course material

1. Discussion: Impact of The Mobilization Effort on Hospital Staffing
Discussion: Impact of The Mobilization Effort on Hospital StaffingORDER HERE FOR
ORIGINAL, PLAGIARISM-FREE PAPERS ON Discussion: Impact of The Mobilization Effort on
Hospital StaffingOverviewCreate an 8–10-slide mobilization plan PowerPoint presentation
(with detailed speaker’s notes) for a mobilization plan by your health care organization to
commit 20 nurses to participate in a 4-month-long multinational effort to treat patients
exposed to a highly contagious virus in a hot zone in Africa.Nursing leaders must
incorporate approaches that are inclusive and respectful of all stakeholders in the health
care workforce, patient population, and the larger community that is served by the
organization. Communication among members of teams, between departments and service
lines, within large networks, with strategic business partners, and with patients, families, or
support persons requires awareness of various facets of effective communication and
cultural competence. A mobilization plan for an international medical mission requires
careful planning of organizational structure roles, power distribution, and team member
empowerment .Show MoreBy successfully completing this assessment, you will
demonstrate your proficiency in the following course competencies and assessment
criteria: Discussion: Impact of The Mobilization Effort on Hospital StaffingCompetency 1:
Identify nursing leadership priorities, using a systems perspective.Apply systems thinking
to determine a) the impact of the mobilization effort on hospital staffing and b) the actions
needed to assure safe, quality care for the mission patients and personnel.Competency 2:
Apply systems theory and systems thinking to facilitate health care delivery and patient
outcomes.Identify the major stakeholders within the health care system that would be
affected by the mobilization plan.Competency 3: Analyze the role of multiculturalism and
diversity in organizational and systems structure and leadership.Examine potential
multicultural and diversity issues that mission personnel may encounter.Competency 4:
Evaluate how power relates to health care organizational structure, behavior, and
leadership.Describe the medical mission team’s organizational structure and assess how
this structure empowers team members.Competency 5: Communicate in a manner that is
consistent with the expectations of a nursing professional.Write content clearly and
logically, with correct use of grammar, punctuation, mechanics, and current APA
style.Competency MapCheck Your ProgressUse this online tool to track your performance
and progress through your course.Toggle DrawerContextPowerLeadership is often referred
to as a power relationship and to be in a leadership role is to have some degree of power
(Grossman & Valiga, 2013). The power that comes as a natural part of being a leader can be

2. used most effectively not by control; but by influencing the direction of a group and the
accomplishment of a vision. Power does not come just from having a position of authority;
but also from having self-confidence, knowledge, a sense of purpose, and commitment to an
ideal. Good communication skills, flexibility, a willingness to collaborate with others, as well
as being open to other ideas and risks are sources of power. Leaders empower others by
sharing the vision and inspiring commitment to a project or mission. Discussion: Impact of
The Mobilization Effort on Hospital StaffingReferenceGrossman, S. C. & Valiga, T. M.
(2013). New leadership challenge: Creating the future of nursing (4th ed.). Philadelphia, PA:
F. A. Davis.Toggle DrawerQuestions to ConsiderTo deepen your understanding, you are
encouraged to consider the questions below and discuss them with a fellow learner, a work
associate, an interested friend, or a member of the health care community.When do you feel
powerful in your practice as a nurse?When do you feel powerless?What are the differences
in how you respond in those situations?Does having influence equate to having power?Do
you feel that power comes only with having a position and title, or do you see power coming
from other means, that is, clinical competence, collaboration, or knowledge?Toggle
DrawerResourcesSUGGESTED RESOURCESThe following optional resources are provided to
support you in completing the assessment or to provide a helpful context. For additional
resources, refer to the Research Resources and Supplemental Resources in the left
navigation menu of your courseroom.Capella MultimediaClick the links provided below to
view the following multimedia pieces:Power | Transcript.Riverbend City: Team Dynamics
Mission | Transcript.Riverbend City: International Relationships
Mission | Transcript.Conquering Death by PowerPoint | TranscriptShow MoreLibrary
ResourcesThe following e-books or articles from the Capella University Library are linked
directly in this course:Grossman, S., & Valiga, T. (2013). Chapter 3: Followership and
empowerment. In New leadership challenge: Creating the future of nursing (4th ed., pp. 41-
61). Philadelphia, PA: F. A. Davis.Grossman, S., & Valiga, T. (2013). Chapter 5: Vision and
creativity. In New leadership challenge: Creating the future of nursing (4th ed., pp. 85–103).
Philadelphia, PA: F. A. Davis.Douglas, M. K., Pierce, J. U., Rosenkoetter, M., Pacquiao, D.,
Callister, L. C., Hattar-Pollara, M., . . . Purnell, L. (2011). Standards of practice for culturally
competent nursing care: 2011 update. Journal of Transcultural Nursing, 22(4), 317–
333.Bainbridge, L., Nasmith, L., Orchard, C., & Wood, V. (2010). Competencies for
interprofessional collaboration. Journal of Physical Therapy Education, 24(1), 6–
11.Banister, G., & Winfrey, M. E. (2012). Enhancing diversity in nursing: A partnership
approach. The Journal of Nursing Administration, 42(3), 176–181.Wong, C. A., & Laschinger,
H. K. S. (2013). Authentic leadership, performance, and job satisfaction: The mediating role
of empowerment. Journal of Advanced Nursing, 69(4), 947–959.Currie, E. J., & Hill, R. A. C.
(2012). What are the reasons for high turnover in nursing? A discussion of presumed causal
factors and remedies. International Journal of Nursing Studies, 49(9), 1180–1189.Luzinski,
C. (2012). An innovative environment where empowered nurses flourish. The Journal of
Nursing Administration, 42(1), 3–4.Course Library GuideA Capella University library guide
has been created specifically for your use in this course. You are encouraged to refer to the
resources in the BSN-FP4008 – Organizational and Systems Management for Quality
Outcomes Library Guide to help direct your research. Discussion: Impact of The

