Sample Answer for NURS 6053 Discussion 1 Leadership Theories in Practice 1 Included After Question
A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.
However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.
Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.
RESOURCES
Be sure to review the Learning Resources before completing this activity.
Click the weekly resources link to access the resources.
WEEKLY RESOURCES
To Prepare:
- Review the Resources and examine the leadership theories and behaviors introduced.
- Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
- Reflect on the leadership behaviors presented in the three resources that you selected for review.
BY DAY 3 OF WEEK 4
Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace.
BY DAY 6 OF WEEK 4
Respond to at least two of your colleagues on two different days by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described.
A Sample Answer For the Assignment: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Title: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Characteristics of a healthy work environment include: well-being recognition, support and caring, trust and interpersonal relationships, justice, and a friendly and joyful environment. Healthy work environments are associated with increased job satisfaction and job engagement, task performance, goal achievement, and high efficiency as a result of positive attitudes and behavior among the staff (Marshall & Broome, 2017). This paper will discuss the impact of leadership behaviors in creating healthy work environments from scholarly articles.
The article by Jiménez et al. (2017) presents a concept of health-promoting leadership that emphasizes the association between the working environment and leadership behavior. The article defines health-promoting leadership using seven key aspects: low workload, health awareness, control, community, reward, fairness, and values. The quality and way of leadership is an aspect that can influence health in the workplace (Jiménez et al., 2017). The article argues that leaders can influence their work surroundings with their attitude and behavior. This is because they are regarded as organizational role models and can thus establish the working conditions for their staff (Jiménez et al., 2017). Furthermore, with thorough deliberation of the seven dimensions of health-promoting leadership, it is feasible for leaders to steadily create a healthy working environment where both leaders and employees can stay healthy.
The medical-surgical unit nursing supervisor in my previous organization employed most of the concepts of health-promoting leadership. She embraced the concept of community by establishing a positive connection between all nurses. She also encouraged nurses to talk openly to each other and support each other, positively impacting the relationship between nurses. Furthermore, she promoted fairness in the workplace, especially in allocating patients and planning nurses’ duties to ensure that there were no shifts that nurses are overburdened from others. The nurse supervisor also gave rewards to the nurses based on staff performance. For instance, she recommended best performing nurses for sponsored courses and rewards for best nurses. The nurse supervisor leadership style was influential in creating and sustaining a healthy work environment for nurses and creating positive relationships between the nurses. This led to increased job engagement and satisfaction and high efficiency, which increased patient outcomes in the medical-surgical unit.
Pourbarkhordari et al. (2017) conducted a study to explore the role of transformational leadership (TFL) from the healthy work environment perspective. TFL has been viewed as crucial in sustaining a healthy work environment. The article argues that leaders who employ the TFL style in treating their subordinates create a healthy, satisfying organizational culture (Pourbarkhordari et al., 2017). TFL has also been associated with improving employees’ engagement and increasing their morale, motivation, and performance by establishing shared values. The article proposes that TFL is increasingly needed in current work environments, which have more knowledgeable and talented employees (Pourbarkhordari et al., 2017). Transformational leaders are critical in developing and sustaining healthy work environments for practice and can create lasting organizational and professional values.
Sfantou et al. (2017) conducted a study to examine whether there exists a relationship between various leadership styles and healthcare quality measures. The study established that leadership styles play a vital role in increasing quality healthcare and nursing measures. Leadership has also been acknowledged as a major indicator for creating a qualitative organizational culture and effective performance in health care delivery (Sfantou et al., 2017). Transformational leadership was found to increase nursing unit organization culture and structural empowerment. This positively impacted organizational commitment for nurses and resulted in higher levels of job satisfaction, nursing retention, higher productivity, patient safety, and positive health outcome.
