Nr351week4professional Paper Worksheettemplatedirections1 See Th ✓ Solved
NR351 Week 4 Professional Paper Worksheet Template Directions: 1. See the NR351 Week 4 Professional Paper Worksheet Assignment page. 2. Read the NR351 Announcement entitled IMPORTANT: Assigned Article for Weeks 4 & 6 Assignments: a. Download in PDF format the assigned article linked in that announcement; save it to your computer for future use. b.
Locate the sentence required for quotation and citation. c. Locate the sentence required for paraphrasing and citation. 3. Read the entire article. 4.
Carefully review the resources and page numbers below to help you with APA format in this assignment. 5. Complete each item below. All lines should be double spaced. 6.
Submit the completed template on the assignment page. Complete each item below : 1. Reference for Assigned Article: Create a reference for the assigned article (see announcement) using correct APA format including: author(s), year, article title, journal name, volume number, issue number, page numbers, italics, parentheses, punctuation, double line spacing, and hanging indent. Include DOI if available. [See pages in APA 7th Edition Manual ] Type the reference for the assigned article here beginning on the line below: 2. Quotation and Citation: Type the assigned quotation from the assigned article (see announcement) using correct APA citation including quotation marks, names of author(s), year, page abbreviation, page number, and parentheses, and punctuation. [See pages , 266, and in APA 7th Edition Manual ] Type the assigned quotation and citation here beginning on the line below: 3.
Paraphrased Area and Citation: Type appropriately paraphrased version of the assigned sentence (see announcement) using correct APA citation including names of author(s), year, and parentheses, and punctuation. [See pages , 266, and 269 in APA 7th Edition Manual ] Type an appropriate paraphrase and citation of the assigned sentence here beginning on the line below: 4. Assigned Article Summary: Summarize the assigned article using words. Include all of the main ideas from the assigned article. The Summary must contain the assigned sentence for quotation and citation as noted in the announcement, the assigned sentence for the paraphrased area with citation as noted in the announcement, several additional paraphrased areas, and appropriately formatted citations.
You may also include one more short quotation if you wish. Type your word summary of the assigned article here beginning on the next line: © 2019. Chamberlain University, LLC. All rights reserved. 1 Post interview refection Tonya Bell ENG /17/2021 What was it like asking the questions?
How did you feel? What made you feel comfortable or uncomfortable? Why? Asking the question about the digital community was fun in the senses that the participant was jovial to talk about the experience and their challenges as well as all other issues in relation to this topic. Personally, the feeling was welcoming talking to individual who would want to talk back.
The reason was to why I was comfortable was in the sense that the participants were not harsh in any manner. Describe how you experienced the process. To begin, what was the most exciting part? What did you enjoy? Next, what—if anything—surprised you about the interview?
The most exciting part under this case was the idea of involving the users in activities which are in line to their participation under the online platforms they are addictive to. There was fun in understanding more the way the platform work in a deeper manner. there were surprises in the interview among majority of the interviewee in that most of them were able to state the challenge they faced and would like to get help if it can be presented to them What was the biggest challenge you faced with this interview? It could include (but is not limited to) scheduling it, developing questions, or even figuring out how to record the interview. · Reflect for a moment on the skills you had to develop as an interviewer.
Be specific. They could include (but are not limited to) active listening, contacting a person you don’t know for an interview, developing “good†interview questions, facilitating the interview (keeping it going, staying focused/interested, etc.). The biggest challenge faced under the interview was the issues of getting affected by language barriers. The ability to develop thebest question for the interview made the idea more challenging to handle the best manner. I have the ability to develop the skill to talk to individual, with whom I had never interacted within the course of my entire studies.
What is something you learned about your interviewee that you think absolutely MUST be included in the essay you will write? There is need to know that the issues faced under the discourse community was in line to their challenges they face. Which question(s) were most fruitful in terms of learning about your interviewee? In other words, which were the best questions? Why do take part in the digital platforms?
Is there anything you wished you would have asked but didn’t? There was nothing I wished I had asked ENG 2322 College of Professional Studies Synthesis Matrix The purpose of a synthesis matrix is to help you organize your thoughts related to the sources you have collected; in this case, Project #3. It is a tool to help you think about how the information in each source relates to the others. Sometimes secondary sources contain similar content, which isn’t really helpful to your project; other times sources will discuss your topic is completely different ways, which can also be problematic if one or more don’t align with your research question. Before you begin this assignment, you need to locate and read four secondary sources, as well as complete your interview.
