Running head: Nursing Leadership and Management 1

Nursing Leadership and Management

Author Name

University

College of Health Professions

 
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Table of Contents

Chapter 1: Introduction....................................................................................................................3

Background of the problem.............................................................................................................4

Problem Statement...........................................................................................................................7

Scope of the Project.........................................................................................................................7

Practice Change...........................................................................................................................7

The rationale for practice change................................................................................................9

Chapter 2: Literature Review.........................................................................................................11

Trait Theories.................................................................................................................................11

Behavioral Theories.......................................................................................................................11

Evidence Summary........................................................................................................................13

Practice Change.............................................................................................................................14

Qualities of an Effective Leader....................................................................................................15

Recommendation...........................................................................................................................16

References......................................................................................................................................17

Appendix A....................................................................................................................................22
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Chapter 1: Introduction

Nursing leadership and management are the practice of nursing professionals who are

tasked with directing and managing nursing staff. Their roles equally entail playing an oversight

role over the organization's policies and processes that help in providing patient care. Nurse

leaders need to influence and motivate a group of people to direct their actions towards achieving

a similar goal. The nurse leader will be able to position and advise other healthcare workers on

how to utilize the available resources efficiently. A majority of nurses in leadership or

managerial positions possess several years and, in some cases, decades of experience in the

medical field. Their experience positions them to play an oversight and educative role to other

healthcare workers, ensuring that they can deliver quality care to patients based on the available

resources.  

This paper helps to understand the role of nurse leaders and the various interactions they

engage in to ensure they achieve the desired goal. Leadership and management are based on an

organizational context in which multiple variables such as psychology, sociology, gender, and

interprofessional interactions impact the carrying out of numerous duties and how individual

nurses perceive themselves. It equally highlights how nurses view patients and their interactions

with colleagues when working towards achieving the organization's goals.

Leadership requires implementing a long-term process that will influence people towards

accomplishing the mission or goals of an organization. A nursing leader needs to set strategies

and goals that will help reach set objectives and goals; equally, it will be able to position staff

members to promote a culture of teamwork. Through the process, a nurse leader will be able to

streamline member's perceptions and expectations on their roles and tasks that are to be

completed (Cutcliffe & Cleary, 2015; Barlow, 2017). Also, the process will require establishing
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clear communication channels that will ensure staff members can clearly understand what is

needed and how they can ask or request support to promote a positive working environment.

Poor leadership can adversely impact the delivery of care since it increases the cost,

reduces efficiency and effectiveness, and results in dissatisfaction among staff members.

Effective leadership will help build an organizational culture that will ensure the quality is

improved, and there will be reduced conflict among staff that can stem from miscommunication.

Good practices will help to improve efficiency and effectiveness through meeting individuals

and the healthcare facility's goals (Boamah et al., 2018). Several leadership studies have been

conducted in developed countries, highlighting the importance of healthcare professionals. This

highlights how external factors such as laws and internal factors such as hospital policies impact

the delivery of care.

Nursing is primarily offering services to patients to better their care by adhering to

policies and guidelines that establish vital structures that are geared at ensuring healthcare

workers wok towards a similar goal (Cutcliffe & Cleary, 2015). Nurse leadership and

management are central to achieving the goals since there is a need for one or more individuals

who are not necessarily in management positions but play an oversight role over other staff

members (Manning, 2017). The person who is charged with becoming a nurse leader needs to be

aware of multiple variables that impact the delivery of care, such as available resources, working

hours, human error, and severity of patient's ailments.

Background of the problem

Effective leadership plays an integral role in the delivery of quality healthcare since it requires

managing resources, staff, patients, and coordinating the various activities that occur daily in a
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healthcare facility. Effective leadership is an integral part of healthcare systems. It oversees a

wide range of functions that are put in place to ensure the effectiveness and efficiency of running

operations and the delivery of care. Various challenges arise in providing critical care; therefore,

there is a need for someone who can manage activities and amicably resolve situations when

they arise ((Tyczkowski et al., 2015; Boamah et al., 2018). Nursing leadership will require

evaluating the available options and selecting the solution that provides the best impact. In some

cases, the decisions might negatively impact staff, such as when healthcare workers are required

to work longer shifts since there is an influx of patients but an insufficient number of healthcare

workers to provide the necessary standard of care.

