On the other hand, manager can be a true manager only if he has got traits of leader in him. Manager at all levels are expected to be the leaders of work groups so that subordinates willingly carry instructions and accept their guidance. A person can be a leader by virtue of all qualities in him. Leaders and Managers can be compared on the following basis: Basis Manager Leader Origin A person becomes a manager by virtue of his position. A person becomes a leader on basis of his personal qualities.
Job Reward Analysis Establishing a superior rewards package is paramount to attract and retain employees within organizations (Heneman, Judge, & Kammeyer-Mueller, 2012). In addition, it is beneficial for organizations to tailor their benefits packages to the desires of their employee population to confirm their needs are adequately meet and maintain high morale levels (Nugent, 2009). That being said, it is vital for organizations to effectively communicate details regarding their benefits packages to confirm employees understand their entitlements (Vandermillen, 2009). This paper discusses a job reward analysis for a nursing position on a busy labor and delivery (L/D) unit at Tripler Army Medical Center (TAMC) in Honolulu, Hawaii.
According to Marquis and Huston (2015), empowerment means to allow, to enable. It is a process when the leaders give opportunities to the team member to learn, explore and show their capability, talents and creativity. Empowerment can help to build up self-confidence, leadership and enhance professional growth in the individual. Yes, I am the leader that empower my staff in my working place. For example, I allow the team member to choose nursing care method for patients in the unit.
Leadership is the capacity to translate vision into reality. Leadership is a process by which a person can direct, guide and influence others in the accomplishment of a given goal. It also has the potential of the manager to influence the behaviour of other people and make the subordinates work with zeal and confidence. It can also be the human factor that binds the group together in achieving a specific goal. Leadership is an interpersonal process, the manager guiding the subordinates in achieving the goal.
Leaders can be designated by the organization or emerge from the group during its development. Either way, leaders function to mobilize the group into action and give direction as to what approach the group should take to completes tasks and overcome challenges. Interestingly, leaders do not all use the same technique to lead but, apply different leadership styles to achieve the desired result. A good leader can be a powerful catalyst for group member engagement and increase the effectiveness of the work group. While a poor leader will frustrate group members and discourage them from working together and putting forth their best efforts.
It comes from leader’s personal characteristics that command follower’s identification, respect, and admiration, so they wish to emulate that leader. Referent power, as an aspect of personal power, becomes particularly important as organizational leadership is increasingly about collaboration and influence rather than command and control. In an organizational setting, referent power is most easily seen in the charismatic leader who excels in making others feel comfortable in his or her presence. Staff typically express their excitement about work in terms of their attraction to their leader's personal characteristics and charisma. The reason they commit to their work is because of the leader's likability and they base their self-esteem and sense of accomplishment on their leader's
Even though it is a personal battle, your subordinates can tell if you have integrity or not. They might be little things like saying you know how to do a task, then when they ask you how to do it, you don’t know how. As a subordinate I wouldn’t want a leader to lie about not knowing how to do something, rather have the leader ask how to do it. A leader who demonstrates integrity will have others drawn to them because they are dependable and
There were many turnover predictors identified by Tai et al. (1998) as age, job satisfaction, organizational commitment and head nurse’s behavior. Similarly Yin and Yang’s (2002) analysis exposed that internal environmental factors such as stress due to shortage of staff, poor leadership style and inflexible administrative policies are significantly related to turnover. In the clinical setting some head nurses are very supportive and seemed ‘fit’ with the unit and staff they led. When this ‘fit’ is present staff will be supportive, unit performance will be good and staff is generally satisfied with their jobs.
Patient satisfaction is considered an essential component of patient-centered care. Patient-centered care and patient satisfaction are viewed as core nursing values, as proposed by early pioneers of nursing, such as Florence Nightingale. It has been found that improvements in management, training, job satisfaction, employee empowerment, as well as decision making were needed for hospitals to improve their performance in patient safety, quality of care, and patient satisfaction (Leggart, Bartram, Casimir, & Stanton, 2010, p. 2). There is a limited understanding of how nurse satisfaction impacts delivery of care and patient outcomes. This is significant because there is evidence of decreasing job satisfaction among nurses, which is associated with declining quality of patient care (2010, p.
To have the team working towards the same goal, the mission and vision should be communicated clearly. So that employees know what they are doing and what is expected from them, giving their best efforts. Delegation relieves the leader from exhaustion and stress. It is a sign of strength in leadership and encourages employees live to expectations. It also helps to assess which strength and weakness employees have, which is essential to differentiate which tasks they will fit best.