WK2 assignment due 313Assignment Analysis of a Pertinent H.docx

WK2 assignment due 3/13
Assignment: Analysis of a Pertinent Healthcare Issue
The Quadruple Aim provides broad categories of goals to
pursue to maintain and improve healthcare. Within each goal are
many issues that, if addressed successfully, may have a positive
impact on outcomes. For example, healthcare leaders are being
tasked to shift from an emphasis on disease management often
provided in an acute care setting to health promotion and
disease prevention delivered in primary care settings. Efforts in
this area can have significant positive impacts by reducing the
need for primary healthcare and by reducing the stress on the
healthcare system.
Changes in the industry only serve to stress what has always
been true; namely, that the healthcare field has always faced
significant challenges, and that goals to improve healthcare will
always involve multiple stakeholders. This should not seem
surprising given the circumstances. Indeed, when a growing
population needs care, there are factors involved such as the
demands of providing that care and the rising costs associated
with healthcare. Generally, it is not surprising that the field of
healthcare is an industry facing multifaceted issues that evolve
over time.
In this module’s Discussion, you reviewed some healthcare
issues/stressors and selected one for further review. For this
Assignment, you will consider in more detail the healthcare
issue/stressor you selected. You will also review research that
addresses the issue/stressor and write a white paper to your
organization’s leadership that addresses the issue/stressor you
selected.

To Prepare:
Review the national healthcare issues/stressors presented in the
Resources and reflect on the national healthcare issue/stressor
you selected for study.
Reflect on the feedback you received from your colleagues on
your Discussion post for the national healthcare issue/stressor
you selected.
Identify and review two additional scholarly resources (not
included in the Resources for this module) that focus on change
strategies implemented by healthcare organizations to address
your selected national healthcare issue/stressor.
The Assignment (3-4 Pages):
Analysis of a Pertinent Healthcare Issue
Develop a 3- to 4-page paper, written to your organization’s
leadership team, addressing your selected national healthcare
issue/stressor and how it is impacting your work setting. Be
sure to address the following:
Describe the national healthcare issue/stressor you selected and
its impact on your organization. Use organizational data to
quantify the impact (if necessary, seek assistance from
leadership or appropriate stakeholders in your organization).
Provide a brief summary of the two articles you reviewed from
outside resources on the national healthcare issue/stressor.
Explain how the healthcare issue/stressor is being addressed in

other organizations.
Summarize the strategies used to address the organizational
impact of national healthcare issues/stressors presented in the
scholarly resources you selected. Explain how they may impact
your organization both positively and negatively. Be specific
and provide examples.
Answer Rubric
Develop a 3- to 4-page paper, written to your organization's
leadership team, addressing the selected national healthcare
issue/stressor and how it is impacting your work setting. Be
sure to address the following:
Describe the national healthcare issue/stressor you selected and
its impact on your organization. Use organizational data to
quantify the impact (if necessary, seek assistance from
leadership or appropriate stakeholders in your organization).
Provide a brief summary of the two articles you reviewed from
outside resources, on the national healthcare issue/stressor and
explain how the healthcare issue/stressor is being addressed in
other organizations.
Summarize the strategies used to address the organizational
impact of national healthcare issues/stressors presented in the
scholarly resources you selected and explain how they may
impact your organization both positively and negatively. Be
specific and provide examples.

Written Expression and Formatting - Paragraph Development
and Organization:
Paragraphs make clear points that support well-developed ideas,
flow logically, and demonstrate continuity of ideas. Sentences
are carefully focused—neither long and rambling nor short and
lacking substance. A clear and comprehensive purpose
statement and introduction is provided which delineates all
required criteria.
Written Expression and Formatting - English writing standards:
Correct grammar, mechanics, and proper punctuation
Written Expression and Formatting - The paper follows correct
APA format for title page, headings, font, spacing, margins,
indentations, page numbers, parenthetical/in-text citations, and
reference list.
Looking Ahead
The paper you develop in Module 1 will be revisited and revised
in Module 2. Review the Assignment instructions for Module 2
to prepare for your revised paper.
Discussion wk3 due 3/17
Quite often, nurse leaders are faced with ethical dilemmas,
such as those associated with choices between competing needs
and limited resources. Resources are finite, and competition for

those resources occurs daily in all organizations.
For example, the use of 12-hour shifts has been a strategy to
retain nurses. However, evidence suggests that as nurses work
more hours in a shift, they commit more errors. How do
effective leaders find a balance between the needs of the
organization and the needs of ensuring quality, effective, and
safe patient care?
In this Discussion, you will reflect on a national healthcare
issue and examine how competing needs may impact the
development of polices to address that issue.
To Prepare:
Review the Resources and think about the national healthcare
issue/stressor you previously selected for study in Module 1.
Reflect on the competing needs in healthcare delivery as they
pertain to the national healthcare issue/stressor you previously
examined.
Post
an explanation of how competing needs, such as the needs of
the workforce, resources, and patients, may impact the
development of policy. Then, describe any specific competing
needs that may impact the national healthcare issue/stressor you
selected. What are the impacts, and how might policy address
these competing needs? Be specific and provide examples.
Required Readings

American Nurses Association. (2015). Code of ethics for nurses
with interpretive statements. Silver Spring, MD: Author.
Retrieved from
https://www.nursingworld.org/coe-view-only
Note
: Review all, with special attention to “Provision 6” (pp. 23–
26).
Kelly, P., & Porr, C. (2018). Ethical nursing care versus cost
containment: Considerations to enhance RN practice.
OJIN: Online Journal of Issues in Nursing, 23
(1), Manuscript 6. doi:10.3912/OJIN.Vol23No01Man06.
Retrieved from
http://ojin.nursingworld.org/MainMenuCategories/ANAMarketp
lace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-
Jan-2018/Ethical-Nursing-Cost-Containment.html
Milliken, A. (2018). Ethical awareness: What it is and why it
matters. OJIN: Online Journal of Issues in Nursing, 23(1),
Manuscript 1. doi:10.3912/OJIN.Vol23No01Man01. Retrieved
from
http://ojin.nursingworld.org/MainMenuCategories/ANAMarketp
lace/ANAPeriodicals/OJIN/TableofContents/Vol-23-2018/No1-
Jan-2018/Ethical-Awareness.html
I will post for replies after classmates make their post for this
discussion
Student 1
Nursing shortages are at an all-time high, with a 17.1% turnover
rate nationally (Vaughn, 2020). Companies are struggling to