A majority of the people positioned in nursing leadership and management have decades

of experience, meaning they are about to reach their retirement age. The resulting impact is they

need to impart their years of experience and knowledge to ensure that the new generation of

healthcare workers can understand their responsibilities and deliver according to the medical

standards and requirements (Sfantou et al., 2017; (Al-Dossary, 2017)). There are various

challenges that medical professionals face, such as understaffing in a majority of healthcare

facilities.

A nursing leader will be able to utilize available staff members to ensure the health

facility can efficiently deliver on its primary responsibility of taking care of patients.

Unfortunately, when trying to meet the patient's needs, the challenge that can arise is

overworking, resulting in fatigue and medical errors. Based on the assessment of ongoing

activities that can hinder the delivery of quality care, nursing leaders act as a relay between

medical staff and hospital administration to present staff needs and concerns. Healthcare

workers' needs must be addressed to motivate them to increase their level of productivity
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(Bahadori et al., 2016). Equally, staffing concerns will help to ensure patients are not neglected

but rather receive proper medical attention that works towards bettering their health.

According to the U.S. Bureau of labor statistics, gathered data reflect the increasing need

of over one million registered nurses to help meet the rising demand and replacements to those

who are about to hit the retirement age. Through nursing leadership and management gaps,

which are identified, such as staff shortages need to be addressed to ensure medical operations

run seamlessly without putting too much strain on the available resources and staff. The

challenge that faces a majority of nurse leaders face is dealing with the administration and

corporates who own or run the hospitals. Hospital administrators' primary purpose is to minimize

cost and increase profit, but they overlook the need for additional staff to ensure the efficient

delivery of services (Bahadori et al., 2016). Based on the medical industry's capitalist nature, it

places significant strain and challenges on nurse leaders since they cannot offer the desired

quality of care.

Hospitals should be patient-centric to ensure they can provide the resources and staff

required to ensure healthcare services meet the required standard of care. A nursing leader needs

to gain a deep understanding of the intricate nature of running a healthcare facility so that they

employ effective strategies that will improve the quality of care offered to patients. Furthermore,

nursing leadership and management require healthcare workers' needs to be prioritized to ensure

they are motivated and protected when carrying out their daily tasks. The nurse leaders require to

create a safe, healthy environment that works to support the work carried out by the healthcare

workers, ensuring it contributes to the overall delivery of patient care (Branson et al., 2016).

Nursing leaders require significant support from the hospital's administration to implement

effective practices geared toward improving the quality of care accessed by patients.
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Problem Statement

Nurse leaders are faced with the growing challenge of operating with limited resources

and a contracted workforce, limiting the service delivery. It is of significant importance that the

issue is addressed to ensure the quality delivery of medical services. Equally, solving the

problem will ensure staff operates in a conducive and healthy environment that allows them to

perform optimally. To achieve efficiency across a healthcare facility in running daily operations,

there is a primary need for hospital administrators to work in unison with nursing leaders to work

towards achieving the same goals. The importance of hospital administrators working together

with nurse leaders will ensure key challenges such as limited resources, and a contracted

workforce will be adequately addressed to offer a lasting solition.

Scope of the Project

Practice Change

Nurse leaders have to deal with the challenge of a capitalist-driven healthcare system,

which minimizes cost to meet their bottom line resulting in negatively impacting the running of

daily operations (Cherry & Jacob, 2016). As a result, the hospital operates at the bare minimum

with a limited workforce and a limited supply of essential items that assist healthcare workers in

delivering quality healthcare services. Hospital administrators need to shift their focus from the

bottom line to better the quality of care offered in their medical facilities. Nurse leaders need to

be supported in their work to ensure a pleasant working environment is promoted to reach the

desired goals (Kantanen et al., 2015). In this case, the practice change requires a willingness on

the part of hospital administrators or board members to prioritize care and a conducive working

environment.
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Nurse leaders are faced with the challenge of collaboration because of dealing with a

multigenerational workforce, resulting in diverse work habits, attitudes, and communication

