The Clinical Practice Situation And The Issue Of A Ping Pong Tournament Essay

Leadership has been defined in a number of ways, but the concept is still indefinable (Barr and Dowding 2016). Buchanan and Huczynski (2010, p. 596) define leadership as “a process of influencing the activities of an organised group in its efforts towards goal-setting and goal achievement”. In clinical practice, leadership translates to an ability to direct other to achieve evidence-based practice that supports enhanced patient outcomes (Kelly-Hiedenthal 2004). Like any other industries and organisations, an effective leadership skill is vital in the healthcare sector to improve the standards of the care and to achieve organisational goals (Bach and Ellis 2015). Sullivan and Decker (2004) stated that nurses often step up to the

Every day, a set team of nurses and nursing managers set out to ensure the health and well-being of their patients. To achieve this goal, a nurse manager must adhere to a specific style of nursing leadership. There are many different styles of leadership in the healthcare field. Bass and Barnes (1985) stated that the two most common are transformational and transactional (as cited in Frankel, 2008, p.24). This paper will define leadership, the two different styles, how each are executed, as well as pros and cons of each.

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

Cultivating the leaders of today and tomorrow will be indispensable to the execution of the impressive objectives delineated for the health service (NHS Scotland 2004). Leadership in nursing involves an amalgamation of clinical, academic, executive and political facets. Hence, there is the contingency for nurses to be leaders at the bedside, in universities, in the boardroom and in a political capacity (Gallagher and Tschudin 2010). The clinical nurse leader position is an emergent dynamism as health care endeavours to cope with the challenges of today’s intricacy and result orientation. (Gerard, Grossman and Godfrey). Nursing leadership is critical for effective practice as nurses emblematise the greatest discipline in health care (Sullivan and Garland 2010). Additionally, leadership in nursing has been established as a cost-effectual approach to enhance patient outcomes in times of constrained monetary reserves, when leaders can administer direction, impel change and embolden others (Murphy 2009).

The type of leadership theory the chief of nursing facilitates is transformational leadership. In the transformational leadership, “the leaders and followers raise one another to higher level of motivation and morality” (Grossman & Valiga, 2009, p. 73). After the training was completed, we felt comfortable and equipped to responding to an emergency in a war zone.

The purpose of this paper is to “gain a holistic perspective of the leadership role and their impact on patient outcomes” (Sinutko, 2016). The role of a nurse in a management position can extend beyond the confines of the hospital. “There are plenty of opportunities to put your nursing skills to good use outside the hospital walls” (Brooks, 2015). Nursing information technology (IT), research analyst, healthcare educator, and the insurance industry are just a few of the opportunities for nurses to make a positive impact on the health and well-being of the population. To create this positive healthcare environment, nurse leaders must work “within a collaborative and interprofessional environment” to

Nursing leadership is when a person leaders and organizes teamwork and encourages other staff members to develop to his or her full potential (Mendes & Fradique Mde, 2014). Effective leadership plays a vital role in the quality of care that the patients are receiving. Having good leadership on a unit improves the quality of care that is being provided to the patients (Ma, Shang, & Bott, 2015). Effective leadership helps to improve the morality of the staff members, which in turn allows the staff members to provide the highest quality of care to his or her patients. Using supportive leadership style will also help to improve the quality of care that the patients are receiving (Ma, Shang, & Bott, 2015). Having an ineffective leader in charge

Per Gaudine and Lamb (2015), transformational leadership is “inspirational and based on motivating followers to achieve a high level of performance” (p. 6). As nursing promotes excellence in standard of care, this style of leadership is beneficial for a leader to demonstrate as inspiring and motivating followers will create the drive for a

Assuming the leadership role during this project has been a very beneficial learning experience. It has helped me to grow as an individual and as a professional. According to the American Nurses Association (ANA), standard twelve focuses on leadership which is when, “the registered nurse demonstrates leadership in the professional practice setting and the profession” (ANA, 2010, p. 55). Within this standard there are competencies that define leadership. The three that I am choosing to focus on consist of developing communication, resolving conflict, commitment to lifelong learning, and treating colleagues with respect (ANA, 2010, p. 55). These three competencies relate closely to my growth and development that

