September 19, 2021 Comment off

Demonstrate effective verbal, written, and technological communication using legal and ethical standards for transferring knowledge using success resources provided to Chamberlain students.

The purpose of this assignment is to allow the learner to demonstrate good organization, appropriate resources, and correct APA formatting for preparing a scholarly paper. COURSE OUTCOMES This assignment enables the student to meet the following Course Outcomes (COs). CO3: Demonstrate effective verbal, written, and technological communication using legal and ethical standards for transferring knowledge using success resources provided to Chamberlain students. (PO3) CO4: Integrate critical thinking and judgment in professional decision-making in collaboration with faculty and peers. (PO4) CO5: Apply concepts of professionalism when planning for personal, intellectual, and professional development. (PO5) CO9: Demonstrate accountability for personal and professional development by assessing information and technology competence, implementing plans for upgrading technology skills, and using effective strategies for online student success using resources provided to Chamberlain students. (PO5) POINTS This assignment is worth a total of 225 points. PREPARING THE SCHOLARLY PAPER PHASE 2 Carefully read these instructions and the Rubric. Download the Week 6 Scholarly Paper Phase 2 Template (Links to an external site.)Links to an external site.. Use of the assigned template is required. Rename that document as Your Last Name Scholarly Paper Phase 1.docx, for example Smith Scholarly Paper Phase 2. Save it to your own computer or drive in a location where you will be able to retrieve it later. Type your assignment directly on the saved template using Microsoft Word. The document must be saved as a .docx. Save frequently to prevent loss of your work. The only resource for your paper is the following assigned article: Article link (Links to an external site.)Links to an external site. Note: Logging in to the Chamberlain Library is needed to access this article. Use of the assigned article is required. You must click on the PDF Full Text link on the upper left portion of the page to download the correct version of this required article. Follow the instructions and specifics on the assigned required template and the rubric. You will demonstrate your scholarly writing abilities as well as APA abilities in references, citations, quotations, and paraphrasing. See rubric for length limitations for each section and other criteria. For the Introduction section (see rubric for details), introduce the assigned paper topic; explain that the purpose of this paper is to provide a summary of the assigned article; explain that that the impact of the article contents on your own future practice will be included; and length must be 5075 words. For the Article Summary section (see rubric for details), clearly summarize the major content of the assigned article using 175200 words; content must include main ideas from across the entire article; specifics should be excellent; content must be attributed to the correct source; and instructor feedback from Week 4 Scholarly Paper Phase 1 must be used to revise and improve this section. For the Impact section, clearly state how learning from the assigned article will impact your future practice; length must be 125150 words; writing must be concise and clearly relate the assigned article contents to practice; use first person in this section; and instructor feedback from Week 4 Scholarly Paper Phase 1 must be used to revise and improve this section. For the Conclusion, write a concise summary of main points of the paper; provide a concluding statement; and length must be 75100 words. Double check your work with the rubric prior to submission. Note: Assigned Template must be used for this assignment. The Assigned Template has been specially prepared to help you do well on this assignment. See #2 above. Note: Assigned Article must be used for this assignment. Failure to do so may result in loss of points and/or Academic Integrity violation investigation. **Academic Integrity Reminder** Chamberlain College of Nursing values honesty and integrity. All students should be aware of the Academic Integrity policy and follow it in all discussions and assignments. By submitting this assignment, I pledge on my honor that all content contained is my own original work except as quoted and cited appropriately. I have not received any unauthorized assistance on this assignment. ARTICAL Promoting professional accountability and ownership: Nursing leaders set the tone for a culture of professional responsibility Steve has been a nurse for 10 years, and she’s worked on her unit for 5 of them. She loves direct patient care and frequently receives positive feedback from patients, their families, and her manager. Recently, patients on Steve’s unit have been developing hospital-acquired pressure injuries. The unit-based practice council (UBPC) has been tasked to develop an evidence-based practice (EBP) project to reduce pressure injuries. Steve doesn’t believe this is an issue with her patients, and she doesn’t intend to change how she provides care. Unfortunately, Steve’s reaction to this evidence-based project isn’t unusual. Getting professionals to change their practice or accept responsibility for their contributions to overall clinical outcomes can be challenging. This may result from the structure of nursing care delivery models and 12-hour shifts that don’t always promote care assignment continuity or feelings of ownership for patient outcomes. However, the current value-based healthcare reimbursement system requires professional accountability for quality outcomes, and nurses like Steve are expected to work as members of a team to achieve collective results (such as reducing hospital-acquired pressure injuries). Not surprisingly, the issue of professional accountability in nursing has become a concern in many healthcare environments. Defining accountability We talk about nursing professional accountability as though all nurses share a common definition and understanding of what that means. For some nurses, accountability can provoke fear and mistrust because they think it will be used as a whipping stick to promote compliance. We also can’t assume that all professional nurses have a clear understanding of their role or what’s expected of them. Steve might not realize that she’s not only accountable for the actions she’s currently taking in her practice but is also expected to use new evidence to guide her practice and comply with the policies and procedures implemented