Incivility named in exit interviews explains much of a 26.3 percent first-year turnover rate in an NU425 Unit 7 retention paper that applies Clark and Griffin hospital-wide. Searches like "nu 425 unit 7 assignment example", "nu425 unit 7 sample" and "nu425 unit 7 example" land here.
Thirty-One of 118 New Graduates Gone Within a Year: A Retention Paper on Where They Left and What They Said
[Student Name]
Purdue University Global
NU425: Transforming Leadership and Management in Nursing
Unit 7 Assignment
[Instructor Name]
[Date]
Composite hospital and exit data written as a model document. The replacement cost is the hospital's own bracketed estimate.
Definition
First-year turnover here means nurses in their first twelve months who left the organization, excluding transfers between units.
Table 1: First-Year Turnover by Unit Type
Medical-surgical: 19 of 64 hires left, 29.7 percent.
Critical care: 4 of 22, 18.2 percent.
Other units: 8 of 32, 25.0 percent.
Overall: 31 of 118, 26.3 percent.
The first finding: the problem concentrates on medical-surgical units, where preceptor loads run highest. On those units, a preceptor often carries a full patient assignment while teaching, which leaves little time for the questions a new graduate most needs answered.
Table 2: Exit Interview Themes
Of the 31 who left, [14] named incivility from experienced colleagues, [11] workload and [9] scheduling. Several named more than one reason. Exit interviews capture only what departing nurses chose to say, so these counts are a floor, not a full picture.
National Context
National reports track first-year RN turnover as a persistent problem for hospitals, and the hospital's overall rate should be read against the most recent figures (NSI Nursing Solutions, 2024).
Classifying the Incivility
Clark's continuum runs from disruptive behaviors, such as eye-rolling and exclusion, through more serious behaviors to threatening ones (Clark, 2013). Most of what departing nurses described sat low on the continuum: eye-rolling during report, being left out of breaks, questions answered with sighs. That matters, because low-level incivility is the kind a hospital can most easily ignore.
One Evidence-Based Response
Griffin taught newly licensed nurses cognitive rehearsal, practicing scripted responses to common incivility, and most reported that it helped them confront the behavior (Griffin, 2004). It is a response for new nurses; it does not relieve experienced nurses or leaders of responsibility for the culture.
Replacement Cost
The hospital estimates the cost of replacing one nurse at [its own figure]. Published estimates vary widely, so the paper uses the hospital's own figure instead.
Recommendations
Unit: preceptors given lighter assignments while precepting, and incivility addressed at huddles. Department: cognitive rehearsal added to residency. Hospital: first-year retention added to each manager's annual goals, and the nurse residency extended through the full first year. Treating retention as a leadership accountability, measured and reviewed each year, makes it the manager's problem rather than the new graduate's. The first check would come at twelve months, comparing medical-surgical turnover with this baseline.
References
Clark, C. M. (2013). Creating and sustaining civility in nursing education. Sigma Theta Tau International.
Griffin, M. (2004). Teaching cognitive rehearsal as a shield for lateral violence: An intervention for newly licensed nurses. The Journal of Continuing Education in Nursing, 35(6), 257-263. https://doi.org/10.3928/0022-0124-20041101-07
NSI Nursing Solutions. (2024). 2024 NSI national health care retention and RN staffing report. NSI Nursing Solutions.
How this NU425 Unit 7 example is structured
The paper argues from the hospital's data to the literature and back, which keeps national statistics from standing in for local analysis. Turnover is defined before it is computed: nurses in their first twelve months who left the organization, excluding internal transfers. The unit-type split carries the first finding, that the problem concentrates where preceptor loads run highest. Exit themes carry the second, with incivility handled carefully, since exit interviews capture only what departing nurses chose to say. Clark's continuum is applied to the behaviors described, most of them low on it, such as eye-rolling and exclusion from report, which matters because low-level incivility is the kind a hospital can easily ignore. The recommendations section treats retention as a leadership accountability, proposing that managers' goals include first-year retention and that the nurse residency extend through the first full year.
Get an NU425 Unit 7 example written to your instructions
Retention, incivility, burnout or another workforce issue: tell us which one your section emphasizes and include the Unit 7 prompt and rubric. A model paper joining organizational data to cited research, pitched hospital-wide, follows in 24-48h, and a first request costs nothing. Whether your employer's own figures appear in your paper stays your call. The paper above is an original model document written by our desk, not a submitted student paper and not an official Purdue University Global document.
NU425 Unit 7 questions, answered
How should turnover be calculated in the paper?
State the definition before the number. The sample divides nurses who left the organization within twelve months of hire by the number hired over the same period, excluding internal transfers. Other definitions divide separations by average headcount. Either can work when explained. Graders mark down turnover figures that appear with no definition or denominator.
Is incivility a workforce issue or a culture issue?
Both, and a strong retention paper connects them. Incivility is a feature of culture that shows up in workforce outcomes, including early departures. The sample treats it as one driver of first-year turnover alongside workload and scheduling, not the only cause. Where a prompt emphasizes one side, the other still deserves a sentence.
Where can current turnover data be found?
The annual NSI National Health Care Retention and RN Staffing Report is widely cited for hospital turnover figures, and professional organizations publish related surveys. The most recent accessible edition, cited with its year, serves best. An organization's own figures are more persuasive where sharing is permitted; otherwise a composite case with bracketed numbers is accepted in most sections.