1. How Did You Develop Your Leadership Style?

1. What is your style of developing others? Are you a shaman, a priest, an elected leader, a missionary, or a mystic healer in your approach to teaching? How did you develop your style?

I am currently studying FdSc Rescue and Emergency Management, after completing my A Levels. I made the decision not to immediately begin my career in pre-hospital care as I still had many skills and areas of knowledge to develop. I thrived in the patient assessment module where I came at the top of my cohort for my practical skills, METHANE report, and methodological assessment and triaging followed by my effective treatment, patient monitoring and accurate and succinct ATMIST handover. I have gained a greater respect and acknowledgement of all the roles within the emergency sector and good interoperability working practices. I am currently undertaking a research project into the psychological and psychophysiological demands of working for the ambulance service which is providing me a further insight. Studying the importance of health and fitness in the emergency sector has reignited my passion for running and keeping fit, enabling me to complete a half

51. Keller, K.L. (1990). The Management of stress and prevention of burnout in emergency nurses, Journal of Emergency Nursing. 16(2), 90-5.

All of the definitions of burnout mention the main factor of burnout to be stress. Pamela Patrick, in her book about Health Care Worker Burnout, defined burnout as “the feeling of emotional exhaustion, a negative attitude shift, and a sense of personal devaluation that occurs over time and in relation to high stress work environment”. Whiton Paine in his book on job stress and burnout used the concept of burnout stress syndrome, or BOSS, which is due to “high levels of job stress, personal frustration and inadequate coping skills”.

The intended audience for this writing is critical care RNs, their supervisors, physicians who provide care in critical care units, hospital administrators and patients receiving care from these critical care RNs and their family members. However, the authors also suggest that their findings of burnout contagion in critical care nurses can also be the reason for burnout in any human service professionals (285). This generalization broadens the topic and opens it up to a much larger audience.

Urban Meyer is the head coach for The Ohio State Buckeyes football team. He is 49 years old and was born in Toledo Ohio. He attended University of Cincinnati where he played football. Coach Meyer is married and has three children. Prior to coaching Ohio State he retired from coaching was working as a sports analyst for ESPN. Before retiring and working for ESPN, Coach Meyer was the head coach for the University of Florida. He led the Gators to two BCS championship wins and he held the highest percentages of wins for any active college football coach. (www.ohiostatebuckeyes.com).

In the reading by Daniel Goleman, the six different type of leadership are described, and defined. The writer states the different types are Coercive, Authoritative, Affiliative, Democratic, Pacesetting, and Coaching (Goleman, 2000). “Coercive leaders demand immediate compliance. Authoritative leaders mobilize people toward a vision. Affiliative leaders create emotional bonds, and harmony. Democratic leaders build consensus through participation. Pacesetting leaders expect excellence and self-direction, and coaching leaders develop people for the future,” (Goleman, 2000). The reading state out of the six, Authoritative leadership is the type which has the most positive effect on workers because in the realm of Emotional Intelligence it shows empathy, and self-confidence (Goleman, 2000). The other positive leadership styles are Affiliative, Democratic, and Coaching (Goleman, 2000). In all of these types, the common theme is empathy, and working together.

Thus, we can define leadership as a coaching model, or a framework to use as an underlying structure to build teamwork, confidence, improve performance and behavior, and in most any aspect (business, education, sports, etc.) utilize these theories as a way to actualize goals. Because humans are so unique and individualized, there are a number of theories from which to draw from and most agree that the integration of a multidisciplinary approach and field of knowledge is what allows one to become both more tactical and strategic.

Results: Approximately 82% of emergency nurses had moderate to high levels of burnout, and nearly 86% had moderate to high levels of compassion fatigue.

Davis-Laack (2016) indicates burnout comes for nurses with too many job demands who use too few resources and do not recover from job stress after work, on weekends or during vacations. Demands come from patients who may become aggressive or violent as well as medical colleagues who impose or endure high stress workloads and share emotions. There may be uncertainty or conflict about values

Based on conversations with a number of physicians, I decided that it would be best for me to gain more experience working directly with patients prior to beginning medical school. Therefore, I obtained my EMT certification and began working and volunteering in a number of different cities. Each shift, I respond to a number of calls ranging from transporting patients and providing emergency care to the sick and injured. I identify and treat the patients concerns and relay important patient information to physicians and nurses. I am developing clinical intuition, learning the necessity of teamwork in medical settings, and am gaining experience being the primary care provider. As each paramedic, nurse, and doctor has their own style and

Jurgens originally believed that Olafson came from a strong background, in terms of credentials and work experience, and that he possessed considerable maturity and intelligence. However, Jurgens had concerns about Olafson’s lack of assertiveness to be a strong manager and leader. There are qualities that define a good leader as discussed in MGMT 460 and are expected by Jurgens. There are several cases that showcases Olafson’s lack of ability to be an effective team leader.

Nurses, always involved in patient care, sometimes experience detrimental effects with prolonged stress or “burnout” during their career throughout the years. Burnout is defined as an extended response to physical or emotional stressors. Some examples of these stressors are; memories of witnessing death, patient and family suffering, emotional stress of losing patients, feeling emotionally and physically drained, or emotional disconnect from staff which can all contribute to burnout. As a result, nurses can experience; exhaustion, anxiety, dissatisfaction and low capacity. Overall, burnout can have negative effects not just on the emotional and physical health of nurses but also on; patient satisfaction, outcomes and mortality of nurses and patients. Although, there are ways to reduce or prevent these negative effects of burnout from manifesting. For example, nurses can apply interventions to reduce these risks including; staff support, onsite counselors and psychiatrists for nurses and salary increases and reimbursement opportunities for nurses through clinical ladder programs. Nurses can also start by just saying no to certain requests, being aware of their tolerance level, by taking care of themselves and having fun outside of work. On the other hand, others do not think nursing burnout is fatal and nurses just need a break from their job to initiate change. Although, the issue of burnout is prevalent in nurse’s careers which need to be addressed more in society in

The three types of leadership I will be comparing are Transformational, Servant, and also Authentic leadership. Authentic leaders are self-actualized individuals who are aware of their strengths, their limitations, and their emotions. They also show their real selves to their followers. They also don’t hide their mistakes or weaknesses out of fear of looking weak. Authentic leaders are able to put the mission and the goals of the organization ahead of their

In my opinion, the best leader would be one that enjoys being the leader, is anyways there when I need him or her, sets tangible milestones, always believes that I can do everything, is optimistic, gets everyone involved, wants everyone to be successful, and lastly is courageous and brave. All these