PolicyWebex.docx

NOTE: THIS ASSIGNMENT IS IN TWO PARTS YOU HAVE DONE THE PART ONE ALREADY IT IS NOW LEFT WITH PART TWO

PART ONE

Assignment: Policy Paper Draft

Directions:  For this assignment, you will develop a policy paper on the issue on which you have been focusing this semester. Approach this paper as if it will circulate to the leaders of major nursing organizations, who are considering what position to take on your issue. Your paper should inform  readers  of the issue and its significance, proposals to address the issue, and your recommendations — what you believe should be done about the issue.  

· You can and should build on what you’ve learned so far about the issue through your Issue Description and Hearing Summary.  

· The paper should be 5-7 pages, written in APA format, double-spaced, in 12-point Times New Roman font and 1-inch margins. (Be sure to include a title page, abstract, and a list of references–these do not count toward the 5-7 pages).

A draft of the paper is due by the end of  Session 9.  You will receive feedback from the instructors and a classmate , which you can incorporate when you revise your paper . This  draft  is worth 12.5 % of your grade—so you want to make this as much of a finished product as possible.  (The final paper  is due  by the end of Session 13).  

 

Include the following: 

· Issue Description  

1. Describe the issue, its background, and why people are—or should be—concerned about it. You can incorporate content from your Issue Description assignment. 

1. Proposals to Address the Issue 

2. What proposals have been put forward to address this issue? Who has proposed them? Who –which interest groups or other stakeholders—support or oppose these proposals? What, if any, evidence do they give for their positions? If there are several proposals, or several stakeholders support ing or opposing them, focus on the major ones. 

1. Recommendations 

3. Based on what you know about the issue and about proposals to address it, what do you think should be done? What should nursing organizations support, and why?  

3. You might agree with a proposal that has already been made, or you might suggest something else, such as a combination of different proposals. (Of course, this depends on the issue, the evidence, and your perspectives).  

1. References 

4. Include a minimum of 5 references from authoritative sources—these might include peer-reviewed journal articles, government reports, white papers, reliable newspaper articles, etc. They do not include Wikipedia, personal blogs, or social media posts. 

1. You may also include a brief Introduction and Conclusion if that helps you in organizing the paper. 

PART TWO

Description: Final Paper Presentation

Directions: In our final Webex session each student will give a presentation summarizing the major points of her or his paper. The presentation should be no longer than 5 minutes, with another 5-10 minutes for discussion.

THE ANSWER FOR PART ONE IS BELOW AND YOU WILL NEED TO USE IT TO ANSWER THE PART TWO OF THE ASSIGNMENT

Policy Paper Draft

The Opioid epidemic is a term that applies particularly to the increasing number of fatalities and admissions caused by Opioids, which include both prescribed and illegal drugs. In the past few years, the number of deaths out of these medications has risen to nearly 50,000 annually, or approximately 120 deaths daily, in the United States (Lyden & Binswanger, 2019). Currently, heroin opioid overdose has become the leading cause of accidental death, owing largely to the opioid epidemic problem. Although the opioid crisis gained prominence in the 2010s, the elements that contributed to it began several years earlier (Lyden & Binswanger, 2019). Numerous sources date the onset of the epidemic to the late 1990s as drug companies began promoting synthetic and quasi-opioids to physicians.

The manufacturers claimed that the medications either had lower prospects of addiction or were none addictive compared to Morphine. They also claimed that they did not have any dangerous side effects. Clinicians began prescribing these drugs since they initially noticed no adverse effects associated with their use (Lyden & Binswanger, 2019). The rise of opioid prescriptions directly increased opioid dissemination that has persisted to the present date, leading to the crisis that is currently being experienced. The situation has deteriorated to the point that it weighs on the economy and poses a security danger (Lyden & Binswanger, 2019). Analysts note that while the problem began with the overprescription of legal pain medication, it has intensified in recent years as a result of the surge of inexpensive pharmaceuticals and synthetic opioids such as fentanyl supplied by gangs and cartels.

