, incivility, and racism, are to blame for nurses’ social health and well-being. ( 250406 Classical Argument)

250406 Classical Argument

Nurse Health and Well-being Impact Patient Outcomes

Nurse health and well-being do not affect nurses only but also patients and the overall healthcare delivery. Nurse health and well-being include burnout, compassion fatigue, and poor social, mental, behavioral, physical, and moral health, which are directly linked to patient care quality and safety. Improving nurse health and well-being directly translates to improved patient outcomes, indicating why it is critical to address factors influencing nurse health and well-being (The University of Rhode Island, 2021). Nurse well-being impacts patient experience and the patient’s perception of the care nurses provide. Burned out nurses or those experiencing compassion fatigue, for instance, struggle to provide patients emotional support and show empathy and respect. Moreover, overworked nurses report poor health and well-being, including physical health conditions like obesity and mental health issues like anxiety, depression, and PTSD.

Because nurses spend the most time with patients, poor health compromises patient care. According to The University of Rhode Island (2021), there is a direct relationship between nurse burnout and patient care quality. Aspects of nurse well-being, including burnout and compassion fatigue, trigger exhaustion and cynicism, leading to nurses distancing themselves from patient needs, compromising patient care quality and safety, and leaving patients dissatisfied with their care, leading to more complaints from individuals and their families (The University of Rhode Island, 2021). Patient safety is compromised by poor nurse health and well-being due to breaks out in communication and nursing and interprofessional teamwork, which increase the potential of medical errors that impact patient care. Conclusively, nursing health and well-being are directly associated with healthcare delivery and patient care quality and safety, increasing the need to enhance nurse health and well-being. ( 250406 Classical Argument)

Self-care Strategies, Provider Education, and Addressing Work-related Factors to Improve Nurse Health and Well-being

Addressing workplace factors affecting nurse health and well-being, adopting self-care strategies, and provider education are interventions that can help improve nurse health and well-being. Solving work-related stress, burnout, compassion fatigue, workplace conflict, job engagement, workload issues, and working overtime can help improve the work environment, which is associated with improved nurse health and well-being (Hofmeyer et al., 2020). Nurse leaders should establish healthy working environments to enhance job experience and satisfaction.

Self-care is an intentional effort to cater to one’s mental, physical, and spiritual well-being. To care for others, nurses should first care for themselves because compassion fatigue, workplace stress, and burnout are associated with poor health-promoting self-care. Self-care is considered a self-management tool for nurses to reduce the stress from working in the healthcare environment. Lack of self-care is linked with burnout, poor physical and mental health, depression, weight gain or extreme weight loss, unhealthy eating patterns, demoralization, back injury, and reduced job satisfaction (Williams et al., 2022). More attention is needed to enhance self-care in nurses because self-care helps minimize stress, replenish nurses’ compassion capacity and ability to care for others and improve the quality of care. Self-care serves as a stress management tool, helping nurses reduce work-related stress. Conclusively, adopting self-care practices like mindfulness, self-compassion, and emotional regulation can help nurses reduce stress and attend to their physical, mental, emotional, and spiritual needs (Hofmeyer et al., 2020).

Poor health-promoting self-care is associated with burnout and compassion fatigue, leading to poor patient outcomes and the risk of medical errors. Nursing care relies on empathy and compassion; the more burned out or stressed a nurse is, the more their capacity to offer kindness and compassion suffers (Monroe et al., 2021). Self-care replenishes nurses’ compassion capacity and ability to care for others. Nurses must practice self-compassion and understand their needs before helping others. Nurses should also learn to talk kindly to themselves because kind self-talk is linked to increased compassion capacity and pro-social behaviors like kindness, empathy, and altruism, helping them communicate better with colleagues, patients, and their families (Hofmeyer et al., 2020). In addition, acting with kindness and compassion helps reduce patient suffering and distress.

Empowering education on strategies to improve nurse health and well-being is needed in the working environment. There is a lack of awareness regarding factors affecting nurse health and well-being, including burnout, stress, and compassion fatigue, which limits efforts to address these issues (Chaghari et al., 2017). For instance, nurses may not be aware if they are burnout, stressed, or lack compassion fatigue due to a lack of understanding. Provider education would help nurses understand their characteristics, how to identify these feelings, and how to approach them, including strategies to address burnout, compassion fatigue, and stress to improve their overall wellbeing. ( 250406 Classical Argument)

Opposition and Refutation

An opposing argument is that nursing is a calling and nurses should put the needs and interests of patients first before theirs. Nurses should seek to enhance patient experience and promote quality and safety of care in all encounters. This argument is true because the focus is always to promote patient-centered and holistic care. However, this argument would be unrealistic if nurses forget to care for themselves before caring for others. The Code of Ethics recognizes self-care as a nurse’s responsibility because when nurses are not caring for themselves, they cannot care for their patients (Purdue University Global, 2021). In addition, the American Nurses Association Code of Ethics posits that nurses should extend to themselves the moral respect they extend to others, and nurses owe themselves the same duty they owe to other individuals (Purdue University Global, 2021). Based on these provisions, nurses should care for themselves first before caring for others and promote their health and well-being before that of patients because poor nurse health and well-being are associated with poor patient outcomes. ( 250406 Classical Argument)

