NURS 6053 Week 5 Group Project Assignment

NURS 6053 Week 5 Group Project Assignment: Application- Leadership Concept Analysis Group Paper

NURS 6053 Week 5 Group Project Assignment

This week you will begin a group paper that you will develop over the next few weeks. By Day 3 of this week, you will be placed in a collaborative group and provided with a work area for your group (See the Groups area below Week 11 in the left-hand navigation bar. If you do not see your team area by the end of Day 3, contact your Instructor.)

Before you begin to work with your group, read the information below describing the paper. Then join your group, introduce yourself, and begin work on selecting a topic.

To prepare:

· Review the Peer Evaluation Form for important information on how this assignment is graded.

· Identify a group facilitator.

· Within your group, select a topic relevant to interprofessional leadership and the health care field on which to focus your group paper. The following are some potential topics for your group to consider: 

o Matrix organizations

o Accountable care organizations

o Horizontal and vertical organizations

o Role conflict and ambiguity

o Employee recruitment and selection

o Interpersonal relationships in the C-suite of organizations (the relationships between the CEO, CFO, and CNO)

o Resistance to change

o Succession planning

o Whistle blowing

o “Just” culture

o Team Stepps

· When your group has selected a topic, the group facilitator will submit the topic to the Instructor for approval on the Discussion Board in the Week 5 Group Project Topic Forum.

· Conduct research on your topic using the Walden Library and other credible sources.

To complete:

As a group, write a 3- to 5 (page count does not include title and reference page) page paper that includes the following:

· Section 1: Introduction

· Section 2: Significance of the topic (based on literature that speaks to the relevancy of the concept selected in terms of interprofessional leadership)

· Section 3: Review of the literature related to the concept that the group selects (current best practices, positive or negative impact on leadership or health care organizations, etc.)

· Section 4: Application to nursing (e.g., implications or consequences for nursing leaders)

· Section 5: Conclusion

All group members are expected to collaborate fully on this project, and your group paper should demonstrate an original and thoughtful application of the ideas presented in the Learning Resources and the research literature.

Section 1 and 2

Running head: ROLE CONFLICT AND AMBIGUITY 2

Role Conflict and Ambiguity

Rovithis et al. (2017) explained that role conflict characterized as the incompatibility of obligations and expectations from the role, where compatibility is decided based on a set of requirements that affect role performance. Conflict may also happen when people oppose what the expectations are for a distinct role. Role conflict described as a perception of being ripped in various places at the same time, incapable of finding a mean to perform and satisfied everyone involves on a specific task. Role conflict arose when the interest of time and effort required roles become incompatible with one another and stressful, that is when assistance in one part cuts the other, making it challenging or yet unlikely to partake in another task (Rovithis et al., 2017).

As mentioned by Mafuba, Kupara, Cozens, and Kudita (2015) role ambiguity is seen as the circumstances where a person does not have a clear understanding of what is expected of him concerning a work assignment, and the conditions to perform his responsibilities. Role ambiguity takes place when someone job description is not established, and the person becomes anxious to take charge and make decisions that might be out of their scope of practice. Role ambiguity also characterized as the absence of satisfactory information which required for a person to fulfill a role adequately. The constant interaction of role ambiguity can develop, therefore, the evolution of role conflict and role ambiguity seems to be unavoidable (Mafuba, Kupara, Cozens, & Kudita, 2015). This presentation aims to review literature mainly discussing the significance of the role conflict and role ambiguity, the impact on leadership or healthcare organizations, and their implications for nursing leaders.

The Significance of Role Conflict and Ambiguity

As cited by Mafuba, Kupara, Cozens, and Kudita (2015) to provide safe and quality patient care, Healthcare organizations should strive to effectively and efficiently handle their workload by working together as a team. Nurse leaders must take into consideration the entire team responsible for keeping patients safe. From patients’ registration, passing through triage, to the lab technician collecting and resulting specimens, to environmental service cleaning the room following protocol to break the chain of infection from one patient to the other, to radiology technician imaging to allow physicians to diagnose correctly and efficiently for proper dispositions. Nonetheless, conflict and ambiguity could evolve by bringing issues within the team because of the different department involved (Mafuba, Kupara, Cozens, and Kudita, 2015).

Aiming for an efficient, effective and safe patient care, nurse managers should direct and support the entire staff to resolve ambiguity and conflict among the employees. Nurse leaders must get ready to step in when conflict evolve from the scope of practice problem, members stepping out of the boundaries of their role, and accountability (Mafuba, Kupara, Cozens, and Kudita, 2015).

References

Mafuba, K., Kupara, D., Cozens, M., & Kudita, C. (2015). Importance of role clarity: A critique of the literature. Learning Disability Practice (2014+), 18(8), 28. doi:http://dx.doi.org.ezp.waldenulibrary.org/10.7748/ldp.18.8.28.e1664

Rovithis, M., Linardakis, M., Rikos, N., Merkouris, A., Patiraki, E., & Philalithis, A. (2017). Role conflict and ambiguity among physicians and nurses in the public healthcare sector in Crete. Archives of Hellenic Medicine / Arheia Ellenikes Iatrikes, 34(5), 648–655Retrieved from/orders/ezp.waldenulibrary.org/login?url=/orders/search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=125774742&site=ehost-live&scope=site

Section 3 and 4

Running head:

Role Conflict and Ambiguity

Impact on Leadership or Health Care Organizations

Role conflict occurs when people are pulled in multiple directions when trying to juggle the responsibilities necessary for each of the many roles for which they are accountable. However, too many demands competing against each other are cause for stress and job dissatisfaction (Rovithis et al., 2017). Health care today is such that nurses are required to wear many hats, so to speak. Nurses have multiple roles, such as care giver, case manager, patient advocate, team leader, mentor, and preceptor. As nurses move into leadership roles, responsibilities can include policy and procedure development, educator, evaluator, disciplinarian, and staffing coordinator. Many times, these roles conflict with each other and can cause added stress to an already stressful job. Learning to separate these roles can be quite difficult.

