Select an issue from the following list: workplace violence, workplace injury, unit restructuring, floating, nurse turnover, nurse staffing ratios, or use of contract employees (i.e., registry and travel nurses).

Select an issue from the following list: workplace violence, workplace injury, unit restructuring, floating, nurse turnover, nurse staffing ratios, or use of contract employees (i.e., registry and travel nurses)

The purpose of this assignment is to analyze the various approaches nursing leaders employ when addressing issues in practice.

Select an issue from the following list: workplace violence, workplace injury, unit restructuring, floating, nurse turnover, nurse staffing ratios, or use of contract employees (i.e., registry and travel nurses).

In a 1,000-1,250-word paper, discuss the following:

1. Describe the issue you selected. Provide data to support how this issue impacts the quality of care in the setting in which it occurs.
2. Using research evidence for support, present one possible solution that could be implemented to address the issue. In your discussion, be sure to include financial considerations as they relate to implementation of the solution.
3. Describe a leadership style that would best address the issue.
4. Discuss how this leadership style compares to your personal leadership style.
5. Compare two different leadership theories that could be applied to resolution of the issue. Explain how each theory would be effective in addressing the issue.
6. Discuss the nurse’s role within an interdisciplinary team in promoting patient quality and safety while fostering professionalism to address this issue.

You are required to cite a minimum of three sources to complete this assignment. Sources must be appropriate for the assignment and relevant to nursing practice.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

Expert Answer and Explanation

Applying Leadership and Management Principles – Workplace Violence

In an organizational setting, nurse leaders play a vital role, motivating nurses to better deliver care, and drawing on leadership skills and knowledge to lead their followers. Nurse leaders, still, mediate to resolve problems that may hamper the delivery of effective care. In a bid to address organizational issues or push for change, nurse leaders opt for the different styles of leadership which range from democratic to the autocratic styles.

The approach that a leader pursues to address an organizational issue might be different from a strategy that another leader adopts. This difference plays out when leaders employ divergent styles to resolve workplace violence (Lim et al., 2022). It is important to examine the contrast between democratic and autocratic styles with reference to workplace violence.

Description of the Selected Issue (Provide Data on the Impact of the Issue)

The selected issue is workplace violence. In 2019, the American Nursing Association (ANA) conducted a survey in which a quarter of the nurses surveyed disclosed that they previously suffered some form of physical violence at work. However, nurses experience other forms of violence including bullying in which a person takes advantage of their rank, influence or power to physically or psychologically harm others. Violence at work also takes other forms such as forcing a colleague into intimate relationship, and psychologically torturing others by threatening them with violence.

Any of these forms of violence can have negative repercussions on nursing professionals. For instance, it can lead to high turnover rates especially if an organization fails to take corrective measures. The Bureau of Labor and Statistics reported that 76% of 20,050 people who experienced violence at work worked in the healthcare setting (National Institute for Occupational Safety and Health, 2022).

Potential Solution that Can Help Address the Issue

When it comes to the mitigation of the incidences of workplace violence, a leader can employ various strategies including adopting an education program that trains the staff on how to deescalate tension that may end up causing physical violence. To support the victims of violence, a leader may recommend resources including counseling programs which essentially promote recovery. Through this intervention, it is possible for victims to learn how to better relate with colleagues, which minimizes tensions and conflicts. Additionally, a leader may assess the risks, determining the conditions that may contribute to conflicts.

For example, they may target settings in which members of the staff file high cases of complaints. Furthermore, an organization may create conditions that discourage workers from engaging in behaviors in which they may hurt others. This would require imposing strict policies against violence, and establishing surveillance system to help monitor the staff. By adopting these measures, a hospital can save $330,000 annually because about this amount of money goes into treating victims of workplace violence who experience violence in the workplace (Arnetz, 2022).

The Leadership Style that Would Better Address the Issue

The democratic style is the ideal style that would better resolve the workplace violence. Using this style, a leader involves every member of their team to find solution to the problem. This is an ideal style for tackling the issue because it provides a leader with the opportunity to listen to the views of their followers which allows them to better understand the issue in terms of the root cause (Romi et al., 2022). The leader also involves everyone to contribute towards finding a better solution. While this style may delay decision-making, it helps generate a potent solution.

How the Selected Leadership Styles compares to My Personal Leadership Style

I prefer autocratic leadership style over the democratic style because I believe that one may waste time if they involve others in the decision-making. This style of leadership is centralized, allowing the leader to decide what is important for everyone. This is in contrast to the democratic style in which authority is decentralized, allowing the subordinates staff to equally contribute to making decisions.

When it comes to resolving conflicts or violence at work, a leader has the authority to decide the approach to use to bring conflicts under control if they are using the autocratic style. I consider this approach to leadership ideal especially if a leader is working with members of the staff who lack experience and skills in conflict resolution.

Comparison of the Two Leadership Theories that Can Be Applied to Resolve the Issue

While the contingency and transformational leadership theories can be used to resolve workplace violence, the two theories seem to differ especially when it comes to the approach to application. With contingency style, the situation informs how a leader responds to the issue. This is different with the transformational style in which the leader optimizes the employee’s potential to address the issue. Such a leader may inspire their juniors so that they can find a way to build solid interpersonal relationships (Yosep et al., 2023). Therefore, two leaders would differ in their approach to leadership if any of them choose either of the two theories to guide their decisions.