maintain nursing staff which leads to overworked nurses with
high patient ratios. High patient ratios lead to unsafe situations,
and nurses working long hours are more likely to make
mistakes. Some nurses are leaving the profession altogether due
to short staffing, lack of leadership, underpayment, career
advancement, and overwhelming tasks per nurse (Suarez, n.d.).
In rural areas like where I live, there is already an inherent
issue in recruiting nurses that want to live in this area.
Furthermore, the health care agencies are competing to retain
the nursing staff that they have. Nursing turnover costs nearly
300,000 annually for the average hospital (Suarez, n.d.). More
creative ways other than simply posting a job vacancy needs to
be done to recruit new nurses (Suarez, n.d.). Studies have also
shown that sign-on bonuses are not effective in retaining
nursing staff (Suarez, n.d.). They may initially draw in nurses,
but after their contract is up, they most likely will leave the
agency (Suarez, n.d.).
There are three nursing leadership models: transformational,
transactional, and democratic (Laureate Education [Producer],
2018). Transformation leadership inspires others through
effective communication, transactional leadership develops
transparent chains of command, and democratic leadership likes
to include ideas from staff before making final decisions
(Laureate Education [Producer], 2018). Studies have indicated
that management that is styled as transformational leadership
has a higher staff rendition rate (Halter et al., 2017).
Nursing shortages specific to correctional setting has its
inherent issues. Not only does correctional nursing face similar
issues as a hospital setting, but it also has the dangers of prison
life. Correctional nursing needs to address the growing shortage
and make some changes to recruit and retain nursing staff.
Studies have shown the preceptorships, internships, and
mentorships have significantly increased nurse retention (Halter

et al., 2017). Developing an academic-partnership with the local
university would allow nursing students to complete a clinical
rotation inside the prison to learn about it and have firsthand
experience inside the facility. This is an excellent way for new
nurses to have an opportunity to learn about correctional
nursing.
Developing a mentorship program is an excellent way for new
hires to feel comfortable that they will have the support and
training they need while starting their new career as a
correctional nurse. Another strategy to retain nurses is to have
career advancement opportunities such as tuition
reimbursements and offer to pay for RN to BSN program
(Vaughn, 2020). The prison, at the moment, does not provide
tuition reimbursement or tuition payments to further your
education. Offering flexible hours is another strategy that has
been linked to higher nurse retention (Vaughn, 2020). When
nurses are required to work beyond 12-hour shifts and over 40-
hour workweeks, they are more likely to leave the agency
(Vaughn, 2020).
The prison is competing with the local hospitals to recruit and
retain nursing staff. Although the prison has offered signing
bonuses, it has not proven to keep nursing staff successful. The
prison runs on transactional leadership, and nurses do not feel
appreciated or heard. There are no internship or mentorship
programs, so it is difficult for nurses to see the environment
they will be working in until they are hired. Training only takes
six weeks or less, and then you are on your own with little
support from other staff leading to many frustrations. The
prison is so short-staffed that nurses are working 16-hour shifts
almost every day they are scheduled to work. Correctional
nursing is a unique entity and requires the recruitment of the
right people. An academic-partnership with the university would
be an excellent way to recruit new nurses, and developing a
mentorship program would be suitable for new employees.

Unfortunately, the health care business is a 24-hour, 7-days a
week business. When nurses quit, that only compiles the
workload onto the existing nurses creating dangerous situations.
The company must continue with the staff that they have, and
patients need to be taken care of, but that leaves the nurses
overworked. Even when nurses are given an 8-hour shift or 12-
hour shift, those often turn into 16-hour shifts. When nurses
don't feel valued or essential, they are also likely to leave an
agency. It is imperative to recruit the right nurses for your
business and then create a solid culture to support your staff to
retain nurses. With the prison being ran strictly on policy and
procedures, implementing change can be difficult, but
something needs to be done to retain nurses to keep a safe
environment for staff and patients.
References
Halter, M., Pelone, F., Boiko, O., Beighton, C., Harris, R.,
Gale, J., Gourlay, S., & Drennan, V. (2017). Interventions to
Reduce Adult Nursing Turnover: A Systematic Review of
Systematic Reviews.
The Open Nursing Journal
,
11
, 108–123. https://doi-
org.ezp.waldenulibrary.org/10.2174/1874434601711010108
Laureate Education (Producer). (2018).
Moral Leadership
[Video file]. Baltimore, MD: Author.
Suarez, L. (n.d.). 4 ways to recruit & retain engaged nurses who
love their jobs.
Healthcare Source.
Retrieved from

http://education.healthcaresource.com/recruit-retain-engaged-
nurses/
Vaughn, N. (2020). Nurse turnover rates: how to reduce
healthcare turnover. Retrieved from
https://www.relias.com/blog/how-to-reduce-healthcare-
turnover#:~:text=What%20is%20the%20Current%20Nurse,keep
%20up%20with%20staffing%20ratios.
Bottom of Form
Reply 2
Student 2
Top of Form
To develop any policy to address nursing burnout, there
are many factors that need to be considered. When staffing
ratios are too high it effects the quality of patient care, and
therefor affects patient satisfaction (Ezenwaji, Eseadi, Okide,
Nwosu, Ololo, Oforka, & Oboegbulem, 2019). Lack of proper
equipment, or even properly working equipment makes a
nurse’s job more difficult, affects the quality of patient care,
and increases nurses’ stress. After dealing with covid for the
last year, a new concern causing nurse burnout is it quantity of
acutely ill patients being given to undertrained nurses (Rosa,
2020). Cost is another big consideration because it costs a
company tens of thousands of dollars to train new nurses when
the old ones leave (Kelly, Gee & Butler, 2021). All these
concerns are going to affect the development of any new
policies.
When attempting to develop a policy for burnout, all
these items need to be addressed, and there are many more that

can be added to this. As previously stated, in this last year,
things have changed. A survey done recently of nurses that have
been dealing with this pandemic, shows that as many as two-
thirds of nurses are considering leaving their jobs (Rosa, 2020).
Policy, or rather policies, need to address these topics if they
are to be successful.
A starting point would be a policy to address staffing
and acuity levels. If a nurse has a patient that is critically ill,
that nurse should not have six patients because there is no
realistic way, they can give safe, appropriate care to all of them.
Another policy could address how nurses are floated to other
units. No nursing staff should be floated to higher level acuity
floors if they do not have some sort of additional training. This
is a safety issue for the nurse and the patient, it is also a cause
for extra stress. For instance, floating med-surg nurses to covid
units to care for patients that are on drips and ventilators is
dangerous for both the nurses and the patients. A personal
experience where I work is that an entire unit quit, that is more
than 30 staff members leaving because their staff kept being
sent to units that they were not prepared to work in, at the same
time, this was leaving their own unit very understaffed. If at the
very least it costs roughly 11,000 dollars to train a new nurse or
CNA, then that means the company is now looking at spending
around 330,000 dollars to replace that staff (Kelly et al., 2021).
No one policy will fix everything, but everything needs to be
considered when management is planning a new policy.
References
Ezenwaji, I. O., Eseadi, C., Okide, C. C., Nwosu, N. C.,
Ugwoke, S. C., Ololo, K. O., Oforka, T. O., & Oboegbulem, A.
I. (2019). Work-related stress, burnout, and related
sociodemographic factors among nurses: Implications for
administrators, research, and policy.
Medicine

