Executive Solution Overview
Advocacy Letter Assignment: One page **files (2)** – ## FinalonepageDecreasingWorkplaceViolence.docx – ## AdvocLetterInstructions1.pdf **## FinalonepageDecreasingWorkplaceViolence.docx** Decreasing Workplace Violence, One Policy Brief at a Time **Statement of the Problem** Workplace violence in medi…
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Advocacy Letter Assignment: One page
**files (2)**
– ## FinalonepageDecreasingWorkplaceViolence.docx
– ## AdvocLetterInstructions1.pdf
**## FinalonepageDecreasingWorkplaceViolence.docx**
Decreasing Workplace Violence, One Policy Brief at a Time
**Statement of the Problem**
Workplace violence in medical facilities has turned out to be a significant occupational and health issue that endangers the security of nurses and other medical practitioners. Physical assault, verbal abuse, threats, harassment, or psychological intimidation can all be considered types of workplace violence (Mento et al., 2020). Nurses in emergency rooms, psychiatric units, and other community facilities are at an especially high risk, as patients in these facilities can be experiencing mental illness, emotional distress or substance intoxication. Studies show that when nurses are exposed to violence repeatedly, the intention to leave the job becomes high, further intensifying the nursing shortage situation and affecting patient care quality (Luo et al., 2024).
**Root Causes of the Issue**
The absence of a standardized reporting system and organizational policies related to the violent incidents is one of the major causes (Spencer et al., 2023). According to Spencer et al. (2023), most healthcare employees fail to report violent incidents as they think that the act is within the job description or they are afraid that the administration will not take any action. In the absence of regular reporting systems, healthcare organizations will be unable to affordably quantify the extent of the issue and devise a successful prevention approach.
Another cause is inadequate staffing and lack of knowledge on handling aggressive behavior (Jackson et al., 2025). When high risk units are understaffed, it increases the risk of violence and decreases the ability to handle violent situations safely. Workplace violence increase the risk of stress in employees, burnout and mental health issues (He et al., 2026). Also, healthcare facilities may not be environmentally safe as they might not have alarm systems, safe points of entry or even well-designed rooms to minimize the risk of violent occurrences (Jacob et al., 2025).
**Recommendations**
First, the legislature must mandate healthcare institutions to implement effective and elaborate workplace violence prevention programs. These programs are expected to contain standardized reporting mechanisms, frequent risk evaluations and well-laid-down guidelines on how to act in response to violent acts. It has been shown that policies and reporting systems structured along violence prevention can lessen the psychological effects of the violent incident on medical staff (Solorzano Martinez & De Oliveira, 2021).
Second, the policymakers are supposed to fund the staff training and environmental safety measures. The healthcare workers can learn de-escalation methods, crisis intervention and trauma-informed care which should allow them to cope with potentially violent situations more efficiently (Jackson et al., 2025). Those organizations that invest in workplace violence prevention programs and staff support programs have better employee safety and reduced turnover rates (He et al., 2026).
**Conclusion**
As violence in healthcare rises it interrupts the healing of other patients on the unit and decreases the quality of care delivered to patients by staff members. When nurses consistently feel unsafe in their workplace they are unable to deliver good quality care. Ultimately, putting safety training in effect and educating staff on policies will have a positive effect on staff mental health and patient outcomes.
References
He, J., Yang, J., Yuan, J., Yu, Q., E. Stephano, E., Zhang, W., Li, Y., & Tian, Y. (2026, January). Workplace violence against nurses and Its Association with mental health and turnover intention: A national cross‐sectional study (Y. Oh, Ed.).
_Journal of Nursing Management_,
_2026_(1), Article 2818047.
[https://doi.org/10.1155/jonm/2818047](https://doi.org/10.1155/jonm/2818047)
Jackson, D. I., Maa, T., Luna, J., Huang, Y., Fristad, M. A., & Sezgin, E. (2025). Challenges and opportunities in healthcare workplace violence training: A qualitative study of staff experiences.
_Journal of Workplace Behavioral Health_,
_40_(4), 641–654.
[https://doi.org/10.1080/15555240.2025.2474055](https://doi.org/10.1080/15555240.2025.2474055)
Jacob, D., Jacob, B., Jacob, E., & Jacob, A. (2025). Effectiveness of Environmental Design interventions to reduce aggression and violence in emergency Departments: A scoping review.
_HERD: Health Environments Research & Design Journal_,
_18_(4), 26–42.