My current organization has focused on Transformational leadership through training leaders and supporting them in effecting it. The hospital’s nursing services manager is a transformational leader and has encouraged unit leaders to employ TFL to increase nurses’ performance and efficiency and enhance patient outcomes. She employs TFL by frequently communicating the hospital’s vision to nurses and encouraging them to strive towards moving closer to attaining the vision. Besides, she encourages and inspires creativity and innovation among nurses and believes in achieving the organization’s objectives by exploring new ways of doing things. She does this by encouraging nurses to participate in research and innovative projects and encourage them to employ evidence-based research to establish new ways to provide nursing care. Furthermore, she strives to create a working environment where there is open communication to promote the sharing of constructive ideas. The nurse manager style of leadership has significantly promoted positive interactions among nurses. Nurses have taken part in research projects to enhance patient care, and evidence-based practice has been incorporated into operational and clinical practice. The hospital has been awarded the designation of a Magnet Hospital due to the nurse manager’s TFL style and focuses on innovations and improvements in patient care.
References
Jiménez, P., Winkler, B., & Dunkl, A. (2017). Creating a healthy working environment with leadership: The concept of health-promoting leadership. The International Journal of Human Resource Management, 28(17), 2430-2448. http://dx.doi.org/10.1080/09585192.2015.1137609
Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd Ed.). New York, NY: Springer.
Pourbarkhordari, A., Zhou, E.H., & Pourkarimi, J. (2016). Role of Transformational Leadership in Creating a Healthy Work Environment in Business Setting. European Journal of Business and Management, 8, 57-70.
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
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A Sample Answer 2 For the Assignment: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Title: NURS 6053 Discussion 1 Leadership Theories in Practice 1
How competing needs may impact the development of a policy
According to the current ongoing issue that the healthcare sector faced on daily bases, the development of a policy in the department of healthcare can be greatly impacted by various needs that are very challenging. For example, a policy addressing adequate nurse staffing is required to meet the patient and workforce needs while minimizing financial cost. According to Lopez et al (2020), .the effective utilization and deployment of the workforce are of great importance to ensure efficient delivery of healthcare services in terms of quantity, quality, and cost. Nursing shortage or the provision of excess clinical nursing staff can definitely happened in an organization if the workforce that available are not manage effectively.
For example, an oversupply of clinical staff might result in economic inefficiencies along with misallocated resources under the guise of adequate staffing. The shortage of staff is connected with numerous negative impacts, including lower quality and quantity of care because there are few resources to offer the essential services; work overload of the available nurses leading to burnout, eventually compromising patient safety; and longer waiting times as a result of inadequate staff leading to preventable patient deaths (Lopez et al, 2020).
Specific competing needs that may impact workload
In my opinion, the ability to prioritize and makes valuable judgement between patients’ needs and nurses that are available to meet those needs in order to facilitate patient safety is the specific competing needs that may impact workload as a national healthcare issue. Exploring schemes of ensuring a good balance amid nursing staff expertise and size and patient needs so as to ensure quality and safe care along with outstanding services to patients while ensuring operating costs are sustainable (Chegini et al., 2020) Facilities should endeavor to match nursing capacity to the needs of patients optimally. This goal can be achieved through the fair distribution of nurses in various departments, thus distributing workload equally among practitioners (Chegini et al., 2020) . Therefore, the organizations must balance between patients’ needs and nursing staff. This balance can be achieved by managing the workload for nurse practitioners.
The impacts and how policy might address these competing needs
Patient, staff needs as well as the facility resources directly or indirectly affects. Patient to staff ratio is one of the main reason for burnout, medication errors , patient dissatisfaction and the intention of nurses to leave. High nursing staff turnover resulting in increased costs for using temporary employees or training new nurses (Chegini et al., 2020) Implementing a policy might address these competing needs by making sure that valid nurse to patient ratio which can improve nurse staffing in organizations and improved care outcomes for patients. For example, I work in a telemetry unit and the nurse staffing ratios vary depending on the total number of nurses and patient level of skilled needs. One nurse can be assigned to 4 and 3 patients respectively. Therefore, a policy can improve the overall working condition for nurses and the safety and quality of patient care (Cappelucci 2022) . On the other hand, organizations will not incur the costs of adhering to the ratios since the need for training temporary or new nurses will be reduced. Additionally, the turnover of the nursing staff will be minimized.
References
Cappelucci, K. E. (2022, March 31). Burnout among health care professionals: A call to explore and address this under recognized threat to safe, high-quality care. National Academy of Medicine. https://nam.edu/burnout-among-health-care-professionals-a-call-to-explore-and-address-this-underrecognized-threat-to-safe-high-quality-care/Links to an external site.