All five of these sources must be in your completed synthesis matrix. Next, follow the link provided and analyze the sample synthesis matrix created by Becky Menendez: . She provides multiple examples and provides a downloadable template. Notice that she lists her sources down the column on the left-hand side of the matrix. She included eight, but you only need to include five.
Additionally, she lists five key information (topics) along the top; you need to include five as well. It is important that you have read and taken notes on all of sources (including your interview) so that you can generate your own key information (topics) as they relate to your discourse community. Notice that not all of her sources cover all of the key information that appears at the top of her matrix—this is good! This means that each source is “pulling it’s weight†so to speak and provides different and useful information for her essay. Also notice that some sources provide more information than others (e.g., Varshney & Anis provide information for four out of five key information boxes).
Next, create your own synthesis matrix. You may simply download the template provided and modify the document as necessary to reflect your research topic (discourse community). And lastly, include a paragraph (at least 250 words) that explains what you learned about how your sources relate to each other (or diverge) from creating your synthesis matrix. Take a moment to reflect on each source’s usefulness and how you might use it in your essay. April l Nursing2020 l 47 FL A M IN G O I M A G E S / SH U T TE R S TO C K NURSE LEADERS ARE ESSENTIAL for pro- moting healthy work environments in which the needs of both the healthcare staff and their patients are understood, respected, and sup- ported.
These professionals lead with grace, insight, optimism for the future of healthcare, and appreciation for their staff and the chal- lenges facing individual nurses. In today’s healthcare environment, nurses need leaders who are gracious. Following input from unit nurses at the authors’ facility, this article discusses the attributes of a gracious nurse leader with the GRACIOUS mnemonic. BY MAUREEN KRONING, EdD, RN; ADRIENNE CAREY, BSN, RN; AND SOPHIE CRAWFORD-ROSSO, MSN, RN, NE-BC Showing the way with gracious leadership New Horizons Abstract: Like servant leaders, gracious leaders prioritize employee relationships in a way that also promotes optimal outcomes for both the patients and the healthcare organization.
This article provides a mnemonic to describe the attributes of a gracious nurse leader. Keywords: gracious leadership, leadership, nurse leader, servant leadership 48 l Nursing2020 l Volume 50, Number 4 Gracious leaders care more about the success of the unit, team, and organization than their own power. Defining gracious leadership The concept of gracious leadership is not often discussed in the nursing literature. After extensive discussion and research to define the term, the authors characterize gracious leaders as those who lead by building strong relationships with their employees through empathy and compassion, serving as role models for desired behaviors and sharing their organiza- tion’s vision in an inspirational and motivational way.
They communicate their vision, invest in their staff as individuals, and understand that healthy relationships are essential to the work environment. A review of the literature found numerous articles discussing servant leadership, which has similar attri- butes.1 For example, qualities such as listening, empathy, awareness, and commitment to growth are charac- teristics of both leadership styles.2 However, servant leaders prioritize their employees’ needs above all when making decisions.1 Gracious leaders regard employee relationships and needs as a major pri- ority while simultaneously promoting optimal outcomes for both the patients and the healthcare organization. They care more about the success of the unit, team, and organization than their own power.
These healthcare profes- sionals cultivate strategic relationships to build a community and help em- ployees cope with adversity, thrive, and provide safe care to patients and families during challenging times. The authors collaborated with nurses from their healthcare organi- zation for feedback on the attributes of a gracious leader, as well as those who most aligned with these charac- teristics, and developed the acronym GRACIOUS to describe these qualities: • Giving: Gracious leaders give their time, listening and addressing the is- sues and concerns of their staff. They provide incentives and rewards for exemplary work. When leaders are giving, their employees know that they care for each member of the team and are invested in the organization. • Respectful: Gracious leaders re- spect each nurse’s role in the health- care facility by being acutely aware of what is said and how it is said when providing feedback.
Respectful lead- ers make employees feel as though they matter and are valued as part of the team. • Appreciative: Gracious leaders are appreciative of the work each em- ployee contributes, empowering and motivating nurses to do their best. They serve as a cheerleader, offering recognition for exemplary work and allowing staff to shine as valued and respected members of the team. • C aring: Caring is a core value in nursing, and gracious leaders care about each employee and patient with- in the organization. Caring leaders are reflective, strategic, and constructive. Their feedback can redirect negative employees, guiding and mentoring them to a more positive view of a situation. • Insightful: Gracious nurse leaders are insightful about the needs and wants of employees, patients, families, and the community.