Conclusion

Nursing is a demanding profession, and the work environment is pressuring and stressful, impacting nurse health and well-being. Work-related factors, including occupational stress, burnout, compassion fatigue, workplace conflict, heavy workloads, and working overtime, contribute to unhealthy nurse behavior, including poor-health promoting self-care behavior. Promoting a healthy work environment is the foundation of ensuring a healthy workforce. Self-care strategies and providing education are interventions that help improve nurse health and well-being. Nurses should always care for themselves before caring for others. ( 250406 Classical Argument)

References

Babapour, A. R., Gahassab-Mozaffari, N., & Fathnezhad-Kazemi, A. (2022). Nurses’ job stress and its impact on quality of life and caring behaviors: A cross-sectional study. BMC nursing, 21(1), 1-10.

Chaghari, M., Saffari, M., Ebadi, A., & Ameryoun, A. (2017). Empowering Education: A New Model for In-service Training of Nursing Staff. Journal of advances in medical education & professionalism, 5(1), 26–32.

Flaubert, J. L., Le Menestrel, S., Williams, D. R., & Wakefield, M. K. (2021). The future of nursing 2020-2030: Charting a path to achieve health equity.

Hofmeyer, A., Taylor, R., & Kennedy, K. (2020). Knowledge for nurses to better care for themselves so they can better care for others during the Covid-19 pandemic and beyond. Nurse education today, 94, 104503. https://doi.org/10.1016/j.nedt.2020.104503

Monroe, C., Loresto, F., Horton-Deutsch, S., Kleiner, C., Eron, K., Varney, R., & Grimm, S. (2021). The value of intentional self-care practices: The effects of mindfulness on improving job satisfaction, teamwork, and workplace environments. Archives of psychiatric nursing, 35(2), 189–194. https://doi.org/10.1016/j.apnu.2020.10.003

Purdue University Global. (2021, April 28). The importance of self-care for nurses and how to put a plan in place. https://www.purdueglobal.edu/nursing/self-care-for-nurses/

The University of Rhode Island. (2021, July 19). The Importance of Nurse Well-Being. https://online.uri.edu/articles/importance-of-nurse-well-being.aspx

Williams, S. G., Fruh, S., Barinas, J. L., & Graves, R. J. (2022). Self-Care in Nurses. Journal of radiology nursing, 41(1), 22–27. https://doi.org/10.1016/j.jradnu.2021.11.001

 

 
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240400 Discussion Board Rebuttal

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240400 Discussion Board Rebuttal

Discussion Board Rebuttal

The author offers a compelling discussion and reflection on a difficult decision made at the workplace. The workplace is dynamic, and as providers, we experience toxic working environments due to factors such as negative coworkers or individuals lacking the right attitude for the job. Everyone should perform their duty to the best of their ability and employ the right attitude while executing tasks. Dealing with negative coworkers on a daily basis is typical in any working environment and an unfortunate necessity.1 A negative attitude can significantly damage the overall morale of the working environment because it makes tasks seem impossible, take longer time to complete, and makes care uncoordinated. Nonetheless, we should develop interventions to curb such situations and encourage the right attitude at work.

Such attitudes can result from the pressuring nursing environment and other workplace factors, including burnout, compassion fatigue, conflict with patients and colleagues, overwhelming workloads, and working overtime, which have a damaging impact on job satisfaction. Before deciding to fire an employee for not having the right attitude, it is vital for the management to employ other avenues and determine factors contributing to such an attitude.1 It is imperative to analyze the workplace, inquire from other providers regarding the perception of the working environment, and determine any internal or external factors contributing to the situation. Sometimes, the work environment is at fault, and management can seek approaches to improve the work environment and help the problematic employee improve her attitude. In such a situation, as a provider, you needed to remain calm, recognize things you cannot change, speak up when necessary, with the sole purpose of helping the specific employee, avoid the gossip game, and engage other coworkers and leadership in talking to the employee to understand the situation from her perspective and seek ways to help the employee improve her attitude.(240400 Discussion Board Rebuttal)

References

  1. Marshall K. Tips for RNs dealing with negative coworkers. AMN Healthcare. 2020. https://www.americanmobile.com/nursezone/career-development/tips-for-rns-dealing-with-negative-coworkers/
 
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PRE250397 Week 7: The Value of Peer Review

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Week 7: The Value of Peer Review

(PRE250397  Week 7: The Value of Peer Review)

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Practice Question

For adults with a history of Schizophrenia (P) in the inpatient setting, does the implementation of technology with motivational interviewing (I), compared with current practice (C), impact medication nonadherence (O) in 8-10 weeks (T)? (PRE250397  Week 7: The Value of Peer Review)

