Nursing leadership and Mangement Essay

During the recent years, the American Healthcare system is struggling with the issue of the nursing shortage and turnover. There are many rationales and reasons for this issue and the writer will discuss some of them in this paper. Nursing shortage and turnover remarkably influenced on the provision of the services by the health care provider, the financial burden on the healthcare facility and also a stressful working environment for the nurses. Also, the writer will discuss and evaluate this issue by evaluating numerous leadership and management theories and their roles. In addition to it, will also share a personal and professional philosophy of nursing associated with this issue.

Yellow sticker for a Student who has been diagnosed as having a Specific Learning Difficulty. Please make sympathetic allowances for spelling and written expression when marking this assessment.

3). In this relationship, each must work through phases including conflict resolution and negotiation as part of the process. Transformational theory further explains leadership must include exhibiting a degree of emotional intelligence. This occurs when perceiving how others feel, understanding how the feelings lead to thinking, understanding the emotions, and managing emotions internally. In respects to this theory, emotional intelligence enhances this bi-directional relationship between the leader and the followers (Spears, 2002).

No matter how great a nurse leader may be, every nurse leader has their strengths and weaknesses. My strengths include being compassionate, humble, and resilient. Whereas my biggest weakness as a leader is not having the appropriate skills to influence others to see things my way.

Leadership and management are essential to any health care organization, balancing patient care, employees, physicians, and the organization. Nursing is founded on interpersonal relationships. As a people-oriented profession, nursing leadership styles are influenced by humanism. The mission, attitude, and behaviors of a health care organization begins with its leadership, which creates the direction and purpose of the organization. The purpose of this paper is to differentiate between leadership and management, describe views of leadership, and explain the

Nursing shortage refers as a difference between supply and demand of registered nurses (RN) and turnover refers to the loss of an employee due to transfer, termination, or resignation (Huber, 2014). Worldwide, Hospitals are experiencing nursing shortage despite of intervention and innovation attempt. Nursing shortages can lead to longer working hours under stressful situation that can result in fatigue, burnout, medical errors, mistake, and job dissatisfaction which can endanger patients’ safety and quality of care (American Nurses Association, 2015). Hospital leaning toward the profit making is also adding up nursing dissatisfaction. Therefore, visionary leader and manager can help to resolve these issues and promote the friendly working environment to reduce the nursing shortage, turnover, dissatisfaction and safety issues. In this paper, the writer explains the necessary steps that manager and leaders need to take to minimize the nursing shortage based on philosophy of nursing, organizational structure along with the writer’s personal approach finding the solution of the problem.

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

The difference between a chief nursing officer (CNO) and a nursing student can be determined by experience, status, and education level. However, both a CNO and nursing student possess overlap in the domain of leadership. While a CNO may be immediately perceived as a high-ranking leader, a student nurse also possesses the ability to demonstrate leadership skills. Within interactional theories lies the approach of transformational leadership. Both a CNO and nursing student are more than able to demonstrate leadership traits of same, whether it be in a clinical setting or as a mentor to others. However, no matter what setting, the nurse is susceptible to risk of burnout as nursing is a demanding and stressful profession. By utilizing the style of transformational leadership, nursing leaders have the potential to reduce and mitigate risk of burnout. In order to achieve same, two out of four entry-to-practice competencies have been highlighted: individuals must maintain self-regulation; and maintain professional responsibility and accountability throughout their professional career.

“Managers with leadership styles that seek and value contributions from staff, promote a climate in which information is shared effectively, promote decision making at the staff nurse level, exert position power, and influence coordination of work to provide a milieu that maintains a stable cadre of nurses”, (Boyle, Bott, Hansen, Woods & Taunton, 2009). This statement describes the large impact a leadership style can make on the work environment, and the morale of the team. In nursing history, several theories and leadership

On Thursday, April 14, we participated in our second simulation experience for N410L Leadership/Management in Nursing Laboratory. This was not only the last simulation experience for this course, but it was also the last simulation of our undergraduate nursing studies at CSU Fullerton. Therefore, in light of this fact and considering that the topic of our simulations centered on dying and end-of-life care, there were many emotions that were brought forth during our time in the simulation lab. Altogether, by participating in simulation, observing the scenarios simulated by my colleagues, and by discussing these topics with faculty, I have gained additional skills and confidence in providing end-of-life care for my patients.

