essay topics for nursing leadership

Inspiring Leadership in Nursing: Key Topics to Empower the Next Generation of Nurse Leaders

This article was written in collaboration with Christine T. and ChatGPT, our little helper developed by OpenAI.

Nursing leadership plays a crucial role in the healthcare industry, influencing the quality of patient care and the overall performance of healthcare organizations. As the nursing profession continues to evolve, aspiring nurse leaders must stay informed about the latest developments and best practices in nursing leadership. This comprehensive guide explores essential nursing leadership topics, offering valuable insights and strategies for success.

The Importance of Nursing Leadership

Impact on patient care.

Effective nursing leadership directly impacts patient care, ensuring that nurses provide safe, high-quality, and evidence-based care. Nurse leaders play a critical role in developing and implementing policies, protocols, and standards of practice that promote positive patient outcomes.

Topic Examples

• The role of nurse leaders in reducing hospital-acquired infections
• How nurse leaders can improve patient satisfaction
• The effect of nursing leadership on patient safety initiatives
• Combating health care-associated infections: a community-based approach
• Nurse leaders’ impact on the reduction of medication errors
• Promoting patient-centered care through nursing leadership
• The role of nurse leaders in implementing evidence-based practices to improve patient outcomes
• How transformational leadership can positively impact patient satisfaction
• The impact of nurse leaders on patient safety and error reduction initiatives

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Influence on Organizational Performance

Nurse leaders contribute to the overall performance of healthcare organizations by guiding and supporting nursing teams, managing resources, and participating in decision-making processes. Their leadership helps create a positive work environment, reduce staff turnover, and improve patient satisfaction.

• How nurse leaders can contribute to reducing staff turnover
• The role of nurse leaders in improving the hospital’s financial performance
• Nurse leaders as drivers of organizational culture
• The integral role of nurses in healthcare systems: the importance of education and experience
• The relationship between nurse leadership and hospital readmission rates
• How nurse leaders can contribute to reducing healthcare costs
• The role of nurse leaders in promoting interprofessional collaboration to improve organizational performance
• Strategies for nurse leaders to foster a positive work environment
• The impact of nursing leadership on employee engagement and satisfaction

Advancement of the Nursing Profession

Nurse leaders advocate for nursing, promoting professional development, innovation, and research. They also work to elevate the nursing profession’s status, fostering collaboration and interdisciplinary partnerships.

• The role of nurse leaders in shaping the future of nursing education
• How nurse leaders can advocate for the nursing profession
• The impact of nurse leaders on the development of nursing standards and policies
• Encouraging research and evidence-based practice among nursing teams
• The role of nurse leaders in promoting interprofessional collaboration
• Encouraging the pursuit of advanced nursing degrees and certifications among nursing staff
• The impact of nurse leaders on shaping healthcare policies and regulations
• How nurse leaders can advocate for improved working conditions and fair compensation for nursing staff

Essential Nursing Leadership Skills

Communication and interpersonal skills.

Effective communication and interpersonal skills are crucial for nursing leaders. They must listen actively, express themselves clearly, and demonstrate empathy and understanding when interacting with colleagues, patients, and families.

• Active listening skills for nurse leaders
• Developing emotional intelligence in nursing leadership
• The role of nonverbal communication in nursing leadership
• Strategies for nurse leaders to improve communication with their teams
• How nurse leaders can facilitate open and honest feedback
• The importance of emotional intelligence in nurse leadership
• Strategies for nurse leaders to improve their communication skills with diverse populations
• The role of nurse leaders in fostering effective communication within interdisciplinary healthcare teams

Decision-Making and Problem-Solving Abilities

Nurse leaders must be skilled in making informed decisions and solving complex problems. They should be able to analyze situations, weigh the pros and cons of various options, and choose the best course of action.

• Critical thinking skills for nurse leaders
• Ethical decision-making in nursing leadership
• The role of evidence-based practice in nursing leadership decisions
• Strategies for nurse leaders to develop effective problem-solving skills
• The importance of collaboration and teamwork in decision-making for nurse leaders
• The role of nurse leaders in crisis management and emergency preparedness
• How nurse leaders can develop effective problem-solving strategies to address complex healthcare challenges

Time Management and Organization

Managing time and resources effectively is essential for nurse leaders. They must be able to prioritize tasks, delegate responsibilities, and balance competing demands to ensure the smooth operation of their teams and organizations.

• Prioritization techniques for nurse leaders
• The role of delegation in effective time management for nursing managers
• Strategies for nurse leaders to manage workload and reduce stress
• Balancing clinical and administrative responsibilities as a nurse leader
• Time management tools and techniques for nurse leaders
• The importance of delegation in nurse leadership
• Strategies for nurse leaders to effectively manage their workload and prioritize tasks
• The role of nurse leaders in creating efficient workflows and processes within nursing teams

Embracing Diversity and Inclusivity in Nursing Leadership

The value of a diverse nursing workforce.

A diverse nursing workforce brings unique perspectives, experiences, and skills to the healthcare environment, benefiting patient care. By embracing diversity, nurse leaders can foster a more inclusive and supportive work environment that encourages collaboration and innovation.

• The benefits of diverse nursing teams for patient care
• The role of nurse leaders in recruiting and retaining diverse nursing staff
• Addressing health disparities through a diverse nursing workforce
• The impact of cultural competence on nursing practice and leadership
• Encouraging diverse perspectives and experiences in nursing teams
• Global health learning in nursing and health care disparities
• The benefits of having a diverse nursing workforce on patient outcomes and satisfaction
• Addressing health disparities through culturally competent nursing leadership

Strategies for Promoting Diversity and Inclusion

Nurse leaders can promote diversity and inclusion by implementing hiring and promotion practices that support equal opportunities, offering cultural competency training, and actively addressing discrimination and bias within their organizations.

• Overcoming unconscious bias in nursing leadership
• The role of nurse leaders in fostering an inclusive work environment
• Strategies for promoting diversity and inclusion in nursing education
• The impact of diversity and inclusion on nursing team performance
• Encouraging cultural competence and sensitivity among nursing staff
• Implementing diversity and inclusion training programs for nursing staff
• The role of nurse leaders in fostering a culture of respect and inclusivity within nursing teams
• Strategies for nurse leaders to address unconscious bias and promote equity in the workplace

Developing and Mentoring Future Nurse Leaders

Identifying and nurturing leadership potential.

Nurse leaders play an essential role in identifying and nurturing the leadership potential of their staff. By offering guidance, encouragement, and opportunities for growth, they can help prepare the next generation of nurse leaders.

• Recognizing leadership potential in nursing staff
• Strategies for nurse leaders to develop their team’s leadership skills
• The importance of succession planning in nursing leadership
• Encouraging a growth mindset among nursing teams
• The role of mentorship and coaching in nurturing future nurse leaders
• Strategies for nurse leaders to identify and develop emerging nurse leaders within their teams
• The role of nurse leaders in creating leadership development programs for nursing staff

Mentorship and Coaching

Mentorship and coaching are invaluable for aspiring nurse leaders. By sharing their knowledge, experience, and insights, experienced nurse leaders can help guide and support those looking to advance in nursing.

• The benefits of mentorship for both mentors and mentees in nursing
• Developing effective mentoring relationships in nursing
• The role of nurse leaders in fostering a mentoring culture
• Strategies for providing constructive feedback and coaching to nursing staff
• Encouraging professional growth and development through mentorship
• The benefits of mentorship relationships for both mentors and mentees in nursing
• Strategies for nurse leaders to establish effective mentorship programs within their organizations
• The role of nurse leaders in providing coaching and feedback to nursing staff for professional growth

Promoting Teamwork and Collaboration in Nursing

The importance of teamwork in healthcare.

Teamwork is crucial for delivering safe, high-quality patient care. Nurse leaders must foster a culture of collaboration, encouraging open communication, mutual support, and shared decision-making among their teams.

• The role of nurse leaders in promoting effective teamwork
• Strategies for building trust and collaboration among nursing teams
• The impact of teamwork on patient care and safety
• The benefits of interprofessional collaboration in healthcare
• The role of nurse leaders in fostering a positive team culture
• The role of nurse leaders in promoting collaboration and teamwork among nursing staff
• Strategies for nurse leaders to address and resolve conflicts within nursing teams
• The impact of effective teamwork on patient outcomes and staff satisfaction in healthcare settings

Strategies for Building Effective Nursing Teams

Nurse leaders can build effective nursing teams by promoting shared goals and values, providing clear expectations and feedback, and recognizing and celebrating team achievements. Additionally, they should facilitate team-building activities and opportunities for professional development, which can strengthen team cohesion and performance.

• The importance of clear communication and expectations in nursing teams
• Strategies for addressing and resolving conflicts within nursing teams
• The role of team-building activities in fostering collaboration and trust among nursing staff
• The impact of shared decision-making on nursing team performance
• Encouraging a culture of continuous improvement and learning within nursing teams
• The role of nurse leaders in selecting and retaining top nursing talent
• Strategies for nurse leaders to create a positive work environment that fosters teamwork and collaboration
• The importance of team-building activities and exercises for nursing staff

Advocating for Nursing and Improving Patient Care

Policy and advocacy.

Nurse leaders are responsible for advocating for policies and initiatives that support the nursing profession and improve patient care. They should be informed about healthcare legislation, engage in advocacy efforts, and encourage their teams to participate in policy-making.

• The role of nurse leaders in shaping healthcare policy
• Strategies for nurse leaders to advocate for the nursing profession at the local, state, and national levels
• The impact of nursing leadership on the development and implementation of healthcare policies and regulations
• Engaging nursing staff in policy discussions and advocacy efforts
• The importance of staying informed about current healthcare policy issues for nurse leaders
• The role of nurse leaders in advocating for policies that improve patient care and support the nursing profession
• Strategies for nurse leaders to effectively engage with policymakers and stakeholders
• The impact of nurse leaders on shaping healthcare policies at the local, state, and national levels

Driving Quality Improvement and Innovation

Nurse leaders must be committed to continuous quality improvement and innovation in patient care. By staying informed about evidence-based practices and encouraging their teams to adopt innovative approaches, they can drive positive change within their organizations and the healthcare industry.

• The role of nurse leaders in promoting a culture of continuous quality improvement
• Strategies for nurse leaders to identify and address areas for improvement in patient care
• The impact of nursing leadership on the implementation of evidence-based practices and innovations
• Encouraging a culture of creativity and innovation among nursing teams
• The role of nurse leaders in driving change and improvement in healthcare organizations
• The role of nurse leaders in leading quality improvement initiatives within their organizations
• Strategies for nurse leaders to foster a culture of continuous improvement and innovation among nursing staff
• The impact of nurse-led quality improvement projects on patient care and organizational performance

Fostering a Positive Work Environment

Creating a supportive and respectful culture.

A positive work environment is essential for nursing staff satisfaction, retention, and performance. Nurse leaders should foster a culture of support and respect where staff feels valued, empowered, and motivated to provide the best possible care.

• The role of nurse leaders in fostering a positive work environment
• Strategies for nurse leaders to promote a culture of support and respect among nursing staff
• The importance of addressing and preventing workplace bullying and incivility in nursing
• Encouraging open and honest communication within nursing teams
• The role of nurse leaders in promoting work-life balance and well-being among nursing staff

Addressing Workplace Challenges and Conflicts

Nurse leaders must be proactive in addressing workplace challenges and conflicts. They can maintain a healthy and productive work environment by developing and implementing strategies to manage issues such as workload, burnout, and interpersonal conflicts.

• The role of nurse leaders in conflict resolution within nursing teams
• Strategies for nurse leaders to address common workplace challenges, such as staffing shortages and burnout
• The importance of developing a proactive approach to addressing conflicts and challenges in nursing
• Promoting a culture of accountability and responsibility among nursing staff
• The role of nurse leaders in providing support and resources for nursing staff facing challenges and conflicts
• Conflict resolution strategies for nurse leaders
• The role of nurse leaders in mediating and resolving interprofessional conflicts within healthcare teams
• Strategies for nurse leaders to prevent and address workplace burnout among nursing staff

Lifelong Learning and Professional Development

Commitment to continuing education.

Lifelong learning is essential for nurse leaders to stay current with healthcare and nursing practice advances. They should pursue continuing education opportunities, research, and stay informed about industry trends and best practices.

• The importance of lifelong learning for nurse leaders and nursing staff
• Strategies for nurse leaders to promote a culture of continuous education and professional development within their teams
• The impact of continuing education on nursing practice and leadership
• Encouraging nursing staff to engage in professional development opportunities
• Transforming advanced nursing practice: embracing IOM recommendations and higher education
• The role of nurse leaders in staying informed about current nursing research and best practices
• The impact of continuing education on nursing practice and patient outcomes
• Strategies for nurse leaders to support and encourage continuing education among their nursing staff
• The role of nurse leaders in staying up-to-date with the latest nursing research, guidelines, and best practices

Encouraging Professional Development in Nursing Teams

Nurse leaders should support and encourage the professional development of their nursing teams. By providing resources, opportunities, and encouragement, they can help their staff grow professionally and contribute to advancing the nursing profession.

• The role of nurse leaders in identifying professional development opportunities for nursing staff
• Strategies for nurse leaders to create individualized professional development plans for their team members
• The importance of fostering a growth mindset among nursing staff
• Encouraging nursing staff to participate in conferences, workshops, and other professional development activities
• The role of nurse leaders in providing mentorship and guidance for nursing staff seeking career advancement
• The benefits of ongoing professional development for nursing staff and healthcare organizations
• Strategies for nurse leaders to create professional development opportunities within their organizations
• The role of nurse leaders in developing and implementing career advancement pathways for nursing staff

The Power of Inspiring Leadership in Nursing

Nursing leadership is a critical component of the healthcare industry, impacting patient care, organizational performance, and the advancement of the nursing profession. By mastering essential leadership skills, embracing diversity, promoting teamwork, and fostering a positive work environment, aspiring nurse leaders can make a meaningful difference in the lives of their patients, colleagues, and organizations. Committing to lifelong learning and professional development will ensure that nurse leaders remain at the forefront of their field, inspiring and empowering the next generation of nursing professionals.

Table of content

Crafted with Care:

Nursing Essays!

Precision, Passion, & Professionalism in Every Page.

The essentials of nursing leadership: A systematic review of factors and educational interventions influencing nursing leadership

Affiliations.

• 1 Faculty of Nursing, Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave NW, Edmonton, AB T6G 1C9, Canada. Electronic address: [email protected].
• 2 Department of Nutrition, Dietetics and Food, School of Clinical Sciences at Monash Health, Monash University, Level 1, 264 Ferntree Gully Rd, Notting Hill, VIC 3168, Australia.
• 3 Faculty of Nursing, Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave NW, Edmonton, AB T6G 1C9, Canada.
• 4 Faculty of Nursing, Edmonton Clinic Health Academy, University of Alberta, 11405 87 Ave NW, Edmonton, AB T6G 1C9, Canada; Technical High School of Campinas, State University of Campinas (UNICAMP), Barão Geraldo, Campinas - São Paulo 13083-970, Brazil.
• PMID: 33383271
• DOI: 10.1016/j.ijnurstu.2020.103842

Background: Nursing leadership plays a vital role in shaping outcomes for healthcare organizations, personnel and patients. With much of the leadership workforce set to retire in the near future, identifying factors that positively contribute to the development of leadership in nurses is of utmost importance.

Objectives: To identify determining factors of nursing leadership, and the effectiveness of interventions to enhance leadership in nurses.

Design: We conducted a systematic review, including a total of nine electronic databases.

Data sources: Databases included: Medline, Academic Search Premier, Embase, PsychInfo, Sociological Abstracts, ABI, CINAHL, ERIC, and Cochrane.

Review methods: Studies were included if they quantitatively examined factors contributing to nursing leadership or educational interventions implemented with the intention of developing leadership practices in nurses. Two research team members independently reviewed each article to determine inclusion. All included studies underwent quality assessment, data extraction and content analysis.

Results: 49,502 titles/abstracts were screened resulting in 100 included manuscripts reporting on 93 studies (n=44 correlational studies and n=49 intervention studies). One hundred and five factors examined in correlational studies were categorized into 5 groups experience and education, individuals' traits and characteristics, relationship with work, role in the practice setting, and organizational context. Correlational studies revealed mixed results with some studies finding positive correlations and other non-significant relationships with leadership. Participation in leadership interventions had a positive impact on the development of a variety of leadership styles in 44 of 49 intervention studies, with relational leadership styles being the most common target of interventions.

Conclusions: The findings of this review make it clear that targeted educational interventions are an effective method of leadership development in nurses. However, due to equivocal results reported in many included studies and heterogeneity of leadership measurement tools, few conclusions can be drawn regarding which specific nurse characteristics and organizational factors most effectively contribute to the development of nursing leadership. Contextual and confounding factors that may mediate the relationships between nursing characteristics, development of leadership and enhancement of leadership development programs also require further examination. Targeted development of nursing leadership will help ensure that nurses of the future are well equipped to tackle the challenges of a burdened health-care system.

Keywords: Interventions; Leadership; Nursing workforce; Systematic Review.

Copyright © 2020. Published by Elsevier Ltd.

Publication types

• Systematic Review
• Delivery of Health Care*
• Leadership*

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16 Emerging Nursing Leadership Issues

Brendalynn Ens; Susan Bazylewski; and Judy Boychuk Duchscher

A leader these days needs to be a host — one who convenes diversity; who convenes all viewpoints in creative processes where our mutual intelligence can come forth.

