Leadership in Nursing

This paper aims to address and discuss about the leadership and management of the nurse leader interviewed. This experience was a great opportunity to witness first hand how a nurse leader cultivate and manage their staffs in real life setting. Moreover, it provides a great access to gain insight and knowledge about nurse leaders’ vital responsibilities and role diversities in the organizations they work with. Nurse leaders pay more specific and close attention in handling the staffs and most importantly, patient care.

Nursing guidance is a complex but essential part of the nursing workforce. Guidance can come in the form of management and in the form of leadership. The two terms are often used interchangeably, but do not always mean the same thing. The nurse manager is often someone who has authority from the facility to be in management. The nursing leader may not have authority over other nurses, but may be a strong guide in the workplace for other nurses and nursing staff. Nursing as a profession is ever-changing and increasingly challenging. Nurse managers are tasked with an enormous variety of functions in their respective workplaces, budgeting, scheduling, hiring, disciplinary actions, implementing facility policies and procedures, and the

There are many skills, traits, and behaviors one must possess in order to be an effective leader. The American Organization of Nurse Executives (AONE) has compiled a list of competencies and skills that nurse leaders should be proficient in. The five competency domains identified by AONE (2011) are “communication and relationship building, knowledge of health care environment, leadership skills, professionalism, and business skills” (p. 3). The competency domain I believe is essential for one to possess in order to be an effective executive nurse leader is communication and relationship building. The competencies AONE (2011) listed under the domain communication and relationship building are “effective communication, relationship management, influence of behavior, ability to work with diversity, shared decision-making, community involvement, medical staff relationship, and academic relationships” (p.3). I will discuss how Tom (nurse manager of a psychiatric unit) did not meet these specific characteristics under that domain.

Leadership, to me, is more than being someone who gives orders and makes decisions. Being a leader means setting a standard and holding up the values and principles that they stand for. A leader should motivate others to be better in their work and life practices. In the nursing profession, leaders are necessary to make sure that processes can run smoothly and effectively all while making exceptional patient experiences.

This paper will discuss different concepts of nursing leadership. It will define the Director of Perioperative and Cardiovascular Services personal leadership style and philosophy of leadership. It will discuss how this leadership style influences organizational behavior and the behavior of staff.

Working as a nurse I am often thrusted into charge positions or work situations with little or no orientation first. Though I have learned to value my ability to adapt readily to accomplish what needs to be done, have developed worthy professional skills, and received good feedback in these situations. As my experience matures I have realized the value to transition with an accomplished set of skills attained from thorough orientation necessary for the job or project. Further formal education in nursing led to take a nursing leadership course in which leadership is described as contrary to the charge forth leadership many often envision. Leaders should guide from the side rather than as the sage on the stage. Supporting the development of each

Throughout this communication course I have learned and attempted to apply new skills in communication and group interactions. I have collaborated with nursing and healthcare leadership professionals on a project to improve communication and health outcomes for a specific population. As our group has formed and developed during this quarter, I have identified strengths and weaknesses in my ability to work within a group. The four stages of a group, as described by Connery and Vohs (2006) will be discussed as they pertained to my perception of the group process and outcomes this quarter. My communication strengths, weaknesses, and my adoption of the informal roles outlined by Connery and Vohs (2006) with regard to group work will be analyzed as well as my plan for utilizing my strengths and addressing my weaknesses for future interactions and group work.

Leadership is often defined as the process of “influencing the thinking and action of others with respect to achieving a goal” (Gaudine & Lamb, 2015, p. 2). This paper focuses on interactional theories, specifically transformational leadership, which involves the leader creating and providing a vision and influencing followers to achieve the goals, exhibiting enthusiasm and optimism (Gaudine & Lamb, 2015). To be an effective leader, one must exhibit a transformational leadership style. This includes being emotionally intelligent, having appropriate conflict resolution strategies and being able to respect diverse views. For this assignment, we conducted an interview with our former instructor, K.R., who we

Anyone, especially nursing leaders, can bring about change within a healthcare system. In this week’s lesson, we discussed change theories, conflict theories, and leaders as change agents. Overall, change is based upon a variety of factors. They range from different situations to the environment. The three change theories that we discussed this week include the environmental change theory, the teleological change theory, and the life cycle change. The environmental change theory basically states that various environmental factors are the reason for change. These changes are happening for survival. Teleological change can be identified as planned change or scientific management. This type of change is purposeful and includes planning,

In my future role as an advance practice nurse I will be spending my time interacting with patients discussing their complaints

Table 4.0 –Contributing factors to challenges of nursing leadership Table 4.1 Administrative challenges Variables % response Remarks Acute shortage 40% Remarkably in the rural health centres visited Low salary for nurses 30% NGO nurses get better salaries Overcrowding 10% Nurses are sharing in some health units visited Poor living/working enviroment 5% Dilapidated houses were seen Inadequate funding for career advancement 5% This might be due to lack of priorities

Nevertheless, your nursing school leadership seems to understand the above nursing students emotional distress and their future behavior. It is obvious that colleges not only teach skills and new knowledge to their students but also mold their behavior. “The attitudes, values and behaviors of an institution begin with its leadership” (Azaare & Gross, 2011, p. 672). What is needed in nursing school is transformational/ democratic leaders because in a democratic system. Leaders are participatory and lead by example. Your nursing school is great because the leadership solicits feedback from instructors and students alike.

My leadership style is both Participative and Delegative, which means as a leader I value and take into considerations the opinions and suggestions of my group but still makes the final decision, but also sometimes in some occasion or circumstances I allow the group members to conclude and make the decision themselves. Being both participative and delegative leader it only means that I can adjust to different situations, which I can strongly impose my decisions and at the same time recognize and value the opinion of others when circumstance calls for it.

Leadership has been a topic of interest and a subject of contention in history and literature for decades and has attracted considerable attention from both academics and theorists alike (Xu, 2017). A plethora of definitions exist, proposing several different perspectives and interpretations, Northouse (1997) views leadership as “a process whereby an individual influences a group of individuals to achieve a common goal”; Stewart (1996, as cited in Barr and Dowding, 2012) similarly, identifies leadership as “discovering the way ahead and encouraging and inspiring others to follow”. Both definitions emphasise a persons ability to influence, motivate or engage others to follow direction which might explain why interest in the value of leadership is particularly keen in the health care sector and in nursing in particular (Xu, 2017).

The first study reviewed looked at the "effect of patient-focused redesign on midlevel nurse managers ' role responsibilities and perceptions of work environment (Ingersoll, 1999, p. 21). The study was chosen because patient-focused redesign models are becoming increasingly popular and little research has been conducted regarding the results of these models on nurse leaders/managers.