Critical Thinking in Nursing Assessment Answer

Introduction:

Nursing leaders are one of the prominent fields that are defined by their actions and do not always take the position of authority. Leaders in the healthcare setting are inspired and influence others to achieve their maximum potential. It will lead to the application of leadership by taking the integration of critical thinking skills to manage a team.

Leadership is important in terms of making defined actions and not being influenced by authority (Azar 2021). It will help the team to achieve its goals. It will apply the critical thinking skills that make management of a team. For the sake of the practices, the healthcare workers and nurses come together to work for a collective goal. It will lead to the quality of practices for the nurses. The assessment is about the leadership practices that are applied for a case study by which the nursing practices can be improved (Specchia et al., 2021). The first section will take the leadership and its style that address the need of communicating successfully and allow the application of evidence-based practices. Followed by empowering the members of the healthcare team. 

Case study:

As a third-year nursing student on placement in rural and remote hospitals in Australia. It is three in an eight-week placement in the ED and it is feeling like part of a team. The experience makes me able to see that typically a busy day with patients and staff is seen from a diverse cultural and linguistic background. RN Nikki has been assigned as the team leader. I, Nikki and Shaun are allocated to work in a 5-bed resuscitation bay. The team leader is assigned the task of priming and attaching the normal saline 100 ml as keep-vein-open for the bed 3 patient. To prepare the IV, the drawers on the bedside are empty and no single IV bag is left. On the morning check, it is found that the bedside of 1 is having a bag. At bed 1, Shaun was there and a little voice was heard and he gave verbal consent. While making the move to the drawer, it is seen that the patient is lying supine and a blanket is covering them up to their chest. According to clinical knowledge, the patient was unresponsive, slightly parted and was not breathing. I informed the nurses and it was found that the patient was deceased. After collecting the material and IV bag, KVO is provided with the assistance of Nikki. Tony, the ward cleaner, comes to the deceased patient's side and asks for help. As soon as he asked for help, it was realised that he was talking about the deceased patient. It is not sure whether Shaun is there or not that is in charge of that bed space. Later in the shift, while debriefing, Nikki asked about the policies and procedures. But as informed staff that person is deceased. A different protocol needs to be followed. Nikki informed me she was a neonatal nurse and they used to follow the butterfly initiative that is sensitive, simple and effective. Nikki suggested that this is the opportunity to show leadership skills and was provided with the task where she asked to apply the insight about the change in practice.

Style of leadership:

The leadership style that is implemented is the transformational one which is a management style. It motivates the employee to take ownership of their task. It makes an individual go beyond roles and expectations that are meeting the diversity of needs. Instead of assigning the task to a person, it is important to make sure that people get involved in thinking rather than doing what they have been told. Transformational leadership in nursing gives inspiration and motivates employees to find a better path toward the achievement of goals (Manzano & Vose 2021). It makes leaders excel in the skills of conflict resolution. it makes the mobilisation of people into groups that is allowing the work to get done. It raises the well-being, morale and motivation level of groups by creating an excellent rapport. Following are the four skills of transformational leadership that an idealised influence by which the team leader can teach the team member what is the suitable way of working. Second is intellectual stimulation which makes the team member think more than what they have been assigned. Third is individualised consideration where the team leader can take the idea about each of the members and deal with their problems. Lastly, inspirational motivation is more about taking the approach of creating awareness and making them inclined toward the goals (Haskins & Roets, 2022). Relating the leadership style to the case study, As a nurse if it is seen that a patient is lying in a supine position then correcting the position can be done. Despite collecting the bag and being done with the job; it is important to take a look at the condition of the patient. Characteristics and traits that would be recommended for successful communication and respect to patient, staff and their relatives. It involves making the relationship with the team and patient by which the need is addressed. The evidence-based theory is a combination of using critical thinking and the best of evidence. It makes the decision-makers to be resilient and apply personal experience (Wei et al., 2020). The reason behind the selection of leadership skills is that it makes evidence-based practices by which the outcomes can be provided. The leadership makes an understanding of the patient's requirements. The second is about the management of the healthcare settings that are seen for the application of nursing standards. Lastly, it makes the integration of critical thinking skills to manage a team. This as a new nurse, helps in making the skills and knowledge to get applied in clinical settings (Pishgooie et al., 2019). It allows the nurses to see how the research was done and what the scope of improvement can be made.

