NURS 6053 Discussion leadership theories and behaviors

NURS 6053 Discussion leadership theories and behaviors

NURS 6053 Discussion leadership theories and behaviors

According to Karen Tomajan, an advocate is one that pleads, defends, or supports a cause or interest of another (2012). Nurses are trained to advocate for their patients, but we must advocate for each other and ourselves as leaders. Collaboration, negotiation, and compromise can help a nurse leader promote change on behalf of staff members. Communication has been seen to be a critical factor in good leadership. This also applies to nurse leaders advocating for their employees and communicating with employees/colleges seeking input, following up, being aware, and providing open communication. Creating a reasonable, safe, and tolerable working condition can increase engagement, reduce stress and anxiety, and promote higher employee satisfaction, leading to better employee satisfaction. Research studies have shown this to improve patient outcomes. Using data from the American Nurses Association’s National Database of Nursing Quality Indicators, researchers discovered that a 25 percent increase in nurse job enjoyment over two years was linked with the overall quality of care increase between 5 and 20 percent (Walker, 2018). Case studies have linked on different occasions that there is a correlation between employee satisfaction and patient care.

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.


Marquis, B. L., & Huston, C. J. (2011). Leadership roles and management functions in nursing: Theory and application (marquis, leadership roles and management functions in nursing)(7th ed.). Lippincott Williams & Wilkins.

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.

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 4NURS 6053 Discussion leadership theories and behaviors

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.

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Also Read:

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Submission and Grading Information

Grading Criteria

Formal leadership theories focus on the principles of good management and the official aspects of the organization (Doherty & Hunter Revell, 2020). Formal leadership styles have strong similarities with the initiating structure. Xu (2017) discussed leadership theories in clinical practice as transformational, participative, transactional, situational, and autocratic. According to Xu (2017), transformational leaders motivate others with their vision and cooperate with the team towards shared values. Participative leadership is an administrative style that invites contributions from employees to organizational decisions (Xu, 2017).

A leadership theory that I have identified recently in practice is the transformational style used by a nurse leader in the hospital where I worked earlier. The nurse leader used to: Idealize influence to build confidence, practice inspirational motivation to articulate a clear vision for the organization, encourage people within the facility to question and challenge assumptions, to look at old problems in new ways, and gave individualized consideration to each follower. The nurse leader was always open to criticism or ideas that would enhance the quality of working conditions. For example, the nurse leader once accepted ideas to reduce the working hours and proposed to the management to employ more nurses. One of the vital behaviors I have identified is that leaders’ influence and motivation have an impact on commitment to work and job satisfaction among nurses (Choi et al., 2016). Another peculiarity is that openness to new ideas improves the quality of nurses’ working lives (Ferreira et al., 2018). The openness and transformational leadership qualities were essential since it helped improve the quality of nurses’ working lives (Giddens, 2018). All the nurses are happy due to the traits of the nurse leader and thus remained committed to their job, and they were always satisfied.


Choi, S. L., Goh, C. F., Adam, M. B. H., & Tan, O. K. (2016). Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment. Human resources for health, 14(1), 73.

Doherty, D. P., & Hunter Revell, S. M. (2020, March). Developing nurse leaders: Toward a theory of authentic leadership empowerment. In Nursing Forum.

Ferreira, V. B., Amestoy, S. C., Silva, G. T. R., Felzemburgh, R. D. M., Santana, N., & Trindade, L. D. L. (2018). Transformational leadership in nurses’ practice in a university hospital. Acta Paul. Enferm.[Internet], 31(6), 644-50.

Giddens, J. (2018). Transformational leadership: What every nursing dean should know. Journal of Professional Nursing, 34(2), 117-121.

Xu, J. H. (2017). Leadership theory in clinical practice. Chinese Nursing Research, 4(4), 155-157.

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.



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

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


RE: Discussion – Week 4  


Top of Form 

The first article I found was about a nursing leadership style called Human-Centered Leadership. It focused on forming a leadership style based on the patient markers and satisfaction. This allows for continuous ways to always encourage and direct staff members in reaching goals. CMS sets standards that hospitals have to follow and with this method it gives an end goal for leadership to shoot for. The downside of this style is it does not focus on the emotional and financial side of leadership directly (Leclerc, L, 2021). A leader should have a combination of styles to reach all of their staff/job community. When watching the Laureate Education video on leadership, the quote by the end speaker really stuck with me, “I’m convinced it’s about communication, it’s about respect, it’s about integrity, it’s about actually getting people to follow you to a place they usually wouldn’t ordinarily go. That’s leadership.” (Laureate Education – Leadership, 2014) 

In the book Quality Care in Nursing: Applying Theory to Clinical Practice, Education, and Leadership, Dr. Duffy outlines the growing of nurse leaders and what it takes to encompass the duties of a leader. In the section Nursing as Performance, Dr. Duffy talks about the growth of nursing students when she was a dean of nursing. She spoke on how it was important to build relationships and invest in the growth of the nursing students. This can translate directly over to clinical practice in a hospital. If a manager interests in their staff and wellbeing, generally we should see higher performance and better outcomes. (Dr. Joanne R. Duffy, 2009) 

Being a leader is more than telling people they are rig hot wrong. Its more than being a dictator where it’s your way or the highway. Leading is inclusive and informative. It brings a cohort together towards a common cause. I have personally seen managers who aren’t respected by their employees due to their dictator leadership style and employees who go above and beyond to work for their managers because they felt cared for and listened to. At this time, I tend to lead towards a style they go by example. One that allows me to interreact with my coworkers and show them that I am willing to try new things and process. One that highlights my drive to learn, listen, and change when needed. As we go forward I hope to go my knowledge of leadership and can apply it to 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. 


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.