They understand how and what their nurses are feeling, as well as the challenges and concerns facing both the staff and the organiza- tion. They share authority and respon- sibility and remain humble, open to different perspectives, willing to take risks, and trusting of their employees.3 • Optimistic: Gracious leaders are optimistic about the work accom- plished by their employees to meet the vision and mission of the organi- zation. Nurse leaders must show the nursing staff that they are hopeful and confident about the future. Even during challenging times, they must remain optimistic and encourage staff to evaluate, revise, and press onward. • Understanding: Gracious leaders understand how to meet not only the organization’s goals but also their employee needs.
They set clear goals, provide thoughtful and deliberate feedback, and allow their team to work autonomously. Nurse leaders must be understanding of what is oc- curring within the organization and how employees feel about it. • Supportive: Gracious leaders are supportive of the organization and each employee. They can support their staff by addressing concerns with encouragement and positive re- inforcement. The frontline nursing staff often alerts nurse leaders to is- sues that can adversely affect patient care. Nurses are more likely to share concerns if they feel supported as part of the team; this is essential to ensure safe and competent patient care.
April l Nursing2020 l 49 When employees feel valued, they thrive in a healthy work environment, which subsequently increases productivity. Creating healthy work environments One role of a nurse leader is to help employees handle the stressors associ- ated with working in healthcare. Gracious leaders remain empathetic and compassionate in the face of chal- lenges such as increased patient acuity, an aging patient population and workforce, the fast pace of advance- ments in technology, a lack of staffing and resources, and the pressure to achieve excellent patient and staff satisfaction ratings. The healthcare environment can be stressful and chaotic. According to The Joint Commission, inadequate leadership is a contributing factor to adverse events due to lack of support, reporting, and feedback related to staff burnout and patient safety vulner- abilities.4 Despite these challenges, nurses who accept leadership posi- tions must realize the potential for a healthy work environment by utiliz- ing effective team work strategies and developing strong bonds with the frontline staff.5 As the authors of one 2016 study put it, effective leaders “recognize that the crux of leadership is in the power of relationships.â€5 When employees feel valued, they thrive in a healthy work environment, which subsequently increases produc- tivity.3,6 Gracious leaders understand the importance of supportive feedback when employees share their concerns.
This creates a team environment and shows that they empathize and feel compassion for their employees. Gracious leaders work to create a team environment in which nurses find joy in working toward and achieving their goals. When employ- ees find meaning in their work, they help establish and maintain a safe culture.4 According to The Joint Com- mission, the employees of organizations with a strong safety culture: appreciated. In the authors’ experi- ence, focusing on the elements of the GRACIOUS acronym may also contribute to more effective labor relations and the ability to come to mutually beneficial decisions. Fostering success Gracious leaders make their staff feel like an essential part of the team by working toward common goals for patients, employees, and the organi- zation.
Just as nurses promote caring and compassionate care that is re- spectful to the dignity and worth of each patient, nurse leaders are re- sponsible for fostering an environ- ment that is caring, compassionate, and respectful to each employee un- der their leadership. They must dem- onstrate that they value and believe in each nurse to meet the goals of the healthcare organization. â– REFERENCES 1. Savel RH, Munro CL. Servant leadership: the primacy of service. Am J Crit Care.
2017;26(2):97-99. 2. Fahlberg B, Toomey R. Servant leadership: a model for emerging nurse leaders. Nursing.
2016;46(10):49-52. 3. Grande D. The imperative of humble leadership. Am Nurse Today.
2018;13(3):12. 4. The Joint Commission. The essential role of leadership in developing a safety culture. Sentinel Event Alert.
2017;(57):1-8. 5. Dyess SM, Sherman RO, Pratt BA, Chiang-Hanisko L. Growing nurse leaders: their perspectives on nursing leadership and today’s practice environment. Online J Issues Nurs.
2016;21(1):7. 6. Blatchley A. A nurse manager’s guide to giving effective feedback. Nurse Lead.
2017;15(5):. 7. Agency for Healthcare Quality and Research. CUSP toolkit, the role of the nurse manager, facilitator notes. 2012. modules/nursing/nursing-notes.html.
Maureen Kroning is the chair of nursing at Rockland Community College and a per-diem nursing super- visor at Good Samaritan Hospital in Suffern, N.Y., where Adrienne D. Carey is the director of patient care services. Sophie Crawford-Rosso is a vice presi- dent and hospital administrator at Bon Secours Com- munity Hospital in Port Jervis, N.Y. The author has disclosed no financial relationships related to this article. DOI-10.1097/01.NURSE..68013.7b • treat their coworkers and patients with dignity and respect. • are productive, engaged, collabora- tive, and continuously learning.4 Gracious leadership in action Gracious leadership is a quality that requires some development.