PRE250397 Week 7: The Value of Peer Review

The Value of the Peer Review Process of offering Feedback as a Future DNP-Prepared Nurse Leader

Peer review refers to team-based learning adopted to encourage reflection on individual behavior, offer professional skills development opportunities, and encourage people to contribute effectively to discussions or teamwork. Students can offer meaningful and positive Feedback, but some may be shy or reluctant to correct their peers or indicate areas of improvement (Burgess et al., 2021). Peer review is adopted to improve peer engagement, incorporate peer feedback in discussions, monitor outcomes, and adequate knowledge, skills, and competency development and acquisition (Lerchenfeldt et al., 2019). It allows peers to be accountable, not only to their educators but also to their peers. It requires learners to work in teams, help each other synthesize information, and communicate with one another. Offering and getting Feedback ensures a practical learning experience among learners, developing reflective learners who can analyze their and peers’ performance (Burgess et al., 2020). Furthermore, it helps create positive views and attitudes towards change and has a more significant impact than Feedback offered by faculty. (PRE250397  Week 7: The Value of Peer Review)

Describe a time when you provided a peer review to a colleague.

As a future DNP-prepared nurse leader, peer review allows learners to develop multiple professional skills relevant to professional practice, including communication, organizational skills, problem-solving, teamwork, and individual and team accountability. These skills are critical to a successful career and fulfilling expected roles and responsibilities. I have had the opportunity to offer peer review in topic discussion responses. In most courses, students must complete weekly discussions and respond to at least two classmates, critiquing, supporting, reflecting on, and offering more insights regarding their peers’ discussion posts. These peer responses taught me many concepts and expounded my understanding of course concepts. I appreciate every opportunity I get to learn from others or offer positive and meaningful Feedback to my peers. (PRE250397  Week 7: The Value of Peer Review)

References

Burgess, A., Roberts, C., Lane, A. S., Haq, I., Clark, T., Kalman, E., … & Bleasel, J. (2021). Peer review in team-based learning: influencing feedback literacy. BMC medical education, 21(1), 426. https://bmcmededuc.biomedcentral.com/articles/10.1186/s12909-021-02821-6

Burgess, A., van Diggele, C., Roberts, C., & Mellis, C. (2020). Feedback in the clinical setting. BMC medical education, 20(Suppl 2), 460. https://doi.org/10.1186/s12909-020-02280-5

Lerchenfeldt, S., Mi, M., & Eng, M. (2019). The utilization of peer feedback during collaborative learning in undergraduate medical education: a systematic review. BMC medical education, 19(1), 321. https://doi.org/10.1186/s12909-019-1755-z

 
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250396 Discussion Board

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Discussion Board

The project topic title is identifying mild traumatic brain injury (mTBI) post-concussive event. Currently, most mTBIs are unrecognized, underdiagnosed, and undertreated, which require further research.2 In this case, a literature search will aid in finding the best available evidence addressing the project topic, including the problem and recommended interventions or approaches to addressing the research problem. Regarding the search strategy, the project topic is already identified, and the remaining steps in the search strategy include developing search terms, search fields, phrases, wildcard and proximity operators, and search limits.

250396 Discussion Board

The search process will involve searching with keywords and exact phrases, adopting truncated and wildcard searches, and searching with subject headings and citations. The search strategy includes searching CINAHL, Embase, MEDLINE, PubMed, Cochrane Library, and Scopus databases for scientific evidence. These databases provide a wide variety of abstracts and full scholarly and peer-reviewed articles. Moreover, the search will include terms such as mild traumatic brain injury, concussion, mTBI symptoms and signs, post-concussive events, post-concussion symptoms, mTBI diagnosis, etiology, prevalence, and treatment.

I will adopt filters during the literature search to identify high-quality studies on the project topic, reducing the total number of records and increasing the likelihood of finding the appropriate records. Methodological search filters, including systematic reviews, randomized controlled trials, and diagnostic and observational studies, will help ease the search process. The search will also adopt MeSH terms for the various databases, including brain concussion or post-concussion syndrome, concuss*, and mild traumatic brain injury, mTBI or post#concuss*. The search process has identified multiple articles related to the project topic. However, Liu et al1, Polinder et al2, and Prince and Bruhns3 directly address the problem and perceived as the best available evidence so far. The search will continue to look for evidence for analysis and synthesis to find the best available evidence. (250396 Discussion Board)

