Nursing

Assignment: Leadership and Power
Assignment: Leadership and Power
Assignment: Leadership and Power
Week 3 assignment Leadership Journal: Power Journaling provides a valuable tool for recording, reflecting on, and reviewing your learning. This approach provides an opportunity for you to “connect the dots” and observe the relationships between and among activities, interactions, and outcomes. Unlike a personal journal of thoughts and feelings, this Leadership Journal is a record of your activities, assessments, and learning related to this academic experience. Journal entries should include a record of the number of hours spent with your nurse leader each week. Write a journal entry of 750-1,500 words on the subject of power, including the following: Provide observations and thoughts on the activities in Weeks 1-2. Identify your given “power” at your workplace or in your professional life. What is your greatest contribution in the lives of others? Find three people with whom you interact professionally and ask them to affirm the influence you bring to their lives. How and why did you choose the individuals? What pearls of wisdom did they share that you had not considered? Reflect on at least two things you learned from the “Issue of Power” video. APA format is not required, but solid academic writing is expected. You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.
The author’s role as a nurse consultant in a Mental Health Trust in the north of England is particularly interesting because of the peculiar position of the nurse consultant. One of the main components of the role is leadership, yet they are not operational managers so cannot draw on traditional positional power as a way of influencing people. This led the author to explore the concept of power and its implications for leadership. The paper is the result of this exploration: it reviews theories of power and how these can be applied to an understanding of leadership.

Assignment: Words and Actions
Assignment: Words and Actions
Assignment: Words and Actions
Week 9 discussion Servant leaders must be internally consistent with their words and actions. Describe a mentor that you have had that displayed this kind of credibility. Share an example of what you witnessed from this person. Based on the text, contrast your response to the secular view of power.
ou can tell a lot about a person through both their words and their actions. Their words give you insight into what they think and feel, and their actions give you insight into their ethics, beliefs, and commitment. While there is a lot of debate about whether actions speak louder than words, there is a lot of reasons to believe that it is true. Following are 11 times that actions definitely speak louder than words.
1. When Trust Needs To Be Built
It doesn’t matter what type of relationship you want to talk about, trust is important to maintain it. Without trust, the relationship crumbles, suspicion and hurt feelings come in, and eventually the relationship falls apart completely. It’s easy to say something to try to build trust, but not as easy to build trust through your actions.
Each time you say you are going to do something, but don’t, your actions speak louder than words. You are telling the other person that you don’t have the desire, capability, or willingness to stick to your promises or word. Soon, you can say anything you want to someone and they will literally only believe it when they see it.
If you want relationships to last, then your actions need to match what you say. Don’t make false promises with your words and not live up to them!
2. When Committing To Goals
The New Year is a great time to make goals, but even you know that your words are often a bunch of baloney. You can make all the promises you want to yourself, but if you don’t stick to them, then you are not going to have much faith in what you promise yourself.
Think about weight loss. You may commit to working out each day for a month straight because you know that it will improve your energy during the day, improve your sleep at night, and help you burn off some extra calories. But, words won’t give you those benefits, only actions will. The same goes for all health goals, relationship goals, financial goals, and work goals.

Assignment: Professional Caregivers
Assignment: Professional Caregivers
Assignment: Professional Caregivers
Week 3 project Using the information from the interview you conducted in Week 2, list in descending order the support needs of your participant. Also discuss how to implement objectives of Healthy People 2020 to increase wellness. Give examples of appropriate interventions of the professional caregiver, for example, the nurse. Submit your findings in a 4- to 5-page Microsoft Word document. Support your responses with examples. On a separate references page, cite all sources using APA format. Use this APA Citation Helper as a convenient reference for properly citing resources. This handout will provide you the details of formatting your essay using APA style. You may create your essay in this APA-formatted template.
Let’s start with defining what exactly it means to be a professional in-home, non-medical caregiver.
A professional caregiver is someone whose career is to assist another person in a way that enables them to live as independently as possible. Professional caregivers can go by many different job titles. Home health care refers to care provided in the home by a licensed medical professional, such as a nurse or physical therapist. focuses on helping older adults with the daily activities they need to engage in life and remain safe and healthy. Professional caregivers who do not have a medical license generally can perform these tasks like feeding, bathing, and have an extremely important job since they are on the front lines and provide direct care.
Being a professional caregiver can be a rewarding career, but is also heavy and hard work, tiring and lonely if you are not prepared. Our goal is to help you learn professional skills so that you can feel confident whether you’re a veteran refreshing your skills or you’re new to caregiving.
Profesional Caregiver Responsibilities
What you can and cannot do as a professional caregiver depends on two main factors: The first, who your employer is, and the second being the setting where you are working. Remember that each agency has its own policies and procedures, so what you do when working for one agency may not be the same as what you are allowed do for another agency; and always refer to your handbook or your hiring manager when you run into those gray areas.
Your responsibilities are different depending on the care setting where you are providing care: a private home, assisted living, or a skilled nursing facility. In a home, you will usually be helping with personal care (such as grooming and bathing) and helping the older adult remain as independent as possible (by helping with such things as meal preparation and light housekeeping).
Being a professional caregiver means having high professional standards. Your behavior, professionalism and boundaries affect your relationship with your clients. Let’s take a look at everything that you can do to make the first best impression with the a day in the life of a caregiver.

