Choose Topic Provided Below:
TOPIC: “Impact of workplace harassment and violence on the nursing profession”
You must use the ATTACHED PowerPoint presentation template
1. You are to create bullet points for each slide, not including the title and reference slides. 
2. Every slide must have a speaker note with a minimum of 4-5 sentences addressing the bulleted items on the slide.
3. Include Below Provided references for the presentation. 
4. All research articles that you need to use are attached below. 
The PowerPoint presentation must follow current APA style. 
Your presentation should include the following slides:

Title slide
Why the topic was chosen
How your topic impacts nursing practice
Current relevance of the topic
Clinical Practice Integration
Plan for lobbying: Describe in detail your plan for how you would lobby your legislators or local government for funding and support for your chosen current issue or trend.
Reference slideNURS 440 PowerPoint Template
Student Name
Faculty Name/Title
* You may change the color & background and remember to include colorful, visual illustrations (i.e. data,
graphs, clip arts, embedded video etc…) appropriate to engage your audience!
Use this template to complete your presentation. You may change the color & background, but the following headings must remain:
Slide 1 – Title
Slide 2 – Why the Topic Was Chosen
Slide 3 – How the Topic Impacts Nursing
Slide 4 – Current Relevance
Slide 5 – Clinical Practice Integration
Slide 6 – Plan For Lobbying
Slide 7 – Conclusion
Slide 8 – References
Include speaker notes for each slide by including 4-5 sentences to address the bulleted items on each slide. Please follow APA style and include citations in your speaker notes.
Each slide should have an image.
1. Explain why you chose your topic, referring to assignment guidelines.
2. Why is this topic meaningful to you?
3. Provides full and complete Identification, definition, and description of topic,
background & why topic was chosen
Why The Topic Was Chosen
Look at assignment instructions for suggestions on choosing the topic. What made you choose this topic in the first place?
How The Topic Impacts Nursing Practice
Please show how your topic impacts nursing practice and/or patient care
How will the topic impact your role as a nurse in the nursing workforce or in the clinical setting?
Explain how the topic will impact your role as a nurse in nursing workforce or clinical setting.
Current Relevance
Provide a full description of your topic
Describe how your chosen topic is relevant/current to nursing practice
Explain what makes this topic relevant to nursing. Why should nurses care about this issue?
Current Relevance (Cont’d)
1. Provide a critical analysis supported by evidence based practice that is credible and timely (i.e. data, graph, research, statistics).
Clinical Practice Integration
How your topic is integrated and used in clinical practice
Explain how the topic will be integrated and used in clinical practice
Plan for Lobbying
1. Describe in detail what and how you would lobby your legislators or local government for funding to support your topic. 
(will you write a letter, social media, etc. include main points you will present to  persuade funding) 
2. What current or proposed legislation already exists that pertains to your topic?
Describe your plan on how you would lobby your legislators or local government for funding and support for your chosen issue/trend.
Plan for Lobbying (Cont’d)
Make insightful, clear and accurate connections to importance of
lobbying legislators & government
Show insight and comprehensive solutions/conclusions regarding your chosen topic
Summarize the key points
Remember to:
Include at least 4-5 research articles (Use WCU Online Library)
References need to be CUIDADO É FUNDAMENTAL
INTEGRATIVE REVIEW OF THE LITERATURE DOI: 10.9789/2175-5361.rpcfo.v12.9103
DOI: 10.9789/2175-5361.rpcfo.v12.9103 | Souza JSR, Costa ACB, Vilela SC | Interpersonal relations between nursing-patient in the perspective…
R. pesq.: cuid. fundam. online 2020 jan/dez 12: 648-653 648
Relações interpessoais entre enfermeiro-paciente na perspectiva da
violência atual
Relaciones interpersonales entre enfermero-paciente en la perspectiva de
la violencia actual
Jhuliano Silva Ramos de Souza1, Andreia Cristina Barbosa Costa2, Sueli de Carvalho Vilela3
How to cite this article:
Souza JSR, Costa ACB, Vilela SC. Interpersonal relations between nursing-patient in the perspective of current
violence. Rev Fun Care Online. 2020 jan/dez; 12:648-653. DOI:
Objective: to re!ect on the importance of the interpersonal relationship between nurse-patient in the
perspective of current violence. Methods: this is a descriptive-re!ective study. “e databases used were:
Latin American and Caribbean Health Sciences Literature, National Library of Medicine, SCOPUS, Web Of
Science and Cumulative Index to Nursing and Allied Health Literature, in the languages: English, Spanish
and Portuguese, of the last ten years. Results: three categories emerged: 1) Violence su#ered by nursing
professionals in the workplace; 2) Education as a tool to minimize workplace violence and 3) Nursing care for
vulnerable people exposed to violence. Conclusion: interpersonal relationships can prevent acts of violence
from being carried out in the workplace, and the institution itself and the management sectors can train the
entire team, using continuing education as an e#ective tool for this issue.
