NURS 6053- Week 4 Discussion Leadership Theories in Practice
Walden University NURS 6053- Week 4 Discussion Leadership Theories In Practice– Step-By-Step Guide
This guide will demonstrate how to complete the Walden University NURS 6053- Week 4 Discussion Leadership Theories In Practice assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for NURS 6053- Week 4 Discussion Leadership Theories In Practice
Whether one passes or fails an academic assignment such as the Walden University NURS 6053- Week 4 Discussion Leadership Theories In Practice depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for NURS 6053- Week 4 Discussion Leadership Theories In Practice
The introduction for the Walden University NURS 6053- Week 4 Discussion Leadership Theories In Practice is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for NURS 6053- Week 4 Discussion Leadership Theories In Practice
After the introduction, move into the main part of the NURS 6053- Week 4 Discussion Leadership Theories In Practice assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for NURS 6053- Week 4 Discussion Leadership Theories In Practice
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for NURS 6053- Week 4 Discussion Leadership Theories In Practice
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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Sample Answer for NURS 6053- Week 4 Discussion Leadership Theories In Practice
Introduction
When it comes to leadership, there are so many methods and ways to gain the employees’ trust. There is much research stating the best leadership style; the reality is that every situation needs a different kind of leadership, and every profession needs a different one. Parenting, for example, cannot be solely laissez-faire, and it cannot solely be authoritarian. Even transformational leadership cannot be the only method used in parenting. The same goes for nursing; not only style applies to all. Every organization is also different, and every situation is different.
Any leadership style aims to determine the objectives, initiate action, and coordinate workers’ efforts (Marshall & Broome, 2021, p.9). The role has always been on the leader to initiate that while motivating workers, but that is only sometimes helpful for employees. Nursing is based on autonomy; therefore, certain leadership styles will need to be revised, like the authoritarian style, which negates the concept of autonomy and almost deletes critical thinking in nurses.
Leadership theories
There are many theories when it comes to leadership. Theory X is focused only on the leader making all the decisions, and based on productivity, followers get incentives and punishments (Marshall & Broome, 2021, p.10). Theory Y is a participative style, always seeking consensus. In contrast, theory z is focused on the well-being of the employees on and off the job and on job satisfaction (Marshall & Broome, 2021, p.10).
The best fit for nursing would be transformational leadership, which could combine theory Y and theory Z. In transformational leadership, the leader influences others not just through specific characteristics like charisma but also through being focused on the leader, on others, and on being a role model (Marshall & Broome, 2021, p.15). Leaders usually have specific characteristics like being good listeners, good coaches, having empathy and support, and being able to motivate and offer recognition (Marshall & Broome, 2021, p.18).
Leadership challenge model
The challenge model is based on providing a role model for the followers to mirror while adding autonomy and developing their strengths. It is a way to make the followers see their leader’s strength while developing their own (Marshall & Broome, 2021, p.184).
Leadership in nursing
The leader needs to stay in touch with the employees, listen to their concerns, help if needed, make rounds, and evaluate their performances (Marshall & Broome, 2021, p.186). We can take the charge nurse as an example of leadership in nursing. A charge nurse should always be available, have answers, and show resources; a charge nurse should show empathy, compassion, and self-management. A manager should also be there for support and be seen on the floor alongside the staff nurses, listening to their concerns and meeting their needs. A manager should offer incentives, should motivate, and discuss fallouts.
Leadership in my organization
The leadership style used in my organization is transformational. The manager is always present on the unit and available by phone if off the unit, even on weekends. She continuously checks in with the nurses to ensure they are all right, always offering to step up and monitor patients while nurses take a ten-minute break. Apart from the informal check-ins daily, she has formal check-ins twice a year, discussing what motivates us, how to recognize us, and printing out excellence in performance to show us what others have said about us. She always pushes us to be better and seek what is next by ensuring we are doing our education and thinking for ourselves, and always speaking up. One example was when I had a conflict with the neurology department, not getting back to me, not communicating with me, and dismissing my concerns. She immediately got in touch with them and highlighted the importance of teamwork and communication and the impact that has on the organization. Another example of the her being there was when I had a patient with a wound vac in place; I have never changed one before. She stepped up and helped me do the nursing care that I needed. She was there to help and as a support and I could not have done it without her. Not only did she help, but she made me a resource as well for other people who have not done it before. This is a kind of transformational leadership being there, being visible and motivating me to do better and do more than what is expected by motivating me to teach others.
