P5 2025

Hello i need a Good and Positive Comment related with this argument .A paragraph with no more 100 words. Christine Tarbox 1 posts Re:Topic 1 DQ 1 A nursing shortage has been shown to decrease patients access to care, decrease job satisfaction, and increase nurse turnover (Huber, 2010). “The current nursing shortage is anticipated to become twice as large as any nursing shortage experienced since the 1960s” (O’Neil, 2009, p. 180, para 7). Nurse shortage has been a significant focus of study and debate because of the enormous effect it has on all of us at every possible level of healthcare. Numerous research studies have been conducted to determine the main factors driving the nursing shortage. “This shortage is not solely nursing’s issue and requires a collaborative effort among nursing leaders in practice and education, health care executives, government, and the media” (Nevidjon & Erickson, 2001). Factors contributing to the nursing shortage include the following: Nursing school enrollment is not growing fast enough to meet the projected demand for RN and APRN services, nursing school faculty shortage is restricting nursing program enrollments, a significant percentage of the current nursing workforce is nearing retirement age, there is an increased need for nursing care because of our aging population, and insufficient staffing is intensifying nurses’ stress level which impacts job satisfaction and drives many nurses to leave the profession. Although there has been a 3.6% increase in baccalaureate nursing program enrollment in 2016 according to the AACN (2017), this increase is not even close to sufficient enough to meet the projected demand for nursing faculty, researchers and primary care providers. The AACN also reports that nursing schools in the U.S. turned away 64,067 qualified applicants in 2016 due to an insufficient number of faculty, clinical sites, clinical preceptors and budget limitations. Nevidjon & Erickson discuss multiple collaborative recruitment efforts happening currently: In San Diego, six hospital systems have committed $1.3 million to support a program called, “Nurses Now”, which will add faculty and additional student slots to San Diego University. The American Hospital Association News reports that in Laredo, Texas, a hospital CEO worked with Texas A&M University to develop a four-year bachelor’s program and is providing $425,000 in scholarships to local students over the next five years. In Morris County, New Jersey, the Board of Freeholders offered scholarships to students who agreed to work in a long term care facility. The Dallas-Fort Worth Hospital Council raised $600,000 to expand student enrollment at local schools. These are examples of various successful collaborative efforts among healthcare organizations, government, nursing associations and nursing schools. Many more are happening at the local level (2011). Ineffective leadership and management continue to foster suboptimal work environments minimizing the rate of improvement in the nurse shortage and turnover rates. According to Kleinman (2004), results from a study conducted by Volk and Lucas in 1991 revealed that “management style was the only predictor of anticipated turnover” (p. 129, para 4). This correlation further substantiates the amount of influence that nurse leaders have on healthcare organizations in a variety of ways including: decreased quality of care, loss of patients, increased nurse turnover, increased turnover of medical support staff, increased staffing costs, and increased accident and absenteeism rates (Hunt, 2009). Work environment has also been cited as a significant predictor of nurse turnover. Nurse autonomy, interactions with managers, compensation and workload are all factors that have been reported to facilitate job satisfaction or lack-there-of, ultimately determining staff retention and turnover (Huber, 2010). Leaders need to be aware of and understand the current healthcare challenges and develop expertise in the skills and approaches requisite for effective leadership (O’Neill, 2013). “People’s time and effort, as well as organizations’ money, facilities, and supplies, need to be directed in a coordinated effort to achieve best results and meet objectives” (Huber, 2010). Over time, study results have been consistently indicative of the direct impact managers and leaders have on the quality of healthcare at every level. The importance of highly qualified and effective nurse leaders is evident now more than ever and by improving the methods used to manage nurses, positive changes will be put into motion (Hunt, 2009). While the direct benefit would be decreasing the nurse shortage, this change would also significantly benefit the availability and quality of healthcare for everyone. Implementing enhanced methods of managing nurses would successfully result in improved staffing. In fact, effective leadership and management may be the key to overcoming the nurse shortage and finally optimizing the quality of healthcare for all. References: AACN. Nursing shortage fact sheet . Retrieved from http://www.aacn.nche.edu/media-relations/NrsgShortageFS.pdf Huber, D. (2010). Leadership and Nursing Care Management, 4th Edition. [Bookshelf Online]. Retrieved from https://bookshelf.vitalsource.com/#/books/9781416059844/ Hunt, S. T. (2009). Nursing turnover: costs, causes, & solutions . Retrieved from https://www.nmlegis.gov/lcs/handouts/LHHS%20081312