Adoption of a method for the initiative:

Paper-based is a traditional method of storing information that leads to errors in healthcare settings. It is a physical file having previous charts and medical history to get sorted in place (Worthy et al., 2020). The paper-based approach is a slower process, requires more administrative resources and high risk of inefficiency. It makes the process a slower one and requires the storing of information on paper. The storage of information deals with many regulations that are needed for paper documentation. Digital technology is another option by which digital formation is provided to patients with basic care instructions. It will make changes in healthcare to improve that makes the better address the outcomes of patients. The digital health technology implication makes the patient control his healthcare system. The use of digital technology is recommended for better storage of data which leads to gaining control over the error (Spiva et al., 2020). It is one of the emerging technologies by which the data, assessment and analysis have been done in an accurate manner that is meeting the standards. For this purpose, digital technology is a preferred option that supports the initiative. The gaps are seen in terms of reducing inefficiencies, improving access and increasing the quality of personalised care for patients (Ngabonzima et al., 2020). Digital technology suits in this case bring everyone to notice deceased patients that make fellow nurses and cleaning staff to be aware of the facts. It is important to adopt the technology that is increasing the quality of care.

Proposal of change to the multidisciplinary team and other stakeholders:

Following is the proposal for change that needs to be implemented in the healthcare setting. Following are the points that come under the proposal that is promoting the vibrant integrated research culture in healthcare that is improving the quality and outcomes. Second is a proactive champion for developing nurses' and midwives' research capacity and supporting the integrated action for healthcare services. The healthcare staff needs to understand what is happening in the settings that lead to fewer chances of witnessing any incident. To propose the change, a meeting needs to be held to bring the point of notice to the director of nursing and medicine. Scheduling the meeting is the best option that makes seniors notice the issue that is arising in healthcare settings (Fontes et al., 2019). A decomposing body is considered a potential biohazard that makes the fluids released after death and microbes contaminate the surrounding. Meeting about the process of deceased individuals makes the healthcare setting information about the protocol by which the management of the deceased is taken care of. Before scheduling a meeting, it is important to draft an email where information about the meeting and its agenda is discussed, which helps in managing the schedule for everyone (Walls, 2019). The proposed initiative is aiming to address the senior nurses and midwife clinical leaders to create a research-led care environment. It is making the record of developing existing practices, working within and contributing to the research-rich environment. It holds the ability to overcome challenges and drive real change in the healthcare system like the 70@70 programme. Once the meeting is scheduled, then form the team that is participating in the discussion and setting the protocol. It enhances the connection between the research voice and perspective of nurses and midwives (Labrague et al., 2020). Henceforth, it is suggesting the change in the healthcare system that leads to the management of such issues.

Importance of empowering members of the healthcare team and impact on learning:

Empowering healthcare will lead to a greater understanding of how to navigate the healthcare system. The knowledge will lead to asking for the information nurses need. It will also lead to the development of self-awareness and be an equal partnership in healthcare. The process of empowerment will help in the participation in the decision-making process that is making the selection of the most effective services and health needs to be addressed (Labrague et al., 2020). Empowerment by Nikki and other clinical nurses will be seen in terms of providing the responsibility to manage the task standalone. It helps me to get a better understanding of what is the role and how to increase the scope of practice. It holds the ability to motivate and mobilise self and others to accomplish positive outcomes(Raso et al., 2020). For instance, this time when I encountered such an instance, I was only focused on my work and collecting the bag. Rather than focusing on my task, if I traced anything else, addressing that also became important. Like supine position, covering up to the chest and other. The empowerment that is provided by Nikki and other nurses makes me able to develop insight into the process. It gives me an insight into what is the process and what kind of reaction is expected. In addition, I developed the idea of how to be an active participant in the decision-making process (James et al., 2021). It makes me able to next time deal with the situation in my way like if any other team member asks for the details. Then, I will be able to make the decision and manage the situation tactfully.

