Lateral violence is a common phenomenon in a nursing workplace. It refers to a group of people in a workplace working together to undermine or attack another person or persons, mainly manifesting through harassment that result in hostility towards the victim. The harassments may include intimidations, criticism, intimidations, threats, discouragement, exclusion, disinterest, and verbal abuses, among others (Nemeth et al., 2017). Over years, nurses have faced lateral workplace violence constantly, where they employ an enduring behavior worsened by insults, malicious, and intimidating patterns (Bambi et al., 2018). This violence results in power abuse, and the victims may feel humiliated, vulnerable, menace, and distress (Nemeth et al., 2017).

Nurse leaders have an essential role of ensuring that lateral workplace violence does not exist in the workplace. They solve the issues and implement policies and rules that warns employees on the punishments associated with such violence. For instance, they may develop zero-tolerance ratios for any workplace hostility outline (Vessey& Williams, 2021), which ensures high quality care, teamwork, improved health outcomes, and advancement due to research in the workplace. Failure to solve the lateral violence may cause serious implications for the institution and the victims (Vessey& Williams, 2021). Lateral workplace violence may have effects such as mental health challenges among the victims, alongside comprised physical health. Possibly leading to long term sickness and unplanned absences. Lateral workplace violence may lead to high turnover rate due to reduction in job satisfaction and the sense of being committed to the employer. A high turnover rate implies a reduction in the quality of care due to detachment from their jobs (Bambi et al., 2018). There is therefore an increasing need to deal with lateral violence to eradicate such effects and ensure quality care in nursing institutions.

Background

In a health care setting, lateral workplace violence exist. It is an inappropriate and disruptive behavior that is mainly demonstrated by one employee or another, either having a lesser or an equal position (Sanner-Stiehr& Ward-Smith, 2017). When this occurs, it can be openly displayed and occur in a repetitive nature, escalating over time. Although the acts may appear harmless, they tend to affect nurses by making them uncomfortable in their jobs.

Lateral violence affects nurses by decreasing their sense of well-being and affecting their physical health. This makes them depressed, andthey may ultimately resign from their jobs with time if nothing is done to solve the issue (Chu & Evans, 2016)-it causes a shortage of nurses, which causes the remaining nurses to be overloaded with more tasks;an increase in the tasks leads to reduction in the quality of care. There are several important consequences of high nursing workload. Research shows that a heavy nursing workload adversely affects patient safety (Lang et al, 2004) As a result, itleads to increased dissatisfaction among patients, and later an increase in complications among them.

The aim of this project is to be able to have an educational presentation for nurses/health care providers,to train them on what lateral workplace violence is, its causes, successfully identify warning signs and reporting them immediately, also for them to be able to conduct a self-review on themselves by going through and thoroughly analyzing a detailed checklist itemizing the warning signs of lateral violenceso that any previous attitude they had that was related to workplace violence towards other employees, they can enact self-change.

Research that previously explored the area, for example in 2018, this research was carried out to detect specifically the prevalence of workplace incivility (WI), lateral violence (LV) and bullying among nurses. The research also sought to address the potential related factors and their impact on the psychological and professional spheres of lateral workplace violence victims. (Kang. & Lee, 2016)Specific areas in identifying the causes of this negative trend are yet to be explored and that is something I aim to achieve in this project. Thoughnew causes continue to emerge making it unsuccessful (Kang & Lee, 2016). Findings from thisprevious work carried out in 2018 will be essential in providing the overview of the issue andutilize the “future work” as suggested because the previous work has helped to identify the effect and impact of this issue on its victims.

Statement of the Problem

In most health care organization, there are numerous conflicts among staff members caused by lateral violence presence (Nemeth et al., 2017). This lateral workplace violence is the identified undesirable situation that has been in existence for a long time in not just healthcare work settings but most workplace settings generally.There is lateral violence from one party to the other in form of psychological harassment resulting in hostility, as opposed to physical aggression and these harassments include: verbal abuses, threats, humiliations, intimidations, criticism, innuendo, social and professional exclusion, discouragement, disinterest, and denied access to information (Mckenna, 2003).

