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NURS FPX 5007 Assessment 3 Intervention Strategy

Assessment 3: Intervention Strategy

Name

Capella University

NURS-FPX5007: Leadership Nursing Practice

Prof. Name

June 22nd 2024

Intervention Strategy

Effective leadership in nursing is crucial for maintaining a productive and positive work environment. Leadership in nursing involves guiding and influencing others to achieve common goals, ensuring high standards of patient care, and fostering a supportive team atmosphere (Brasier et al., 2023). This assessment develops an intervention strategy to address the leadership problem of a nurse, Marty, whose declining performance and behavior have created a hostile work environment. The strategy will be guided by a suitable leadership theory, organizational change models, and relevant healthcare policies. The goal is to present a comprehensive approach to manage Marty’s situation, promote positive change, and ensure compliance with regulatory frameworks. This intervention aims to promote a more beneficial and more effective work setting.

Identifying the Most Applicable Leadership Theory

In nursing leadership, effectively managing and resolving complex problems is critical. Among the various leadership theories available, Transformational leadership is particularly suitable for addressing Marty’s leadership problem. Transformational leadership is defined by its focus on inspiring and motivating team members to exceed their expectations, promoting a culture of innovation and ongoing enhancement (Gebreheat et al., 2023). This theory is grounded in four key components: idealized influence, which involves being a role model and earning the trust and respect of team members; motivating inspiration, which includes conveying a vivid and attractive vision; intellectual challenge, which promotes innovation and analytical thinking; and personalized attention, which caters to the specific needs of each person and development of each team member. These components collectively contribute to creating a supportive and high-performing work environment.

Characteristics and Applicability of the Leadership Strategy

Transformational leadership involves creating a captivating outlook for what lies ahead, effectively disseminating this vision to inspire and engage employees, encouraging innovative thinking, and providing personalized support to meet individual team members’ wants (Mekonnen & Bayissa, 2023). In Marty’s case, her declining performance and behavior have created a challenging work environment, affecting team morale and productivity. By adopting a transformational approach, the leader can tackle the underlying factors of Marty’s issues, like her personal stressors and health challenges, while motivating and engaging the rest of the team. It involves setting clear expectations, recognizing and rewarding good performance, and fostering an inclusive and supportive work culture.

Transformational leadership is justified by its effectiveness in managing complex and multifaceted problems in healthcare settings (Miles et al., 2023). Transformational leaders are adept at facilitating significant changes within their teams and organizations by leveraging their ability to inspire and mobilize others toward common goals. This theory aligns well with the need to address both individual and team dynamics, making it a suitable and insightful strategy for managing the challenges presented in Marty’s scenario. Research by Gebreheat et al. (2023) supports that transformational leadership can improve job satisfaction, increase employee engagement, and better patient outcomes, which are critical in healthcare.

Focusing on transformational leadership, this intervention strategy aims to resolve the immediate issues related to Marty’s performance and seeks to create a more resilient and high-performing team. The approach’s emphasis on vision, inspiration, and personalized support provides a comprehensive framework for fostering a positive and productive work environment, ultimately benefiting staff and patients.

Application of Transformational Leadership to Resolve Nursing Leadership Problems

Transformational leadership can be effectively applied to manage and resolve the nursing leadership problem involving Marty by addressing both her individual needs and the broader team dynamics. This theory encourages leaders to inspire and motivate their team members, fostering a culture of support and high performance. In Marty’s case, the leader can start by setting a clear vision for the team, emphasizing the importance of each member’s role in achieving collective goals. By doing so, the leader can assist Marty in comprehending the effects of her performance on the team and the organization.

Research supports the effectiveness of transformational leadership in health keeping. For instance, Van et al. (2022) highlight that transformational approach practices, such as providing individualized support and fostering a positive team environment, significantly improve employee engagement and job satisfaction. Transformational leaders act as exemplary figures, gaining the trust and admiration of their team members, which is crucial in addressing issues like those presented by Marty. By setting high standards and demonstrating a commitment to the team’s success, a transformational leader can inspire Marty to improve her performance and engagement at work.