,
98
(3), e13889. https://doi-
org.ezp.waldenulibrary.org/10.1097/MD.0000000000013889
Kelly, L. A., Gee, P. M., & Butler, R. J. (2021). Impact of nurse
burnout on organizational and position turnover.
Nursing Outlook
,
69
(1), 96–102.
https://doi-
org.ezp.waldenulibrary.org/10.1016/j.outlook.2020.06.008
Rosa, W. E. (2020). A blueprint for leadership during COVID-
19: Minimizing burnout and moral distress among the nursing
workforce.
Nursing Management
,
51
(8), 28–34. https://doi-
org.ezp.waldenulibrary.org/10.1097/01.NUMA.0000688940.292
31.6f
Module 2: wk3 assignment due 3/20
Assignment: Developing Organizational Policies and Practices
Competing needs arise within any organization as employees
seek to meet their targets and leaders seek to meet company
goals. As a leader, successful management of these goals
requires establishing priorities and allocating resources
accordingly.
Within a healthcare setting, the needs of the workforce,
resources, and patients are often in conflict. Mandatory

overtime, implementation of staffing ratios, use of unlicensed
assisting personnel, and employer reductions of education
benefits are examples of practices that might lead to conflicting
needs in practice.
Leaders can contribute to both the problem and the solution
through policies, action, and inaction. In this Assignment, you
will further develop the white paper you began work on in
Module 1 by addressing competing needs within your
organization.
To Prepare:
Review the national healthcare issue/stressor you examined in
your Assignment for Module 1, and review the analysis of the
healthcare issue/stressor you selected.
Identify and review two evidence-based scholarly resources that
focus on proposed policies/practices to apply to your selected
healthcare issue/stressor.
Reflect on the feedback you received from your colleagues on
your Discussion post regarding competing needs.
The Assignment (4-5 pages):
Developing Organizational Policies and Practices
Add a section to the paper you submitted in Module 1. The new
section should address the following:
Identify and describe at least two competing needs impacting
your selected healthcare issue/stressor.

Describe a relevant policy or practice in your organization that
may influence your selected healthcare issue/stressor.
Critique the policy for ethical considerations, and explain the
policy’s strengths and challenges in promoting ethics.
Recommend one or more policy or practice changes designed to
balance the competing needs of resources, workers, and
patients, while addressing any ethical shortcomings of the
existing policies. Be specific and provide examples.
Cite evidence that informs the healthcare issue/stressor and/or
the policies, and provide two scholarly resources in support of
your policy or practice recommendations.
Rubric
Add a section to the paper you submitted in Module 1. In 4–5
pages, address the following:
Identify and describe at least two competing needs impacting
your selected healthcare issue/stressor.
Describe a relevant policy or practice in your organization that
may influence your selected healthcare issue/stressor.
Critique the policy for ethical considerations and explain the
policy's strengths and challenges in promoting ethics.
Recommend one or more policy or practice changes designed to

balance the competing needs of resources, workers, and patients
while addressing any ethical shortcomings of the existing
policies. Be specific and provide examples.
Cite evidence that informs the healthcare issue/stressor and/or
the policies and provide two scholarly resources in support of
your policy or practice recommendations.
WK4 Discussion due 3/23
Discussion 1: Leadership Theories in Practice
A walk through the Business section of any bookstore or a quick
Internet search on the topic will reveal a seemingly endless
supply of writings on leadership. Formal research literature is
also teeming with volumes on the subject.
However, your own observation and experiences may suggest
these theories are not always so easily found in practice. Not
that the potential isn’t there; current evidence suggests that
leadership factors such as emotional intelligence and
transformational leadership behaviors, for example, can be
highly effective for leading nurses and organizations.
Yet, how well are these theories put to practice? In this
Discussion, you will examine formal leadership theories. You
will compare these theories to behaviors you have observed
firsthand and discuss their effectiveness in impacting your
organization.
To Prepare:
· Review the Resources and examine the leadership theories and

behaviors introduced.
· Identify two to three scholarly resources, in addition to this
Module’s readings, that evaluate the impact of leadership
behaviors in creating healthy work environments.
· Reflect on the leadership behaviors presented in the three
resources that you selected for review.
Post
two key insights you had from the scholarly resources you
selected. Describe a leader whom you have seen use such
behaviors and skills, or a situation where you have seen these
behaviors and skills used in practice. Be specific and provide
examples. Then, explain to what extent these skills were
effective and how their practice impacted the workplace.
By Day 6 of Week 4
Respond
to at least
two
of your colleagues
on two different days
by explaining how the leadership skills they described may
impact your organization or your personal leadership, or by
identifying challenges you see in applying the skills described.
Note that from the total of 3 or 4 resources that you will
provide at least 1 must be from the resources provided to you.
Replies for WK4
Student 1