This has resulted in negative effects, people who experience bullying in the workplace suffer adverse health effects as a result. Among most victims, theeffects may manifest as cardiovascular disease, weight gain or loss, cardiac arrhythmias, musculoskeletal problems, insomnia, gastrointestinal disorders, and/or headaches. (Detweiler,2020) Lastly it has led to an increased turnover among the health practitioners (Bambi et al., 2018). Lateral violence is evident through various means for example According to the 2017 Workplace Bullying Institute U.S. Workplace Bullying Survey, 40% of individuals who experience bullying in the workplace suffer adverse health effects as a result. Among hospital employees, these effects may manifest as cardiovascular disease, weight gain or loss, cardiac arrhythmias, musculoskeletal problems, insomnia, gastrointestinal disorders, and/or headaches. These conditions can lead to a surplus of unplanned absences and long-term sick leaves, leaving healthcare institutions even more short-staffed than they already are (Detweiler, 2020), a health care organization should provide care services while ensuring a conducive environment for both patients and care providers. Therefore, there is need to resolve the negative issues to mitigate chaos that could later lead to health complications among patients and victims.

Purpose

With the increase in lateral violence in nursing workplace, there is a need to reduce the violence issues. There are numerous effects associated with the issues such as poor services and increased turnover among nurses- this affects nurses negatively especially when nurse leaders fail to solve them (Bambi et al., 2018). This capstone project aims at mitigating the negative effects associated with lateral violence among nursing practice. If such issues are not addressed, it affects the performance of Nurses(their ability to carry out their expected roles and tasks as nurses)as regards providing care services to patients and may later lead to nurses resigning their jobs due to dissatisfaction.

Theoretical Framework

The Transtheoretical or stages of change model will guide the study. According to the Transtheoretical model of behavior change, also known as the stages of change model, states that there are five stages towards behavior change. The five stages, between which individuals may transition before achieving complete change, are precontemplation, contemplation, preparation for action, action, and maintenance. At the precontemplation stage, an individual may or may not be aware of a problem but has no thought of changing their behavior. From precontemplation to contemplation, the individual begins thinking about changing a certain behavior. During preparation, the individual begins his plans for change, and during the action stage the individual begins to exhibit new behavior consistently. An individual finally enters the maintenance stage once they exhibit the new behavior consistently for over six months. (Prochaska et al,1997)

For example, a case of lateral workplace violence can be caused unknowingly by one party to the other not even realizing that their attitude is that of abuse, also some nurses/healthcare providers who are currently facing this workplace violence do not even know they are being abused. This project’s framework aims at possibly being able to provide well detailed and relevant information on ways to mitigate against lateral workplace violence to nurses as well as other healthcare providers for possible behavioral change on their paths, as some of them are even unaware that their behaviors affect others negatively in the workplace.

Nature of the Project

The overall project will comprise a set of interrelated activities(Including all forms of data collection process) intended as a permanent endeavor, The study will employ personal-centered approach, which is effective in necessitating effective exploration of lateral workplace violence. Similarly, the selected sample of nurses will be required to have faced lateral workplace violence during operations and be subjected to this violence by a colleague or any healthcare worker.Apre/post survey regarding lateral violence will be carried out randomly to avoid the biases associated with selecting too small or big sample (Meires, 2018). This survey will help to gather their views on lateral workplace violence, and their experiences Also, a presentation to address ways and methods to mitigate this workplace violence will then be presented afterwards. Essentially, the project will aim at being able provide sufficient details about the characteristics and warning signs of lateral workplace violence to nurses/ healthcare workers and be able to create room for possible change in their characters.

