Human Resource Problem in Last Resort Retirement Community

Transformational leadership will guide the current metamorphisis that is taking place in the nations skilled nursing facilities. Long term care for elders is transitioning from the skilled nursing facilities to community based settings such as assisted living facilities, retirement communitities, home health and adult day care facilities. This leaves the traditional nursing home faced with the changing needs of health care in our society. It is forecasted that skilled nursing facilities will become the transitional acute care centers for rehabilitation as hospitals are now discharging complex patients earlier than before to satisfy HMO’s and financial restraints. The ma and pa nursing home of the past will have to succumb to this drastic change in order to survive financially. This transition must be led by transformational leadership in order to be successful. A study in 2008 by Neilson et all on the effects of transformational leadership in long term care, determined that this leadership facilitated a higher job satisfaction amongst long term care workers and a sense of well being. The employees who dedicate their lives to eldercare

Leadership is complex yet essential in this profession. For this reason, nursing leaders must make decisions in a number of areas in order to provide quality care and a few of the many decisions involve staffing, financial, and assessing ethical dilemmas (Zydziunaite & Suominen, 2014). An appropriate leadership style is crucial and Yoder-Wise (2011), addresses the various styles, discusses Fiedler’s Contingency Model, and emphasizes the importance of adapting to various situations. For example, my experiences allow me to choose an effective leadership style based on the situation in order to provide a positive outcome best for the

Leadership is critical to any organization such as Long-term Care, VA Hospitals, and Community/Public Health Systems. Without the importance of leadership,

In healthcare it is very important to have strong leaders, especially in the nursing profession. A nurse leader typically uses several styles of leadership depending on the situation presented; this is known as situational leadership. It is important that the professional nurse choose the right style of leadership for any given situation to ensure their employees are performing at their highest potential. Depending on which leadership style a nurse leader uses, it can affect staff retention and the morale of the employees as well as nurse job satisfaction (Azaare & Gross, 2011.) “Nursing leaders have the responsibility to create and maintain a work environment which not only promotes positive patient outcomes but also

Woods (2011) “Good practice in an increasingly uncertain and bureaucratic health care climate therefore requires considerable courage and commitment from present-day nurses” (p. 272). I was unable to make the impacts at the facility I wanted, however the situation taught me about leadership and

Seaside Convalescent Care Center (SCCC) has many issues that need to be addressed in order to be compliant with state and avoid fines. Due to SCCC high turnover rate tenured staff is not always readily available to train and mentor new staff. For months management tried offering incentives to make staff, particularly the nursing assistance feel like a valued member of the team. Nothing management did seem to stop the high turnover rate and motivate the staff not to be untrustworthy, undependable, and condescending (to residents). Management gave all responsibilities to the Director of Nursing(DON) in hopes that her tenure and experience would turn SCCC around. The DON used a coercive leadership style because she did not value her nursing assistance and assumed they would eventually quit anyway. The coercive leadership style should only be used when for very problematic subordinates

Adriana never seems to lack in ability when meticulously choosing individuals to place in command posts and focuses her mentoring in the inclusion of these individuals in hierarchy of care used to mentor other staff members and create education throughout the organization (Hamric, Hanson, Tracy, & O 'Grady, 2014). Through this leadership domain Adriana has the ability to focus her efforts as a leader into the promotion of education and mentorship for the staff she effectively manages.

Inadequate or inefficient leadership can act as a catalyst for implementation failure in majority of proposed changed in the healthcare industry. Additionally, leader team that is not a representation of the organization or its diversity can also jeopardize the integrity of the project, and will eventually lead to an epic failure.

As the expectancy of life increases and aging of Baby Boomers, the need for health care grows, nevertheless, there is projection U.S to experience shortage of nurses. Therefore, it is imperative for organizations to identify the causes of nursing high turn-over rates and come up with critical methods to retain nurses within organizations. According to the American Association of Colleges of Nursing (AACN), by the year 2022, 3.24 million jobs will be created. Retaining existing nursing staff has become a challenging piece of healthcare as the demand for client care has progressively grow and prospective replacement nurses covers nearly 1% of the workforce (AACN, 2016). In this situation, good leadership skills by Nurse Managers is needed

Leaders empower, educate, and inspire others to strive for further development in excellence along with creating opportunities. In addition, it takes a special kind of person in this life to see the value of an individual’s gifts. In the first place, I would like to begin on how I met this influential leader, Mrs. Sherry Reynolds. At my previous employment, Mrs. Reynold held a position as a Chief Nursing Officer in 2015. Moreover, Mrs. Reynold’s offered me the opportunity to be her nurse manager after several offers, on the contrary, was flattered, unsure of my leadership skills, but eventually accepted the management role. Consequently, intrusive disaccords arose in Mrs. Reynold’s life in which she had

A successful and societally beneficial healthcare organization must have a leader who has a sense of right and wrong, exhibits restraint, dispenses wisdom, and is a visionary that guides the organization to reach its maximum potential. The role of a successful leader is dependent upon employees that embrace the organization’s culture, mission, and direction. An effective leader rallies employee support and allegiance to the organization’s cause. An influential leader can elicit employee positivity and dedication, and has the ability to engage employees in achieving goals set forth by the organization and leadership.

The continuously changing long-term care environment requires health care administrators to protect the interests of residents they care for while effectively managing and leading their healthcare teams. For leaders, the path to being a great one is not an easy one because, there will always be the good times, the bad times and sometimes there will be terrible times. The only thing that will set a great leader apart is his/her ability to always lead the team to success. Successful long-term care facilities incorporate varying management and leadership principles to encourage, support, empower, and coach employees. Engaged and motivated employees result in

It has been noted that many nurse managers move up the ranks from bedside nurse to nurse manager without ever having any formal training or orientation to their new leadership role. According to Sherman, Bishop, Eggenberger & Karden (2007), many new nurse mangers report feeling overwhelmed and ineffective in their new role, yet their role is fundamental to connecting the overall goals and visions to bedside practice. When a leader lacks leadership or education and skills to lead, his/her subordinates lacks faith and respect for the leader. Several evidenced-based strategies have been proposed to enhance staff nurse retention by improving nursing leadership. These strategies emphasize the importance of leader preparation and organizational structure.

In order to begin the process of improving turnover rates and nursing shortages, the organization must first look into its leadership/managerial strategies, programs to increase employee career advancement,

In the healthcare field, nursing leaders and managers face consistent issues in their respective practices that force them to alter the way they work and the way they think. In taking on a role as a leader within the field, nursing leaders and managers also take on the role of ensuring that work within an organization runs smoothly regardless of new issues that may arise in the healthcare arena. For instance, in today's healthcare environment, the issues of nurse shortage and nurse turnover have the capacity to alter the healthcare field and many of its respective branches and organizations should these problems not be managed properly by the leaders in the field. In viewing the issue at hand and in discovering how nursing leaders and managers are expected to act, and do act, in order to approach this issues, along with pinpointing the best approach possible to aid this issue, one can better understand which leadership styles are necessary for leaders to function.