A leader may achieve this with captivation, emotional intelligence, and through the empowerment of followers (Hutchison & Jackson, 2013). Moreover, transformational leadership research focuses on individual traits and leader-follower dyad characteristics that influence organizational change. Many research studies explore this theory and its impact on the nursing profession (Fischer, 2016). Largely, transformational leadership in the nursing context is directly and indirectly associated with staff satisfaction, decreased turnover, and improved patient outcomes (Fischer, 2016; Bormann, & Abrahamson, 2014; Merrill, 2015). It is possible to connect the benefits of transformational leadership styles to the leader 's ability to empower followers, simultaneously increasing their commitment to the organization (Fischer, 2016; Bormann, & Abrahamson, 2014; Merrill, 2015).
The consensus model also allows them to move freely state to state. This model has support from 48 different nursing associations, which shows that the support is there for implementation (NCSBN, 2017). Nursing plays an essential part in shaping the future of healthcare to improve quality, safety, and cost and this happens by advocating and participating in the policy development of full practice autonomy for Nurse Practitioners. Nationally, there is a dire need for primary health care clinicians which specifically affects the underserved.
Patient care experience and the need for improvement toward patient-centered care is aligned with nursing excellence (Stimpfel, Sloane, McHugh, & Aiken, 2015). With the expectation of nursing excellence, the role of the nurse has expanded over the years with the current trend of focus on policy change. These policy changes are geared towards changes in patient care which will have a positive impact on patient outcomes. The nurse can become a leader in advocacy with the goal of raising awareness to health care concerns (Mason, Gardner, Outlaw & O'Grady, 2016). The purpose of this post is to describe two organizations which impact the practice of nursing and show the role these organizations play in nurse education and research.
Nurses must advocate for their patients and facilitate optimal health, functioning, and wellness. These patient advocacy responsibilities include assuring that patients understand their medical diagnosis and treatment regimen, listening to the patient's’ concerns, and respecting their healthcare decisions (Ronnebaum & Schmer, 2015). Providing patient advocacy will continue to enhance healthcare encounters and
After 10 years working as a registered nurse in many aspects of healthcare, felt an overwhelming desire to advance my career and myself to expand my role in caring for others. Becoming a nurse practitioner has always been a goal of mine. During my time working as a nursing manager, I became acutely aware of the need of skilled and talented providers that desire to provide passionate care to all individuals. I became especially concerned with the needs those with limited access to healthcare services. I knew my desire to care for individuals in a more autonomous role and I set out to develop the skills needed to meet the need I witnessed.
Motivational interviewing offers an approach to this that is compatible with patient-centred care (Mason, 2008). Nurses use the processes of motivational interviewing in the healthcare setting to ensure the development of a collaborative partnership with the patient and to elicit a behaviour change. Motivational interviewing strengthens personal motivation for change, rather than instructing or warning the patient (Miller et al.,
It is underpinned by values of respect for persons, individual right to self-determination, mutual respect and understanding. It is enabled by cultures of empowerment that foster continuous approaches to practice development.’ This type of care approach is focused solely on the person and the concept of personhood (HSE, 2010). It is imperative that the nurse hears the voice of the older person.
Nursing has never been simple or easy, nor is serving as a patient advocate. However, it is important to include advocacy as a part of nursing. Advocacy is standing up for the rights of all individuals and must include interpersonal relationships between nurses, patients, professional colleagues, and the public. Nightingale’s experiences in nursing demonstrated to her the value of advocating for nurses and patients.
Transformational leaders, who empower nurses to advocate, understand that communication and professional collaboration are the core ingredients to foster safe nursing care and to collectively advocate for improved health care policies. Of interest, due to communication and collaborative efforts among state hospital associations and the ANA along with the state nurses associations, seven states have enacted safe staffing legislation using the Registered Nurses Safe Staffing Act’s committee approach (ANA, n.d.). Conclusion 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.
As we transition into the new role of NPs, our scope of practice expands. Moreover, as our responsibilities increase, we later become policy makers, and develop autonomy and decision–making skills. NPs are responsible for providing safe nursing care with more specialized knowledge and advanced education. We are also responsible for pursuing continuing education and advanced knowledge to remain competent quality providers, and meet the needs of the community. With our acquired repertoire of skills, it is essential that we utilize them to make informed decisions and collaborate with our community to promote wellness and healthy living.
Because of this implanted motivation, nurses are reinforced to reach higher levels of growth. Nurses also feel that they are valued when transformational leaders reach out to them; they get excited to participate and share their knowledge that also contributes to strong cooperation or openness. The real benefit goes to their patients during their intervention, when transformational nurse leader listens attentively to the needs of their patients. This leadership style also increases the image and reputation of the hospital or clinic within the community that they
Also, these people are judged quickly and written off as a loss cause, helpless or addicts. Identifying vulnerable populations and risk groups are part of the a nurses role we are responsible for an advocate on their behalf, collaborating with case managers, social workers, etc. for referrals meditation and resources. However, as a healthcare worker, we can do our part continue to advocate; often this group returns to what they know, but that is not a reason to give up and stop being a
Power has varied definitions. According to Mullins power is considered as having control, influence or dominion over something or resources (Mullins, 2002).As stated by Benner” Power includes caring practices by nurses which are used to empower Patients” (Benner, 2001) . Ideally, nursing leaders must have knowledge and abilities which are strong in the multi-factorial domains of nursing practice (E.A. Ward, 2001).The challenge of leadership is all about how leaders can channel their subordinates to get things accomplished. It is about transforming ideas into actions, dreams into realities, and problems into solutions and hurdles into positive outcomes (Kouzes J. M., & Posner, B. Z. 2015). the power in the leader that encourages
They are able to connect, communicate and coordinate across multiple departments, professional opinions and voices, and the daily schedules of patients. Advocating and designing care with the patient and family is a true skills set and cultural attribute that adds tremendously to a culture of safety and patient – centeredness but requires the most able leadership to build these bridges across the many professionals engaged in care. Building this culture is a leadership challenge and there is no one in my experience better able to make these changes than nursing leaders ( Maureen Bisognano, 2009). Nurses should not just be at the bedside or within the nursing community but must be involved as leaders and decision – makers throughout the healthcare system. As Maureen Bisognano (2009) points out, the best nurses are accomplished envoys among different players and interests involved in direct patient care, which is a skill needed throughout organizations and businesses, not just in hospitals or
5 Things That Can Be Done to Revive Toxic Work Culture Meta Description: A toxic work culture dents productivity and breeds negativity among employees. Do these five things to revive toxic work culture and save organization from failure. A toxic work culture can create major problems as it hampers productivity and builds an environment that is plagued with anxiety, fear, lack of responsibility and apathy. There are various factors that are responsible for brewing such a culture, the results of which are catastrophic and can sink the organization into an abyss of failure.