Chegini, Z., Kakemam, E., Asghari Jafarabadi, M., & Janati, A. (2020). The impact of patient safety culture and the leader coaching behavior of nurses on the intention to report errors: a cross-sectional survey. BMC nursing, 19, 1-9. https://doi.org/10.1186/s12912-020-00472-4
Holland, P., Tham, T. L., Sheehan, C., & Cooper, B. (2019). The impact of perceived workload on nurse satisfaction with work-life balance and intention to leave the occupation. Applied nursing research, 49, 70-76. DOI: 10.1016/j.apnr.2019.06.001
Kelly, P., & Porr, C. (2018). Ethical Nursing Care Versus Cost Containment: Considerations to Enhance RN Practice. Online Journal of Issues in Nursing, 23(1). DOI: 10.3912/OJIN.Vol23No01Man06
Lopes, M., Almeida, A., & Almada-Lobo, B. (2015). Handling healthcare workforce planning with care: where do we stand? Human Resources for Health13:38.
Milliken, A. (2018). Ethical awareness: What it is and why it matters. Online Journal of Issues in Nursing, 23(1). DOI: 10.3912/OJIN.Vol23No01Man01
Sloane, D. M., Smith, H. L., McHugh, M. D., & Aiken, L. H. (2018). Effect of changes in hospital nursing resources on improvements in patient safety and quality of care: a panel study. Medical care, 56(12), 1001. doi: 10.1097/MLR.0000000000001002.
A Sample Answer 3 For the Assignment: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Title: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Sarah, it sounds like your manager is well-respected and high-performing. I recently transferred jobs, and my new manager is much like yours. My old manager was not, which was one of the significant reasons for staff discontentment in the workplace. Our team often had a manager and two unit coordinators present during the day, and we were never offered a lunch break or help with patient care. In a staff meeting, a nurse asked if the department’s flow nurse (think of an assistant charge nurse) could help break nurses who were having a hectic day, and the manager said that was unrealistic. A style like your manager’s transformational leadership could improve the department if used more often. I appreciate your pointing out how transformational leadership may be ineffective in a crisis. It made me wonder if that is what my old manager was thinking because the staffing was critically low and patient volumes were critically high; however, transformational leadership continues to be the evidence-based practice in nursing (Broome & Marshall, 2021). Every person is different, and an emotionally intelligent manager will understand that nurses typically do not respond to the Theory X leadership style of expecting followers to do as they are told (Broome & Marshall, 2021).
In a systematic review of the effect leadership style had on nurse retention and well-being, transformational leadership was the most recommended (Niinihuhta & Häggman-Laitila, 2022). Nurses should have leaders focused on “supportive, empowering, resonant, transformational, transactional, authentic, ethical and servant leadership styles” (Niinihuhta & Häggman-Laitila, 2022). Nurse leaders can improve patient outcomes by improving nurse retention and well-being (Niinihuhta & Häggman-Laitila, 2022). Nurses who are satisfied with their job ultimately provide better care, and burnout is a dangerous road to patient harm. The leadership skills you described will most likely improve your staff retention, mood, and patient outcomes. The leadership style of being on the floor with the bedside nurses is highly respected and is one of the primary reasons I came to my new job. Feeling supported by those you expect to lead you is crucial in any workplace.
Let’s have another excellent week in the Discussions, during Week 4! As always, reach out to me for any questions.
A Sample Answer 4 For the Assignment: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Title: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Leadership can make or break a healthcare organization. Effective leadership has critical implications for nurse well-being, retention, and the care they deliver to patients (Cummings et al., 2021). If leaders do not have the trust of and act within the best interest of those they serve, they are not competent (Marshall & Broome, 2021).
While effective leadership can manifest in many behaviors, idealized influence and individualized consideration are two worth noting. Idealized influence is a trait in transformational leaders that represents their need to do better and be better (Reinhardt et al., 2022). Leaders with this trait foster change by example. Individualized consideration is the ability of leaders to demonstrate emotional concern and consideration for followers (Lai et al., 2020). This can encompass listening, coaching, and recognizing the contributions of followers (Marshall & Broome, 2021).
