NURS 6053 Discussion 1 Leadership Theories in Practice
NURS 6053 Discussion 1 Leadership Theories in Practice
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Thank you for sharing your experience as a leader. It is quite inspiring to read. The focus of any organizational change that needs to take place revolves around employee behavior and emotions. Due to this, the best type of leadership style to use is transformational. It is a style that brings about positivity and motivation to the employees. The transformational leader uses optimism, charm, intelligence, and other qualities to transform individuals and organizations. There are qualities or skills that a transformational individual can see in peers, superiors, and colleagues as a result of their emotional intelligence. Another quality of a transformational leader is that they use different mechanisms to enhance motivation, morale, and performance(Marquis & Hudson, 2011)
All these qualities are the specific qualities required to change the company’s environment from a hostile one to a positive one.
While transformational leadership is excellent for developing organizational strategy and encouraging change, it can occasionally lack attention to detail because these leaders are less focused on day-to-day operations and procedures. Nevertheless, they are the right kind of leaders one can depend on as knowing how to maintain a lot of enthusiasm and passion for a very long time.
Organizational leaders should learn from the year 2020 that change is happening more quickly than ever and that effective procedures and established goals can be completely changed at any time. Likewise, culture can shift, and the key to sustaining the organization will be to create a welcoming environment for change and new ideas. Yet, at the same time, they are making an uplifting and positive place of service for all involved.
Leadership theory continues to evolve time after time. Throughout the years leading role has been more complex . “Various behavioral theories were developed between 1940 and 1980 describing common leadership styles such as authoritarian, democratic and laissez-fair. Situational and contingency theories between 1950 and 1980 recognized the importance of considering the needs of the worker, the task to be performed, and the situation or environment. Interactional leadership theories focus on influence within the specific organizational environment and the interactive relationship of the ‘leader’ with the ‘follower’”.(Calhoun ,JG 2008) As a leader it’s imperative to develop supportive skills , which states that empower and building relationships with employees . Over the years as a unit supervisor I’ve learned of to teach , empower my staffs to grow and develop your skills to better care for the patients.We’re leaving in a society when you are meeting different people from different cultures. Therefore if you don’t have a good understanding of your role , believe me or not you’re at the greatest risk to fail . A lots of researchers concluded that people are happier and more satisfied in their work when they have supportive leaders who
empathize and value their performances.
The first article I discovered discussed a nursing leadership style known as Human-Centered Leadership. It concentrated on developing a leadership style based on patient markers and satisfaction. This enables continuous methods of encouraging and directing staff members to achieve goals. CMS establishes standards that hospitals must follow, and this method provides an end goal for leadership to strive for. The disadvantage of this style is that it does not directly address the emotional and financial aspects of leadership (Leclerc, L, 2021). To reach their entire staff/job community, a leader should use a variety of styles. When I was watching the Laureate Education video on leadership, the end speaker’s quote really stuck with me: “I’m convinced it’s about communication, respect, integrity, and actually getting people to follow you to a place they wouldn’t ordinarily go.” That is true leadership.” (2014) (Laureate Education – Leadership)
Dr. Duffy outlines the development of nurse leaders and what it takes to fulfill the duties of a leader in his book Quality Care in Nursing: Applying Theory to Clinical Practice, Education, and Leadership. Dr. Duffy discusses the development of nursing students as a dean of nursing in the section Nursing as Performance. She stressed the importance of developing relationships and investing in the development of nursing students. This can be directly applied to clinical practice in a hospital. If a manager is concerned about their employees’ well-being, we should expect higher performance and better results. Joanne R. Duffy (2009)
Being a leader entails more than simply telling people they are wrong. It’s more than just being a dictator who insists on your way or the highway. Leading is inclusive and educational. It brings a group of people together for a common cause. I’ve seen managers who aren’t respected by their employees because of their dictatorial leadership style, as well as employees who go above and beyond to work for their managers because they feel cared for and heard. At this time, I tend to lead by example towards a style. One that allows me to interact with my coworkers and demonstrate to them that I am open to new experiences and processes. One that exemplifies my desire to learn, listen, and adapt as needed. As we progress, I hope to expand my leadership knowledge and apply it in my clinical setting.
Dr. Joanne R. Duffy, P. R. F. (2009). Quality Caring in Nursing : Applying Theory to Clinical Practice, Education, and Leadership. Springer Publishing Company.