Discussion: View of Authority
Discussion: View of Authority
Discussion: View of Authority
Week 4 discussion What is your given “authority” at your work place and/or professional life? Describe a time when you have exercised this authority in your journey as a professional nurse? How does your response compare to the secular view of power? How does your response compare to the secular view of authority? How does your response compare to the view of power according to servant leadership? How does your response compare to the view of authority according to servant leadership?The authority figure intends to promote the well-being of those around him or her. Servant leadership involves the individual demonstrating the characteristics of empathy, listening, stewardship, and commitment to personal growth toward others.
Servant leadership seeks to move management and personnel interaction away from “controlling activities” and toward a more synergistic relationship among parties. The term “servant leadership” was coined by Robert Greenleaf, a twentieth-century researcher who was skeptical about traditional leadership styles that focused on more authoritarian relationships between employers and employees.
According to Greenleaf’s observations, the servant leader approaches situations and organizations from the perspective of a servant first, looking to lend their presence to answer the needs of the organization and others. They seek to address wants and requirements as their priority, with leadership to be pursued secondarily. This contrasts with the leader-first perspective, wherein a person aims to gain control quickly often driven by the desire and prospects for material gain or influence.

Assignment: Serving Journaling
Assignment: Serving Journaling
Assignment: Serving Journaling
Week 11 assignment Leadership Journal: Serving Journaling provides a valuable tool for recording, reflecting on, and reviewing your learning. This approach provides an opportunity for you to “connect the dots” and observe the relationships between and among activities, interactions, and outcomes. Unlike a personal journal of thoughts and feelings, this Leadership Journal is a record of your activities, assessments, and learning related to this academic experience. Journal entries should include a record of the number of hours spent with your nurse leader each week. Write a journal entry of 750-1,500 words on the subject of serving, including the following: Provide observations and thoughts on the activities in Weeks 9-10. Would your co-workers or those you “serve” consider you responsible for some aspect of their success? Describe a situation where you were able to assist another nurse with achieving a professional goal. Reflect on at least two things you learned from the “Issue of Servant” video. APA format is not required, but solid academic writing is expected. You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.
Flooding emotions onto the page was how I made sense of the emotional turbulence of adolescence, which is how many now-lapsed journalers start out.
I had more time on my hands then. Didn’t we all? Even between theater rehearsals and cross-country practice, plus all the homework I had, journaling was easy to prioritize and the most reliable method to sort out my feelings.
As you’ve likely come to learn, any furious journaling you embraced as a teenager hasn’t been sustainable in adulthood. With more responsibility on our shoulders, less flexibility with our schedule, and myriad appointments, family commitments, and the rest of it, our time becomes our most precious commodity.
So, what’s a writer to do?
The answer is simple:
Choose the best journaling method for your lifestyle.
5 Types of Journals
(& the Pros and Cons of Each)
1. Classic Journal
Classic journaling characteristics include long-form paragraphs, stream of conscious writing, and giving in to the impulse of putting pen to paper whenever you feel compelled.
Benefits
Ultimate freedom of expression lies within these pages. One day, you might analyze a relationship with a family member. The next day, you scribble in a poem. The day after that, you ponder life’s mysteries inspired by a long walk you took. Here, the mind can unwind.
A classic journal is whatever you want it to be and whatever you need it to be, often serving as a stress-reliever by helping you remain the present, releasing feelings of anger, sadness, or other intense emotions.
Drawbacks
This method lacks parameters and doesn’t provide a lot of structure. Classic journaling has the potential to make you feel as though you need to write a lot in order to make it count.
Self-inflicted pressure to write something insightful or meaningful is a common affliction, especially for folks who don’t have a lot of time to dedicate to journaling.