— Margaret Wheatley

Introduction

Health care in all sectors is changing at a rapid pace. As nursing leadership and nursing management evolve with this change, the need for new leadership approaches, strategies, and ideas to be actioned becomes more evident. This evolution includes two broad critical aspects:

• responsiveness, responsibility, accountability, and engagement of all nurses (regardless of position) within the health care system; and
• proactive and strategic, collaborative actions to be taken by nurse managers and others in formal leadership roles to ensure changing health care priorities are managed.

Learning Objectives

• Recognize rapidly changing approaches to nursing management and leadership within unit-level environments in Saskatchewan, in Canada, and around the world.
• Assess changing care priorities and turbulent issues within our current health system, and approaches to managing them.
• Identify the importance of business acumen skills and concepts as expectations for administrative roles.
• Recognize the importance of, and approaches for, client- and family-centred care and shared decision making as critical concepts for collaborative and effective care management.
• Determine the importance of the manager or leader’s personal journey planning for fruitful and fulfilling career development and professional growth.
• Recognize transition shock.
• Describe the five foundational elements of professional role transition for new nurses.

16.1 Transformational Leadership and Change: The Nursing Management Landscape

The rate of change is not going to slow down anytime soon. If anything, competition in most industries will probably speed up even more in the next few decades. — John P. Kotter ( 1995 )

An Evolving National and Provincial Landscape

Health care environments have evolved over the years to become highly complex with less predictability; they are constantly undergoing change and restructuring. This has been a result of many factors. The most crucial are changes in the health of populations served and their subsequent health needs paired with available resources and capacity of the health system to meet these needs. Additional factors impacting health care over the past two decades include: increases in the use of technology, a rapidly changing multigenerational workforce, changing requirements of management accountabilities, a greater emphasis on performance measurement, the challenge of managing with scarce resources, rapid growth in inter- and intra-professional teams with changes in scope of practice, and higher consumer expectations. These many factors have influenced and impacted the roles of nurse managers and leaders in ways that have not traditionally been experienced in organizations.

In July of 2011, the Canadian Nurses Association and the Canadian Medical Association published “Principles to Guide Health Care Transformation in Canada . ” In response to health care system transformation and restructuring across Canada, this document was developed to provide a common framework to guide regional and jurisdictional change. It identifies the importance of following the five principles of the Canada Health Act and incorporates the Triple Aim Framework from the Institute for Healthcare Improvement (IHI). The principles in this document are focused around three main themes: (1) enhance the health care experience, (2) improve population health, and (3) improve value for money. These three themes are now a critical focus in nurse managers’ work environments today ( CNA & CMA, 2011 ).

A second document published by the Canadian Nurses Association titled “Registered Nurses: Stepping Up to Transform Health Care” ( CNA, 2012 ) outlines many examples of how registered nurses are putting key principles into action based on the three main themes. Illustrations are provided of the innovative ways in which nurses are improving our health system across Canada today. On a national level, both publications serve as guiding framework documents for nurse managers and leaders in today’s health care environment pointing to new ways of working together across care boundaries to better meet the health needs of the populations we serve.

On a provincial level, Saskatchewan is now beginning a large-scale transformation of its health care system. In December of 2016, a report on system restructuring titled “Optimizing and Integrating Patient-Centered Care” was released by an appointed Advisory Panel of the Saskatchewan government. This panel released 14 recommendations, with a key recommendation focused on consolidating existing health authorities into one provincial authority to “achieve administrative efficiencies and improvements to patient care” ( Saskatchewan Advisory Panel, 2016 , p. 3 ).

Two earlier Saskatchewan reports that continue to influence the nursing management landscape in the province today include the “Primary Health Care Framework Report” ( Saskatchewan Health, 2012 ) and the “Patient First Review” ( Saskatchewan Health, 2009 ), both of which identify transformational opportunities for our health care system and nursing management.

Significance for Management and Leadership

These previously mentioned reports emphasize the need for nurse managers and leaders to employ the necessary skills to manage increased complexity in this changing landscape. Managers are required to think beyond the traditional silos and extend their view to focus on the patient journey along a care continuum. As our evolving Canadian health care system places more emphasis on health promotion, primary care, and community-based care, nurse leaders are also being challenged to move from organizations that have had a more controlling and directive style of management to one where engagement, empowerment, and recognition of the unique strengths of all individuals are essential. Because of system transformations, two key areas of change for nurse leaders in our health care system relate to workforce impacts and management system changes .

Workforce Impacts

Despite challenges associated with a changing workforce and increased accountability for scare resources, nurse leaders and managers provide a crucial function in creating healthy work environments. There is growing evidence in the nursing literature about the positive impact of a healthy work environment on staff satisfaction, retention, patient outcomes, and organizational performance ( Sherman & Pross, 2010 ).

A key factor in the changing workforce is the multigeneration al makeup of health care organizations today. Our current workforces consist of mixed generations at all levels. Sherman (2006 ) identifies four generations with distinct attitudes, beliefs, work habits, and expectations, noting that this age diversity will continue for years to come. Spinks and Moore (2007 ) reported on Canadian generational diversity along with cultural diversity seen at all levels of organizations.

Another major challenge facing nurse leaders today is creating healthy work environments, keeping staff engaged and effectively retained. Mate and Rakover (2016 ) examined the concept of sustaining improvement in health care, taking into account changes in the Saskatoon Health Region (now part of the Provincial Health Authority) during this time of transformation, emphasizing the critical role of leadership both at the unit level and on the front line. They emphasize that nurse leaders are local champions who must work directly with staff engagement through coaching, team building, daily communicating, and demonstrating the ability to consistently function and manage the new standard processes in order to sustain achievements.

Another workforce impact is the rapidly changing nature of intra- and interprofessional teams. As health systems transform and more attention is paid to the care continuum and the patient and family journey, there is a heightened focus on effective functioning of all teams in touch with the patient and family. Scope of practice changes required to keep up to the changing population needs have led to changes in health care providers’ role on the many teams with whom the patient intersects across the care continuum. The changing nature of teams now requires managers to be attuned to role and scope changes to ensure care is effectively coordinated and integrated during the patient journey.

As early as 1973, in his review of health care in Canada, Robertson recommended the education and deployment of nurse practitioners (NPs) across the health care system, as a way to improve continuity of care and promote efficiency in the system ( Stahlke, Rawson, & Pituskin, 2017, p. 488 ). NPs are “registered nurses who have additional education and nursing experience, which enables them to:

autonomously diagnose and treat illnesses; order and interpret tests; prescribe medications; and perform procedures.” ( Canadian Nurses Association, 2016 )

Dorothy Pringle (2007 ) stated that NPs meet the “needs of patients that are not being adequately met by the healthcare system with its current configuration of roles” ( p. 5 ). Their additional education and advanced skill set support them in providing leadership in health care. The role and performance of NPs has been found to be comparable to physicians across many aspects of care ( Stahlke et al. , 2017 ). Their study, referenced in the Research Note below, examines patient perspectives on NP care and further identifies the value of the NP within the health care system.

Research Note

Stahlke, S., Rawson, K., & Pituskin, E. (2017). Patient perspectives on nurse practitioner care in oncology in Canada. Journal of Nursing Scholarship, 49 (5), 487–495. doi:10.1111/jnu.12313

“The purpose of this study was to add to what is known about patient satisfaction with nurse practitioner (NP) care, from the perspective of breast cancer patients who were followed by an NP” ( Stahlke et al., 2017, p. 487 ).

Nine patients in an outpatient breast cancer clinic were interviewed about their experiences with NP-led care. These experiences were highly consistent among the patients. Patients were initially surprised that they would receive their ongoing care from a NP. However, as care progressed, several of them were relieved to be assigned to the NP, because those assigned to the doctor were the “sicker” people. They were seen by the NP for almost their entire course of treatment. Patients were comfortable and confident in the NP care; however, they continued to believe that the physician was in charge. The NPs were “described as being more ‘hands-on’ and it was said that ‘they look at the bigger picture . . . dealing more with the individual’ and tapping into the patient’s own strength and resources for healing” ( Stahlke et al., 2017, p. 491 ).

“Despite any initial misgivings or misunderstandings, these patients unanimously felt strongly positive about their NP-led care experiences, explaining that the NP was ‘a bonus’ (P6). That ‘the experience was wonderful’ (P5) and ‘she was just terrific with me’ (P5). One summed up the general sentiment, saying, ‘I’ve just been so fortunate. It was a gift. She’s a gift’ (P9)” ( Stahlke et al., p. 491 ).

Application to practice

Despite the role ambiguity between the physician and NP, the patients valued the leadership of the NP in their care. Patient satisfaction is documented as being closely linked with better patient outcomes ( Thrasher & Purc-Stephenson, 2008 ) and consequently the value of the NP role has become more evident. “NPs hold the potential to transform the patient experience and offer access to excellent, patient-centred care” ( Stahlke et al., p. 492 ).

Figure 16.1.1 Celebration of the Birth of the Saskatchewan Association of Nurse Practitioners

Focusing on Quality Improvement: Management systems changes

Saskatchewan has been engaged in a transformational approach to management systems through a method of provincial strategy-setting “to set priorities, determine goals for the system, establish plans to achieve the agreed-upon goals locally and provincially, and measure progress toward these goals” ( Health Quality Council, 2010). These changes have lead to an increased inclusion of nurses in decision making at various levels. As of 2013, all management staff in Saskatchewan received training on the Lean management system, a quality assurance approach. The training contained a consistent management approach for all leaders and managers in the province with standard processes that cascade up and down the management hierarchy. This approach and increased transparency of organizational direction required managers and leaders to develop and sharpen their communication skills, along with their skills for engaging staff and leading change initiatives. A greater emphasis on performance measurement also required managers and leaders to develop new skills for data collection to monitor various aspects of their unit’s performance, to learn how to display data on charts and graphs, and to use this information to tell a story about how the care aligns with and contributes to the overall provincial strategic directions. Inherent in this approach are concrete activities such as visibility walls, daily huddles at all levels of the organizations, and quarterly and annual reviews. As leaders of these activities, nurse managers and local unit leaders are required to engage staff on a daily basis as they communicate overall direction to their staff and work to build engagement in outcomes. These new processes are highly inclusive of all members of the health care team including patients and families.

Overall Impact on Leadership Styles

Chapter 1 of this textbook described various leadership styles. Strengths-based nursing leadership “redirects the focus from deficits, problems and weaknesses to use strengths that include assets and resources to manage problems and overcome and contain weaknesses” ( Gottlieb, Gottlieb , & Shamian, 2012 , p. 1 ). This style is also seen to support an environment of intra-professional teams and is a perspective that places the person and family at the centre of care.

Essential Learning Activity 16.1.1

For additional local information on the role and scope of nursing practice, consult the Saskatchewan Registered Nurses’ Association webpage on Nursing Practice Resources .

From the Field

Be able to clearly articulate what the transformed organization will look like to staff by providing concrete information on what you know as a manager, and what you don’t know, and regularly getting up-to-date, reliable information during the change.

Increase communication frequency and methods with staff during transformative change, using a variety of methods and communicating the same message a minimum of seven times.

16.2 Managing Turbulent Times and Responding to Competing Priorities

Chapter 1 of this textbook outlined the necessity for nurse leaders and scholars to study and understand the principles of a complex adaptive system ( Pangman & Pangman, 2010 ). Adding to these principles, nurse leaders need to be knowledgeable and responsive to environmental factors and changes affecting or creating turbulence within their local health care realms.

Turbulence Explained

T urbulence can be viewed as any upheaval or change (sudden or gradual) from normal. In health care, it relates to sudden or continuous times of uncertainty, or irregularities in resources, changing budgets, or adjusted strategic priorities. It involves issues impacted by changing political or administrative leadership, policy, or funding models, and by the evolution of care delivery methods, a refocusing on safety or risk issues, the introduction of new technologies or treatments, or staff attrition and adjustments in a facility. For nurse managers and leaders, it can result in competing priorities and complex decision-making processes.

In health care settings, it may be easiest for the nurse leader to consider turbulence as occurring on two separate levels: (1) broader changes at the high levels (i.e., national policy change or impact; national or provincial demographics or statistics); and (2) focused change at the more grassroots levels (i.e., regional, hospital, or unit). A change at the higher levels inevitably (and eventually) affects the grassroots levels over time.

Turbulence often intersects at the broad (federal) and local (regional) levels of health care. Both levels can have significant direct and indirect impact on local care and decision making for nurse leaders, even if at first glance they appear not to be relevant. Based on need and the span of control, nurse managers may find themselves having to respond promptly by making staffing adjustments, training staff on new skills, purchasing new equipment, decommissioning old or outdated treatments or equipment, re-directing program priorities, changing budget priorities, or even introducing new programs to ensure safety and quality. Decisions during turbulent times need to be thoughtfully and carefully made in a timely way, using the best available research, local data, and consultative sources.

Vigilance about relevant turbulence and knowing who to consult for accurate information and data will assist the nurse leader in being well informed and to anticipate turbulence before it occurs unexpectedly and leads to unanticipated results. Proactive responsiveness will support the development of trust and collaboration with colleagues and staff and ensure seamless transitions of care for clients.

Proactive Responsiveness: Being Well Informed

Being caught off-guard by unexpected turbulence requiring immediate change or a quick decision is never ideal for nurse managers or leaders. Whenever possible, they prefer to avoid having to react quickly and fix a local issue without thoughtful consideration. In order to move from reactive to proactive, nurse leaders and managers should understand both high-level and grassroots issues affecting their local health care environments.

This requires the nurse leader or manager to be well informed and know where to find the best resources. Table 16.2.1 provides credible information on emerging priorities and resources.

Domino Effects of Change

The mere introduction of a single new medical treatment, innovation, or health technology (e.g., device) into one department in a health care system can resonate and spread to other departments within that system rapidly. Hospital services that may be affected (directly or indirectly) include housekeeping, information technology/information management, health records, diagnostic imaging, laundry services, and other clinical departments. Unexpected costs, costly software updates, additional staffing, or process or protocol changes may be required to keep up with what is required from a new treatment introduction. For these reasons, it is critical for ongoing, open communication with other departments to occur in advance of any new changes.

A final turbulent adjustment for many health care systems and managers is the shift away from the focus on disease or illness and toward wellness and preventive strategies ( PHAC, 2016 ). Health care leaders encourage funding models that support preventive programs and services, including screening programs. With limited budgets, managing this shift toward preventive approaches can be costly and must be balanced with urgent acute and long-term care service needs for all clients in the health system ( CNA, 2012 ).

• Know and use appropriate and credible online sources to verify facts, statistics, and data.
• Keep abreast of changing demographics both locally and nationally to anticipate change and need for modifications to service.
• Pay attention to local government priorities for funding to support local program development and respond to shifting priorities (e.g., preventive services).
• Communicate planned changes and new ideas effectively to others to ensure you have collaboration and support to move your new ideas forward. Consult with experts and others who may be affected (directly or indirectly) with planned innovations or changes.
• Refer to the SRNA’s “ Standards and Foundation Competencies for the Practice of Registered Nurses .”

Essential Learning Activity 16.2.1

1. Imagine you are a nurse manager tasked with purchasing a new large piece of equipment for your department. Physicians and nurses from your unit just heard about it at a trade show in England. They would like you to purchase it as soon as possible to try out with patients here in Saskatchewan.

Review “ 13 Considerations for Making an Evidence-Informed Decision ” on the Canadian Agency for Drugs and Technologies in Health website and consider which factors may be most important for you to assess prior to making a decision.

2. What thoughts do you have about the health of seniors in your community and growing old (in general)?

Make a brief list of what you believe about their seniors’ health, then read the Myths associated with an aging population section of “The Chief Public Health Officer’s Report on the State of Public Health in Canada 2014—Public Health in the Future” on the Public Health Agency of Canada website. How did you compare?

16.3 Business Acumen and Tangible Skills

Traditionally, the head nurse position within a hospital unit was primarily concerned with managing clinical issues and coordination of care with appropriate staff. These roles are changing rapidly as health care and leadership roles are evolving in nursing. Now more than ever, nurse managers may or may not require clinical expertise to fulfill their duties. Instead, they require practical business skills, tools, and tactics for comprehensively managing departments and ensuring personal career success.

To be successful change agents, managers, and leaders must strive to acquire and use business skills and develop acumen , the ability to make good judgements in an efficient and well-informed way.

Business Skills and Tactics

Table 16.3.1 highlights specific practical business skills and tactics now required for formal nurse leaders and managers to fulfill their roles effectively. Where appropriate, additional online resources and links have been included for further study.

Communication at work must reflect an appropriate business writing style befitting professional practice environments. Table 16.3.2 outlines some of the considerations relevant to various methods of communication.

• Educate yourself on necessary business acumen.
• Educate yourself and plan ahead, even if the future is unpredictable.
• What you do with your budget impacts others. Coordinate and share your budget plans with other similar departments that could be affected by plans you have for change, quality improvement, and enhancement in services and care.
• Focus on patient outcomes. For example, “If I make X change in care in my unit, it will result in a better care experience for the patient and shorter hospitalization times.”

