Specialty area/interest

You should respond to both discussions separately–with constructive literature material- extending, refuting/correcting, or adding additional nuance to their posts. 

Minimum 150 words each reply with references under each reply. 

Incorporate a minimum of 2 current (published within the last five years) scholarly journal articles or primary legal sources (statutes, court opinions) within your work. Journal articles should be referenced according to the current APA style (the online library has an abbreviated version of the APA Manual).

Discussion 1

The Role of Nurses in Addressing Workforce Culture Issues through Health Policy

Healthcare remains a dynamic industry fraught with complexity, as it integrates technology and human wellbeing while balancing efficiency and compassion. Nurses are arguably the most impacted and critical group within this structure. Today, nurses bear the burden of a persistent challenge in the workforce culture, which is burnout. Moreover, they have little power to change it, due to insufficient levels of organizational structure. This reality stifles adaptability and policy level flexibility across most healthcare systems.

From Mason et al. (2016), we understand how inadequate policy engagement amongst nurses results in a lack of workforce policies that directly target the nurse’s mental and physical health and does reclaim them as a priority. To plug this policy gap, he proposes organizational wellness initiatives that avoid confronting the fundamental issues—the nurse-patient ratio and mental health leave policies. This is in line with the prevailing approach towards safeguarding concepts which further endangers nurses’ mental wellbeing. The impacts of such guarded approaches are evident in Californian hospitals, where staff-patient ratio mandates have paradoxically improved job satisfaction, reduced burnout, and heightened patient satisfaction metrics. Despite the overwhelming need for inclusive advocacy which enables practical implementation of legislation such as these that enable markedly better work conditions for nurses, such protective policies need to be more widely adopted.

Nurse voice exclusion from organizational leadership and policy development is another cultural problem in healthcare. Nurses, who make up the largest portion of the healthcare workforce, are frequently left out of administrative and policy making positions at hospitals and are not included in policy think tanks. According to Mason et al. (2016), political competence is imperative for nurses. Nurses can navigate and influence the processes that govern their workplaces by forming coalitions and partnerships. The text recommends participating actively as a nurse into professional organizations as one of the main strategies to shift the balance of power in their favor.

Misinformation and lack of inclusion also persist as barriers. A nurse population that reflects the local population is needed to provide culturally competent care and to foster an inclusive work environment. However, the organizational hierarchies continue to be dominated by white leaders, with little to no change for nurses of color. Mason et al. (2016) argue that the lack of leadership opportunities for minority nurses can be addressed through policy changes that increase their educational sponsorship, mentorship, and leadership training. Nurse leaders need to actively support change at the national and institutional level by adopting policies that promote equity and eliminate systemic discrimination to advancement.

Effective collaboration across generational and professional lines shapes the workplace culture. In healthcare, as Mason et al. (2016) point out, there is a growing reliance on team-based care which demands integrating communication style and value cross boundaries of age and profession. Nurses can promote a culture of respect and shared governance by supporting interprofessional education and collaborative leadership policies in clinical and academic settings.

To summarize, the issues of culture in the healthcare workforce are intricate and enduring, but nurses have the optimal opportunity to address them beyond the bedside, by taking part in policy and politics. Nurses need to amplify their voice as advocates and, together with Mason et al. (2016), call for policy action to redefine nurses’ workspaces, making them healthier and more equitable, all to enhance patient care delivery.

Discussion 2

The connection between politics and advanced practice nursing is complex and deeply rooted in long-standing power structures. Advanced practice nurses are highly educated and capable providers, yet their ability to practice independently is often restricted by laws that do not reflect their training or the needs of patients. These restrictions are not just clinical, they are political.

Advanced practice nurses face significant difficulties when trying to influence the laws that govern their profession. In many cases, legislative decisions about their practice are made by individuals who are not familiar with what these healthcare providers do. Medical associations often have more political influence and resources. They use this power to maintain control over healthcare regulations, including those that limit advanced practice nurses’ scope of practice. This imbalance creates an uneven playing field. These providers must work harder to be heard by lawmakers. Unlike larger, well-funded medical groups, advanced practice nurses often lack strong lobbying organizations and political action committees. Without these tools, it is difficult to counter the influence of competing interests that benefit from maintaining the status quo (Schorn et al., 2022). 