Assignment: Transformational Model of Leadership
Assignment: Transformational Model of Leadership
Assignment: Transformational Model of Leadership
Week 7 discussion How do servant leaders, as compared with leaders using the transformational model of leadership, manage organization dynamics and lead change to ensure that the continued success of the stakeholders will be served? Is servant leadership or transformational leadership the best approach to these tasks? Why?
Transformational leadership is a theory of where a leader works with teams to identify needed change, creating a to guide the change through inspiration, and executing the change in tandem with committed members of a group; it is an integral part of the . Transformational leadership serves to enhance the motivation, morale, and of followers through a variety of mechanisms; these include connecting the follower’s sense of and self to a and to the of the organization; being a for followers in order to inspire them and to raise their interest in the project; challenging followers to take greater for their work, and understanding the strengths and weaknesses of followers, which allows the leader to align followers with tasks that enhance their performance. It is also important to understand the qualities a transformational leadership can bring to a work organization. Transformational leaders are strong in the abilities to adapt to different situations, share a collective consciousness, self-manage, and be inspirational while leading a group of employees.
Transformational leadership is when leader behaviors influence followers and inspire them to perform beyond their perceived capabilities. “Transformational leadership inspires people to achieve unexpected or remarkable results. It gives workers autonomy over specific jobs, as well as the authority to make decisions once they have been trained.” (What is Transformational Leadership?, 2014). This induces a positive change in the followers attitudes and the organization as a whole. Transformational leaders typically perform four distinct behaviors, also known as the four I’s. These behaviors are inspirational motivation, idealized influence, intellectual stimulation, individualized consideration.
Inspirational motivation is when the leader inspires their followers to achieve. This leader sets high and reasonable goals for their followers and their organization. They inspire commitment and they create a shared vision for their organization. Leaders that utilize inspirational motivation motivate followers extrinsically and intrinsically, and they are able to articulate their expectations clearly.
Idealized influence is when the leader acts as a strong role model for their organization and leads by example. These types of leaders consider the needs of their followers and prioritize their needs. They typically have loads of charisma and are very ethical. Followers of these leaders typically try to emulate their leader as they tend to identify with them easily. (Inspiring Innovation in the Workplace, 2019).
Intellectual stimulation is when the leader encourages their followers to think for themselves. These leaders are creative, innovative, and are very open to new ideas. They tend to be tolerant of their followers mistakes, and even encourage them as they believe they promote growth and improvement within the organization. These leaders create learning opportunities for their followers and abandon obsolete practices.
Individualized consideration is when the leader establishes a strong relationship with their followers. These leaders act as a caring supportive resource for their followers and their organization. They mentor their followers and allocate their time to developing their followers potential. (Transformational Leadership, 2014)