16.4 Patient and Family Collaboration for Care Delivery

As health systems have moved from a disease-oriented approach toward a model focused more on health prevention, promotion, and wellness, so too has the philosophical foundation of how patients and families are engaged in care. Traditionally, patient and family involvement in care was more visible and more accepted by health care providers in specific clinical areas such as pediatrics, obstetrics, oncology, and palliative care. Now this expectation from consumers is being extended to all sectors of the care continuum. A key transformational shift in the health care landscape over the past two decades has been a focus on the concept of patient – and family – centred care (PFCC) also known as person – centred care (according to the Canadian Partnership Against Cancer), or client – and family – centred care (CFCC) (by Accreditation Canada). These definitions are now widely used to define the inclusiveness and collaboration with patients and families in determining their care and outcomes at all touch points of the care continuum. For purposes of this section of this chapter, the terms patient , client , and resident will be used interchangeably.

Definitions

The Institute of Patient- and Family-Centered Care ( IPFCC, 2017 ) defines PFCC as “an approach to the planning, delivery, and evaluation of health care that is grounded in mutually beneficial partnerships among health care providers, patients, and families.” The four key concepts espoused by the IPFCC and followed within Canada and Saskatchewan are:

Dignity and respect. Health care practitioners listen to and honor patient and family perspectives and choices. Patient and family knowledge, values, beliefs, and cultural backgrounds are incorporated into the planning and delivery of care.

Information sharing. Health care practitioners communicate and share complete and unbiased information with patients and families in ways that are affirming and useful. Patients and families receive timely, complete, and accurate information to effectively participate in decision making.

Participation. Patients and families are encouraged and supported in participating in care and decision making at the level they choose.

Collaboration. Patients, families, health care practitioners, and health care leaders collaborate in policy and program development, implementation, and evaluation, in research, in facility design, and in professional education, as well as in the delivery of care.

Essential Learning Activity 16.4.1

For a historical perspective on the evolution of PFCC, see “ Partnering with Patients and Families To Design a Patient- and Family-Centered Health Care System: A Roadmap for the Future ,” published by the IPFCC.

The IPFCC’s definition is aligned with that of Accreditation Canada , which defines client and family centred care (CFCC) as “an approach that fosters respectful, compassionate, culturally appropriate, and competent care that responds to the needs, values, beliefs, and preferences of clients and their family members” ( 2015 ). In CFCC, the word client also means patients and residents. At the heart of PFCC is the concept of working “with” the patient instead of doing “to” or “for.” This key concept puts the client and family at the centre of the care as opposed to a model where the provider’s perspective is dominant, so the health care provider and the client have a true partnership.

Putting Patients First

In 2009, Saskatchewan released its “ Patient First Report,” which started Saskatchewan on a focused transformational journey to embed PFCC/CFCC into the culture of health care in the province. The key recommendation from this report stated:

That the health system make patient- and family-centred care the foundation principal aim of the Saskatchewan health system, through a broad policy framework to be adopted system wide. Developed in collaboration with patients, families, providers and health system leaders, this policy framework should serve as an overarching guide for health care organizations, professional groups and others to make the Patient First philosophy a reality in all workplaces. ( Saskatchewan Health, 2009 , p. 8 )

Saskatchewan is now actively engaged in strategic efforts to advance patient- and family-centred care in this province and has set targets and measures to achieve this culture change.

Essential Learning Activity 16.4.2

For more information on specific targets and goals of quality health work in Saskatchewan health care, please review the following websites and documents:

The Saskatchewan Patient- and Family-Centred Care Guiding Coalition’s newsletter (Fall 2016), Putting Patients First .

Saskatchewan Health Quality Council’s report , “ Shared decision making: Helping the system and patients make quality health care decisions .”

Changing Effects of Patient- and Family-Centred Care

This new collaborative approach to care delivery has a major impact on how health care providers engage with patients and families in our system, and the subsequent involvement and influence of the nurse manager or leader. One specific area that managers and leaders must pay attention to is related to the changing expectations of clients and their family members who have increased access to information through technology. This includes expectations for information flow between care providers and increased expectations around shared decision making and meaningful engagement. One of the key tenets of PFCC is “every patient, every time.” This culture change involves all levels of health care providers from care providers to support service staff.

Essential Learning Activity 16.4.3

For more information on the changing effects of patient- and family-centered care, see the patient engagement resource hub on the website of the Canadian Foundation for Healthcare Improvement.

Review the following websites and consider how their information impacts local management environments:

Institute for Patient- and Family-Centred Care, Free Downloads—Reports/Roadmaps

For more information on innovations in advancing patient- and family-centered care in hospitals, see the Agency for Healthcare Research and Quality’s web page Advancing the Practice of Patient- and Family-Centered Care in Hospitals .

• Gain increased knowledge in PFCC as a sound foundation for a leadership role.
• Increase knowledge on specific examples of successful ways that patients and families have collaborated for their care, and work with patients and families to implement change in your work area (e.g., including patients and families during hospital rounds, changing meal times in long-term care to accommodate resident preferences).
• Enhance communication skills for collaboration and engagement with patients and families as individuals and in groups, such as patient councils. Learn the difference in stakeholder roles, in terms of which are input and consultation and which are decision making, and be able to articulate this to patients and family members.
• Develop communication skills to engage patients and families in participating in and improving care. See examples outlined in the Registered Nurses’ Association of Ontario’s clinical best practice guidelines (2015) for person- and family-centred care.
• Develop skills in coaching and mentoring diverse groups of staff, patients, and family members. Develop skill in conflict resolution for helping staff handle challenging patient or family issues.
• Be alert to current issues that will impact an increased emphasis on patient and family engagement in care, such as medical assistance in dying and advanced care directives.
• Learn how to educate and direct patients and families to credible resources, particularly on the internet.
• Learn communication processes for appropriate disclosure of errors in an effective manner and include patients as part of quality improvement.
• Ensure that you and your staff understand how to maintain patient privacy and confidentiality with increased family involvement.
• Sharpen skills in measuring patient experience. For example, develop mechanisms to hear routine feedback from patients and families and use this to improve care.

16.5 Managing Stress and Self-Care Practices

Today’s nurse manager roles are diverse and constantly changing. Multiple priorities and complex pressures affect nearly every aspect of a manager’s day-to-day activities. Urgent and non-urgent considerations often intersect and can negatively impact the time and resources available for efficient, optimal decision making. In some instances, ambiguity and missing data can complicate decision-making processes. Priorities are sometimes set and then re-adjusted based on time-sensitive data, higher-level turbulent issues, or patient care management needs. Leading and managing in this environment is the new health care norm.

Within this chaos and non-stop change, it is critical for the nurse manager or leader to keep top of mind their primary leadership responsibility to organizations and their staff and to ensure proactive and positive oversight and safe, appropriate quality care for patients. Managers need to expect and anticipate change and be able to communicate effectively and collaborate easily with others to move health care forward. The use of complexity theory to explain and provide a framework for the ever-changing environmental priorities was discussed in Chapters 1 and 3.

There is no one best way to manage change in an organization. Pragmatic and logical thinking must be at the forefront of every consideration. Proactively supporting and promoting change is both a demanding and fatiguing task. Without careful consideration of internal strengths, self-awareness, and resilience coping mechanisms, it is easy for nurse leaders to experience negative impacts on their lives and behaviours. Sometimes the deleterious effects such as fatigue may not be realized, but may eventually lead to burnout , which may be displayed as emotional exhaustion, cynicism, and personal inefficacy ( Laschinger & Fida, 2014 ).

Now more than ever, self-care is essential for managers and leaders as a proactive and continuing activity. Self-care always begins with strategic awareness of strengths, skills, and abilities that you as a manager or leader possess. It has been said that the best leaders do not rely on their positional power, but rather focus on their best attributes and assets to enhance and succeed at their roles ( Rath & Conchie, 2009 ). Similarly, Gottlieb et al .  ( 2012) discussed strengths-based leadership as a multifaceted concept involving the development of not just tangible knowledge and skills but also of an un-anxious mindset that allows individuals to utilize their best developed strengths for problem management, while focusing on development of weaker skills over time. Their theory of strengths-based leadership extends beyond self-assessment to further recognize strengths in others on a team and among those we collaborate with. Additionally, evidence related to how you as a leader think and view the world also impacts your actions and behaviours. Mindfulness and mindset of the manager are critical in navigating this complexity, as discussed in previous chapters.

Connecting to a leadership framework assists in focusing the personal growth of managers. Closely tied to the work of Rath and Conchie (2009 ) is the management framework of LEADS in a Caring Environment, now supported and endorsed by the Canadian College of Health Leaders. LEADS correlates to: L eading self, E ngaging others, A chieving results, D eveloping coalitions, and transforming S ystems.

Leading self as the first step in the LEADS framework highlights how essential it is for a manager or leader to consciously embark on a personal journey of self-awareness, introspection, and recognition of their skills, intuitive character strengths, and expertise. It is not an expectation for managers or leaders to be good at everything, but a strategic plan for self-care and personal journey development can begin if they are first aware of their strengths as well as weaker areas to work on.

• Consult and complete the leadership and management competency assessment tools from the following two documents to recognize areas of management or leadership strengths, as well as those that may need attention: SRNA’s Standards and Foundation Competencies for the Practice of Registered Nurses and CNA’s Canadian Nurse Practitioner Core Competency Framework .
• Consider approaches to using emotional intelligence for decision making and for engaging others effectively ( Bradberry & Greaves, 2009 ), and consider your strengths as part of your strengths-based leadership approach ( Gottleib et al., 2012 ).
• Use the results of competency assessment tools to help you set goals for career and professional development learning. Stick to these goals and evaluate them regularly ( Echevarria, Patterson, & Krouse, 201 7 ).
• Be aware of physical and mental cues from your body that you may be becoming overwhelmed or need a “time-out” from complex and fast-paced environments. Negotiating for time to ponder and strategically consider options almost always leads to more successful decision making.
• Take care of your personal health by practising healthy lifestyle habits; specifically, pay attention to adequate sleep, healthy eating, exercise, and stress management activities.
• Identify a mentor—someone in a similar or higher management or leadership position who you look up to and aspire to emulate. Consult with your mentor and coordinate a relationship for feedback, advice, and support to guide your personal growth as a manager or leader over time.
• Practise good time management and resource management skills to support efficiencies and streamlined processes. Self-motivation skills and cues are important to ensure you keep on task and that you meet deadlines for reports or commitments.
• Schedule protected time in your work schedule to periodically review your strengths and approaches. Think outside the box in terms of creativity and ways to enhance your personal growth.

16.6 International Nursing Leadership

This chapter has explored critical emerging leadership issues in nursing with a focus on the Canadian, and specifically the Saskatchewan, context. Now it is time to look at nursing around the world. In the following activity, spend time with Dr. Judith Shamian, President of the International Council of Nurses (2013–2017), as she discusses global health and nursing as part of the Global Leadership Series hosted by the Sick Kids Centre for Global Child Health.

Essential Learning Activity 16.6.1

Watch this video “ Sustainable Development Goals: Global Health and Nursing ” (56:10), which is part of the Global Leadership Series hosted by the Centre for Global Child Health. In this video, Dr. Judith Shamian discusses global nursing and sustainable development goals. Then answer the following questions:

• How is the Canadian Nurses Association (CNA) linked to the International Council of Nurses (ICN)?
• Why does Dr. Shamian state that money spent on health care workers is an investment?
• What are the three “buzzwords” that Dr. Shamian mentions?
• Identify the sustainable development goals (SDGs) for the world.
• How can you, as a nurse leader, work to assist citizens of the world to achieve these goals?

16.7 Foundational Elements of Professional Role Transition for New Nurses

There are foundational intersecting elements that feed into the new graduate nurse’s (NGN) initial experience in the workplace: (1) stability, (2) predictability, (3) familiarity, (4) consistency, and (5) success (Duchscher, 2012). When all is in order, these elements put us in the driver’s seat of our own experience.

Figure 16.7.1 Quality Workplace Factors for New Nursing Graduates

Stability refers to how steady the circumstances and situation are for you during your transition experience; essentially, stability refers to that which is unlikely to change or deteriorate. Stability is a fundamental feature of homeostasis , which even from a purely bio-physiologic perspective is something all humans seek. When you think about optimizing stability remember to think personally as well as professionally. Try to consider work that provides you with clinical situations that are stable, in a context that doesn’t constantly change. For this reason, floating (or being on a team that goes from unit to unit on a daily basis) does not provide for stability of patient population. Further to this, contexts where a patient’s clinical presentation is highly dynamic, or whose level of illness is such that there is a near certain likelihood of instability or decompensation (i.e., emergency or critical care), are precarious for the NGNs growing knowledge base. The immature pattern recognition capacity of the new practitioner renders the NGNs response to this kind of clinical volatility challenging. Finally, if you feel like your home life is unstable (i.e., things feel chaotic or stressful at home), the stability of your workplace is even more important. The reverse is also true: a stable home life is critical if you lack stability in the workplace.

Predictability for NGNs relates to their ability to know: (1) WHAT they will do (e.g., What level of performance is expected of me now that I am a graduate nurse? What do I need to do in this role? Am I comfortable enough with those in charge to tell them when I am in over my head?); (2) WHERE they will do it (Where am I working? Am I going to the same workplace every shift or floating to multiple units? If I have to start as a casual employee, how can I get enough hours without exposing myself to too many unfamiliar workplaces?); (3) WHEN they will do it (Am I working 8-hour or 12-hour shifts? What is the rotation? When X happens [a code, a death, a distraught patient, a diagnosis of a sexually transmitted infection, a suicide in the community], how do I respond?); (4) WHO will they do it with (Who will I be working with? Who do I go to if I have questions? Who can fire me? Who can I trust?); and (5) HOW they will do it (What are the differences between what I did as a student and what is expected of me now as a graduate nurse? What will I do if I come up against something I have never done before? Are things done differently here relative to where I practised as a student?).

Familiarity speaks to the saying, “I’ve seen this before,” and perhaps even “…and I know what to do about it.” If you were privileged to be employed as a senior student or spend your final practicum (or capstone or consolidated learning experience) on the unit or in the practice context where you intend to work as a graduate nurse, the lack of familiarity may not contribute as much to your transition stress. Even knowing where to get what you need to do your work is a relief of transition stress (e.g., where the STD kits are in the clinic or where the special bags of N/S with 20meqK+/L are located on the unit).

Knowing who’s who in the practice area is very helpful. While many NGNs experience phenomenal collegiality with their senior counterparts, there are equal numbers who are quickly introduced to, or warned about, those individuals to avoid because they “eat their young.” A new workplace is a bit like a minefield—you obviously need to keep moving but no one tells you where the mines are planted (sometimes even they don’t know) and not all mines have obvious triggers that you can see before they explode. It is in the area of familiarity that nursing residency/internship programs (also sometimes called a graduate nurse program or a transition facilitation program) or less formal sup e rnumerary staffing arrangements have significant impact on a transition experience. Supernumerary staffing means that you work with patients and your colleagues without being given an actual assignment. The advantage of this is that you can move around your new environment, taking advantage of various learning experiences, getting to know your colleagues and the patient demographic without the stress of predetermined workload expectations. Mentorship or preceptorship programs constitute another approach to familiarizing you with your roles and responsibilities as a new nurse. The concept of mentor usually encompasses a longer-term, more personally professional relationship between a novice and experienced nurse. Conversely, the role of preceptor is often associated with the transferring of skill knowledge and therefore is often used in the context of a pairing between a nursing student and a senior nursing guide. Having said that, preceptors can also be expert clinical nurses who are buddied with a new nurse for the purposes of teaching them about the roles, routines, and responsibilities related to their new workplace. Along those lines, it is thought that we can be assigned a preceptor, but that a mentor is someone we choose, as this relationship requires a more personal connection between mentor and mentee.

Consistency is the experience of being exposed to a similarly presenting event, situation, concept, or idea, which affords you a level of familiarity and predictability. From a purely logical perspective, consistency is defined as that which does not contain contradictions. Here are some of the inconsistencies to watch for as you enter professional practice:

• The practice environment is more often than not constructed to ensure efficiency and productivity over effectiveness and quality.
• Health care institutions must function within budgets that are influenced by many competing sociopolitical and economic factors. This means that there will often be tension between the ethics-based, value-driven motivations of health care providers and the fiscal and human resource limitations of the health care system.
• When you graduate from an educational program that encourages independent critical thinking, it is a bit disconcerting to find yourself relatively dependent on the experienced nurses around you. You may feel a sense that you should be independent—you think others are expecting you to perform independently and this is what you often expect of yourself. Confusion reigns when you quickly come to realize that so much of what you are doing and seeing is new. The inconsistency is between what you think people expect of you, what you expected of yourself as a student, and the recognition of your own limitations as a new practitioner.

When experiencing inconsistencies, remember to stay grounded in the fundamental objectives of a NGN:

• Gain a sense of the roles and responsibilities of a graduate nurse.
• Create a workload organizational system that works for you.
• Learn how to manage your time within a gradually increased workload complexity.
• Learn the routines of your workplace.
• See and experience a variety of “normal” and “abnormal” situations under controlled conditions.
• Debrief with a trusted experienced colleague, nursing educator, or mentor about clinical situations to gain a depth of understanding of clinical patterns and the relationships between those patterns and the judgements that arise out of them.
• Gain confidence in performing the fundamental skills required of a nurse in the setting where you work. (The skills of an expert nurse are not simply tasks, but a complex and layered portfolio of roles and responsibilities enacted in an infinitely varied set of sequences and combinations and under dynamic, fluid and often intense and risk-laden conditions.)
• Assess patients of increasing complexity at varying levels of stability.
• Learn how to work on a team—and learn about your team.
• Get to know the dynamics of your workplace. What is “nursing” to your colleagues and how is nursing valued within your institution and community?
• Pursue a balance between your personal life and professional life.
• Learn who you are (again) now that you are not consumed by studying and academic deadlines.
• Have fun again!

