Leading and Managing in Nursing

Observing and analyzing my leader opened my eyes to the amount of responsibility and knowledge one needs to be a great leader. These responsibilities that were witnessed during the shadowing project included aspects of role modeling, mentoring and educating fellow staff and colleagues alike. My leader possessed a well-rounded amount of experience, skills and knowledge about nursing and her management role. All of these aspects we observed and I feel my leader is not only strong nurse, manger and mentor; all these aspects contribute to making her a fine and valuable assets to our organization.

This paper aims to address and discuss about the leadership and management of the nurse leader interviewed. This experience was a great opportunity to witness first hand how a nurse leader cultivate and manage their staffs in real life setting. Moreover, it provides a great access to gain insight and knowledge about nurse leaders’ vital responsibilities and role diversities in the organizations they work with. Nurse leaders pay more specific and close attention in handling the staffs and most importantly, patient care.

Topic 3: 1. There are a few different ways that performance management studies affect patient care outcomes. Warburg (2006) outlines a couple of them. One way is that performance management studies highlight the need for measurement as a central part of performance management. Studies illustrate how the different aspects of performance management link with patient outcomes. This assists health care managers in designing the best performance management systems for their organizations. The way a performance management system is designed has a high degree of influence over patient outcomes. Therefore, it is valuable for managers to know what types of performance management systems exist, where they are best applied, what the expected outcomes of implementing such systems might be and what the risks associated with these systems might be. All of these different factors are covered in the studies around performance management systems in health care.

In this essay I will discuss the leadership style of 3 nursing leaders, which I chose from Nursing Leadership DVD (Orazietti & Singh, 2014). I will then describe impact the leaders ' style has on improving nursing care, organizational processes, and inter-professional collaboration. In addition, I will provide some examples of a change process or difficult situation which leaders encountered. Finally, I will explain how I have dealt with difficult situation involving my colleague and one of physician in the hospital department where I worked. Throughout this essay I will analyze what leaders should have done differently. 3 Leaders which I have chosen were Debra Bournes from group 1 because of her political and administrative success, Mina Singh from group 2 because she is renowned for her educational style at York University, and Esther Green from group 3 because she is the sound and knowledgeable practitioner.

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Nursing guidance is a complex but essential part of the nursing workforce. Guidance can come in the form of management and in the form of leadership. The two terms are often used interchangeably, but do not always mean the same thing. The nurse manager is often someone who has authority from the facility to be in management. The nursing leader may not have authority over other nurses, but may be a strong guide in the workplace for other nurses and nursing staff. Nursing as a profession is ever-changing and increasingly challenging. Nurse managers are tasked with an enormous variety of functions in their respective workplaces, budgeting, scheduling, hiring, disciplinary actions, implementing facility policies and procedures, and the

Leadership is encountered in every occupation and in everyday life. In nursing, leadership is not only prevalent; it is crucial to patient care and employee satisfaction. The nurse leader that was interviewed was a nurse at the Newport Hospital in Newport, Washington. This is a small hospital in a rural community. She is a charge nurse in the acute care unit, as well as in charge of leading infection control in the hospital. With these roles comes a lot of responsibility, and tasks that must be completed in a timely manner to create a workflow for the rest of the staff. There is a lot of juggling and balancing everything that is included in all of those positions.

Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.

Having effective leadership and management is essential for any health care facility to operate. Both leadership and management are an essential part to delivering quality healthcare to the patients that they serve. The foundation to any facility is nursing which must be led by the best leadership and management available for its continued success. This is the key to helping that facility to achieve a high level of patient and employee satisfaction. Having adequate staffing for any facility is an issue that many facilities face due to the shortage of nurses. This paper will compare and contrast nurse leaders and managers thoughts with the use of contract employees to assist with the shortage of nursing staff. It will also show support with theory, principles, skills, and roles of the leader versus the manager. It will also identify the writer’s personal philosophy of nursing as well as explain her own personal style of leadership.

Leadership is often defined as the process of “influencing the thinking and action of others with respect to achieving a goal” (Gaudine & Lamb, 2015, p. 2). This paper focuses on interactional theories, specifically transformational leadership, which involves the leader creating and providing a vision and influencing followers to achieve the goals, exhibiting enthusiasm and optimism (Gaudine & Lamb, 2015). To be an effective leader, one must exhibit a transformational leadership style. This includes being emotionally intelligent, having appropriate conflict resolution strategies and being able to respect diverse views. For this assignment, we conducted an interview with our former instructor, K.R., who we

There are many skills, traits, and behaviors one must possess in order to be an effective leader. The American Organization of Nurse Executives (AONE) has compiled a list of competencies and skills that nurse leaders should be proficient in. The five competency domains identified by AONE (2011) are “communication and relationship building, knowledge of health care environment, leadership skills, professionalism, and business skills” (p. 3). The competency domain I believe is essential for one to possess in order to be an effective executive nurse leader is communication and relationship building. The competencies AONE (2011) listed under the domain communication and relationship building are “effective communication, relationship management, influence of behavior, ability to work with diversity, shared decision-making, community involvement, medical staff relationship, and academic relationships” (p.3). I will discuss how Tom (nurse manager of a psychiatric unit) did not meet these specific characteristics under that domain.

Working as a nurse I am often thrusted into charge positions or work situations with little or no orientation first. Though I have learned to value my ability to adapt readily to accomplish what needs to be done, have developed worthy professional skills, and received good feedback in these situations. As my experience matures I have realized the value to transition with an accomplished set of skills attained from thorough orientation necessary for the job or project. Further formal education in nursing led to take a nursing leadership course in which leadership is described as contrary to the charge forth leadership many often envision. Leaders should guide from the side rather than as the sage on the stage. Supporting the development of each

Anyone, especially nursing leaders, can bring about change within a healthcare system. In this week’s lesson, we discussed change theories, conflict theories, and leaders as change agents. Overall, change is based upon a variety of factors. They range from different situations to the environment. The three change theories that we discussed this week include the environmental change theory, the teleological change theory, and the life cycle change. The environmental change theory basically states that various environmental factors are the reason for change. These changes are happening for survival. Teleological change can be identified as planned change or scientific management. This type of change is purposeful and includes planning,

Nurses must be able to maintain certain competencies to perform a job proficiently. Most facilities have required competencies that are included in performance evaluations, and performance evaluations are often performed annually. Direct observation of the employee by the person conducting the evaluation allows for the evaluation to be precise and fair. Evaluations in a private setting allow for open communication for positive and negative remarks. Positive and negative feedback allows for growth of an employee (Yoder-Wise, 2015).

Leadership and management are similar; however, have different definitions. Some leaders have an innate ability to learn whereas others may have to learn how to lead. A manager may not be an effective leader. A leader must possess certain characteristics to be effective. Communication, fairness, and leadership knowledge are the top three characteristics of an effective leader.