3. Mobilization Effort on Hospital StaffingInternet ResourcesAccess the following resources by
clicking the links provided. Please note that URLs change frequently. Permissions for the
following links have been either granted or deemed appropriate for educational use at the
time of course publication.Gorske, A. (2010). Best practices in global health missions.
Retrieved from http://www.ccih.org/sharing-best-practices-global-…Hawkins, J.
(2013). Potential pitfalls of short-term medical missions. Journal of Christian Nursing,
30(4), E1–E6. Retrieved
from http://www.nursingcenter.com/CEArticle?an=00005217…Office. (Producer).
(n.d.). Create your first PowerPoint 2010 presentation [Video] | Transcript. Retrieved
from https://support.office.com/en-us/article/Create-yo…Agency for Healthcare Research
and Quality. (n.d.). AHRQ. Retrieved from http://www.ahrq.govInstitute for Healthcare
Improvement. (n.d.). Retrieved from http://www.ihi.org/Pages/default.aspxNational
Academy of Medicine. (n.d.). Retrieved from http://nam.eduBookstore ResourcesThe
resources listed below are relevant to the topics and assessments in this course and are not
required. Unless noted otherwise, these materials are available for purchase from
the Capella University Bookstore. When searching the bookstore, be sure to look for the
Course ID with the specific –FP (FlexPath) course designation.Huber, D. L.
(2014). Leadership and nursing care management (5th ed.). Maryland Heights, MO: W. B.
Saunders.Chapter 8.Chapter 10.Chapter 13.Chapter 19.Assessment
InstructionsPREPARATIONUse the Capella library and the Internet to help you complete
this assessment. For help using PowerPoint, refer to the Microsoft Tutorials and other
resources located in the Suggested Resources and left navigation menu of the courseroom.
This assessment is based upon the scenario below. The scenario is very limited in detail;
where more detail is needed, incorporate any assumptions you make to flesh out the
scenario. It is intended to assess your ability to communicate your approach to a challenge
by evaluating issues of organization, leadership, safety, quality improvement,
multiculturalism and diversity.Your approach should be very conceptual and high-level.
Discussion: Impact of The Mobilization Effort on Hospital Staffing ScenarioYour health care
organization has recently committed 20 nurses to participate in a 4-month-long
multinational effort to treat patients exposed to a highly contagious virus in a “hot zone” in
Africa. The director of your organization has asked you, because of your previous medical
mission experience, to outline nursing-related plans for preparing for the mobilization and
present this information at an upcoming staff meeting.DELIVERABLE: MOBILIZATION PLAN
POWERPOINT PRESENTATIONCreate an 8–10-slide PowerPoint presentation (with
detailed speaker’s notes) of your mobilization plan. It should be targeted toward members
of the hospital’s administrative staff, nurses, and the physicians who will also participate in
this medical mission.Use bullet points and phrases on the slides.The narrative, or
explanation for each slide, should be in the speaker’s notes section.The mobilization plan
should address the following:Identify the major stakeholders within the health care system
that would be affected by the mobilization plan.Analyze how the mobilization effort will
impact staffing patterns and nursing care at the hospital.Describe the medical mission
team’s organizational structure of the mission team and how power is distributed.Include
one slide of an organizational diagram for the mission.Describe the roles (in the speaker’s

4. notes).Assess how the organizational structure empowers team members.Provide 1–2
examples of how team members will have power.Identify key actions needed to assure
quality of care and safety for mission patients and personnel.Evaluate potential power
issues that may arise when dealing with a multinational contingent.(Be generic; that is, do
not address individual nationalities, races, et cetera.)Consider interactions with health care
personnel from other countries.Examine potential multicultural and diversity issues that
mission personnel may encounter.Consider that the indigenous population may be hostile
to treatment.Outline possible training requirements to improve cultural competencies of
the personnel.ADDITIONAL REQUIREMENTSWritten communication: Written
communication should be free of errors that detract from the overall message.APA
formatting: Resources and in-text citations should be formatted according to current APA
style and formatting.Length: Presentation should be 8–10 slides. Include speaker’s notes on
each content slide.References: Include a minimum of three peer-reviewed resources on the
final slide (in APA format).General formatting: Choose an appropriate theme if using a
template.