NR 501 Week 6: Application of Theory to Leadership and Management

Sample Answer for NR 501 Week 6: Application of Theory to Leadership and Management Included After Question

NR 501 Week 6: Application of Theory to Leadership and Management

NR 501 Week 6: Application of Theory to Leadership and Management

Discuss how a specific middle-range nursing theory has been or could be applied by nurse leaders or nurse managers to effectively deal with an administrative issue (i.e., staffing, use of supplies, staff performance issues). Include an example from the literature or your own experience to illustrate your points. 


A Sample Answer For the Assignment: NR 501 Week 6: Application of Theory to Leadership and Management

Title: NR 501 Week 6: Application of Theory to Leadership and Management

A middle-range theory that could be applied by nurse leaders or nurse managers, to deal with administrative problems such as staffing, and staff performance challenges is the Peplau’s theory of interpersonal relations. Among Peplau’s theory concepts we can find assisting other to identify their difficulties, applying human relations to the difficulties others are facing, being a resource person, a counselor and educator. These principles are of paramount importance for nurse leaders to apply in their professional environment to achieve effective leadership. 

According to Hurley & Hutchinson (2013). effective nurse leadership positively influences the quality of clinical care, as well as work settings where nursing care is taking place.  One of Peplau’s theory comprise assisting individuals to identify their difficulties. It is very important, for nurse leaders to engender a working environment that makes nurses and other personnel have a sense of safety and feel valued while carrying out their duties in the working environment. Such environment positively influences nurses and other personnel working moral and as a consequence will benefit nurses and other personnel retention as well as create a safe environment for nurses.

Another demonstration of the application of Peplau’s theory is when a nurse manager detects any type of issue with the staff performance or getting used to the work environment, the manager has the obligation as leader to assist that personnel in identifying and overcoming such difficulties in order to promote a healthy working environment that is under her supervision.  When any issue in the working environment is recognized, the nurse manager through the use of appropriate management skills should be able to provide assistance and resolve the issues identified. Although some issues can be resolved by each individual; there are other problems that indeed require the involvement of the manager. 

I was employed to a facility that had a high rate of turnover and low morale. Nursing staff were leaving shortly after being employed and oriented for the job. It was like a cycle of employment and resignation not long after the orientation period was finalized. There was a common denominator in this situation, when staff personnel identified a problem that affected them, whether directly or indirectly, the manager would not intervene in a timely manner or sometimes not at all to resolve the situation affecting this nursing personnel.

Nurses with senior positions were very indifferent, not training the new recruits properly and making degrading and unprofessional comments towards their newly employed junior colleagues. Some senior nurses were employed to the institution prior to the manager and therefore felt they had the right to have an upper hand in the institution due to their seniority. Newly employed nurses felt mistreated and professionally disrespected and they had no one to support them, and as a result there was an increased number of nurses leaving the institution.NR 501 Week 6: Application of Theory to Leadership and Management

This situation stopped when there was an investigation from upper management to detect the reason why nurses were leaving in such a short period of time from this particular unit. Once the problem was addressed, and disciplinary action and changes made to management and in the working environment, nurses started to work in harmony, treating each other with respect and addressing each other professionally. Turnover rate decreased tremendously, productivity and patient healthcare also improved. 

One of the main problem-solving avenues in management is communication. It is of paramount importance for a leader to be able to utilize leadership methods conducive to healthy communication, proper interpersonal and interprofessional relationships which will be able to develop a productive and healthy environment among nursing personnel, management and the institution. The application of Peplau’s theory of interpersonal relation may be of crucial value to nursing personnel with its implementation in their professional career. 


Hurley, J & Hutchinson, M. (2013). Setting a course: A critical review of the literature on nurse leadership in Australia. Contemporary Nurse, 43(2), 178–182. Retrieved from (Links to an external site.)

This sounds like a very difficult time for your organization.   

Hurley and Hutchinson (2013) propose the the apparent lack of strategic direction in leadership may not lie at the door of the nursing profession (only) but may be a phenomenon that is embedded in the culture of healthcare organizations.  

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Is there a nursing theory that might help to bring cohesiveness to leadership strategies? 


Hurley, J & Hutchinson, M. (2013). Setting a course: A critical review of the literature on nurse leadership in Australia. Contemporary Nurse, 43(2), 178–182. Retrieved from (Links to an external site.)Links to an external site. 