It is noteworthy that though various initiatives have been implemented, the healthcare sector has further worsened the problem by making it economically difficult for most patients to seek assistance. The notion is supported by a 2017 study that identified an over 500% rise in care costs for patients with opioid addiction issues (Lyden & Binswanger, 2019). The outcome is an increase in illegal opioids within the community and an increase in the number of opioid-related deaths. Though the opioid pandemic is a national problem, the U.S. drug-screening industry has significantly benefited from the sector growing within a short period (Lyden & Binswanger, 2019). It is evident that without proper regulations, the problem caused by contributors of the healthcare industry is also being exploited for profit.

The public should be concerned with the rise in opioid addiction rates, as most people who develop an addiction to opioid medications do that after getting a prescription. According to McGinty et al. (2019), due to the highly addictive qualities of opioid pain medications, the human brain is easily conditioned to seek more of them. Many people are unaware they have developed a dependence on opioids in order to operate normally until their dosage runs out (McGinty et al., 2019). During that stage, individuals are compelled to choose between becoming sober, enduring the pain associated with withdrawal symptoms, or finding other alternatives to attain the euphoric feeling.

It is frequently the moment when people resort to illegal narcotics. It is further propagated by the high cost of prescription opioid medication; thus, people opt for Heroin instead, a cheaper alternative (McGinty et al., 2019). It is typically less expensive, more effective, and easier to obtain than the previous medication. According to the CDC, around 80% of individuals who use Heroin began with a prescription for another opioid. After taking Heroin, over 20% of people depend on opiates.

The number of individuals dying from unintentional opioid overdoses exceeds the combined total of all other drug-related deaths; hence the phrase "Opioid epidemic" was established (Sharareh et al., 2019). The most startling aspect of it is the number of people who die as a result of prescription drugs. Additionally, the readiness of physicians and pharmaceutical firms to market and prescribe medications that are addictive and, in many cases, lethal has been stunning (Sharareh et al., 2019). It is not always individuals who use illegal drugs that bear the consequences. It is the individuals who are taking the prescription. The opioid crisis affects millions of people regardless of age and background; this is inclusive of adolescents, the elderly, ex-servicemen, and members of the LGBTQ community (Sharareh et al., 2019).

Proposals to Address the Issue

There have been various government and non-government sponsored initiatives to address the issue from a medical and security perspective. The HHS (U.S. Department of Health and Human Services) has focused on five primary goals in response to the opiate epidemic. The initiatives have been both proactive and reactive to the problem as they have, firstly, enhanced access to treatment and rehabilitation programs (Pitt et al., 2018). The objective is to address the previously mentioned increase in healthcare costs for individuals with opioid addiction seeking assistance.

The initiative has been implemented effectively in most states; however, its impact has been less received in mostly rural states in the Mid-West and Northern regions (Pitt et al., 2018). The second initiative to address the issue has been to promote the administration of overdose-reversing medication. The approach has been reactive to the high number of overdose-related death across the country (Pitt et al., 2018). By offering medical practitioners means of limiting the deaths, restorative actions can be implemented to help the individuals.

The third initiative implemented was bolstering public health awareness relating to the epidemic (Pitt et al., 2018). In other words, the government has spent millions in informing and educating the public through health surveillance programs. The proactive approach has been employed to aid individuals with early symptoms of addiction as well as offer alternative options for patients receiving prescriptions.

The fourth initiative was the support of the latest research on addiction and pain, which would allow for more effective alternatives to be offered other than opioid medication (Pitt et al., 2018). From a personal perspective, the strategy has numerous long-term benefits for the public as it can allow for better patient care management. Lastly, promoting non-pharmacological approaches to pain management allowing for less dependence on opioid medications, thus reducing overall addiction rates (Pitt et al., 2018).

Alternative proposed solutions to the problem involve the role of Congress in imposing laws and policies that limit prescription and illicit opioids (Sharareh et al., 2019). Based on the assessment of the epidemic, the primary cause of the problem is the current flow of opioids for medical and illicit use. Limiting the flow of the drugs would force practitioners and pharmaceutical companies to develop non-addictive alternatives. It can be stated that it would be addressing the current and future scope of the epidemic.

Recommendations

Prescription opioid abuse contributes to the crisis in two different ways. Firstly, it exposes individuals to an addictive substance, even when they take these prescriptions as recommended, increasing the likelihood of acquiring an opioid use problem in the future. Second, it generates an opioid supply that can be diverted from its intended use in the criminal realm. Therefore, the most effective solution would be a combination of strategies currently in effect and congressional involvement. In other words, through Congressional initiative, laws and policies can be implemented strictly regulating the use of opioid medication, promoting non-opioid alternatives, and security scrutiny over illegal supply.

