What Is The Impact Of Higher Education On Micro Systems

You provided a thorough explanation of what macrosystem, mesosystem and microsystem are within the health system. You also successfully explained how systems theory can be utilized to examine the microsystem of care and how all levels must take synchronized action in order to address problems and develop the appropriate solutions. This way of thinking is an example of one of the competencies of the Clinical Nurse Leader’s (CNL) role as a clinical outcomes manager.

Baccalaureate nursing (BSN) programs educate graduates that are prepared to obtain beginning leadership positions in various healthcare

“Nursing is informed caring for the well-being of others” (Swanson, 1993, p. 352). Kristen Swanson’s relationship-based caring theory encompasses maintaining belief, knowing, being with, doing for, and enabling. Nursing is a profession with vast opportunities for growth and development. Each nurse has his or her individual passions; mine reside within obstetrics, women’s health, and nursing leadership. Nurse leaders play an integral role in the success of healthcare organizations. Nurse leaders shape the roles of nurses within their organizations. Nurse leaders seek methods to improve patient care. They also use innovation to gain efficiencies in care delivery and decrease healthcare cost. Many nurse leaders have an ultimate goal to aspire to be a chief nursing officer in a healthcare

The nurse educators provide the leadership and support for motivating nurses to overcome their fears of short comings and promote their abilities above and beyond their comfort zone (Ashton, 2012). Leadership is a key element for growth of the nursing profession and strength of the professional nurse amongst their healthcare colleagues

A survey was conducted with 102 graduates from an associate degree program. The data analysis discussed the graduates’ perception of their comfort level with leadership, delegation skills, management, professional identity and teamwork (Jones & Mbewe, 2011). This paper will focus on the areas that the graduates felt inadequate and compare these areas to the focus and content of each program. It will also look at differences in nursing care approaches based on educational background.

Nurse leaders are the background to the nursing care. Effective nurse leaders can promote a positive workforce and a healthy work place for other nurses. Workplace dynamics is an essential part of how each nurse functions. Nurses, being mentally and physically stressed, need to have support and guidance from a nurse leader to feel confident about performance. The impact of nursing leaders can be a positive and guiding force for the younger or more inexperienced nurse. Having strong relationships with solid leaders can instill values in the beginning stages of a newer nurses’ career. Gaining insight and core concepts from a more experienced leader can make a world of difference in the way a new nurse performs, provides patient care, and sets future goals for themselves. A newer nurse with a positive role model and nurse leader can model themselves to become a leader for future nurses.

In nursing, leadership does not only consist of being in a higher position but in all aspects of nursing, whether one is a staff nurse or a unit manager. A nurse must be able to lead patients, family, or a community, to a higher level of understanding in regards to the over all aspects of people’s health. However, primary degrees in general do not prepare nurses for

However, the omnibus leadership model proposes that the same education in a healthcare system allows employees to obtain significant skills and experienced for patient care (Ledlow & Coppola, 2010).

As a nurse administrator, I have a distinct role to play in the healthcare sector. Preparation for this position commences at the graduate level; either masters or doctoral level. Prospective students at graduate level are expected to indicate a variety of roles across healthcare sector as stipulated in the legislative law. Factors such as the nature of the organization and its system of leadership provide credible knowledge that is critical for nursing management roles. As opposed to Gerontology Nurse Practitioners who are expected to have a wide array of technical and hands-on skills

One mistake that new nurse leaders make is that they believe that the only way to get things accomplished, is to be direct and autocratic (Kerfoot, 2008.) The new leader’s fear of failing can influence them to take on the autocratic role to try and earn respect from their employees. However, this is not considered to be very effective among staff. When the professional nurse takes on the autocratic leadership trait and uses it on a daily basis, employees feel micromanaged. When a manager micromanages their employees they take the risk of lowering morale, and losing good workers (North, 2011.) Nurses have a lot of autonomy in their profession. They work independently and take responsibility for their actions. When they become micromanaged by their nurse leader, it takes away that autonomy and creates a work environment that is very low in morale, and can hurt the relationship between manager and employee. Often managers are experiencing a substantial amount of stress from the administration concerning budgets, deadlines, and high performance issues, but this does not justify micromanaging employees (North, 2011.) It is important to give your staff some independence; this lets them know you trust their judgment (North, 2011.) A nurse leader may also change their leadership style depending on if they are dealing with an inexperienced new graduate nurse, or an experienced veteran nurse.

Having a proper nursing education will allow prospective nurses to develop the skills needed to demonstrate adequate leadership within the workplace

Not all nurses go into the profession with leadership ideas. The nursing profession must produce leaders throughout the health care system. Leaders must function as workers, and administrators with leadership qualities, while still meeting their budgets and running effective units with high functioning and happy staff members. They need to trouble shoot necessary and work with the medical faculty while pleasing their staff and the administers.

In the increasingly complex, ever changing environment of today’s healthcare, effective leaders are essential to help drive positive change resulting in increased access to care with positive outcomes for as many as possible. In its 2010 report, The Future of Nursing: Leading Change, Advancing Health, the Institute of Medicine (IOM) recognized that nurses are well positioned to play a key role in the transformation of our healthcare system in the United States (U.S.) (Institute of Medicine [IOM], 2010). In The Essentials of Doctoral Education for Advanced Nursing Practice, the American Association of Colleges of Nursing (AACN) specifically identifies organizational and systems leadership as a core competency for advanced

Leadership traits associated with nurse executives are honesty, credibility, supportiveness, visibility, and flexibility. Nurse executives analyze nursing functions and empower nurses through participatory decision making, shared governance, and employee involvement. Nurse executives share the vision and goals of the hospital and promote application of a nursing theory into the nursing care delivery system. They anticipate the future of health care and nursing and serve as monitor, role model, and preceptor to lower level management (Upeniecks, 2003). Nurse executives in the Magnet program are required to have advance practice degrees with certification in their specialty (ANCC). Understanding evidence-based management and enabling the use of evidence-based knowledge provides the nurse executive with the tools to improve patient outcomes. The transformational leader will remove barriers to improvement and encourage outcome based thinking. While nurse leaders are charged with questioning the status quo, nurse managers in the transformational approach to leadership are charged with maintaining the status quo.

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.