NURS FPX 6100 Assessment 4 Legal/Ethical Change Presentation

NURS FPX 6100 Assessment 4

Legal/Ethical Change Presentation

Student name

Capella University

NURS-FPX6100 The Role of Nurse Educators

Professor Name

Submission Date

Legal/Ethical Change Presentation

• Slide 1:

My name is _________, and today we are going to discuss a pressing problem of the nursing education surroundings, faculty lateral violence, and evidence-based approaches to the establishment of a positive working environment.

• Slide 2:

The legal and ethical concerns in nursing education need methodical measures that can guide the staff members to bring about significant behavior change. The modern healthcare setting requires the use of evidence-based interventions in overcoming workplace incivility and policy breaches, as well as professional standards of conduct (Gagne, 2023).

Best change presentations should include cultural sensitivity, diversity, and sustainable implementation measures to ensure permanent change in the organization. I will come up with a holistic presentation framework where the lateral violence will be addressed using evidence-based principles of change management. The strategy allows meeting the requirements of the law and advancing ethical professional relations in the nursing education setting.

Problem Description: Lateral Violence Among Nursing Faculty

• Slide 3:

The precipitating event involves three nursing teachers in the same institution having workplace problems, and these include condescending communication and gossip. Olivia was aggressive about his question about the grading policies, which resulted in a confrontation between the two individuals, further deteriorating the relationship between the two workmates.

Sam and Lisa then proceeded to gossip about the event, which further promoted a bad work culture and undermined the team spirit. Lateral violence is involved in the situation, and it is an aggressive behaviour of hostility to equal colleagues. I realize that such an occurrence creates legal responsibility, besides violating professional nursing ethics and destroying the learning environment.

Change Theory and Regulatory Framework

• Slide 4:

The 8-Step Change Model by Kotter offers the theoretical background on how to deal with lateral violence with the help of systematic organizational change. The Code of Ethics of the American Nurses Association presents the norms of professional conduct that presuppose the respectful relations between colleagues and the civilized work environment (Copeland, 2020).

The guidelines of the Equal Employment Opportunity Commission form the meaning of hostile work environments and require institutions to respond to harassment practices in the workplace (Schindeler, 2021). The Leadership Standards of the Joint Commission focus on the development of safety cultures that comprise the psychological safety of all staff (Ravi et al., 2020). I will use the frameworks to formulate extensive interventions that will not only be legal but also ethical and professional.

Comprehensive Change Plan for Lateral Violence Prevention

• Slide 5:

The change plan comprises three phases comprising evaluation, intervention execution, and long-term sustenance for six months. Phase one entails the establishment of a leadership coalition, policy making, and the assessment of the current culture through the survey of the faculty and the formation of the focus groups. Phase two will entail evidence-based interventions, such as communication skills training, mentorship, and faculty systems of peer support.

The third phase establishes long-term evaluation systems, reward programmes, and yearly refresher courses to make the element of cultural change sustainable (Wawersik et al., 2023). The implementation process I would organize will revolve around the heads of the departments, and the process itself will be continuously followed and modified based on the results of the assessment.

Diversity, Equity, and Inclusion Considerations in Lateral Violence Prevention

• Slide 6:

The cultural background is very much relevant to communication style, conflict resolution styles, and power structure in the nursing education setting. Collectivist cultures may have faculty members who want to use indirect methods of communication, and cultures with an individualistic orientation may want to use a direct and confrontational approach. High power distance societies might not encourage confronting positions of authority, which might mute the voices of the faculty when the conflict is taking place (Kalembo et al., 2025).

The cultural differences mean that they need unique intervention strategies that will not disrespect their different preferences of communication and still uphold professionalism. I understand that successful change initiatives should support cultural diversity to make it inclusive.

• Slide 7:

Faculty are also laterally violated by members of the marginalized groups to disproportionately high levels as compared to their peers in the mainstream. Intersectionality, including the issues of race, gender, age, and sexual orientation, adds to the multiplicative vulnerability to an inhumane work environment and exclusion. Micro aggressions and implicit bias may evolve into lateral violence, and they need to be involved in specific training and educated faculty members (Thompson et al., 2022).

The cultural misunderstandings and language barrier may further deteriorate the warring situation, and, therefore, the culturally responsive conflict resolution methods should be introduced. The insights need intentional investment initiatives of inclusion that address the inequalities of the system of nursing education institutions.

• Slide 8:

Culturally responsive leadership approaches would facilitate the change implementation process since all the views and experiences should be valued. Such a multi culturalization of the training modules and conflict management techniques should be done so that training material is made available to the various audiences with varying language abilities and cultural standards. The mentorship schemes should attempt to pair the faculty members of different cultural backgrounds to foster knowledge and reduce loneliness among the underrepresented groups (Markle et al., 2022).

The evaluation tools that would be used in the evaluation process must be culturally sensitive in the sense that they will guarantee that multiple experiences and perspectives on the cultural changes in the workplace are considered. I will ensure that all facets of interventions involve the inclusion of practices that would promote equity and a sense of belonging among all the faculty members.

