NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation

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NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation – Step-by-Step Guide

The first step before starting to write the NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation, it is essential to understand the requirements of the assignment. The first step is to read the assignment prompt carefully to identify the topic, the length and format requirements. You should go through the rubric provided so that you can understand what is needed to score the maximum points for each part of the assignment. 

It is also important to identify the audience of the paper and its purpose so that it can help you determine the tone and style to use throughout. You can then create a timeline to help you complete each stage of the paper, such as conducting research, writing the paper, and revising it to avoid last-minute stress before the deadline. After identifying the formatting style to be applied to the paper, such as APA, you should review its use, such as writing citations and referencing the resources used. You should also review how to format the title page and the headings in the paper.

How to Research and Prepare for NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation

The next step in preparing for your paper is to conduct research and identify the best sources to use to support your arguments. Identify the list of keywords from your topic using different combinations. The first step is to visit the university library and search through its database using the important keywords related to your topic. You can also find books, peer-reviewed articles, and credible sources for your topic from PubMed, JSTOR, ScienceDirect, SpringerLink, and Google Scholar. Ensure that you select the references that have been published in the last words and go through each to check for credibility. Ensure that you obtain the references in the required format, for example, in APA, so that you can save time when creating the final reference list. 

You can also group the references according to their themes that align with the outline of the paper. Go through each reference for its content and summarize the key concepts, arguments and findings for each source. You can write down your reflections on how each reference connects to the topic you are researching about. After the above steps, you can develop a strong thesis that is clear, concise and arguable. Next you should create a detailed outline of the paper so that it can help you to create headings and subheadings to be used in the paper. Ensure that you plan what point will go into each paragraph.

How to Write the Introduction for NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation

The introduction of the paper is the most crucial part as it helps to provide the context of your work, and will determine if the reader will be interested to read through to the end. You should start with a hook, which will help capture the reader’s attention. You should contextualize the topic by offering the reader a concise overview of the topic you are writing about so that they may understand its importance. You should state what you aim to achieve with the paper. The last part of the introduction should be your thesis statement, which provides the main argument of the paper.

How to Write the Body for NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation

The body of the paper helps you to present your arguments and evidence to support your claims. You can use headings and subheadings developed in the paper’s outline to guide you on how to organize the body. Start each paragraph with a topic sentence to help the reader know what point you will be discussing in that paragraph. Support your claims using the evidence conducted from the research, ensure that you cite each source properly using in-text citations. You should analyze the evidence presented and explain its significance and how it connects to the thesis statement. You should maintain a logical flow between each paragraph by using transition words and a flow of ideas.

How to Write the In-text Citations for NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation

In-text citations help the reader to give credit to the authors of the references they have used in their works. All ideas that have been borrowed from references, any statistics and direct quotes must be referenced properly. The name and date of publication of the paper should be included when writing an in-text citation. For example, in APA, after stating the information, you can put an in-text citation after the end of the sentence, such as (Smith, 2021). If you are quoting directly from a source, include the page number in the citation, for example (Smith, 2021, p. 15). Remember to also include a corresponding reference list at the end of your paper that provides full details of each source cited in your text. An example paragraph highlighting the use of in-text citations is as below:

The integration of technology in nursing practice has significantly transformed patient care and improved health outcomes. According to Smith (2021), the use of electronic health records (EHRs) has streamlined communication among healthcare providers, allowing for more coordinated and efficient care delivery. Furthermore, Johnson and Brown (2020) highlight that telehealth services have expanded access to care, particularly for patients in rural areas, thereby reducing barriers to treatment.

How to Write the Conclusion for NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation

When writing the conclusion of the paper, start by restarting your thesis, which helps remind the reader what your paper is about. Summarize the key points of the paper, by restating them. Discuss the implications of your findings and your arguments. End with a call to action that leaves a lasting impact on the reader or recommendations.

How to Format the Reference List for NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation

The reference helps provide the reader with the complete details of the sources you cited in the paper. The reference list should start with the title “References” on a new page. It should be aligned center and bolded. The references should be organized in an ascending order alphabetically and each should have a hanging indent. If a source has no author, it should be alphabetized by the title of the work, ignoring any initial articles such as “A,” “An,” or “The.” If you have multiple works by the same author, list them in chronological order, starting with the earliest publication. 

