Leaders are defined by their title or position or title rather they are characterized by their ability to craft a compelling vison while
inspiring others to follow while taking stock in their core values considering alternatives, gain perspectives, and guide decision making (Laureate Education, 2018). Healthcare is very multidimensional and constantly changing, so it needs leaders who can manage their team while inspire others to be productive and efficient. Leaders must be organizational minded making hard decisions for the business to survive and be competitive. Leaders have different leadership styles so different they can use different theories to guide them in their practice.
Competent leaders are important because they can effectively communicate missions and visions while influencing others in the workforce (Duggan et al., 2015). Nursing is complex and requires leaders who are competent and experienced helping others to achieve their goals. A good leader inspires others to become better.
Authentic leadership is framework that emphasizes relationships between leaders and followers and focuses on the self-development potential of the leader (Marshall & Broome, 2017). According to Marshall & Broome, 2017, nurse leaders who are authentic can be honest and open in their relationships with individuals to whom they report, as well as those who work for. Key characteristics of these leaders include self-awareness, relational transparency, internalized moral perspective, and balanced information processing (Bamford, Wong, & Laschinger, 2013). Authentic leadership as genuine and real.
I have experienced this leadership style briefly at my organization. The manager was trustworthy. She was an advocate not only for patients but nurses as well. She would frequently voice safety concerns for staff and patents. She was big on staff development and nurses being able to utilize the skills learned as they advance their careers. She appreciated and respected hard-working nurses. This manager had the experience and education in guiding her staff. Staff loved that she was honest and felt as though they could trust her.
Good leaders help others to become better. They must possess a moral compass while collaboratively working with others on the healthcare team. The organization have a hard time retaining staff because of the types of leaders it has. Leaders produces workers who are effective producing optimum outcomes for their patients.
Two insights from scholarly resources are change and implementation.
Transformational leaders are individuals who can make a critical change in both followers and
the organization with which they are related. They lead changes in mission, strategy, structure,
and culture, to some extent through an emphasis on intangible characteristics, for example
vision, shared qualities and thoughts, and relationship-building (Doody & Doody, 2012). This is
carefully done by the implementation, and they do this by articulating the vision in a reasonable
and engaging way, explaining how to attain the visions, acting with confidence and
optimistically, expressing trust in the followers, emphasizing values with symbolic actions,
leading by example, and empowering followers to achieve the vision (McCaffrey & Reinoso,
2017).
References:
Laureate Education (Producer). (2018). The Leader in You [Video file]. Baltimore, MD: Author.
NURS 6053 Discussion 1: Leadership Theories in Practice
Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15(1). doi:10.1186/s12913-015-0891-3. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
Bamford, M., Wong, C.A., & Laschinger, H. (2013). The influence of authentic leadership and areas of worklife on work engagement of registered nurses. Journal of Nursing Management, 21(3), 529-540.
A Sample Answer 5 For the Assignment: NURS 6053 Discussion 1: Leadership Theories in Practice
Title: NURS 6053 Discussion 1: Leadership Theories in Practice
Leadership styles are approaches that leaders in different places and situations use. The review of the two scholarly resources and the main text reveals two insights. The first one is that transformational leadership is a critical component of effective organizational working. Secondly, leaders can only attain their goals when the work collaboratively in teams by implementing a clan-oriented culture in their organizations (Broome & Marshall, 2021). Transformational leaders focus on people by inspiring and motivating them to create change in their practice organizations. The leader develops a positive workplace environment and valuable relationships with their team. According to Xie et al. (2020), transformational leadership values are based on collaboration, teamwork, and shared values and goals. Secondly, transformational leaders work in teams implying that they value clan culture. Transformational leaders value each individual and place emphasis on shared perspectives and innovation to attain better outcomes.
The theory of transformational leadership and concept of clan culture are evident in different healthcare settings. For instance, I work in a pediatric unit of an organization that values its structure which is hierarchical. The structure is rigid and known reporting relationships must be maintained by all staff, including nurse managers and leaders (Alan & Baykal, 2018). However, despite the requirements, our nurse manager has demonstrated and incorporated a transformational approach to leadership. She values teamwork and communicates not just compassionately but effectively to all staff with the aim of ensuring that they understand what they do. For instance, despite the hierarchical demands, she helps new nurses integrate into the system by demonstrating what they should do and asking them to report when stuck or struggling with medication administration and use old systems like electronic medication administration.