[https://doi.org/10.1177/19375867251351027](https://doi.org/10.1177/19375867251351027)
Luo, Y., Zhang, M., Yu, S., Guan, X., Zhong, T., Wu, Q., & Li, Y. (2024, November 18). The impact of psychological violence in the workplace on turnover intention of clinical nurses: The mediating role of job satisfaction.
_BMC Nursing_,
_23_(1), Article 844.
[https://doi.org/10.1186/s12912-024-02477-9](https://doi.org/10.1186/s12912-024-02477-9)
Mento, C., Silvestri, M. C., Bruno, A., Muscatello, M. R. A., Cedro, C., Pandolfo, G., & Zoccali, R. A. (2020). Workplace violence against healthcare professionals: A systematic review.
_Aggression and Violent Behavior_,
_51_, Article 101381.
[https://doi.org/10.1016/j.avb.2020.101381](https://doi.org/10.1016/j.avb.2020.101381)
Solorzano Martinez, A. J., & De Oliveira, G. C. (2021, September). Workplace violence training programs for nursing students: A literature review.
_Journal of the American Psychiatric Nurses Association_,
_27_(5), 361–372.
[https://doi.org/10.1177/1078390321994665](https://doi.org/10.1177/1078390321994665)
Spencer, C., Sitarz, J., Fouse, J., & DeSanto, K. (2023). Nurses' rationale for underreporting of patient and visitor perpetrated workplace violence: A systematic review.
_BMC Nursing_,
_22_(1), Article 134.
[https://doi.org/10.1186/s12912-023-01226-8](https://doi.org/10.1186/s12912-023-01226-8)
**## AdvocLetterInstructions1.pdf**
1
NSG505AdvLetter
Wilkes
University
School
of
Nursing
NSG
505
Advocacy
Letter
Assignment
Building
on
the
topic
the
student
used
for
the
first
assignment,
this
assignment
will
require
the
student
to
write
a
one page
advocacy
letter
to
be
sent
to
their
legislator.
This
assignment
will
be
worth
20%
of
the
cumulative
grade.
An
advocacy
letter
is
a
way
to
influence
the
ideas
and
views
of
legislators
or
decision
makers
within
an
organization.
It
allows
the
writer
to
maintain
contact
with
the
legislator
or
decision
maker,
to
keep
the
issue
high
on
the
priority
list
when
the
writer
cannot
meet
with
them
personally.
The
format
of
the
advocacy
letter
should
be
written
in
a
standard
letter
format.
Proper
title
and
language
should
be
used.
It
should
not
be
more
than
two
pages
long,
as
to
increase
the
chances
that
the
letter
will
be
read
by
the
legislator,
his
or
her
staff
or
decision
maker.
Letters
maybe
mailed
or
sent
electronically.
The advocacy letter should contain the following components:
• Addressing the Letter – If the letter is concerning a Federal or State Bill
or issue, it should be addressed to the Member of Congress or State
Legislator who represents the student or if the issue is more local, it
should be addressed to the decision makers who would be most
concerned with the issue. Use the correct salutation.
• Introduction
–
Introduce
yourself
and
offer
a
concise
statement
about
the
reason
for
the
advocacy
letter.
If
discussing
a
specific
legislative
bill,
include
the
bill
number.
• Health
Policy
Issue
l
In
one
to
two
paragraphs,
accurately
describe
the issues
raised,
provide
a
clear
position
in
favor
of
or
opposed
to,
and offer
specific
examples
of
your
concerns.
Personal
stories
work
well here.
• Legislative
or
Advocacy
Recommendations
l
Directly
ask
for
the
action
you
are
requesting.
State
why
your
position
is
important
to
that
person
and
the
constituents
he
or
she
is
associated
with.
• Closing
–
Develop
a
closing
statement
and
provide
your
contact
information
for
any
followt up
questions
or
to
act
as
a
resource
for
further
information.
2
NSG505AdvLetter
You
can
find
examples
of
each
of
these
in
your
book.
Once
your
advocacy
letter
and
policy
brief
has
been
reviewed
by
the
faculty
member,
we
encourage
you
to
send
it
to
the
person
whom
your
letter
is
addressed.
Components
of
the
Advocacy
Letter
Addressing
the
letter
–
The
letter
should
be
addressed
to
the
appropriate
person,
who
can
best
address
the
advocacy
issue.
Use
the
correct
salutation.
