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DQ: Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless

NRS 451 Topic 4 Discussion 2

DQ Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless

Organizational culture refers to a set of values, culture, and behaviors exhibited by a group of people working towards a common goal (Thomas, 2018). In healthcare, this can refer to healthcare workers striving to provide the best quality care for patients based on evidence based practice and on driving positive, innovative changes that help optimize workplace ethics and clinical skills.

There are many reasons why emotional intelligence is important in leadership. First, leaders with high emotional intelligence are able to create a positive work environment. They do this by maintaining open communication, showing empathy and understanding, and promoting a healthy balance between work and life. Emotionally intelligent leaders are better able to relate to and motivate their team members (Whitney, 2018). They are able to understand what drives and inspires people, and can use this knowledge to build a cohesive and high-performing team. Lastly, leaders with high emotional intelligence are better equipped to deal with difficult situations and people. They are able to stay calm under pressure and make decisions based on logic and reason, rather than emotion.

Many barriers in an organizational culture can hamper the efforts of nursing leaders to make them feel powerless. One of the most common barrier include a lack of communication and clear directions from upper management on the missions of the organization. Another major obstacle to change can be too much administrative processing of changes which can lead to significant delays in bringing changes and hinder positive outcomes. Issues like lack of decision making power in recruitment and allocation of resources, lack of respect for nurses from higher management (Barkhordari-Sharifabad, Ashktorab & Atashzadeh-Shoorideh, 2017) can all be detrimental in an organizational culture which should empower its nursing leaders to drive changes and push the organization forward.

DQ: Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless

Time constraints due to being understaffed which distract nurse leaders from focusing on issues at hand and to devote their entire time to meeting clinical shortages can also have an adverse effect on leadership abilities. This coupled with lack of available leadership pathways and training, along with lack of experienced mentors to guide and develop new nurse leaders within the organization can also hamper leadership efforts.

DQ Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless

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You gave a lot of great ideas on what can cause nurse leaders to feel powerless. I believe that in addition to everything you stated, there can also be differences in values between the nurse leader and the organization as a whole that can cause some issues, specifically for the nurse leader. It is often asked during an initial interview if the interviewee is aware of the mission and values of the organization. This could be where one can question if they fit in as an individual.

REPLY

Nursing leadership is a complex topic to grasp. There is a range of barriers to leadership development for the many types of nurse leadership responsibilities. Nurse leaders work in various capacities within healthcare organizations and in a variety of leadership roles. Some of these positions include clinical nurse leaders and executive nurse managers. Leaders, mid-level managers, research leaders, academic leaders, and even government leaders Within organizations, there are informal leaders. Nurses are even on the front lines of healthcare.

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Furthermore, when it comes to carrying out their leadership obligations, nurse leaders encounter various challenges. Finally, this

DQ Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless
DQ Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless

study revealed barriers to nurses serving on boards of directors in the healthcare industry. During this investigation, several obstacles to registered nurse leadership growth were discovered. Peltzer et al. (2015) used an online survey to evaluate the leadership development needs of 971 registered nurses in Kansas (United States). Sixty-two percent of the 971 persons surveyed identified themselves as a leader. Time restrictions were the most commonly stated impediment to developing leadership abilities for these professions. The respondents said they didn’t have enough time to pursue their interests at work or outside of work. Development of leadership Another impediment was a lack of organizational leadership. Possibilities, a lack of resources for leadership development, and a perceived need for Before taking on a leadership role, you should continue to build your leadership skills. There were 971 in total. In a study, ten nurses said they didn’t see any hurdles to their work—leadership development (Peltzer et al., 2015).

DQ Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless

What are the barriers to effective … – athensjournals.gr. (n.d.). Retrieved March 12, 2022, from https://athensjournals.gr/health/2018-5-1-1-Hughes.pdf

REPLY

A set of beliefs, culture and behaviors demonstrated by a group of individuals working toward a common purpose is referred to as organizational culture (Thomas, 2018). This can refer to healthcare personnel who are seeking to deliver the highest quality treatment for patients based on evidence-based practice and promoting positive, innovative changes that help improve workplace ethics and clinical abilities. Nurses, as well as opinion leaders in healthcare, academia, and government, agree that nurses are not seen as key decision-makers or income generators. This notion makes it difficult for nurses to advance to positions of leadership and influence health policy and reform. The first line of defense is to become aware of and understand this barrier. On this issue, nursing needs to educate, foster discourse, and address problems. The fact that nurses aren’t considered as income creators originates partly from the techniques used in acute care. Because there is no billing provision for nursing services, they are grouped together as one huge cost category. The emphasis is on cost rather than productivity. Changes will necessitate policy changes. Furthermore, the healthcare industry must pay more attention to nursing indicators, outcomes, and the impact of nursing on overall healthcare expenses.

An organization’s values, norms, and practices are collectively called its organizational culture (Thomas, 2018). Organizational culture can characterize healthcare professionals implementing positive, innovative changes to strengthen workplace ethics and clinical competence while also trying to improve the quality of care they provide based on evidence-based practice. Each organization has a unique culture because each has its vision, mission, and value statements. Collaboration in providing services to the patient or consumer can result in difficulties when there are contradictions between the mission and vision of multiple institutions. With the importance of collaboration between healthcare institutions growing, it is crucial to know how to deal with the obstacles posed by cultural differences that could hinder teamwork (Libretexts, 2022).

Some common organizational culture issues include ambiguity, poor communication, and inconsistency. Some organizations must communicate clear roles of nurse leadership positions; otherwise, nurse leaders juggle multiple professional roles, including the nurse, educator, manager, mentor, role model and supervisor. The demand and expectations to manage different roles become a barrier to effectively performing their duties due to increased patient load, managing availability of beds, and putting in extra work hours to cope with increased workload (Casida, 2008).

 

Libretexts. (2022, April 2). 5.4: Organizational Culture and Nursing Leadership. Medicine LibreTexts. https://med.libretexts.org/Bookshelves/Nursing/Book:_Leadership_and_Influencing_Change_in_Nursing_(Wagner)/05:_Providing_Nursing_Leadership_within_the_Health_Care_System/5.04:_Organizational_Culture_and_Nursing_Leadership

 

Casida, J. J., & Pinto-Zipp, G. (2008). Leadership-organizational culture relationship in nursing units of acute care hospitals. Nursing Economics26(1), 7.