Practical Examples from the Literature

In healthcare settings, transformational leadership has been applied successfully to enhance team cohesion and patient care outcomes (Estrada et al., 2022). For example, Mekonnen & Bayissa (2023) found that transformational leadership was associated with higher nurse satisfaction and lower levels of burnout, which are critical for maintaining a productive work environment. It is particularly relevant in Marty’s case, as her personal stressors and health challenges have likely contributed to her declining performance and increased absenteeism. In Marty’s situation, the leader can conduct regular one-on-one meetings to understand her challenges and provide tailored support, such as flexible work arrangements or access to counseling services. Implementing team-building activities can strengthen team members’ relationships and reduce resentment or hostility. The leader can foster a more diverse and nurturing atmosphere by fostering open communication and recognizing individual contributions (Brasier et al., 2023).

The efficacy of transformational leadership in similar situations is well-documented. For example, Ystaas et al. (2023) demonstrated that transformational leadership improved nurse retention and reduced hospital turnover rates. The leader can address Marty’s performance issues by applying these practices while enhancing team morale and productivity. This approach ensures that individual and team needs are met, leading to a more harmonious and effective work environment. By focusing on principles of transformational leadership, such as exemplary influence, motivating inspiration, cognitive stimulation, and tailored consideration, the leader can bring about a positive mutation in the workplace (Krijgsheld et al., 2022). This comprehensive approach aims to resolve Marty’s immediate issues and build a resilient and high-performing team, benefiting staff and patients. This intervention strategy emphasizes the importance of vision, inspiration, and personalized support, providing a robust framework for fostering a productive and supportive work environment.

Influence of Organizational Change Model on Intervention Strategy

Considering an organizational change model is crucial in developing an effective intervention strategy to manage and resolve nursing leadership problems. One example is Kotter’s 8-Step Change Model, providing a detailed method for implementing organizational change. Kotter’s 8-Step Change Model involves establishing a sense of haste, assembling a leadership group, formulating a vision and plan, disseminating the concept, enabling employees to take widespread action, securing early successes, strengthening progress, and embedding new practices into the organizational structure (Miles et al., 2023). Implementing this model ensures the intervention strategy is systematic and addresses change’s human and procedural aspects.

Role of Change Leadership in Health Care Organizations

Successful change leadership is crucial for enhancing a healthcare organization’s ability to promote health and attain its objectives (Gebreheat et al., 2023). Leaders who adeptly manage change can create an adaptable and responsive environment to evolving healthcare needs. For example, by creating a sense of urgency around the need to address Marty’s performance issues, the leader can motivate the team to recognize the importance of the change. A guiding coalition with key stakeholders, such as senior nurses and HR representatives, can help develop a cohesive strategy that aligns with the community’s objectives (Graves et al., 2023). 

Empowering employees to take action and participate in the change strategy can encourage an intention of privilege and responsibility (Brasier et al., 2023). It can be particularly effective in Marty’s case, where collaboration and support are essential. By generating short-term wins, such as improvements in team morale and patient care quality, the leader can build momentum and demonstrate the benefits of the change. Consolidating these, consolidating progress, and embedding new behaviors into the organizational environment ensures sustainable improvements (Mekonnen & Bayissa, 2023). Applying Kotter’s Model in this intervention strategy addresses Marty’s issues and strengthens the organizational culture. It enhances the capacity for health promotion by creating a more resilient and adaptive workforce. By fostering a supportive and inclusive environment, the organization can better meet its goals of delivering exceptional patient care while fostering a supportive work atmosphere for its employees (Specchia et al., 2021). 

Impact of Health Care Policy and Legislation

Effective healthcare policies and legislation are essential for addressing and managing challenges in nursing leadership (Mekonnen & Bayissa, 2023). In Marty’s case, Laws like the Family and Medical Leave Act and the Americans with Disabilities Act are especially pertinent. The FMLA  allows eligible workers to take up to 12 weeks of leave without pay for designated family and health-related needs., guaranteeing job security throughout the leave period (Estrada et al., 2022). This policy impacts Marty’s situation by guaranteeing her the entitlement to take leave for family care or address her health issues without fear of losing her job. Understanding and correctly applying FMLA provisions can help manage her absences and provide a structured approach to her leave requests (Specchia et al., 2021). 

The ADA ensures that individuals with impairments are not subjected to discrimination in any aspect of public life, including employment (Van et al., 2022). It mandates that employers offer suitable adjustments for employees with disabilities, like Marty’s sleep apnea. This could involve offering flexible work hours or using assistive devices. By complying with ADA regulations, the organization ensures that Marty receives the necessary support to perform her duties effectively, which can enhance her work performance and decrease absenteeism.