Each reference entry should include specific elements depending on the type of source. For books, include the author’s last name, first initial, publication year in parentheses, the title of the book in italics, the edition (if applicable), and the publisher’s name. For journal articles, include the author’s last name, first initial, publication year in parentheses, the title of the article (not italicized), the title of the journal in italics, the volume number in italics, the issue number in parentheses (if applicable), and the page range of the article. For online sources, include the DOI (Digital Object Identifier) or the URL at the end of the reference. An example reference list is as follows:

References

Johnson, L. M., & Brown, R. T. (2020). The role of telehealth in improving patient outcomes. Journal of Nursing Care Quality, 35(2), 123-130. https://doi.org/10.1097/NCQ.0000000000000456

Smith, J. A. (2021). The impact of technology on nursing practice. Health Press.

NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation Instructions

  • Create a 6-8 slide presentation (with detailed speaker’s notes) on how you would select, foster collaboration among, and educate a team dedicated to solving a diversity issue.

Introduction

Assessments 1 and 2 are scenario-based, so you must complete them in the order in which they are presented.

Finding, organizing, and motivating teams is a key leadership skill as is the ability to communicate and present information. Have a look at NHS-FPX5004 Assessment 4 Self-Assessment of Leadership Collaboration and Ethics.

Overview

In this assessment, you will continue your work on the project by creating a 5–7 slide PowerPoint presentation for the diversity project kickoff meeting.

Preparation

  • View the PowerPoint Presentation Instructions for guidelines and hints for an effective presentation.
  • Download the PowerPoint Template found in the resources and use it to complete this assessment.

The following resources are required to complete the assessment.

Scenario

Imagine that Lynette follows up with you in an e-mail shortly after reading your views on leadership and collaboration:

Hi,

Thanks for sending me your thoughts last week on the diversity issue at the clinic. Your next step is to select a team of professionals who can help you in this project and prepare an introduction of the project for a first meeting with them.

I want you to prepare a presentation to serve as a brief, but substantive introduction for the first meeting with a group of 4–5 members who will participate on the committee tasked with addressing the diversity issue. Once I review more information about the proposed team I can help you with the recruitment. The presentation should be 5–7 minutes and use 6–8 slides with detailed speaker’s notes so I can understand your approach. Not a lot of time or space, so keep things pretty high level. Do the following:

  • Briefly outline the project goals and highlight 2–3 of the initial priorities to be addressed by the group. Also, explain why they are important.
    • Explain the composition of the team and why you chose them. Note that you will not know the exact individuals yet, but assume we will recruit the people with the desired qualities and characteristics that you outline in the presentation. Consider the following:
      • Include a group of professionals you believe can help define the problem and ultimately make recommendations on how to address it.
      • Make sure each member is either trained in, sensitive to, or has experience with the concept of workplace diversity.
      • Give some thought to having some members from outside the organization.
      • Provide member profiles: their diversity, qualifications, experience, internal versus external, and so forth.
    • Explain your role and describe how the committee will work together and achieve effective interprofessional collaboration.
      • Describe how the group will communicate. How and when they will meet.
      • Describe how ideas will be shared and decisions made.
      • Describe roles, group function, and structure.
    • Describe the basic characteristics of a diverse workplace.
    • Provide a convincing argument regarding the benefits of a diverse workforce using support from current research.

Thanks,

Lynette

Instructions

Create a 6–8 slide presentation in response to the content defined in the above scenario and submit it in the courseroom.

Presentation Guidelines

  • Length: 5–7 PowerPoint slides (not including title slide) that would accompany an approximately 5-minute oral presentation.
  • Notes: Prepare detailed speaker’s notes describing items on each slide so that the viewer can accurately interpret the deeper meanings and intentions that would have been conveyed orally. Support your claims, arguments, and conclusions with credible evidence from 2–3 current, scholarly or professional sources.
  • Visuals: Create visuals that are easily read and interpreted. Use colors, fonts, and formatting and other design principles that make the information clear and generally add to the aesthetic of the presentation.