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P4 2025

Hello i need a Good and Positive Comment related with this argument .A paragraph with no more 100 words. Cynthia Dunn 1 posts Re:Topic 1 DQ 1 When nurses go to work, their patients should be their priority. The nurse should be focused on patient care, doing no harm to their patient and attempt to use critical thinking and interventions in attempts to spend their 12-hour shift to improve the wellbeing of the patient. We should be asking ourselves, how can I improve the outcome of my patient today? Unfortunately, nurses today are placed under tremendous pressure to accomplish more in less time, with less staff and less resources. The days of being able to spend quality time with your patient and addressing needs is cut short. Patients and families notice the nursing shortage as well, nurses are often too busy to talk to their patients/families, address psychological and education needs (Poulton, 2013). With staff cuts/shortage the impact of service is effected, the quality of care, and increase in medical errors, etc. This not only affects hospitalized patients, but also care in outpatient clinics and other health care services. There have been many studies which show when nurse to patient ratios are increased and nurse burn out happens, patients die, increase in injuries, increase infections, and discharged too soon with improper patient education (Truth about nursing, n.d.). AACN expanded the nation’s centralized application service for RN programs, the primary reasons for launching NursingCAS was to make sure that all empty seats in nursing schools are filled to better meet the demand. In 2016, more than 38,800 vacant seats were identified in baccalaureate and graduate nursing programs. NursingCAS provides a way to fill these seats and maximize the educational capacity of schools of nursing (AACN, 2017). American Association of Colleges of Nursing. (2017). Nursing Shortage Fact Sheet, Strategies to Address the Nursing Shortage. Retrieved from http://www.aacnnursing.org/News-Information/Fact-Sheets/Nursing-Shortage Poulton, L. (2013). Falling nursing numbers are impacting patient care. British Journal of Nursing . 22(18) S3. Retrieved from GCU Library http://eds.a.ebscohost.com.lopes.idm.oclc.org/eds/pdfviewer The Truth about Nursing. (n.d.). What happens to patients

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Nursing homework 2025

The Purnell Model for Cultural Competence Read the chapter 2 of the class textbook and review the attached Power Point presentation. Once done answer the following questions; 1. In your own words and using the appropriated evidence based references discuss The Purnell Model for Cultural Competence. 2. Discuss at least 3 assumptions and variant cultural characteristics of The Purnell Model for Cultural Competence. Give at least 1 example. As stated in the syllabus, assignment must be presented in an APA format using the required Arial 12 font. A minimum of 2 evidence-based references, to sustained your point of view and a minimum of 500 words are required (excluding the first and last page).

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VARK analysis paper 2025

Complete “The VARK Questionnaire: How Do I Learn Best?” http://vark-learn.com/the-vark-questionnaire/ Click “OK” to receive your questionnaire scores. Once you have determined your preferred learning style, review the corresponding link to view your learning preference. Review the other learning styles: visual, aural, read/write, kinesthetic, and multimodal (listed on the VARK Questionnaire Results page). Compare your preferred learning strategies to the identified strategies for your preferred learning style. Appraise how this awareness of learning attributes influences your perceptions of teaching and learning. In a paper (750-1,000 words), summarize your analysis of this exercise. Include the following: Provide a summary of your learning style. List your preferred learning strategies. Compare your preferred learning strategies to the identified strategies for your preferred learning style. Discuss how the awareness of individual learning styles, preferences and strategies influence teaching (those who are in a position to teach) and learning (those who are in a position to learn). Cite a minimum of three references in the paper. Although the topic of this assignment refers to your individual learning style, avoid the use of first person voice (words such as, “I, we, our”) in your essay. 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 Turnitin. Please refer to the directions in the Student Success Center.