References

  1. Liu Y, Lu L, Li F, Chen YC. Neuropathological Mechanisms of Mild Traumatic Brain Injury: A Perspective From Multimodal Magnetic Resonance Imaging. Front Neurosci. 2022;16:923662. Published 2022 June 17. doi:10.3389/fnins.2022.923662 https://www.frontiersin.org/journals/neuroscience/articles/10.3389/fnins.2022.923662/full
  2. Polinder S, Cnossen MC, Real RGL, et al. A Multidimensional Approach to Post-concussion Symptoms in Mild Traumatic Brain Injury. Front Neurol. 2018;9:1113. Published 2018 December 19. doi:10.3389/fneur.2018.01113 https://pubmed.ncbi.nlm.nih.gov/30619066/
  3. Prince C, Bruhns ME. Evaluation and Treatment of Mild Traumatic Brain Injury: The Role of Neuropsychology. Brain Sci. 2017;7(8):105. Published 2017 August 17. doi:10.3390/brainsci7080105 https://pubmed.ncbi.nlm.nih.gov/28817065/
 
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250406 Classical Argument (Use This)

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(250406 Classical Argument (Use This))

Name

Institution Affiliation

Course

Instructor

Classical Argument

Introduction

Nurses’ commitment is addressing other people’s complex healthcare needs with competence and compassion. Nursing is perceived as a calling yet a very demanding and pressuring profession. Nurses experience mental, emotional, physical, and ethical challenges during nursing practice that impact their health and well-being. Depending on the setting and work environment, nurses risk infections, physical and verbal attacks, conflict, and other issues that elevate work-related stress, impacting their health and well-being. Poor nurses’ health and well-being also increase the potential of medical errors and other human errors that compromise patient care quality and safety. Additionally, nurses continue to cope with overwhelming workloads, inadequate resources and PPEs, stigma, and increasing health demands of various patient populations, especially the aging population, which adds to the stresses and demands at the workplace that jeopardize their health and well-being. Addressing nurses’ health and well-being is imperative to increasing job satisfaction and improving the quality and safety of patient care. Since work-related factors can negatively impact nurse health, nurse leaders should take steps to improve the working environment, encourage nurses to adopt self-care strategies, and provide education sessions to improve the well-being of their team members. (250406 Classical Argument (Use This))

Background

Nurse health and well-being, or lack thereof, significantly impacts nurses, patients, healthcare institutions, and society because nurses struggle to care for others if they cannot care for themselves. Nurse health and well-being are associated with the well-being of patients and are accounted as physical and mental health, job satisfaction, and job engagement. It affects patients and their views on the care quality received and the healthcare system regarding turnover rates and hiring and training costs. Over one million nurses are expected to retire by 2030, which would add to the shortage of nurses in the healthcare system (Flaubert et al., 2021). Retaining nurses and supporting new entries is fundamental to the healthcare workforce’s development, growth, and sustainability. Lack of or poor nurse health and well-being is associated with high turnover rates, increasing the cost of hiring and training new nurses. The National Health Care Retention and RN Staffing Report provide that the healthcare system spends an average of $44,000 on replacing an RN. For hospitals, the turnover cost is about $3.6-6.1 million annually (Flaubert et al., 2021). With these effects on patients and the healthcare system, promoting and facilitating nurse health and well-being is critical to ensure a healthy workforce, patient health and safety, a functioning healthcare system, and the financial health of healthcare institutions. (250406 Classical Argument (Use This))

250406 Classical Argument (Use This)

Work-Related Factors Impact Nurse Health and Well-being

Nurse health and well-being is multifaceted and includes physical health, occupational safety and health, and mental and behavioral health. Work-related factors are attributed to poor or a lack of nurses’ health and well-being, including nurse burnout which is prevalent and has significant effects on patients, healthcare teams, and health organizations. Rates of burnout among nurses in the United States are between 35 and 45 percent (Flaubert et al., 2021). Burnout is associated with emotional exhaustion, a low sense of individual accomplishment, and depersonalization, leading to poor patient outcomes, increased healthcare costs, clinician illness, suicidal thoughts and actions, and high turnover rates. Nurse burnout is attributed to heavy workloads, working overtime, staff shortages, skill-job mismatch, inadequate training, and heavy documentation.

Poor nurse health and well-being lead to compassion fatigue, a nurse’s diminished capacity to offer care at the highest level, attributed to extended exposure to ill people and patients’ traumatic experiences. Factors such as prolonged stress, inadequate support, heavy workloads, many hours per shift, and conflict lead to compassion fatigue, which indicates a lack of nurse well-being (Babapour et al., 2022). Individual factors leading to compassion fatigue include previous exposure to trauma, lack of awareness regarding compassion fatigue, lack of self-care, and diminished ability to set professional boundaries. Furthermore, poor nurse health and well-being, as indicated by compassion fatigue, increase suicidal thoughts and actions. According to Flaubert et al. (2021), nurses reported higher suicide rates than the general population, and little has been done to address the high suicide rates among nurses.