Keywords: Interpersonal relations; Nurse-patient relations; Communication; Violence.
Objetivo: re!etir sobre a importância da relação interpessoal entre enfermeiro-paciente na perspectiva da violência atual. Métodos:
trata-se de um estudo descritivo-re!exivo. As bases de dados utilizadas foram: Literatura Latino-Americana e do Caribe em Ciências da
Saúde, National Library of Medicine, SCOPUS, Web Of Science e Cumulative Index to Nursing and Allied Health Literature, nos idiomas:
inglês, espanhol e português, dos últimos dez anos. Resultados: emergiram três categorias: 1) A violência sofrida pelos pro$ssionais
da enfermagem no ambiente de trabalho; 2) A educação como ferramenta para minimizar a violência no trabalho e a 3) Cuidado de
enfermagem a pessoas vulneráveis e expostas a violência. Conclusão: as relações interNephrology Nursing Journal May-June 2021 Vol. 48, No. 3 261
We live in a tumultuous time with many competing
demands, and COVID-19 has only heightened our emo-
tional, physical, and financial stress. These immense stres-
sors affect our emotional and behavioral responses, mak-
ing it difficult to always ‘be our best self.’ As health care
professionals who provide a life-sustaining therapy in the
form of kidney replacement therapy (KRT) like hemodial-
ysis, we like to think of ourselves as just that – ‘profession-
al.’ However, we can all get pulled in many directions
whether it be at home or at work, and authentically, we do
not always show up as the best version of our self. At the
heart of being able to identify patterns of behavior that
‘creep in’ or ‘explode out’ and are not aligned to being our
best self is the concept of learning emotional intelligence.
Researchers, psychologists, and sociologists have described
the emotionally intelligent person as having the insight into
one’s behavior and then being able to manage that behav-
ior. Emotional intelligence is needed now more than ever
in the clinical setting of nephrology. This article provides
an overview of the concept of emotional intelligence, a
brief overview of the brain science behind behavioral pat-
terns, and why it is valuable to enhance skills in emotional
intelligence. Practical tools will be highlighted for nephrol-
ogy nurses to optimize bringing their best self to work dur-
ing these challenging times.
Copyright 2021 American Nephrology Nurses Association.
Lawrence, J.A., & Parkes, R. (2021). How do you be your best
self in a vexatious world? Nephrology Nursing Journal,
48(3), 261-265.
How do we survive, let alone thrive, in health care? The
complexity of providing care to patients and families on
chronic kidney replacement therapy can be taxing for the
most expert and resilient of health care professionals.
Further complicating this by a global pandemic can pro-
duce feelings of frustration and anxiety that can reduce our
effectiveness in the everyday, yet we are compelled to prac-
tice competently and professionally. Working on oneself is
key to optimizing one’s resilience during volatile, uncertain,
complex, and ambiguous times. This article introduces the
concept of emotional intelligence and provides a brief
review of the brain science behind behavioral patterns,
highlighting how all health care professionals can engage in
self-work to bring our best selves to the every day.
Key Words:
Emotional intelligence, self-management, insight, managing
emotions, brain science, hemodialysis, stress.
How Do You Be Your Best Self in a Vexatious World?