styles to improve the quality of care offered to patients (Powell et al., 2015). There is a need to

have a cultural change that centers on collaboration so that the younger generation of nurse’s

work in unison with the older generation workforce. The partnership will help drive efficient

delivery of services since the older generation of healthcare workers will be able to share their

vast knowledge and experience equipping the younger generation with essential tools that they

will require to deliver care efficiently (Mensik & Kennedy, 2016). Equally, the younger

generation is well versed in current practices and technology that is implemented across the

healthcare system. Collaboration between the younger and older generations will ensure the use

of modern technology is embraced and understood to improve efficiency and delivery of care.

Nurse leaders have to contend with hospital policies that require less time is spent

catering to one patient this has negative ramifications in the delivery of quality care since the

delivery of quality service should be rushed since every case is unique and requires adequate

time and attention to ensure patient's needs are adequately addressed (Kantanen et al., 2015). The

need to reduce the time spent on each patient is based on the low staff numbers and increased

revenue by catering to more patients. Even if the hospital wants to achieve higher revenue

streams, they should be conscious not to compromise on the quality of service offered by

healthcare workers.

Communication is vital to ensure staff members and staff needs are addressed adequately.

Disagreements and medical errors can be avoided by improving the quality of communication

among staff members. Better communication will ensure patients receive quality healthcare since

staff members will be knowledgeable of the patient's requirements. Excellent communication is

 9

essential since it provides there is no miscommunication between staff and patients or among

staff members (Mensik & Kennedy, 2016). Theirs is a need to establish a primary mode of

communication and a communication structure that should be applied to improve efficiency and

promote a positive working environment.

Bureaucracy in hospitals negatively impacts the delivery of quality care. Nursing leaders

are faced with the challenge of dealing with red-tape when dealing with hospital administration,

especially when it comes to changing policies that reduce healthcare delivery effectiveness.

Bureaucracy slows down to change negatively impacting operations. Nurse leaders need to be

empowered by the hospital administration to effect change on aspects that they view to need

small changes to improve efficiency. Hospital administration should have an open-door policy

for nurse leaders so that any significant issues or differences are quickly addressed, ensuring a

patient can receive the required level of care (Bernardes, 2018). Hospital management should

exercise change in addressing concerns or suggestions from nurse leaders since they play a

fundamental role in delivering critical care and ensuring other healthcare providers are operating

in a positive working environment.    

The rationale for practice change 

Practice change is of significant importance since it helps streamline activities in the

hospital to ensure that patients receive quality care and that medical professionals operate in a

conducive environment. All interested parties, such as healthcare workers and hospital

administrators, need to be open to change. It provides a platform to fix and avoid problems that

can negatively impact the effectiveness and efficiency of the healthcare facility (West et al.,

2016). Nurse leaders have the critical role of managing other medical staff by ensuring they can
 10

maximize the available resources, institute effective communication, and ensure patients can

receive excellent care through promoting a supportive working environment.

Bureaucracy in healthcare facilities is equally an issue that needs to practice change since

there is a need for hospital administration to work together with nursing leaders to ensure

problems are quickly resolved, or modification is effectively implemented (Ellis, 2018). The

challenge that faces a majority of healthcare facilities is a red tape that hinders the

implementation of effective strategies that will promote a positive working environment, provide

essential working equipment, and ensure patients receive quality healthcare (Powell et al., 2015;

West et al., 2016). Bureaucracy limits the effectiveness and delivery of medical services that can

result in poor care and high staff turnover due to working in a sterile environment.

Practice change concerning communication should be changed since it plays an integral

role in ensuring staff members can effectively support each other and ensure they follow laid out

protocols that prevent miscommunication. An effective communication system will ensure that

patients receive quality care since the medical professional will be able to receive information

that can help develop an effective treatment plan (Ellis, 2018; Shirey, 2017). Nurse leaders need

to device a communication plan that will increase efficiency, work satisfaction, and ensure the

overall goal is achieved.