Poor nurse health and well-being include increased use of substances and alcohol to cope with work-related or occupational stress. Nurses report similar rates of substance use disorders as the general population, with about 10 percent reporting SUD (Flaubert et al., 2021). Nurses are also exposed to health problems related to SUD, including trauma and abuse history, substance use at an early age, genetic predisposition, and comorbid mental health disorders, but the risk of use increases due to easy access to controlled substances. High SUD rates among nurses are also linked to workplace stress and lack of education and adequate support (Flaubert et al., 2021). Nurses reporting poor health and well-being report poor physical health, including high overweight and obesity rates related to poor nutrition, lack of adequate sleep, and sedentary lifestyles or limited physical activities. Additionally, the healthcare environment presents ethical challenges that impact nurses’ moral well-being. Moral distress impacts nurse integrity, making responding to moral or ethical uncertainty, ethical dilemmas, and other moral concerns difficult. Moral suffering is a component of poor nurse health and well-being (Flaubert et al., 2021). Moreover, the constant interaction between nurses and patients, families, communities, administrators, and colleagues is necessary, but it can also cause stress that considerably impacts nurse well-being. Negative social interactions, including conflicts, discrimination, bullying, incivility, and racism, are to blame for nurses’ social health and well-being. (250406 Classical Argument (Use This))

Nurse Health and Well-being Impact Patient Outcomes

Nurse health and well-being do not affect nurses only but also patients and the overall healthcare delivery. Nurse health and well-being include burnout, compassion fatigue, and poor social, mental, behavioral, physical, and moral health, which are directly linked to patient care quality and safety. Improving nurse health and well-being directly translates to improved patient outcomes, indicating why it is critical to address factors influencing nurse health and well-being (The University of Rhode Island, 2021). Nurse well-being impacts patient experience and the patient’s perception of the care nurses provide. Burned out nurses or those experiencing compassion fatigue, for instance, struggle to provide patients emotional support and show empathy and respect. Moreover, overworked nurses report poor health and well-being, including physical health conditions like obesity and mental health issues like anxiety, depression, and PTSD.

Because nurses spend the most time with patients, poor health compromises patient care. According to The University of Rhode Island (2021), there is a direct relationship between nurse burnout and patient care quality. Aspects of nurse well-being, including burnout and compassion fatigue, trigger exhaustion and cynicism, leading to nurses distancing themselves from patient needs, compromising patient care quality and safety, and leaving patients dissatisfied with their care, leading to more complaints from individuals and their families (The University of Rhode Island, 2021). Patient safety is compromised by poor nurse health and well-being due to breaks out in communication and nursing and interprofessional teamwork, which increase the potential of medical errors that impact patient care. Conclusively, nursing health and well-being are directly associated with healthcare delivery and patient care quality and safety, increasing the need to enhance nurse health and well-being. (250406 Classical Argument (Use This))

Self-care Strategies, Provider Education, and Addressing Work-related Factors to Improve Nurse Health and Well-being

Addressing workplace factors affecting nurse health and well-being, adopting self-care strategies, and provider education are interventions that can help improve nurse health and well-being. Solving work-related stress, burnout, compassion fatigue, workplace conflict, job engagement, workload issues, and working overtime can help improve the work environment, which is associated with improved nurse health and well-being (Hofmeyer et al., 2020). Nurse leaders should establish healthy working environments to enhance job experience and satisfaction.

Self-care is an intentional effort to cater to one’s mental, physical, and spiritual well-being. To care for others, nurses should first care for themselves because compassion fatigue, workplace stress, and burnout are associated with poor health-promoting self-care. Self-care is considered a self-management tool for nurses to reduce the stress from working in the healthcare environment. Lack of self-care is linked with burnout, poor physical and mental health, depression, weight gain or extreme weight loss, unhealthy eating patterns, demoralization, back injury, and reduced job satisfaction (Williams et al., 2022). More attention is needed to enhance self-care in nurses because self-care helps minimize stress, replenish nurses’ compassion capacity and ability to care for others and improve the quality of care. Self-care serves as a stress management tool, helping nurses reduce work-related stress. Conclusively, adopting self-care practices like mindfulness, self-compassion, and emotional regulation can help nurses reduce stress and attend to their physical, mental, emotional, and spiritual needs (Hofmeyer et al., 2020).

Poor health-promoting self-care is associated with burnout and compassion fatigue, leading to poor patient outcomes and the risk of medical errors. Nursing care relies on empathy and compassion; the more burned out or stressed a nurse is, the more their capacity to offer kindness and compassion suffers (Monroe et al., 2021). Self-care replenishes nurses’ compassion capacity and ability to care for others. Nurses must practice self-compassion and understand their needs before helping others. Nurses should also learn to talk kindly to themselves because kind self-talk is linked to increased compassion capacity and pro-social behaviors like kindness, empathy, and altruism, helping them communicate better with colleagues, patients, and their families (Hofmeyer et al., 2020). In addition, acting with kindness and compassion helps reduce patient suffering and distress.

