choose a nursing theory and research an article that includes a nursing theory and its utilization in nursing practice or nursing research. Write a two paragraph summary of the article highlighting the application of the selected nursing theory to nursing practice and reaserach
Article should be current, peer reviewed and within a five year span.
-Use APA format for your references and citations
While the implementation plan prepares students to apply their research to the problem or issue they have identified for their capstone project change proposal, the literature review enables students to map out and move into the active planning and development stages of the project.
A literature review analyzes how current research supports the PICOT, as well as identifies what is known and what is not known in the evidence. Students will use the information from the earlier PICOT Question Paper and Literature Evaluation Table assignments to develop a 750-1,000 word review that includes the following sections:
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.
PLEASE FOLLOW THE INSTRUCTION BELOW
ZERO PLAGIARISM
5 REFERENCES
New technology—and the application of existing technology—only appears in healthcare settings after careful and significant research. The stakes are high, and new clinical systems need to offer evidence of positive impact on outcomes or efficiencies.
Nurse informatics and healthcare leaders formulate clinical system strategies. As these strategies are often based on technology trends, informaticists and others have then benefited from consulting existing research to inform their thinking.
In this Assignment, you will review existing research focused on the application of clinical systems. After reviewing, you will summarize your findings.
To Prepare:
The Assignment: (4-5 pages)
In a 4- to 5-page paper, synthesize the peer-reviewed research you reviewed. Format your Assignment as an Annotated Bibliography. Be sure to address the following:
None.
Supplemental Materials & Resources
Submission Instructions:
Your assignment will be graded according to the grading rubric.
Provide specific examples of potential issues at each stage of the SDLC and explain how the inclusion of nurses may help address these issues. Then, explain whether you had any input in the selection and planning of new health information technology systems in your nursing practice or healthcare organization and explain potential impacts of being included or not in the decision-making process.
THIS IS REPLY TO AN STUDENT-Please one page-three refences:
TH
During nursing school, I remember thinking how proud I was of making the decision to become a nurse. I wanted to become a nurse not only to help people, but I loved how flexible nursing was, and how many different career options came with the nursing field. Currently, I am on track to become a Psychiatric Mental Health Nurse Practitioner. I came upon this decision because psychology has always one of my favorite areas to study. I find the mind very fascinating, so I started researching PMHNPs and their career field and instantly felt a drive to become part of it. Psychiatric Mental Health Nurse Practitioners can work as generalists, or can choose to specialize in geriatric, forensic, psychotherapy, or child and adolescent psych (nurse.org, 2020). This statement was a deciding factor for me to choose this career because I can work in numerous places with all kinds of people groups.
One difficulty I faced while making my decision was cost. I personally do not like having any debt, so the thought of attending graduate school with all of the expenses was very intimidating for me. Then, I started thinking of how financially stable I will hopefully be once I work for a few years as a PMHNP. According to an article by Dr. Don Martin with U.S.News, United States graduate degree holders with a master’s degree or higher earn an average salary of $55,242, versus bachelor’s degree holders at $42,877. While this on average may not seem like much, according to the Bureau of Labor Statistics Nurse Practitioners make over $100,000 per year with varying salaries depending on location of practice. These statistics influenced me to go ahead and make the jump, because even though school is expensive, I will see financial gain in the long run.