 
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Chapter 2: Literature Review     

Trait Theories

There are several occasions when leaders are born not made to highlight an essential

requirement of leaders. The term is used to indicate that their people are born with leadership

qualities, while some do not have leadership traits. Trait theories highlight that leadership can

come quickly for some people, and some other people, it is not as easy. Still, one critical mention

is that everyone can become leaders if they obtain the necessary skills, knowledge, and

experience.

Warren Bennis conducted a five-year study to establish leadership traits shared among

the 90 leaders he was basing the study. Results from the study helped to establish four prominent

leadership traits that were visible from the focus group. The first is the management of attention,

which highlights that the leaders were able to communicate goals or direction to other people

effectively (Croft & Seemiller, 2017). The second is the management of meaning, whereby the

leaders were able to communicate meaning effectively with clarity and purpose. The third is the

management of the trust, demonstrating how the leaders were able to exercise reliability and

consistency. The fourth trait is the management of self (Cohen, 2019; Gobbi, 2017). The leaders

were able to identify their strengths and weaknesses, and they were able to utilize what they

knew about themselves to be effective in offering creative direction and solutions.

Behavioral Theories 

Behavioral theories educate on actions or decisions a leader makes when making

decisions or effecting change. There are three prominent leadership styles that a leader can

embrace and utilize when implementing change. The leadership styles include Autocratic
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leadership, Democratic leadership, and Laissez-faire leadership. Autocratic leadership is also

referred to as controlling, directive, or authoritarian. A nurse leader can use an autocratic

leadership style, which will position them to issue orders and make decisions for other healthcare

workers. For instance, when an Autocratic leader has a problem to resolve, they will go to the

rest of the group and direct them on the changes they need to effect to ensure the transition is

implemented. An autocratic leadership style can be useful since one person's decisions can be

quickly made and communicated to the rest of the group (Cherry & Jacob, 2016; Tyczkowski et

al. 2015). The negative implications of autocratic leadership are there is limited creativity that

may limit the level of motivation.

Laissez-faire leadership is also referred to as permissive or non-directive. This style of

leadership is not as useful since it follows the principle of letting someone do. A nurse leader

who follows this leadership style is not very useful since they allow people to do anything, they

want without being offered any form of direction or input. For instance, a nurse leader who is

required to decide an issue may choose to postpone addressing the problem, or they might never

offer any feedback that will help find a lasting solution (Tyczkowski et al. 2015). A nurse leader

who utilizes Laissez-faire leadership negatively impacts their team since they can leave them

confused and frustrated since there is no goal, guidance, and direction.

Democratic leadership is also referred to as participative leadership, and it involves

promoting a team environment through effectively making decisions by including input from

other team members. This leadership style can take up a lot of time since acquiring feedback

from every staff member can take a considerable amount of time. A nurse who applies this

leadership style will gain from individuals' creativity and suggestions that can offer effective and

lasting solutions to various challenges faced in managing affairs in the health facility. A nurse
 13

leader who utilizes a democratic style of leadership requires a nurse leader to offer guidance in

the decision-making process rather than control every aspect of the issue to be addressed. There

is no perfect leadership style. Therefore, a nurse leader will need to establish a form of leadership

that best works for them; the best option is to use a mix of all three styles of leadership

autocratic, democratic, and laissez-faire (Tyczkowski et al. 2015). They can interchange on the

style they want to use depending on the kind of issue that needs to be addressed, or staff can be

left to find an amicable solution on their own.

Evidence Summary

A nurse leader will need to have emotional intelligence, which will position them to

connect and establish a relationship with staff, the administration, and patients. According to

Goleman, Boyatzes, & McKee, the primary distinction between ordinary leaders from leadership

stars is to effectively offer feedback and solutions while being conscious of other staff members'

emotions. First, a nurse leader needs to recognize and understand their own emotions and learn

how to manage them effectively (Boyatzis et al., 2015). By being conscious of their emotions, a

nurse leader will be able to be patient until they have all of the facts that will help them make

effective decisions (Kristiansen et al., 2016). Through emotional intelligence, leaders are open to

constructive criticism that will help them refine their approach so that they can turn challenges

facing the organization into opportunities that can create a thriving working environment.