Empowering education on strategies to improve nurse health and well-being is needed in the working environment. There is a lack of awareness regarding factors affecting nurse health and well-being, including burnout, stress, and compassion fatigue, which limits efforts to address these issues (Chaghari et al., 2017). For instance, nurses may not be aware if they are burnout, stressed, or lack compassion fatigue due to a lack of understanding. Provider education would help nurses understand their characteristics, how to identify these feelings, and how to approach them, including strategies to address burnout, compassion fatigue, and stress to improve their overall wellbeing. (250406 Classical Argument (Use This))

Opposition and Refutation

An opposing argument is that nursing is a calling and nurses should put the needs and interests of patients first before theirs. Nurses should seek to enhance patient experience and promote quality and safety of care in all encounters. This argument is true because the focus is always to promote patient-centered and holistic care. However, this argument would be unrealistic if nurses forget to care for themselves before caring for others. The Code of Ethics recognizes self-care as a nurse’s responsibility because when nurses are not caring for themselves, they cannot care for their patients (Purdue University Global, 2021). In addition, the American Nurses Association Code of Ethics posits that nurses should extend to themselves the moral respect they extend to others, and nurses owe themselves the same duty they owe to other individuals (Purdue University Global, 2021). Based on these provisions, nurses should care for themselves first before caring for others and promote their health and well-being before that of patients because poor nurse health and well-being are associated with poor patient outcomes. (250406 Classical Argument (Use This))

Conclusion

Nursing is a demanding profession, and the work environment is pressuring and stressful, impacting nurse health and well-being. Work-related factors, including occupational stress, burnout, compassion fatigue, workplace conflict, heavy workloads, and working overtime, contribute to unhealthy nurse behavior, including poor-health promoting self-care behavior. Promoting a healthy work environment is the foundation of ensuring a healthy workforce. Self-care strategies and providing education are interventions that help improve nurse health and well-being. Nurses should always care for themselves before caring for others. (250406 Classical Argument (Use This))

References

Babapour, A. R., Gahassab-Mozaffari, N., & Fathnezhad-Kazemi, A. (2022). Nurses’ job stress and its impact on quality of life and caring behaviors: A cross-sectional study. BMC nursing, 21(1), 1-10.

Chaghari, M., Saffari, M., Ebadi, A., & Ameryoun, A. (2017). Empowering Education: A New Model for In-service Training of Nursing Staff. Journal of advances in medical education & professionalism, 5(1), 26–32.

Flaubert, J. L., Le Menestrel, S., Williams, D. R., & Wakefield, M. K. (2021). The future of nursing 2020-2030: Charting a path to achieve health equity.

Hofmeyer, A., Taylor, R., & Kennedy, K. (2020). Knowledge for nurses to better care for themselves so they can better care for others during the Covid-19 pandemic and beyond. Nurse education today, 94, 104503. https://doi.org/10.1016/j.nedt.2020.104503

Monroe, C., Loresto, F., Horton-Deutsch, S., Kleiner, C., Eron, K., Varney, R., & Grimm, S. (2021). The value of intentional self-care practices: The effects of mindfulness on improving job satisfaction, teamwork, and workplace environments. Archives of psychiatric nursing, 35(2), 189–194. https://doi.org/10.1016/j.apnu.2020.10.003

Purdue University Global. (2021, April 28). The importance of self-care for nurses and how to put a plan in place. https://www.purdueglobal.edu/nursing/self-care-for-nurses/

The University of Rhode Island. (2021, July 19). The Importance of Nurse Well-Being. https://online.uri.edu/articles/importance-of-nurse-well-being.aspx

Williams, S. G., Fruh, S., Barinas, J. L., & Graves, R. J. (2022). Self-Care in Nurses. Journal of radiology nursing, 41(1), 22–27. https://doi.org/10.1016/j.jradnu.2021.11.001

 
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Discussion Board 22

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Institutional Affiliation

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Instructor

February 23, 2023

Discussion Board

Discussion Board

The project topic title is identifying mild traumatic brain injury (mTBI) post-concussive event. The project aims to increase the identification of mTBI after a concussive event because, currently, most mTBIs are unrecognized, underdiagnosed, and undertreated.2 Literature search allows the finding of the best available evidence addressing the project topic, including the problem and recommended interventions or approaches to addressing the research problem. Regarding the search strategy, the project topic is already identified, and the remaining steps in the search strategy include developing search terms, search fields, phrases, wildcard and proximity operators, and search limits. The search process will involve searching with keywords and exact phrases, adopting truncated and wildcard searches, and searching with subject headings and citations. The search strategy includes searching CINAHL, Embase, MEDLINE, PubMed, Cochrane Library, and Scopus databases for scientific evidence. These databases provide a wide variety of abstracts and full articles that are scholarly and peer-reviewed. The search will include search terms such as mild traumatic brain injury, concussion, mTBI symptoms and signs, post-concussive events, post-concussion symptoms, mTBI diagnosis, etiology, prevalence, and treatment.

