Required Resources

The following resources are required to complete the assessment.

 

 

 

Resources

 

 

Click the link provided to view the following resource:

SWOT Analysis Template.

APA Paper Template.

APA Paper Tutorial.

 

Show Less

 

 

Suggested Resources

The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

 

 

 

Multimedia

 

 

Click the links provided below to view the following multimedia pieces:

Systems Theory and the Fifth Discipline | Transcript.

Riverbend City: Getting Started | Transcript.

Riverbend City: Decision Mission | Transcript. Consider the elements that needed to be taken into consideration as the nurse leader made her decision.

Riverbend City: Needs Priorities Mission | Transcript.

 

 

 

Library Resources

 

 

The following e-books or articles from the Library are linked directly in this course:

Grossman, S. C., & Valiga, T. M. (2013). Chapter 1: The nature of leadership: Distinguishing leadership from management. In New leadership challenge: Creating the future of nursing (4th ed., pp. 1–7). Philadelphia, PA: F. A. Davis.

Mitchell, G. (2013). Selecting the best theory to implement planned change. Nursing Management, 20(1), 32–37.

Clancy, T. R., Effken, J. A., & Pesut, D. (2008). Applications of complex systems theory in nursing education, research, and practice. Nursing Outlook, 56(5), 248–256.

Salmela, S., Eriksson, K., & Fagerström, L. (2013). Nurse leaders’ perceptions of an approaching organizational change. Qualitative Health Research, 23(5), 689–699.

Painter, K., Reid, S., & Fuss, E. P. (2013). The evolution of nursing shared governance at a community hospital. Nursing Management, 44(8), 10–14.

Martin, D., Godfrey, N., & Walker, M. (2015). The baccalaureate big 5: What Magnet® hospitals should expect from a baccalaureate generalist nurse. The Journal of Nursing Administration, 45(3), 121–123.

Mitchell, G. (2013). Selecting the best theory to implement planned change. Nursing Management, 20(1), 32–37.

Bamford-Wade, A., & Moss, C. (2010). Transformational leadership and shared governance: An action study. Journal of Nursing Management, 18(7), 815–821.

Azaare, J., & Gross, J. (2011). The nature of leadership style in nursing management. British Journal of Nursing, 20(11), 672–680.

Tomlinson, J. (2012). Exploration of transformational and distributed leadership. Nursing Management, 19(4), 30–34.

　

 

 

 

Internet Resources

 

 

Access the following resources by clicking the links provided. Please note that URLs change frequently. Permissions for the following links have been either granted or deemed appropriate for educational use at the time of course publication.

MindTools. (n.d.). SWOT analysis: Discover new opportunities, manage and eliminate threats. Retrieved from https://www.mindtools.com/pages/article/newTMC_05.htm

Agency for Healthcare Research and Quality. (n.d.). AHRQ. Retrieved from http://www.ahrq.gov

American Organization of Nurse Executives. (n.d.). AONE. Retrieved from http://www.aone.org

AONE. (n.d.). Toolkit for the role of the nurse in future patient care delivery. Retrieved from http://www.aone.org/resources/caredeliverypuzzle.shtml

Sherman, R., & Pross, E. (2010). Growing future nurse leaders to build and sustain healthy work environments at the unit level. The Online Journal of Issues in Nursing, 15(1). Retrieved from http://nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol152010/No1Jan2010/Growing-Nurse-Leaders.html

Institute for Healthcare Improvement. (n.d.). Retrieved from http://www.ihi.org/Pages/default.aspx

National Academy of Medicine. (n.d.). Retrieved from http://nam.edu

Institute of Medicine of the National Academies. (n.d.). The future of nursing: Leading change, advancing health. Retrieved from https://iom.nationalacademies.org/~/media/Files/Report%20Files/2010/The-Future-of-Nursing/Future%20of%20Nursing%202010%20Recommendations.pdf

 

 

 

Bookstore Resources

 

 

The resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are available for purchase from the When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation.

Huber, D. L. (2010). Leadership and nursing care management (5th ed.). Maryland Heights, MO: W. B. Saunders.

Chapter 1–4.

Chapter 9.

Chapter 14.

Chapter 17–18.

 

 

Preparation

Use the Suggested Resources for this assessment to study systems theory, SWOT analysis, and shared governance teams, as background for an Impact Report to Senior Leadership. The report includes a SWOT analysis. The SWOT Analysis Template is linked in Required Resources.

Study a facility in your area and examine its Web site and any available public documents to aid you in completing this assessment. You may wish to examine an organization where you work, where you have worked in the past, or where you did your clinical work.

Do not name the organization in your report; instead, identify the type of facility and location. Example: A rehabilitation center in a mid-size Midwestern city.

