GC NRS451 Full Course – All Discussions and All Assignments – MArch 2016

GC NRS 451 WEEK 1 DQ 1 & DQ 2

 

DQ 1

Based on the scientific management theory, what are some
of the routines in health care that seem to be inefficient? What examples of
participative decision making exist in your workplace? Provide your rationale.

 

 

 

DQ 2

 

Describe how the concepts of leadership and management
differ from each other. In what areas do they overlap? Explain how the goals of
management and leadership may sometimes overlap. As a nurse leader, do you
believe you can expand your influence to create change by taking advantage of
this overlap? Explain your answer.

 

 

 

 

 

 

 

 

 

 

 

 

 

GC NRS 451 WEEK 2 DQ 1 & DQ 2

 

DQ 1

One of the five elements of emotional intelligence is
self-awareness. What behaviors would someone with strong self-awareness
demonstrate within the context of leading and managing groups? Provide an
example.

 

 

 

DQ 2

 

 

Today’s workforce is diverse and has multiple conflicting
priorities. As a nurse leader, you would like to see your hospital implement an
outreach program that will benefit needy members of the community. What are
some methodologies of communication you would use to develop a shared vision with
your stakeholders? How would you apply strategic management to make your
visions for the outreach program become reality?

 

 

 

 

 

 

 

 

 

 

 

GC NRS 451 WEEK 3 DQ 1 & DQ 2

 

DQ 1

You have an idea to improve patient care that you would
like upper management to support and fund. What type of communication tool
would you use to present your idea and why?

 

DQ 2

What differentiates someone that is intrinsically
motivated from someone that is extrinsically motivated? Give an example of how
you would go about motivating an individual who is intrinsically motivated and
one who is extrinsically motivated. What are the characteristics of a
performance-driven team?

 

 

 

 

 

 

 

 

 

 

 

GC NRS 451 WEEK 4 DQ 1 & DQ 2

 

DQ 1

A new director decides to reorganize the department you
work in. This reorganization comes about without input from the employees and
many of the nurses that you oversee are feeling resentful of the change. As a
nurse leader, identify factors that may lead to conflict and ways you can
manage them.

 

 

 

DQ 2

 

Personal affiliations and networking are important for
nursing leaders. Why are these important? How will they benefit you in your
career future?

 

 

 

 

 

 

 

 

 

 

GC NRS 451 WEEK 5 DQ 1 & DQ 2

 

DQ 1

How does the nurse manager or leader play a role in the
reengineering of health care?

 

 

 

DQ 2

 

Continuous quality improvement (CQI) is the
responsibility of all nurses and is vital when addressing the challenges of the
health care industry. Provide an example of how you would apply CQI in your
current or past position.

 

 

 

 

GC NRS 451 WEEK 1 ASSIGNMENT

Details:

Write an introductory cover letter of no more than 500
words in which you explain your professional objectives, professional
interests, and strengths as an applicant.

 

Create a resume detailing your license(s), earned
degree(s), certification(s), professional experiences, previous positions held,
membership in professional organizations, publications, and skills.

 

Both the cover letter and resume should be formally
written using a professionally accepted format. Review “Resume Resources,”
located at forhttp://www.resume-resource.com/examples-medical.html for examples
of approved formats; however, other professional templates may be used.

 

Share your resume with a colleague and elicit their
feedback. Revise your resume if needed and submit the resume in the assignment
section of the course.

 

APA format is not required, but solid academic writing is
expected.

 

This assignment uses a grading rubric. Instructors will
be using the rubric to grade the assignment; therefore, students should review
the rubric prior to beginning the assignment to become familiar with the
assignment criteria and expectations for successful completion of the
assignment.

 

You are not required to submit this assignment to
Turnitin, unless otherwise directed by your instructor. If so directed, refer
to the Student Success Center for directions. Only Word documents can be
submitted to Turnitin.

 

 

 

 

 

 

 

 

 

GC NRS 451 WEEK 2 BENCHMARK ASSIGNMENT

Details:

In this assignment, you will be writing a
1,000-1,250-word essay describing the differing approaches of nursing leaders
and managers to issues in practice. To complete this assignment, do the
following:

 

Select an issue from the following list: nursing shortage
and nurse turn-over, nurse staffing ratios, unit closures and restructuring,
use of contract employees (i.e., registry and travel nurses), continuous
quality improvement and patient satisfaction, and magnet designation.