Transformation leadership is a core aspect of effective management and nurturing new nurses to avoid possible turnover that affects care delivery. Managers need a transformational approach in leadership to help new nurses understand their new environment and how they can deliver quality care (Broome & Marshall, 2021). The demonstration and practice of the transformational leadership by the manager shows that all nurses can be effective and motivate others to attain better outcomes by working in teams. These insights are critical for the development and progression of one’s nursing care and ability to offer quality care to patients.
References
Alan, H., & Baykal, U. (2018). Personality characteristics of nurse managers: The personal and
professional factors that affect their performance. Journal of Psychiatric Nursing, 9(2), 119-128. DOI: 10.14744/phd.2017.08870
Broome, M., & Marshall, E.S. (2021). Transformational leadership in nursing: From expert
clinician to influential leader (3rd ed.). New York, NY: Springer.
Xie, Y., Gu, D., Liang, C., Zhao, S., & Ma, Y. (2020). How transformational leadership and clan culture influence nursing staff’s willingness to stay. Journal of Nursing Management, 28(7), 1515-1524. https://doiorg.ezp.waldenulibrary.org/10.1111/jonm.13092
A Sample Answer 6 For the Assignment: NURS 6053 Discussion 1: Leadership Theories in Practice
Title: NURS 6053 Discussion 1: Leadership Theories in Practice
Leadership skills begin with understanding one’s self. Leadership leaders “demonstrate self-confidence and are able to trust and empower others” (Sherman & Pross, 2010). Their communication and actions impact others and creates a healthy working environment. The art of leadership within healthcare organizations involve managing relationships with patients, coworkers, nurses and influencing their behaviors.
An example of a good leader was my previous manager who I had the pleasure to work with for four consecutive years. I witnessed a strong leadership characteristics such as setting certain directions, strategies, having a vision for the unit, and her ability to connect with her coworkers/nurses on both personal and professional level. She was considered an informal leader; as described in the Laureate Education (2014) “displayed charisma and willingness to help others be successful because of the vision they see for their unit which can be perceived as a leader with personal power”. A good example of leadership, when my manager implemented pressure ulcer prevention strategies on the unit. She created a daily list of patients who required frequent turning every 2 hours and set up a worksheet with times with nurses names to turn patients at the assigned times. Options were offered for nurses on a preferred time depending on their patients’ workload.
Overall, this particular practice helped recognize team members’ strengths to help create a positive workplace environment and ensure tasks get completed. Also, made quality of care to be a vital element for achieving high productivity levels within healthcare organizations (Sfantou et al., 2017). In the process of conducting skills; leaders are establishing the methods of collaboration, innovation, and communication. These methods will help set the healthcare organization for success. In conclusion, it is important for leaders to ensure they develop the skills and competencies needed to be successful. The development of healthy work places are responsive to the changing healthcare environment.
References
Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
Sherman, R., & Pross, E. (2010). Growing Future Nurse Leaders to Build and Sustain Healthy Work Environments at the Unit Level. OJIN: Online Journal of Issues in Nursing, 15(1), Manuscript 1. Doi: 10.3912/OJIN.Vol15No01Man01. Retrieved from http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol152010/No1Jan2010/Growing-Nurse-Leaders.aspx
Sfantou, D.F., Laliotis, A., Patelarou, A.E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare, 5(4), 17. DOI:10.3390/healthcare5040073
A Sample Answer 7 For the Assignment: NURS 6053 Discussion 1: Leadership Theories in Practice
Title: NURS 6053 Discussion 1: Leadership Theories in Practice
Hello Alexis. I agree with you that healthcare has multiple competing needs. Competing needs, such as the needs of patients, the workforce, and resources, may impact policy development because the competing demands should align with the policy’s agenda. Competing needs in healthcare relate to meeting the workforce needs, resources, and patients. These influence development of policies as there should be in synchrony with the policies’ agenda. For example, a policy addressing adequate staffing should cost-effectively meet the workforce and patient needs. Staffing helps achieve patient satisfaction and prevent burnout and fatigue (Esposito et al., 2020). Therefore, appropriate staffing helps balance quality and satisfaction and thus reduces burnout.
I also agree that nurse burnout negatively affects the organization’s resources, patient safety, and staff well-being. I have witnessed many colleagues quit bedside nursing due to stressful working conditions. Right after COVID-19, we lost ten nurses from a single floor working day and night shifts; These affected the staff and the overall well-being of the working process. A policy can address these needs in multiple ways. For instance, prioritizing efficient staffing will alleviate the stress on the staff, as overworked and overwhelmed nurses are much more prone to burnout, and second, including nurses in the conversation. When RNs are involved in decision-making, policy discussions, and scheduling, they are less likely to experience burnout. In addition, more autonomy and control over their practice will help nurses feel valued and heard and ensure support programs are in place. Support programs, wellness programs, access to counselors, and self-care workshops can tremendously help nurses cope with job pressures. (The College For The People, 2021).
