NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

Sample Answer for NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management? Included After Question

NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management

Management and leadership are in fact two distinct positions inside a company, and it is essential to distinguish between them in order to comprehend role responsibilities and achieve success. According to Weberg et al. (2019), managers can also lead, while leaders are not necessarily capable of management. In a clinical context, floor employees do their duties under the careful eye of managers whose responsibilities include regulating the daily task performance and function of floor staff. In order to inspire organizational productivity and good results, the professional tasks of a leader are considerably broader and depend on the collaborative, equal participation of other leaders and personnel (Weberg, 2019). Managers handle problems, enforce regulations, and distribute resources and personnel to satisfy the organization’s and patient care’s demands. Leaders construct the organization’s vision and mission in order to view the big picture, build relationships, encourage employees, and establish best practice models through exploring innovation (Weberg, 2019). Leaders ask why, while managers ask how. The advanced registered nurse must contribute to the theoretical framework of a leadership style in order to effectively manage and lead. Transformational leadership has become a popular leadership philosophy for building a successful leadership strategy. Transformational leadership, according to Lappalainen et al. (2019), entails charismatic influence, motivating enthusiasm, engaging intellect for critical thinking and problem solving, and recognizing individual contributions to the group effort. I have limited experience in management positions, but as clinical nurses we all have the potential to demonstrate leadership. We recently received a shipment of TB syringes that matched the insulin syringes we use at work. The appearance of the syringes is identical, however the color of the caps varied. Despite this, someone had mistakenly placed both syringes in the same container, believing they were of the same type. Before drawing up insulin, I double-checked the syringe and noted that it said mL, not units. First, I separated the TB and Insulin syringe containers, and then I informed the charge nurse of the probable medication error risk. Leaders should take one step further and inquire as to why the supply staff purchased fresh syringes, as well as collaborate on how to proceed to prevent pharmaceutical mishaps. 

References 

Lappalainen, M., Harkanen, M., & Kvist, T. (2019). The relationship between nurse manager’s transformational leadership style and medication safety. Scandinavian Journal of Caring Sciences. 34(2), 357-369. https://doi.org/10.1111/scs.12737 

Weberg, D., Mangold, K., Porter-O’Grady, T., & Malloch, K. (2019). Leadership in nursing practice: Changing the landscape of health care (3rd ed.). Jones & Bartlett Learning. ISBN-13: 9781284146530 

 

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NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management

From your experience in the health care industry, What Is The Difference Between Leadership And Management? How can an advanced registered nurse both lead well and provide management? Think about interactions with patients, team members, daily tasks, and responsibilities as you formulate your response.

A Sample Answer For the Assignment: NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

Title: NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

Re: Topic 2 DQ 1

Management and leadership are vital to the delivery of good health services. Both are similar in some aspecst but they may involve different types of outlook, skills, and behaviors. According to the World Health Organization (WHO), good managers should strive to be good leaders and good leaders, need management skills to be effective (World Health Organization, 2019). Leaders have a vision of what can be achieved and then communicate this to others. Leaders evolve strategies for actualizing the vision through motivating others and seeking out resources. Managers ensure that the available resources are well organized and applied to produce the best results (WHO, 2019).

Leadership is often viewed as an art, not science and management on the other hand, is often thought of as a science as it involves a series of logical steps that can be followed to implement whatever the role demands. In my experience in the health care field, leaders differ from managers in a variety of ways. Leaders are active in formulating goals and objectives for the employees who work for them and strive to seek out efficiency. Managers work to accomplish the tasks and usually will continue to do whatever is necessary to get the job done.

An Advanced Practice Registered Nurse (APRN) can both lead and provide management as they have an expert level of knowledge and complex decision-making skills and clinical competencies for expanded practice specific to the context in which they are credentialed to work (Lamb, Martin-Misener, Bryant-Lukosius, and Latimer, 2018). For example, APRNs can lead well to formulate goals related to patient care to help to reduce surgical site infections. An APRN can provide management to the staff on tasks the nurse can carry out to reduce infections such as proper skin prepping techniques and dressing application. APRNs are well versed on evidenced-based practice and can incorporate their knowledge into improving efficiency. An APRN in the role of a leader will strive to seek out efficiency through policy changes at the organization they are employed with. The APRN leader might identify equipment or staff training needs to accommodate high risk patient populations. The APRN manager would then continue this movement to ensure staff training is completed, that staff was familiar with policy updates, and that ultimately the process was rolled out completely. APRNs are an asset to organizations as they advanced education allots for an individual capable of both leading and managing the team.

References NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

Lamb, A., Martin-Misener, R., Bryant-Lukosius, D., Latimer, M. (July 2018). Describing the leadership capabilities of advanced practice nurses using a qualitative descriptive study. Nursing Open, 5(3): 400-413.