Essential Learning Activity 16.7.1

Watch the video “ Duchscher’s New Graduate Nurse Transition Stages ” (19:53) by Dr. Judy Boychuk Duchscher who discusses new graduate nurse transition stages. Refer also to the following Figures 16.7.2 and 16.7.3.  More information on new graduate nurse transition can be found on the Nursing the Future website. Answer the following questions:

• Describe the stages of transition. What recommendations does Dr. Duchscher give for each stage?
• Where do the majority of new nurses usually find employment? Why?
• What is flow? Give an example of flow.
• What is the difference between accommodating and adjusting?

Figure 16.7.2 Transition Stages Model

Figure 16.7. 3 Transition Shock Model Enlarge image: Dec10 Transition Shock Model

Given the multiple challenges and uncertainty now and into the future, it is imperative for nurse managers and leaders to continue to enhance their leadership effectiveness. Carroll (2006) describes several effective ways to become a nurse leader, regardless of your current training or position. Among these, the following relate directly to nursing management and the journey toward career success:

• Make a commitment to lifelong learning through a self-development plan.
• Find your passion and begin to build and develop your strengths in this area.
• Get involved in the nursing community and keep abreast of changing issues affecting nursing.
• Understand your personal leadership style and how it impacts your work.

After completing this chapter, you should now be able to:

• Propose the importance of the manager or leader’s personal journey planning for fruitful and fulfilling career development and professional growth.

Figure 16.7.4 Letter from Katherine McKenzie Ross to All New Nursing Graduates

• Select a manager you know from one of your clinical sites. Interview this manager to gain insights into the nursing management. Consider asking the following questions: Why did you become a manager? How would you describe your management style? What turbulent changes have you seen in the health system in the past two to five years? How have you adapted to this changing management landscape?
• What are the key findings of the “ Optimizing and Integrating Patient-Centred Care ” 2016 report? How do you think these findings will impact managers and leaders in Saskatchewan?
• What are three key considerations for nurse managers when assisting with the implementation of an electronic health records system in a nursing unit?
• Review the current age of the patient population in a clinical setting you are or have been in. What are the key health challenges that each age group faces and how are they reflected in your chosen setting? What are you going to do to maximize this engagement in care for this patient group?
• Assess the current activities underway in each of your clinical settings to promote PFCC.
• Consider the rapidly changing and emerging uses of wireless devices and the internet in everyday patient care. Do you think that wireless applications in health care settings improve the efficiency of care delivery systems? Why or why not? How could we measure return-on-investment for these wireless delivery systems over the long term?
• Reflect on your own career path in nursing. What content in this chapter will be useful to you regardless of the type of leader you become in nursing (e.g., bedside, unit leader, manager, director)?
• Looking back to the Global Leadership Series video by Dr. Shamian, how will you find a “spot at the table”? What is your ten-year plan?

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Leadership and Influencing Change in Nursing Copyright © 2018 by Brendalynn Ens; Susan Bazylewski; and Judy Boychuk Duchscher is licensed under a Creative Commons Attribution 4.0 International License , except where otherwise noted.

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100+ Nursing Essay Topics

Table of Contents

What is a Nursing Essay?

A nursing essay is a piece of academic writing that explores specific topics related to nursing, patient care, healthcare, or any other relevant subject. These essays serve a dual purpose: to enhance the writer’s knowledge about the topic and to provide insights into current nursing practices and challenges. Such essays require thorough research, critical thinking, and a deep understanding of both theoretical concepts and practical implications.

Read more: How to Write a Good Nursing Essay

A Quick Guide on How to Choose a Nursing Essay Topic

Selecting the right topic for your nursing essay is crucial for its success. Here’s a brief guide to help you:

• Interest & Passion : Choose a topic you’re passionate about. Your enthusiasm will reflect in your writing.
• Relevance : Ensure the topic is relevant to current healthcare trends, challenges, or the specific course you’re pursuing.
• Scope for Research : A good essay is backed by solid research. Ensure there’s enough information available on your chosen topic.
• Practical Implications : Ideally, select a topic that has real-world significance in the nursing field. This adds depth to your essay.

Engaging Nursing Essay Topics Lists

Patient care & interaction.

• The importance of patient-nurse communication.
• Ethical dilemmas faced by nurses in patient care.
• The role of empathy in nursing practice.

Technological Advancements in Nursing

• The impact of telehealth on nursing practices.
• Integrating artificial intelligence in nursing.
• Wearable technology and its influence on patient care.

Healthcare Policies & Nursing

• Analyzing the effects of healthcare reforms on nursing practices.
• The role of nursing in shaping healthcare policies.
• Addressing understaffing issues in nursing.

Nursing Education & Training

• The significance of continuous learning in nursing.
• Challenges faced by nursing students and possible solutions.
• The future of nursing education: A blended learning approach?

Mental Health & Nursing

• The role of nurses in addressing mental health issues.
• Coping strategies for nurses dealing with job-related stress.
• Integrating mental health training in nursing curriculum.

Global Health & Nursing

• Nursing practices in the face of global health crises.
• Cross-cultural nursing: Challenges and opportunities.
• The role of nurses in global health campaigns.

Specialized Nursing Fields

• Pediatric nursing: Challenges and rewards.
• The evolving role of surgical nurses.
• Oncology nursing: Providing care and comfort.

Nursing Leadership & Management

• The importance of leadership skills in nursing.
• Strategies for effective nursing team management.
• The role of nurses in hospital administration.

Patient Care Dynamics

• The transformation of patient-nurse relationships over the decades.
• Bridging the gap: Overcoming language barriers in patient care.
• How do cultural differences influence patient-nurse interactions?

Innovations in Nursing

• The role of virtual reality in patient rehabilitation.
• Impacts of electronic health records on nursing efficiency.
• The growing importance of mobile health apps in nursing practices.

Pediatric & Neonatal Care

• The unique challenges of neonatal nursing.
• Pediatric pain management: Best practices and challenges.
• Psychological support for children with chronic diseases.

Nursing & Chronic Illness

• Managing long-term care for Alzheimer’s patients.
• The nurse’s role in diabetes education and management.
• Strategies for handling patients with cardiovascular diseases.

Elderly Care & Geriatric Nursing

• Best practices for handling age-related mental health issues.
• The challenges of geriatric nursing in a rapidly aging society.
• Ethical considerations in end-of-life care.

Mental Health Nursing

• Approaches to handling patients with depression.
• Nursing practices for managing schizophrenia.
• Addressing substance abuse: The role of the nurse.

Community & Public Health Nursing

• The role of community nurses in health education campaigns.
• Addressing health disparities through community nursing.
• Nursing strategies for infectious disease control in communities.

Critical Care & Emergency Nursing

• Best practices in trauma care: A nursing perspective.
• The psychological impact of emergency nursing.
• Strategies for efficient triage in emergency departments.

Nursing Ethics & Professionalism

• Navigating the complex world of medical ethics in nursing.
• Balancing patient autonomy with medical advisement.
• Confidentiality concerns in the digital age.

Oncology & Palliative Care

• The evolving role of nurses in cancer care.
• Palliative care strategies for terminal illnesses.
• Psychological support strategies for cancer patients and their families.

Midwifery & Women’s Health

• The changing landscape of midwifery practices.
• Addressing women’s reproductive health: The role of nurses.
• Best practices in prenatal and postnatal nursing care.

Orthopedic & Surgical Nursing

• Preoperative and postoperative nursing strategies.
• Challenges in orthopedic nursing: From rehabilitation to chronic pain management.
• Innovations in surgical nursing and their impacts.

Nursing Research & Evidence-Based Practice

• The significance of evidence-based practices in modern nursing.
• Challenges and solutions in nursing research methodologies.
• The future of data-driven practices in nursing.

Holistic Nursing Practices

• Integrating alternative medicine into mainstream nursing care.
• The significance of spirituality in nursing.
• Benefits and challenges of holistic nursing in modern healthcare.

Nursing & Technology

• The impact of telemedicine on nursing practices.
• Using augmented reality for patient education.
• The pros and cons of robotic assistance in nursing care.

Occupational Health Nursing

• The role of nurses in promoting workplace wellness.
• Addressing mental health issues in corporate settings.
• Strategies for handling work-related injuries and illnesses.

Nursing Leadership & Advocacy

• Enhancing leadership skills among nurse practitioners.
• The role of nurses in healthcare policy advocacy.
• Strategies for promoting inter-professional collaboration in healthcare settings.

Nursing in Pandemics & Epidemics

• Lessons from the COVID-19 pandemic for nursing professionals.
• The role of nurses in epidemic preparedness and response.
• Strategies for mental health support for nurses during health crises.

Forensic Nursing & Legal Implications

• The expanding field of forensic nursing: Roles and responsibilities.
• Legal and ethical challenges in forensic nursing.
• Collaborative practices between nurses and law enforcement agencies.

Nursing Education & Curriculum Development

• Incorporating digital literacy into nursing curriculum.
• The benefits of simulation-based learning in nursing education.
• Addressing the gap between academic learning and practical training in nursing schools.

Public Perception & Nursing Image

• Overcoming stereotypes associated with the nursing profession.
• The impact of media representation on public perception of nurses.
• Promoting nursing as a gender-inclusive profession.

Rural Health & Nursing

• Challenges and rewards of nursing in rural communities.
• Strategies to improve healthcare accessibility in remote areas.
• Bridging the technology gap in rural healthcare settings.

Nursing Burnout & Well-being

• Identifying early signs of burnout among nursing professionals.
• Strategies for promoting mental well-being among nurses.
• The importance of work-life balance in the nursing profession.

Environmental Health & Nursing

• The nurse’s role in addressing environmental health issues.
• Impacts of climate change on healthcare and nursing practices.
• Strategies for nursing care during natural disasters.

Global Health & Travel Nursing

• Adapting nursing practices for different cultural contexts.
• The challenges and rewards of travel nursing.
• The role of nurses in global health diplomacy.

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Useful References

• American Nurses Association
• National League for Nursing
• World Health Organization – Nursing and Midwifery
• Journal of Advanced Nursing

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The Impact of Transformational Leadership in the Nursing Work Environment and Patients’ Outcomes: A Systematic Review

Line miray kazin ystaas.

1 Department of Health Sciences, School of Life and Health Sciences, University of Nicosia, Nicosia 1700, Cyprus

Monica Nikitara

Savoula ghobrial, evangelos latzourakis, giannis polychronis, costas s. constantinou.

2 Department of Basic and Clinical Sciences, Medical School, University of Nicosia, Nicosia 1700, Cyprus

Associated Data

The articles’ data supporting this systematic review are from previously reported studies and datasets, which have been cited. The processed data are available in Table 2 and in the reference list. Further information can be requested from the corresponding author.

Background: With the increasingly demanding healthcare environment, patient safety issues are only becoming more complex. This urges nursing leaders to adapt and master effective leadership; particularly, transformational leadership (TFL) is shown to scientifically be the most successfully recognized leadership style in healthcare, focusing on relationship building while putting followers in power and emphasizing values and vision. Aim: To examine how transformational leadership affects nurses’ job environment and nursing care provided to the patients and patients’ outcomes. Design: A systematic literature review was conducted. From 71 reviewed, 23 studies were included (studies included questionnaire surveys and one interview, extracting barriers and facilitators, and analyzing using qualitative synthesis). Result: TFL indirectly and directly positively affects nurses’ work environment through mediators, including structural empowerment, organizational commitment, and job satisfaction. Nurses perceived that managers’ TFL behavior did not attain excellence in any of the included organizations, highlighting the necessity for additional leadership training to enhance the patient safety culture related to the non-reporting of errors and to mitigate the blame culture within the nursing environment. Conclusion: Bringing more focus to leadership education in nursing can make future nursing leaders more effective, which will cultivate efficient teamwork, a quality nursing work environment, and, ultimately, safe and efficient patient outcomes. This study was not registered.

1. Introduction

Patient harm caused by errors in healthcare is the leading origin of morbidity and mortality internationally [ 1 ]. Researchers are linking adverse patient safety outcomes to a lack of effective leadership, while relational leadership styles, like transformational leadership, continue to be associated with reduced adverse patient outcomes [ 2 , 3 ]. Nursing is dynamic and requires inspiring and engaging leaders and role models. However, the development of nurse leaders is challenging for the nursing profession.

Currently, nurses face a burnout epidemic rooted mainly in the work environment influenced by excessive workloads and a lack of organizational support and leadership [ 4 ]. Maben et al. (2022) reported that nurses globally face a heightened vulnerability to mental health issues and suicide, surpassing other occupational groups, while the COVID-19 pandemic has exacerbated the existing challenges in their work environment, further intensifying the already demanding conditions [ 5 ]. The engagement in emotional labor within the nursing profession exposes practitioners to a notable susceptibility to experiencing burnout, moral distress, and compassion fatigue. Prior to the onset of the pandemic, the international cadre of nurses was already confronting considerable hurdles, encompassing prolonged duty durations, rotation schedules, inadequate staffing, and periodically arduous situations [ 5 , 6 , 7 ]. Throughout the pandemic, nurses encountered a range of stress-inducing factors, including managing heightened public expectations and pressure, adapting to new work responsibilities, facing elevated mortality rates, dealing with the infectious nature of COVID-19, experiencing psychosocial stress, confronting the scarcity of personal protective equipment, handling demanding job requirements, and contending with inadequate psychological support [ 8 ]. At the same time, scholars have found poor working conditions for nurses and inadequate staffing to predict adverse patient outcomes based on the low-quality nursing job atmosphere and the absence of appropriate leadership styles [ 9 , 10 ].

Safety issues in care, such as adverse events, medication errors, falls, and surgery mistakes, have plagued healthcare systems internationally for decades. Several investigations have acknowledged healthcare environments as high-risk with a lack of safety culture, causing long-delayed discharge, disability, or even death [ 2 , 11 ]. Inherently, the nursing profession and current healthcare climate are chaotic, and a positive safety culture has been proven to come from a creditable and visible leader who supports patient safety behaviors [ 12 ]. It is important to recognize that nurses have the highest patient interaction, making nurse leaders central catalysts to positively influencing patient safety culture to reach safer patient outcomes [ 13 , 14 ].

The quality of the nursing work environment is an indicator of nurse satisfaction. A leader who involves staff fosters teamwork, rewards good performance, and encourages motivation can impact the quality of work life [ 15 , 16 ]. The leadership style describes how the leader interacts with others and can be categorized into two main styles: task-oriented and relational [ 17 ]. Historically, leadership theories started with the Great Man Theory during the Industrial Revolution with strong hierarchical leader-centric decision making, focusing on command-and-control, productivity, and seeing the organization as linear, operating like a machine [ 18 ]. This leadership style model in healthcare is no longer sustainable, as proven by a lack of change and persisting patient safety issues. Researchers have found that healthcare innovation requires nonlinear and emergent social processes that result in improved organizational outcomes [ 19 ]. In recent years, the two relational styles, transformational and transactional leadership, have been explored through nursing literature and have become high profile in general healthcare research.

Transformational leadership is composed of four key components. Firstly, “idealized influence” involves the leader behaving as a robust role model toward followers, demonstrating a work ethic and strong values while preaching the organization’s vision, thereby winning the staff’s trust and confidence [ 20 ]. The second type of behavior is referred to as “inspirational motivation”. It includes creating a compelling and inspiring vision for the future and communicating it to followers through emotionally charged speeches, vivid imagery, and captivating symbols. This encourages followers to strive to reach this shared vision, thus creating a deeper level of commitment and higher performance [ 17 ]. The third type of behavior is called “intellectual stimulation”. Intellectual stimulation encourages followers to think outside the box and consider different approaches to everyday issues, enabling them to devise innovative solutions to these problems [ 21 ]. The final category of behaviors is “individualized consideration”, including coaching, helping followers achieve goals, and providing a supportive climate. By carefully listening, leaders can help fulfill those needs [ 22 ]. For instance, some followers might require explicit guidance regarding how to get a job done, while others require the provision of needed resources so they can figure out the solution on their own. Nonetheless, TFL’s four behaviors construct a transformational leader if performed consistently and are found to bring respect and admiration by followers [ 23 ].

1.1. Rational

Healthcare systems are globally facing a crisis, with nurse shortage being a perennial issue. Nurses have the highest patient interaction, making nurse leaders central catalysts in positively influencing patient safety culture to reach safer patient outcomes [ 13 ]. At the same time, negative nursing work environments cultivate dissatisfied nurses who are likely to suffer from emotional exhaustion or burnout because of ineffective leadership [ 14 ]. Amidst these challenges, there is growing recognition of the potential impact of transformational leadership in healthcare settings.