In practice, I witnessed these behaviors by a former nurse manager for an intensive care unit. This manager would wear navy blue scrubs every day, the same color the floor nurses were required to wear. While this seems trivial, other managers were dressed in corporate garb, appearing entirely unprepared to step in and provide hands-on care if necessary. This manager always looked ready to help, and she would, frequently. This was significant because it instilled a sense of trust and support in the nurses. They felt they could count on her. Additionally, she came by and personally said good morning to each nurse on her unit and checked on them to ensure they didn’t have problems they were having difficulty solving. If they were having trouble reaching a physician and obtaining orders, she would step in so they could get back to patient care, or she would provide patient care while they worked on the solution. Moreover, at the end of the day, she would come around again and thank each nurse and tell them something specific they did that day that made a difference. She had invested time in reviewing charts to know what was going on with patients on her floor and spoke with staff which enabled her to provide specific feedback to staff which truly made staff feel appreciated and valued. This unit reflected such a positive climate that nurses from many floors were networking with nurses who worked on the floor and trying to get a good word put in so they could be recruited, which seldom happened because the current staff rarely left due to the high rate of satisfaction.
References
Cummings, G. G., Lee, S., Tate K., Penconek, T., Micaroni, S. P. M., Paananen, T., & Chatterjee, G. E. (2021). The essentials of nursing leadership: A systematic review of factors and educational interventions influencing nursing leadership. International Journal of Nursing Studies, 115(2021), Article e103842. https://doi.org/10.1016/j.ijnurstu.2020.103842
Lai, F. Y., Tang, H. C., Lu, S. C., Lee, Y. C., & Lin, C. C. (2020). Transformational leadership and job performance: The mediating role of work engagement. Sage Open, 10(1), 1-11. https://doi.org/10.1177/2158244019899085
Marshall, E. S., & Broome, M. E. (2021). Frameworks for becoming a transformational leader. In M. E. Broome & E. S. Marshall (Eds.), Transformational leadership in nursing (3rd ed., pp. 2-19). Springer.
Reinhardt, A. C., Leon, T. G., & Summers, L. O. (2022). The transformational leader in nursing practice – an approach to retain nursing staff. Administrative Issues Journal, 12(1), 1-12. https://doi.org/10.5929/2022.12.1.1
A Sample Answer 5 For the Assignment: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Title: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Thank you for this insightful response and contribution to this Week’s Discussion topic! You’ve provided a thorough analysis of your organizational structure, centered on communication to service lines and using Transformational Leadership practices, and by applying the concept of Idealized influence.
As you’ve stated so well here, the presence of leaders who lead by example are both effective and influential, at the cultural and policy levels. The situation you’ve described with leaders demonstrating competing roles is an excellent example of a gap in effective leadership, and toward team building and continuing professional development of staff. Having the ability to demonstrate a solutions-based insight that can improve work flow processes for timely care and teaching administration, and also for staff morale
I agree with you that leadership can either make or break a healthcare organization. As a result, healthcare organizations take intensive hiring protocols when choosing their leaders. Healthcare leaders hold crucial position in their respective organizations. Leaders take critical decision on the behalf of their organizations. Therefore, healthcare organizations are answerable for everything that happens within their institutions. Effective leadership has critical implications for nurse well-being, retention, and the care they deliver to patients (Zonneveld et al., 2021). Good leaders create perfect workplace environment that enable healthcare providers to be creative when handling their obligations. Thus, healthcare organizations understand the importance of having effective leadership. Nurses become comfortable and productive under effective leadership (Rosser et al., 2020). Effective leadership can manifest in many behaviors, idealized influence and individualized consideration. Leaders with this trait foster change by example. Therefore, perfect healthcare leaders inspire and motivate healthcare providers to deliver the best. The proximity between leaders and employees create room for inspiration.