Main Discussion Post
The Merriam-Webster Dictionary defines leadership as "a
position as a leader of a group, the time a person holds in the
position of a leader, and the power or ability to lead other
people." Leadership is multifaceted with many different
dimensions but what is missing in these definitions are the
words action, model, and inspiration, in my opinion. Although
there are years and years of leadership research, "it is one of the
most observed concepts, no universally accepted definition or
theory of leadership actually exists" (Scully, pg. 439).
The two key insights I have learned through my research are
that communication is key to a good leader and that leading by
example and consistency helps great leaders grow leaders
around themselves. The concept of leaders striving to develop
solid and influential leaders around themselves is vital to the
evolving healthcare system and an idea that makes many leaders
very uncomfortable.
Transformational leadership is a style of leadership that is
exemplified daily in my place of work. Transformational
leadership "inspires supporters to perform at the maximum
capacity after some time, by providing adjustment in
recognition, and a sense of guidance" (Alloubani et al.).
Transformational leadership is supportive, encouraging,
engaging, yet upholds accountability and expects the best while
promoting learning and growth. Evidence-based practice, just as
in medicine, is essential in leadership. According to the article
"Implementing administrative evidence-based practice: lessons
from the field in six local health departments across the United
States," decision-making needs to be a collaborative effort
between all staff, including non-managerial, to gather and
distribute ideas. This is achieved by forward-thinking and
acting leaders who stay educated, like attending academic

classes to ensure staff they lead are being given best practice
information.
I have the privilege to work with a fantastic leader. A leader
who leads with integrity and compassion. A transformational
leader while taking the time to connect and grow leaders
through conversations and providing leadership opportunities
within the department. Our department's current leadership team
has been outspoken about how they want to develop leaders and
give options to employees to grow their careers when possible.
They are open to ideas and are collaborative. My manager is
insightful and knowledgeable about leadership and how to share
leadership theories and styles. I am very fortunate with the
current leadership team I work with because not many
leadership teams support staff, base decisions, and action off
evidence-based practice while being patient-centered as this
team.
References
Alloubani, Aladeen, et al. "Leadership Styles' Influence on the
Quality of Nursing Care."
International Journal of Health Care Quality Assurance
, vol. 32, no. 6, 2019, pp. 1022–1033., doi:10.1108/ijhcqa-06-
2018-0138.
Duggan, Kathleen, et al. "Implementing Administrative
Evidence-Based Practices: Lessons from the Field in Six Local
Health Departments across the United States."
BMC Health Services Research
, vol. 15, no. 1, 2015, doi:10.1186/s12913-015-0891-3.
"Leadership."
Merriam-Webster
, Merriam-Webster, 2021, www.merriam-
webster.com/dictionary/leadership.

Scully, Natashia Josephine. "Leadership in Nursing: The
Importance of Recognising Inherent Values and Attributes to
Secure a Positive Future for the Profession."
Collegian
, vol. 22, no. 4, 2015, pp. 439–444.,
doi:10.1016/j.colegn.2014.09.004.
Student 2
A person with good leadership skills can make the workplace a
positive place. I am going to focus on transformational and
authentic leadership for the purpose of this discussion. Broome
and Marshall describe transformational leadership as “a process
through which leaders influence others by changing the
understanding of others of what is important” (2021, pg.15).
Authentic leadership focuses on the relationships of self and
others (Broome & Marshall, 2021, pg. 184). I think it is very
important to create healthy work environments by
demonstrating good leadership qualities. I have researched two
articles that discuss the impact of leadership styles on the
workplace.
In the first article, written by Kaiser (2017), the impact of
leadership styles on nurse hostility is measured in a quantitative
study. A survey was given to 237 staff nurses participants that
measured “perceived levels of incivility and the leadership
styles experienced” and data was reported numerically (Kaiser,
2017). The study concluded that transformational leadership is
the most effective leadership style to reduce nurse hostility and
a laissez-faire leadership style leads to bullying. Kaiser (2017)
concluded, “Leadership style is not a deﬁnitive factor of
incivility, but leader behaviours impact the level of incivility
between staff nurses.” Broome and Marshall (2021) describe

transformational leaders as leaders who focus on “self, others,
the situation, and the larger context”.
In the second article written by Shirley (2009), a qualitative
study was conducted on 21 nurse managers from three different
facilities to determine the effectiveness of authentic leadership
and a healthy work environment. Organizational culture was
also considered when determining the effect of leadership on
the environment of the workplace. It was determined that the
organizational culture does affect the environment. Managers
reported they felt happy in the workplace when a positive
organizational culture was reported with good leadership styles
exhibited. Comparatively, nurse managers felt unheard or
unhappy within a negative organizational culture with poor
leadership styles. The article concluded that leadership does
affect the work environment. The more involved a leader is, the
better the outcome.
There are many great leadership styles to display with
transformational leadership being the most beneficial. Authentic
leadership is genuine, but may not be the best leadership style
in all situations. Transformational leaders change to better suit
the needs of others in order to help them better themselves. In
my opinion, a transformational leader is the most adaptable and
resourceful.
I have had experience with both types of leadership styles in the
workplace. The authentic leader was honest, optimistic, and
genuine. He empowered others by talking problems through and
giving honest feedback. The transformational leader I
encountered pushed me to see things more clearly and made me
a better nurse. He always has my back and looks out for my best
interest. He encourages me to change so that I can thrive in life.
The transformational leader has been the most beneficial to me
in the workplace.

References
Broome, M., & Marshall, E. S. (2021).
Transformational leadership in nursing: From expert clinician to
influential leader
(3rd ed.). New York, NY: Springer.
Kaiser, J. A. (2017). The relationship between leadership style
and nurse-to-nurse incivility: turning the lens inward.
Journal of Nursing Management (John Wiley & Sons, Inc.)
,
25
(2), 110–118.
Shirey, M. R. (2009). Authentic leadership, organizational
culture, and healthy work environments.
Critical Care Nursing Quarterly
,
32
(3), 189–198. https://doi-
org.ezp.waldenulibrary.org/10.1097/CNQ.0b013e3181ab91db
Reading resources provided after wk6 assignment below & will
post for replies after classmates post for each discussion
.
WK5 Discussion is due 3/30
Discussion 2: Your Leadership Profile
Do you believe you have the traits to be an effective leader?
Perhaps you are already in a supervisory role, but as has been
discussed previously, appointment does not guarantee
leadership skills.
How can you evaluate your own leadership skills and

behaviors? You can start by analyzing your performance in
specific areas of leadership. In this Discussion, you will
complete Gallup’s StrengthsFinder assessment. This assessment
will identify your personal strengths, which have been shown to
improve motivation, engagement, and academic self-conference.
Through this assessment, you will discover your top five
themes—which you can reflect upon and use to leverage your
talents for optimal success and examine how the results relate to
your leadership traits.
To Prepare:
Complete the
StrengthsFinder
assessment instrument, per the instructions found in this
Module's Learning Resources.
Please Note:
This Assessment will take roughly 30 minutes to complete.
· Once you have completed your assessment, you will receive
your
“Top 5 Signature Themes of Talent”
on your screen.
· Click the
Download
button below
Signature Theme Report,
and then print and save the report. We also encourage you to
select the
Apply
tab to review action items.
NOTE: Please keep your report. You will need your results for
future courses. Technical Issues with Gallup:

If you have technical issues after registering, please contact the
Gallup Education Support group by phone at +1.866-346-4408.
Support is available 24 hours/day from 6:00 p.m. Sunday U.S.
Central Time through 5:00 p.m. Friday U.S. Central Time.
· Reflect on the results of your Assessment, and consider how
the results relate to your leadership traits.
· Download your Signature Theme Report to submit for this
Discussion.
Post
a brief description of your results from the StrengthsFinder
assessment. Then, briefly describe two core values, two
strengths, and two characteristics that you would like to
strengthen based on the results of your StrengthsFinder
assessment. Be specific.
Note: Be sure to attach your Signature Theme Report to your
Discussion post.
By Day 6 of Week 5
Respond
to at least
two
of your colleagues
on two different days
by making recommendations for how they might strengthen the
leadership behaviors profiled in their StrengthsFinder
assessment, or by commenting on lessons to be learned from the
results that can be applied to personal leadership philosophies
and behaviors.
Replies

student 1
Student 1
Your Leadership Profile
The CliftonStrengths assessment revealed that my 5 highest
scoring traits (CliftonStrengths Themes) all existed within only
2 of the 5 CliftonStrength domains. These domains are
“executing”, “influencing”,
“relationship building”, and “strategic thinking”. All five of my
traits landed in the “executing” and “relationship building”
domains. The “executing” domain defines a person as someone
who possesses the
strength to build an idea into a reality and the “relationship
building” domain stated that they would have the ability to
develop a group of people into something greater than each
individual participant’s
contribution (Gallup, Inc., 2021). A good leader has the ability
to take people to a place which they thought they could never
get to alone (Laureate Education, 2014).
Under the “executing” domain I was assigned the “achiever”
and the “belief” themes. The achiever theme was defined as a
person “exceptionally talented” who possessed “a great deal of
stamina”. They
are a person who feels significant satisfaction while being busy
and productive (Gallup, Inc., 2021). I do agree that I am
performing in the career I was meant to and that working to my
potential should be

the prime goal. Also, in the “executing” domain, I was
described as a person who has core values that are unwavering,
which assists me in defining the purpose of my life. The final
three of my highest
scoring themes fell in the” relationship building” domain. These
were “harmony”, “realtor”, and “developer”. “Harmony” was
described as recognizing the potential in others, while
“developer” is described.
as someone who does not enjoy conflict, and seeks agreement.
The “realtor” enjoys close working relationships with others
and finds satisfaction in working together to achieve a goal.
As I scored a zero in the domain titled “influencing”, I will
derive my weaknesses from the attributes in this category. This
domain includes traits such as “winning new colleagues over”
or “making things
happen” by turning thoughts into action, wanting to do things
now rather than simply talking about them. It also mentioned
“taking command of a room” by having a presence and taking
control of a
situation by making tough decisions. I would agree that I do not
put enough time into personal relationships with new
employees. I also usually do participate in committee
discussions, but rarely feel the
need to command the room. Most employees who feel they have
a good working relationship with their boss think it would be
better if they were interested in them on a personal level
including work-life
balance (Coppel, C., 2017). However, I do not feel I must win

new colleagues over. I would also like to improve in my
discipline. I do not have the organizational skills that others
have mastered. I often
procrastinate, although always seem to get the work
accomplished on time.
References
Coppel, C. (2017). Working for Good Relationships.
TD: Talent Development
, 71(2), 18.
Gallup, Inc., (2021).
Alldomainlearndoc
[PDF]. Retrieved March 27, 2021, from
https://mycontent.gallup.com/public/cliftonstrengths/pdfs/AllDo
mainLearnDoc.pdf
Laureate Education (Producer). (2014). Leadership [Video file].
Baltimore, MD: Author.
Student 2
Posted Date:
March 30, 2021 12:27 Pm
Discussion Week Five
After taking the strengths finder assessment, my five
strengths were identified as relator, consistency, harmony,
adaptability, and achiever. Being a relator means that I actively
pursue close and meaningful friendships. I want to make

connections with others and find genuine relationships. I
gravitate towards the people that I already know. Consistency is
another strength, which means I like to find a balance in a
group. I believe rules should be applied to everyone and that
they are clear and precise. I want fairness as a leader. I like to
find common ground between individuals where problems arise
and look for agreement. This leads me to my next strength of
harmony. After harmony, my next strength was identified as
being an achiever. I like to achieve something each day, no
matter how small. I was not surprised by this because usually, at
the end of each day, I want to review my “achievements,” and
my satisfaction is increased when I get more work done (Gallup
Inc, 2021).
Two core values I would like to improve based on my
assessment are courage and making a difference. Making a
difference is defined as taking steps to impact the individuals
you serve positively or around you. Courage is the ability to
find strength and act on it to do good (George Mason
University, n.d.). It is hard for me to picture myself as a leader,
but I also do not fit into just being a follower. I am somewhere
in between. Finding courage and pursuing a goal of trying to
make a more considerable difference in life is something I
would like to improve on. Two strengths I would like to
improve on from Clifton strengths are restorative and developer.
I want to make improvements to identify the potential I see in
other people (Gallup Inc, 2020). Solving problems is also not
something I am strong at. I am good at identifying problems
that may impact patient care quality and safety, but I could
definitely improve my involvement in finding the solutions to
these issues. Two characteristics I would also like to improve
on are patience and optimism. These two traits are one of my
weaker strengths and working on them can help transform me
into a successful leader. Being a successful leader requires
multiple strengths and qualities in healthcare. A good leader can
greatly impact how an organization succeeds (Laureate

Education, 2014).
References
Gallup Inc. (2021). CliftonStrengths Assessment Results.
Retrieved March 30, 2021, from
https://walden.gallup.com/home/default.aspx
Gallup Inc. (2020, August 21). All 34 CliftonStrengths Themes
descriptions. Retrieved March 30, 2021, from
https://www.strengthsquest.com/193541/themes-full-
description.aspx
George Mason University. (n.d.). Core Leadership Values.
Retrieved March 30, 2021, from
https://masonleads.gmu.edu/about-us/core-leadership-values/
Leadership
Wk6 assignment due 4/10
Assignment: Personal Leadership Philosophies
Many of us can think of leaders we have come to admire, be
they historical figures, pillars of the industry we work in, or
leaders we know personally. The leadership of individuals such
as Abraham Lincoln and Margaret Thatcher has been studied
and discussed repeatedly. However, you may have interacted
with leaders you feel demonstrated equally competent
leadership without ever having a book written about their
approaches.
What makes great leaders great? Every leader is different, of
course, but one area of commonality is the leadership