Secondly, emotional intelligence will involve the nursing leader being a good listener so

that they can listen, acknowledge, and address other concerns from staff members that can offer

an interesting perspective to resolve a problem. A nursing leader will be able to use emotional

intelligence to address critical issues by noting the concerns of other staff members and listening

to the various ideas on amicably resolving the situation (Kristiansen et al., 2016). According to
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Porter-O'Grady, an emotionally intelligent leader will be able to use the team's feelings and

energy to purposely establish a practical solution that will ensure critical problems are amicably

resolved.

Practice Change

Cunningham and Kitson conducted a study that evaluated the United Kingdom’s Royal

College of Nursing (RCN), where they offer clinical leadership courses. The study helped them

to establish five key areas whereby leadership needs to be developed to ensure individual nurses

can ensure they have acquired essential leadership skills (Scully, 2015; West et al., 2016). The

first area that they identified is managing self, whereby it requires a nurse to identify who they

are, their strengths and weaknesses, what motivates them, whether they are emotionally

intelligent (Ailey et al., 2015; Miles & Scott, 2019). To fully gain the leadership skills, a nurse

needs to find answers to the laid-out questions that will help them to self-evaluate the area they

are interested in and how they can use their solutions to improve their skills.

The second area is the managing team, which requires nurses to evaluate theories that

they utilize when interacting with other people. They need to identify the skills they require to fit

into a team environment. They will look at the assumptions they have regarding how people

work and the power dynamics they are aware of to ensure they have a broad understanding of the

people and their environment working (Anderson, 2016). The third area is patient-centered care.

A nurse needs to evaluate what patient-centered care means to them. They need to assess the

abilities that position them to foster the practice or can hinder their ability to apply patient-

centered care (Reddy & Kamesh, 2016). Equally, a nurse will be able to gain a deeper

understanding of safety systems.

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The fourth area is networking, whereby they can identify who their network is, the tools

they utilize to the system, the skills they require for networking, what networking means to them

when it comes to nursing, and what makes networking vital to them. The fifth area is political

awareness, whereby they need to assess policy drivers impacting them and their work (Gopee &

Galloway, 2017). They identify the key drivers in their work, how they can be able to affect

decisions, the level they should operate, and they can identify organizational structures that

hinder their team's development.

Qualities of an Effective Leader 

A nurse leader is effective when they can implement practices of attitude, balance,

courage, energy, handle stress, initiative, integrity, optimism, perseverance, and self-awareness.

A nurse leader should exercise integrity when interacting with colleagues, patients, and

employers. A leader who exercises integrity can influence the same practice on the people they

interact with daily in their place of work (Gopee & Galloway, 2017; Kantanen et al., 2017). A

nurse leader needs to be courageous to address challenges or problems they observe without fear.

Additionally, a nurse leader needs to have a good attitude since it allows other staff members to

feel comfortable working with them or mentioning any concerns (Alloubani et al., 2018). A

nurse leader will need to take the initiative to act on good ideas to apply new practices that will

promote the working environment efficiently.

A nurse leader needs to have energy so that they can be able to effectively address

difficult situations that will take time and energy to resolve. They will need to be optimistic even

if they are faced with difficult challenges or adverse incidences that have occurred; by being

optimistic, they can be an effective leader. A nurse leader will equally need to have perseverance

since they will have an uphill task when trying to implement reforms that they deem effective in
 16

improving operations and the working environment. A nurse leader will need to learn how to

balance so that they can offer their best in their work and social life (Ramseur et al., 2018). They

should not be absorbed in their work and forget about their wellness to be effective. A nurse

leader will need to handle the stress and pressure that comes with the work and responsibilities to

ensure they can make effective decisions.