on her unit to improve care. To uphold her professional accountability commitment, she can’t opt out of implementing new guidelines for pressure injury care. The professional accountability mindset Professional accountability is an internally driven mindset. It’s a commitment that you make to yourself and your career when you become a nurse to advance, grow, improve, and adapt to your work. It’s also a pledge to apply your talents, energies, and gifts to improve patient outcomes. According to the American Nurses Association’s (ANA) Code of Ethics for Nurses with Interpretive Statements, nurses are both “accountable and responsible for the quality of their practice.” This means that nurses must take ownership of their actions and hold themselves accountable not only individually but also as members of a collective team. Variations in practice patterns of individual nurses who view professional accountability differently can result in patient safety issues and medical errors. (See Accountability at a glance.) Steve may see no problem with her decision to deviate from new evidence-based practice recommendations, but her failure to follow them could have serious ramifications for patients. If she doesn’t make changes in her practice, she’s failing to uphold a professional accountability mindset. Within their professional roles, nurses are expected to implement accountability safeguards. These include evaluating patient care through peer review, quality improvement, and research, which promotes the mindset that our actions have consequences that directly impact the patients we care for. Steve’s ethical responsibility is to reflect on the difference between not taking action because she believes hospital-acquired pressure injuries aren’t an issue with her patients and what it means to truly provide quality evidence-based care. Checking in vs. checking out Nursing is a specialized profession that requires rigorous education, licensure, and regulation. It also relies on scientific evidence and a commitment to lifelong learning. These defining characteristics demand that nurses stay checked into their profession through critical thinking and collaborative care with other nurses and healthcare providers. The other option is to check out professionally and view nursing as a 12-hour shift composed of tasks to be completed. Steve should remember that she’s not working in a solo practice. She functions as part of a healthcare team. She can’t make individual clinical decisions that conflict with the care given by other team members even when it’s based on her clinical experience or expertise, although she should certainly speak up if she feels a decision will be detrimental to the patient. If Steve believes that “this is not my problem,” she’s both checking out on her profession and failing to demonstrate good teamwork. Checking out is detrimental to the safety and health of the patients we serve. The Code of Ethics reminds us that nurses are required to contribute to professional advancement by respecting the contributions of individuals who promote quality patient outcomes and evidence application. That means nurses must stay checked in and be actively present during professional activities such as educational sessions, patient care, patient safety discussions, and nurse-to-nurse hand-offs. For Sally, this also means being committed to engaging in the EBP her unit is rolling out because it aligns with her obligated ethical responsibility to take part in quality patient care rooted in evidence. Building a culture of professional ownership If Steve refuses to change her practice, her nurse manager will need to address this as a performance issue. Failing to assume professional accountability frequently occurs when leaders don’t hold nurses accountable for their decisions and actions. Leaders must be vigilant about unprofessional behaviors and practices and take steps to stop them before they become normalized on a unit. Interestingly, deviation from expected practices occurs more frequently with experienced nurses like Steve who believe the rules don’t apply to them. If Steve is allowed to opt out of evidence-based practices implemented on the unit, these deviations may become part of the culture. Nursing staff knows when “good enough” is the culture of an organization. Joe Tye and Bob Dent, in their book, Building a Culture of Ownership in Healthcare, suggest that accountability isn’t enough. Accountability using traditional definitions means that nurses do expected behaviors because others expect it of them. Maintaining a culture of accountability can be exhausting for leaders, and such a culture will never take an organization from good to great. Tye and Dent recommend that the goal should be a culture of ownership where nurses do the right thing because they expect it of themselves. Ownership comes from being fully engaged in one’s work and feeling a sense of pride in one’s profession. This can be achieved only by connecting the nurse’s core values to the organization’s values. Set the expectations Professional nursing accountability and ownership is a mindset. In an ideal world, all nurses would take ownership of their practice and understand that quickly adopting EBPs designed to improve care is part of their professional responsibility. Unfortunately, not all nurses have this mindset. Some nurses like Steve may still choose to check out professionally and will need to be held accountable for their decisions. Strong leadership expectations and ongoing coaching about what it means to be a professional are critical to building a culture of professional ownership. Accountability at a glance Some key areas of professional nursing accountability include: * working within the nursing scope of practice as defined by the state licensing board * complying with professional standards and staying updated as those standards change * using evidence-based practice in patient care * accepting shared accountability with other nursing and interprofessional team members for quality patient outcomes * following workplace policies and procedures. Selected references American Nurses Association. Code of Ethics for Nurses with Interpretive Statements. American Nurses Association: Silver Springs, MD; 2015. Porter-O’Grady T, Malloch K. Quantum Leadership: Creating Sustainable Value in Healthcare. 5th ed. Burlington, MA: Jones & Bartlett Learning; 2018. Rachel MM. Accountability: A concept worth revisiting. Am Nurse Today. 2012;7(3):36-40. Tye J, Dent RL. Building a Culture of Ownership in Healthcare: The Invisible Architecture of Core Values, Attitude, and Self-Empowerment. Indianapolis, IN: Sigma Theta Tau; 2017.