philosophy that great leaders develop and practice. A leadership
philosophy is basically an attitude held by leaders that acts as a
guiding principle for their behavior. While formal theories on
leadership continue to evolve over time, great leaders seem to
adhere to an overarching philosophy that steers their actions.
What is your leadership philosophy? In this Assignment, you
will explore what guides your own leadership.
To Prepare:
· Identify two to three scholarly resources, in addition to this
Module’s readings, that evaluate the impact of leadership
behaviors in creating healthy work environments.
· Reflect on the leadership behaviors presented in the three
resources that you selected for review.
· Reflect on your results of the CliftonStrengths Assessment,
and consider how the results relate to your leadership traits.
· Download your Signature Theme Report to submit for this
Assignment.
The Assignment (2-3 pages):
Personal Leadership Philosophies
Develop and submit a personal leadership philosophy that
reflects what you think are characteristics of a good leader. Use
the scholarly resources on leadership you selected to support
your philosophy statement. Your personal leadership philosophy
should include the following:
· A description of your core values.

· A personal mission/vision statement.
· An analysis of your CliftonStrengths Assessment summarizing
the results of your profile
· A description of two key behaviors that you wish to
strengthen.
· A development plan that explains how you plan to improve
upon the two key behaviors you selected and an explanation of
how you plan to achieve your personal vision. Be specific and
provide examples.
· Be sure to incorporate your colleagues’ feedback on your
CliftonStrengths Assessment from this Module’s Discussion 2.
·
Note: Be sure to attach your Signature Theme Report to your
Assignment submission.
Reading requirements
influential leader
Chapter 1, “Frameworks for Becoming a Transformational
Leader” (pp. 2–19 ONLY)
Chapter 6, “Shaping Your Own Leadership Journey” (pp.
182-211)
Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., &

Brownson, R. C. (2015). Implementing administrative evidence-
based practices: Lessons from the field in six local health
departments across the United States.
BMC Health Services Research, 15
(1). doi:10.1186/s12913-015-0891-3. Retrieved from
https://bmchealthservres.biomedcentral.com/articles/10.1186/s1
2913-015-0891-3
Resources for the StrengthsFinder Assessment Tool
Rath, T. (2007).
Strengths Finder 2.0 - with Access Code.
Purchase the access code from the Walden bookstore. Then
follow the instructions in the document "How to Access the
Strengths Finder 2.0.
Document: How to Access Strengths Finder 2.0 (PDF)
Required Media
Leadership
https://www.youtube.com/playlist?list=PLopRJPO6GaifsYPGP_
jcWXZzU10H3AaX7
Rubric
Develop and submit a personal leadership philosophy that
reflects what you think are characteristics of a good leader. Use
the scholarly resources on leadership you selected to support

your philosophy statement. Your personal leadership philosophy
should include the following:
· A description of your core values.
· A personal mission/vision statement.
· Analysis of your CliftonStrengths Assessment summarizing
the results of your profile.
· A description of two key behaviors you wish to strengthen.
A development plan that explains how you plan to improve upon
the two key behaviors you selected and an explanation of how
you plan to achieve your personal vision. Be specific and
provide examples.
Written Expression and Formatting - Paragraph Development
and Organization:
required criteria.
reference list.

WK7 Due 4/13/2021 remember:
all discussions & assignments from wk7-wk9 are interrelated,
thank you.
Discussion: Workplace Environment Assessment
How healthy is your workplace?
You may think your current organization operates seamlessly,
or you may feel it has many issues. You may experience or even
observe things that give you pause. Yet, much as you wouldn’t
try to determine the health of a patient through mere
observation, you should not attempt to gauge the health of your
work environment based on observation and opinion. Often,
there are issues you perceive as problems that others do not;
similarly, issues may run much deeper than leadership
recognizes.
There are many factors and measures that may impact
organizational health. Among these is civility. While an
organization can institute policies designed to promote such
things as civility, how can it be sure these are managed
effectively? In this Discussion, you will examine the use of
tools in measuring workplace civility.
To Prepare:
Review the Resources and examine the Clark Healthy
Workplace Inventory, found on page 20 of Clark (2015).
Review and complete the Work Environment Assessment
Template in the Resources.

Post
a brief description of the results of your Work Environment
Assessment. Based on the results, how civil is your workplace?
Explain why your workplace is or is not civil. Then, describe a
situation where you have experienced incivility in the
workplace. How was this addressed? Be specific and provide
examples.
Will post resources at the end of WK9 and I have attached the
assessment template with this assignment, thank you.
Student 1
RE: Discussion - Week 7
COLLAPSE
Top of Form
Main Post
Good morning class,
My workplace scored a 58 on the Clark Healthy
Workplace Inventory. A score of 58 places my place of
employment at an unhealthy level (Clark, 2015). Honestly, I am
not surprised by this at all. We have a huge turnover rate at the
facility. In fact, we just had two employees on two different
days completely walk out of the job, one nurse and a case
manager. This is not a new action seen in the facility, just a
couple of months ago four therapists and a nurse practitioner
quit within the same month. We do however have a certain
group of nursing staff that is absolutely amazing and very
dependable.

Incivility is a disrespectful action that results in adverse
effects on the victim (Schneider, 2016). Incivility produces a
negative work environment and poor morale among staff
members. Uncivil actions often create a hostile work
environment. Barriers need to be in place to prevent situations
like this from occurring within the organization (Broome &
Marshall, 2021).
For the past few months I have been dealing with an incivility
issue at my workplace. I work four days a week on your most
acute inpatient psychiatric unit and there are two other nurses
that work when I am not there. They recently began talking to
all other staff about me saying horrible things. I was told by
multiple staff that this was going on. They began trying to get
me in trouble for very small things, like what kind of music I let
my patients listen to or that I give out too much coffee to
patients. All things that do not go against any of the hospitals'
policies or procedures. The two nurses got to the point of
bullying me, even though I have never actually worked with
either of them. I got to my breaking point, went to my manager,
and told her we had to have a meeting (all of the staff together),
or I would be looking for a new job. We had the meeting two
days later. In the meeting, the manager and CNO were there.
Needless to say, many of their “complaints” about me were
stopped by management immediately. This was one of the last
few days I was at work before going on vacation, so I will see
when I go back if the meeting makes a difference in their
actions and words towards me.
References
Broome, M., & Marshall, E. S. (2021). Creating and shaping
the organizational environment and
culture to support practice excellence.