Recommendation

Nurses leaders are faced with a wide range of challenges that require their attention. They

require to establish a good leadership style that will enable them to deliver on their role

effectively. Nurse leaders need to build a cohesive environment by instituting an effective mode

of communication. An improved model of communication will promote efficiency and a positive

working environment. Furthermore, nurse leaders should work towards establishing a good

relationship with their employer, staff, and patients so that they can be effective in delivering in

their role.
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Appendix A

Credible Sources

Author(s) Database Peer Applicability Evidence Appraisal (Brief Inclusion

(Formatted (CINAHI Reviewe (Yes/No) Grade summary of (Yes/No)
as in-text , EBSCO, d (Strength/ findings; how
citation) Cochrane (Yes/No) Hierarchy findings
, Pro- ) influence your
Quest) project)
WGU
Library
Cherry & WGU Yes Yes Level 4 Discusses Yes
Jacob, 2016 Library nursing
leadership and
management,
budgeting basics
for nurses,
effective
delegation and
supervision. My
paper focuses on
nursing
leadership
therefore the
content assisted
to identify how
budgeting
constraints
impact nurse
leaders
Tyczkowski WGU Yes Yes Level 4 Highlights Yes
et al. 2015 Library various nursing
leadership styles
utilized by nurse
managers. I
utilized the
content to
discuss the
various
leadership styles
that a nurse can
utilize
 23

Kristiansen WGU Yes Yes Level 4 Discusses how Yes

et al., 2016 Library nurse leaders are
coping with
increased
managerial tasks,
the various
tension and
dilemmas they
encounter in
their leadership
role. I utilized
the content to
highlight the
challenging role
played by a nurse
leader
Ailey et al., WGU Yes Yes Level 4 Highlights the Yes
2015 Library importance of
nursing students
being educated
in clinical
leadership. I used
the content to
indicate the
importance of
nursing students
being educated
on leadership.
Miles & WGU Yes Yes Level 4 Discusses the Yes
Scott, 2019 Library nursing
leadership
development
model and which
is utilized in
development of
prelicensure
nursing students.
I utilized the
content to
highlight how
the leadership
development
model plays an
important role by
educating and
 24

equipping future
nurses with
essential tools.
(Reddy & WGU Yes Yes Level 4 The paper Yes
Kamesh, Library highlights how
2016) formal nurse
leaders play a
critical role in
the delivery of
care and
practicing ethical
leadership in the
delivery of care.
In my paper I
utilized the
content to
highlight the
ethical leadership
that needs to be
practices by
nurse leaders in
the delivery of
care
Gopee & WGU Yes Yes Level 4 The paper Yes
Galloway, Library underscores how a
2017 highly political
context and
clinical leadership
requires political
and policy
awareness. I have
used the content
to indicate how
policies impact
the delivery of
Kantanen et WGU Yes Yes Level 4 The paper Yes
al., 2017 Library describes the
leadership and
management
competencies of
head nurses and
directors of
nursing in social
and health care
 25

Alloubani et WGU Yes Yes Level 4 The paper Yes

al., Library describes the
2018) various tasks that
a nurse leader
needs to
undertake and
embrace to
promote the
quality of service
and working
conditions. I
have
incorporated the
content in the
paper to
highlight the
various variables
that impact
delivery of care
and the quality of
the work
environment
National EBSCO Yes Yes Level 4 The paper No
Academies highlights the
of Sciences, increasing need
Engineering, of healthcare
and workers to
Medicine, collaborate to
2016 adjust to the
climate changes
in the sector.
Content from
this article was
used to
underscore the
importance of
collaboration
(World EBSCO Yes Yes Level 4 The paper No
Health discusses a study
Organization conducted in 14
, 2019) countries to
indicate the
importance of
nurses in the
delivery of
 26

healthcare. I
utilized the
content to
highlight the
level of
importance
nurses play in the
delivery of
essential and
critical care
Hall et al., CINAHL Yes Yes Level 6 The study No
2020 conducted
involved a
critical review of
present and
future patient
safety practices. I
used the content
to highlight
practices that are
currently in
place, and
suggestions to
fix current
problems.
National WGU Yes Yes Level 4 The study No
Academies Library highlights
of Sciences, essential steps
Engineering, and measures
and that need to be
Medicine, taken by
2016 healthcare
professionals to
prevent death
from survival
injuries. I used
the content to
highlight the
importance of
having of
positive
structures that
promote delivery
of quality care.
Burton et al., Cochrane Yes Yes Level 4 The article No
 27