Canada’s healthcare system has more than 270,000 registered nurses (RNs) who provide direct care to patients across the care continuum (Canadian Nurses Association, 2013, p. 3). According to the Canadian Nurses Association (CNA) (2009), RNs should and must be leaders in order to provide safe, competent and compassionate care to patients. In all roles and domains of patient-centered practice, nursing leadership is about critical thinking, action and advocacy (Canadian Nurses Association, 2009). As senior nursing students who will soon be professional clinical practitioners, we decided to explore nursing leadership and current nursing issues in Canada by asking an experienced nursing leader. We interviewed the former executive director of Alberta Health Services about her leadership experiences (see Appendix for interview questions). To protect her identity, we will call her Ann. Ann identified transformational leadership style to be most effective at every level of nursing practices because of its positive impact to patient and organizational outcomes. She recognized disempowerment as a current issue in nursing, and provided us with suggestions for potential solutions include developing leadership and practicing self-regulation. Upon reflection, we developed two personal goals for becoming empowered nursing leaders in the future.

Nursing deficiencies can prompt employment burnout, push, and can likewise jeopardize patients, one of the studies specifies "that nurse should be assigned out to every patient, the patient has a 7% improve in the probability of death within 30 days of admission and a 7% expansion of inability to protect" (Mensik, 2014). This paper shows the issue on the nursing lack and turnover among medical caretakers. It will particularly show what author expects nurse manager and leadership to manage this issue. The methods of reasoning of these desires depend on standards, theories, roles, and abilities of leaders versus directors.

Managers, according to Dwyer and Hopwood (2013, p. 4), are ‘organisational members who are responsible for the work performance of other organisational members’. No matter on what level of management, managers are utilizing organisational resources to make decisions and take actions when performing their management role and responsibilities with their formal authority. As today’s healthcare landscape has brought many changes, challenges, and even turmoil for nurse managers, supervisors, and team leaders, now, more than ever, nursing needs energetic, committed and dedicated managers with leadership capacity to meet the enormous demanding of the healthcare climate and unpredictable challenges (Tomey 2009). McKee, Kemp and Spence (2013, p. 4) agree that: ‘in organisations today, everyone needs to be a leader’. The leadership skills and abilities of nurse managers have long been acknowledged as the fundamental strengths to make critical contributions to the smooth operation of hospital care (McGuire & Kennerly 2006). Effective use power by leaders and the role of managers can stimulate and engage staff members and followers in a more creative problem-solving process and “out of the box” thinking (Dignam et al. 2012). Managers implement leadership role can produce results that are far more likely to provide the

Professional nurses need to possess adequate training on management, administration and HR development and interpersonal skills that facilitate the achievement of the mission and vision of the organization. This justifies nursing leadership is a permanent feature of professional achievement that allows participation and planning inherent in professional practice of team activities. Nursing leadership enables nurses to participate in decision-making, generate new ideas and help in solving daily problems faced. As nursing is gaining an increasing impact on all aspects in provision of quality healthcare, it is important for nurses to develop leadership skills early in the career. Already nursing metrics are being introduced so that nursing care can contribute to patient outcome by bringing cost-efficiency.

A conceptual framework is a group of concepts that are broadly defined and systematically organized to provide a focus, a rationale, and a tool for the integration and interpretation of information (Mosby’s Medical Dictionary, 2009). Conceptual framework controls how things happen physically and do this in a way that is easy to remember and apply.