Assignment: Week6 discussion Resentment
Assignment: Week6 discussion Resentment
Assignment: Week6 discussion Resentment
Week 6 discussion Resentment tears people and organizations apart. A servant leader focuses on leading and not dictating. Explain how you could transform feelings of resentment into a force for leading.
In the role of a leader, it‘s common to have to ask your people to change the way they do things, and even change their attitudes. A great leader and influencer would know just the right way to do so without creating resentment or offending.
Dale Carnegie in his long-standing best seller How to Win Friends and Influence People, explains how this can be done.
His nine principles of how successful leaders can influence their people and change their attitudes and behaviour are astonishingly simple, yet powerful and an eye-opener, whatever your circumstances are.
Start with praise
Carnegie starts by explaining his first principle for doing this right: “Begin with a praise and honest appreciation”.
Everyone loves a compliment. It is easy to get caught up in your fury and disappointment, and forget all the good things about the person you are about to criticise.
However, starting your discussion by stating the good points of the person and drawing attention to areas you are honestly happy with, will encourage the person to take criticism in a more constructive way than they would otherwise.
Compliment him or her for something they are doing well. This will lead the person to feel a sense of pride, that he or she would later on try to maintain by correcting the flaw you are about to talk about.
Take an indirect approach
Carnegie’s second principle is to “call attention to people’s mistakes indirectly”. The word “but”, if used after a sincere praise and followed by a criticism, will most likely make the recipient doubt the sincerity of the praise altogether.
If you replace the word “but” with “and”, this hurdle is easily overcome and the recipient will more receptive of the criticism.
Admit your own mistakes
“Talk about your own mistakes before criticising the other person,” goes Carnegie’s third principle.
The power of admitting your own faults before delving into the faults of the person, is immense.
It humanises you. It makes the recipient realise that you know that no one is perfect and that you’ve made mistakes yourself.
Narrating similar mistakes you made in the past, their consequences and how you overcame them, can lead to the person better understanding their mistakes and taking in tips on how to improve.
Ask questions
“Ask questions instead of giving direct orders.” There is something magical about allowing people to correct their own mistakes, guiding them towards the right path by providing suggestions and ideas, rather than a direct order.
In this scenario, they will have ownership of the change, and they will understand the stakes involved.
No one likes to follow orders – everyone prefers to be given the opportunity to come up with their own ingenious ways of solving problems.
Gentle guidance and direction can therefore yield better results rather than passing down a mere order in the form of “Just do it this way!”
Keep their feelings in mind
“Let the other person save face,” is Carnegie’s fifth principle. We often forget about the importance of others’ feelings.
Letting people feel that they are valued for what they do rather than simply criticising or punishing them for something they have done wrong, goes a long way in making them embrace the advised change.
Instead of firing a person, consider whether you can adjust his or her role according to what they are good at.
That way, you are not alienating a crucial resource for your organisation, and at the same time you are correcting a situation by making space for someone else to take over the initial role the individual was less proficient in.

Assignment: New Technologies Discussion
Assignment: New Technologies Discussion
Assignment: New Technologies Discussion
Week 8 discussion Discussion Prompt 1 Do an Internet search for new technologies that focus on patient engagement. Discuss one of your findings. Also describe two strategies a provider can use to engage patients in monitoring their health. In the interest of public health, do you believe all capable patients should be expected to monitor their health using accessible tools? What, if any, are the unintended consequences of that expectation? Discussion Prompt 2 What societal and technological trends do you see that might promote increased adoption and use of personal health records (PHRs)? What specific types of data or functions do you think would draw people who are not current PHR users to adopt and use the PHR? How do you think this might vary by user attributes (e.g., age, disease status, health literacy)?
Artificial intelligence, machine learning with data analytics and business intelligence
Business applications continue to churn out large volumes of data, and users are trying to mine that data to determine patterns and predict user behavior. In ecommerce, users want to know , which will help market products better. Website designers want to understand how visitors move through their sites in order to improve conversion rates.
And companies want to analyse their sales data to correlate marketing dollars spent on sales dollars generated. and data analytics activities are becoming easier to perform, and that’s driving their adoption in mainstream businesses that are seeking to make better, faster decisions.
The rise of AI-powered chatbots in customer service and support
Over the past few years, chatbots — the automated, human-like chat responders — have been more an experiment, with limited adoption. Now, chatbots are becoming more mainstream as people see the benefits of those experiments, especially in customer service and support. Unlike human customer service and support reps, chatbots don’t have the physical and mental inconsistencies that can degrade service levels. More, are learning how to respond to customers and predict what they want.
Based on customer history or questions customers ask during a chat session, AI-powered chatbots can ask users what they need and even ask leading questions, all to improve the support experience.
Use of natural language processing as a new form of human-computer interface
Star Trek fans aren’t the only ones who’ve been waiting for this prediction to manifest. Business users, too, are eager to have computers understand natural language. Take a sales manager who wants to generate a quarterly report. If the manager has to ask for it from an analytics specialist, the manager has to explain what she’s looking for and hope the specialist accurately translates her request into something the computer can process in order to generate the information she wants.