Significance of the

Lateral workplace violence affects the emotional well-being and productivity of nurses, increasing their desire to leave the job.Workplace violence contributes to a reduced level of efficiency and productivity in healthcare, has a negative impact on the nurses’ quality of working life, job satisfaction levels and their willingness to stay in the job, may result in increased stress levels and absenteeism, can result in chronic fatigue and sleep disorder, and negatively affects the quality of patient care,this ultimately leads to poor health among patients in the affected health care centers. (Lin, 2005). This capstone project is very significant because it willultimately help/assist in reducing the occurrence of lateral workplace violence among nurses by educating a sample size number of nurses about lateral workplace violence, characteristics that make up workplace violence, warning signs and ways and methods to bring about possible changes in their behavior. Also, it will give nurses a chance to address their widespread problems, by solving negative effects associated with lateral violence and implementing policies to avoid such issues from arising again.

Similarly, the collected data will assist in solving problems in practice and make an outstanding contribution to the nursing field (Polit, 2017). By providing additional knowledge and materials that align with previous studies carried out in the field. The main goal/outcome of the work will be to provide comprehensive and well detailed information to nurses/ healthcare workers on how to actively mitigate and fight lateral workplace violence.A comprehensive checklist will be presented to them detailing possible characteristics and warning signs of persons exhibiting workplace violence towards another,to provoke necessary changes amongst nurses/ healthcare providers who may have been practicing this intentionally or non-intentionally.

Definitions

There are various terms that the project will incorporate throughout. Such terms include but are not limited to, workplace, process, outcome, and structure.

Lateral workplace violence- it refers to repeated and unwanted harmful actions that the doers intend to humiliate, cause distress, and offend their recipients (Meires, 2018). It is the model that guides the study entails process, structure, and outcome.

Structure-it refers to the qualifications of the provider and the workplace in which the care services occur.

The process-it refer to the components that make up the efforts to give and receive care among nurses and patients.

Outcome– it focuses on the overall patients’ recovery, survival, and functions restoration.,

The Healthcare workplace– it will refer to where healthcare workers such as doctors and nurses gather to share skills, experiences, and goals to work hard towards community health.

The terms will be used interchangeably, where outcomes will be used when exploring lateral workplace violence, its effects on nurses’ operations, and the patients’ health.

Summary

The nursing practice is dedicated to helping patients who require health care services. Over the years, nurses have been facing situations of lateral workplace violence, which originates from nurses to nurses, healthcare workers, or nurses to leaders. With the adverse environment that this violence causes, the paper addresses in detail the problems associated with it. The project will ensure to utilize a selectsample of nurses to make the study successful on the effects of Lateral workplace violence and later finds strategies to overcome them. The research utilizes a conceptual framework that theTranstheoretical or stages of change model guides. This model focuses on stages of behavior change amongpeople, and this includes healthcare workers- reducing Lateral workplace violence will ensure that nurses do not leave their jobs, which will increase the quality of care rendered to patients. The study utilizes a qualitative, descriptive approach that provides a successful project. Ultimately, the sample size is selected while maintaining internal and external validity control for the data to be collected. Utilizing the highlighted tactics will make the project successful.

Programmatic Outcomes are to be infused throughout the Capstone Project. There is not a specific heading for it, but it must be visible where the outcome is being addressed. As you write, you will be citing where you believe you have achieved these outcomes. You will use the “MSN Programmatic Outcomes with Citation Codes”document to identify the Outcomes by letter and number (ex. E1) for both the Core and Specialty Track Outcomes. Core Outcomes will be found for each chapter and identified as “C1-6”. Each of the four specialization tracks Case Management (M1-5), Nursing Informatics (I1-5), Education (E1-5), Management and Leadership (L1-5) may have specific competencies under different sections. The student will highlight the sentences/paragraphs where the numbers are placed for grading by the faculty during the early phases of the writing. Later the student will transfer the best examples of the outcomes to the PO ID table attached at the end. This will be specified in the assignment. In the 600 level courses w

here the paper is nearing completion it gets rather long. The instructor may request the student to begin using the Change Matrix for easier identification on new content as well as verification of requested changes. The Change Matrix is attached to this document. The student is encouraged to create a final copy without highlighting for publication and the presentation.