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Nuts 6231 Discussion: Using Emotional Intelligence and Appreciative Inquiry to Promote Quality 2025

Discussion: Using Emotional Intelligence and Appreciative Inquiry to Promote Quality Through communication—inquiry and dialogue—every person makes a contribution, and by being involved in the process, people can shift their attention and action away from a problem-oriented focus to dreams that are worthy to them and to productive possibilities for the future. —Watkins & Mohr, 2001 Without a doubt, promoting health care quality and patient safety presents a meaningful aim. To achieve this goal, nurse leader-managers need to be able to evaluate a situation from many different viewpoints and frame questions that elicit valuable insights. They must be able to promote skillful problem solving and interdisciplinary teamwork. In this Discussion, you examine how you can use emotional intelligence and appreciative inquiry to facilitate positive changes that lead to improved quality and safety. To prepare: Review the information on emotional intelligence and appreciative inquiry presented in this week’s Learning Resources. If you have not already done so, follow the instructions in the course text, Emotional Intelligence 2.0 to complete the online assessment. Consider the results of the assessment. Review your strengths and opportunities for growth related to self-awareness, self-management, social awareness, and relationship management. What insights, questions, or concerns arise as you think about these results? Think about how your identified emotional intelligence strengths and opportunities for growth relate to your current role as a leader-manager and to the professional contributions that you hope to make now and in the future. Give focused attention to patient safety and health care quality. How and why is emotional intelligence valuable for promoting optimal patient outcomes and creating systems-level change? As indicated on pages 53–55 of the Bradberry and Greaves text, develop a plan for improving your skills in one area of emotional intelligence. Evaluate strategies for applying your strengths in the workplace. Identify at least two that you can use to add value to a team or workgroup to improve quality and safety. Also review the information on appreciative inquiry in this week’s Learning Resources. Have you used appreciative inquiry before? If so, how? How does the application of appreciative inquiry relate to your role as nurse leader-manager and/or to efforts to promote health care quality? Reflect on your experiences working in health care and identify an issue or problem that required, or requires, a change. Consider how you could apply emotional intelligence and appreciative inquiry strategies to this situation to facilitate positive results that lead to improved quality. By Day 3 Post a brief description of an issue or problem in a health care setting that required, or requires, a change. Explain how you, as a nurse leader-manager, could apply both emotional intelligence and appreciative inquiry strategies to address this issue and facilitate positive results that lead to improved quality. Read a selection of your colleagues’ responses. Learning Resources Note: To access this week’s required library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus. Required Readings Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0 . San Diego, CA: TalentSmart. Chapter 1, “The Journey” (pp. 1–12) Chapter 2, “The Big Picture” (pp. 13–22) Chapter 3, “What Emotional Intelligence Looks Like: Understanding the Four Skills” (pp. 23–50)The first three chapters of this book introduce foundational concepts related to emotional intelligence, and provide the background for the online assessment that you will take in preparation for this week’s Discussion. In addition to these chapters, you should read the rest of the book once you have completed the assessment. Note: You must purchase a new, unopened copy of this book in order to acquire the access code that you will need to complete the online assessment. Sadeghi, S., Barzi, A., Mikhail, O., & Shabot, M. M. (2013). Integrating quality and strategy in health care organizations , Burlington, MA: Jones & Bartlett Publishers. Chapter 1, “Understanding the U.S. Healthcare System” (pp. 1–30) This chapter sets the context for understanding quality-related issues within the U.S. health care system (macroenvironment). The authors discuss health care access and costs, which may be viewed as part of a triad with quality. Ingram, J., & Cangemi, J. (2012). Emotions, emotional intelligence and leadership: A brief, pragmatic perspective. Education, 132(4), 771–778. Retrieved from the Walden Library databases. Nel, H., & Pretorius, E. (2012). Applying appreciative inquiry in building capacity in a nongovernmental organization for youths: An example from Soweto, Gauteng, South Africa. Social Development Issues, 34 (1), 37–55. Retrieved from the Walden Library databases. This article examines how appreciative inquiry can be used to foster meaningful change in organizations. It outlines the principles of appreciative inquiry and the four phases: discovery, dream, design, and delivery. Sadri, G. (2012). Emotional intelligence and leadership development. Public Personnel Management, 41 (3), 535–548. Retrieved from the Walden Library databases. Emotional intelligence has been proposed as a key element of leadership. This article examines that argument, with attention to how and why it has been challenged. Copperrider, D. L., & Godwin, L. N. (2010). Positive organization development: Innovation-inspired change in an economy and ecology of strengths . Retrieved from http://appreciativeinquiry.case.edu/intro/comment.cfm The authors present a framework for Innovation-Inspired Positive Organization Development (IPOD), which draws from appreciative inquiry.

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