NRS 415 Topic 5 Assignment: Benchmark – Applying Leadership and Management Principles

NRS 415 Topic 5 Assignment: Benchmark – Applying Leadership and Management Principles

NRS 415 Topic 5 Assignment: Benchmark – Applying Leadership and Management Principles

Benchmark – Applying Leadership and Management Principles
Nurses encounter various practice issues that impact their ability to offer quality patient care. These issues range from workplace violence to nurse turnover and are intertwined implying that organizational leaders must take necessary actions to address them. Nursing leaders solve these issues when they engage nurses and use appropriate leadership styles. The purpose of this paper is to discuss workplace violence in nursing, its effects on the quality of care, and possible solutions. The paper also explores the appropriate leadership style that can best address the issue and the leadership theories applicable. In its final part, the paper discusses the nurse’s role in an interdisciplinary team to promote patient quality and safety while enhancing professionalism in tackling workplace violence.

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Selected Issue in Nursing Practice
In their narrative review, Kafle et al. (2022) observe that workplace violence in nursing practice entails any physical harm, sexual or psychological, committed against nurses by patients and their families, visitors, and even colleagues. The American Nurses Association and the National Nurses United (NNU) observe that one in every four nurses gets assaulted and eight in ten nurses (81.6%) have experienced at least one type of workplace violence over the past year. Again, close to half of nurses (45.5%) have reported a rise in workplace violence in their units within the last year. In their article, Jones et al. (2023) note that while workplace violence can happen in many industries and professions, the issue disproportionately affects the healthcare workforce, especially nurses due to their proximity to patients and their families. The article notes that healthcare workers are five times more likely to get workplace violence injuries compared to other professions. In their research, Bernardes et al. (2020) assert that nurses are susceptible to various types of violence in their workplace including physical aggression, verbal abuse, sexual harassment, and racial discrimination. The article notes that verbal abuse is the most prevalent and most reported form of workplace incivility in nursing.
Workplace violence among nurses has significant negative effects on patients and patient safety. Kafle et al. (2022) observe that workplace violence leads to a decline in job satisfaction levels, burnout and humiliation, guilt, and emotional stress. Nurses who experience workplace violence have increased intent to quit their jobs leading to high turnover rates. Horizontal violence reduces employees’ morale and motivation to work as close to 44% of nurses undergo bullying at some point in their professional duties. Jones et al. (2023) observe that workplace violence jeopardizes the safety of both patients and nurses. Therefore, all stakeholders must prevent and reduce workplace violence among nurses for better patient care and safety as well as nurses’ well-being.
Solution to Implement Addressed Issue in Nursing Practice
Addressing workplace violence in nursing requires the implementation of effective solutions or strategies by healthcare organizations and nurse practitioners in their settings. In their article, Jones et al. (2020) propose that to effectively address workplace violence and have a safer healthcare environment for all stakeholders, it is important to implement organizational and individual interventions. Violence prevention training, educating nurses, nurturing an effective reporting culture without any reprisals, and organizational leadership support are integrated solutions that can reduce and prevent this nursing practice issue. Through the new and revised standards for workplace violence prevention by The Joint Commission, organizational leaders and nurses can work collaboratively to manage safety and security risks. These measures include establishing processes for continuous monitoring, reporting, and investigating incidents associated with the issue. Staff should participate in continuous education and training, and report incidents of workplace violence while leaders create and sustain a safety culture in their facilities susceptible to the issue.
The implementation of this solution intends to save organizations’ financial resources related to the effects of workplace violence like nurse turnover, and adverse patient safety events such as medication errors and falls. The average cost of nurse turnover for a bedside registered nurse (RN) is about $40,000; implying that a hospital stands to lose between $3.6 and $6.5 million every year due to workplace violence. The implication is that avoiding these financial costs is essential for hospitals to manage the cost of care and provide sufficient resources for their patients and healthcare workers. Implementing effective solutions to address workplace violence will lead to increased revenue from reimbursements under the value-based purchase model by the Centers for Medicare and Medicaid Services (CMS). Therefore, the financial consideration favors establishing a solution based on the standards set by The Joint Commission in 2022.
Leadership Style to Address Issue and Comparison to Personal Leadership Style
Leadership style in nursing practice is essential to addressing emerging and persistent issues like workplace violence. The servant leadership model is the most appropriate leadership style that can help nurse and organizational leaders address workplace violence. In their scoping review, Ota et al. (2022) posit that effective nurse leadership promotes and supports civility in healthcare settings, including addressing workplace violence. They note that nurse and organizational leaders promote and maintain civility by creating a shared vision, educating themselves and others, fostering accountability, and providing critical support. These attributes align with a servant leadership style as illustrated by Oma et al. (2021) in their article. According to Oma et al. (2021), servant leaders focus on serving others and catering to the concerns and needs of others before theirs. Servant leaders are passionate and employ all characteristics to create and foster a better workplace culture. Servant leaders reduce workplace civility when they promote virtuous practices and processes acceptable and imitated by staff, which, in turn, foster a virtuous environment that considers workplace incivility as inappropriate behavior. Therefore, the servant leadership style will address the issue since its focus is to develop a culture that supports all people irrespective of their status in the organization or facility.
My leadership style is transformational. Transformational nurse leaders seek better ways to improve care by motivating and accommodating new ideas through their subordinates. As such, transformational leaders are keen on having a shared vision and developing best and innovative practices to deal with workplace violence. This leadership model shares similarities with the servant leadership approach, especially in addressing workplace violence. Like the servant leadership model, the transformational leadership style focuses on change and improving the well-being of all stakeholders, especially nurses and patients in this case (Iqbal et al., 2020). Transformational leaders are accommodative and want the best in any situation, just like servant leaders. Therefore, these two models are essential in addressing workplace violence in nursing and healthcare settings.
Leadership Theories to Address Issue
The two leadership theories to address workplace violence in nursing are servant leadership and transformational. Servant leadership is supportive and leaders offer skills, tools, and strategies for members to implement to solve emerging and organizational issues like workplace violence. Servant leaders improve the team’s morale and motivation through genuine care (Ma et al., 2021). On its part, the transformational leadership theory is about creating changes and innovative approaches to issues. For instance, transformational theory is relevant in this situation since leaders can develop innovative approaches to reduce and prevent workplace violence. The transformational leadership model implores staff to commit to the vision or ideal of the organization and this can increase a safety culture where reporting and education occur to prevent workplace violence (Johnstone et al., 2024). Transformational leaders are likely to commit to employees who demonstrate a positive culture without violence while servant leaders support such efforts by focusing on the personal needs of individual workers to prevent incivility.
Nurse’s Role within Interdisciplinary Teams
Nurses play a fundamental role within interdisciplinary teams to promote patient quality and safety while improving professionalism. The core roles of nurses are to link the team with patients, represent patient’ interests and concerns, coordinate communication with the family, and represent nursing interests as part of the team based on the recommended intervention. As professionals, nurses uphold set practice standards based on the competencies to attain better outcomes (Bernardes et al., 2020). As such, nurses foster a positive workplace culture devoid of violence against colleagues and patients. Nurses work in collaboration with all providers to foster a workplace culture based on ethical and professional values like respect, trust, integrity, honesty, and accountability (Johnstone et al., 2024). For instance, nurses should encourage reporting of such events and participate in developing an organizational culture based on these values to prevent violence and other forms of incivility.
Conclusion
Workplace violence is a critical patient care and safety issue that affects nurses and nursing practice. Effective strategies to address the issue require the participation of all stakeholders, especially nurses and organizational leaders. As demonstrated, an integrated approach that focuses on safety and quality culture in the workplace can reduce and address workplace violence. Organizational leaders can address this issue when they use appropriate leadership models or styles like servant and transformational leadership models.