Patient Centered Care (C3)-Design nursing carefor a clinical or community-based population with respect to cultural diversity, biophysical, psychosocial, and organizational needs
Evidence Based Practice (C5)- Combine theory and research-based knowledge from nursing and the sciences as they relate to the interdisciplinary team when designing, coordinating and evaluating quality patient care.

Management and Organizational Leadership(MOL) SpecializationOutcomes

· Evidence Based Practice (L1)-Utilize management principles to coordinate health care activities with regard to human, capital, system and community resources

Chapter 2: Literature Review

This project aims at not just identifying the issue of Lateral workplace violencebut to gather a detailed information as regards its causes to help educate nurses to ensure a possible change in their behaviors thereby reducing and possibly eradicating the incidence of lateral violence in the workplace setting.The role of the nurse leaders in correcting the problems. Failure to address such issues leads to reduced performance among nurses and, later, poor health outcomes among consumers (Blackwood et al., 2017). Also, it leads to increased labor turnover since many providers tend to be willing to work in a more therapeutically environmentAl-Ghabeesh, 2019). Various nursing processes, structure, and outcomes can effectively ensure improved healthcare and reduce lateral workplace violence in workplaces. There isa need to carry out extensive research and experiments to understand the issues.

This part comprises literature that will be essential in informing the project. The review is conducted using literature searches, Google scholar articles and journals, and various library databases like EBSCO, NCBI resources, andNursing journals. The review explores the concept of lateral workplace violence, the causes, effects, and role of health care workers and leaders in ensuring reduction in the issue and improved performances among health care practitioners. By conducting searches, the work will assist in understanding lateral workplace violence, the gaps, and the right strategies to utilize in the modern world to ensure health care providers are not exposed to this condition. Some common terms used in this research includes the following,

Lateral violence overview

Lateral workplace violence has become established in the modern world. It is an endemic feature of capitalist employment relationships (Hartin et al., 2020). The harmful effects of continued exposure to Lateral violence are multiple. Victims report an overall decreased sense of well-being, physical health complaints, and depressive symptoms (Dehue, Bolman, Vollink, &Pouwelse, 2012).A study carried out in Jamaica, found that exposure to lateral violence was reported by 96% of participants, and 3/4 rated the exposure as moderate to severe. Lateral violence created a hostile environment, and the behavior’s in response to lateral violence among nurses included professional disengagement, retaliation, avoidance and intent to resign, as indicated by half of the nurses surveyed.(Morrison et al, 2017) Other psychological effects can include sleep disturbances, anxiety, and even suicidal behaviors and symptoms consistent with post-traumatic stress disorder (Mikkelsen &Einarsen, 2002; Quine, 2001; Randle, 2003; Vessey, Demarco, &DiFazio, 2010). Rates of physical illness, including the onset of cardiovascular disease, are also noted to be higher in victims of LV compared to non-victimized hospital employees (Kivimaki et al., 2003). Nurses who experience LV report less trust in their organization and significantly lower job satisfaction. They are also more likely to leave, thus contributing to decreased productivity and poor communication on their units (Johnson & Rea, 2009; Quine, 2001)In a workplace setting, the most common type of lateral violence is physical and verbal abuse from patients, relatives, and nurse leaders (Polit, 2017). Thus, the nursing profession is not spared from this violence despite being built based on following solid codes of ethics and ensuring compassionate care to all (Kang & Lee, 2016). From research by Anusiewic et al., lateral violence is inherent in the nursing working environment (Blackwood et al., 2017). Health practitioners sometimes like to oppress others if they are new in the organization, abuse power in the workplace, and if the work occasions, it must take place (Akella, 2016). This tends to emotionally and mentally influence nurses, which affects their output (Wolf et al., 2018). Therefore, organizations should support new nurses and manage nursing work environment relational attributes.

