Nursing Leadership Style Analysis

Leadership is the ability to guide or influence others with an objective of achieving a desired outcome. It involves influencing beliefs, opinions, values, perceptions, or behaviors of an individual or a group, and it is an amalgamation of inherent personality traits, learned skills, and it is a response to situational stimuli. I believe that, at any particular moment, where two or more individuals are interacting, one of them will emerge as the leader the other(s). To me, this means leadership role is fluid, and it changes as situational stimuli changes. For instance, during interpersonal interaction involving two individual, the leadership role has potential to shift from one individual to the other, as the situational stimuli changes.

The leadership issue in this setting is that most of the focus is on completing the job. The school nurse is focused on completing tasks that must be addressed as they occur. Every leader has their own style and method to leadership. The style that a leader chooses may be based on their experiences or influences from previous leaders. Regardless of the type of leadership every individual can have the ability to lead. The concern is if the leadership method is effective for that particular setting.

I am an Assistant Medical Officer (AMO) working in Emergency Department at a district hospital located in rural East of Malaysia. I’ve been working for 8 years. In emergency department, we work in a team that comprise of various disciplines such as Emergency Physicians, Nurses, Assistant Medical Officers and others. In this essay I will define and analyze about leadership in my practice area. A leader profile from my practice area will be described using transformational theory.

Any organization recognizes the significance of leadership and its crucial role in achieving their goals and success. In healthcare organizations, the complexity of the system and the difference in defining its success goals are reshaping the practice of leadership and its standards. According to House et al. (2002, p.5) a leader is able to influence, motivate, and enable others to contribute to the success of the organization or task. Healthcare and business settings are different in terms of goals and system contexts. Healthcare organizations’ goals includes provide quality, value priced, safe health care services and ultimately, improve health outcomes. In addition to this primary goal, healthcare organizations also seek financial stability, community value, ethics and employee engagement.

Nursing leadership is complex and multifaceted and has been cited as a main reason nurses leave their current position (Blake, Leach, Robbins, Pike, & Needleman, 2013). Blake et al. (2013) also explains that staff retention is associated with communication and

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]

Qualities that make an effective nursing leader are the same qualities that many other nursing staff and general public possess. Such as, the ability to support and empower their team members, be well organized, remain consistent with their expectations, and be able to communicate with their team.

This reflective model is very simple and often used as the first step on the ladder of the reflective practitioner. This model encompasses three simple questions to be asked of the experience or activity to be reflected on, what?

Nurse retention is to provide staff with implements that will empower them in the workplace. Empowerment in organizational structures include power and opportunity. Employees with high levels of power are included in lines of information, support, resources and opportunities to learn and grow (Schwinger ET AL., 2010). In additional employees who have high levels of opportunity in their jobs tend to be more proactive problem solvers and accept change. When staff have opportunity and power, they are motivated, feel more in control, have increased wellbeing and have greater job satisfaction (Schwinger ET AL., 2010). These empowering features in the workplace will potentially promote job satisfaction, create greater productivity, and most importantly promote retention of valuable employees. The key to retention is creating and keeping an environment where all of the generations feel welcome and valued. There have four important things to staff retention in organizational is relationships, value, eengagement and health care organization policies.

According to Simkins (2005), leadership is one of the key factors and in some instances the only factor that determines whether an organization succeeds or fails. However, Clark (2009) states that an effective nurse leader utilizes appropriate leadership theories to guide their actions as well as they are required to apply their knowledge and problem solving skills to develop creative solutions to managerial issues on the ward. On the other hand, management is concerned with its five core principles; according to Kannan (2004b) these principles were revised and are now thought as planning, organising, staffing, directing and controlling (as cited in Clark, 2009). Furthermore, Clark pointed out that leadership and management often overlap

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

My three major strengths are medication administration, communication with patients, and asking questions when I do not fully understand something. I feel like throughout my preceptorship these have grown stronger, and have helped me to be successful. My three major weaknesses that I have been focusing on throughout my residency are communicating with physicians, completing skills I am unfamiliar with, and improving my confidence. I would say that these have improved quite significantly, but I still have a ways to go. I have completed several status reports to physicians now, and received positive feedback. I still need to work on being more concise and less nervous. I have been gaining confidence as I have been learning

Different theories about leadership have been described. The leadership construct is complex and multidimensional. NL establishes relationships which influences other people to voluntarily work on related tasks to achieve the goals desired by the group. When nurses are familiar with leadership theories, they can select and adapt the most appropriate proposals to deal with different situations.

2. What elements of the performance management cycle in Figure 9-1 are evident in Stewart's comments?

Firstly what is an effective leader, (Goleman, 2000) suggests that “effective leaders are competent in several styles and know when to deploy each style depending on the needs of their followers and the situation”. An effective leader should practice upwards of 4 different styles depending on the situation and be able to move freely between each style.