I enjoyed reading your post. Before the class, I did not understand that there were additional factors contributing to the shortage besides burnout and underappreciation. The lack of educational resources such as instructors and, clinical sites is a major cause of the nursing shortage. My research led me to the Title VII and VIII education and training programs of the Public Health Service Act. “The Titles VII and VIII education and training programs of the Public Health Service Act are federal programs that help shape the supply, diversity, and distribution of the physician and health professions workforce to address current and emerging health care quality and access challenges/opportunities. (aamc.org, 2022) Although this Act deals with expanding resources for health professionals across cultures, I believe this act can aid in the provision of clinical sites for nursing students and, loan reimbursement. “Further, the impact of reimbursement, legislation, regulation, and technological advances must also be considered. Failure to consider the relationships among these aspects limits the full appreciation of the nursing workforce shortage complexity.” (aacnnursing.org, 2022) The nursing shortage needed to be dealt with head-on. Organizations are dealing with their shortages, but the government needs to do more.
AAMC. (2019). Increase funding and reauthorize the Title VII and VIII Health Professions Training Programs. Retrieved September 17, 2022, from https://www.aamc.org/news-insights/increase-funding-and-reauthorize-title-vii-and-viii-health-professions-training-programs#:~:text=The%20Titles%20VII%20and%20VIII%20education%20and%20training,and%20emerging%20health%20care%20quality%20and%20access%20challenges%2Fopportunities.
American Association of the Colleges of Nursing. (2022) Strategies to reverse the new nursing shortage. Retrieved on September 17, 2022 from https://www.aacnnursing.org/News-Information/Position-Statements-White-Papers/Reverse-Shortage.
Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.
Leclerc, L, Kennedy, K, Campis, S. Human-centred leadership in health care: A contemporary nursing leadership theory generated via constructivist grounded theory. J Nurs Manag. 2021; 29: 294– 306. https://doi-org.ezp.waldenulibrary.org/10.1111/jonm.13154
Do not purchase a secondhand book for Rath since you will not receive the access codes necessary to finish the discussion in week 5 or the assignment in week 6.
According to an article by Cummings et al. (2021), there were over 100 traits identified that made an excellent nursing leader. Specific traits and characteristics were explored through the review of multiple studies. One trait listed was the ability to fill multiple roles. It was found that managers who were able to take on multiple roles could establish confidence in their staff (Cummings et al., 2021). Throughout my nursing career, I have been able to observe multiple leaders. I can think of several examples of how a manager can fill multiple shoes is a good thing. I can also think of examples in which a manager unable to fill these roles lacks confidence. I currently have a manager who will be more than willing to help and assist where needed. She is also willing to work on the floor and take care of patients. She also provides education and factual data for this information to allow me to feel comfortable that she is using evidence-based research to back her policies and wishes. My previous DON was the other manager who had a negative aspect of role-filling. She was a great director, but when she needed to work the floor, she needed multiple people to help her, which pulled resources away and caused the company to pay more. There were times when she needed to cover the emergency department overnight and would have the person responsible for educating the staff on the charting system working with her that night and a CNA who was not customarily scheduled come in and help as well. I did not feel confident that if I were to need assistance, she would be able to help me in this situation.
Integrity is another important quality in a good leader (Hughes, 2018). I have seen this exhibit in my current management. It is displayed when a manager can admit to a fault or is incorrect. Integrity is displayed when the manager is willing to say I do not know the answer to this question, but I will find out who does or where to find the information. It is hard to trust a manager who knows everything and has to be right all the time. Managers can display integrity during disciplinary meetings if they stay honest with their staff regarding disciplinary action. Disciplining their staff for errors or attendance issues and using integrity and authentic leadership will help the manager professionally address the issue. As a new grad with a less than adequate EMR where scanning was not done at the bedside due to lack of resources, I was brought to my attention the number of errors I was making regarding hanging fluids. I asked my manager if I could start training in the emergency department and labor and delivery and was told that they would not start training me until I stopped making these mistakes. However, I had no idea these mistakes were being made, they were never reported through the system, and it was never once brought to my attention. Integrity would mean that when the mistakes happened as regularly as they said they were, it would have been brought to my attention instead of just talked about between management.
One of the assigned youtube videos for this week touches on admitting when one is wrong. Jennie Chin Hansen discusses in her video the importance of admitting when one is wrong (moorefoundation, 2015, March 2). She talks about how admitting we are wrong can help lessen the burden of always being right and the guilt we may carry if we are wrong. She also discusses the importance of listening, especially in unfamiliar situations (moorefoundation, 2015, March 2). I believe this is very important. It is like when you are trying to find your way in an unfamiliar place, and you turn down the music in your car to help you find your destination. Leaving out the distractions that arise and quieting your mind is something that will go a long way in leadership.