There are times when a different kind of leadership is needed. In a code situation, transformational leadership cannot be used; a more authoritative kind is needed; the team needs to listen to one leader when there is chaos, and debriefing afterward can clarify why the leader certain things happen. However, there is no time for explanation or negotiation in a time of chaos.
Impact on the organization
Transformational leadership can have many benefits for nurses. It drives them to innovate and inspire (Pattison & Corser, 2023). It helps the nurses keep their autonomy and be creative while supporting and listening to their needs. It helps improve staff retention and motivates them to stay and improve (Pattison & Corser, 2023). In this article, it should there are different methods of leadership, the compassionate, the collective, and the transformational (Pattison & Corser, 2023). The compassionate focus on learning and conversations with the staff is based on the nurses’ autonomy. The collective is similar to the transformational; it is shared and discursive, motivating followers to lead. This is the path to success, the path to getting Magnet recognition; it focuses on creating and sharing a vision, and the focus is on the end goal (Pattison & Corser, 2023). Like the transformational style, it might not be the best method in a crisis or code situation (Pattison & Corser, 2023).
Patient outcomes and quality of care measure nursing care; a study showed that transformational leadership and authentic leadership styles are the best suited for nursing since they reduce adverse events and increase nurse retention ( Kiwanuka et al.,2021). Choosing a leadership style is very important since It can affect the outcomes and goals of an organization.
A quantitative study was done in a nursing home to perceive what kind of leadership is used and what leadership is expected. The leading style was autocratic leadership or passive-avoidant (Poels et al., 2020). Unfortunately, this style of leadership could be more productive for nursing. An autocratic leader does not involve nor inform followers of decisions (Poels et al., 2020). This leadership style is attributed to administrators and managers needing more administrative tasks that leave no time to interact with and support their staff (Poels et al., 2020). On the other hand, transformational leadership leads to staff well-being, decreased burnout, increased job satisfaction, and higher patient satisfaction. These lead to increased retention (Poels et al., 2020).
References
Kiwanuka, F., Nanyonga, R. C., Sak, D. N., Muwanguzi, P. A., & Kvist, T. (2021). Nursing leadership styles and their impact on intensive care unit quality measures: An integrative review. Journal of Nursing Management (John Wiley & Sons, Inc.), 29(2), 133–142. https://doi.org/10.1111/jonm.13151Links to an external site.
Marshall, E. S., & Broome, M. (2021). Transformational leadership in nursing: From expert clinician to influential leader. Springer Publishing Company, LLC.
Pattison, N., & Corser, R. (2023). Compassionate, collective, or transformational nursing leadership to ensure fundamentals of care are achieved: A new challenge or non‐sequitur? Journal of Advanced Nursing (John Wiley & Sons, Inc.), 79(3), 942–950. https://doi.org/10.1111/jan.15202Links to an external site.
Poels, J., Verschueren, M., Milisen, K., & Vlaeyen, E. (2020). Leadership styles and leadership outcomes in nursing homes: a cross-sectional analysis. BMC Health Services Research, 20(1), 1009. https://doi.org/10.1186/s12913-020-05854-7Links to an external site.
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.
Also Check Out: NURS 6053- Week 5 Discussion Your Leadership Profile
Reflect on the leadership behaviors presented in the three resources that you selected for review.
