Applying Theory to a Practice Problem – Part 3: Application of Borrowed Theory to the Problem and Conclusion
The purpose of this assignment is to apply borrowed theory to solve identified problems. In the previous assignment, you identified a clinical practice problem that you are aware of in professional nursing practice and you explored how middle-range theory could be applied to solve the problem. In this assignment, you will explore and apply borrowed theory to solve the specific problem that you identified previously, and you will synthesize the applications of the middle-range theory and the borrowed theory into the most appropriate solution to the problem.
Write a paper (1,250-1,500 words) that describes how borrowed theory can be applied to an identified problem. The paper should include the following:
- An introduction of the problem, including identification of the potential middle-range theory that could be applied and a brief analysis of the concepts the theory offers.
- A description of a borrowed theory that could be applied to the problem and the rationale explaining why this borrowed theory is appropriate to your identified problem. Include a brief analysis of the concepts this theory offers.
- A brief history of the borrowed theory’s origins.
- A discussion of how the borrowed theory has been previously applied and how it might be applied to the identified problem. How would your practice change by incorporating this theory?
- A critique and evaluation of both the middle-range and borrowed theories.
- A discussion of how the application of concepts from both the borrowed theory and the middle-range theory can be integrated to create the most appropriate solution to the identified specialized nursing practice problem.
From the perspective of the employees, the training process is beneficial as it allows employees to refresh existing skills and more importantly learn new competencies and knowledge (Baldwin-Evans 2004). Primarily, training helps employees improve skills and knowledge that are necessary for personal as well as professional growth. By maximizing training opportunities, employees tend to become more competitive and competent, which helps in increasing the market value. It would be important to consider that training helps employees develop new competencies and expertise, which are determinants of market value, as well as compensation and other incentives. In essence, highly competent workforces expect higher salaries or compensation, as this kind of workers are highly demanded. Recruitment and selection and training are organizational processes that could benefit not only the organization but also the workforces. The recruitment process for instance benefits the organization given that the process helps in attracting the best talents in the market. On the other hand, the recruitment process also benefit the workforces, given that recruitment initiatives serve as the portal through which applicants gain access to the organization of their choice. With regards to the selection process, organizations benefit from the process, as selection techniques and approaches allow organizations to hire only the best talents. Similarly, workforces benefit from the selection process, as it provides a systematic and structural means of selecting the best candidate without bias and prejudice. As for the training process, organizations benefit from the process, as effective training programs and approaches guarantee that organization’s workforces are equipped with the appropriate knowledge and information to efficiently perform their tasks. It should be noted also that trained and efficient workforces tend to produce better results than workforces that have not undergone training. Training also benefits employees as training programs provide a way for skill and knowledge enhancement, which are vital for personal and professional growth. Furthermore, training helps employees become more competitive and competent, which are determinants of market value as well as compensation and incentives.>GET ANSWER