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. https://doi.org/10.1016/j.ijnurstu.2020.103842
Hughes, Vickie. (2018). Authentic Leadership: Practices to Promote Integrity. Journal of Christian Nursing, 35, E28-E31. https://doi.org/10.1097/CNJ.0000000000000491
moorefoundation. (2015, March 2). Lessons in leadership: Jennie Chin Hansen, RN, MS, Faan. YouTube. Retrieved December 20, 2021, from https://www.youtube.com/watch?v=T6_1oSzWQzU&list=PLopRJPO6GaifsYPGP_jcWXZzU10H3AaX7&index=9&t=3s
Also Check Out: NUR 514 Value Based Healthcare
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Broome and Marshall state that the ability of a leader to identify priorities, but also to motivate and influence the team to focus upon and pursue these priorities defines transformational leadership (p. 15). Dhaliwal identifies four elements of transformational leadership which are, “…idealized influence, inspirational motivation, intellectual stimulation, and individual consideration.” (para. 4). Nurses bring a unique perspective to leadership and have a great deal to contribute (Moore Foundation, n.d.). I am fortunate to have the opportunity to contribute my unique nursing perspective as a leader in an exceptionally large county jail.
Jail facilities are unique, and the conflicting priorities of nursing care and jail safety present challenges to health care leaders in corrections (Dhaliwal, 2019). Key to these challenges is the ability to adopt the perspective of the custody staff when working to implement change to health care practices. In transformational leadership, individual consideration is important if motivating and influencing is to occur (Broome & Marshall, 2021). In corrections it is crucial that the custody leadership has respect for the health care leadership. For example, when custody knows that leadership is working ethically, to provide the level of care that is both at acceptable standards, but also within the boundaries of safety for the facility, then custody staff is more supportive in delivering care. In jail facilities, care cannot be carried out without the cooperation of custody staff.
Meeting with inmates at their cell door does not provide an acceptable level of privacy according to correctional mental health care delivery standards (National Commission on Correctional Health Care, 2018). However, custody will often tell the clinician who is treating an inmate that it is either unsafe to remove the inmate from the cell, or that there is not enough time or staff to support a private interaction in the attorney booth. If custody leadership supports and understands the purpose and is influenced to meet the requirement for private interactions in the delivery of acceptable care, then this type of resistance among unit deputies will not be tolerated. In the culture of law enforcement, following leadership directives is mandated. It is key that health care leaders can influence and motivate custody leaders to mandate appropriate support for the delivery of health care in the jails.
In my jail facility, the correctional mental health program is directed by a licensed clinical therapist. She demonstrates transformational leadership in this environment by displaying a demeanor that both motivates and inspires cooperation with custody leadership. This cooperation has transformed the delivery of mental health services within the facility and mutual goals are achieved. Mental health appointments are completed in a timely manner, and in private settings. National correctional standards for appropriate mental heath care are being met. I do not believe this would be the case without this director’s transformational leadership.
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
Dhaliwal, K. K., & Hirst, S. P. (2019). Correctional nursing and transformational leadership. Nursing Forum, 54(2), 192–197. https://doi-org.ezp.waldenulibrary.org/10.1111/nuf.12314
Moore Foundation. (n.d.). Nurses share lessons in leadership. Retrieved from https://www.youtube.com/playlist?list=PLopRJPO6GaifsYPGP_jcWXZzU10H3AaX7
National Commission on Correctional Health Care. (2018). Standards for health services in jails (2018). Available from https://my.ncchc.org/productdetails?id=a1Bf200001E7Ur6EAF
Week 4 discussion: Initial Post
Nursing Leadership Characteristics
According to an article by Cummings et al. (2021), more than a hundred characteristics were recognized as constituting a good nursing leader.
Various qualities and traits were investigated through the review of different papers. One of the characteristics given was the capacity to play various roles. It was discovered that supervisors who could assume various responsibilities could inspire trust in their team (Cummings et al., 2021). Throughout my nursing career, I’ve had the opportunity to witness numerous leaders. I can think of countless instances where having a manager that can serve various roles is advantageous. I can also recall of instances where a boss was incapable of
Those who fill these roles lack confidence. Currently, I have a manager that is more than happy to support and assist in any way necessary. She is also willing to care for patients and work on the floor. She also provides education and factual statistics for this knowledge to reassure me that she is using research-based evidence to support her policies and desires. The other management with a bad component of role-filling was my prior DON. She was an excellent director, but when she wanted to work the floor, she had many assistants, which drained corporate resources and increased costs. On occasion, she was required to cover the emergency department overnight and would have the person responsible for educating the staff on the charting system work with her, as well as a CNA who was not normally scheduled. I lacked confidence that, if I required aid, she would be able to assist me in this circumstance.