Power dynamics between healthcare stakeholders make progress slow. Physicians, hospitals, insurers, and even some legislators have competing priorities. For example, some physicians view independent APRN practice as a threat to their professional territory or income. This leads to resistance, even when the evidence clearly supports the safety and effectiveness of APRN-led care. Federal regulations also play a major role in shaping APRN practice. Medicare and Medicaid reimbursement policies are key examples. These programs are controlled at the federal level and often reimburse APRNs at lower rates than physicians, even for identical services. This affects not only income but also the willingness of employers and systems to fully integrate APRNs into care models (Kleinpell et al., 2022).

The Centers for Medicare & Medicaid Services is one of the most influential federal organizations in this area. It controls payment structures and plays a large role in how APRNs are utilized in hospitals, clinics, and long-term care settings. The Department of Health and Human Services also influences practice through funding priorities and program regulations. These agencies impact everything from how APRNs are trained to where they are most needed. In addition to agency-level influence, major federal legislation also shapes the APRN landscape. The Affordable Care Act, for example, created new pathways for APRNs to serve in primary care roles through funding for community health centers and expanded access initiatives. It also emphasized preventive care and team-based models, which align with the strengths of APRN practice. However, the success of these provisions depends heavily on state-level implementation and political support, which varies widely. As such, national legislation can be a powerful tool for expanding APRN impact, but only when it is backed by state-level policies that remove scope-of-practice barriers (Phillips, 2024). 

Federal funding sources, such as grants from the Health Resources and Services Administration, can help expand APRN roles in underserved areas. However, the availability and distribution of these funds are often tied to political agendas. Changes in administration can shift priorities, creating uncertainty about long-term support for APRN initiatives. All of these challenges show how tightly APRN practice is tied to politics. It is not enough to rely on clinical evidence alone. Advocacy and political engagement are essential. APRNs must become active in shaping health policy. That means joining professional organizations, contacting legislators, and supporting policy reform that promotes full practice authority (Kleinpell et al., 2022). 

More APRNs are now running for public office, serving on healthcare boards, and participating in grassroots campaigns. These efforts matter as they not only push for policy change but also increase public awareness of APRN contributions. When APRNs take leadership roles in political spaces, they help shift the conversation toward a more equitable and effective healthcare system. The future of the profession depends on this kind of bold and sustained advocacy.

Planning for “Pamphlet Presentation & Peer Review” Assignment

• In preparation for your module 7 assignment, choose a cultural group that you believe is essential for your fellow colleagues to understand in the context of your healthcare setting.
• Consider the diversity of patients you may encounter.
• Begin conducting thorough research on the chosen cultural group. 
• Compile key information that will be useful for your colleagues to understand and apply in their practice. 

• Include information on:
  • healthcare beliefs,
  • health practices,
  • communication styles,
  • family dynamics; and
  • any specific health disparities. 
• Include practical tips, strategies, or scenarios that illustrate culturally competent care within the pamphlet.  
  • Provide examples of how your colleagues can integrate this knowledge into their practice. 
• Incorporate images, infographics, and culturally relevant visuals to enhance the content.

Submit your plan as an outline with details on how you plan to design your presentation of the pamphlet

*******Plan the layout, design, and format of your pamphlet. ******Consider visual elements, headings, and the overall structure to make the content engaging and easy to follow.******

Policy Analysis 

This assignment is an analysis of local, state FLORIDA, or federal health policy.

1. Select a state health policy reform innovation
2. Discuss the rationale for the policy, how it was adopted (e.g., federal waivers, passage by state legislature), the funding structure, and (to the extent statistical data are available) its impact. ethical outcome based on evidence.
3. Examples of state innovations include Maryland’s hospital rate setting, Vermont’s single payer system, and Massachusetts’ health reforms

Submission Instructions:

• Assignment is to be clear and concise with proper grammar, punctuation and misspelling.
• Formatted to be current APA style and 5-7 pages in length, excluding the title and references page. Incorporate a minimum of 5 current (published within the last five years) scholarly journal articles or primary legal sources (statutes, court opinions) within your work.

• What is coaching and what is mentoring? What are the differences between the two? How can you use these techniques to better your employees and develop them into our next leaders or high-performing employees? In addition, how can you as a leader, coach, and mentor look to employees in the organization for succession planning? If you get promoted or leave the organization, how would you coach, mentor, train individuals so they can further develop their talent to be your replacement or to advance in the company?
• Research some articles and coaching and mentoring employees and elaborate on your findings.