References
Rosser, E., Westcott, L., Ali, P. A., Bosanquet, J., Castro‐Sanchez, E., Dewing, J., … & Witham, G. (2020). The need for visible nursing leadership during COVID‐19. Journal of Nursing Scholarship. doi: 10.1111/jnu.12587
Zonneveld, N., Pittens, C., & Minkman, M. (2021). Appropriate leadership in nursing home care: a narrative review. Leadership in Health Services. https://doi.org/10.1108/LHS-04-2020-0012
A Sample Answer 6 For the Assignment: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Title: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Hi Sarah. I agree that individualized considerations and idealized influence are important leadership traits in an effective leader. My experience in leadership shows that when you focus on the strengths of your employees and team members, you can utilize them in reaching organizational goals. I have always prided myself on identifying a person’s strength and encouraging them to learn how to capitalize on that strength and use it to grow themselves both professionally and personally. The example of your nurse manager making it a point to connect with her staff and make herself accessible and aware is great; she is the kind of manager or leader we all want to work for. I currently have a manager that works that way. Both the ANM and manager wear scrubs, come to each unit regularly and touch base with staff, and are very approachable. The impact it has on our department is evident in the low turnover rate and high employee satisfaction scores. One study of 770 RNs from hospitals in the Philippines found that toxic leadership styles were associated with higher employee turnover rates and absenteeism (Labrague et al., 2020). Not only do poor leadership skills impact turnover, but they impact the overall job satisfaction and psychological well-being of staff that works for these types of leaders.
The biggest challenge of implementing these skills is the balance a leader must attempt to find between the needs of the staff and the organization’s needs. Sometimes, those two needs are conflicting, and leaders must do unpopular things with staff or make them seem like they are not focused on the team. Another challenge of implementing these skills is that a leader may find it difficult to be a kind, transformational leader and also not cross a line and be more like a friend. Alternatively, the opposite is true, and it can be challenging to be a leader that emulates these skills when you have been a friend before being a leader. Unsworth et al. (2018) studied how employees that were promoted in their workgroup handled being a leader with those they have been coworkers and friends. They found that it was difficult for leaders that were promoted within to feel vulnerable and were fearful of acting as a leader with friends that knew personal things about them or could hold against them (Unsworth et al., 2018). It can be tricky to apply leadership skills when walking the line between leader and friend or former coworker.
References
Labrague, L. J., Nwafor, C. E., & Tsaras, K. (2020). Influence of toxic and transformational leadership practices on nurses’ job satisfaction, job stress, absenteeism and turnover intention: A cross‐sectional study. Journal of Nursing Management,28(5), 1104–1113. https://doi.org/10.1111/jonm.13053
Unsworth, K. L., Kragt, D., & Johnston-Billings, A. (2018). Am I a leader or a friend? How leaders deal with pre-existing friendships. The Leadership Quarterly, 29(6), 674–685. https://doi.org/10.1016/j.leaqua.2018.07.003
A Sample Answer 7 For the Assignment: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Title: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Your opening sentence is a valid and important one. Every organization needs to assess itself and apply an approach that will effectively align with its target and goals. Healthcare settings are often fast-paced, complex and high-pressure environments that require skills which must be applied to effect tasks and decisions (Major, 2019).
The behavior of your former nurse manager is an exemplary one where she exhibits solidarity. Also, as you mentioned, not all leaders are ready to step in to assist fellow nurses because of the new name title of Nurse Manager. Good leadership is essential to patient-centered care and staff satisfaction in the healthcare environment. All members of the healthcare team can be leaders and evidence-based theory should inform their leadership practice (Harris & Mayo, 2018).
I hope your manager continues in such a manner as her skills and actions will encourage nursing engagement thereby positively influencing organizational quality and productivity.
Thank you.
References
Harris, J., & Mayo, P. (2018). Taking a case study approach to assessing alternative leadership models in health care. British Journal of Nursing, 27(11), 608–613. https://doi.org/10.12968/bjon.2018.27.11.608
Major, D. (2019). Developing effective nurse leadership skills. Nursing Standard, 34(6), 61–66. https://doi.org/10.7748/ns.2019.e11247
A Sample Answer 8 For the Assignment: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Title: NURS 6053 Discussion 1 Leadership Theories in Practice 1
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 9 For the Assignment: NURS 6053 Discussion 1 Leadership Theories in Practice 1
Title: NURS 6053 Discussion 1 Leadership Theories in Practice 1
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
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| Performance Category | 10 | 9 | 8 | 4 | 0 |
| Scholarliness
Demonstrates achievement of scholarly inquiry for professional and academic decisions. |
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| 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 |
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| 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) |
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Summarizes what was learned from the lesson, readings, and other student posts for the week. |
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