Julie Ann Lawrence, MScN, RN(EC), CNeph(C), and Rebecca Parkes, BA
1.1 contact hours
N e P H r o l o g y N u r s I N g J o u r N a l
Health care is a high-stress, high-change environment
on any given day. When you add in COVID 19 and tUC Irvine
Western Journal of Emergency Medicine: Integrating Emergency
Care with Population Health
Unheard Victims: Multidisciplinary Incidence and Reporting of Violence in an Emergency
Western Journal of Emergency Medicine: Integrating Emergency Care with Population
Health, 22(3)
McGuire, Sarayna S.
Mullan, Aidan F.
Clements, Casey M.
Publication Date
License 4.0
Peer reviewed Powered by the California Digital Library
University of California
Western Journal of Emergency Medicine 702 Volume 22, no. 3: May 2021
Original research

Unheard Victims: Multidisciplinary Incidence and Reporting
of Violence in an Emergency Department
Sarayna S. McGuire, MD*
Aidan F. Mullan, MA†
Casey M. Clements, MD, PhD*
Workplace violence in healthcare is a serious threat to
staff. Between 2011–2013, the number of workplace assaults
averaged approximately 24,000 annually, with nearly 75%
occurring in healthcare settings. Data from the Bureau of Labor
Statistics show that incidents of serious workplace violence
were four times more common among healthcare workers than
those in private industry.1 Emergency departments (ED) and
psychiatric hospitals are two areas in healthcare where violence
is most commonly reported.
*Mayo Clinic, Department of Emergency Medicine, Rochester, Minnesota
†Mayo Clinic, Department of Quantitative Health Sciences, Rochester, Minnesota
Introduction: Workplace violence in the emergency department (ED) is a serious threat to staff
and is likely to go unreported. We sought to identify the incidence of violence among staff at our
academic ED over a six-month period.
Methods: An anonymous survey was sent to all ED staff, asking whether respondents had
experienced verbal abuse or physical assault over the prior six months and whether they had
reported it. Those working in the department <6 months were excluded from analysis. We used chi- squared comparison to analyze the results. Results: We analyzed 242 responses. Overall, 208 (86%) respondents indicated being verbally abused in the preceding six months, and 90 (37%) indicated being physically assaulted. Security officers had the highest incidence of verbal abuse (98%), followed by nursing (95%), patient care assistants (PCA) (90%) and clinicians (90%), phlebotomists (75%), care team assistants (73%), registration staff (50%) and electrocardiogram (ECG)/radiology technicians (50%). Security also had the highest incidence of physical assault (73%), followed by nursing (49%), PCAs (30%), clinicians (24%), phlebotomists (17%), and ECG/radiology technicians (13%). A total of 140 (69%) non-security personnel indicated that they never report incidents of violence. Conclusion: Our results indicate that violence in the ED affect153The Journal of Continuing Education in Nursing · Vol 50, No 4, 2019 Newly Licensed Nurse Resiliency and Interventions to Promote Resiliency in the First Year of Hire: An Integrative Review Lisa Concilio, MSN-ED, RN, CCRN; Joan Such Lockhart, PhD, RN, CNE, ANEF, FAAN; Marilyn H. Oermann, PhD, RN, ANEF, FAAN; Rebecca Kronk, PhD, MSN, CRNP, CNE, FAAN; and James B. Schreiber, PhD The nursing shortage has been a long-standing problem in the United States and spans eight decades (National League for Nurses, 2017). Newly licensed nurses (NLNs) are graduate RNs who have passed the National Council Licensure Exam-RN (NCLEX-RN®) and are employed for the !rst time in the role as a professional nurse. NLN turnover has been reported in recent years to a"ect patient safety and com- pounds the global nursing shortage (Boamah & Las- chinger, 2015; Bradbury-Jones, 2015; Kovner, Brewer, Fatehi, & Katigbak, 2014; Spence Laschinger, Zhu, & Read, 2016; #omas & Kellgren, 2017; World Health Organization, 2017). #e American population is liv- ing longer with chronic diseases and expanding disabili- ties; more well-prepared RNs are needed as health care is ever-advancing and technology is at the forefront to help solve health care problems and improve quality of life (Academy of Medical-Surgical Nurses, 2018; Ghe- breyesus, 2018; National Academy of Medicine, 2017; Reinhard, 2014). PROBLEM IDENTIFICATION AND SIGNIFICANCE #e American Association of Colleges of Nursing (2017) reported that 1.2 