Sample Answer 2 for NURS 6053- Week 4 Discussion Leadership Theories In Practice
Nurses are most definitely comparable to quarterbacks on the football field. We must be very attentive towards the various interdisciplinary players on the field of any healthcare unit. We must be able to accurately seek input, while maintaining respect for the contributions of everyone involved; this allows each “player” to practice at their highest potential (Clark & Hassmiller, 2013). Nurses as leaders are very dedicated individuals, spending an entire career expanding themselves through continuing education and practice. This commitment to hard work and determination provides the best healthcare possible. These are often standards that are set by nurses across all disciplines (Clark & Hassmiller, 2013). Nursing roles are diverse in function, as you mentioned; the RN may be designated a leadership position over a shift, such as charge; or employ a formal nurse leadership role such as an educator or supervisor. Nursing is very versatile which allows for personalities to flourish into their highest and best use.
It is my belief that nurses should continue to evolve and develop throughout their careers. Continual growth is the counter measure to stagnation. Like many biological creatures, a nursing career can be nurtured or hindered by its environment. Take the example of Dr. Melanie Dreher; practicing in a leadership capacity four decades as an educator serving as Dean at the following Universities: The University of Miami, the University of Massachusetts at Amhurst, the University of Iowa, and the Rush University College of Nursing. She has conducted research studies subsequently quoted in: the New York Times, Wall Street Journal, and the Chronicle of Higher Education. Dr. Dreher has a very impressive career and has since retired from education, she now sits as a member of the Chicago Board of Health, a Director of Wellmark Blue Cross/Blue Shield, a Trustee of Loyola University, a member of the Fiduciary Board of AvaSure, and Chair of the Board of Trinity health (Clarke & Dreher, 2016). With such an impressive résumé, I would take her advice pertaining to any nursing subject matter as well as personal advice.
Dr. Dreher provides advice in this publication identifies transformations within an individual’s career as well as organizational leadership. When a leader vacates a position, and is being replaced by a new leader, this can be comparable to a change of governments. This takes planning and preparation for both parties. Dr. Dreher describes how things function throughout the resignation phase as turbulent. Stated “once you announce your resignation you are yesterday’s news. The faculty and staff are no longer going to pay much attention to what you have to say and are already thinking about who will be the next leader. When asked, agree to continue providing career guidance to seemingly bereft members of the faculty, but don’t be surprised if they never call or email. Everyone moves on; it’s not personal; it’s just the way it is.” (Clarke & Dreher, 2016). Nurses as leaders occupy a healthy amount of space within their role as an interdisciplinary team member. Nonetheless the nurse should continue to develop and expand until they reach their full personal capacity. This is a healthy process that will provide the profession as a whole the highest and best use of the individual.
References
Clark, P., & Hassmiller, S. (2013, October 1). Nursing Leadership: Interprofessional Education and Practice. Nursing Science Quarterly, 26(4), https://doi.org/10.1177/0894318413500313.
Clarke, P., & Dreher, M. (2016, December 25). Transitions and Transformations in Nursing Leadership. Nursing Science Quarterly, 30(1), https://doi.org/10.1177/0894318416680532.
Sample Answer 3 for NURS 6053- Week 4 Discussion Leadership Theories In Practice
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, strat
egies, 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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Sample Answer 4 for NURS 6053- Week 4 Discussion Leadership Theories In Practice
Nurses thrive and meet patients’ needs when they work in healthy environment that satisfies them, empowers and address their safety. Leadership behaviors and skills are critical in development of such environments for nurses. The articles explored reveal two critical insights on the role of leaders in creating such environment. The first insight is having positive and authentic leadership who value honesty, have strong self-awareness, clarity and behavioral integrity (Suratno et al., 2018). These leaders are empathetic to employees or their subordinates and create positive work settings where employees are empowered and their opinions heard. Positive leadership reduces the possibility of adverse aspects like burnout, dissatisfaction and the intention to leave.
The second insight is having a transformational approach where a leader is keen on serving and integrating new ways of managing change and associated emerging trends (Rindu et al., 2020). Empowering conduct like enlightening and showing genuine concern and care reduces depersonalization feelings and emotional exhaustion as they make nurses to develop trust in their leader and their organization (Broome & Marshall, 2021). Transformational leadership conduct creates a healthy work environment that empowers nurses and enhances their commitment to their work.