Introduction
–
Introduce
yourself;
offer
a
concise
statement
about
the
reason
for
the
letter.
Include
bill
number
if
addressing
a
specific
legislative
issue.
Health
Policy
Issue
–
Accurately
and
concisely
describes
the
issue
raised
and
provides
a
clear
position
(in
favor
or
opposed)
and
offers
a
personal
story
or
example
concerning
the
issue.
Legislative
or
Advocacy
Recommendations
-‐
Directly
ask
for
the
action
you
are
requesting.
Give
examples
of
why
is
should
be
important
to
this
person.
Closing
–
Develop
a
closing
statement
and
provide
your
contact
information
for
follow-‐up
contact
or
request
for
further
information.
**## AdvocLetterInstructions1.pdf**
1
NSG505AdvLetter
Wilkes
University
School
of
Nursing
NSG
505
Advocacy
Letter
Assignment
Building
on
the
topic
the
student
used
for
the
first
assignment,
this
assignment
will
require
the
student
to
write
a
one page
advocacy
letter
to
be
sent
to
their
legislator.
This
assignment
will
be
worth
20%
of
the
cumulative
grade.
An
advocacy
letter
is
a
way
to
influence
the
ideas
and
views
of
legislators
or
decision
makers
within
an
organization.
It
allows
the
writer
to
maintain
contact
with
the
legislator
or
decision
maker,
to
keep
the
issue
high
on
the
priority
list
when
the
writer
cannot
meet
with
them
personally.
The
format
of
the
advocacy
letter
should
be
written
in
a
standard
letter
format.
Proper
title
and
language
should
be
used.
It
should
not
be
more
than
two
pages
long,
as
to
increase
the
chances
that
the
letter
will
be
read
by
the
legislator,
his
or
her
staff
or
decision
maker.
Letters
maybe
mailed
or
sent
electronically.
The advocacy letter should contain the following components:
• Addressing the Letter – If the letter is concerning a Federal or State Bill
or issue, it should be addressed to the Member of Congress or State
Legislator who represents the student or if the issue is more local, it
should be addressed to the decision makers who would be most
concerned with the issue. Use the correct salutation.
• Introduction
–
Introduce
yourself
and
offer
a
concise
statement
about
the
reason
for
the
advocacy
letter.
If
discussing
a
specific
legislative
bill,
include
the
bill
number.
• Health
Policy
Issue
l
In
one
to
two
paragraphs,
accurately
describe
the issues
raised,
provide
a
clear
position
in
favor
of
or
opposed
to,
and offer
specific
examples
of
your
concerns.
Personal
stories
work
well here.
• Legislative
or
Advocacy
Recommendations
l
Directly
ask
for
the
action
you
are
requesting.
State
why
your
position
is
important
to
that
person
and
the
constituents
he
or
she
is
associated
with.
• Closing
–
Develop
a
closing
statement
and
provide
your
contact
information
for
any
followt up
questions
or
to
act
as
a
resource
for
further
information.
2
NSG505AdvLetter
You
can
find
examples
of
each
of
these
in
your
book.
Once
your
advocacy
letter
and
policy
brief
has
been
reviewed
by
the
faculty
member,
we
encourage
you
to
send
it
to
the
person
whom
your
letter
is
addressed.
Components
of
the
Advocacy
Letter
Addressing
the
letter
–
The
letter
should
be
addressed
to
the
appropriate
person,
who
can
best
address
the
advocacy
issue.
Use
the
correct
salutation.
Introduction
–
Introduce
yourself;
offer
a
concise
statement
about
the
reason
for
the
letter.
Include
bill
number
if
addressing
a
specific
legislative
issue.
Health
Policy
Issue
–
Accurately
and
concisely
describes
the
issue
raised
and
provides
a
clear
position
(in
favor
or
opposed)
and
offers
a
personal
story
or
example
concerning
the
issue.
Legislative
or
Advocacy
Recommendations
-‐
Directly
ask
for
the
action
you
are
requesting.
Give
examples
of
why
is
should
be
important
to
this
person.
Closing
–
Develop
a
closing
statement
and
provide
your
contact
information
for
follow-‐up
contact
or
request
for
further
information.