million RN positions will be vacant between 2014 and 2022 and that approximately 700,000 nurses will retire or leave the workforce by 2024. Cline, La Frentz, Fellman, Summers, and Brassil (2017) abstract Background: Lack of resiliency contributes to grow- ing dissatisfaction among newly licensed nurses (NLNs) and often leads to clinical errors and job resignations. Method: An integrative review synthesized current re- search investigating NLNs’ resiliency within their first year of hire and interventions that may affect their re- siliency. Results: Key database searches (2008 to 2018) yielded 16 studies. Insufficient resiliency among NLNs has been correlated with intentions to leave current jobs and decreased job satisfaction. Residency pro- grams, well-prepared preceptors, and peer support promoted NLN resilience and enhanced patient safety. Lack of coworker support has led to NLNs’ intentions to leave their current jobs or the profession entirely. Conclusion: NLN turnover has been interpreted to be an outcome of poor NLN resilience. The first year of practice is stressful and affects NLNs’ mental health and cognitive reasoning, thereby risking patient safe- ty. Resiliency should be measured using a resiliency scale rather than turnover rates. [J Contin Educ Nurs. 2019;50(4):153-161.] Ms. Concilio is PhD Student, Dr. Lockhart is Professor and MSN Nurs- ing Education Track Coordinator, Dr. Kronk is Associate Professor, and Dr. SchreiberRESEARCH ARTICLE Workplace bullying, psychological hardiness, and accidents and injuries in nursing: A moderated mediation model Stephen T. T. TeoID 1*, Diep Nguyen1, Fiona Trevelyan2, Felicity Lamm3, Mark Boocock4 1 School of Business and Law, Edith Cowan University, Western Australia, Australia, 2 School of Clinical Sciences, Auckland University of Technology, Auckland, New Zealand, 3 The Centre for Occupational Health and Safety Research, Auckland University of Technology, Auckland, New Zealand, 4 Department of Physiotherapy, Auckland University of Technology, Auckland, New Zealand * [email protected] Abstract Workplace bullying are prevalent among the nursing workforce. Consequences of work- place bullying include psychological stress and workplace accidents and injuries. Psycho- logical hardiness is proposed as a buffer for workplace bullying and psychological stress on workplace accidents and injuries. This study adopted the Affective Events Theory and Con- servation of Resources Theory to develop and test a moderated mediated model in two field studies. Study 1 (N = 286, Australian nurses) found support for the direct negative effect of workplace bullying on workplace accidents and injuries with psychological stress acting as the mediator. The mediation findings from Study 1 were replicated in Study 2 (N = 201, New Zealand nurses). In addition, Study 2 supplemented Study 1 by providing empirical support for using psychological hardiness as the buffer for the association between psychological stress and workplace accidents and injuries. This study offers theoretical and empirical insights into the research and practice on psychological hardiness for improving the psycho- logical well-being of employees who faced workplace mistreatments. Introduction Workplace bullying is a typical psychosocial risk factor universally prevalent in most work- places around the world. The Workplace Bullying Institute’s 2017 survey reported approxi- mate 40% of the bullied targets reported suffering adverse health effects and this incidence affected 60.4 million Americans [1]. Fevre and colleagues reported that approximately half of the participants in the United Kingdom experienced some forms of unreasonable treatment at work and 40% reported workplace disrespect to be the most common phenomenon [2]. Other studies showed that health sector employees are one of the most vulnerable population to expose to psychosocial risk at work [3]. As previously reported, 65% of nursing professionals in the USA observed lateral violence among co-workers [4]. These statistics highlighted the severity of workplace bullying on the stress of the nursing workforce. Despite several definitions of workplace bullying [5], the present study adopts the definition of workplace bullying by Einarsen and colleagues [6] as “harassing, offending, socially PLOS ONE PLOS ONE | January 8, 2021 1 / 15 a1111111111 a1111111111 a

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