World Health Organization (2019). Chapter 10: Leadership and Management. https://www.who.int/hiv/pub/imai/om_10_leadership_management.pdf

RESPOND HERE (150 W0RDS, 2 REFERENCES)

I do agree with you that nurse leaders should strive to be good leaders to be able to manage resources efficiently. Nurse leadership is a dynamic role which involves promoting change projects in the nursing practice and helping the newly registered nurses learn the best nursing practices (Growing Nurse Leaders: Their Perspectives on Nursing Leadership and Today’s Practice Environment, 2020).  The role of managers in any organization is well cut out, they have to harness resources and set out plans to utilize the resources appropriately and realize the organization’s goals and objectives. Leaders have an obligation of providing direction, inspiring and motivating other workers towards the realization of the set goals. Therefore, the healthcare managers need to work with top level stakeholders such as the directors and the investors to attract the required material resources while the leaders need work with nurses and patients to streamline the daily operations of the healthcare organization and realize quality care (Sfantou et al., 2017). Advanced practice registered nurses training has been enhanced to ensure that they provide quality leadership and are incorporate EBP in nurse practice.

References NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

Growing Nurse Leaders: Their Perspectives on Nursing Leadership and Today’s Practice Environment. (2020). Nursingworld.org. https://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-21-2016/No1-Jan-2016/Articles-Previous-Topics/Growing-Nurse-Leaders.html

Sfantou, D., Laliotis, A., Patelarou, A., 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), 73. https://doi.org/10.3390/healthcare5040073

Re: Topic 2 DQ 1

According to Barker & Denisco (2016), “management is the coordination of resources to meet organizational goals, whereas leadership is built on relationships” (p. 136).

In my experience, management has to do with the day-to-day operations functions of an organization such as, managing patients’ care by delegating to others, budgeting, staffing, competencies being up to date, and making sure the organization is following rules and regulations. Leadership to me is leading by example and inspiring others to follow. I have seen my manager, lead by making sure the staff is doing well. If we are short staffed, the manager will do what it takes to make sure we get the help we need, will jump in, and help where needed. Our manager listens and asks for our opinions on how to make improvements for our patients and staff.

Those who manage have people under them, they provide direction from hierarchical order. Management produces order and consistency by planning, setting timetables, allocating resources, organizing staffing, hiring, establishing rules, controlling and problem solving, and taking corrective action (Porter-O’Grady & Malloch, 2018).

When a nurse influences member of the healthcare team, patient, or any part of the health organization, then the nurse is leading (Porter-O’Grady & Malloch, 2018). Anyone can be a leader; no title is needed. Leaders are intentional, committed, inspire, build trust, communicate goals, build teams, empower, encourage, and lead by example (Porter-O’Grady & Mallock, 2018).,

The advanced practice nurse (APN) can lead and provide management by using transformational leadership. “Transformational leadership empowers all team members to work together to achieve a shared goal; lead with a clear vision and use coaching, inspiring, and mentoring to transform themselves, followers, and organizations” (DeNisco & Barker, 2016, p136). The APN can also incorporate the APN Leadership Capabilities Model, which discusses the patient-focused leadership and organizational and system-focused leadership capability domains, which include:

“Patient‐focused leadership included the following four leadership capability domains: 1) managing patient‐centered care; 2) coaching and educating; 3) advocating and 4) initiating meaningful communication. “Organization and system‐focused leadership” included the following seven leadership capability domains: 1) improving the quality of care provided; 2) enhancing professional nursing practice; 3) being an expert clinician; 4) communicating effectively; 5) mentoring and coaching; 6) providing leadership on internal and external committees and 7) facilitating collaboration.” (Lamb et al., 2018, pp 402-403)

 

References NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

Denisco, S. M., & Barker, A. M. (2016). Advanced practice nursing: Essential knowledge for the profession (3rd ed.). Burlington, MA: Jones & Bartlett Learning. ISBN-13: 9789384323103

Lamb, A., Martin-Misener, R., Bryant-Lukosius, D., & Latimer, M. (2018). Describing the leadership capabilities of advanced practice nurses using a qualitative descriptive study. Nursing open, 5(3), 400–413. https://doi.org/10.1002/nop2.150

Porter-O Grady, T., & Malloch, K. (2018). Leadership in nursing practice: Changing the landscape of health care (3rd ed.). Burlington, MA: Jones & Bartlett Learning. ISBN-13: 9781284146530

 

RESPOND HERE (150 W0RDS, 2 REFERENCES)

I do agree with your findings that management involves harnessing of resources to achieve organizational goals while leadership involves relationship building to inspire others. Healthcare organizations require effective leadership and management that enhances quality care and efficiency in resource utilization (Xu, 2017). I do agree with you that managers have the task of planning, staffing and scheduling of the programs at the facility to ensure that every activity goes as planned and the organization is able to meet its objectives. For the nurse leaders, they need to have proper interpersonal skills, that is built on effective communication skills. They have to engage every stakeholder, build stronger understanding and mobilize the other healthcare workers in promoting quality healthcare services. I do agree with you that the nurse leadership built on patient centered approach advocates for patients’ safety, initiates meaningful conversations and educational programs to improve the nurse practice.  Advanced nurse training programs incorporates the key concepts of leadership to ensure nurses have the knowledge and skills to lead healthcare transformations (Ens et al., 2018).

References NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

Xu, J.-H. (2017). Leadership theory in clinical practice. Chinese Nursing Research, 4(4), 155–157. https://doi.org/10.1016/j.cnre.2017.10.001

Ens, B., Bazylewski, S., & Duchscher, J. B. (2018, June 30). Emerging Nursing Leadership Issues. Leadershipandinfluencingchangeinnursing.pressbooks.com; University of Regina Press. https://leadershipandinfluencingchangeinnursing.pressbooks.com/chapter/chapter-16-emerging-nursing-leadership-issues/

Re: Topic 2 DQ 1

In my experience management focuses on the personnel aspects of punctuality, performance evaluations, following administrative expectations, sharing information about the unit and new initiatives, attending meetings, and following up with personnel, patient, physician, unit, and safety issues. Leaders promote self-governance and unit governance. Employees should be in charge of setting up their own schedule to meet the demands of the unit, report to work in a timely manner, obtain continuing education, and any certifications necessary for their professional role. A leader reminds employees of their obligations and leaves the details to the employee without being punitive. The leader hears everyone and is fair in their actions as a role model for behaviors. Employees are allowed to solve their own problems with guidance and the appropriate tools. The leader embraces innovation and new ideas that benefit the employees, the unit, and the organization. A leader delegates daily tasks to the employees and bedside charge nurses to reduce their workload and allow time for activities that demand their attention. The leader instructs employees on what needs to be done, and they are expected to do so as professionals. The leader may then be able to round on employees and patients in a timely manner to achieve an optimal environment for all parties. Leaders attend meetings to collaborate with other disciplines and administration within the hospital to improve functioning, safety, and patient care that is disseminated to the units. One specific idea is to improve throughput from the recovery room to the inpatient units and the intensive care. Leaders have worked together with administration and unit representatives to improve safety so that patients receive proper care (early ambulation etc.) instead of waiting for a room in the PACU (postanesthesia care unit).

The nursing leader must be willing to share their authority with others to work as a team to include all disciplines or team members in a compassionate manner (Wood, 2021). I believe education, knowledge acquisition, and training are essential to leadership role development. Such a leader may function in a managerial role that models appropriate behavior and actions within the profession. It is necessary to engage personnel to be able to have a high-performing unit.

References NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

Wood, C. (2021). Leadership and management for nurses working at an advanced level. British Journal of Nursing, 30(5), 282–286. https://doi.org/10.12968/bjon.2021.30.5.282

RESPOND HERE (150 W0RDS, 2 REFERENCES)

I do agree with you that the nurse leaders can ensures employees take personal responsibility by delegating duties and allowing them to come up with their schedules and timelines (Little et al., 2018). Nurse leadership that inspires others creates opportunities for the other nurses to rise up the ranks and take up future leadership roles. A good leader is one who provides guidance and motivates the new recruits to work independently and explore their creativity and innovations in practice. Effective nurse leadership is associated with increased work morale and job satisfaction of other nurses, better service delivery and patient satisfaction. This is achieved through conducting supervisory roles to ensure that the RNs and APRNs follow all the safety standards and adhere to the nursing protocols. They have to incorporate proper communication channels in the healthcare systems and ensure that there is flow of information, which is timely and accurately delivered (Barton, 2018). The leaders themselves are called upon to be effective communicators.

References NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management?

Barton, A. J. (2018). Leadership and Communication Competencies in Nursing: What Are We Missing? Journal of Nursing Education, 57(5), 259–260. https://doi.org/10.3928/01484834-20180420-01

Little, L., Wagner, J., & Anne Sutherland Boal. (2018, June 30). Responsibility and Authority of Nurse Leaders. Pressbooks.com; University of Regina Press. https://leadershipandinfluencingchangeinnursing.pressbooks.com/chapter/chapter-12-responsibility-and-authority-of-nurse-leaders/

 

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NUR 514 Topic 2 DQ 1 What Is The Difference Between Leadership And Management? Grading Rubric Guidelines

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	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	Does not post to the thread No connections are made to the topic
	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.	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
	0 points lost				-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.				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.

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