Compare and contrast how you would expect nursing leaders
and managers to approach your selected issue. Support your rationale by using
the theories, principles, skills, and roles of the leader versus manager described
in your readings.

Identify the approach that best fits your personal and
professional philosophy of nursing and explain why the approach is suited to
your personal leadership style.

Use at least two references other than your text and
those provided in the course.

Prepare this assignment according to the APA guidelines
found in the APA Style Guide, located in the Student Success Center. An
abstract is not required.

 

This assignment uses a grading rubric. Instructors will
be using the rubric to grade the assignment; therefore, students should review
the rubric prior to beginning the assignment to become familiar with the
assignment criteria and expectations for successful completion of the
assignment.

 

You are required to submit this assignment to Turnitin.
Refer to the directions in the Student Success Center. Only Word documents can
be submitted to Turnitin.

 

 

 

 

 

 

 

 

 

 

 

GC NRS 451 WEEK 3 BENCHMARK ASSIGNMENT

 

 

 

Details:

 

The RN to BSN program at University meets
the requirements for clinical competencies as defined by CCNE and AACN using
non-traditional experiences for practicing nurses. These experiences come in
the form of direct and indirect care experiences in which licensed nursing
students engage in learning within the context of their hospital organization,
their specific care discipline and their local communities.

 

In this assignment, you will select a program, quality
improvement initiative, or other project from your place of employment. Assume
you are presenting this program to the board for approval of funding. Write an
executive summary (850-1,000 words) to present to the board, from which they
will make their decision to fund your program or project. The summary should
include:

 

The purpose of the program or project.

The target population or audience.

The benefits of the program or project

The cost or budget justification.

The basis upon which the program or project will be
evaluated.

Share your written proposal with your manager, supervisor
or other colleague in a formal leadership position within a health care
organization. Request their feedback using the following questions as prompts:

 

Do you believe the proposal would be approved if formally
proposed?

What are some strengths and weaknesses of the proposal?

In addition to submitting this assignment in the
LoudCloud dropbox, email a copy of your submission to RNBSNclientcare@gcu.edu.

 

Submit the written proposal along with the
“Executive Summary Feedback Form.”

 

Prepare this assignment according to the APA guidelines
found in the APA Style Guide, located in the Student Success Center. An
abstract is not required.

 

This assignment uses a grading rubric. Instructors will
be using the rubric to grade the assignment; therefore, students should review
the rubric prior to beginning the assignment to become familiar with the
assignment criteria and expectations for successful completion of the assignment.

 

You are required to submit this assignment to Turnitin.
Refer to the directions in the Student Success Center. Only Word documents can
be submitted to Turnitin.

 

 

 

Student Name:__________________

 

Section & Faculty Name:_________________________________

 

Date of Interview:________________

 

Provider Information

 

Employee Name :

 

Last

 

First

 

M.I.

 

Credentials:

 

Title:

 

(I.e. MS, RN, etc.)

 

Organization:

 

Phone Number:

 

E-mail Address:

 

Feedback Section

 

The RN to BSN program at University meets
the requirements for clinical competencies as defined by CCNE and AACN using
non-traditional experiences for practicing nurses. These experiences come in
the form of direct and indirect care experiences in which licensed nursing
students engage in learning within the context of their hospital organization,
their specific care discipline and their local communities.

 

This activity is intended to foster demonstration of
skills related to leadership and management.

 

Share your written proposal with your manager, supervisor
or other colleague in a formal leadership position within a health care
organization. Request their feedback using the following questions as prompts:

 

1. Do you believe the proposal would be approved if
formally proposed?

 

2. What are some strengths and weaknesses of the
proposal?

 

_______________________________ _________________

 

Signature of Individual Providing Feedback Date Signed

 

NOTE:

 

Acknowledgement form is to be returned to the student for
electronic submission to the faculty member via the learning management system
(LoudCloud).

 

 

 

 

 

 

 

 

 

 

 

GC NRS 451 WEEK 4 BENCHMARK ASSIGNMENT

 

Details:

 

Prepare a 10-minute presentation (10-15 slides, not
including title or reference slide) on organizational culture and values.

 

Describe how alignment between the values of an
organization and the values of the nurse impact nurse engagement and patient
outcomes.

Discuss how an individual can use effective communication
techniques to overcome workplace challenges, encourage collaboration across
groups, and promote effective problem solving.

Identify a specific instance from your own professional
experience in which the values of the organization and the values of the
individual nurses did or did not align. Describe the impact this had on nurse
engagement and patient outcomes.