influential leader (3rd ed.).
pp. 237–272. New York, NY: Springer.
Clark, C. M., Olender, L., Cardoni, C., & Kenski, D. (2011).
Fostering civility in nursing education and practice.
JONA: The Journal of Nursing Administration
,
41
(7/8), 324–330.
https://doi.org/10.1097/nna.0b013e31822509c4
Clark, C. M. (2015). Conversations to inspire and promote a
more civil workplace.
American Nurse Today, 10
(11), 18-23. Retrieved from
https://www.americannursetoday.com/wp-
content/uploads/2015/11/ant11-CE-Civility-1023.pdf
Schneider, M. A. (2016). Lateral violence.
Nursing
,
46
(6), 17–19.
https://doi.org/10.1097/01.nurse.0000482881.38607.87
Bottom of Form
Student 2
RE: Discussion - Week 7 Discussion with template
COLLAPSE
Top of Form

Work Environment Assessment Template
DISCUSSION:WORKPLACE ENVIORNMENT ASSESSMENT:
Based on the results of the Workplace Environment
Assessment I work for a modestly healthy workplace. I would
describe my workplace civil based on answering 5 for
completely true to 17/20 statements. Many of the examples of a
healthy civil work environment are evident in my workplace
where employees are viewed as assets that offer value to the
organization. The organization offers an excellent training and
mentoring program , and teamwork and collaborations are
rewarded and demonstrated at all levels(Clark,2015). Over the
past year the focus of employee development workshops have
been on having safe conversations, collaboration, and teamwork
. We are evaluated on our efforts to learn and demonstrate
behaviors that focus on understanding and embracing diversity
and inclusion. All of these attributes have contributed to an
excellent retention, fair reward systems, and opportunities for
promotion.
What has been missing the past 18 months is trust in
leadership, a high level of morale and confidence to disagree or
challenge an idea despite being encouraged to speak up. The
five pillars of effective teams that represent trust, commitment,
safe conflict ,accountability , and being results oriented , have
not been consistently role modeled or folllowed(Laureate
Education,2009a). As a result, turnover has increased,
employees report less morale and employees are less likely to
speak up if they don't agree.
I experienced incivility in the workplace that was subtle during
a zoom conference call . Our team of 12 employees participated
in a workshop on adaptive behaviors that allowed our team to
assess our behavior style in the workplace and how to

communicate with behavior styles that differ from our own.
According to the DISC assessment people fall into one of four
categories described as dominance ,influencer,conscientious or
steadiness . Everyone on the team was either dominant or
influencer, which are characteristic of strong leaders who are
able to influence , and problem solve yet at times are impatient
and unapproachable .My results were that of a steadiness
behavior style characterized by empathy, appreciation of
others , and good listening skills .This style however can be
indirect and resistant to change(Center for Internal Change,
n.d.).
During our zoom discussion a coworker with a dominant style
commented to me directly and shared with the group she didn't
have the patience for those with a steadiness behavioral style
because she views them as weak and poor at making decisions .I
felt a bit marginalized by her comment but did not say anything
during the group discussion.During my 1:1 I shared with my
manager how her comment was perceived by me. My manager
took the opportunity during a regular scheduled conference call
to define acceptable conduct during these types of workshop
discussions.This provides a framework for our entire team for
future interactions where unconscious bias can be exhibited
The organization I work for had to quickly adapt to a work from
home environment and with those changes came a new code of
conduct for virtual interactions are evolving and expectations
are more clearly defined with practice and continued speaking
up among the teams.
Six ways to combat workplace incivility.(n.d.)
https://www.onlinediscprofile.com/what-is-disc-/disc history/
References

Clark,C.M. (2015). Conversations to inspire and promote a more
civilworkplace.
American Nurse Today. 10
(11).18-23.
Retrieved from https://www.American nurse today.com/we-
content/uploads/2015/11/anti11-
CE-Civility-1023.pdf.
Laureate Education(Producer).(2009a).
Working with Groups and Teams
Monych,B. (n.d.).
Six way to combat workplace incivility.
Insperityonline.Retrieved April 11,2021, from
https://www.intersperityonline.com/six-ways-to-combat-
workplace-incivility.
Bottom of Form
Assignment WK9 due 5/1/ 2021
Assignment: Workplace Environment Assessment
Clearly, diagnosis is a critical aspect of healthcare. However,
the ultimate purpose of a diagnosis is the development and
application of a series of treatments or protocols. Isolated
recognition of a health issue does little to resolve it.
In this module’s Discussion, you applied the Clark Healthy
Workplace Inventory to diagnose potential problems with the
civility of your organization. In this Portfolio Assignment, you

will continue to analyze the results and apply published
research to the development of a proposed treatment for any
issues uncovered by the assessment.
To Prepare:
Review the Resources and examine the Clark Healthy
Workplace Inventory, found on page 20 of Clark (2015).
Review the Work Environment Assessment Template.
Reflect on the output of your Discussion post regarding your
evaluation of workplace civility and the feedback received
from colleagues.
Select and review one or more of the following articles
found in the Resources:
Clark, Olender, Cardoni, and Kenski (2011)
Clark (2018)
Clark (2015)
Griffin and Clark (2014)
The Assignment (3-6 pages total):
Part 1: Work Environment Assessment (1-2 pages)

Review the Work Environment Assessment Template you
completed for this Module’s Discussion.
Describe the results of the Work Environment Assessment
you completed on your workplace.
Identify two things that surprised you about the results and
one idea you believed prior to conducting the Assessment
that was confirmed.
Explain what the results of the Assessment suggest about the
health and civility of your workplace.
Part 2: Reviewing the Literature (1-2 pages)
Briefly describe the theory or concept presented in the
article(s) you selected.
Explain how the theory or concept presented in the article(s)
relates to the results of your Work Environment Assessment.
Explain how your organization could apply the theory
highlighted in your selected article(s) to improve
organizational health and/or create stronger work teams. Be
specific and provide examples.
Part 3: Evidence-Based Strategies to Create High-Performance
Interprofessional Teams (1–2 pages)
Recommend at least two strategies, supported in the
literature, that can be implemented to address any
shortcomings revealed in your Work Environment Assessment.

Recommend at least two strategies that can be implemented
to bolster successful practices revealed in your Work
Environment Assessment.
Rubric
Part 1: Work Environment Assessment
· Complete the Work Environment Assessment Template.
· Describe the results of the Work Environment Assessment
you completed on your workplace.
· Identify two things that surprised you about the results and
one idea that you believed prior to conducting the assessment
that was confirmed.
· Explain what the results of the assessment suggests about the
health and civility of your workplace.
Part 2: Reviewing the Literature
· Briefly describe the theory or concept presented in the article
you selected.
· Explain how the theory or concept presented in the article
relates to the results of your Work Environment Assessment.
· Explain how your organization could apply the theory
highlighted in your selected article to improve organizational
health and/or stronger work teams. Be specific and provide
examples.