Nature of v

Furthermore, lateral workplace violence involves repeating acts that do not favor nurses, which harm them due to a hostile working environment (Meires, 2018, Al-Ghabeesh, 2019)). Also, this violence may be in terms of overloading nurses, neglecting their application for leaves, flaunting one’s power and status, and overruling the victim’s decision (Butler et al., 2018). This affects nurses and may lead to health issues, reduced loyalty for their organization, and lowered morale. The multiple effects of lateral violence ultimately both decrease a nurse’s ability to deliver optimal patient care and compromise patient safety

Ways to reduce violence

Most cases of nurses’ shortage in organizationsare caused by as a result of lateral workplace violence. Lateral violence in any workplace is most times prohibited, but it does not seem to end. Employees have the right to protect themselves and safeguard their interests (Kang & Lee, 2016, De Cieri, 2019). They need to organize themselves to create environments that will be more respected. Essentially, generating awareness is a paramount act to ensure reduced cases of lateral workplace violence (Kang & Lee, 2016). They also need to understand workplace concepts by collectively differentiating this lateral violence and management style. Celebrations can assist in creating lateral workplace violence- free working environments. A study by Koh (2016) reveals that proper awareness provides nurses with an opportunity to celebrate a positive working environment. In addition, it allows them to become pioneers, innovators, and leaders in anti-workplace violence initiatives.

Nurse leaders should ensure that their organization does not report any incidence of Lateral workplace violence. If it occurs, they should resolve them effectively and ensure work continuity. Various strategies can assist in eradicating workplace violence (Al-Ghabeesh, 2019).For instance, educating nurses on what to do and the strategy to follow when confronted by any lateral workplace violence incidence (Arnetz et al., 2019). Leaders also need to receive education on how to foster and sustain a favorable environment- they should be held accountable for all behavior expectations in the organizations they operate in (Carol, n.d). Finally, leaders should develop a policy to create an environment that treats workers with respect, dignity, and fairness. According to Denise (2017), nurses tend to work harder in an environment where they are respected and treated fairly. Koh (2016) revealed that nurses should be taught to reduce incidences of lateral workplace violence by utilizing positive verbal responses rather than criticizing and intimidating them. However, the use of scripted responses requires multi-level collaboration among hospitals, especially staff members and administrators.

Chapter 2 Summary

Lateral violence (LV) is a devastating phenomenon in the nursing workplace. Also known as ‘horizontal violence’ or ‘workplace bullying,’ LV is disruptive and inappropriate behavior demonstrated in the workplace by one employee to another who is in either an equal or lesser position (Coursey, Rodriguez, Dieckmann, & Austin, 2013. Lateral workplace violence is harmful. It has adverse effects on employees, clients, and the overall organizations they work. From the literature searches, the most affected nurses are new employees. In contrast, others may experience this violence in form of being allocate heavy workloads unjustly, being neglected when requesting something, and oppression by use of power. Nurse employees have the right to mitigate such violence by reporting various instances or creating an environment that ensures they are also respected as individuals. Moreover, nurse leaders should mitigate lateral workplace violence by educating workers on the right strategies, creating policies against this lateral violence, and collaborating with employees to ensure fairness, dignity, and respect. By doing so, it will vastly reduce possible future incidents of lateral workplace violence.

Programmatic Outcomes required to be addressed in Chapter 2

Core Outcomes (C)

Evidence Based Practice (C5)-Combine theory and research-basedknowledge from nursing and the sciences as they relate to the interdisciplinary team with designing, coordinating and evaluating quality patient care

Management & Organizational Leadership Specialization (L)

Collaboration & Teamwork (L3)-Apply the theories of leadership to provide a supportive work environment that encourages staff development and promotes a quality health care environment.

Chapter 3: Project Design

With the increased cases in lateral violence among nursing employees and staff, there has been a reduction in the quality of care provided by nurses. This has led to increase in health complications due to stress and turnover by the affected nurses. Therefore, there is an alarming need to mitigate the chaos associated with this violence.

This chapter aims at describing the overall design of the capstone project. This is in terms of the plan set such as the strategy of project development, how stakeholders will be engaged, the changes to be implemented and strategies to be followed when implementing, and providing education. Also, the chapter provides an overview of the participants who will play an essential role of ensuring the effectiveness of the project, while the materials and instruments are well described. A detailed assumptions and limitations of the project are discussed, alongside the planned evaluation of the project’s efficacy.