**## FinalonepageDecreasingWorkplaceViolence.docx**
Decreasing Workplace Violence, One Policy Brief at a Time
**Statement of the Problem**
Workplace violence in medical facilities has turned out to be a significant occupational and health issue that endangers the security of nurses and other medical practitioners. Physical assault, verbal abuse, threats, harassment, or psychological intimidation can all be considered types of workplace violence (Mento et al., 2020). Nurses in emergency rooms, psychiatric units, and other community facilities are at an especially high risk, as patients in these facilities can be experiencing mental illness, emotional distress or substance intoxication. Studies show that when nurses are exposed to violence repeatedly, the intention to leave the job becomes high, further intensifying the nursing shortage situation and affecting patient care quality (Luo et al., 2024).
**Root Causes of the Issue**
The absence of a standardized reporting system and organizational policies related to the violent incidents is one of the major causes (Spencer et al., 2023). According to Spencer et al. (2023), most healthcare employees fail to report violent incidents as they think that the act is within the job description or they are afraid that the administration will not take any action. In the absence of regular reporting systems, healthcare organizations will be unable to affordably quantify the extent of the issue and devise a successful prevention approach.
Another cause is inadequate staffing and lack of knowledge on handling aggressive behavior (Jackson et al., 2025). When high risk units are understaffed, it increases the risk of violence and decreases the ability to handle violent situations safely. Workplace violence increase the risk of stress in employees, burnout and mental health issues (He et al., 2026). Also, healthcare facilities may not be environmentally safe as they might not have alarm systems, safe points of entry or even well-designed rooms to minimize the risk of violent occurrences (Jacob et al., 2025).
**Recommendations**
First, the legislature must mandate healthcare institutions to implement effective and elaborate workplace violence prevention programs. These programs are expected to contain standardized reporting mechanisms, frequent risk evaluations and well-laid-down guidelines on how to act in response to violent acts. It has been shown that policies and reporting systems structured along violence prevention can lessen the psychological effects of the violent incident on medical staff (Solorzano Martinez & De Oliveira, 2021).
Second, the policymakers are supposed to fund the staff training and environmental safety measures. The healthcare workers can learn de-escalation methods, crisis intervention and trauma-informed care which should allow them to cope with potentially violent situations more efficiently (Jackson et al., 2025). Those organizations that invest in workplace violence prevention programs and staff support programs have better employee safety and reduced turnover rates (He et al., 2026).
**Conclusion**
As violence in healthcare rises it interrupts the healing of other patients on the unit and decreases the quality of care delivered to patients by staff members. When nurses consistently feel unsafe in their workplace they are unable to deliver good quality care. Ultimately, putting safety training in effect and educating staff on policies will have a positive effect on staff mental health and patient outcomes.
References
He, J., Yang, J., Yuan, J., Yu, Q., E. Stephano, E., Zhang, W., Li, Y., & Tian, Y. (2026, January). Workplace violence against nurses and Its Association with mental health and turnover intention: A national cross‐sectional study (Y. Oh, Ed.).
_Journal of Nursing Management_,
_2026_(1), Article 2818047.
[https://doi.org/10.1155/jonm/2818047](https://doi.org/10.1155/jonm/2818047)
Jackson, D. I., Maa, T., Luna, J., Huang, Y., Fristad, M. A., & Sezgin, E. (2025). Challenges and opportunities in healthcare workplace violence training: A qualitative study of staff experiences.
_Journal of Workplace Behavioral Health_,
_40_(4), 641–654.
[https://doi.org/10.1080/15555240.2025.2474055](https://doi.org/10.1080/15555240.2025.2474055)
Jacob, D., Jacob, B., Jacob, E., & Jacob, A. (2025). Effectiveness of Environmental Design interventions to reduce aggression and violence in emergency Departments: A scoping review.
_HERD: Health Environments Research & Design Journal_,
_18_(4), 26–42.
[https://doi.org/10.1177/19375867251351027](https://doi.org/10.1177/19375867251351027)
Luo, Y., Zhang, M., Yu, S., Guan, X., Zhong, T., Wu, Q., & Li, Y. (2024, November 18). The impact of psychological violence in the workplace on turnover intention of clinical nurses: The mediating role of job satisfaction.
_BMC Nursing_,
_23_(1), Article 844.
[https://doi.org/10.1186/s12912-024-02477-9](https://doi.org/10.1186/s12912-024-02477-9)
Mento, C., Silvestri, M. C., Bruno, A., Muscatello, M. R. A., Cedro, C., Pandolfo, G., & Zoccali, R. A. (2020). Workplace violence against healthcare professionals: A systematic review.
_Aggression and Violent Behavior_,
_51_, Article 101381.