Evaluation and Sustainability Monitoring Plan

• Slide 9:

The mixed methods employed by the assessment plan include faculty satisfaction surveys that can be done quarterly, the study of turnover rates, and reports about incidents. Qualitative evaluation of the less obvious experiences and attitudes towards workplace changes will be captured in focus groups and exit interviews. Sustainability monitoring is made up of policy review after every year, compliance with refresher training after a year, and commitment of leadership after three years.

The key performance indicators will consist of the faculty retention rates and the workplace climate score, as well as the reported decrease in the rate of the lateral violence cases (Moylan et al., 2022). Constant assessment activities will be promoted and concurrently feedback systems established to not only enhance it in the long run, but also to make lasting adjustments to the culture.

Legal and Ethical Issues Requiring Behavioral Change

• Slide 10:

Lateral violence in nursing education poses a high legal liability of hostile work environment claims under the federal employment law. The Equal Employment Opportunity Commission considers the incivility at work as possible harassment where the strategy instills fear or even offense. When the institutional response is unsatisfactory to the lateral violence, there can be lawsuits because of discrimination, especially in cases of targeted characteristics (Robotham and Cortina, 2020).

Laterally victimized faculty members have a chance to resort to legal solutions such as grievances, workers’ compensation claims, and suing institutions. I know, legal compliance presupposes active intervention measures that avoid a hostile working environment and secure the rights of people employed.

• Slide 11:

Lateral violence goes against the major ethical principles, such as respect, dignity, and professional collegiality, in the codes of conduct of nursing. The code of ethics of the American Nurses Association requires respectful relationships and cooperative practice between nursing professionals (Yakov et al., 2024).

Faculty who use lateral violence violate their professional obligation to be a role model to students and colleagues. The ethical breaches are a blow to the integrity of nursing education and harm the image of the profession as caring and compassionate. The behavior change should focus on personal behavior and organizational culture to renew ethical professional relationships in nursing educational settings.

Necessary Changes and Change Management Integration

• Slide 12:

The necessary behavioral changes are the removal of condescending communication, the removal of gossiping and undermining habits, and the creation of an atmosphere of respect between colleagues. Faculty need to learn to listen actively, embrace positive feedback strategies, and assume joint problem-solving strategies. The transformations require an organized organizational change that would incorporate the behaviors of individuals and the institutional culture as a whole.

The 8-Step Change Model by Kotter offers the outlined arrangement of the execution of the behavioral changes in the form of coalition building and vision creation (Trawick and Carraher, 2023). I will apply the systematic approach to make the culture of respect at the workplace an urgent issue and enable faculty to be open to professional relationships through collaboration.

Resource Information Synthesis for Change Implementation

• Slide 13:

The working interventions must be based on evidence-based training of communication skills, conflict resolution workshops, and development of the mentorship program based on the existing research. Transformational leadership training, emotional intelligence evaluation, and faculty model of peer coaching are all professional development resources (Jubouri, 2023).

Policy formulation also requires legal advice, human resources, and institutional compliance systems to guarantee compliance with regulations (Cavanagh et al., 2025). Anonymous reporting, training delivery, and evaluation data collection technology platforms offer critical infrastructure to ensure the implementation will be successful (Messman et al., 2022). I will also integrate the various resources to come up with holistic packages of intervention that cater to the development of individual skills and organization-wide culture change.

Knowledge Gaps and Areas of Uncertainty

• Slide 14:

Limited research studies on the long-term effectiveness of lateral violence interventions in nursing education environments are a research limitation. The strategies of cultural adaptation to various faculties are not thoroughly studied, especially in terms of the preferences for the communication style and the conflict resolution methods.

The technology-based training delivery practices are not thoroughly evaluated in terms of their engagement rates and behavioral transformation rates among faculty (Thompson et al., 2022). I understand that the knowledge gaps require the continuous evaluation and adjustment of the intervention strategy to use the new evidence and institutional experience.

Culturally Sensitive Issues and Evidence-Based Interventions

• Slide 15:

The patterns of cultural communication have a considerable impact on conflict resolution strategies, and diverse interventions should be considered that would not interfere with the faculty background and preferences. A study by Akanji et al. (2021) confirms that collectivist cultures like direct communication styles as opposed to individualistic cultures, which favor such communication as confrontation. The differences in power distance influence the readiness of the faculty to oppose authority representatives, which is why culturally responsive leadership development programs and mentorship are required (Mahdy et al., 2022).

The data show that conflict resolution training that is culturally adjusted can improve the level of participation among different groups of faculty (Comstock et al., 2023). I will make sure that communication training modules are designed with cultural competency elements, with mentorship programs being deliberately cross-cultural to encourage cultural understanding and limit isolation.

Conclusion

• Slide 16:

Lateral violence in nursing education is a serious legal and ethical challenge that needs an immediate systemic intervention with the use of evidence-based change management interventions. The 8-Step Change Model of Kotter implementation, along with culturally-sensitive communication training and mentorship programs, offers the entire framework of organizational change.

Continuous assessment and sustainability monitoring can sustain the culture change in the long run, as it combats the need to consider diversity, equity, and inclusion. I will ensure that I facilitate the transformation to bring about respectful and collaborative working conditions to the benefit of the faculty and the students. It will require the collective effort to adhere to the standards of professional behavior and continuous improvement due to the implementation of evidence-based practices.

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