Part 3: Evidence-Based Strategies to Create High-Performance
Interprofessional Teams
· Recommend at least two strategies, supported in the
literature, that can be implemented to address any shortcomings
revealed in your Work Environment Assessment.
· Recommend at least two strategies that can be implemented
to bolster successful practices revealed in your Work
Environment Assessment. Written Expression and Formatting -
Paragraph Development and Organization:
required criteria.
reference list.
Resources Provided:
Required Readings

influential leader
Chapter 5, “Collaborative Leadership Contexts: It Is All
About Working Together (pp. 155–178)
Chapter 8, “Creating and Shaping the Organizational
Environment and Culture to Support Practice Excellence”
(pp. 237–272)
Chapter 7, “Building Cohesive and Effective Teams” (pp.
212–231)
Select at least ONE of the following:
Clark, C. M., Olender, L., Cardoni, C., Kenski, D. (2011).
Fostering civility in nursing education and practice.
The Journal of Nursing Administration, 41
(7/8), 324–330.
Clark, C. M. (2018). Combining cognitive rehearsal, simulation,
and evidence-based scripting to address incivility. Nurse
Educator. doi:10.1097/NNE.0000000000000563
Clark, C. M. (2015). Conversations to inspire and promote a
more civil workplace.
American Nurse Today, 10
(11), 18–23. Retrieved from
https://www.americannursetoday.com/wp-
content/uploads/2015/11/ant11-CE-Civility-1023.pdf

Griffin, M., & Clark, C. M. (2014). Revisiting cognitive
rehearsal as an intervention against incivility and lateral
violence in nursing: 10 years later.
Journal of Continuing Education in Nursing, 45
(12), 535–542.
Document:
Work Environment Assessment Template (Word document)
Required Media
TEDx. (2017, April). Jody Hoffer Gittell: The power of a simple
idea [Video file]. Retrieved from
https://www.youtube.com/watch?v=X7nL5RC5kdE
Laureate Education (Producer). (2009a).
Working with Groups and Teams
Assignment WK11 due 5/9
Assignment: Change Implementation and Management Plan
It is one of the most cliché of clichés, but it nevertheless rings
true: The only constant is change. As a nursing professional,
you are no doubt aware that success in the healthcare field
requires the ability to adapt to change, as the pace of change in
healthcare may be without rival.
As a professional, you will be called upon to share expertise,
inform, educate, and advocate. Your efforts in these areas can
help lead others through change. In this Assignment, you will
propose a change within your organization and present a
comprehensive plan to implement the change you propose.
To Prepare:

· Review the Resources and identify one change that you
believe is called for in your organization/workplace.
o This may be a change necessary to effectively address one or
more of the issues you addressed in the Workplace Environment
Assessment you submitted in Module 4. It may also be a change
in response to something not addressed in your previous efforts.
It may be beneficial to discuss your ideas with your
organizational leadership and/or colleagues to help identify and
vet these ideas.
· Reflect on how you might implement this change and how you
might communicate this change to organizational leadership.
The Assignment (5-6-minute narrated PowerPoint presentation):
Change Implementation and Management Plan
Create a narrated PowerPoint presentation of 5 or 6 slides with
video that presents a comprehensive plan to implement the
change you propose.
Your narrated presentation should be 5–6 minutes in length.
Your Change Implementation and Management Plan should
include the following:
· An executive summary of the issues that are currently
affecting your organization/workplace (This can include the
work you completed in your Workplace Environment
Assessment previously submitted, if relevant.)
· A description of the change being proposed
· Justifications for the change, including why addressing it will

have a positive impact on your organization/workplace
· Details about the type and scope of the proposed change
· Identification of the stakeholders impacted by the change
· Identification of a change management team (by title/role)
· A plan for communicating the change you propose
· A description of risk mitigation plans you would recommend
to address the risks anticipated by the change you propose
Submit
your narrated Change Implementation and Management Plan.
Rubric
Create a 5- or 6-slide narrated PowerPoint that presents a
comprehensive plan to implement changes you propose. Your
Change Implementation and Management Plan should include
the following:
· An executive summary of the issues that are currently
affecting your organization/workplace (this can include the
work you completed in your Workplace Environment
Assessment).
· A description of the changes being proposed.
· Justifications for the changes, including why addressing them
will have a positive impact on your organization/workplace.

· Details about the type and scope of the proposed changes.
· Identification of the stakeholders impacted by the changes.
· Identification of a change management team (by title/role).
· A plan for communicating the changes you propose.
· A description of risk mitigation plans you would recommend
to address the risks anticipated by the changes you propose.
Include a narrated presentation that is 5–6 minutes in length.
Learning Resources
Required Readings
influential leader
Chapter 4, “Practice Model Design, Implementation, and
Evaluation” (pp. 99–154)

Cullen, L., & Adams, S. L. (2012). Planning for implementation
of evidence-based practice.
Journal of Nursing Administration, 42
(4), 222–230.
Pollack, J., & Pollack, R. (2015). Using Kotter’s eight stage
process to manage an organizational change program:
Presentation and practice.
Systemic Practice and Action Research, 28
(1), 51-66.
Seijts, G. H., & Gandz, J. (2016). Transformational change and
leader character.
Business Horizons, 61
(2), 239-249.
Tistad, M., Palmcrantz, S., Wallin, L., Ehrenberg, A., Olsson,
C. B., Tomson, G., …Eldh, A. C. (2016). Developing leadership
in managers to facilitate the implementation of national
guideline recommendations: A process evaluation of feasibility
and usefulness.
International Journal of Health Policy and Management,
5
(8), 477–486. doi:10.15171/ijhpm.2016.35. Retrieved from
http://www.ijhpm.com/article_3183_5015382bcf9183a74ef7e79
b0a941f65.pdf
Required Media
TEDx. (2013, January). Six keys to leading positive change:
Rosabeth Moss Kanter at TEDxBeaconStreet [Video file].
Retrieved from
https://www.youtube.com/watch?v=owU5aTNPJbs

WK2 assignment due 313Assignment Analysis of a Pertinent H.docx

WK2 assignment due 313Assignment Analysis of a Pertinent H.docx

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