Assignment: Characteristics of Nurses
Assignment: Characteristics of Nurses
Assignment: Characteristics of Nurses
Week 1 discussion Should all nurses be considered leaders? What characteristics of nurses make them leaders? How do your responses compare or contrast with the view of power according to servant leadership? Support your response with evidence from the textbook or Topic Materials.
7 qualities define what makes a good nurse
It’s clear many of us want to know exactly which characteristics make a good nurse, or even a great nurse.
Defined as qualities, traits, abilities, talents, strengths, values, beliefs or morals — characteristics can be personal or professional.
I believe it’s a combination of both of those types of characteristics that we find in good nurses, and these seven qualities stand out:
Being a person who deserves a high level of respect. Our kindness, fairness, caring, trustworthiness, emotional stability, empathy and compassion are part of who we are as people on a personal level and serve us well as nurses.
sometimes at their worst life moments.
Effectively using our critical-thinking skills to solve and identify problems to improve protocols and patient care.
Our attention to detail, which helps us follow detailed orders from colleagues and individualize each patient’s care.
Time management and delegation skills help us keep up with patient care responsibilities throughout our shifts.
Our ability to be flexible and adapt to changing scenarios and situations on the fly.
Being a team player that works fluidly with patients, families and interdisciplinary healthcare teams every step of the way.
We develop and strengthen all of the skills above through our years of education, training and practice.
Bedside nurses embody what makes a good nurse
For nearly two decades, the as the most admired, ethical and trusted profession.
“More than four in five Americans (84%) again earning them the top spot among a diverse list of professions for the 17th consecutive year,” Gallup reported again in December.

Assignment: Completing a Risk Assessment
Assignment: Completing a Risk Assessment
Assignment: Completing a Risk Assessment
Week 6 discussion Discussion Prompt 1 The following websites include toolkits for completing a risk assessment: http://www.himss.org/ASP/topics_pstoolkitsDirectory.asp?faid=569&tid=4 https://healthit.ahrq.gov/health-it-tools-and-resources/health-information-security-and-privacy-collaboration-toolkit Review the risk assessment guides available at these sites and then answer the following question: Because HIPAA requires that a covered entity appoint a security officer, what is the role of the health professional or informatics specialist in working with the security officer to complete a risk assessment? In your discussion, consider who has access to the information required to complete the assessment and how the information should be collected. Discussion Prompt 2 List and describe the federal agencies and committees that are responsible for facilitating electronic exchange of health information in the United States. What are the current time periods for the meaningfuatisfy meaningful use requirements?
Step 1: Identify hazards, i.e. anything that may cause harm.
Employers have a duty to assess the health and safety risks faced by their . Your employer must systematically check for possible physical, mental, chemical and biological hazards.
This is one common classification of hazards:
Physical: e.g. lifting, awkward postures, slips and trips, noise, dust, machinery, computer equipment, etc.
Mental: e.g. excess workload, long hours, working with high-need clients, bullying, etc. These are also called ‘psychosocial’ hazards, affecting mental health and occurring within working relationships.
Chemical: e.g. asbestos, cleaning fluids, aerosols, etc.
Biological: including tuberculosis, hepatitis and other infectious diseases faced by healthcare workers, home care staff and other healthcare professionals.
Step 2: Decide who may be harmed, and how.
Identifying who is at risk starts with your organisation’s own full- and . Employers must also assess risks faced by agency and staff, visitors, clients and other members of the public on their premises.
Employers must review work routines in all the different locations and situations where their staff are employed. For example:
Home care supervisors must take due account of their client’s personal safety in the home, and ensure safe working and lifting arrangements for their own home care staff.
In a supermarket, hazards are found in the repetitive tasks at the checkout, in lifting loads, and in slips and trips from spillages and obstacles in the shop and storerooms. Staff face the risk of violence from customers and intruders, especially in the evenings.
In call centres, workstation equipment (i.e. desk, screen, keyboard and chair) must be adjusted to suit each employee.
Employers have special towards the health and safety of young workers, disabled employees, , shiftworkers, and pregnant or breastfeeding women.
Step 3: Assess the risks and take action.
This means employers must consider how likely it is that each hazard could cause harm. This will determine whether or not your employer should reduce the level of risk. Even after all precautions have been taken, some risk usually remains. Employers must decide for each remaining hazard whether the risk remains high, medium or low.
Step 4: Make a record of the findings.
Employers with five or more staff are required to record in writing the main findings of the risk assessment. This record should include details of any hazards noted in the risk assessment, and action taken to reduce or eliminate risk.
This record provides proof that the assessment was carried out, and is used as the basis for a later review of working practices. The risk assessment is a working document. You should be able to read it. It should not be locked away in a cupboard.
Step 5: Review the risk assessment.
A risk assessment must be kept under review in order to:
ensure that agreed safe working practices continue to be applied (e.g. that management’s safety instructions are respected by supervisors and line managers); and
take account of any new working practices, new machinery or more demanding work targets.