Leaders are often called upon to be innovative and flexible, able to be inventive in an unpredictable environment (Nibley, 1987), which makes talented leaders a tremendous asset to the nursing field, where human behavior can alter from what is typically considered to be the norm. Effective leaders should be able to lead not only others, but themselves too. Additionally, leaders who solicit successful input from others, and develop coalitions through teamwork to achieve results (Kelly & Crawford, 2013). Some head nurses are tasked with being both a leader and a manager, which can become troublesome if an established leadership style has not been learned and mastered (Sorensen, Delmar, & Pedersen, 2011). Being able to navigate the responsibilities of both a leader and a manager, working with doctors, fellow nurses, and patients, in a cohesive manner can be challenging. While the evaluation of leadership styles and the importance of effective leadership in a healthcare setting in the current paper is being evaluated through the view of a newly graduated nursing student, it is important to keep the roles of a head nurse in mind due to potential career goals. Doing such also helps to understand the stresses that the head nurses are under as they fulfill the roles of nursing and leadership within the department.

Leadership comes in many different styles. Depending on the type of mission or goal one has each style of leadership can be helpful or harmful. One leadership style that has been found to work well in a career setting is transformational leadership (Doody and Doody, 2012). Transformational leaders are described as having a deep set of internal values that they encourage those under them to take part in, in the end the ultimate goal for transformational leader is to help the greater good (Doody and Doody, 2012). This type of leadership is especially important in a hospital setting, as everyone should have the health of his or her clients as their end goal. Transformational leadership is one of the most important leadership styles in regard to nursing, as it allows the employees to care about the people and encourages them to take risks and be creative with the ultimate goal of helping others. Becoming a transformational leader is an important aspect for me to learn as a nursing student and can only benefit me in the future. In order to become a transformational leader I must first learn about the qualities this leadership style entails and the effects it has on nursing.

Nurses should be able to develop and enhance other staff by enabling them to apply theory to practice and encouraging them to test new skills set in a safe and supportive environment. This is an example of where leadership activities combine with developmental ones to create competent practitioners through practice based learning. These nurses must adopt a supportive leadership style with coaching, mentorship and supervision as core values. Nurses should also have a leadership role in facilitating their organisation’s staff support and development programme, which should aim to reduce burnout, stress, absenteeism and sickness among team members.

The main focus of the theory is motivation, inspiration and empowerment to create changes. It is based on the idea of empowering others to facilitate overall goal. Bennis and Nanus (1985) describe this new leader as a leader who “commits people to action, who converts leaders into leaders, and who converts leaders into agents of change” (p.3).177. According to processes to engage and motivate staff article “Transformational leadership is important for high quality care delivery, and behaviors that nurse leaders inspire, role model and reinforce are instrumental in creating work practice that deliver optimum care”.

Transformational leadership is an emerging type of leadership that is more adaptable the changing environment within healthcare and has the ability to guide and empower staff to embrace the changes (Finkelman, 2012). This type of leadership is especially important today with many nurses felling unsatisfied, or unappreciated. In order to have a successful organization, it must first have the ability to retain nurses through job satisfaction. Transformational leaders have the ability to encourage staff members to embrace the changes to come, by promoting such things as team work, and recognition of hard work done by staff members (Smith, 2011). Having the ability to recognize staffing needs along with the compassion to try and meet those needs while maintaining the functionality of the organization, is the key to future

Leadership, as defined by Furnham (cited in Su, Jenkins & Liu 2012, p. 272), is the process of affecting change in the employee’s actions and perceptions which is considered as vital for corporate and organizational success. Specifically, leadership in nursing, as reported by Sieloff (cited in Maboko 2011, p. 915), is the power wherein an individual, who is a nurse manager, serves as a catalyst in inspiring one’s staff to act for goal determination and success. In today’s ever-changing health care delivery system, Jooste (cited in Maboko 2011, p. 915) mentioned that a different type of nurse leader should arise paving the way to new and effective future-oriented aims which are dissimilar to the old-time practice. Because of this, Maboko (2011, p. 913) particularly suggested that in order to understand nursing leadership, one must draw the line between management and leadership itself. As stated by Van Dyk et al. (cited in Maboko 2011, p. 913), managers mainly intend on augmenting administrative and organizational outcomes while leaders primarily focus on generating strong bonds and connections between colleagues.