References
The College For The People. (2021, August 5). Nursing burnout: What it is & how to prevent it Nightingale College. Nightingale College. https://nightingale.edu/blog/nursing-burnout/
Esposito, C. L., Sollazzo, L. C., & DeGaray, C. (2020). Nurse’s unions can help reduce stress, burnout, Depression, and compassion fatigue, Part 2: NYSNA 2020 staffing and job stress survey results. Journal of the New York State Nurses Association, 47(2), 32-45.
A Sample Answer 8 For the Assignment: NURS 6053 Discussion 1: Leadership Theories in Practice
Title: NURS 6053 Discussion 1: Leadership Theories in Practice
According to Hao & Yazdanifard, (2015), the difference between leadership and management is that “leaders have people that follow them and managers have people that work for them.” Leadership brings about changes that are positive in nature and without leadership the organization will not be able to facilitate change in the direction of their goals and could experience negative change instead (Hao & Yazdanifard, 2015).
Key Insights
Leadership affects factors such as trust, culture of the organization and clear visions as organizational changes facilitate. Leaders have the ability to influence a change or a belief, and to persuade the values of others. Leaders focus on being a role model for their employees and have clear visions for their employer (Marshall & Broome, 2017). Change is an ongoing organizational issue, and a common issue for most human kind. Each person adapts to change with different coping skills and at different paces, however this provides difficulties predicting a timeframe for the change to fully occur. When an organization’s leader leads the employees in the correct direction, the organizations mission and values will be respected (Gilly, Dixon, & Gilly,2008).
Description of a Leader
A great leader will gain the trust of their employees, and help to facilitate a positive relationship between the organization and its employees (Santou et all, 2017). Provide a working environment that is safe for employee as well as the patients. They will treat each employee equally and be open to suggestions from them. A leader will collaborate with staff to meet deadlines, and keep all line of communication open.
A known leader provides her employees a safe and secure unit to care for behavior health patients. This leader is not judgmental and provides direct support to her staff. She often works side by side with her staff to lighten the load and prevent burnout. She promotes self-scheduling as well as honors request in advance. She has monthly meetings that focus on the health and wellness of her staff. She sets examples by maintaining a calm positive attitude. She builds relationships that promote the vision and mission of the organization. She is an advocate for both patients and staff.
Effectiveness
The above leader is well known throughout the hospital as a good leader. Nurses are willing to pickup to fill in schedule openings, cover call off to staff the unit, therefore the unit seldomly has any opening. Her positive attitude and work ethic set a precedence to others and motivates employees. Advocating for others, provide a caring example leading to a well organized professional unit that all nurses desire to work in.
References
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer.
Gilley, A., Dixon, P., & Gilley, J.W. (2008). Characteristics of leadership effectiveness: Implementing change and driving innovation in organizations. Human Resource Development Quarterly, 19(2), 153-169.
Hao, M.J. & Yazdanifard, R., (2015), How Effective Leadership Can Facilitate Change in Organizations through Improvement and Innovation, Global Journals Incorporated.
Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of Leadership Style towards Quality of Care Measures in Healthcare Settings: A Systematic Review. Healthcare (Basel, Switzerland), 5(4), 73. https://doi.org/10.3390/healthcare5040073
Grading Rubric Guidelines DQ
| Performance Category |
10 |
9 |
8 |
4 |
0 |
| Scholarliness
Demonstrates achievement of scholarly inquiry for professional and academic decisions. |
- Provides relevant evidence of scholarly inquiry clearly stating how the evidence informed or changed professional or academic decisions
- Evaluates literature resources to develop a comprehensive analysis or synthesis.
- Uses valid, relevant, and reliable outside sources to contribute to the threaded discussion
|
- Provides relevant evidence of scholarly inquiry but does not clearly state how the evidence informed or changed professional or academic decisions.
- Evaluates information from source(s) to develop a coherent analysis or synthesis.
- Uses some valid, relevant, reliable outside sources to contribute to the threaded discussion.
|
- Discusses using scholarly inquiry but does not state how scholarly inquiry informed or changed professional or academic decisions.
- Information is taken from source(s) with some interpretation/evaluation, but not enough to develop a coherent analysis or synthesis.
- Little valid, relevant, or reliable outside sources are used to contribute to the threaded discussion.
- Demonstrates little or no understanding of the topic.
|
- Discusses using scholarly inquiry but does not state how scholarly inquiry informed or changed professional or academic decisions.