Integrity is another essential characteristic of an effective leader (Hughes, 2018). This exhibit has been displayed in my present supervision. It is exhibited when a boss admits a mistake or is wrong.
Integrity is demonstrated when a manager is prepared to state, “I do not know the answer, but I will find out who does or where the information is located.” It is difficult to trust a manager who knows everything and must always be right. Integrity can be demonstrated by managers during disciplinary meetings if they are truthful with their workforce about disciplinary action. The manager will be able to address the issue in a professional manner if he or she disciplines employees for errors or attendance difficulties and demonstrates integrity and genuine leadership. As a recent graduate with an inadequate EMR where scanning was not performed at the bedside due to a lack of resources, I was made aware of the number of errors I had made.
was making regarding dangling fluids. My manager informed me that they would not begin teaching me in the emergency department and labor and delivery unless I stopped making these errors. However, I was unaware of these errors because they were never recorded through the system and I was never made aware of them. Integrity would have meant that when errors occurred as frequently as they claimed, they would have been brought to my attention rather than being discussed between management.
This week, one of the required YouTube videos addresses acknowledging when one is incorrect. In her video, Jennie Chin Hansen explores the significance of acknowledging when one is mistaken (moorefoundation, 2015, March 2). She discusses how acknowledging error helps alleviate the strain of always being correct and the shame we may feel if we are wrong. In addition, she emphasizes the significance of listening, particularly in unexpected contexts (moorefoundation, 2015, March 2). I consider this to be crucial. It is like if you were attempting to find your way in a strange area and turned down the music in your car to help you reach your destination. As a leader, you will benefit much from avoiding distractions and calming your thoughts.
G. G. Cummings, S. Lee, K. Tate, T. Penconek, S. P. M. Micaroni, T. Paananen, and G. E. Chatterjee (2021). A thorough analysis of the elements and educational interventions that influence nursing leadership. 115. https://doi.org/10.1016/j.ijnurstu.2020.103842 International Journal of Nursing Studies
Hughes, Vickie. (2018). (2018). Leadership practices that promote authenticity. Journal of Christian Nursing, 35(E28-E31), doi:10.1097/CNJ.0000000000000491
the moorefoundation (2015, March 2). Lessons in leadership: Jennie Chin Hansen, RN, MS, Faan. YouTube. 20 December, 2021. Retrieved from https://www.youtube.com/watch?v=T6 1oSzWQzU&list=PLop RJPO6GaifsYPGP jcWXZzU10H3AaX7&index=9&t=3s
This was an excellent forum post. It is crucial for nurse managers to establish excellent relationships with their staff.
This results in open communication, a comfortable workplace, and overall satisfied personnel. “A healthy work environment is highly valued by businesses and their employees, and the level of health is influenced by the quality and style of leadership.” (Jimenez, Winkler, & Bregenzer, 2017) The more pleased their employees are, the better care they will deliver their patients in the absence of additional pressures, and it is the responsibility of nurse leaders to foster this environment.
Medical mistakes are currently the third biggest cause of death in the United States. To prevent medical errors, a steady nursing workforce and a healthy work environment are essential. (Wei, Sewell, Woody, & Rose, 2018). The job is already stressful, and adding a poisonous setting simply exacerbates the situation.
Jimenez, P., Winkler, B., & Bregenzer, A. (2017). The concept of health-promoting leadership is the creation of a healthy work environment via leadership. 28(17):2430-2448 in The International Journal of Human Resource.
https://www.researchgate.net/publication/295084928 Creating a healthy working environment with leadership th\se concept of health-promoting leadership
Wei, H., K. A. Sewell, G. Woody, and M. A. Rose (2018). A systematic evaluation of the current state of knowledge regarding nurse work environments in the United States. International nursing sciences journal, 5(3), 287–300.
Submission and Grading Information
To access your rubric:
Discussion 1: Leadership Theories in Practice
Leadership is crucial in all sectors particularly, the health sector. The health sector has become more complex today than before. For instance, it is characterized by increased cases of chronic diseases, high cost of health, high workload, and inadequate resources to meet the increasing demand (Broom & Marshall, 2021). These challenges can impact care quality, and effective leadership can help address them. Therefore, nurse leaders must possess clinical expertise and skills and transformational leadership behaviors to work with leaders from other disciplines to address issues affecting healthcare. This assignment addresses leadership theories in the health care sector. The assignment also describes a leader I saw using leadership skills and behaviors to manage a situation and how those skills impacted the workplace.