[https://doi.org/10.1016/j.avb.2020.101381](https://doi.org/10.1016/j.avb.2020.101381)
Solorzano Martinez, A. J., & De Oliveira, G. C. (2021, September). Workplace violence training programs for nursing students: A literature review.
_Journal of the American Psychiatric Nurses Association_,
_27_(5), 361–372.
[https://doi.org/10.1177/1078390321994665](https://doi.org/10.1177/1078390321994665)
Spencer, C., Sitarz, J., Fouse, J., & DeSanto, K. (2023). Nurses' rationale for underreporting of patient and visitor perpetrated workplace violence: A systematic review.
_BMC Nursing_,
_22_(1), Article 134.
[https://doi.org/10.1186/s12912-023-01226-8](https://doi.org/10.1186/s12912-023-01226-8)
**## AdvocLetterInstructions1.pdf**
1
NSG505AdvLetter
Wilkes
University
School
of
Nursing
NSG
505
Advocacy
Letter
Assignment
Building
on
the
topic
the
student
used
for
the
first
assignment,
this
assignment
will
require
the
student
to
write
a
one page
advocacy
letter
to
be
sent
to
their
legislator.
This
assignment
will
be
worth
20%
of
the
cumulative
grade.
An
advocacy
letter
is
a
way
to
influence
the
ideas
and
views
of
legislators
or
decision
makers
within
an
organization.
It
allows
the
writer
to
maintain
contact
with
the
legislator
or
decision
maker,
to
keep
the
issue
high
on
the
priority
list
when
the
writer
cannot
meet
with
them
personally.
The
format
of
the
advocacy
letter
should
be
written
in
a
standard
letter
format.
Proper
title
and
language
should
be
used.
It
should
not
be
more
than
two
pages
long,
as
to
increase
the
chances
that
the
letter
will
be
read
by
the
legislator,
his
or
her
staff
or
decision
maker.
Letters
maybe
mailed
or
sent
electronically.
The advocacy letter should contain the following components:
• Addressing the Letter – If the letter is concerning a Federal or State Bill
or issue, it should be addressed to the Member of Congress or State
Legislator who represents the student or if the issue is more local, it
should be addressed to the decision makers who would be most
concerned with the issue. Use the correct salutation.
• Introduction
–
Introduce
yourself
and
offer
a
concise
statement
about
the
reason
for
the
advocacy
letter.
If
discussing
a
specific
legislative
bill,
include
the
bill
number.
• Health
Policy
Issue
l
In
one
to
two
paragraphs,
accurately
describe
the issues
raised,
provide
a
clear
position
in
favor
of
or
opposed
to,
and offer
specific
examples
of
your
concerns.
Personal
stories
work
well here.
• Legislative
or
Advocacy
Recommendations
l
Directly
ask
for
the
action
you
are
requesting.
State
why
your
position
is
important
to
that
person
and
the
constituents
he
or
she
is
associated
with.
• Closing
–
Develop
a
closing
statement
and
provide
your
contact
information
for
any
followt up
questions
or
to
act
as
a
resource
for
further
information.
2
NSG505AdvLetter
You
can
find
examples
of
each
of
these
in
your
book.
Once
your
advocacy
letter
and
policy
brief
has
been
reviewed
by
the
faculty
member,
we
encourage
you
to
send
it
to
the
person
whom
your
letter
is
addressed.
Components
of
the
Advocacy
Letter
Addressing
the
letter
–
The
letter
should
be
addressed
to
the
appropriate
person,
who
can
best
address
the
advocacy
issue.
Use
the
correct
salutation.
Introduction
–
Introduce
yourself;
offer
a
concise
statement
about
the
reason
for
the
letter.
Include
bill
number
if
addressing
a
specific
legislative
issue.
Health
Policy
Issue
–
Accurately
and
concisely
describes
the
issue
raised
and
provides
a
clear
position
(in
favor
or
opposed)
and
offers
a
personal
story
or
example
concerning
the
issue.
Legislative
or
Advocacy
Recommendations
-‐
Directly
ask
for
the
action
you
are
requesting.
Give
examples
of
why
is
should
be
important
to
this
person.
Closing
–
Develop
a
closing
statement
and
provide
your
contact
information
for
follow-‐up
contact
or
request
for
further
information.