Project Plan

Appropriateness of the plan;

The project will be a successful only through a well-designed plan. Through this plan, it will be easier to understand the process of conducting the project while following the right strategies. Planning makes the project effective in solving the challenging problems, establishing the strategies to follow when conducting the project, and the ways of selecting and engaging stakeholders.

The strategy for developing the project,

This will involve various essential steps. For instance, the first step is understanding the underlying issue in the nursing environment and its effect to patients and nurses. This helps in designing the right interventions and solutions to mitigate the identified issues.

Engaging stakeholders

For this projects, stakeholders are already identified, and this took place at an earlier date to avoid any inconveniences. Stakeholders will be required to talk to each other through the planned meetings to established well-defined charter. This is to necessitate fastest conflicts solving. A good project involves having right listening skills. Therefore, listening to stakeholders will be well utilized as a way of engaging them, and asking the right questions. Moreover, stakeholders will be required to have estimates, who must be committed to providing refined ones with the progress of the projects. Early estimates will be avoided to eliminate any uncertainties.

Providing education

Implementing the changes and ensuring that the negative results for the violence are avoided will involve educating stakeholders on the aim of the project and how to implement the changes. Education serves as an integral part of the process since it will equip every stakeholders with information and knowledge regarding the right strategies to implement the changes.

Implementing changes

Implementing the changes for any project tends to be a challenging concept. For this work, the changes to be implemented will involve creating a safe environment for every staff and employee in the nursing workplace. This is by highly promoting a trusting relationship between nurses and patients, and nurses’ vs nurse leaders. As such, the violence that arise among them will be easier to mitigate. Also, it will involve increasing the quality of life among patients, which will help nurses to focus on how to do so by creating teamwork, rather than creating a hostile environment among themselves. The success of these changes will be specific only through a therapeutic communication to ensure a strong relationship, increasing the level of care while decreasing the patients and nurse anxiety level.

Participants

This project will involve a selected number of nurses as well as other healthcare professionals, to get their views/ experience as regards lateral workplace violence, also a short form of educational presentation will be given them afterwards in other to have a possible change of behavior.

Materials/Instruments

Pamphlets, illustrative pictures and short educational videos will be utilized during this project.

Evaluation

An overall desirable/intended evaluation would be to see more nurses, as well as other healthcare professionals, more knowledgeable about the characteristics of lateral workplace violence, and a possible change in their behaviors towards this completely.

Assumptions and Limitations

Most Project assumptions fall under a few different categories, including resource assumptions, budget assumptions, and scope assumptions. For this project some possible assumptions include the following, The scope of the project will not change throughout the life cycle, material and resource costs will remain consistent throughout the project, lastly there will be continuous access to all the resources needed to complete the project, both human and material.

Some possible limitations may include- financial constraint if expenses begin to go against the planned budget.

Ethical Assurances

This project will ensure that all participants voluntarily do so at their will and not coerced in any way to participate, Informed consent is also very important through the course of this project, each and every participant will be informed about the purpose of the project before they agree to participate at all. Lastly, Confidentiality must be utilized during the project by anonymizing personally identifiable data so that it can’t be linked to other data by anyone else.

Summary

With the increased number of cases of lateral violence among nursing employees and staff, thereby leading to a reduction in the quality of care provided by nurses (Lang et al, 2004) There is therefore an urgent need to reduce cases of this workplace violence and ultimately eradicate its episodes in healthcare settings affected by it. The overall plan of this project will be to engage a selected number of nurses as well as other healthcare workers and present them with some formulated/ generated resources which may include, educational pamphlets/journals, illustrative pictures as well as use of educational videos highlighting the characteristics of lateral workplace violence, including its warning signs in the early stage and afterwards provide education on positive ways to stop these negative behaviors and replace them with positive ones, that will help to make the workplace safer and better for everyone ultimately.