For example, 49 states have implemented a PDMP (Prescription Drug Monitoring Program), which operates as a statewide database that allows the government to monitor opioid prescriptions. It has allowed numerous states to manage patient prescriptions actively, thereby limiting the prospects of drug abuse by patients (Sharareh et al., 2019). Moreover, through prescription limits, the government in 2016 set guidelines on how to prescribe opioids.

However, by making the guidelines more stringent and promoting MAT (medication-assisted treatment), the objective of reducing addiction and overdose rates can be attained (Sharareh et al., 2019). The guidelines should also entail practitioner training mandates on prescription practices, thereby ensuring that clinicians and patients are refrained from supporting the epidemic.

From a personal perspective, the nursing profession has the most important responsibility as they have first contact with patients. Being on the front lines would have the greatest impact in aiding the epidemic through patient education. By ensuring that patients are aware of the risks and benefits of various pain management medications, including opioids, they can significantly impact the current epidemic (Moore, 2019). They will be adhering to their ethical obligations while improving the community in the face of an epidemic.

References

Lyden, J., & Binswanger, I. (2019). The United States opioid epidemic. Seminars In Perinatology, 43(3), 123-131.

Niles, J., Gudin, J., Radcliff, J., & Kaufman, H. (2021). The Opioid Epidemic Within the COVID-19 Pandemic: Drug Testing in 2020. Population Health Management, 24(S1), S-43-S-51.

McGinty, E., Stone, E., Kennedy-Hendricks, A., & Barry, C. (2019). Stigmatizing language in news media coverage of the opioid epidemic: Implications for public health. Preventive Medicine, 124, 110-114.

Moore, D. (2019). Nurse Practitioners’ Pivotal Role in Ending the Opioid Epidemic. The Journal For Nurse Practitioners, 15(5), 323-327.

Pitt, A., Humphreys, K., & Brandeau, M. (2018). Modeling Health Benefits and Harms of Public Policy Responses to the US Opioid Epidemic. American Journal Of Public Health, 108(10), 1394-1400.

Sharareh, N., Sabounchi, S., McFarland, M., & Hess, R. (2019). Evidence of Modeling Impact in Development of Policies for Controlling the Opioid Epidemic and Improving Public Health: A Scoping Review. Substance Abuse: Research And Treatment, 13, 117822181986621.

PART TWO

Description: Final Paper Presentation

Directions: In our final Webex session each student will give a presentation summarizing the major points of her or his paper. The presentation should be no longer than 5 minutes, with another 5-10 minutes for discussion.

Title

Student’s name

Instructor

Course

Date

NURSING LEADERSHIP INTERVIEW

Many nurses are leaving the profession due to low morale and a lack of leadership in the nursing community (Prestia, 2021). This creates several openings for new nurses to enter the field. I spoke with Michelle Smith. Throughout my life, she has been an inspiration and a great friend. She inspires, encourages, and serves as a professional role model. For the last twenty years, she's worked as a nurse at the hospital where and she is now a nurse manager. As a nurse manager, she is an expert in her field due to her extensive training and credentials. She is someone I look up to because she consistently puts the needs of her employees ahead of her own. There aren't many nurse managers who care about the health and safety of their workers as much as Smith does. One of the most difficult tasks facing the nursing community today is identifying and nurturing the next generation of leaders in the field. I interview her to get more insight into Nursing Leadership.

LEADERSHIP INNOVATION

I started by asking her what her thoughts about leading innovation and creativity in nursing were. She stated that nursing has always been an inventive profession – by its very nature, as such job needs nurses to continually examine, evaluate, and develop answers to issues that may vary considerably in an ever-changing environment. She told me that hospitals and healthcare systems lag behind other businesses when it comes to innovation. According to current statistics, a recent study shows that it takes an average of 17 years to make it into routine nursing practice (Argyropoulos, & Chronopoulou, 2021). Consequently, nursing leaders have banded together to discover more innovative and efficient practices that benefit their patients and the healthcare system at large.