2018 highlights the

importance of
safe staffing
procedures to
promote positive
patient
outcomes. I
utilized the
content to gain a
dipper
understanding of
better staffing
since it directly
impacts the
delivery of care
Herepath et WGU Yes Yes Level 5 The study covers No
al., 2015 Library deficits in culture
of care,
leadership
inadequacies,
ineffective team
working,
problematic
governance
systems, limited
patient and
public
engagement
National EBSCO Yes Yes Level 6 The study No
Academies discusses how
of Sciences, human resources
2020 for health play an
integral role in
the delivery of
healthcare
services
Wilson et al., EBSCO Yes Yes Level 6 The study No
2015 highlights the
importance of
implementing a
mixed methods
approach
especially when
dealing with the
elderly. The
 28

paper helped me
to highlight the
importance of
developing a
patient centered
care to ensure
patients receive
quality care.
National EBSCO Yes Yes Level 4 The study No
Academies indicates the
of Science, significance of
Engineering healthcare
and workers
Medicine, wellbeing that
2019 can be caused by
overworking. I
used the content
to indicate the
ramification of
overworking
staff and what
are the solutions
Harris et al., WGU Yes Yes Level 6 The study No
2019 Library highlights the
importance of
improving
communication
in healthcare to
ensure the
efficient delivery
of services
Pitchforth et EBSCO Yes Yes Level 2 The study No
al., 2017 highlights the
use of innovative
models in the
delivery of
quality medical
services. I have
used the content
to mention how
various models
and options can
be utilized to
promote a good
working
 29

environment and
quality patient
care.
Mannion et EBSCO Yes Yes Level 4 The study No.
al., 2018 mentions the
significance of
reporting and for
healthcare
workers to speak
up so that
conditions can be
improved. I have
used the
information to
indicate the
important role
nurse leaders
have in putting
place a clear
communication
structure
Godfrey et EBSCO Yes Yes Level 5 The study No
al., 2018 highlights the
significance of
implementing
patient centered
care. I have
utilized points
from the study to
discuss the
importance of
patient centered
care
Mannion et WGU Yes Yes Level 4 The study No
al., 2016 Library discusses
effective board
governance to
promote safe
care. I used the
information to
indicate role of
the board in
promoting
quality patient
 30

care
Balogh et al., WGU Yes Yes Level 7 The study No
2015 Library highlights the
significance of
improving
patient
engagement and
healthcare
professional
education, and
training in
diagnosis. I
utilized this
information to
highlight the
importance of
multigenerationa
l education to
share critical
knowledge that
promotes patient
care
Moniz-Cook EBSCO Yes Yes Level 5 The study No
et al., 2017 indicates the use
of technology in
the
implementation
of new medical
practices in the
delivery of care.
I used the
information to
highlight in the
work the
importance of
embracing new
practices, and
technology to
improve the
quality of care
offered to
patients
National EBSCO Yes Yes Level 4 The study No
Academies highlights the
of Sciences, challenges faced
 31

Engineering, by nurse leaders

and in regard to staff
Medicine, requirements. I
2019 used the
information to
highlight the
challenges that
limit quality
delivery of
healthcare
services
on Medical, EBSCO Yes Yes Level 7 The workshop No
F., for documents
Disasters, P. various points
H. P et l., discussed that
2018 highlight the
importance of
additional
investing to
promote facilities
and access to
healthcare
facilities
Asamani, WGU Yes Yes Level 4 The study No
2016 Library discusses how
nursing
leadership styles
impacts the
productivity and
effectiveness of
other staff. I used
the content to
highlight how
the leadership
style chosen by a
nurse leader
impacts the
workforce
Roche et al., WGU Yes Yes Level 4 The study No
2015 Library highlights the
important nurse
managers play in
creating a
conducive
working
 32

environment that
encourages staff
to stay. I used
information from
the study to
highlight the
importance of
healthcare
workers to
prevent staff
turnovers
McCay et al., WGU Yes Yes Level 4 The study No
2018 Library underscores the
importance of a
nurse leader to
select an
effective
leadership style
to promote the
delivery of
patient care, and
elevate nurse
satisfaction. I
used the paper to
highlight the
importance of a
nurse choosing a
good leadership
style to ensure
they are able to
promote quality
patient care, and
a positive
working
environment