A situation where I have witnessed these leadership behaviors and skills in practice is our health facility where the nurse leaders are keen on empowering nurses by engaging them on different issues to improve care delivery and develop effective interventions for quality care provision. For instance, the nurse leader encourages nurses to suggest new practices and approaches to a host of patient issues like improving accessibility. The nurse leader is, therefore, trusted and respected for her abilities. Nurses in the unit are more encouraged and motivates to improve their commitment and focus on their overall performance.
These skills have been effective and the practice has greatly impacted the workplace. The skills the nurse leader uses have encouraged nurses to perform and reduce adverse events like medication errors and laziness (Broome & Marshall, 2021). By listening to the needs and concerns pf nurses without criticizing them, the nurse leader has earned respect and trust of all those around her and continues to shape the overall organization’s vision.
References
Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert
clinician to influential leader (3rd ed.). New York, NY: Springer.
Rindu, R., Lukman, S., Hardisman, H., Hafizurrachman, M., & Bachtiar, A. (2020). The
relationship between transformational leadership, organizational commitment, work stress, and turnover intentions of nurse at private hospital in Indonesia. Open Access Macedonian Journal of Medical Sciences, 8(E), 551-557. DOI: https://doi.org/10.3889/oamjms.2020.4425
Suratno, K., Kusrini, K., & Ariyanti, S. (2018). The Relationship between Transformational
Leadership and Quality of Nursing Work Life in Hospital. International Journal of Caring Sciences, 11(3), 1416-1420. https://www.internationaljournalofcaringsciences.org/docs/9_kalukuSuratno_original_11_3.pdf
Sample Answer 5 for NURS 6053- Week 4 Discussion Leadership Theories In Practice
Thanks for another informative post. Thanks for bringing up this discussion about situational leadership. This type of leadership is linked to the relationship between followers and their leaders. As we know from our textbook, the role of nurse leaders is getting more complex, and for an organization to develop resiliency, such must be willing to adapt fast.
Nursing encompasses various roles nurses perform in their practice (Charalambous, 2023). Situational leadership styles include guiding, collaborating, teaching, delegating, and empowering. Empowerment is an impactful leadership tool that can help to alleviate the effect of stress. Nursing leaders must create a conducive environment that enhances positive patient outcomes (Hall et al., 2022).
Adopting a situational leadership model in my organization would assist my organization in advancing employee and workgroup, help to entrench affinity, and to fish out the best in the group. Situational leadership is a system that promotes adaptability, and situational leaders can modify the style of management to meet the need of their organization.
My organization will benefit from situational leadership because the leadership style work on employees’ personal growth and skills needed to execute the job. They are pacesetters, meaning my organization will have leaders who set high expectations for their team members. Situational leaders possess democratic qualities. A leader that possesses democratic qualities will allow his follower to make the decision and create flexibility and responsibility.
If this type of leadership is implemented in my organization, flexibility and responsibility with the group will be nurtured, bringing about positive outcomes. Situational leadership is affiliative leaders, and their subordinates come first. The leadership style can help to boost the morale of employees in my organization. Functional leadership is crucial to team success (Xu et al., 2022).
References
Charalambous, A. (2023). Theoretical frameworks of leadership in nursing: Critical reflections. Seminars in Oncology Nursing, 39(1), 151362. https://doi.org/10.1016/j.soncn.2022.151362Links to an external site.
Hall, V. P., White, K. M., & Morrison, J. (2022). The influence of leadership style and nurse empowerment on burnout. Nursing Clinics of North America, 57(1), 131–141. https://doi.org/10.1016/j.cnur.2021.11.009Links to an external site.
Xu, N., Ghahremani, H., Lemoine, G., & Tesluk, P. E. (2022). Emergence of shared leadership networks in teams: An adaptive process perspective. The Leadership Quarterly, 33(6), 101588. https://doi.org/10.1016/j.leaqua.2021.101588Links to an external site.
ADDITIONAL INSTRUCTIONS FOR THE CLASS
Discussion Questions (DQ)
Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation
Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
APA Format and Writing Quality
Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes
I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy
For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy
The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication
Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.