Please refer to the scoring guide for details on how your assessment will be evaluated. 

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

  • Competency 1: Apply qualities, skills and practices used by effective healthcare leaders.
  • Outline goals and initial priorities that reasonably reflect the project.
  • Competency 2: Apply practices that facilitate effective interprofessional collaboration.
  • Outline a plan that effectively fosters interprofessional group collaboration.
  • Competency 3: Apply ethical codes and diversity best practices in health care organizations.
  • Define the composition of a team with characteristics that could effectively address a diversity issue.
  • Describe the basic characteristics of a diverse and inclusive workplace.
  • Explain the benefits of promoting and supporting diversity within an organization using scholarly resources.
  • Competency 4: Produce clear, coherent, and professional written work, in accordance with Capella’s writing standards.
  • Create an organized presentation that clearly communicates all specified content.

NHS-FPX5004 Assessment 3 Diversity Project Kickoff Presentation Example Notes

The Big Concern

The quota is the least number of nurses required to meet nursing care needs per unit for each shift period. The contract is the responsibilities and number of patients delegated to each nurse. Due to low budgets, and inadequate staff, coupled with the need to meet patients’ needs, the quota requirement is adhered to in a way that compromises other constraints (Mihaylov et al., 2016). The result is increased nurses’ workload reducing their satisfaction and the level of patient safety. Different models have been developed to create an algorithm in scheduling that respects both the quota and the workday-off constraint (Hamid et al., 2020).

Embracing Diversity Project

EMBRACING DIVERSITY PROJECT GOALS

To promote diversity through hiring, development, and advancement of underrepresented communities. Having a varied staff allows us to better understand and address the requirements of people with different backgrounds, as well as foster strong connections and communication. Different backgrounds and viewpoints result in a wide range of ideas, expertise, and methods. We can attract brilliant people who know that we will value and utilize their abilities,  perceptions, background, and knowledge if we establish a reputation for valuing differences.

To leverage diverse perspectives through inclusion techniques: Employing a diverse workforce is not enough. Diverse viewpoints must be utilized for the advantage of the company as a whole. It is critical to raise awareness of unconscious bias and talk about it in terms of the organization. Multiple perspectives are shared and considered in this way. To drive sustainability of diversity in the workplace: it is important to create a diverse community in a diverse organization. Leaders should create mechanisms to speak out on biases and forums to educate on social humility and constructive correction.

Team Composition

DIVERSITY TEAM COMPOSITION

Quality Assurance Officer Lakeland Medical Clinic: I have twelve years of experience in health care quality improvement. I have been involved in strategic, and collaborative leadership engaging staff members and leaders at all levels while leveraging data to drive improvements at the hospital. I will spearhead the diversity project.

Lakeland Medical Clinic BOM General Counsel and Secretary – He has specialized in Health Law and has been a BOM member at the clinic for ten years. He will be responsible for providing legal guidance based on the Health statutes and hospital guidelines.

Lakeland Medical Clinic Human Resource Officer: has provided strategic direction for Human Resources at the clinic since July 2010. In her role, she oversees staffing, compensation and benefits, organizational development and training, and employee relations for the organization.

Director Art and Culture – Florida State Department: Global Diversity and Inclusion Officer: she is the Vice President, Global D&I at Pandora for 5 years. She works closely with the D&I team at Pandora to meet their aggressive diversity goals. Her role will be to advise on inclusivity matters.

DIVERSITY TEAM COMPOSITION

Quality Assurance Officer Lakeland Medical Clinic: I have twelve years of experience in health care quality improvement. I have been involved in strategic, and collaborative leadership engaging staff members and leaders at all levels while leveraging data to drive improvements at the hospital. I will spearhead the diversity project.

Lakeland Medical Clinic BOM General Counsel and Secretary – He has specialized in Health Law and has been a BOM member at the clinic for ten years. He will be responsible for providing legal guidance based on the Health statutes and hospital guidelines.

Lakeland Medical Clinic Human Resource Officer: has provided strategic direction for Human Resources at the clinic since July 2010. In her role, she oversees staffing, compensation and benefits, organizational development and training, and employee relations for the organization.