**## FinalonepageDecreasingWorkplaceViolence.docx**
Decreasing Workplace Violence, One Policy Brief at a Time
**Statement of the Problem**
Workplace violence in medical facilities has turned out to be a significant occupational and health issue that endangers the security of nurses and other medical practitioners. Physical assault, verbal abuse, threats, harassment, or psychological intimidation can all be considered types of workplace violence (Mento et al., 2020). Nurses in emergency rooms, psychiatric units, and other community facilities are at an especially high risk, as patients in these facilities can be experiencing mental illness, emotional distress or substance intoxication. Studies show that when nurses are exposed to violence repeatedly, the intention to leave the job becomes high, further intensifying the nursing shortage situation and affecting patient care quality (Luo et al., 2024).
**Root Causes of the Issue**
The absence of a standardized reporting system and organizational policies related to the violent incidents is one of the major causes (Spencer et al., 2023). According to Spencer et al. (2023), most healthcare employees fail to report violent incidents as they think that the act is within the job description or they are afraid that the administration will not take any action. In the absence of regular reporting systems, healthcare organizations will be unable to affordably quantify the extent of the issue and devise a successful prevention approach.
Another cause is inadequate staffing and lack of knowledge on handling aggressive behavior (Jackson et al., 2025). When high risk units are understaffed, it increases the risk of violence and decreases the ability to handle violent situations safely. Workplace violence increase the risk of stress in employees, burnout and mental health issues (He et al., 2026). Also, healthcare facilities may not be environmentally safe as they might not have alarm systems, safe points of entry or even well-designed rooms to minimize the risk of violent occurrences (Jacob et al., 2025).
**Recommendations**
First, the legislature must mandate healthcare institutions to implement effective and elaborate workplace violence prevention programs. These programs are expected to contain standardized reporting mechanisms, frequent risk evaluations and well-laid-down guidelines on how to act in response to violent acts. It has been shown that policies and reporting systems structured along violence prevention can lessen the psychological effects of the violent incident on medical staff (Solorzano Martinez & De Oliveira, 2021).
Second, the policymakers are supposed to fund the staff training and environmental safety measures. The healthcare workers can learn de-escalation methods, crisis intervention and trauma-informed care which should allow them to cope with potentially violent situations more efficiently (Jackson et al., 2025). Those organizations that invest in workplace violence prevention programs and staff support programs have better employee safety and reduced turnover rates (He et al., 2026).
**Conclusion**
As violence in healthcare rises it interrupts the healing of other patients on the unit and decreases the quality of care delivered to patients by staff members. When nurses consistently feel unsafe in their workplace they are unable to deliver good quality care. Ultimately, putting safety training in effect and educating staff on policies will have a positive effect on staff mental health and patient outcomes.
References
He, J., Yang, J., Yuan, J., Yu, Q., E. Stephano, E., Zhang, W., Li, Y., & Tian, Y. (2026, January). Workplace violence against nurses and Its Association with mental health and turnover intention: A national cross‐sectional study (Y. Oh, Ed.).
_Journal of Nursing Management_,
_2026_(1), Article 2818047.
[https://doi.org/10.1155/jonm/2818047](https://doi.org/10.1155/jonm/2818047)
Jackson, D. I., Maa, T., Luna, J., Huang, Y., Fristad, M. A., & Sezgin, E. (2025). Challenges and opportunities in healthcare workplace violence training: A qualitative study of staff experiences.
_Journal of Workplace Behavioral Health_,
_40_(4), 641–654.
[https://doi.org/10.1080/15555240.2025.2474055](https://doi.org/10.1080/15555240.2025.2474055)
Jacob, D., Jacob, B., Jacob, E., & Jacob, A. (2025). Effectiveness of Environmental Design interventions to reduce aggression and violence in emergency Departments: A scoping review.
_HERD: Health Environments Research & Design Journal_,
_18_(4), 26–42.
[https://doi.org/10.1177/19375867251351027](https://doi.org/10.1177/19375867251351027)
Luo, Y., Zhang, M., Yu, S., Guan, X., Zhong, T., Wu, Q., & Li, Y. (2024, November 18). The impact of psychological violence in the workplace on turnover intention of clinical nurses: The mediating role of job satisfaction.
_BMC Nursing_,
_23_(1), Article 844.
[https://doi.org/10.1186/s12912-024-02477-9](https://doi.org/10.1186/s12912-024-02477-9)
Mento, C., Silvestri, M. C., Bruno, A., Muscatello, M. R. A., Cedro, C., Pandolfo, G., & Zoccali, R. A. (2020). Workplace violence against healthcare professionals: A systematic review.