While APA style format is not required for the body of
this assignment, solid academic writing is expected and in-text citations and
references should be presented using APA documentation guidelines, which can be
found in the APA Style Guide, located in the Student Success Center.

 

This assignment uses a grading rubric. Instructors will
be using the rubric to grade the assignment; therefore, students should review
the rubric prior to beginning the assignment to become familiar with the
assignment criteria and expectations for successful completion of the
assignment.

 

You are not required to submit this assignment to
Turnitin, unless otherwise directed by your instructor. If so directed, refer
to the Student Success Center for directions. Only Word documents can be
submitted to Turnitin.

 

 

 

 

 

 

 

GC NRS 451 WEEK 5 ASSIGNMENT

Details:

Research a health care organization or a network that
spans several states within the U.S. (Example: United Healthcare, Vanguard,
Banner Healthcare, etc.).

 

Harvard Business Review Online and Hoover’s Company
Records, found in the Library, are useful sources. You may also find
pertinent information on your organization’s webpage.

 

Review “Singapore Airlines Case Study.”

 

Prepare a 1,000-1,250-word paper that focuses on the
organization or network you have selected.

 

Your essay should assess the readiness of the health care
organization or network in addressing the health care needs of citizens in the
next decade, and include a strategic plan that addresses issues pertaining to
network growth, nurse staffing, resource management, and patient satisfaction.

 

Prepare this assignment according to the APA guidelines
found in the APA Style Guide, located in the Student Success Center. An
abstract is not required.

 

This assignment uses a grading rubric. Instructors will
be using the rubric to grade the assignment; therefore, students should review
the rubric prior to beginning the assignment to become familiar with the
assignment criteria and expectations for successful completion of the
assignment.

 

You are required to submit this assignment to Turnitin.
Refer to the directions in the Student Success Center. Only Word documents can
be submitted to Turnitin.

 

 

 

 

 

Singapore Airlines Case Study

(student paper)

 

Singapore Airlines was created in 1972 following a
separation from Malaysian Airlines. In the wake of reorganization, Singapore
Airlines undertook aggressive growth, investing and trading to maximize
profitability and expand market share. Through this change, a new company
philosophy emerged, “Success or failure is largely dictated by the quality of service
it provides” (Wyckoff, 1989). By reinventing the company infrastructure and
introducing new initiatives focused on excellence in customer service,
Singapore Airlines became a global leader in the service industry, elevating
existing standards among competitors.

 

Evaluation of Workforce Management Program

 

The strategy widely utilized by Singapore Airlines to
ensure differentiation in an increasingly competitive market was its attention
to in-flight service. “Good flight service [was] important in its own right and
is a reflection of attention to detail throughout the airline” (Wyckoff, 1989).
This statement perpetuated the belief that excellence in service was directly
tied to the careful selection and individual performance of in-flight crews
charged with the responsibility of fulfilling the needs of individual
passengers and exuding the levels of service demanded by the organization.
Applicants destined to work as flight stewards were drawn from a very young
population, typically spanning the ages of 18-25 years of age with high school
equivalency against the English system of education. Selection of applications
was competitive largely due to the degree of skill, poise, and experience
required of its candidates. These policies led to the on-boarding of a highly
skilled and youthful workforce with positive attitudes and a willingness to be
trained. Critique of this approach revealed several disadvantages.The most
significant being the potential for greater turnover when hiring a younger
population as opposed to an older, more experienced crew. Experience alone
would play some role in the development of new employees, as greater experience
would bring greater poise and confidence. However, in light of the predominant
population Singapore Airlines catered to, a younger in-flight crew would remedy
the awkwardness likely to be encountered by older clients being served by older
crew members. In addition, a younger crew would likely be more accepting of new
procedures and less cynical of the requirements of employment.

 

In light of the young demographic most desired in this
role, recruitment, training and “conversion” processes were both stringent and
comprehensive. All aspects of in-flight service, including training related to
terminology, amenities and food preparation were provided in great detail, as
were training for emergency preparedness and response to every potential
scenario encountered in the air and on the ground. Formalized on-boarding,
training and continued development were the hallmarks of the comprehensive
workforce program. Even well into a crew member’s employment, on-going training
and cyclical evaluation provided a mechanism for employees to be aware of
individual performance and gain exposure to methods of continuous improvement.
With an on-going plan of evaluation, communication, and development, the
workforce was well-positioned for high levels of performance and quality
improvements.