Transformational leadership is characterized by its focus on relationship-building, empowering followers, and emphasizing shared values and vision. This leadership style has been found to positively affect various industries and sectors, including healthcare. However, there remains a gap in knowledge regarding its specific effectiveness in healthcare settings. A comprehensive analysis of the potential benefits of transformational leadership in the healthcare context is warranted. This systematic review aims to address this gap by investigating the effectiveness of transformational leadership and its potential to create better working environments, ultimately leading to improved patient outcomes. We have identified a crucial area of inquiry that has not been thoroughly examined in the existing literature—a systematic review that delves into the relationship between transformational leadership and its effects on both the working environment and patient outcomes. We have identified a single literature review from the preceding decade (2002–2012) that focused on the efficacy of transformational leadership in relation to both work environments and patient outcomes [ 24 ]. Considering this, our current investigation is oriented towards delving into scholarly works spanning the subsequent decade (2012–2022), with the intention of comprehensively examining the evolving discourse on this subject matter. By exploring and synthesizing the current body of knowledge on this topic, our study will contribute valuable insights to the field, allowing healthcare organizations to better understand the impact of transformational leadership and make informed decisions regarding their leadership practices.

The significance of this research lies in its potential to shed light on a promising approach to address the pressing challenges faced by healthcare systems—nurse shortage and dissatisfaction—through effective leadership strategies. By providing evidence-based insights, this review seeks to guide healthcare leaders in adopting transformational leadership practices to create a positive work environment for nurses, reducing emotional exhaustion and burnout, and ultimately enhancing patient care and safety.

In conclusion, the dearth of research on the relationship between transformational leadership, work environment, and patient outcomes in healthcare settings highlights the necessity of this review. By examining the effectiveness of transformational leadership and its potential impact on nurses’ well-being and patient outcomes, our study aims to fill this critical gap in knowledge and contribute to the advancement of healthcare leadership practices.

1.2. Objective and Research Question

Having delineated the rationale and imperative for conducting this systematic review, our primary aim was to search, retrieve, and critically evaluate all pertinent studies centered around the concept of transformational leadership, with a particular focus on its efficacy in fostering an improved working environment for nurses and influencing patient outcomes comprehensively and systematically.

Our aim was to synthesize and analyze studies, and therefore, we used the PICo framework for studies to determine a research question. PICo is the simplest of the frameworks to use for qualitative questions; it stands for Population, Interest, and Context and can be used to find a range of primary literature. The Population in our study is nurses; the Interest is transformational leadership, working environments, and patient outcomes; and the Context is hospitals. Based on the PICo framework, we formulated our research question as follows: “What is the impact of transformational leadership on staff nurse work environments and patient outcomes?”

2. Methodology

To effectively accomplish our aim and investigate our research question, we utilized a systematic review approach following the guidelines outlined in the PRISMA 2020 statement [ 25 ]. The PRISMA 2020 checklist is available in Appendix A . In the subsequent subsections, we provide a comprehensive overview of our methodology.

2.1. Eligibility Criteria

Each of the chosen studies incorporated in this systematic review had to fulfill specific inclusion criteria, as outlined in Table 1 provided below.

Inclusion/Exclusion Criteria.

2.2. Information Sources and Search Strategy

We used the following databases to choose the articles: MEDLINE, CINAHL, and SCIENCE DIRECT. The search approach employed the Boolean operator OR between the keywords nurse, working environments, patients’ outcomes, and transformational leadership and comparable MeSH phrases. To refine the search, phrases with diverse meanings were joined using the Boolean operator AND. The search approach used on the EBSCO platform for the aforementioned databases is described in Table 2 We limited the search to journal articles in English with the full text available. However, numerous studies were rejected as they referred to other leadership styles than transformational leadership in addition to other healthcare settings than a nursing work environment.

Search approach.

* The asterisk in Ebsco platform wildcard in search finds words with a common root.

2.3. Selection of Studies Process

Two researchers (the first two authors) conducted independent searches, retrievals, and selections of studies, initially based on three primary criteria: (a) the presence of primary research, (b) the inclusion of transformational leadership as a topic, and (c) relevance to nursing care. Subsequently, additional criteria, such as peer-reviewed articles published in journals or conference proceedings, as well as the publication date, were employed for further refinement. Upon completing the initial selection process, the two researchers engaged in discussions and compiled a list of prospective articles. This list was shared with four other researchers, who collectively determined the final articles to be included in the review, making any necessary additions or removals as deemed appropriate.

2.4. Data Collection Process

The data from the selected studies were independently collected by two researchers. They extracted the components, items, statements, or competencies that had achieved consensus among experts during the final round of each study. Specifically, the following data from each study were extracted: title of the study, authors’ names, publication year, study design, tools, sample characteristics, and summary of main findings and results. Subsequently, the researchers thoroughly reviewed the extracted data multiple times and proceeded to code and identify overarching themes.

2.5. Synthesis Methods

The data were synthesized by content analysis, and the findings were categorized into themes. After carefully examining the results and findings section of a chosen article, an initial set of codes was created. These codes underwent further improvement as more articles were analyzed. Each line of text was assigned a code, and a code tree was utilized to identify emerging themes. From the interpreted meanings, sub-themes were derived and combined. These sub-themes underwent further analysis and were eventually condensed into a single overarching theme. Content analysis can aid in the identification and summarization of submerging key elements within a large body of data during the review process [ 26 ]. The themes of the effectiveness of TFL in the nursing environment were organized according to the content analysis suggested by Zhang and Wildemuth (2009) [ 27 ].

To ensure the validity of the results, a two-level quality assurance process was implemented. The authors of this paper independently followed the review procedure, including coding, categorization, revisiting the studies, and refining the codes and categories. Subsequently, they convened, engaged in discussions, refined the analysis, and finalized the results.

This review was conducted in accordance with the PRISMA statement ( Figure 1 ) [ 25 ], which provides a set of guidelines for conducting reviews and meta-analyses in a comprehensive and systematic manner.

PRISMA flowchart with the search strategy of the systematic review.

3.1. Studies Selection

The initial search process resulted in 71 articles related to transformational leadership. There were no duplications ( Figure 1 ), and therefore, 71 articles were included for advance screening. Fourteen (14) articles did not relate to nurses’ work environment and were omitted. Two researchers thoroughly reviewed the remaining 57 articles independently. From this process, 34 articles were excluded as they did not satisfy the criteria for inclusion. The final number of articles that met the criteria for inclusion was twenty-three (23).

3.2. Studies Characteristics

These 23 articles were conducted in various countries and assessed the effect of transformational leadership in a nursing clinical work environment. Most of the studies included a multifactor leadership questionnaire to evaluate nurses’ perceived effectiveness of transformational leadership (1–10, 13, 14, 16, 18, 19, 22, 23). Further information about the articles, such as author, year, tool, methodology, sample, and main results, is described in Table 3 below.

Articles Description.

3.3. Study Assessment

The quality of the articles included in this review was checked by the Joanna Briggs Institute Qualitative Assessment and Review Instrument Critical Appraisal Checklist. The Joanna Briggs checklist evaluates the methodological quality of a study while determining the possibility of an indication of bias in its conduct, design, and analysis. As can be seen from Table 3 , there were 21 cross-sectional studies (1–11, 13–19, 21–23), 1 descriptive–correlational study (12), and 1 qualitative study (20).

All the included studies largely adhered to the Joanna Briggs criteria, providing comprehensive and detailed descriptions of their respective methodologies and procedures Table 4 , Table 5 and Table 6 . However, it was observed that two of the cross-sectional studies did not explicitly outline any specific strategies to address the stated confounding factors. Nevertheless, as Dekkers et al. (2019) argue, confounding is not dichotomous but rather a continuum where varying degrees of confounding influence can exist [ 28 ]. Furthermore, in accordance with the Joanna Briggs guidelines, the qualitative study failed to disclose the researcher’s cultural or theoretical standpoint, as well as the potential influence of the researcher on the research process. It is worth noting that such omissions are common in qualitative studies, where the focus is on understanding the subjectivity of the participants and allowing their perspectives to emerge naturally.

JBI Critical Appraisal Checklist for Analytical Cross-Sectional Studies.

Risk of Bias Assessed by the Joanna Briggs Institute Critical Appraisal Checklist for Qualitative Study Results.

JBI Critical Appraisal Checklist for Studies Reporting Prevalence Data Results.

3.4. Results of Synthesis

Two major themes emerged, effectively addressing the research questions. Within each theme, several categories were identified, shedding light on the multifaceted nature of the topic under investigation. The themes and their corresponding categories were as follows.

Theme 1: Staff nurses’ work environment:

• Job Satisfaction and Organizational Commitment;
• Reduce Nurse Retention;
• Nurses’ Empowerment and Autonomy;
• Nurses’ Compliance with Safety Measures.

Theme 2: Patients’ outcomes:

• Patient Safety Culture;
• Reporting Adverse Events.

3.4.1. Job Satisfaction and Organizational Commitment

Various studies that investigated the mechanism of TFL detected its strong influence on employee attitudes and behaviors in nursing. Nurses’ work attitudes are reflected in their levels of job satisfaction and organizational commitment [ 29 , 30 ]. It was clear from the literature that TFL frequently positively influenced nurses’ work environment by indirectly increasing job satisfaction [ 31 , 32 , 33 , 34 ]. Employees’ positive perception of jobs and organization is revealed through job satisfaction [ 30 ]. Researchers link TFL and empowerment to the establishment of self-determination and competency, which is proven to impact job satisfaction, suggesting the direct relationship between nurse empowerment and nurse job satisfaction, enhancing the quality of the nurses’ work environment [ 9 , 32 ].

There is also evidence to construct a strong link between organizational commitment and job satisfaction. Interestingly, the statistics showed that nursing staff committed to their organization with a strong sense of loyalty and dependence also had higher levels of job satisfaction [ 29 , 33 ]. Further, higher levels of organizational commitment and job satisfaction were also associated with increased health status in the nurses [ 33 ]. More specifically, TFL was related to more excellent supervisor support, increasing job satisfaction among the nurses, and resulting in more significant organizational commitment [ 29 ]. In a study examining the effectiveness of TFL in the environment of elderly care, TFL was found to effectively strengthen the nursing staff’s sense of belonging to the organization, reducing their burnout. The clan culture established through TFL effectively influenced organizational commitment and job satisfaction, where the atmosphere of a home culture created within their work environment promoted the intrinsic values of nursing staff while improving cohesion between the nurses and the quality of care [ 33 ]. However, TFL was found to have a direct positive effect on organizational commitment [ 33 , 35 ].

3.4.2. Reducing Intention to Leave the Job/Organization

Studies also found that TFL can reduce the nurses’ intent to leave the job, which is closely related to the previous category, as job dissatisfaction can be the primary precursor of nurses’ intent to leave [ 29 ]. The literature generally highlights that the TFL style shapes employees’ perceptions and feelings around their nursing managers and affects their desire and obligation to maintain the intent to stay in their organization [ 36 ]. A recent cross-sectional study examining 645 nurses working during the COVID-19 pandemic found that a supportive workplace culture can construct an adaptive mechanism through which transformational leaders can improve retention [ 37 ]. Additionally, the literature found TFL to decrease emotional exhaustion amongst nurses by encouraging a spiritual climate, indicating that a positive spiritual climate facilitated through TFL can reduce burnout and decrease nursing staff’s intent to leave [ 31 ]. However, there was insufficient evidence proving a direct correlation between TFL and staff nurses’ decision to stay or leave their job [ 33 , 35 ], but it was suggested that TFL has the potential (but not the primary factor) to slow down attrition and retain nurses by improving job satisfaction and organizational commitment, creating a positive work environment and increasing nurses’ probability of staying [ 35 ]. TFL seems to not act directly on job satisfaction or intent to stay but rather create a multifaceted positive work environment leading to a quality nursing environment. Consequently, it was reported that TFL indirectly influenced willingness to stay by positively influencing staff organizational commitment and job satisfaction [ 29 , 33 , 35 ].

3.4.3. Nurses’ Empowerment and Autonomy

Literature highlights that the TFL style within nursing can give staff nurses increased autonomy through empowerment strategies and meaningful participation in decision-making [ 30 , 31 , 36 ]. In turn, TFL-facilitated empowerment has been proven to increase employee commitment within their units by delegating power to nurses, leading to increased authority within their work environment [ 30 , 36 ]. Empowerment through decision-making involvement via removing formal organizational barriers has been found to reduce powerlessness in the nurse work environment, reducing job burnout and increasing job satisfaction [ 30 ]. RN-MD collaboration and teamwork within and across units were thought to be necessary for the nurse’s autonomy [ 38 ]. Further, the literature relates to the concept that a well-functioning patient safety climate requires nurses with autonomy to deal with problems regarding patient safety while proposing specific solutions and getting support and encouragement from organizations to facilitate patient safety-based innovations [ 39 ].

TFL and transactional leadership behaviors were found to affect empowerment amongst the nursing staff positively. However, TFL behaviors allowed nursing managers to reach even higher levels of success without congruence and reward, embedding empowerment into the clinical environment [ 40 ]. Some studies also identified the empowerment subscale, autonomy, as the statistically significant predictor of commitment, indicating that managers can engage nurses in appropriate decision making about patient care and safety in their work environment [ 30 , 36 ]. Management that does not accept decision-making participation dissembles empowerment, which frustrates and makes staff dependent on an authoritarian structure [ 36 ].

3.4.4. Nurses’ Compliance with Safety Measures

Lievens and Vlerick (2014) found a strong association between TFL and nurse safety compliance [ 41 ]. The more transformational the leader was perceived, the more the nursing staff participated and complied with patient safety practices. Further, staff nurses’ structural empowerment also experienced a significant correlation with the degree to which they perceived nursing managers’ (NMs) TFL behaviors [ 36 , 40 ]. Research also suggested that when nurses perceived their TFL to facilitate an innovative work climate, they automatically contributed to developing innovation behaviors [ 39 ]. Previously mentioned research suggested that nurses need to feel a part of their work environment. However, countries where staff are hesitant to challenge authority create a reluctance to change, and compliance can breed a lack of stimulation [ 31 ]. It was reported that nurse managers should be trained to challenge nurses to resolve problems and specialize their competence to foster innovation and grow talents and creativity [ 36 ].

Lievens and Vlerick (2014), in their cross-sectional study which included 145 nurses, also found intellectual stimulation to strongly impact knowledge-related characteristics, suggesting an indirect link between safety performance and TFL through skills and ability demands, where the more knowledge-related job characteristics were perceived, the more nurses complied with safety rules [ 41 ]. Skill utilization or intellectual stimulation was further found to be the strongest single predictor of work engagement, compared to TFL, where nurses appreciated opportunities for personal development, learning new things, and achieving something meaningful, encouraging work engagement [ 2 , 42 ].

Patients’ outcomes:

The literature shows a positive relationship between TFL and the improvement of patient safety climate and culture, emphasizing that nursing managers are key to developing a safety climate and maintaining a culture of patient safety, preventing adverse events.

3.4.5. Increase Patient Safety Culture

There was a significant prevalence of findings reporting TFL to facilitate patient safety either directly [ 2 , 9 , 38 , 42 ] or indirectly [ 32 , 39 , 41 ]. Seljemo et al. (2020), in their cross-sectional study, questioned 156 nurses; Ree and Wiig (2019), also in a cross-sectional design study, questioned 139 nurses and found TFL to be the strongest predictor of patient safety culture and overall perception of patient safety compared to job demands and resources [ 2 , 42 ]. This was suggested to result from TFL having a positive direct effect on the psychosocial work environment. Further evidence also links TFL directly to quality patient outcomes, reducing the possibility of adverse patient outcomes and increasing the quality of care [ 9 ].

Patient safety culture includes themes such as teamwork within units, managers’ support, organizational learning, overall perceptions of safety, feedback and communication openness about the error, frequency of events reported, staffing, handoffs and transitions, and non-punitive response to errors. “Teamwork within units” generally had a common positive perception amongst the nurses, indicating collaboration within their units as effective within TFL [ 38 , 43 , 44 ]. Anselmann and Mulder (2020) asked 183 geriatric nurses in their cross-sectional study, and they support the above, finding that TFL has a positive impact on team performance when a safe climate is fostered [ 45 ]. Even though nurses found cohesion within their units, literature revealed a common theme of insufficient “teamwork between units”, indicating that each unit had an independent culture [ 38 , 43 , 44 ]. Further, a generally weak perception of the effectiveness of RN-MD collaboration was also observed [ 38 , 43 ].

Researchers stressed the necessity of having efficient teamwork between units and on a multi-professional level to create an effective patient safety culture [ 9 ]. Another reoccurring subdimension, “feedback and rewarding”, was also identified as a weak component of TFL in relation to patient safety culture, illustrating a lack of adaptation and implementation of TLF behavior [ 9 , 43 , 46 ]. The TFL nursing manager generally seemed to conduct insufficient work around feedback and rewards, resulting in staff nurses not being encouraged and ensuring that medical errors were prevented and learned from [ 43 , 46 ].

3.4.6. Reporting Adverse Events

Adverse events can result in patient disability or death, prolong the time necessary to provide care, and increase healthcare costs and patient dissatisfaction [ 47 ]. However, a part of the literature showed that when TFL and transactional leadership were compared, reporting errors without blame and discussing errors openly were the two initiatives that transactional leadership implemented better than TFL [ 40 , 48 ]. A significant finding in the literature was the reoccurring theme of weak patient safety culture in relation to “non-punctual reporting of adverse events” in hospitals with TFL, where staff nurses rarely reported occurring medical errors to their NMs [ 34 , 44 , 46 , 48 , 49 ]. In a Finnish study, one in four nurses showed to not have reported one or more medication errors using their units’ adverse event registration system [ 46 ]. Tekingündüz et al. (2021), in a cross-sectional study with 150 participating nurses, also found a significant weakness in their organization’s patient safety culture, where 52.7% of the nurses did not report any adverse events in the last 12 months, 31.3% reported 1–2 adverse events while 10% reported 3–5 adverse events [ 49 ]. Further, in a qualitative study, the eleven nurse manager participants expressed the importance of nursing staff reporting the occurrence of adverse events to detect why each event happened and identify patient safety risks and solutions [ 50 ]. There was evidence to suggest that nurses reported that the occurrence of errors only sometimes led to a positive change, whereas at other times, it did not lead to any change, and errors were repeated [ 38 ]. The literature explained blame culture and fear in the nurse’s work environment as a factor distancing them from punctuative reporting of medical errors [ 46 , 49 , 50 ]. It was suggested by researchers that nursing staff were not encouraged to report and discuss adverse events openly and blame-free [ 48 , 49 , 50 ]. This involves handling adverse reports by nursing managers without making nursing staff feel guilty.