_Aggression and Violent Behavior_,
_51_, Article 101381.
[https://doi.org/10.1016/j.avb.2020.101381](https://doi.org/10.1016/j.avb.2020.101381)
Solorzano Martinez, A. J., & De Oliveira, G. C. (2021, September). Workplace violence training programs for nursing students: A literature review.
_Journal of the American Psychiatric Nurses Association_,
_27_(5), 361–372.
[https://doi.org/10.1177/1078390321994665](https://doi.org/10.1177/1078390321994665)
Spencer, C., Sitarz, J., Fouse, J., & DeSanto, K. (2023). Nurses' rationale for underreporting of patient and visitor perpetrated workplace violence: A systematic review.
_BMC Nursing_,
_22_(1), Article 134.
[https://doi.org/10.1186/s12912-023-01226-8](https://doi.org/10.1186/s12912-023-01226-8)
**## AdvocLetterInstructions1.pdf**
1
NSG505AdvLetter
Wilkes
University
School
of
Nursing
NSG
505
Advocacy
Letter
Assignment
Building
on
the
topic
the
student
used
for
the
first
assignment,
this
assignment
will
require
the
student
to
write
a
one page
advocacy
letter
to
be
sent
to
their
legislator.
This
assignment
will
be
worth
20%
of
the
cumulative
grade.
An
advocacy
letter
is
a
way
to
influence
the
ideas
and
views
of
legislators
or
decision
makers
within
an
organization.
It
allows
the
writer
to
maintain
contact
with
the
legislator
or
decision
maker,
to
keep
the
issue
high
on
the
priority
list
when
the
writer
cannot
meet
with
them
personally.
The
format
of
the
advocacy
letter
should
be
written
in
a
standard
letter
format.
Proper
title
and
language
should
be
used.
It
should
not
be
more
than
two
pages
long,
as
to
increase
the
chances
that
the
letter
will
be
read
by
the
legislator,
his
or
her
staff
or
decision
maker.
Letters
maybe
mailed
or
sent
electronically.
The advocacy letter should contain the following components:
• Addressing the Letter – If the letter is concerning a Federal or State Bill
or issue, it should be addressed to the Member of Congress or State
Legislator who represents the student or if the issue is more local, it
should be addressed to the decision makers who would be most
concerned with the issue. Use the correct salutation.
• Introduction
–
Introduce
yourself
and
offer
a
concise
statement
about
the
reason
for
the
advocacy
letter.
If
discussing
a
specific
legislative
bill,
include
the
bill
number.
• Health
Policy
Issue
l
In
one
to
two
paragraphs,
accurately
describe
the issues
raised,
provide
a
clear
position
in
favor
of
or
opposed
to,
and offer
specific
examples
of
your
concerns.
Personal
stories
work
well here.
• Legislative
or
Advocacy
Recommendations
l
Directly
ask
for
the
action
you
are
requesting.
State
why
your
position
is
important
to
that
person
and
the
constituents
he
or
she
is
associated
with.
• Closing
–
Develop
a
closing
statement
and
provide
your
contact
information
for
any
followt up
questions
or
to
act
as
a
resource
for
further
information.
2
NSG505AdvLetter
You
can
find
examples
of
each
of
these
in
your
book.
Once
your
advocacy
letter
and
policy
brief
has
been
reviewed
by
the
faculty
member,
we
encourage
you
to
send
it
to
the
person
whom
your
letter
is
addressed.
Components
of
the
Advocacy
Letter
Addressing
the
letter
–
The
letter
should
be
addressed
to
the
appropriate
person,
who
can
best
address
the
advocacy
issue.
Use
the
correct
salutation.
Introduction
–
Introduce
yourself;
offer
a
concise
statement
about
the
reason
for
the
letter.
Include
bill
number
if
addressing
a
specific
legislative
issue.
Health
Policy
Issue
–
Accurately
and
concisely
describes
the
issue
raised
and
provides
a
clear
position
(in
favor
or
opposed)
and
offers
a
personal
story
or
example
concerning
the
issue.
Legislative
or
Advocacy
Recommendations
-‐
Directly
ask
for
the
action
you
are
requesting.
Give
examples
of
why
is
should
be
important
to
this
person.
Closing
–
Develop
a
closing
statement
and
provide
your
contact
information
for
follow-‐up
contact
or
request
for
further
information.