- Information is taken from source(s) without any interpretation/evaluation.
- The posting uses information that is not valid, relevant, or reliable
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- No evidence of the use of scholarly inquiry to inform or change professional or academic decisions.
- Information is not valid, relevant, or reliable
|
| Performance Category |
10 |
9 |
8 |
4 |
0 |
| Application of Course Knowledge –
Demonstrate the ability to analyze, synthesize, and/or apply principles and concepts learned in the course lesson and outside readings and relate them to real-life professional situations |
- Posts make direct reference to concepts discussed in the lesson or drawn from relevant outside sources;
- Applies concepts to personal experience in the professional setting and or relevant application to real life.
|
- Posts make direct reference to concepts discussed in the lesson or drawn from relevant outside sources.
- Applies concepts to personal experience in their professional setting and or relevant application to real life
- Interactions with classmates are relevant to the discussion topic but do not make direct reference to lesson content
|
- Posts are generally on topic but do not build knowledge by incorporating concepts and principles from the lesson.
- Does not attempt to apply lesson concepts to personal experience in their professional setting and or relevant application to real life
- Does not demonstrate a solid understanding of the principles and concepts presented in the lesson
|
- Posts do not adequately address the question posed either by the discussion prompt or the instructor’s launch post.
- Posts are superficial and do not reflect an understanding of the lesson content
- Does not attempt to apply lesson concepts to personal experience in their professional setting and or relevant application to real life
|
- Posts are not related to the topics provided by the discussion prompt or by the instructor; attempts by the instructor to redirect the student are ignored
- No discussion of lesson concepts to personal experience in the professional setting and or relevant application to real life
|
| Performance Category |
5 |
4 |
3 |
2 |
0 |
| Interactive Dialogue
Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts a minimum of two times in each graded thread, on separate days.
(5 points possible per graded thread) |
- Exceeds minimum post requirements
- Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts three or more times in each graded thread, over three separate days.
- Replies to a post posed by faculty and to a peer
- Summarizes what was learned from the lesson, readings, and other student posts for the week.
|
- Replies to each graded thread topic posted by the course instructor, by Wednesday, 11:59 p.m. MT, of each week, and posts a minimum of two times in each graded thread, on separate days
- Replies to a question posed by a peer
Summarizes what was learned from the lesson, readings, and other student posts for the week. |
- Meets expectations of 2 posts on 2 different days.
- The main post is not made by the Wednesday deadline
- Does not reply to a question posed by a peer or faculty
|
- Has only one post for the week
- Discussion posts contain few, if any, new ideas or applications; often are a rehashing or summary of other students’ comments
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- Does not post to the thread
- No connections are made to the topic
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| |
Minus 1 Point |
Minus 2 Point |
Minus 3 Point |
Minus 4 Point |
Minus 5 Point |
| Grammar, Syntax, APA
Note: if there are only a few errors in these criteria, please note this for the student in as an area for improvement. If the student does not make the needed corrections in upcoming weeks, then points should be deducted.
Points deducted for improper grammar, syntax and APA style of writing.
The source of information is the APA Manual 6th Edition |
- 2-3 errors in APA format.
- Written responses have 2-3 grammatical, spelling, and punctuation errors.
- Writing style is generally clear, focused, and facilitates communication.
|
- 4-5 errors in APA format.
- Writing responses have 4-5 grammatical, spelling and punctuation errors.
- Writing style is somewhat focused.
|
- 6-7 errors in APA format.
- Writing responses have 6-7 grammatical, spelling and punctuation errors.
- Writing style is slightly focused making discussion difficult to understand.
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- 8-10 errors in APA format.
- Writing responses have 8-10 grammatical, spelling and punctuation errors.
- Writing style is not focused, making discussion difficult to understand.
|
- Post contains greater than 10 errors in APA format.
- Written responses have more than 10 grammatical, spelling and punctuation errors.
- Writing style does not facilitate communication.
- The student continues to make repeated mistakes in any of the above areas after written correction by the instructor
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0 points lost |
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|
|
-5 points lost |
| Total Participation Requirements
per discussion thread |
The student answers the threaded discussion question or topic on one day and posts a second response on another day. |
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|
|
The student does not meet the minimum requirement of two postings on two different days |
| Early Participation Requirement
per discussion thread |
The student must provide a substantive answer to the graded discussion question(s) or topic(s), posted by the course instructor (not a response to a peer), by Wednesday, 11:59 p.m. MT of each week. |
|
|
|
The student does not meet the requirement of a substantive response to the stated question or topic by Wednesday at 11:59 pm MT. |