Managers reported that a culture where it is recognized that everyone makes mistakes is imperial, while it was observed that nurses tended to report other colleagues’ mistakes compared to their own [ 50 ]. Further, nursing managers noticed that nursing staff may blame themselves for a patient safety incident where they feel ashamed and worry about their colleague’s perception of them [ 49 ]. These perceptions were confirmed by nursing staff in another study, expressing their tendency to avoid reporting due to fear of punishment, humiliation, damage to reputation, disciplinary action by a licensing board, malpractice lawsuits, and limited follow-up after reporting loss of job [ 48 ]. Tekingündüz et al. (2021) also found the defect in reporting medical errors to be rooted in nurse’s fear of punishment and lack of confidentiality [ 49 ]. Generally, fear was perceived as a major reason for not reporting adverse events, and nursing managers saw this as a barrier to the effectiveness of their leadership and the attempt to develop their operational models to improve patient safety [ 46 , 49 , 50 ]. However, visionary leadership styles such as TFL correlate positively with both incident reporting and patient safety outcomes. Additionally, TFL is linked to improved patient safety, including reduced mortality rates, fewer medication errors, lower incidences of pneumonia and urinary tract infections, and fewer patient falls, attributed to the leaders’ approach of using errors as chances to enhance processes and promoting the reporting of near misses and adverse events [ 17 , 51 ].

Interestingly, a part of the literature showed that when TFL and transactional leadership were compared, reporting errors without blame and discussing errors openly were the two initiatives that transactional leadership implemented better than TFL [ 40 , 48 ]. These findings confirm the weakness around reporting adverse events and blame culture within TFL units.

4. Discussion

This review has collectively reviewed literature that has examined the effectiveness of transformational leadership (TFL) in a nursing work environment and patients’ outcomes. TFL has a complex, interconnected effect on nurses’ intrinsic environment and patient outcomes.

Nurses’ Work Environment:

The literature revealed substantial evidence that TFL can significantly enhance nurses’ psychosocial work environment by indirectly increasing job satisfaction. Three significant mediators between TFL and job satisfaction were nurse empowerment, organizational commitment, and spiritual climate, which altogether were thought to prevent retention in nursing [ 29 , 30 , 31 , 33 , 34 , 35 , 37 ]. Simultaneously, TFL was not the primary factor in job satisfaction but instead a facilitator and constructor of structural empowerment, organizational commitment, and spiritual climate. It is, therefore, evident that the literature revealed a positive domino effect that transformational leaders in nursing can generate. Generally, the literature revealed a strongly positive relationship between TFL and workplace culture in nursing [ 33 , 37 ]. Specific TFL attributes created an inclusive and supportive work environment, either directly or indirectly enhancing the nurses’ work environment and decreasing the risk of nurse burnout [ 37 , 52 ]. Nurses continuously reported managers’ support as a particularly important resource in their work environment, where establishing a high-quality relationship with their leaders was seen as imperial for patient safety culture [ 38 , 42 ].

The correlation observed between supportive leadership and favorable patient safety outcomes underscores the significance of Transformational Leaders (TFLs) possessing a comprehensive grasp of patient safety protocols, as well as recognizing the pivotal role played by bedside nurses in advancing improved safety outcomes. [ 17 ]. More specifically, managers’ support was also found to reinforce innovative behavior [ 39 ], increase job satisfaction [ 35 , 37 ], and even be the primary factor in a positive work environment, compared to TFL [ 29 ]. Conversely, the literature also described managers’ support as a core transformational behavior, where the more transformational the leader was perceived, the more the staff nurses experienced individual support in their clinical environment [ 29 , 42 , 46 ]. As concluded by the literature, TFL is not the primary factor but rather a mediator to job satisfaction, which was determined as an essential nursing outcome, shadowing quality work environment and may be an effective retention strategy in nursing. Previous studies confirm that safety outcomes are improved when workplace empowerment takes place in a positive nurse–leader relationship based on trust and respect, where they, together, work toward a patient safety culture [ 53 ].

Therefore, incorporating transformational leadership in nursing has numerous implications, with a direct and positive impact on job satisfaction. By nurturing a sense of purpose, providing support and empowerment, and promoting individual growth, transformational leaders create a fulfilling work environment that motivates nurses to excel. As nurses experience greater job satisfaction, patient care quality also improves, resulting in cooperative success for healthcare organizations, nursing staff, and the patients they serve.

Patients’ Outcomes:

The connection between supportive leadership and positive patient safety outcomes points to the importance of the TFL’s understanding of patient safety processes and the role of bedside nurses in promoting better safety outcomes [ 38 ]. However, several researchers reported not having a visible leader [ 43 ], which is documented as essential for patient safety changes to occur [ 53 ].

Researchers are linking negative patient safety outcomes to a lack of effective leadership, while relational leadership styles like transformational leadership continue to be associated with reduced adverse patient outcomes [ 17 ]. However, TFL nursing managers were repeatedly reported by the staff nurses only to communicate errors and problems after the adverse event, waiting for the event before resolving problems and taking proactive action [ 36 , 50 ]. Literature highlights that organizations that have successfully created a non-blame culture have better patient safety outcomes because the staff are encouraged to report errors, unsafe practices, and adverse events, perceiving safety around seeking help and assistance without threat [ 54 ]. Therefore, avoiding a blame culture and developing a reporting system serves as a proactive approach to identifying and mitigating risks, ultimately preventing errors and recurring mistakes, which, when left unaddressed, can result in significant social and economic burdens due to fatalities and preventable incidents [ 51 ] Additionally, developing a safety culture through managers’ interdisciplinary walkabout safety rounds has been associated with safety outcomes [ 17 ].

Transformational leadership in nursing has far-reaching implications for patient outcomes and care quality. By fostering a collaborative and patient-centered approach, empowering nursing staff, encouraging continuous learning, and promoting a culture of excellence, transformational leaders enhance the overall care experience for patients. Ultimately, the positive impact of transformational leadership on patient outcomes establishes it as a key factor in ensuring the delivery of high-quality healthcare services in nursing settings.

This literature review enriches nursing practice and research in a time where nursing leaders are sought to have an important and prominent role in healthcare policy development and improvement. Increased demand and complexity of patient care require effective and competent leadership skills and an understanding of TFL’s function in the current healthcare environment. Even though literature has constructed the idea of the nexus between patient safety and leadership, patient safety outcomes are unlikely to improve without facilitating and fostering the professional growth of future leaders. Additionally, factors influencing organizational job satisfaction and organizational commitment are significantly under the influence of TF nurse leaders. Therefore, healthcare organizations and the educational sector should invest in leadership training and curriculum to implement it further into nursing to support and ensure safe, quality work environments for both nurses and patients.

5. Limitations of the Study

This literature review predominantly incorporated quantitative research methodologies, which, in certain instances, can present challenges in contextualizing a phenomenon comprehensively, as the data may not always possess the robustness required to elucidate intricate issues. Additionally, it should be noted that the review’s scope was confined to studies published exclusively in the English language, with no inclusion of relevant content from the grey literature beyond the stipulated publication sources, and unpublished dissertations were also omitted from consideration. Consequently, it is essential to acknowledge that this review may not provide a fully representative overview of all pertinent scholarship within the field.

6. Conclusions

Despite the global recognition and attempted implementation of TFL in healthcare, the statistics still show that TFL is yet to be mastered within nursing. The strong relationship between TFL, structural empowerment, job satisfaction, and organizational commitment signify that an improved quality work environment may be the most essential element to enhance job effectiveness and patient safety in nursing. TFL is a vital facilitator that could help healthcare to improve job satisfaction and reduce adverse events. Evidence suggests that nursing managers who possess effective TFL attributes are likely to influence their nursing staff’s satisfaction and mitigate the risk of burnout by establishing a supportive and inclusive work environment directly or indirectly. Focusing on the adoption of a blame-free culture through effective leadership is likely to break down barriers to safety culture, which has resulted in poor patient care worldwide. Patient safety outcomes rely on a well-established patient safety culture, which is most influenced by the bedside nurse, either directly or indirectly. With effective leadership engagement and education, emerging nursing leaders can be supported while the nursing team can be empowered to make the necessary changes to reach levels of excellence within their units. It is important to comprehend that leaders are not just in executive and senior positions but include any part of the healthcare team that is influential to patient care. Effective TFL engagement has the potential to enhance patient safety, where it is conveyed that all healthcare workers, from executive to bedside nurses, participate in a positive safety culture.

PRISMA 2020 Checklist.

From: Page MJ, McKenzie JE, Bossuyt PM, Boutron I, Hoffmann TC, Mulrow CD, et al. The PRISMA 2020 statement: an updated guideline for reporting systematic reviews. BMJ 2021;372:n71. doi: 10.1136/bmj.n71. For more information, visit: http://www.prisma-statement.org/ , access on 26 March 2023.

Funding Statement

This research received no external funding.

Author Contributions

Conceptualization, search, coding, and drafting, L.M.K.Y. and M.N.; search and quality assurance, coding, and feedback, S.G., E.L., G.P. and C.S.C. All authors have read and agreed to the published version of the manuscript.

Institutional Review Board Statement

Not applicable.

Informed Consent Statement

Data availability statement, public involvement statement.

No public involvement in any aspect of this research.

Guidelines and Standards Statement

This manuscript was drafted against the PRISMA 2020 Statement. A complete checklist is found in Appendix A of the manuscript.

Conflicts of Interest

The authors declare no conflict of interest.

Disclaimer/Publisher’s Note: The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of MDPI and/or the editor(s). MDPI and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content.

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120+ Fresh Nursing Essay Topics (With FAQs and Essay Writing Tips)

Be it writing a nursing assignment or preparing an essay to get admission to a nursing school, choosing the right nursing essay topic is of utmost importance.

An essay can make or break your chance of getting into that school or your chances of scoring the highest in the assignment.

Considering the importance of nursing essays, we have got you some handpicked nursing essay topics that will help you ace the exams.

The article is divided into 3 sections according to the difficulty level. You can opt for them according to your convenience.

You’ll also find an interesting list of topics in the miscellaneous section. So make sure to check that as well.

The following part of the article includes some tips on framing a well-structured essay.

 Basic Level Nursing Essay Topics

• Describe the role of nurses in society.
• What are nursing ethics?
• According to you, what are the challenges associated with nursing?
• Discuss nursing ethics.
• Importance of nursing care for infants.
• What are the possible reasons behind a fewer number of male nurses?
• Throw some light on nurses’ practice act.
• Why is there a need for significant leadership in nursing?
• What are the steps you need to take to cure minor wounds?
• What are the steps you need to take to cure severe wounds?
• Discuss the steps that nurses should take to deal with hyperactive patients and their relatives?
• Are there any differences faced by nurses as compared to doctors when it comes to respect and value?
• What measures can nurses take to cure serious wounds when not having any instruments?
• What steps can nurses take to deal with patients in backward regions, where there is a lack of medical infrastructure?
• Analyze the problems with medical infrastructure.
• How to strengthen medical infrastructure?
• How to perform home nursing?
• Steps to improve mental health.
• Discuss the pitfalls of dieting.
• Importance of technology in nursing.

Moderate Level Nursing Essay Topics

• Throw some light on holistic nursing.
• Should we allow nurses to prescribe medication or antibiotics?
• Discuss the risks associated with nurses prescribing medication?
• Discuss the problems associated with the compensation of nursing jobs.
• How should nurses deal with abusive or rude patients?
• How can civilians be helpful to nurses in treating their patients?
• Infant mortality and its possible causes.
• How to prepare a nursing resume to apply for a job?
• Mental impact on nurses.
• Basic theories to apply in nursing.
• Nursing in India: from struggle to victory.
• Soft skills required in nursing.
• Reasons to choose nursing as a profession.
• How to teach nursing?
• How to deal with depression being a nurse.
• How to deal with patients with dementia initially?
• What efforts should be made to make patients’ stay in neonatal units more pleasant?
• Legalizing euthanasia.
• Importance of midwifery. Is it underestimated?
• How can we help pharmacies strike a balance between helping the patients and earning a profit?

Advanced Level Nursing Essay Topics

• Significance of psychological training to ensure efficient medical working.
• Has covid-19 impacted the chances of nursing being a chosen profession?
• How to avoid hospitalization in covid-19?
• Measure to enhance the efficiency of nurses as assistants of doctors.
• What can nurses do to treat patients with Alzheimer’s disease?
• Express your views on applying Henderson’s principles in the nursing area.
• How to convince people to donate organs?
• Chronic diseases and covid-19 pandemic.
• Discuss pediatric ethics.
• Explain acute coronary syndrome.
• Explain the cause behind anxiety disorders.
• Write on obesity and weight management programs.
• What precautions should be taken in the postnatal period?
• Dealing with gestational weight gain challenges.
• Precautions to be taken pre and post-delivery.
• Joint disorders study in elderly people.
• What are geriatrics ethics?
• Menarche and menopause challenges and symptoms.
• Explain reproductive endocrinology.
• Therapeutic injections: pros and cons.

List of Nursing Argumentative Essay Topics

• Are nurses more vulnerable to health risks than doctors?
• How does the increased number of working hours impact the working of nurses?
• Is nursing a female-centric profession?
• How important is the role of a nurse when compared with that of a doctor?
• Difference in the salary paid to day shift nurses vs. night shift nurses
• What should be the adequate amount of nursing staff to have in a hospital?
• Should more emphasis be laid on home nursing?
• How is racial discrimination a problem in nursing?
• Are nurses more empathetic than doctors?
• How important is it for a nurse to work on her emotions?

Miscellaneous Topics for Students Nursing Research

• Nursing Theory: 
• Nursing theory history and significance
• Strategies for theory construction in nursing
• Nursing theory vs. nursing practice
• Person-centered nursing: theory and practice
• Areas of agreement in nursing theory development
• Nursing Education:
• Critical thinking in nursing education : Literature review
• Future challenges for nursing education
• Curriculum development in nursing education
• New nursing education structure in US/UK/Asia
• Creating innovative models of clinical nursing education
• Nursing Care: 
• Transcultural concepts in nursing care
• Basic principles of nursing care
• Factors influencing why nursing care is missed
• Measuring patients’ satisfaction with nursing care
• Spiritual nursing care: state of the art
• Pharmacology for nursing care
• Nursing Interventions:
• The systematic development of nursing interventions
• The impact of nursing interventions
• Nursing interventions for smoking cessation
• Nursing interventions for patients with chronic conditions
• Nursing interventions for premature infants
• Nursing interventions to promote functional feeding
• Nursing Homes:
• Nursing homes in developed and developing nations: a comparison
• Characteristics of nursing homes that affect resident outcomes
• Infections among patients in nursing homes
• Nursing homes and COVID‐19: What has changed?
• Abuse of patients in nursing homes
• Family involvement in nursing homes
• Nursing Leadership 
• Factors contributing to nursing leadership
• Nursing leadership and patient outcomes
• Leadership and management in nursing
• Transformational leadership in nursing
• ethical leadership in nursing
• Nursing Diagnosis:
• Nursing diagnosis process and it’s relation with critical thinking skills
• Application of nursing process and nursing diagnosis
• Do staff nurses use nursing diagnosis effectively?
• Methods to validate nursing diagnoses
• Accuracy of nursing diagnoses: How effective are they?
• Nurse Burnout:
• Nurse burnout and quality of care
• Nurse burnout: personal and environmental factors
• Impact of nurse burnout on organization
• Predictors of burnout among nurses in US, UK, India
• Pediatric nurse burnout
• Nurse Staffing: 
• Nurse staffing and inpatient hospital mortality
• Hospital nurse staffing and quality of care
• Nurse Patient Ratios
• The effects of nurse staffing on medical costs
• Nurse staffing in critical care and how it affects patient outcome
• Nurse Practitioner Role
• Barriers to developing nurse practitioner role
• Analyze nurse practitioner role in acute care settings
• How case-study research can better implement nurse practitioner role
• Practice and clinical leadership: The core role of the nurse practitioner
• Neonatal nurse practitioner role
• 200+ Great Ideas of Nursing Research Topics to Get Started

Frequently Asked Questions

1. how do you start writing a nursing essay.

The following section includes some tips on how to write a well-curated nursing essay.

• Plan your essay- you need to have a well-planned outline of the essay to write an outstanding one.

Spend a good amount of time in research and shortlist the things that you would want to include, things that you would want to highlight or your personal story if any.

• Start writing- Start your essay with a statement that is catchy and strong. Include an adequate amount of research and evidence to support your point in the body. End it with a conclusion stating a summary of the essay.
• Revision- go through the content and look for grammatical or spelling errors, if any. Focus on the structure of the essay.