Conclusion:

Leadership is important in terms of making defined actions and not being influenced by authority. It helps the nurses to understand the goals by which guide actions can be taken. Transformational leadership skill is a type that allows nurses to explore the scope of practices and increase decision-making. Leadership will lead to the provision of skilful and respectful care to staff, patients and nurses. The evidence-based theory is making nurses able to provide outcomes-based approaches to patients and make application of standards. For this, using digital technology is a great option that is making the nurses record, analyse and review the information. To schedule the recommendation for proposal, a meeting is scheduled that is taking the insight of seniors and others in the nursing department. All these practices allow standard and desired practices to be put in place that implement the protocol.

References:

Azar K. M. J. (2021). The Evolving Role of Nurse Leadership in the Fight for Health Equity. Nurse leader , 19 (6), 571–575. https://doi.org/10.1016/j.mnl.2021.08.006

Fontes, K. B., Alarcão, A. C. J., Santana, R. G., Pelloso, S. M., & de Barros Carvalho, M. D. (2019). Relationship between leadership, bullying in the workplace and turnover intention among nurses. Journal of nursing management , 27 (3), 535-542.

Haskins, H. E. M., & Roets, L. (2022). Nurse leadership: Sustaining a culture of safety. Health SA = SA Gesondheid , 27 , 2009. https://doi.org/10.4102/hsag.v27i0.2009

James, A. H., Bennett, C. L., Blanchard, D., & Stanley, D. (2021). Nursing and values‐based leadership: A literature review. Journal of Nursing Management , 29 (5), 916-930.https://doi.org/10.1111/jonm.13273

Labrague, L. J., Nwafor, C. E., & Tsaras, K. (2020). Influence of toxic and transformational leadership practices on nurses' job satisfaction, job stress, absenteeism and turnover intention: A cross‐sectional study. Journal of Nursing Management , 28 (5), 1104-1113. https://doi.org/10.1111/jonm.13053

Manzano, W., & Vose, C. B. (2021). When nurses lead, health follows. Nursing Management , 52 (12), 36–42. https://doi.org/10.1097/01.NUMA.0000800340.10607.36

Ngabonzima, A., Asingizwe, D., & Kouveliotis, K. (2020). Influence of nurse and midwife managerial leadership styles on job satisfaction, intention to stay, and services provision in selected hospitals of Rwanda. BMC nursing , 19 , 1-11.https://doi.org/10.1186/s12912-020-00428-8

Pishgooie, A. H., Atashzadeh‐Shoorideh, F., Falcó‐Pegueroles, A., & Lotfi, Z. (2019). Correlation between nursing managers’ leadership styles and nurses' job stress and anticipated turnover. Journal of Nursing Management , 27 (3), 527-534.https://doi.org/10.1111/jonm.12707

Raso, R., Fitzpatrick, J. J., & Masick, K. (2020). Clinical nurses' perceptions of authentic nurse leadership and healthy work environment. JONA: The Journal of Nursing Administration , 50 (9), 489-494. https://doi.org/ 10.1097/NNA.0000000000000921

Specchia, M. L., Cozzolino, M. R., Carini, E., Di Pilla, A., Galletti, C., Ricciardi, W., & Damiani, G. (2021). Leadership Styles and Nurses' Job Satisfaction. Results of a Systematic Review. International journal of environmental research and public health , 18 (4), 1552. https://doi.org/10.3390/ijerph18041552

Spiva, L., Davis, S., Case-Wirth, J., Hedenstrom, L., Hogue, V., Box, M., ... & Ahlers, L. (2020). The effectiveness of charge nurse training on leadership style and resiliency. JONA: The Journal of Nursing Administration , 50 (2), 95-103. https://doi.org/ 10.1097/NNA.0000000000000848

Walls, E. (2019). The value of situational leadership. Community practitioner: the journal of the Community Practitioners'& Health Visitors' Association , 92 (2), 31-33.https://doi.org/10.1111/jonm.12708

Wei, H., King, A., Jiang, Y., Sewell, K. A., & Lake, D. M. (2020). The impact of nurse leadership styles on nurse burnout:: A systematic literature review. Nurse Leader , 18 (5), 439-450. https://doi.org/10.1016/j.mnl.2020.04.002

Worthy, K., Dawson, R. M., & Tavakoli, A. S. (2020). Relationships among nursing deans' leadership styles and faculty job satisfaction levels. Journal of Nursing Education , 59 (2), 68-75. https://doi.org/10.3928/01484834-20200122-03

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