Impact of Leadership Behavior in Creating Healthy Working Environment
The working environment is crucial in determining how employees are going to deliver. Notably, the work environment in a health care setting is crucial considering the nature of work that nurses and other health care professionals provide. Leaders are required to provide direction and address problems affecting workers, including training them (Duggan et al., 2015). Creating a good working environment is an initial step of addressing various challenges facing the nursing sector and ensuring quality care. For instance, a good working environment motivates employees, leads to job satisfaction, and enhances performance.
Different leadership models can influence the work environment in different ways. For instance, studies have revealed that task-oriented leadership enhances job performance, whereas relation-orientation leadership supports job satisfaction and employees’ wellbeing (Vidman & Stromberg, 2021). On the contrary, transformative leadership skills and behaviors motivate employees, encourage innovation and new ways of addressing problems, pay more attention to junior’s needs, and promote mentorship and coaching. Further, transformational leadership is associated with job satisfaction, employees’ wellbeing, and quality care in health care settings. Similarly, Jimenez et al. (2017) stated that transformational leadership enhances a positive working environment. Transformative leaders create an environment where workers can freely communicate their needs, address issues affecting employees, such as workload and
The situation where I have Seen Leadership Behaviors Used in Practice
One situation when I saw how leadership behaviors and skills could impact the work environment was a situation where two nurses at the emergency department in my organization decided to leave work due to high workload and burnout. The decision by the two nurses threatens the capability of the emergency department to provide quality services because it also triggered the same response to other nurses in a department that was already struggling with understaffing. The nurse leader intervened immediately to calm the situation. The nurse leader encouraged open communication asking nurses to communicate their needs freely to be addressed. The nurse leader also demonstrated empathy to the nurses explaining that he is aware of the situation, promising to address the problem. Further, the nurse leader mentored others by demonstrating how to cope with burnout. Further, he played a leading role by working in the department and rescheduled working shifts. These leadership behaviors and skills were crucial in addressing the crisis at the emergency department.
Effectiveness of Leadership Skills and Behavior
The leadership skills and behaviors that the nurse leader demonstrated were effective because they helped to resolve the crisis at the emergency department. Although additional nurses were not hired, the skills demonstrated by the nurse leader calmed the situation. For instance, open communication and active listening enabled nurses to speak about their feelings, helping the nurse leader understand their needs. Open communication also created trust between nurses and their leaders. Working as an example by helping in the department and coaching nurses on how to cope with stress and burnout also motivated employees. The nurse leader made the nurses understand the situation and encouraged them to propose solutions which made them feel like part of the organization and solution rather than employees who follow orders.
Leadership is crucial in the health care sector due to the complex nature of this sector. Current challenges such as inadequate resources and the increasing cases of chronic diseases can be addressed by an effective leadership style. Positive leadership behaviors, particularly from transformational leadership, can positively impact employees and organizations while negative behavior can negatively affect them. From the situation that I have explained, it is evident that leadership skills and behaviors are crucial in addressing organizational challenges.
Broom, M., & Marshall, E.S. (2021). Transformational Leadership in Nursing: From Expert Clinician to Influential Leader. New York: Springer Publishing Company. https://books.google.co.ke/books?hl=en&lr=&id=vNd7u77s3s4C&oi=fnd&pg=PT1&dq=Broome,+M.,+%26+Marshall,+E.+S.+(2021).+Transformational+leadership+in+nursing:+From+expert+clinician+to+influential+leader+(3rd+ed.).+New+York,+NY:+Springer&ots=T_IeAp1FTt&sig=7qSj8j69zXNH6J35lUMCA0loPNE&redir_esc=y#v=onepage&q&f=false
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 Service. https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-015-0891-3
Jimenez, P., Winkler, B., & Bregenzer, A. (2017). Creating a healthy working environment with leadership: the concept of health-promoting leadership. The International Journal of Human Resource, 28(17), 2430-2448. https://www.researchgate.net/publication/295084928_Creating_a_healthy_working_environment_with_leadership_the_concept_of_health-promoting_leadership
Vidman, A., & Stromberg, A. (2021). Leadership for a healthy work environment – a question about who, what and how. Leadership in Health Services, 34(1), 1-15. https://www.emerald.com/insight/content/doi/10.1108/LHS-06-2020-0041/full/html