The other question I asked her was what she thought were the major challenges to innovation in nursing. According to her, nurses are not at the forefront of healthcare innovation, even though they use several pieces of medical technology, document in electronic health records, and provide holistic patient care to patients. There have been several instances in which impediments to innovation have hindered many nursing leaders from realizing their creative potential. Some of the challenges that she highlighted include:  

· Nursing education relies mostly on clinical knowledge, excluding the creation and promotion of new concepts.

· Patients' "pain spots" are dealt with by nurses instead of being regarded as part of the solution.

· Hierarchies often rely on nurse participation rather than nurturing and executing solution-finding strategies for organizational buy-in.

The last question was the role of nurse leaders in ensuring that there is an innovative nursing work environment. She states that every stakeholder has a role in ensuring innovation in the healthcare industry. For new ideas to flourish, and the inclusive work atmosphere is necessary. To positively impact the workplace, nurse leaders must be real and successful in their actions.

EMOTIONAL COMPETENCE

On this aspect, I started by asking her what emotional competence meant to her. She stated that Emotional competence is the skill of effectively controlling and communicating one's feelings. The influence on patient care, working relationships, and the healthcare environment are particularly significant in nursing practice, and it may be an important ability to model and teach patients. It is important to understand one's own feelings as well as one's own motivations, as well as to have empathy for others.

The other question was about the significance of emotional intelligence for nurse leaders. According to her, one of the most useful skills you can have is emotional intelligence as an RN. The fundamental purpose is to deliver high-quality care, regardless of the diversity of tasks they do. Empathy is essential. Empathy is critical in the nursing process because it helps to build trust between the nurse and the patient. Patients may be more inclined to follow their treatment plan if they feel trusted. To sum it up, she said that "Without emotional intelligence, you cannot have empathy.”

The last question on this aspect was what nurse leaders could do to improve their emotional competence. She stated that Emotional competence might be developed via practice in the same way that RNs can improve clinical skills such as intravenous IV insertion. Before meeting patients, emotionally savvy RNs may check in to ensure that stress does not interfere with the patient-provider interaction. RNs, in their role as patient advocates, may disagree with the choices made by healthcare practitioners. However, a fear of disagreement may make it tough to speak up. There are several ways in which a high degree of emotional intelligence may help nurses better express their concerns and build mutually respectful relationships. Emotional intelligence may make a huge difference when it comes to teamwork and patient outcomes. This may help nurse leaders cope with the stress of their work at home.

CRISIS MANAGEMENT

The first question was about the nurse leaders' role in crisis management. According to her, the voice of the nurses and the patients is the responsibility of nurse leaders. As a result, they each have a unique function to perform during times of crisis.

In a crisis, a nurse leader's first job is to instill trust in the staff and calm nerves (Kim, 2021). Crises are times of great uncertainty for the people involved. Assurances from the nurse leaders are needed by both patients and staff since they are critical to the crisis's successful management Nurse managers must also make judgments amid a crisis (Kim, 2021). These judgments need a great deal of transparency and accountability since they are often made in the face of uncertainty. Because of this, nursing leaders in a crisis have to put the needs of patients first and make the best use of the resources at their disposal to maintain care for both new and current patients (Kim, 2021).

In addition, nurse leaders serve as liaisons between varieties of parties. As a result, leaders must communicate often and openly. Complex topics must also be communicated clearly and concisely. Finally, nurse leaders aid in crisis adaptation and action plan development.

The last question in this aspect was the strategies and solutions that can help empower nursing leadership. She stated that healthcare providers might employ a variety of ways to promote a combined program of empowering leadership because of the critical role of nurse leaders in crisis management. A more explicit statement of freedom of practice and practice scope is needed, which should be encouraged by both government and professional organizations. Decreasing nurse leader stress and removing organizational limits are dependent on reducing role conflict. This might be done by the government and healthcare administration by establishing guidelines for nurse leaders' practice and allowing them to exercise autonomy, which will help them feel more confident in crises. Another option would be to foster an atmosphere where nurse leaders are recognized and valued in the workplace.

SPIRITUALITY

The first question was the role of spirituality in nurse leadership. She stated that spirituality is an important component of holistic treatment. This is a method of finding hope and meaning in the world. In times of sickness or disaster, it is important to assist those feeling vulnerable by providing them with a sense of purpose and purpose in life. There are several ways in which spirituality may assist head nurses in finding purpose and meaning in their profession. Spiritual leadership has been shown to boost retention and improve the psychological well-being of each person. Nurse leaders must be encouraged to adopt spiritual leadership to restore the nursing culture and keep frontline nurses.