2. List tips on how to write a nursing school application essay.

• Focus on being informative- while framing the essay, be mindful of the information you include. Make sure it is backed by some evidence.
• Select the best essay topic- go for such a topic that makes the officers remember you after they have read the essay. At the same time, make sure you are comfortable writing on it.
• Check the structure- the essay should be divided into 3 parts- introduction, body and conclusion. Make it readable and easy to understand.

To sum it up, when you kick-start writing a research paper, make sure you move ahead step-by-step.

Since research is the first step in writing the essay, you first have to gather all the essential list of information that is relevant to your nursing essay topic.

Next, handpick the information and come up with an essay that is well-curated and backed by evidence.

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85+ Leadership and Management in Nursing Essay Topic Ideas & Examples

• Author Jermaine Huey
• Published April 14, 2023

Leadership and management are essential components of nursing practice that are critical to ensuring quality patient care and improving healthcare outcomes. In this post, we’ll discuss the importance of leadership and management in nursing and provide examples of how these concepts can be exemplified in practice.

Effective leadership and management in nursing are crucial for promoting patient safety, enhancing the quality of care, and improving patient outcomes. According to a study by the American Nurses Association, effective nursing leadership is positively associated with patient outcomes, including reduced mortality rates, shorter hospital stays, and higher patient satisfaction scores. Effective management in nursing is also essential for ensuring efficient healthcare delivery, managing resources effectively, and addressing healthcare challenges.

By exemplifying leadership and management in nursing practice, healthcare providers can promote a culture of excellence, collaboration, and innovation, ultimately leading to better patient outcomes and improved healthcare delivery.

Examples of Leadership and Management in Nursing

• Transformational Leadership in Nursing Practice
• The Role of Emotional Intelligence in Nursing Leadership
• Change Management in Healthcare Organizations
• Effective Communication in Leadership and Management in Nursing
• The Importance of Interprofessional Collaboration in Healthcare Leadership
• The Use of Data Analytics in Nursing Management and Leadership
• The Impact of Nursing Leadership on Staff Retention and Turnover
• The Role of Leadership in Promoting Patient Safety in Healthcare Settings
• The Use of Evidence-Based Practice in Nursing Leadership and Management
• The Importance of Continuous Professional Development in Nursing Leadership and Management
• The Role of Nursing Leadership in Addressing Healthcare Disparities
• The Importance of Nursing Leadership in Policy Development and Advocacy
• The Use of Lean Management Principles in Nursing Practice
• The Impact of Nursing Leadership on Organizational Culture and Climate
• The Use of Coaching and Mentoring in Nursing Leadership and Management

Leadership and management are essential components of nursing practice that are critical to ensuring quality patient care, improving healthcare outcomes, and addressing healthcare challenges. By exemplifying leadership and management in nursing practice, healthcare providers can promote a culture of excellence, collaboration, and innovation, ultimately leading to better patient outcomes and improved healthcare delivery.

Leadership and Management in Nursing Essay Topics/Ideas

• The Role of Nursing Leadership in Promoting Patient-Centered Care
• Effective Communication in Nursing Leadership and Management
• The Impact of Nursing Leadership on Staff Morale and Job Satisfaction
• The Use of Quality Improvement Processes in Nursing Management
• The Importance of Interprofessional Collaboration in Nursing Leadership and Management
• The Role of Emotional Intelligence in Nursing Leadership and Management
• The Use of Technology in Nursing Leadership and Management
• The Importance of Ethical Principles in Nursing Leadership and Management
• The Impact of Nursing Leadership on Healthcare Policy and Advocacy
• The Role of Nursing Leadership in Healthcare Innovation and Change Management
• The Importance of Nursing Leadership in Addressing Staff Burnout and Compassion Fatigue
• The Use of Shared Governance in Nursing Leadership and Management
• The Impact of Nursing Leadership on Patient Safety in Healthcare Settings
• The Importance of Nursing Leadership in Addressing Healthcare Access and Equity
• The Role of Nursing Leadership in Promoting Diversity and Inclusion in Healthcare
• The Use of Servant Leadership in Nursing Practice
• The Impact of Nursing Leadership on Healthcare Costs and Resource Management
• The Importance of Nursing Leadership in Disaster Preparedness and Response
• The Use of Transformational Leadership in Nursing Practice
• The Role of Nursing Leadership in Addressing Healthcare Workforce Shortages
• The Impact of Nursing Leadership on Healthcare Outcomes and Quality Improvement
• The Importance of Nursing Leadership in Promoting Health Equity and Social Justice
• The Use of Collaborative Leadership in Nursing Practice

Controversial Leadership and Management in Nursing Essay Topics to Write About

• The Ethics of Nursing Leadership and Management
• The Impact of Gender and Diversity on Nursing Leadership and Management
• The Use of Marijuana in Nursing Leadership and Management
• The Role of Social Justice in Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in End-of-Life Care
• The Use of Medical Marijuana in Nursing Leadership and Management
• The Impact of Sexual Orientation and Gender Identity on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Incarcerated Patients
• The Use of Psychotropic Medications in Nursing Leadership and Management
• The Impact of Religion and Spirituality on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Patients with Substance Use Disorders
• The Use of Complementary and Alternative Medicine in Nursing Leadership and Management
• The Impact of Cultural Competence on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Patients with Mental Illness
• The Use of Medical Marijuana in Nursing Leadership and Management for Pain Management
• The Impact of Socioeconomic Status on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Patients with Disabilities
• The Use of Electroconvulsive Therapy in Nursing Leadership and Management
• The Impact of Age and Aging on Nursing Leadership and Management
• The Ethics of Nursing Leadership and Management in Care for Patients with Chronic Illnesses.

Latest Leadership and Management in Nursing Essay Topics to Write About

• The Impact of Nursing Leadership on Patient Satisfaction in Healthcare Settings
• The Role of Nursing Leadership in Promoting Health Equity and Social Justice
• The Use of Artificial Intelligence in Nursing Leadership and Management
• Effective Change Management in Nursing Leadership
• The Importance of Emotional Intelligence in Nursing Leadership
• The Use of Quality Improvement Processes in Nursing Leadership and Management
• The Role of Nursing Leadership in Addressing Staff Burnout and Compassion Fatigue

Leadership and Management in Nursing Research Questions

• What are the key components of effective nursing leadership and management?
• How can nursing leadership promote patient-centered care in healthcare settings?
• What is the impact of nursing leadership on healthcare outcomes and quality improvement?
• How can nursing leadership effectively address healthcare disparities and promote health equity?
• What is the role of emotional intelligence in nursing leadership and management?
• How can nursing leadership effectively manage change in healthcare organizations?
• What are the ethical considerations related to nursing leadership and management?
• What is the impact of cultural competence on nursing leadership and management?
• How can nursing leadership effectively address staff burnout and compassion fatigue?
• What is the role of nursing leadership in promoting healthcare innovation and change management?
• What is the impact of nursing leadership on healthcare costs and resource management?
• How can nursing leadership effectively address healthcare workforce shortages?
• How can nursing leadership effectively promote interprofessional collaboration in healthcare settings?
• What is the impact of shared governance on nursing leadership and management?
• How can nursing leadership effectively utilize quality improvement processes in healthcare organizations?
• What is the role of nursing leadership in addressing healthcare policy and advocacy?
• How can nursing leadership effectively address healthcare access and equity?
• What is the impact of nursing leadership on patient safety in healthcare settings?
• How can nursing leadership effectively address the challenges of disaster preparedness and response?
• What is the impact of nursing leadership on organizational culture and climate?

FAQs Related to Leadership and Management in Nursing -nursing leadership and management

Q: what is the difference between leadership and management in nursing.

A: Leadership in nursing refers to the ability to inspire, motivate, and guide others toward a common goal, while management in nursing refers to the ability to plan, organize, and coordinate resources to achieve that goal. While both are important, leadership is more focused on interpersonal skills and vision, while management is more focused on technical skills and operations. (difference between leadership and management)

Q: Why is leadership important in nursing?

A: Effective leadership in nursing is important for promoting patient safety, enhancing the quality of care, and improving healthcare outcomes. Nursing leaders are responsible for establishing a culture of excellence, collaboration, and innovation in healthcare settings, which is critical for achieving these goals.

Q: What are some examples of leadership in nursing?

A: Examples of leadership in nursing include empowering and motivating staff, leading by example, promoting a culture of safety and quality improvement, fostering interprofessional collaboration, advocating for patients’ needs and rights, and promoting professional development for staff.

Q: How can nurses develop their leadership skills?

A: Nurses can develop their leadership skills by seeking out educational and professional development opportunities, seeking mentorship and coaching from experienced nursing leaders, participating in leadership training programs, and actively seeking out leadership roles and responsibilities.

People Also Ask:

• What are the qualities of effective nursing leaders?
• How can nursing leadership promote interprofessional collaboration in healthcare settings?
• What is the impact of nursing leadership on staff morale and job satisfaction?

Conclusion:

In conclusion, effective leadership and management are essential components of nursing practice that are critical for promoting patient safety, enhancing the quality of care, and improving healthcare outcomes. By exemplifying leadership in nursing, healthcare providers can promote a culture of excellence, collaboration, and innovation, ultimately leading to better patient outcomes and improved healthcare delivery.

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Nursing Leadership Essays (Examples)

Nursing Leadership And Partnerships Unions

Professional nursing practice and leadership, contemporary professional and clinical nursing issues.

Government of Western Australia. (2013). Storage and recording of restricted schedule 4 (S4R) medicines. Retrieved from   https://ww2.health.wa.gov.au/About-us/Policy-frameworks

Role Of The Nurse Informaticist In Systems Development And Implementation

Nursing informatics in education, leadership development plan, leadership infrastructure for special needs students.

School Performance. (2017). Illinois Network of Charter Schools. Retrieved from https://www.incschools.org/about-charters/school-performance/

Current Issue In Nursing Nursing Shortage

Nurse staffing crisis. (2019). Nursing World. Retrieved from:   https://www.nursingworld.org/practice-policy/nurse-staffing/nurse-staffing-crisis/

Comparison Of Leadership Model And Styles

Culture and nursing.

Hofstede Insights. (2019). Retrieved from   https://www.hofstede-insights.com/country-comparison/china,the-usa/

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Nursing Essay Examples

Nursing Essay Examples That Will Help You Write a Stellar Paper

Published on: May 6, 2023

Last updated on: Jan 29, 2024

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Many nursing students struggle with writing effective nursing essays, which are an essential part of their education and professional development.

Poor essay writing skills can lead to low grades and an inability to effectively communicate important information.

This blog provides a comprehensive guide to writing nursing essays with examples and tips for effective writing. Whether you are a nursing student or a professional looking to improve your writing skills, this blog has something for you. 

By following the tips and examples provided, you can write compelling nursing essays that showcase your dedication to the field.

Let’s get started.

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What is a Nursing Essay?

A nursing essay is a type of academic writing that aims to explore a particular topic related to nursing. It also presents a clear and concise argument or viewpoint supported by evidence. 

Nursing essays can take many forms, including:

• Descriptive essays
• Reflective essays
• Analytical essays
• Persuasive essays

What is the Importance of the Nursing Essay?

Nursing essays are important for several reasons. First, they help nursing students develop critical thinking skills by requiring them to analyze and evaluate information.

Second, they help students develop research skills by requiring them to locate and use credible sources to support their arguments. 

Third, nursing essays help students develop communication skills by requiring them to present their ideas clearly and concisely in writing. Finally, nursing essays are important for nursing education because they prepare students for the types of writing.

Paper Due? Why Suffer? That's our Job!

To help students better understand how to write nursing essays, it can be helpful to review examples.

Below are some examples of nursing essays.

Nursing School Essay Examples

College Nursing Essay Examples

Graduate Nursing Essay Examples

Nursing Scholarship Essay Examples

Nursing Essay Conclusion Examples

Nursing Essay Examples of Different Fields

Nursing is a diverse field with many different specialties and areas of focus. As a result, nursing essays can take many different forms and cover a wide range of topics. 

Given below are some examples of different types of nursing essays:

Personal Philosophy Of Nursing - Essay Examples

Cal State Fullerton Nursing Essay Examples

Evidence Based Practice Nursing In Medical Field - Essay Examples

Leadership In Nursing And Healthcare Professionals - Essay Examples

Principles Of Professional Practice Of Nursing Professionals And Pharmacists

If you're seeking additional examples of nursing essays, you're in luck! 

Below are some more examples that can help you gain a better understanding of nursing essays:

Health Care And Reflective Models For Nursing - Essay Examples

History Of Nursing Essay Examples

Ethical Dilemma In Nurses Work - Essay Examples

Mental Health Nursing Essay Examples

Why I Want To Be A Nurse Essay

Working In A Team And Collaboration In Nursing

How to Write a Nursing Essay

Writing a nursing essay can seem daunting, but with the right approach, it can be a rewarding experience.

Here are the key steps involved in writing a nursing essay:

Understanding the Topic and Question

The first step in writing a nursing essay is to carefully read and understand the topic and question. 

This will help you determine what information you need to research and include in your essay. Make sure you understand any key terms or concepts related to the topic. Consider different perspectives or viewpoints that may be relevant.

Researching the Topic

Once you have a clear understanding of the topic and question, it's time to research. 

Start by gathering information from credible sources such as academic journals, textbooks, and government websites. 

Consider both primary and secondary sources, and make sure to take detailed notes as you read.

Organizing and Outlining the Essay

Once you have completed your research, it's time to organize your ideas and create an outline for your essay. 

Start by identifying the main points or arguments you want to make, and then organize them into a logical order that flows well. 

Your outline should include an introduction, body paragraphs, and a conclusion.

Writing the Essay

With your outline in place, it's time to start writing your essay. Make sure to follow your outline closely, and use clear and concise language that effectively communicates your ideas. 

Use evidence from your research to support your arguments, and cite your sources appropriately.

Editing and Revising the Essay

Once you have completed a first draft of your essay, take some time to edit and revise it. Look for any errors in grammar, spelling, or punctuation, and make sure your essay is well-organized and flows well. 

Consider asking a peer or instructor to review your essay and provide feedback.

What To Include In Your Nursing Essay

When writing a nursing essay, there are several key elements that you should include. Here are some important things to keep in mind:

• Introduction

Your introduction should provide a brief overview of the topic and purpose of your essay. It should also include a clear thesis statement that presents your main argument or point of view.

• Background Information

Provide some background information on the topic to help the reader better understand the context of your essay. This can include relevant statistics, historical information, or other contextual details.

• Evidence and Examples

Use evidence and examples from your research to support your arguments and demonstrate your knowledge of the topic. Make sure to cite your sources appropriately and use a variety of sources to strengthen your argument.

• Analysis and Evaluation

Provide analysis and evaluation of the evidence and examples you've presented. This can include discussing strengths and weaknesses, comparing and contrasting different viewpoints, or offering your own perspective on the topic.

Your conclusion should summarize the main points of your essay and restate your thesis statement. It should also offer some final thoughts or suggestions for further research or action.

Nursing Essay Topic Ideas

Choosing a topic for your nursing essay can be challenging, but there are many areas in the field that you can explore. Here are some nursing essay topic ideas to consider:

• The role of technology in nursing practice
• The impact of cultural diversity on healthcare delivery
• Nursing leadership and management in healthcare organizations
• Ethical issues in nursing practice
• The importance of patient-centered care in nursing practice
• The impact of evidence-based practice on nursing care
• The role of nursing in promoting public health
• Nursing education and the importance of lifelong learning
• The impact of nursing shortages on healthcare delivery
• The importance of communication in nursing practice

These are just a few ideas to get you started. You can also explore other topics related to nursing that interest you or align with your academic or professional goals. 

Remember to choose a topic that is relevant, interesting, and feasible to research and write about.

Tips for Writing an Effective Nursing Essay

Writing a successful nursing essay requires careful planning, research, and attention to detail. Here are some tips to help you write an effective nursing essay:

• Writing Concisely and Clearly

Nursing essays should be written in clear and concise language, avoiding unnecessary jargon or technical terms. Use simple language and short sentences to help ensure that your ideas are communicated clearly and effectively.

• Stating a Clear Thesis Statement

Your thesis statement should clearly state your main argument and provide a roadmap for the rest of your essay. It should be clear, concise, and located at the end of your introduction.

• Using Proper Citation and Referencing

Citing and referencing your sources is crucial in any academic writing, including nursing essays. Make sure to use proper citation and referencing styles, such as APA or MLA. Include a reference list or bibliography at the end of your essay.

• Seeking Feedback and Revising

Before submitting your nursing essay, seek feedback from peers, professors, or writing tutors. Use their feedback to revise and improve your essay. Make sure that it is well-structured, coherent, and effectively communicates your point of view.

By following these tips, you can write a nursing essay that demonstrates your knowledge and skills in the field.

In conclusion, writing a successful nursing essay requires careful planning, research, and attention to detail. 

To showcase your knowledge in the field of nursing, it is important to have a clear understanding of the topic at hand. When writing your nursing essay, be sure to include relevant examples, incorporate current research, and use proper citation and referencing. 

And remember , seeking feedback and revising your essay is key to ensuring that it effectively communicates your ideas and arguments.

If you need help with your nursing essay or any other type of academic writing, consider using our AI essay writer . 

Our nursing essay writing service can provide personalized support to help you succeed in your academic goals.

So, why wait? Contact us to get college essay writing help today! 

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100+ strong persuasive nursing essay topics ideas [+outline], dr. wilson mn.