How Each Theory Would Be Effective In Addressing the Issue

From a contingency perspective, a leader focuses on the contextual factors, analyzing how they account for the identified concern. A leader, for instance, may approach the issue by determining the organizational culture including the policies, and taking measures such as modifying the conditions to help improve interpersonal relationships. With the transformation leadership, a leader may adopt various strategies including investing in their staff to help them make better decisions, which may essentially reduce the risk of conflicts (Kafle et al., 2022). They also act in a responsible manner, setting the tone for code of conduct, and influencing how the subordinate relate with colleagues.

A Nurse’s Role within an Interdisciplinary Team In Promoting Patient Quality and Safety While Fostering Professionalism To Address the Issue

In an interdisciplinary team setting, a nurse fosters professionalism and contributes to the promotion of patient quality and safety by facilitating the exchange of information. For instance, they may act as intermediary between professionals, sharing ideas that can help optimize the quality of care. In addition, the nurse educates patients on how to better manage their health, which essentially minimizes patients’ risk of developing serious disorders (Vaismoradi et al., 2020). When working in interdisciplinary setting, still, nurses act as champion for the betterment of the patients’ wellbeing through the use of best practices like the use of evidence.

Conclusion

In conclusion, workplace violence is a nursing issue because it is one of the factors that contribute to stress and psychological issues among nursing staff. Unattended stress can drive nurses to leave their work, exacerbating problems like the inadequate availability of nursing professionals. This is why it is important for leaders to address workplace violence. Leaders can leverage various styles and theories to respond to workplace violence.  

References

Arnetz J. E. (2022). The Joint Commission’s New and Revised Workplace Violence Prevention Standards for Hospitals: A Major Step Forward Toward Improved Quality and Safety. Joint Commission journal on quality and patient safety, 48(4), 241–245. https://doi.org/10.1016/j.jcjq.2022.02.001.

Kafle, S., Paudel, S., Thapaliya, A., & Acharya, R. (2022). Workplace violence against nurses: a narrative review. Journal of clinical and translational research, 8(5), 421–424. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9536186/.

Lim, M. C., Jeffree, M. S., Saupin, S. S., Giloi, N., & Lukman, K. A. (2022). Workplace violence in healthcare settings: The risk factors, implications and collaborative preventive measures. Annals of medicine and surgery (2012), 78, 103727. https://doi.org/10.1016/j.amsu.2022.103727.

National Institute for Occupational Safety and Health (2022). Occupational Violence. https://www.cdc.gov/niosh/topics/violence/fastfacts.html.

Romi, M. V., Alsubki, N., Almadhi, H. M., & Propheto, A. (2022). The Linkage Between Leadership Styles, Employee Loyalty, and Turnover Intention in Healthcare Industry. Frontiers in psychology, 13, 890366. https://doi.org/10.3389/fpsyg.2022.890366.

Vaismoradi, M., Tella, S., A Logan, P., Khakurel, J., & Vizcaya-Moreno, F. (2020). Nurses’ Adherence to Patient Safety Principles: A Systematic Review. International journal of environmental research and public health, 17(6), 2028. https://doi.org/10.3390/ijerph17062028.

Yosep, I., Mardhiyah, A., Hendrawati, H., & Hendrawati, S. (2023). Interventions for Reducing Negative Impacts of Workplace Violence Among Health Workers: A Scoping Review. Journal of multidisciplinary healthcare, 16, 1409–1421. https://doi.org/10.2147/JMDH.S412754.

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FAQs

What Are 5 Examples of Workplace Violence?

Workplace violence refers to any act or threat of physical harm, harassment, intimidation, or other threatening behavior that occurs at work. It can affect employees, clients, and visitors across all industries.

5 Common Examples of Workplace Violence:

1. Physical Assault – Hitting, punching, or physically attacking a coworker or supervisor.

2. Verbal Threats – Threatening to harm someone verbally or in writing.

3. Harassment – Bullying, name-calling, or making inappropriate comments repeatedly.

4. Intimidation – Using gestures, stares, or body language to create fear or dominance.

5. Domestic Violence Spillover – Personal relationship violence that extends into the workplace.

Recognizing these behaviors is the first step toward creating a safe and respectful work environment.

What Are the Causes of Workplace Violence Against Nurses?

Workplace violence against nurses is a serious issue that affects their safety, mental health, and ability to provide quality care. It can come from patients, visitors, coworkers, or even supervisors.

Common Causes of Workplace Violence Against Nurses:

1. High-Stress Environments – Emergency rooms and critical care units often involve emotionally charged situations.

2. Patient Mental Health Issues – Patients with psychiatric disorders or under the influence of drugs/alcohol may act aggressively.

3. Understaffing – Increased workload and long wait times can escalate frustration and tension.

4. Lack of Security – Inadequate safety measures or response protocols can leave nurses vulnerable.

5. Poor Communication – Misunderstandings between staff, patients, or families can trigger conflicts.

Addressing these causes is essential for creating a safe and supportive work environment for nurses.

What Are the Four Risk Factors Associated with Workplace Violence?

Workplace violence can occur in any setting, but certain risk factors increase the likelihood of incidents. Recognizing these helps organizations implement effective prevention strategies.

Four Key Risk Factors:

1. Working with the Public – Frequent interaction with clients, patients, or customers can lead to unpredictable behavior.

2. High-Stress Environments – Jobs in healthcare, emergency services, or high-pressure roles often involve emotional or physical strain.

3. Isolated Work Settings – Working alone or in remote areas reduces access to immediate help.

4. Handling Money or Valuables – Roles involving cash transactions or valuable items can make employees targets for theft or aggression.

Understanding these risk factors is vital for promoting safety and violence prevention in the workplace.