One professional organization related to PMHNP is the American Psychiatric Nurses Association. This association is great for networking, trainings, and just keeping up with current practices. This organization has more than 14,500 members and commits themselves to health and wellness promotion through identifying mental health issues, preventing mental health problems, and offering care and resources to treatment of persons with mental
3.1 Case Study—Several Different Styles Vanessa Mills was recently hired to work at a branch of Lakeshore Bank as a personal banker. The branch is very busy and has a large staff, including three on-site managers. As a new employee, Vanessa is trying to figure out how to succeed as a personal banker while meeting the expectations of her three very different managers. Vanessa is paid a salary, but also receives a commission for activities including opening new accounts and selling new services to customers such as credit cards, lines of credit, loans, and stock accounts. Personal bankers are expected to open a certain number of accounts each month and build relationships with customers by exploring their various banking needs and offering services to meet those needs. Marion Woods is one of the managers at Vanessa’s branch. She has worked for Lakeshore Bank for 10 years and prides herself on the success of the branch. Marion openly talks about employees’ progress in terms of the number of accounts opened or relationships established, and then commends or scolds people depending on their productivity. Marion stresses to Vanessa the importance of following procedures and using the scripts that Marion provides to successfully convince customers to open new accounts or accept new services with the bank. As a new banker, Vanessa has not opened many accounts and feels very uncertain about her competence. She is intimidated by Marion, believing that this manager is continually watching and evaluating her. Several times Marion has publically criticized Vanessa, commenting on her shortcomings as a personal banker. Vanessa tries hard to get her sales numbers up so she can keep Marion off her back. Bruce Dexter, another manager at Vanessa’s branch, has been with Lakeshore Bank for 14 years. Bruce started out as a teller and worked his way up to branch manager. As a manager, Bruce is responsible for holding the bank staff’s Monday morning meetings. At these staff meetings, Bruce relays the current numbers for new accounts as well as the target number for new accounts. He also lists the number of new relationships the personal bankers have established. After the meetings, Bruce retreats back into his office where he sits hidden behind his computer monitor. He rarely interacts with others. Vanessa likes when Bruce retreats into his office because she does not have to worry about having her performance scrutinized. However, sometimes when Vanessa is trying to help customers with a problem that falls outside of her banking knowledge, she is stressed because Bruce does not provide her with any managerial support. The third manager at the branch is Heather Atwood. Heather just started at Lakeshore Bank within the last year, but worked for nine years at another bank. Vanessa finds Heather to be very helpful. She often pops in when Vanessa is with a customer to introduce herself and make sure everything is going well. Heather also allows Vanessa to listen in when she calls disgruntled customers or customers with complicated requests, so Vanessa can learn how to manage these types of interactions. Heather trusts her staff and enjoys seeing them grow, encouraging them by organizing games to see who can open the most accounts and offering helpful feedback when customer interactions do not go as planned. Vanessa is grateful for the advice and support she receives from Heather, and looks up to her because she is competent and kind. Vanessa is coming up on her three-month review and is very nervous that she might get fired based on her low sales record and the negative feedback she has received from Bruce and Marion regarding her performance. Vanessa decides to talk to Heather about her upcoming review and what to expect. Heather assures Vanessa that she is doing fine and shows promise even if her numbers have not reached that of a seasoned banker. Still, Vanessa is concerned about Bruce and Marion. She has hardly had more than two conversations with Bruce and feels intimidated by Marion who, she perceives, manages by running around barking numbers at people.
Questions
Based on the assumptions of Theory X and Theory Y, how would you describe each manager’s philosophy and style of leadership? In what way do the managers’ attitudes about Vanessa affect their leadership?
In this type of customer service setting, which leadership style would be most effective for the bank to meet its goals?
From the bank’s perspective, which (if any) manager exhibits the most appropriate leadership?
Discuss. What advice would you give to each of the managers to enhance his or her leadership skills within the bank?
What do you think Vanessa can do to prepare herself for her three-month review?
3.2 Case Study—Leading the Robotics Team Anders Dahlgren is the mentor for a high school robotics team that has spent the past three months designing, building, and programming a robot for competition. The team is composed of 14 boys and one girl, and the students range from freshmen to seniors. With the first competition in three weeks, Anders needs to designate a team captain so the team can get used to working under a new leader. During the competition, the team captain is often called on to make crucial team decisions. The robotics team is divided into groups: Mechanical, whose members design and build the robot, and Programming, whose members develop the computer code that tells the robot how to complete its tasks. During competition, the team captain will have to work with both groups to tweak the robot’s design and programming on the fly to improve the robot’s performance. It can be a high-pressure job for any teenager, and with emotions and stress levels of other team members running on high, the captain will not only need an understanding of both the mechanical and programming aspects, but must also be able to keep 14 other personalities and egos working toward a common goal. There are three members of the robotics team that Anders is considering for captain: • Pria is a junior and the only girl on the team. This is her second year on the team, and she is in the Programming group. Anders describes her as being very serious and a whiz at coding, and she has offered some great design ideas. Pria is very organized—after the team’s first meeting of the year, she developed a schedule with tasks and deadlines and wrote it on the large whiteboard in the workshop so team members could