Filters were adopted for the literature search to enhance the identification of high-quality studies on the project topic, reducing the total number of records and increasing the likelihood of finding the appropriate records. Methodological search filters, including systematic reviews, randomized controlled trials, diagnostic studies, and observational studies, will help ease the search process. The search also adopts MeSH terms for the various databases, including brain concussion or post-concussion syndrome, concuss*, and mild traumatic brain injury, mTBI or post#concuss*. The search process has identified multiple articles related to the project topic. However, few articles directly address the problem and are perceived as the best evidence.1,2,3 The search will continue to look for evidence for analysis and synthesis to find the best available evidence. (Discussion Board 22)

References

  1. Liu Y, Lu L, Li F, Chen YC. Neuropathological Mechanisms of Mild Traumatic Brain Injury: A Perspective From Multimodal Magnetic Resonance Imaging. Front Neurosci. 2022;16:923662. Published 2022 June 17. doi:10.3389/fnins.2022.923662 https://www.frontiersin.org/journals/neuroscience/articles/10.3389/fnins.2022.923662/full
  2. Polinder S, Cnossen MC, Real RGL, et al. A Multidimensional Approach to Post-concussion Symptoms in Mild Traumatic Brain Injury. Front Neurol. 2018;9:1113. Published 2018 December 19. doi:10.3389/fneur.2018.01113 https://pubmed.ncbi.nlm.nih.gov/30619066/
  3. Prince C, Bruhns ME. Evaluation and Treatment of Mild Traumatic Brain Injury: The Role of Neuropsychology. Brain Sci. 2017;7(8):105. Published 2017 August 17. doi:10.3390/brainsci7080105 https://pubmed.ncbi.nlm.nih.gov/28817065/
 
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Business Report 2

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(Business Report 2)

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Assignment Due Date

Business Report

Introduction

Business problems can be detrimental to any organization if not adequately and timely addressed. However, to address business problems, it is vital to understand the concepts and the scope of the problem to help develop interventions and strategies that fit the problem. Properly addressing a problem can be a business opportunity, for instance, globalization, information systems integration, and social media marketing are opportunities for businesses to gain competitive edge. Problems addressed in this report include globalization, social media management, and the integration of information systems. Theoretical frameworks or models guide the understanding of concepts, connecting specific businesses to existing knowledge regarding the identified business problems. Theories and models provide the basis for why and how these issues occur and what can be done to address them as an organization. The paper focuses on the theories and models that can be adopted to further understand and address globalization, information systems integration, and social media management. (Business Report 2)

Leadership

Globalization is identified as a leadership problem because it affects the global society, and it results in transformations that are difficult to identify precisely and promptly, and even when the changes are detected, businesses may struggle to cope with these changes (Perez, 2017). Globalization has transformed political, social, and economic aspects that influence business processes, which widens the scope when addressing challenges brought about by globalization. Globalization also impacts the market scenario, which is vital for any business, including consumer behavior, tests and preferences, and perception of local and overseas products. It prompts businesses to realign their decision-making, strategies, marketing approaches, product productions, and consumer relations. (Business Report 2)

Business Report 2

Theory

The theory of liberalism can help understand globalization, which is a market-led extension of modernization, according to this theory. The theory posits that globalization originates from the natural human desire for economic welfare and political liberty, and the need to exercise basic freedom and improve material-well-being creates transplanetary connectivity, which fructifies as technological advances and changes in legal and institutional arrangement to allow markets and liberal democracy to adapt to the changes in world scale (Amadi, 2020).

However, the theory emphasizes that entities tend to overlook the social forces or the impact of transplanatory connectivity on society and how these forces impact technological and institutional underpinnings. The theory provides that attributing these changes or developments to natural human drives and the need for economic growth and political liberty is inadequate. The phenomenon of power is also overlooked, especially power inequalities influence in facilitating globalization and shaping its direction. The theory provides that globalization impacts policy formation, institutions and commerce, social equality, foreign policy, and international politics, which affect business operations and decision-making (Amadi, 2020). To understand globalization and make decisions that align with its impact on society, businesses must address the social forces behind globalization, its impact on institutional underpinnings, power balance, and foreign policy. (Business Report 2)

Applied Framework

Globalization adopts the concepts of economic and social changes, which significantly impact businesses worldwide. In this case, leaders should respond accordingly to this changing trend to achieve positive outcomes. Globalization is attributed to the need to exercise political and economic liberty and increased global interdependence. The theory of liberalism derives the understanding of globalization as the human’s natural desire to allow market and liberal democracy, but also stresses the social forces and power dynamics leading to globalization or attributed to globalization. As applied, liberal assumptions from this theory help understand globalization and the connections between nations, looking at commerce, politics, social equality, foreign policy, democracy, and policy formation, which impact business success. The liberal model is applied to understand international relations, their impact on business, and what leaders can do to adapt to changes attributed to globalization. (Business Report 2)