In the hospital setting, spiritual leadership by the head nurses promotes autonomous decision-making, motivates and retains the staff nurses. A nurse's choice to remain in a present post, move, or seek employment elsewhere or outside of the nursing profession is influenced by the leadership styles demonstrated by nursing leaders (Kuchinka, 2021). When a hospital's head nurse acts as a spiritual leader, she may create an environment where leaders and followers have a real feeling of care and appreciation for both her and others. In contrast, only spiritual leadership can meet the fundamental requirements of both. Increased organizational commitment and self-determination directly result from this feeling of belonging and significance.

CHANGE AND CONFLICT

The first question was the changes and conflicts that nurse leaders face. All parts of our society are subject to change and conflict. Nurses must recognize and accept changes and conflicts and handle them in a timely and efficient way.

The other question was what the nurse leaders identify and respond to the conflicts and changes. If you're a healthcare leader, it's imperative that you rapidly detect conflicts and react positively. First, we must acknowledge that conflict comes from differences among people, groups, or organizations (Gagneur, 2021). Real or imagined differences between the two parties matter equally. Conflict may be resolved or exacerbated depending on how a leader reacts.

LEADING TEAMS

The first question was the role and the responsibilities of a nurse leader. A nurse leader is in charge of a group of nurses and is tasked with making choices and setting patient care. They possess significant clinical expertise and are dedicated to enhancing the well-being of their patients. Nurse leaders must communicate effectively with their staff and allocate work effectively. Working with patients daily requires a high level of compassion and empathy. Strong problem-solving and critical thinking abilities are also required of nurse leaders who want to succeed.

The other question was the essential qualities for nurse leaders. Leadership and management positions in nursing need dedication and an extensive understanding of the profession. To be a successful nurse manager or leader, it is important to have strong management and leadership skills. Patients' results are directly impacted by the decisions made by nurses, particularly those in leadership roles within the healthcare system. Nurses should aspire to be the best leaders and managers they can be.

COACHING AND MENTORING

The first question in this aspect was what is coaching and mentoring. Mentoring, according to her, is not the same as coaching. One is concentrated on the instructor, whereas the other isn't. A mentor's experience and wisdom are crucial to mentoring. In contrast, a coach's role is to assist the coach in gaining a better understanding of the knowledge and wisdom they already possess. Coaching is a process in which workers engage with a coach to develop objectives and discover what they want to change in themselves. Coaching should concentrate on professional growth, collaboration, leadership, and readiness for greater responsibilities to be successful. Growing and taking risks should be encouraged by assigning new responsibilities and letting the team make errors.

Financial Responsibility

The first question was the Financial Responsibility of nurse leaders. She states that Finances in their healthcare company may be within the purview of a nurse executive. Employee pay, patient care equipment, and IT may be included in a single budget. They are often in charge of keeping track of insurance reimbursements and coming up with new ways to save costs.

How has financial responsibility changed recently? More than two decades after most NMs had their first training, their job description has evolved dramatically. The professional nurse has typically had no say in hospital financial matters. Nurses need to know that both public and private hospitals rely on money to operate in today's world. NM's financial management is not considered when determining employment or advancement in the public sector.

References

Argyropoulos, T., & Chronopoulou, I. (2021). Innovation in nursing practice and education. Health & Research Journal, 7(2), 58-64.

Gagneur, J. (2021). Book review on leadership and self deception. Journal of Applied Clinical Medical Physics, 22(5), 198.

Kim, S. J. (2021). Crisis leadership: An evolutionary concept analysis. Applied Nursing Research, 151454.

Kuchinka, D. G. (2021). Spirituality and its Impact on Stress and Subjective Well-Being Among Healthcare Professionals. European Journal of Management, 21(1), 66-76.

Prestia, A. S. (2021). The remote influence of nursing leadership. Nurse Leader, 19(2), 184-187.

PART TWO

Please come prepared to discuss the following:

· Who your leader is and why you chose them

· The thing that surprised you the most during your shadow day/interview experience

· Your biggest takeaway from this experience

· Something that you will incorporate into your own leadership practice