According to the Agency for Healthcare Research and Quality, nurse leaders serve as mentors, coaches, and teachers; offer counsel and support; and motivate and empower nurses to ensure patient safety.7 The ability to empathize with staff and be caring, understanding, and supportive is essential. Take the time to listen to each employee with respect and appreciation. Employees want to know that ad- ministrators are open to their ideas and suggestions, and providing a sounding board, a shoulder to cry on, or an opportunity to vent will be
Paper for above instructions
Professional Paper Worksheet1. Reference for Assigned Article
Kroning, M., Carey, A. D., & Crawford-Rosso, S. (2020). Gracious leadership: Showing the way with gracious leadership. Nursing2020, 50(4), 48-49. https://doi.org/10.1097/01.NURSE..68013.7B
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2. Quotation and Citation
"Gracious leaders care more about the success of the unit, team, and organization than their own power" (Kroning, Carey, & Crawford-Rosso, 2020, p. 48).
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3. Paraphrased Area and Citation
Gracious leaders prioritize the collective achievement of their team and organization over personal ambitions (Kroning, Carey, & Crawford-Rosso, 2020).
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4. Assigned Article Summary
The article by Kroning, Carey, and Crawford-Rosso (2020) presents an innovative perspective on leadership in nursing by introducing the concept of "gracious leadership." The authors propose that a gracious leader embodies a set of qualities aimed at fostering a supportive and collaborative environment within healthcare settings. One of the key propositions of this leadership style is that "gracious leaders care more about the success of the unit, team, and organization than their own power" (Kroning, Carey, & Crawford-Rosso, 2020, p. 48). The authors establish the GRACIOUS mnemonic to delineate the qualities typical of a gracious leader: Giving, Respectful, Appreciative, Caring, Insightful, Optimistic, and Understanding.
Giving reflects a leader's willingness to invest time in listening to and addressing the concerns of their staff. They are acknowledged for creating a space where employees feel heard and valued. Respectful leaders maintain a conscious awareness of their team’s individual roles, and this awareness helps to build a culture of mutual respect. Being Appreciative involves recognizing and celebrating individual contributions to foster motivation among nurses.
Caring is highlighted as a core value intrinsic to nursing; gracious leaders extend this characteristic to their staff, promoting a nurturing work environment. Insightful leadership involves understanding the diverse needs of employees, patients, and the community, facilitating a supportive atmosphere. Optimism ensures that leaders remain hopeful in the face of challenges, which can motivate and uplift staff morale. Lastly, Understanding encompasses listening and providing insightful feedback while allowing team members the autonomy to make decisions (Kroning et al., 2020).
In addition to defining gracious leadership, the article poses that such a leadership style cultivates a healthy work environment by addressing the challenges nurses face, including high patient acuity and limited resources. The authors argue that the qualities of gracious leadership can mitigate adverse outcomes arising from a lack of effective leadership in healthcare. The importance of building strong relationships between leadership and staff is underscored as a critical component of promoting patient safety and achieving optimal care delivery. Through gracious leadership, nurses can thrive in their work environment, contributing to enhanced productivity and better patient outcomes.
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Reference Section:
1. Kroning, M., Carey, A. D., & Crawford-Rosso, S. (2020). Gracious leadership: Showing the way with gracious leadership. Nursing2020, 50(4), 48-49. https://doi.org/10.1097/01.NURSE..68013.7B
2. Savel, R. H., & Munro, C. L. (2017). Servant leadership: The primacy of service. American Journal of Critical Care, 26(2), 97-99.
3. Fahlberg, B., & Toomey, R. (2016). Servant leadership: A model for emerging nurse leaders. Nursing, 46(10), 49-52.
4. Grande, D. (2018). The imperative of humble leadership. American Nurse Today, 13(3), 12.
5. The Joint Commission. (2017). The essential role of leadership in developing a safety culture. Sentinel Event Alert, (57), 1-8.
6. Dyess, S. M., Sherman, R. O., Pratt, B. A., & Chiang-Hanisko, L. (2016). Growing nurse leaders: Their perspectives on nursing leadership and today’s practice environment. Online Journal of Issues in Nursing, 21(1), 7.
7. Blatchley, A. (2017). A nurse manager’s guide to giving effective feedback. Nurse Leader, 15(5).
8. Agency for Healthcare Quality and Research. (2012). CUSP toolkit, the role of the nurse manager, facilitator notes. Retrieved from http://www.ahrq.gov
9. Hargreaves, A., & Fullan, M. (2012). Professional Capital: Transforming Teaching in Every School. Teachers College Press.
10. Cummings, G. G., & Connelly, C. D. (2019). The role of leadership in creating and maintaining a positive work environment. Nursing Management, 50(10), 38-43.