• August 11, 2022
• Essay Topics and Ideas , Samples

Nursing essays can be extremely persuasive. They can help nurses advocate for their patients and care for them in the best way possible. Below are Persuasive Nursing Essay Topics to get you started.

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What You'll Learn

Strong Persuasive Nursing Essay Topics

There are many persuasive nursing essay topic ideas to choose from. Here are some of the most Strong Persuasive Nursing Essay Topics ones:

• How effective nursing care can prevent chronic illness .
• The importance of teamwork in nursing care .
• How nurses can provide emotional support to their patients .
• The benefits of breastfeeding for infants and mothers .
• The importance of sleep for both infants and adults.
• The different types of pain that nurses must be able to manage.
• Why proper nutrition is so important for nursing patients .
• The role of nurses in managing acute health conditions.
• How nurses can help patients adjust to life after a hospital stay.
• The importance of preventive health measures for nurses and their patients. .
• How nurses can promote healthy eating habits among their patients..
• The impact of stress on nursing care. .
• The impact of technology on nursing care. .
• The challenges that new nurse staffing policies may pose..
• The Relationship between Nursing and Healthcare
• The Importance of Nursing in a Healthy Population
• The Effect of Nursing on Patient Recovery Time
• The Role of Nursing in Preventing Infections
• Nursing and the Environment
• The Importance of Nursing Leadership in Healthcare Organizations

Current Persuasive Nursing Essay Topics

Topics that could be covered in Current Persuasive Nursing Essay Topics include but are not limited to:

• The Effect of Education and Training on Nurses’ Role in Healthcare Settings
• The Impact of Technology on Nursing Practice
• Perspectives on Nursing Ethics and Professionalism
• Caregiving Dynamics in the Context of Aging and Illness
• Role of Nursing in Palliative Medicine
• Achieving Best Patient outcomes through Nurse-led Interventions
• Issues Related to Global Health Challenges and How Nurses Can Address Them
• Promoting Safe Practices in Healthcare Settings through Collaborative Efforts with other Staff Members
• Advocating for Change: A Look at How Nurses Can Impact Changes in their Communities and Society as a Whole
• Advocating for Improved Patient Care
• The importance of nursing in society.
• The role of nursing in providing health care .
• The benefits of nursing education .
• The challenges of nursing practice .
• The impact of nursing on patient outcomes .
• Nursing ethics and standards of practice .
• Nursing leadership roles and responsibilities.
• Nursing research and scholarship in the field of nursing.
• Critical thinking skills for nurses in the clinical setting.
• Evidence-based approaches to nursing care .

Good Persuasive Nursing Essay Topics

Persuasive nursing essays can explore a variety of topics depending on the instructor’s preference and course requirement. Below are good persuasive nursing essay topics that may be of interest to you.

• Nursing interventions for common conditions in the elderly population.
• Nursing interventions for pediatric patients with special needs or healthcare concerns..
• Nursing interventions for critically ill patients. .
• emiatic resuscitation techniques for nurses..
• Advanced cardiac life support for nurses. .
• Care of the hospitalized patient: assessment and planning stages
• How to improve patient safety .
• The role of nurses in promoting healthy lifestyles.
• The impact of technology on nursing .
• Ethics in nursing practice .
• The future of nursing education .
• Nursing leadership skills.
• Nursing care of the elderly and disabled patients .
• Impact of health care reform on nursing practice .
• Role of nurses in disaster preparedness and response programs.
• Care of acutely ill patients in hospitals.
• Infant and child nurses: roles and responsibilities.
• Nursing knowledge assessment tools for improving learning outcomes for nurses
• The following are twenty persuasive Nursing Essay Topic ideas to write about:
• The importance of nursing care

Unique Persuasive Nursing Essay Topics

There are many unique persuasive nursing essay topics to choose from, and the options are always changing. Today, persuasive nursing essay topics may include:

• The changing landscape of nursing
• The impact of technology on nursing
• The importance of teamwork in nursing
• The challenges of nursing today
• The importance of diversity in nursing
• The power of empathy in nursing
• Nursing as an art form
• Nursing as a humanitarian profession
• Nursing as a career pathway
• Nursing as an essential component of health care reform
• Nursing as a global community responsibility
• Nursing as a life-saving profession
• Nursing and aging: challenges and opportunities
• Nurses and nutrition: exploring connections and implications
• Nurses and chronic illness: balancing treatments and lifestyle changes
• Nursing interventions for pediatric patients: from diagnosis to home care settings
• Navigating the nurse practitioner role: creating successful practices for collaborative

Persuasive Nursing Essay Topic ideas

Below is a list of recent and current persuasive writing topics that nurses may find useful.

When considering persuasive writing topics , nurses may want to consider exploring the following:

• Nursing is a profession that is constantly in demand. It is one of the most versatile fields, and it offers many opportunities for personal growth and development .
• The following are Persuasive Nursing Essay Topics to write about:The benefits of breastfeeding for the mother and baby.
• The benefits of complementary feeding for the mother and baby.
• The importance of physical activity during pregnancy and breastfeeding.
• The importance of early identification and treatment of postnatal depression.
• Here are  Capstone Project Ideas for Nursing Leadership [50 Topics]
• The benefits of incorporating a healthy diet into pregnant and breastfeeding women’s lives.
• How music can play an important role in childbirth preparation and postnatal recovery.
• The impact that stress has on pregnant women and their babies.
• How sleep deprivation can affect both the mother and her baby during pregnancy and breastfeeding.
• How genetic factors can influence a woman’s ability to breastfeed successfully.
• The importance of providing emotional support to mothers during childbirth and post-birth recovery periods.
• The importance of establishing a close relationship with a lactation consultant while pregnant or breastfeeding.
• What factors can influence a woman’s decision to formula feed her baby instead of breastfeed?
• Exploring the different ways that medications can be used to help promote lactation in mothers who are not breastfeeding or unable to breastfeed satisfactorily
• Care of Patients with Special Need
• Breastfeeding and Womb-Feeding
• Pain Management in Nursing Homes
• Infection Control in Nursing Homes
• Bereavement Nursing
• Diabetes Management in Nursing Homes
• Geriatric Pharmacology
• Geriatric Asthma Management
• Coping with Change in the Aging Population
• Hospice and Palliative Care Services for the Elderly
• Nutrition in the Elderly
• Respite Care: A Time of Renewal for Families caring for a loved one at home
• Transition Planning for Family Caregivers
• Coping with Illness and Disability
• Mindfulness Based Stress Reduction in Healthcare Settings
• Nurse Practitioner Leadership Development
• Innovative Approaches to Clinical Practice
• Enhancing Quality of Life through Cancer Care

Persuasive Nursing Essay Outline

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Nursing Leadership and Management Issues Essay

It is difficult to overestimate the role of communication skills for nurses because they meet a great variety of people every day. In addition, everyone has to develop leadership skills if they want to make a real difference. I think the course advanced my knowledge of the leadership concept, and the implementation of theory helped me improve patient care delivery.

As a nurse, I work in a team, and therefore it is hard to underestimate the role of effective communication. I analyzed the reasons why work in a group is sometimes so stressful to me and understood my direction for growth. One of the reasons for failure in communication lies in the inability to encourage an exchange of information (Weiss et al., 2019). The probable decision is to learn to ask the right questions and concise questions. Additionally, researchers point out the value of prioritizing (Weiss et al., 2019).

Revising my views on setting priorities, I realized I used to do it unconsciously. However, now I carefully evaluate what I should do, estimate the time, and explore delegation possibilities. These changes not only allowed me to increase my effectiveness but to concentrate more on patients’ problems.

While working with patients, it is crucial to establish contact and motivate them to strive for healing. The possible direction for growth that I see is the development of emotional intelligence. An emotionally intelligent leader is a good listener, i.e., emotional intelligence allows leaders to sense the unspoken, feel the perspectives, and recognize the motivation of others (Weiss et al., 2019). Sometimes I meet patients who are eager to impress me with the nature of their illness. Others are closed and silent, so I need more observations to realize their needs. Hence, I practice my skills as an active listener to consider their individual character traits, dispel fears and gain the patients’ trust to ensure that my patients will confidently go to any diagnostic procedure.

Due to the course, my leadership attitude changed greatly since I started to apply new knowledge to my practice. I recognized the perspectives for my self-improvement, such as emotional intelligence and prioritizing, and now I have some positive results. Moreover, I believe that further exploration of the topic could make me a more confident and stress-resistant person.

Weiss, S. A., Tappen, R. M., & Grimley, K. (2019). Essentials of nursing leadership & management (7 th ed.). F. A. Davis Company.

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IvyPanda. (2022, October 27). Nursing Leadership and Management Issues. https://ivypanda.com/essays/nursing-leadership-and-management-issues/

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NCLEX RN Questions Tests 2024 17+

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NCLEX RN Prep Test. Nursing Mastery is not just another quiz app. It's a robust educational platform, meticulously crafted to cover thousands of questions across all the topics you'll encounter in the NCLEX exams. From Nursing Leadership to Pharmacology, Anatomy to Mental Health, and beyond — including Maternity-Newborn Nursing, Nursing Management, Pediatrics, Nutrition, and Medical-Surgical topics — Nursing Mastery has it all. Each category is filled with in-depth questions and answers, providing a broad spectrum of knowledge essential for the NCLEX and your future nursing career. Unrivaled NCLEX Questions and NCLEX RN Test Prep Diving deep into the core of what makes an effective study tool, Nursing Mastery boasts an unparalleled collection of NCLEX questions. These are not just any questions; they are crafted to simulate the complexity and scope of the real NCLEX exams. With the NCLEX RN Test Prep and the comprehensive NCLEX PN Mastery 2024 section, users gain access to a vast array of questions that cover every conceivable topic and skill set required for the exams. Perfect questions each answer not only prepare you for the types of questions you'll encounter but also deepen your understanding of the underlying principles and concepts. This level of detailed preparation is what sets Nursing Mastery apart as a premier NCLEX prep tool. Tailored Learning Experience for NCLEX RN Understanding that every aspiring nurse has a unique learning path, Nursing Mastery offers a personalized experience. Whether you're just starting your prep journey or in the final stretch, the app adapts to your knowledge level, strengths, and areas for improvement. Dive into specific topics like Pediatric Nursing or explore broader categories such as Medical-Surgical Nursing, all at your own pace and convenience. NCLEX RN Practice Makes Perfect Nursing Mastery brings the essence of the NCLEX exam to your fingertips. With thousands of practice questions mirroring the format and difficulty of the actual exam, you'll gain the confidence and competence to tackle any question. Immediate feedback and detailed explanations for each answer not only clarify doubts but also enhance your understanding and retention of complex concepts. For Every Aspiring Nurse Whether you're a recent nursing graduate or a seasoned professional brushing up for your exams, Nursing Mastery is designed for anyone committed to excellence in nursing. The diversity of questions and topics makes it an invaluable tool for comprehensive exam preparation and a robust resource for deepening your nursing knowledge. Ready When You Are Nursing Mastery's mobile platform ensures that your prep material is as mobile as you are. Study on-the-go, between shifts, or during your downtime with easy access from your smartphone or tablet. The convenience of having a vast repository of NCLEX-related questions at your fingertips means you can turn every moment into an opportunity to progress towards your nursing goals. Pass NCLEX Exams and Join Thousands of Successful Nurses Be part of a thriving community of nursing professionals who have elevated their careers with Nursing Mastery. With a track record of success and a wealth of positive testimonials, Nursing Mastery stands out as a leading tool in NCLEX preparation. Your journey towards nursing excellence is supported every step of the way, bolstered by the knowledge and confidence gained through consistent practice with our app. Your Nursing Career Awaits Don't leave your NCLEX preparation to chance. Equip yourself with Nursing Mastery and unlock a world of knowledge, confidence, and opportunity in your nursing career. With comprehensive coverage, personalized learning, and practice questions designed to mimic the real exam, Nursing Mastery is your all-in-one solution for NCLEX success. Download Nursing Mastery NCLEX app and take the first step towards achieving your dreams.

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Nursing Home Basics: Who Qualifies, Who Pays, and Other Helpful Facts

Why it matters.

Understanding how nursing homes work can be confusing because standards for eligibility, insurance coverage, etc. vary from state to state in the US.

In this second article in our series on nursing homes ( read Part I here ), we answer some commonly asked questions about nursing home structures and functions.

Who Is Eligible to Enter a Nursing Home?

People qualify for nursing home/facility level of care (NFLOC) if they are unable to live alone safely in the community. There is no federal definition of NFLOC and the exact rules governing level of care vary from state to state. Despite this lack of consistency, the following four areas are commonly considered when a state determines a person’s level of care need: physical functional ability; health issues/medical needs; cognitive impairment; and behavioral issues. In many states, there has been significant rebalancing toward home and community-based services and away from nursing home care. Check state websites for updated information on specific eligibility requirements.

Who Pays for Nursing Home Care?

Medicare is the federal health insurance program for people in the US who are 65 or older, some younger people with disabilities, people with End-Stage Renal Disease. A common misconception is that Medicare will pay for all nursing home costs. This is not true.

Post-acute care (PAC) or skilled nursing facility (SNF) care is usually covered by Medicare or private insurance up to 100 days (100 percent for 20 days and then 80 percent for 80 days based on certain criteria). Long-term care (meals, room and board, and basic health services) is often paid for privately until funds are spent down. A “ spend down ” is how someone with Medicare may qualify for Medicaid — a joint federal and state program that provides health coverage to some people with limited income and resources — even if their income is higher than a state's Medicaid limit. Under a spend down, a state lets the person subtract their non-covered medical expenses and cost sharing (like Medicare premiums and deductibles) from their available income. Each state’s Medicaid program covers approximately 70 percent of nursing home care.  Long-term care insurance can also pay for nursing home care, but relatively few people have it.

The average cost of a nursing home is over $90,000 per year but this varies state to state. Multiple organizations provide information about nursing home costs and Medicaid daily rates online, including the  American Council on Aging .

Who Oversees and Regulates Nursing Home Quality and Safety?

The Centers for Medicare and Medicaid Services (CMS) oversees nursing home quality and safety at the federal level. Several divisions have regulations that pertain to nursing homes. 

The CMS Division of Nursing Homes develops and oversees most nursing home regulations. CMS delegates nursing home surveys and inspections to a designated organization in each state, usually the State Survey Agency (SSA). SSAs conduct annual, recertification, and complaint surveys and assess compliance with regulations. There is also a Special Focus Facility program for a small number of low-performing nursing homes that receive more intensive oversight and guidance on quality improvement in each state.

How Do We Measure Nursing Home Quality?

Because definitions of quality may vary, there are different methods used by federal, state, or private organizations to collect and analyze quality data. Here are a few examples:

• Minimum Data Set (MDS) is a standardized assessment tool required by CMS that measures health status in nursing home residents. All nursing homes that accept Medicare or Medicaid must submit the MDS regularly for each resident to receive payment.
• National Healthcare Safety Network is an electronic system for infection reporting, including COVID and other data that goes to CDC.
• CMS Five Star Quality Rating System gathers information from inspections (surveys), quality measures, and staffing from each nursing home and makes this information publicly available on the CMS website.
• Medicare’s Care Compare   allows users to locate and compare data from nursing homes.

What are Quality Innovation Networks-Quality Improvement Organizations (QIN-QIOs)?

QIN-QIOs focus on working with nursing homes, states, and regions to improve quality of life and quality of care across settings, including nursing homes. QIN-QIOs have their own separate line item in the US federal budget to support the national program which covers  all 50 states and US territories . QIN-QIOs are not part of state survey agencies or the survey process. Their focus is on quality improvement, support, education, and training, which are often provided free or at very low cost.

Who Works in Nursing Homes?

Women make up most of the nursing home workforce, particularly direct care workers such as certified nursing assistants (CNAs). ( Almost 90 percent of nursing assistants are female). Many are single parents.  People of color comprise most of the US nursing assistant workforce.

Most nursing assistants are low-income wage earners. Many live at or near the federal poverty level and almost half receive some type of public assistance. Nursing homes typically pay CNAs the minimum wage, but this is not necessarily a livable wage depending on where they live. For this reason, CNAs often work in multiple settings and have multiple jobs. For many CNAs, English is not their first language, and they may have limited English proficiency. Many are immigrants.

What Are Some Challenges Faced by the Nursing Home Workforce?

There are many issues facing nursing home CNAs today and some new opportunities. The National Association of Health Care Assistants (NAHCA) conducted a survey of 1,420 CNAs in July 2023. When asked about their jobs, many CNAs reported that low wages and benefits would be the primary reasons they intend to seek another type of employment. They also cited unstable or inadequate hours, lack of supervisor’s/manager’s support, lack of career advancement or professional development, and feeling under-valued.

High rates of turnover (in some cases over 100 percent in a year) and the need for stronger, stable leadership are important reasons to better support CNAs and other direct care workers. Creating and testing standardized career ladders or lattices and providing more training and education on topics of interest to CNAs represent opportunities to promote better retention and reduce turnover. Another way to respond to CNA concerns is by becoming an  Age-Friendly Health Systems Nursing Home .

Alice Bonner, PhD, RN, is IHI’s Senior Advisor for Aging. Amanda Meier, BSW, MA, is IHI’s Project Manager, Age-Friendly Health Systems. If you have any questions or ideas about nursing homes or related policy issues, please feel free to reach out to Alice Bonner ( [email protected] ) or Amanda Meier ( [email protected] ).

You may also be interested in:

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