Markle-Reid, M., Dykeman, C., Ploeg, J., Stradiotto, C. K., Andrews, A., Bonomo, S., ... & Salker, N. (2017). Collaborative leadership and the implementation of community-based fall prevention initiatives: a multiple case study of public health practice within community groups. BMC health services research, 17(1), 141.
The nurse leader combines clinical, administrative, financial, and operational skills to solve problems in the care environment so that nurses can provide cost effective care in a way that is satisfying and health promoting for patients and clients. Such an environment does not simply happen; it requires special skills and the courage and motivation to move a vision into action. Thus the study of nursing leadership and care management focuses critical thinking on what it takes to be a nursing environment architect, transition leader, and manager of care delivery services (Huber, 2014). In this assignment, the key concepts of leadership will be explained. This includes the definition, process and characteristics of nursing leadership. Furthermore, the functions of two important leadership functions (task-oriented and employee-oriented) for effective group performance will be described in details. Lastly, various styles of leadership and how do managers with various leadership styles differ in their ability to influence or reward subordinates will be discussed based on the
Leadership has many definitions. Chin, Desormeaux, and Sawyer (2016) define leadership as a relationship between followers and a leader with the intent to promote change through a mutual vision. Therefore, leaders are active influences in the outcome of organizations, through their decision-making, strategies, and influence on followers (Dinh et al., 2014). Additionally, in the nursing context, it has been documented that a leader 's style plays a factor in patient outcomes (Fischer, 2016). Indeed, in an ever-changing, complex health care environment, nursing leadership has become a crucial factor in managing challenges and maintaining patient safety (Fischer, 2016). To accommodate for these challenges, the Canadian Nurses Association [CNA]
When I first started my nursing career ten years ago, I did not believe that I could have stayed in nursing profession for ten years. As I have been working at different in-patient settings throughout my entire nursing career, I have seen and learned that how much influence can a nurse manager’s leadership have on a ward and ward staff, and how much difference can it make, in terms of patients’ outcome, staff motivation, job satisfaction, and building of ward culture. Like what the formal US President John Kennedy said: “leadership and learning are indispensable to each other.” This is particularly true in today’s healthcare environment, which is ever changing, demanding and dynamic (Scully, 2015). I feel blessed that one of my supervisors, Mr Pei, is such an inspiring leader, and here I would like to share that how his leadership style had impacted me positively and what I have learnt from him.
Leadership is a practice that can learned, and not necessarily an inborn skill. It can be developed through self-awareness and self-discovery. I know with myself, when I became a nurse I had to learn to be more assertive and confident, and never thought of my self as a charge nurse. But, with confidence, experience, and encouragement of others, I have worked my way up to being charge nurse from time to
This approach allows individuals to work together to better communicate amongst one another while also allowing these individuals to make their own informed decisions. This particular form of leadership can enhance healthcare management as well. Supportive dialogue between several stakeholders, sharing different experiences; and reducing complex situations within the healthcare system are all factors of collaborative leadership. Individuals with leadership authority need to be able to engage with the leadership process so that they are continuously involved in ratifying and altering practices the best way they see fit. Collaborative healthcare leadership requires an interdependent environment where different groups and organizations work together for an effective process. In order to raise motivation within the organization leaders need to demonstrate collaborative behaviors amongst healthcare
Today, the old traditional image of an authoritarian leader with a non-negotiable expression on his face that always gives strict orders to employees is no more consistent. The very concept of leadership has significantly evolved over the past decades. Scientific evidence confirms that participative leadership style significantly improves team performance and contributes to the effective change management (Kumar & Khiljee, 2016; Saleeby, Holschneider, & Singhal, 2016). Demonstrating effective leadership qualities has become a necessity for clinicians in today 's healthcare system. Participatory leadership style, when applied in the healthcare settings subjected to change implies an active participation of the key stakeholders in the transformation process. The concept of participatory leadership is based on two core principles. First, the opinions of multiple agents involved in the transformation is listened and discussed, second, these are taken into account both on the stage of the change and evaluation (Saleeby, Holschneider, & Singhal, 2016). The five major tasks for these agents are: opportunities and change readiness identification, goals and objectives determination, designing the transformation, paying attention to accountability and feasibility, implementation and evaluation (Saleeby, Holschneider, & Singhal, 2016). One of the participative leader 's roles is to create an environment stimulating
Leadership has been defined in a variety of ways, there are multiple authors and theorists who have tried to define and understand leadership, all leading to varying theories and conclusions, but one thing that is universally understood is the importance of effective leadership and how someone with good leadership skills can impact so many people around them. (Kakabadse and Kakabadse, 1999; Yukl, 2002; Northouse,2013)
NU 413 Week 9 Discussion Board Post student response to Katie-Lynn Fournier by Kathryn Moultrie
The essence of an effective nurse leader lies in the ability to inspire and motivate others to action, which begins with communication and professional collaboration skills. Transformational leadership is a nursing leadership theory most suited to solving communication issues that can result in increased nurse retention rates, team unity, and decreased morbidity and mortality. Collectively nurses can advocate for improved health care policies to make a difference in practice and patient care
Effective leadership by professionals is crucial in all healthcare organizations. The way workers define leadership has changed from generation to generation, however, a common description of leadership is the motivating behavior of an individual directing the activities of a group towards a shared goal. (Ward, 2017) Influencing group activities and coping with change are some of the key aspects that an individual in a leadership role will be working towards. According to an article, "management is about coping with complexity" and "leadership is about coping with change", therefore, both aspects are critical to a successful leader. (Blumenthal, Bernard, Bohnen, & Bohmer, 2012).
(2007) findings suggest that, nurse leaders should appropriately manage workplace resources to foster positive outcomes. Nurse leaders are responsible for creating a work environment where nurses have the resources to manage their workload. Nurses who have access to information and resources have increased perceived work effectiveness. The availability of resources combined with skills and knowledge allow the nurse to provide high quality patient care McLennan (2011).
The different leadership styles include: autocratic leadership, democratic leadership, bureaucratic leadership, laissez-faire leadership, and transformational leadership. The type of leadership that I exhibited two years ago during my Adult Medical-Surgical clinical rotation was autocratic leadership. According to Cope (2017), autocratic leadership is a form of transactional leadership, in which one person leads and controls the situation, makes decisions, and gives the group orders. It is evident that I demonstrated autocratic leadership because I was controlling and demanding during this particular situation. I gave everyone orders to stop what they were doing when the patient’s IV line was tangled and came up with a plan for everyone to follow. Although this leadership style did not allow for much flexibility between the other people involved, it was extremely effective and efficient because the patient’s IV line was untangled and my leadership successfully prevented the IV from ripping
Conflict management and effective resolution can be achieved in any organization if the sign is perceived and source of the conflict is identified (McKibben, 2017). Conflict resolution involves planning and critically analyzing the situation in order to attain the main goal of resolving conflicts. Constructive dialogue between the physician and the nurse should have been initiated for an effective resolution to occur. Collaboration and teamwork are also essential to the success of this relationship (Finkelman, 2016). The strategies should focus on both physical and psychological aspects. Furthermore, respect should be utilized while resolving conflict to augment effective participation of
designing care with the patient and family is a true skills set and cultural attribute that adds