Peplau’s nursing theory may assist in bringing cohesiveness among the health care team, as through its application, leadership skills might be improved, which could positively impact cohesiveness in the clinical practice.  Peplau’s theory of interpersonal relations is an adequate nursing theory that specifically play an excellent role in resolution of administrative problems as well as issues affecting staffing and staff performance when applied by managers and nurse leaders 

According to Kumar, Deshmukh, & Adhish (2014) the skills associated with handling self, such as emotional capabilities, time management and active listening are crucial characteristics for the foundation of managing and leadership teams to be able to function in a constructive manner. The implementation of team building exercises play an essential role in accomplishing the goals of the organization. These exercises are of paramount importance when referring and addressing the health care factor in both the clinical as well as public health settings. The main and distinctive quality of a cohesive team is a joint vision towards the achievement of goals. 

As a leader, creating and supporting a strong and cohesive team, the nurse will also help the patients take on maximum responsibility for meeting his or her treatment goals, as this will take place in a healthy working environment conducive to productive nursing work. A nurse leader who intends to promote a healthy working environment will take on other roles such as technical expertise and tutor in which this leader makes herself or himself available to the junior nursing staff, providing technical support, also act as a safety agent, environment manager, mediator in any circumstance that mediation is required, administrator and researcher. 

According to Kumar, Deshmukh, & Adhish (2014) the team is a cooperative relationship supplementing and supporting each other’s skills, interacting openly and clearly with one another and holding themselves mutually accountable. 

According to Hurley, J & Hutchinson, M. (2013) leadership is about relationships. For a nurse leader, it is important to adapt to a leadership style that nurtures healthy relationships intra-professionally and inter-professionally,that is among nurses, nurse leaders and other leaders within the organizations. Applying Peplau’s theory of interpersonal relation can be useful for nurses to adopt in their professional career. 


Hurley, J & Hutchinson, M. (2013). Setting a course: A critical review of the literature on nurse leadership in Australia. Contemporary Nurse, 43(2), 178–182. Retrieved from (Links to an external site.) 


Kumar, S., Deshmukh, V., & Adhish, V. (2014). Building and Leading Teams. Indian J Community Med, 39(4), 208-213. doi:  10.4103/0970-0218.143020 (Links to an external site.). Retrieved from (Links to an external site.) 

Nursing theory has the potential for providing a “lens” by which multiple aspects of the organization can be viewed.  The establishment of a common goal fosters cohesiveness. 

Yes, I do agree that the phenomenon lies within culture of healthcare organizations. As healthcare providers we are always tasked with caring for a patient in every aspect. Caring for a patient can already be very tiring and difficult to do. With the addition of unit or organization stress causes people to feel unappreciated or not respected as workers. In regards to Adalaida’s response about the struggles of her work place I feel like that is all too common in nursing. I don’t specifically have a problem with that, but some of my friends who are nurses have had problems with management and other nurses that don’t get addressed in a timely manner if at all. 

I believe that a theory that could help to develop and engage employees would be the transformational theory. As stated in Hutchinson and Jackson’s article the attributes of a transformational leader are “dynamism, self-confidence, inspiration, emotional intelligence, and symbolism” (2013). Referring back to the difficulties felt and seen in a nursing unit that lacks cohesiveness between management and employees it is almost a unit that needs a very strong leadership person that can come in and put their foot down to stop all the hazing, bullying, and begin to solve staff problems.

Strong leaders have to also show that they are willing to put in the time to listen and respond to any issues within the unit. they should start by addressing the most immediate concerns first and the least concerning as they have time to. By coming in with strong footing and helping to address the concerns of the unit can help people to understand how important it is to work as a team and if people do not change their behaviors they should get corrective actions and if that doesn’t

work they should be terminated. While being a strong leader doesn’t in any way mean that you are disrespectful to the staff or rude in the way you approach situations, but you present your goals and enthusiasm for creating a healthy helpful environment and try to motivate the staff of the unit to take on those same thoughts and feelings will help to bring everyone together as a team.  


Hutchinson, M., & Jackson, D. (2013). Transformational leadership in nursing: towards a more critical interpretation. Nursing Inquiry, 20(1), 11-22. doi:10.1111/nin.12006