 

Though it would seem that Singapore Airlines’ work
management program suited the organization well, it greatly narrowed the pool
of applicants and kept many, well-qualified and experienced candidates from
positions that would create diversity among the largely homogeneous workforce
and place the organization in a better position to serve populations whose
ethnic origins were not of Asian descent. If the organization aims to be the
leader in an increasingly global marketplace, the workforce must mirror the
diverse needs and perceptions of the greater population.

 

 

Advertising Campaign

 

 

Singapore Airlines is known in the airline industry for
its quality of service. This emphasis on customer service and customer
satisfaction is largely reflective of the Asian culture for which the company
embodies. Attention to detail, impeccable presentation, and care for others are
traits synonymous with countries of Asian heritage. Similarly, Asian countries
revere conservatism, organization and hierarchy (Allik, n.d.) so, it would
follow that young Asian individuals demonstrate the same gracious, caring
behaviors to others. The expectation of “gentle, courteous service” is consistent
with these norms and with the approaches taken by the organization. So much are
these standards and stereotypes linked to Asian culture and the epitome of
service, that the symbol applied to the airline is that of a young Asian woman.
This image is resoundingly more beguiling and traditional, recognized by nearly
50% of consumers over typical marketing imparted by competitors, with a
marginal recognition of 9.6%. In light of the positive impact and recognition
of the existing marketing campaign, it was considered advisable to retain the
current marketing strategy.

 

Systems for Measuring Service Quality

 

Singapore Airlines has two primary components involved in
measuring service quality. The first is a system to measure customer complaints
and compliments for every 10,000 passengers. The second measurement is a
comparative rating of airline services prepared by the International Research
Associates (INRA).

 

The first component, customers’ complaints and
compliments, stayed relatively the same despite rapid organizational expansion.
This type of analysis has shown a generally high satisfaction level, but could
be skewed due to the vast areas the complaints and compliments could cover;
from ticket sales and baggage areas to in-flight crews. To address this concern
the complaints were split between the areas. However, to get an accurate
barometer of customer satisfaction, it was recommended that the airline conduct
routine surveys of customers. Often, customers submitting comments fell into
one of two categories; those having complaints or those having compliments.

 

The second component to gauge customer satisfaction
involved the INRA surveys. The airline executives paid particular attention to
these scores as they indicated levels of satisfaction among the general
consumer population and identified areas requiring continuous improvement. In
1973 Singapore Airlines scored 68, in 1974 the company scored 74 and in 1979
they scored 78. The scores of 39 other airlines demonstrated that two other
competitors, Cathy Pacific and Thai International, were improving rapidly. This
provided one indicator of competitive advantage. In order for Singapore
Airlines to stay ahead of their competitors they would need to evaluate their
position against industry leaders and determine if changes would be needed to
stay competitive, particularly with respect to customer service and customer
satisfaction (Wyckoff, 1989).

 

Plan to Introduce Slot Machines

 

Singapore Airlines has responded to many changes in order
to differentiate itself within an increasingly competitive market place. One
responsive action was to remove sleepers, replacing them with a business class
section. Reactions from consumers were less than favorable.The move strayed
from what consumers came to expect of elite levels of customer service, which
were in large part, due to the attention paid to the personal needs of its
elite customers. Although intended to be innovative and distinctive, the
inclusion of slot machines on transatlantic flights was another idea met with
considerable consumer dissatisfaction.While potentially generating a new stream
of revenue, the idea only worked to incite passengers with a new category of
charges. In addition to generating cost for the consumer, the machines took
valuable space away from seats and posed problems in light of weight
restrictions (Time, 1981). These changes only compounded issues and introduced
new problems such as the potential for in-flight injury, rather than improving
in-flight services. While there was some opportunity for revenue, initially,
the gains would last for a season and werenot expected to extend out into the
long-term.

 

Conclusion

 

The Singapore Airlines Case Study highlights both
effective as well as ineffective management approaches within the company. The
subsequent analysis and evaluation of company operations and strategies offer a
compelling glimpse of organizational design and leadership amid change, as well
as provide a platform for future discussions of organizational development and
change management. Group evaluation of organizational design, organizational
decision-making, and organizational process at Singapore Airlines yielded some
recommendations for new approaches to address complaints, become more
mainstream in an increasingly diverse market space, and become more innovative
without losing sight of the customer service focus that has made Singapore
Airlines so successful.