Mind Map

International relations are attributed to liberalism, which is attributed to people’s understanding and perception that the world has a rational structure, humans have the capacity to understand and explain the world, and people are individualistic but expect the same rights and opportunities. This understanding increases people’s desire for global connectivity and exercising their freedom and desire for the creation of liberal markets and politics, a form of world order that would dictate international relations, which is linked to globalization, describing how the world has become more connected and interdependent. Globalization significantly impacts society, including policy changes, technological adoption, political transformation, economic changes, and human behavior, which affect the business and market scenarios, prompting businesses to realign their decision-making, strategies, marketing approaches, product productions, and consumer relations as demonstrated in the mind map below. (Business Report 2)

Information Systems

Technological adoption has allowed businesses to stay relevant in the current competitive environment because appropriate technology increases the competitive advantage, performance, efficiency, and effectiveness of an organization. However, technological advances are rampant, and businesses should remain at par with these changes. Updating or adopting a new technology prompts businesses to realign business infrastructure, processes, and policies the technology requires (Horváth & Szabó, 2019), creating an integration challenge. Some factors making integrating new technology or updates challenging for a business include lack of proper management and strategy, lack of sufficient training for employees, lack of communication, instability, and lack of contingency plans. In addition, rapid technological advances also challenge integrating technology (Horváth & Szabó, 2019). Proper integration would allow a business to realize positive outcomes. (Business Report 2)

Model

The Technology Acceptance Model can help understand information systems adoption and integration in an organization. The theory posits that successful integration is driven by potential users’ perceived usefulness and ease of use. It recommends parties focus on the perception of the potential user to ease integration. Ensuring an information system is useful and user-friendly increases the human desire to contribute to its adoption and integration (Straub, 2018). Additionally, organizations should determine attitudes and actual behavior when adopting technologies because confidence in the usefulness and usability of an information system increases individual control, competent use of the technology, and flexibility, hence better productivity and successful integration. (Business Report 2)

Marketing

Social media marketing is more contemporary and perceived as a business opportunity that cannot be overlooked because of its impact on society. Businesses have created social media management, a new segment in management, to adapt to changes in the market scenario attributed to social media trends. However, social media management is challenging, and if not done right, it can be consequential for a business. Social media management is challenging due to the increased effort required to ensure the business is up-to-date with daily business trends on different platforms and maintain a 24/7 online presence. Factors, including lack of communication across departments, identification of the right platforms to engage the audience, understanding the target audience, falling organic engagement, and meeting consumer engagement needs, make social media management a challenge for businesses. (Business Report 2)

Theory

Chaffey’s social media theory provides insights into monitoring and facilitating customer interactions and engagement. The theory perceives social media as an informal marketing approach. It posits that companies and customer interactions influence human behavior, hence customer behavior. Therefore, companies can adopt social media strategies to trigger purchasing options among buyers, influencing them to make purchases and maintain brand loyalty (Haule & Swallehe, 2021). This theory provides that organizations need to maintain long-term relations with customers, and social media marketing can be significant in achieving this and improving business performance. However, social media management must be done right to maintain and facilitate interactions and consumer participation. Social media managers should ensure that sharing through digital media generates or reinforces positive ties between the company and consumers and the brand displays the commercial value. (Business Report 2)

Summary

Business research is integral in addressing business problems that have the power to influence business failure or success. Theories and models guide the understanding of business problems, in this case, globalization, information systems integration, and social media management, their impact on business, and offer insights into approaches to address these issues. The report writes on the theory of liberalism to help understand globalization and its drivers, the technology acceptance model to help understand technology adoption and integration and factors influencing successful integration, and Chaffey’s theory of social media and its assumptions on how to make social media marketing successful. These theories will also guide research on these business problems. (Business Report 2)

References

Amadi, L. (2020). Globalization and the changing liberal international order: A review of the literature. Research in Globalization, 2, 100015. https://www.sciencedirect.com/science/article/pii/S2590051X20300046

Haule, S. D., & Swallehe, O. (2021). The Effects of Social Media Marketing on Business Performance of Supermarkets in Tanzania. Journal of Business School. DOI: 10.26677/TR1010.2021.906 https://scholar.archive.org/work/frrt4fgxhzcixmzdrcnbzmiwaa/access/wayback/https://journalbusiness.org/index.php/journalbusiness/article/download/87/80/80

Horváth, D., & Szabó, R. Z. (2019). Driving forces and barriers of Industry 4.0: Do multinational and small and medium-sized companies have equal opportunities? Technological forecasting and social change, 146, 119-132. https://www.researchgate.net/publication/333617786_Driving_forces_and_barriers_of_Industry_40_Do_multinational_and_small_and_medium-sized_companies_have_equal_opportunities

Perez, J. R. (2017). Global leadership and the impact of globalization. Journal of Leadership, Accountability, and Ethics, 14(3), 48-52. http://www.na-businesspress.com/JLAE/PerezJR_14_3_.pdf

Straub, E. T. (2018). Understanding technology adoption: Theory and future directions for informal learning. Review of educational research, 79(2), 625-649. https://journals.sagepub.com/doi/abs/10.3102/0034654308325896

 
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