Hospital policies regarding employee performance and conduct must align with these federal laws (Krijgsheld et al., 2022). Clear guidelines on managing performance issues, such as those observed with Marty, should include documentation, communication, and support processes. Policies should also address the importance of a supportive work environment, mitigating issues like the hostility and gossip reported by Marty’s colleagues. The impact of these policies is significant. Proper implementation ensures that Marty’s rights are protected while maintaining organizational standards and productivity. It fosters a fair and supportive workplace, improving team morale and reducing conflicts. The organization can effectively manage Marty’s situation by aligning the intervention strategy with healthcare policies and legislation, ensuring legal compliance, and promoting a positive work culture. This alignment not only aids in resolving the immediate leadership problem but also sets a precedent for handling similar issues.

NURS FPX 5007 Assessment 3 Intervention Strategy Conclusion

Resolving Marty’s nursing leadership problem requires integrating Transformational Leadership, Kotter’s 8-Step Change Model, and adherence to healthcare policies like FMLA and ADA. Transformational Leadership inspires and motivates the team, addressing individual and team dynamics. Kotter’s model ensures a systematic and inclusive change process. Compliance with healthcare policies protects Marty’s rights while maintaining organizational standards. This strategy resolves immediate issues and fosters a supportive, high-performing work environment, improving team morale and patient care.

NURS FPX 5007 Assessment 3 Intervention Strategy References

Brasier, A. R., Casey, S. L., Hatfield, P., Kelly, P. W., Sweeney, W. A., Schweizer, M., Liu, B., & Burnside, E. S. (2023). A leadership model supports the maturation of high-performance translational teams. Journal of Clinical and Translational Science, 7(1), e171. https://doi.org/10.1017/cts.2023.598 

Estrada, L. V., Jason, R., & Perez, G. A. (2022). The role of national paid family and medical leave policies in promoting health equity for older adults and their caregivers. Journal of Gerontological Nursing, 48(3), 5–10. https://doi.org/10.3928/00989134-20220209-01 

Gebreheat, G., Teame, H., & Costa, E. I. (2023). The impact of transformational leadership style on nurses’ job satisfaction: An integrative review. SAGE Open Nursing, 9, 23779608231197428. https://doi.org/10.1177/23779608231197428 

Graves, L., Dalgarno, N., Hoorn, R. V., Hastings, A., Mulder, J., Kolomitro, K., Kirby, F., & Wylick, R. (2023). Creating change: Kotter’s change management model in action. Canadian Medical Education Journal, 14(3), 136–139. https://doi.org/10.36834/cmej.76680 

Krijgsheld, M., Tummers, L. G., & Scheepers, F. E. (2022). Job performance in healthcare: A systematic review. BMC Health Services Research, 22(1), 149. https://doi.org/10.1186/s12913-021-07357-5 

Mekonnen, M., & Bayissa, Z. (2023). Transformational and transactional leadership styles affect organizational readiness for change among health professionals. SAGE Open Nursing, 9, 23779608231185923. https://doi.org/10.1177/23779608231185923 

Miles, M. C., Richardson, K. M., Wolfe, R., Hairston, K., Cleveland, M., Kelly, C., Lippert, J., Mastandrea, N., & Pruitt, Z. (2023). Using Kotter’s change management framework to redesign departmental GME recruitment. Journal of Graduate Medical Education, 15(1), 98–104. https://doi.org/10.4300/JGME-D-22-00191.1 

Specchia, M. L., Cozzolino, M. R., Carini, E., Di A., Galletti, C., Ricciardi, W., & Damiani, G. (2021). Leadership styles and nurses’ job satisfaction: Results of a systematic review. International Journal of Environmental Research and Public Health, 18(4), 1552. https://doi.org/10.3390/ijerph18041552 

Van, C., Roberts, C., & Lane, S. (2022). Leadership behaviors in interprofessional student teamwork. BMC Medical Education, 22(1), 834. https://doi.org/10.1186/s12909-022-03923-5 

Ystaas, L. M. K., Nikitara, M., Ghobrial, S., Latzourakis, E., Polychronis, G., & Constantinou, C. S. (2023). The impact of transformational leadership in the nursing work environment and patients’ outcomes: A systematic review. Nursing Reports, 13(3), 1271–1290. https://doi.org/10.3390/nursrep13030108 

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