follow it. Pria doesn’t have a lot of patience with teenage boy shenanigans and will admonish her group members to “focus, please” whenever she thinks they’ve gotten off task, such as when they start talking about YouTube videos or music. Pria is very rule-bound and will point out when team members try to cut corners or haven’t adequately followed instructions or the schedule. Anders has noticed that when the other programming group members have a problem or obstacle, they defer to Pria for a solution. He suspects it’s partly because they respect her opinion and partly because they know she’ll tell them how to fix it regardless. Once, though, when Pria was home sick, Anders overheard several of the boys from both groups call Pria “bossy” and say she “stressed them out” with her deadlines and rigidity. • Justin, a senior, is also in his second year on the team. An upbeat, congenial kid, Justin is a member of the Mechanical group. He isn’t much for planning, however; he has a tendency to pick up a power tool and use it before he has actually thought out what he is going to do with it. The other Mechanical group members call him “MacGyver” because he is great working with his hands and often comes up with fixes to mechanical problems by just fiddling around with different pieces and parts for an hour or so. The group members are also pretty forgiving when Justin makes a mistake because his sense of humor keeps them all laughing and he always finds a way to fix it. Anders notices that the Mechanical group is the most creative when Justin is at the helm, but that work sessions can devolve into chaos pretty quickly if Anders doesn’t step in and set parameters and establish goals. • Jerome, also a member of the Mechanical group, is quiet, respectful, and polite. He is a senior and has been on the robotics team since his freshman year. He is a veteran of robotics competitions, and what he has learned over the years has informed a lot of the team’s efforts this year. He is most happy working on the computer-aided designs for the robot and helping those building it to understand and follow the plans and schematics. When group members question elements of his design, however, he will ask, “How do you think we should do it?” He listens to their ideas, and if the other group members agree, they will implement an idea even when Jerome personally doesn’t think it’ll work. Jerome’s method of allowing for trial and error often slows down progress; when the group realizes an idea won’t work, the team members will have to take apart what was built and start over. Anders asked Jerome why he isn’t more assertive in defending his plans, and Jerome answered, “That’s just not my style. How do I know I have all the right answers? We are all supposed to be learning, right? And if I insist they do it my way all the time, how will we learn anything?”
Questions
How would you describe the individual leadership styles of Pria, Justin, and Jerome?
Based on the assumptions of Theory X and Theory Y, how would you describe Pria, Justin, and Jerome’s individual philosophies of leadership?
The robotics team will be asked to compete in a situation that sounds like it will be intense and stressful. Do you think a democratic leader would be as effective as an authoritarian leader in this situation?
For this professional development exercise, submit a 1500 – 2000 word paper. Two resources outside of your text should be used for this assignment.
Identify three legislative priorities related to the provision of home health and hospice services. Provide an overview of each issue and discuss how they affect the home care and hospice industry from the perspectives of cost, quality, or access.
Select two clients you observed or counseled this week during a family therapy session. Note: The two clients you select must have attended the same family session. Do not select the same family you selected for Week 2.
Then, address in your Practicum Journal the following:
Prepare an 8–10-page data analysis and quality improvement initiative proposal based on a health issue of professional interest to you. The audience for your analysis and proposal is the nursing staff and the interprofessional team who will implement the initiative.
“A basic principle of quality measurement is: If you can’t measure it, you can’t improve it” (Agency for Healthcare Research and Quality, 2013).
Health care providers are on an endless quest to improve both care quality and patient safety. This unwavering commitment requires hospitals and care givers to increase their attention and adherence to treatment protocols to improve patient outcomes. Health informatics, along with new and improved technologies and procedures, are at the core of virtually all quality improvement initiatives. The data gathered by providers, along with process improvement models and recognized quality benchmarks, are all part of a collaborative, continuing effort. As such, it is essential that professional nurses are able to correctly interpret, and effectively communicate information revealed on dashboards that display critical care metrics.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Agency for Healthcare Research and Quality. (2013). Preventing falls in hospitals. Retrieved from https://www.ahrq.gov/professionals/systems/hospital/fallpxtoolkit/fallpxtk5.html#tiptop
In this assessment, you will propose a quality improvement (QI) initiative proposal based on a health issue of professional interest to you. The QI initiative proposal will be based on an analysis of dashboard metrics from a health care facility. You have one of two options:
If you have access to dashboard metrics related to a QI initiative proposal of interest to you:
If you do not have access to a dashboard or metrics related to a QI initiative proposal:
Analyze dashboard metrics related to the selected issue.
Note: Remember, you can submit all, or a portion of, your draft to Smarthinking for feedback, before you submit the final version of your analysis for this assessment. However, be mindful of the turnaround time for receiving feedback, if you plan on using this free service.
The numbered points below correspond to grading criteria in the scoring guide. The bullets below each grading criterion further delineate tasks to fulfill the assessment requirements. Be sure that your Quality Improvement Initiative Evaluation addresses all of the content below. You may also want to read the scoring guide to better understand the performance levels that relate to each grading criterion.
Note: Faculty may use the Writing Feedback Tool when grading this assessment. The Writing Feedback Tool is designed to provide you with guidance and resources to develop your writing based on five core skills. You will find writing feedback in the Scoring Guide for the assessment, once your work has been evaluated.