Emotional exhaustion, failure to reach personal goals, and increased turnover rates can all be linked to role conflict and role ambiguity. Nursing is one of the top 20 most taxing occupations. Burnout happens due to continuous exposure to extremely stressful situations and work environment. Emotional exhaustion can lead to ineffectiveness at work, as well as depersonalization, and a lack of interest in others and the job itself (Kar & Suar, 2014).

Role ambiguity is stress that happens when job duties are unclear. Tasks and responsibilities associated with the role are in question or are completely unknown. Nurses moving into leadership roles tend to have added responsibilities, and often those duties are more generalized and can become overwhelming without clarification (Marquis & Huston, 2017).

Nursing practice requires a professional working relationship with many other healthcare team members. At times, these interdependent working relationships can lead to conflict, conflict that ends up in such a way that the nurse is responsible for bearing the brunt of it. Nurses are the most visible healthcare workers. They provide the most frequent and consistent patient care and are responsible for coordinating patient care among healthcare team members. Problems associated with such coordination efforts can stem from conflicting role requirements, poor leadership and management, interpersonal difficulties with other healthcare disciplines, and inadequate communication (Moreland & Apker, 2016).

The effects of role ambiguity and conflict, as related to nurses, endangers the efficiency of an organization. These struggles can result in high turnover rates, disgruntled staff, mental exhaustion, and a general sense of job dissatisfaction. It is imperative to examine role conflict and ambiguity and discover strategies to positively influence these issues. Appropriate administrative influence on nursing leadership roles to clarify responsibilities can be an effective way to handle conflict (Rovithis et al., 2017).

Implications for Nursing Leaders

Nurse leaders are in the middle of juggling management responsibilities, patient satisfaction and safety, staffing shortages, and the continuously changing healthcare rules and requirements. Stress from the work environment leads to poor job performance, dissatisfaction with the job, which leads to increased turnover rates, and a genuinely low staff morale. Nurses in leadership roles experience role conflict, mental and physical exhaustion, difficult collaborative efforts between other healthcare departments, role ambiguity, and often times a lack of support from upper management (Van Bogaert et al., 2014).

For a nurse to be a successful leader, support from administration, other departments, and staff are essential. Organizations tend to fail in the area of orienting and growing up new managers. These organizations have made expanded roles for existing managers and have brought new leaders in as well. However, the organizations have not adequately prepared these nurses for the leadership roles they have been assigned to. Planning is an essential part of growing up nurses to guide them into successful leadership roles. Role overload can be a major stressor for nurse-managers when the responsibilities of the role become overwhelming. That is why having clearly defined roles is imperative when transitioning nurses into management positions (Marquis & Huston, 2017). Appropriate training, coaching, and mentoring nurses before placing them in leadership roles will assist in retaining these staff members, ensure job satisfaction, and provide quality leaders to guide the organization in achieving its healthcare mission, vision, and values.

References

Kar, S., & Suar, D. (2014). Role of burnout in the relationship between job demands and job outcomes among Indian nurses. The Journal of Decision Makers, 39(4), 23-37. http://dx.doi.org/10.1177/0256090920140403

Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application (9th ed.). Philadelphia, PA: Wolters Kluwer.

Moreland, J. J., & Apker, J. (2016). Conflict and stress in hospital nursing: Improving communicative responses to enduring professional challenges. Health Communication, 31(7), 815-823. http://dx.doi.org/10.1080/10410236.2015.1007548

Rovithis, M., Linardakis, M., Rikos, N., Merkouris, A., Patiraki, E., & Philalithis, A. (2017). Role conflict and ambiguity among physicians and nurses in the public health care sector in Crete. Archives of Hellenic Medicine, 34(5), 648-655. Retrieved from www.mednet.gr/archives

Van Bogaert, P., Adriaenssens, J., Dilles, T., Martens, D., Van Rompaey, B., & Timmermans, O. (2014). Impact of role-, job- and organizational characteristics on nursing unit managers’ work related stress and well-being. Journal of Advanced Nurses, 71(11), 2622-2633. http://dx.doi.org/10.1111/jan.12449

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Initial responses to the DQ should address all components of the questions asked, including a minimum of one scholarly source, and be at least 250 words. Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source. One or two-sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words. I encourage you to incorporate the readings from the week (as applicable) into your responses.

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Your initial responses to the mandatory DQ do not count toward participation and are graded separately. In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies. Participation posts do not require a scholarly source/citation (unless you cite someone else’s work). Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

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Familiarize yourself with the APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in Loud-cloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required). Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation. I highly recommend using the APA Publication Manual, 6th edition.

• Use of Direct Quotes

I discourage over-utilization of direct quotes in DQs and assignments at the Master’s level and deduct points accordingly. As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content. It is best to paraphrase content and cite your source. NURS 6053 Week 5 Group Project Assignment: Application- Leadership Concept Analysis Group Paper

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The university’s policy on late assignments is a 10% penalty PER DAY LATE. This also applies to late DQ replies. Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances. If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect. I do not accept assignments that are two or more weeks late unless we have worked out an extension. As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

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