References
American Nurses Association (ANA) (2024). Workplace Violence. Protect Yourselves, Protect
Your Patients. https://www.nursingworld.org/practice-policy/work-environment/end-nurse-abuse/
Bernardes, M. L. G., Karino, M. E., Martins, J. T., Okubo, C. V. C., Galdino, M. J. Q., &
Moreira, A. A. O. (2020). Workplace violence among nursing professionals. Revista brasileira de medicina do trabalho, 18(3): 250-257. DOI: 10.47626/1679-4435-2020-531
Iqbal, K., Fatima, T., & Naveed, M. (2019). The impact of transformational leadership on
Nurses’ organizational commitment: a multiple mediation model. European Journal of Investigation in Health, Psychology and Education, 10(1): 262-275.
DOI: 10.3390/ejihpe10010021
Johnstone, C., Stanek, C., & Lopez, A. (2024). Ambulatory nursing leadership development of
a workplace violence prevention model employing direct experience, patient empathy, and cross-functional team partnerships. Nurse Leader, 22(1): 55-60. DOI:https://doi.org/10.1016/j.mnl.2023.10.012
Jones, C. B., Sousane, Z., & Mossburg, S. E. (2023). Addressing workplace violence and
creating a safer workplace. Patient Safety Network. https://psnet.ahrq.gov/perspective/addressing-workplace-violence-and-creating-safer-workplace
Kafle, S., Paudel, S., Thapaliya, A., & Acharya, R. (2022). Workplace violence against nurses: a
narrative review. Journal of Clinical and Translational Research, 8(5): 421-424. eCollection
Ma, Y., Faraz, N. A., Ahmed, F., Iqbal, M. K., Saeed, U., Mughal, M. F., & Raza, A. (2021).
Curbing nurses’ burnout during COVID‐19: The roles of servant leadership and psychological safety. Journal of Nursing Management, 29(8): 2383-2391. DOI: 10.1111/jonm.13414
National Nurses United (NNU) (2024 February 05). NNU report shows increased rates of
workplace violence experienced by nurses. https://www.nationalnursesunited.org/press/nnu-report-shows-increased-rates-of-workplace-violence-experienced-by-nurses
Ota, M., Lam, L., Gilbert, J., & Hills, D. (2022). Nurse leadership in promoting and supporting
Civility in health care settings: a scoping review. Journal of Nursing Management, 30(8): 4221-4233. DOI: 10.1111/jonm.13883

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The purpose of this assignment is to analyze the various approaches nursing leaders employ when addressing issues in practice.

Select an issue from the following list: workplace violence, workplace injury, unit restructuring, floating, nurse turnover, nurse staffing ratios, or use of contract employees (i.e., registry and travel nurses).

In a 1,000-1,250-word paper, discuss the following:

Describe the issue you selected. Provide data to support how this issue impacts the quality of care in the setting in which it occurs.

Using research evidence for support, present one possible solution that could be implemented to address the issue. In your discussion, be sure to include financial considerations as they relate to implementation of the solution.

Describe a leadership style that would best address the issue.

Discuss how this leadership style compares to your personal leadership style.

Compare two different leadership theories that could be applied to resolution of the issue. Explain how each theory would be effective in addressing the issue.

Discuss the nurse’s role within an interdisciplinary team in promoting patient quality and safety while fostering professionalism to address this issue.