Programmatic Outcomes required to be addressed in Chapter 3

Core Outcomes (C)

Diversity (C1)-Integrate nursing and related sciencesinto the delivery of advanced nursing care to diverse populations
Critical Thinking (C2)-Incorporate concepts of advanced practice nursing when making nursing diagnoses and critical thinking decisions about educational and therapeutic interventions
Collaboration and Teamwork (C4-) Demonstrate high-level communication skills when involved with patients and professionals both within and outside the healthcare field.

Management & Organizational Leadership SpecializationOutcomes (L)

Evidence Based Practice (L1)-Utilize management principles to coordinate health care activities with regard to human, capital, system and community resources.
Quality Improvement(L2)- Design strategic plans for the development and maintenance of health care environments to insure quality improvement and provide for innovation and change
Safety (L4)-Demonstrate commitment to adhere to current standards and regulatory agency requirements in the provision of nursing care

Chapter 4: Evaluation

[Begin the discussion with a brief overview of the purpose of the applied project and provide a brief overview of the chapter. Organize the chapter around the actual implementation of the project. Describe each step of the implementation in detail.]

Results

[Once implemented, describe (without analysis) the change.]

Evaluation of Findings

[This section is used to analyze the process change that has been implemented. The discussion will be expanded in Chapter 5. Interpret results in light of the theory (or theories) and/or the conceptual framework(s) you have identified. Describe whether the analysis of the process change was expected given the literature and provide potential explanations for unexpected or conflicting responses.]

Summary

[Discussion summarizes key points presented in Chapter 4.]

Programmatic Outcomes required to be addressed in Chapter 4

Core Outcomes (C)

Evidence Based Practice (C5)- Combine theory and research-based knowledge from nursing and the sciences as they relate to the interdisciplinary team when designing, coordinating and evaluating quality patient care.

Management & Organizational Leadership SpecializationOutcomes

Quality Improvement (L2)-Design strategic plans for the development and maintenance of health care environments to insure quality improvement and provide for innovation and change.

Chapter 5: Implications, Recommendations, and Conclusions

[Begin the discussion with a brief review of the problem statement, purpose, process, and ethical dimensions, and conclude the introduction with a brief overview of the chapter.]

Implications

Recommendations

[Present all recommendations for practical applications of the study. Note: support all recommendations with the analysis of the project. Present recommendations for any future changes.]

Conclusions

[In this section, summarize all key points in Chapter 5.]

Programmatic Outcomes required to be addressed in Chapter 5

Core Outcomes (C)

Professionalism(C6)-Formulate career management strategies, including self-advocacy, to enhance professional growth.

Management & Organizational Leadership SpecializationOutcome (L)

Quality Improvement (L5)– Provide leadershipin the delivery of professional nursing practice that is safe, cost-effective and promotes continuity of care across the health care continuum

References

Reference 1

Reference 2

Reference n…

Instructions: All resources cited in the dissertation must be included in the list of references.

List all references in APA format with the exception noted below. For each reference listed, there must be at least one corresponding citation within the body of the text, and vice-versa.

Formatting: Single space each reference citation, along with a .5 inch hanging indent; double space between consecutive references in the reference list (See the Doctoral Candidacy Resource Guide located in the Dissertation Center for NCU exceptions to APA format).

Tips: Sort in alpha surname/title order. Only capitalize the first word of the title and of the subtitle, if any. Do not bold the title. Know when to italicize and when not to (i.e., periodical/non-periodical/publication versus book/report/paper). Italicize volume (i.e., Journal Name 4, pp. 12-22.). Please refer to the APA Manual, 6th edition and the Writing Center for additional APA guidance.

Note: APA6 requires a Digital Object Identifier (DOI) be provided, if one has been assigned (see page 187-192).

Example (note single-space references, with double-spacing in-between):

Ahn, J. (2004). Electronic portfolios: Blending technology, accountability and assessment. T.H.E. Journal, 31(9), 12-18.