 

Use the following scenario as the basis for your report:

Scenario

The unit-based Shared Governance Council of the organization where you work has identified a major nursing-related challenge (patient/staff safety, confidentiality, management/staff conflict, poor patient satisfaction survey scores, or nursing staff shortages) within your health care organization.

In an unusual move, your system administrator is considering creating a new nurse leadership position that would have the responsibility and authority to address this specific issue. As a member of the shared governance council’s subcommittee, you have been asked to write the committee’s final report.

 

 

Deliverable: Impact Report to Senior Leadership

Write a 4–5-page Impact Report to senior leadership that identifies the challenge, analyzes how it affects the organization from a nursing perspective, and details the new position.

Use systems thinking and leadership theory as tools to approach this problem.

 

Construct the report with the following headings:

 

 

 

The Nursing Challenge:

 

 

Identify the nursing challenge and its impact from a nursing perspective. Choose from:

Patient/staff safety, confidentiality, management/staff conflict, poor patient satisfaction survey scores, or nursing staff shortages.

 

 

 

The System/Organization:

 

 

Explain how the nursing challenge creates a gap or conflict between the organization’s statements and practice.

Identify the organization type, that is, specialty hospital, teaching hospital, major health care system, et cetera, and summarize the organizational structure, its mission, vision, and philosophy statements.

Use systems theory and systems thinking to explain the gap or conflict.

 

 

 

SWOT Analysis:

 

 

Use the SWOT Analysis Template linked in Required Resources and include the SWOT analysis table in your paper.

Identify organizational factors that impact the situation using a SWOT analysis.

For example, a budget cut may cause short staffing, which relates directly to the problem.

What factors within the system may facilitate a solution for this problem?

 

 

 

The Position:

 

 

Assess how the new nurse leader position will have power and influence and impact patient outcomes.

How will this position affect change within the organization?

Identify key leadership skills, knowledge, or abilities required for the position.

 

 

Additional Requirements

Written communication: Written communication should be free of errors that detract from the overall message.

APA formatting: Resources and in-text citations should be formatted according to current APA style and formatting.

Length: The report should be 4–5 pages in content length. Include a separate title page and a separate reference page.

Font and font size: Times New Roman, 12 point, double-spaced.

Number of resources: Use a minimum of three peer-reviewed resources

PLEASE USR PROPER APA FORMAT AND INCORPORATE SWOT ANALYSIS AS NEEDED AND NO MORE THAN 5 PAGES PLEASE

200 words 1 reference

 

Issues with receiving medical care at the Veterans Health Administration (VHA) have been ongoing for some time and remains a policy battle within the government. Comparisons between the practices of Advanced Registered Nurses and Physicians has also been ongoing and will continue to be an ongoing issue in the future as healthcare remains a forefront issue in this country. Combining these two issues certainly leaves people taking strong stances.

Even though, currently, the District of Columbia and twenty-one states allow for “full practice” by Advanced Registered Nurse Practitioners, giving the same “full practice” to advanced nurses in the VHA has provoked an intense argument. Full practice, as stated by the American Association of Nurse Practitioners (n.d.), “provides for all nurse practitioners to evaluate patients, diagnose, order and interpret diagnostic tests, initiate and manage treatments—including prescribe medications—under the exclusive licensure authority of the state board of nursing” (AANA, n.d.). Medical associations were quick to oppose advanced nurses at the VA having these full practice rights, suggesting that the care would not be safe for the Veterans. The American Society of Anesthesiologists extended on the discussion of primary care and said nurses taking over surgeries “lowers standards and risks veterans’ lives” (Mindock, 2016).

However, as provided by the American Association of Nurse Anesthetists, researchers have yet to find a difference in safety of care between Certified Registered Nurse Anesthetists and Anesthesiologists (Researchers Find No Differences, n.d.). Also, in a published systematic review by Swan, Ferguson, Chang, Larson, and Smaldone (2015), care practices were compared between advanced nurse practitioners working alone, and physicians working with a registered nurse. In the review, there were no significant differences between groups in physiologic measures except in two studies- diastolic blood pressure at a six-month follow-up and cholesterol/HDL ratio levels at a six-month follow-up- both outcomes favorable to ARNP treatment. Patient satisfaction outcomes favored ARNPs. Two of three studies doing cost analysis found ARNP care less expensive. Three studies found no difference with the number of referrals that were made.

The above studies should help alleviate discomfort some may have towards healthcare being practiced without a physician to oversee the care. ARNPs have shown in the current twenty-two places they can have full practice that they are certainly not detrimental to one’s health outcomes. There is no reason why they shouldn’t be able to expand this full practice to include taking care of our veterans in the VHA system. In addition, CRNAs have also shown that they too are capable of providing the same safe care without physician oversight and should be added to the rule at the VA to have full practice as well. This way, Veterans will be able to get the timely, safe, and effective care they deserve.