Director Art and Culture – Florida State Department: Global Diversity and Inclusion Officer: she is the Vice President, Global D&I at Pandora for 5 years. She works closely with the D&I team at Pandora to meet their aggressive diversity goals. Her role will be to advise on inclusivity matters.

Diversity Project Team

My roles as a project leader will be developing a persuasive change project, inspiring the team members that the project is feasible, and encouraging them that their concerted efforts will benefit the entire organization. Being aware that the project is highly likely to be an uphill task, as a leader, I am tasked with empowering, motivating my team members, and dealing with the inevitable stumbling blocks. Lastly, I will ensure the sustainability of the change project by evaluation, continuous motivation, and instituting necessary changes.

Communication Plan and the Decision Making Process

After the kick off meeting we shall have

1.Project team meetings – Weekly on Fridays from 7:00 – 8:00am held online and if physical the HR shall communicate earlier to the members.

2.Meeting recaps will be sent via email by the HR every Wednesday morning

3.Project Status Meeting will be held monthly via video conferencing with the team stakeholders and Lakeland Clinic Executive members.

In case of creation of sub – groups they will answer directly to me.

Under decision making, the team will adopt an active participation approach.

The step – wise decision making process:

Table the concern

Identify a decision

Gather relevant information

Identify the alternatives.

Weigh the evidence.

Choose among the alternatives.

Take action.

Review your decision.

Characteristics of a Diverse Workplace

Workplace diversity characteristics are determined by demographics, external influence, organizational impacts, personal experiences

•Internal Diversity: Internal diversity is linked to the demography of individual employees. Individual diversity is a natural part of who they are. Nationality, race, sexual orientation, gender, age, ethnicity, and physical traits are all examples.

•External Diversity: External diversity refers to the characteristics that have an impact on employees. Employees can change them through external acts, unlike internal variety. Economic status, religious affiliation, spirituality, personal experiences,  citizenship, education, and geographic location are all examples of variables.

•Organizational Diversity: A varied work environment benefits employees at all levels of the firm. A varied workforce, for example, has a good impact on management status, union membership,  departments, organization culture, job function, and operational features.

•Worldview Diversity: Personal world views differ because they are subjective. In the same way, employees are affected differently by events in their life have a different worldview.

Benefits of a Diverse Workforce

BENEFITS OF A DIVERSE COMMUNITY

Variety of perspectives: Employees are more likely to possess a diverse set of skills and experiences. As a result, employees in a firm with greater workplace diversity will have access to a wider range of viewpoints, which is extremely useful for planning and implementing a business strategy.

•Increased creativity: Exposure of employees to a wide range of viewpoints and ideas boosts creativity.

•Better decision-making: Studies show that diversity teams outperformed solo decision-makers up to 87 percent of the time when making organizational decisions.​Improved hiring results: Workplace diversity improves a company’s employer brand and makes it more appealing to employees.​

•Higher employee engagement: Deloitte’s study showed that diversity and inclusion result in engagement.​

•Faster problem-solving: According to Harvard Business Review, diverse teams can solve problems faster than intellectually similar individuals.

•Increased profits: According to McKinsey and Company global consulting firm, companies with diverse staff make better decisions faster, giving them a significant competitive advantage.

•Higher innovation: According to Josh Bersin’s research, inclusive organizations are 1.7 times more likely to be market leaders in terms of innovation.

•Reduced employee turnover

•Better company reputation: diverse companies are deemed to be more human and socially responsible organizations.

References

Garg, S., & Sangwan, S. (2021). Literature Review on Diversity and Inclusion at Workplace, 2010–2017. Vision, 25(1), 12-22. https://doi.org/10.1177%2F0972262920959523

Modha, B. (2021). Collaborative leadership with a focus on stakeholder identification and engagement and ethical leadership: a dental perspective. British Dental Journal, 231(6), 355-359. https://www.nature.com/articles/s41415-021-3457-2

Toler, L. T. (2021). Advancing Workplace Diversity: Weathering the Storm to Create a Path Toward Diversity, Equity, and Inclusion. In Business With a Conscience (pp. 87-99). Routledge. https://www.taylorfrancis.com/chapters/edit/10.4324/9781003139461-8/advancing-workplace-diversity-lisa-toler