U.S. Government Printing Office. (2006). Catalog of U.S. Government publications: New electronic titles.

Winslade, J., & Monk, G. (2001). Narrative mediation: A new approach to conflict resolution. San Francisco, CA: Jossey-Bass.

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Coursey, J., Rodriguez, R., Dieckmann, L., & Austin, P. (2013). Successful implementation of policies addressing lateral violence. AORN Journal, 97(1), 101-109.

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Appendixes

[Each Appendix referenced in thetext should appear in this section at the end of the manuscript. Appendixes should be listed in the order in which they are referenced in the text. ]

Appendix A: Title (then B and so on)

[Insert/type Appendix A content here]

NUR602 MOL Student Program Outcome Identification Table

For Grading Only	The MSN Program Core Outcomes and the Specialty Outcomes must be identified throughout your Capstone Project. At the end of each chapter, the outcomes are detailed that pertain to the Core Courses and your MSN specialty courses. You must identify EVERY MSN Concept that relates to the Program Outcomes.	These Concepts must be linked to the sentences you wrote showing you included the Concept.	In this column, place the page number where this concept can be found	In this column, cut and paste several sentences that provide evidence from your written work that you addressed the Concept.
	MSN Core Program Outcomes	MSN Concept	Page #	(one best example) Cut and Paste Sentences
C3	Design nursing care for a clinical or community-based population with respect to cultural diversity, biophysical, psychosocial, and organizational needs	Patient-Centered Care
C5	Combine theory and research-based knowledge from nursing and the sciences as they relate to the interdisciplinary team with designing, coordinating and evaluating quality patient care (Found in Chapter 1, 2, 3)	Evidence-Based Practice
C1	Integrate nursing and related sciences into the delivery of advanced nursing care to diverse populations	Diversity
C2	Incorporate concepts of advanced practice nursing when making nursing diagnoses, and critical thinking about educational and therapeutic interventions	Critical Thinking
C4	Demonstrate high-level communication skills when involved with patients and professionals both within and outside the healthcare field	Collaboration and Teamwork
C6	Formulate career management strategies, including self-advocacy, to enhance professional growth.	Professionalism
	Management and Organizational Leadership Program Outcomes	MSN Concept
L1	Utilize management principles to coordinate health care activities with regard to human, capital, system and community resources. (L1)	Evidence-based Practice
L3	Apply the theories of leadership to provide a supportive work environment that encourages staff development and promotes a quality health care environment. (L3)	Collaboration & Teamwork
L2	Design strategic plans for the development and maintenance of health care environments to ensure quality improvement and provide for innovation and change. (L2)	Quality Improvement
L4	Demonstrate commitment to adhere to current standards and regulatory agency requirements in the provision of nursing care. (L4)	Safety
L5	Provide leadership in the delivery of professional nursing practice that is safe, cost-effective and promotes continuity of care across the health care continuum. (L5)	Quality Improvement

Grantham University CHANGE MATRIX FORM

A change matrix is required with every resubmission.

A detailed change matrix simplifies the review process and indicates to the instructor that the student has demonstrated a clear and thorough response to the requested edit comments.

Instructor comments are not intended as an exhaustive list. It is the student’s responsibility to correct any additional errors that are not specifically noted throughout the manuscript. For instance, a comment that there needs to be two spaces between sentences should result in proofing of the entire paper and all instances should be revised.

If the student is uncertain how to revise a requested edit, please email the instructor for further assistance and clarification.

If, after discussion with the instructor, the student chooses not to make a requested change, the student must provide a brief rationale, and describe how they addressed the concerns/requests.

Resubmissions will not be accepted without a completed change matrix.

Title of Research Paper: Student: Date:
Instructor’s recommendation	How addressed	Page numbers where change appears

please add rows as needed and highlight new revisions

Your task is to provide a thumbnail sketch of what has happened to date during their collective inquiry efforts that can provide an intellectual context for your project, identify territory that has not been explored, and tell the reader how previous research on your project will influence your work. You will fill in this sketch during the literature review.