Transactional Leadership Essay

|A con of paternalistic leadership is that the selling only lasts as long as you are on the phone or are around for, and some candidates/people are not easy|

In today’s healthcare system, effective leadership is essential to improving and reaching organizational outcomes. A leader is someone with the ability to influence others but, an effective leader uses positive strategies to inspire employees to work towards the same goal. Leadership in nursing requires a constant effort to motivate others to become part of the organizational transformation. This can be achieved using a transformational leadership style with a focus on communication, motivation, and empowerment.

Leading a health care organization comes with immense responsibility and is not an easy task. Transformational leadership has proven to be an effective leadership style in the nursing profession, demonstrating a clear mission, a commitment to excellence, and the ability to motivate and lead others to higher levels of achievement (Schwartz, Spencer, Wilson, & Wood, 2001). Characteristics and qualities of an effective leader include

Change is inevitable in healthcare. The purpose of this paper was to discuss and guide the facilitators of change through the process of implementing a future care delivery model. Leadership qualifications and roles were described in an effort to assist the leader in identifying and rectifying complications that can impede progress. Potential conflicts among the enablers of change were discussed as well as tools necessary to minimize these barriers. The Twelve Bed Hospital Model was reviewed in detail and recommendations for transitioning into this model were suggested. Transformation Leadership theory was utilized to build successful change leaders and followers and a democratic approach encouraged strong bonds between the nursing

The world needs leaders to lead by example. The health care field needs leaders to promote what is the right things to do in healthcare thus enhance the productivity of care delivery in a qualifying cost-effective way. Leaders are skilled with brilliance, innovation for change and possess the vision to determine what needs to be done as well as empower people to strive for change and promote a healthier system for that which is of concern. Transformational style leaders are preferred in the new design of healthcare delivery systems today. Transformational Leadership inspires followers and acts as role models, creating acceptance of the mission and purpose of the team (as cited in Lievens, & Vlerick, 2014).

A transformational leadership style along with good communication skills can be used to manage the multiples issues Hartland Memorial faces. “Transformational leadership involves anticipating future trends, inspiring followers to understand and embrace a new vision of possibilities, developing others to be leaders, and reward learners” (Hellriegal & Slocum, 2009, p. 301). Elizabeth and her associates should have the necessary qualities of a transformational leader; integrity, accountability, and motivation, so the staff can identify with them. The nurse manager could give nurses opportunities to demonstrate and experience leadership in their profession on a regular basis. Effective leadership is critical in delivering high quality care; equally

Over the past twenty years, an abundant body of researches have been done to review transformational leadership and transactional leadership. Burn (1978) was the first person to introduce and conceptualize the concept of transformational leadership and transactional leadership. Bass (1985) based on Burn’s concept and deepened his notion with modifications, which stated that one of the best frameworks of leadership is transformational or transactional. Following Bass and Avolio (1994, p. 4) provided the idea of these two leaderships and generalized them into the development of global economic world. Bass and Avolio (1997) also suggested that there was no need to view transformational and transactional leadership as

The main focus of the theory is motivation, inspiration and empowerment to create changes. It is based on the idea of empowering others to facilitate overall goal. Bennis and Nanus (1985) describe this new leader as a leader who “commits people to action, who converts leaders into leaders, and who converts leaders into agents of change” (p.3).177. According to processes to engage and motivate staff article “Transformational leadership is important for high quality care delivery, and behaviors that nurse leaders inspire, role model and reinforce are instrumental in creating work practice that deliver optimum care”.

As a Naval Officer I had the opportunity to experience both leadership and management. Today's Navy operates with fewer people and resources than before. Therefore, leadership and management are more important than ever. Very early in my career I was taught leadership and as I advanced through the ranks I experienced management.

Transformational leadership is an emerging type of leadership that is more adaptable the changing environment within healthcare and has the ability to guide and empower staff to embrace the changes (Finkelman, 2012). This type of leadership is especially important today with many nurses felling unsatisfied, or unappreciated. In order to have a successful organization, it must first have the ability to retain nurses through job satisfaction. Transformational leaders have the ability to encourage staff members to embrace the changes to come, by promoting such things as team work, and recognition of hard work done by staff members (Smith, 2011). Having the ability to recognize staffing needs along with the compassion to try and meet those needs while maintaining the functionality of the organization, is the key to future

Without competent leadership change can have negative impact on both the employees and the patients. According to Wright (2010), lack of leadership in change management could lead to adverse outcomes such as resentment, rebellious attitudes, and could end up damaging the same people it intended to make better (p.20). Therefore, experts warned that it is very important to have competent leadership at the helm of change management (p.20). As the focus of providing leadership shifts to nurse administrators who are often in the frontline of change management, nurse administrator should use essential tools such as the American Organization of Nurse Executives (AONE) five domain of competence as a framework in change management.

In the changing business environment, leaders of all organisations may face unprecedented uncertainty, especially the technology advancement and changes among the employees. To survive and succeed, leaders should have some necessary attributes. Meanwhile, some changes for leadership skills have to be made to confront the challenges.

By empowering the community of nurses and sustaining employee engagement, patient and employee satisfaction would remain the same, if not increase (6 Leadership strategies for navigating perpetual change in healthcare, 2015). Change is tough for most people and the time to adjust varies with each individual. Taking some time to acknowledge each individual and their needs is an important factor to being a great leader (6 Leadership strategies for navigating perpetual change in healthcare, 2015).

Over the past twenty years, an abundant body of researches have been done to review transformational leadership and transactional leadership. Burn (1978) was the first person to introduce and conceptualize the concept of transformational leadership and transactional leadership. Bass (1985) based on Burn’s concept and deepen his notion with modifications, which stated that one of the best frameworks of leadership is transformational or transactional, but not opposing to each other. Followed by Bass and Avolio (1994), they provide the idea of these two leaderships and generalize them into the development of global economic world. Bass and Avolio (1997) also suggested that there was no need to view transformational and

In corporate America the term used to describe a person in a position of power is “Manager”. A leader can be a manager, but a manager is not necessarily a leader. Leaders motivate, challenge, and influence others to achieve goals. Great leaders have the necessary skills and attributes which allow them to connect with the team and organization. Being a leader is not the same as managing an organization. Leader’s posses the interpersonal skills needed to influence others to achieve a goal willingly. Leading is a major part of a manager’s job. Leaders do not need to be a manager to lead people, but managers must know how to lead as well as manage.