Effective Approaches in Nursing Leadership and Management

Effective Approaches in Nursing Leadership and Management

Effective Approaches in Nursing Leadership and Management

https://onlinenursingessays.com/effective-approaches-in-nursing-leadership-and-management/

High turnover rates in nursing remain one of the most critical determinants of a healthcare organization. The rate and frequency that nurses or hospital workers join and leave affect the provision of healthcare directly or indirectly. The nursing profession is unique and demands practical as well as strategic leadership and management skills and approaches that will ensure new hires and experienced nurses are retained in a healthcare facility or organization (Wood, 2017). Imperatively, to tackle this issue, nursing leaders and managers need to interrogate the causes of high turnover and contributing situations. The high turnover rate of nurses emanates from a host of factors that require leaders in the profession as well as institutional managers to seek effective methods to minimize their occurrences. These include career advancement, retirement, increased workload, lack of life and work balance, rescheduling, and low nurse staffing ratios, among other issues (Hughe, 2017). Imperatively, this paper focuses on how leaders can deal with the issue of turnover and address it through an appropriate leadership style.

Nurse Turnover

An increasing recognition exists that the attainment of a health system’s objectives, including sustenance of efficient delivery of quality patient outcomes, requires an adequate and effective nurse workforce (Carlson, 2018). As such, organizations should have effective retention of their nursing staff and ensure that they possess the right skills within the sustainable workforce. Different studies and reports demonstrate the extent and the effects of a high nurse turnover that affects almost the entire global healthcare industry and nursing sector (Hughe, 2017). Nurse attrition results in different and high costs to healthcare organizations.

In their article, Ellrich and Nelson (2020) observe that the industry registered the highest levels of nurse turnover in 2019, and the most affected nurses are mainly those with less than two-year period in an organization. The authors note that the industry registered about 17% in turnover rates and costing every hospital about $4.4 million each year. The authors are pessimistic that with the current problem of COVID-19 pandemic, hospitals will continue to register increased workforce instability than ever before. According to Wood (2017), high turnover rates are costly to the healthcare system and harm the quality outcomes for patient care. Carlson (2018) asserts that nurse attrition has enormous impacts on both organizations and employees, especially nurses in units like emergency departments and rooms. The adverse effects include reducing overall morale, chaos in the scheduling process, loss of resources, and a stretched human resource capacity as well as overwhelming the human resource teams and their ability to have effective recruitment. Carlson notes that the staffing process is the worst hit by attrition, and it becomes harder for nurses to perform their duties usefully due to increased burden and long shifts.

As such, overworking the nursing staff that is retained may be the prudent move in the short term for nurse managers. However, it increases the nurse-patient ratios, which can lead to burnout, possible medication errors, and even more turnover. The replacement of a nurse costs a health institution between $22,000 and $65,000. Further, reports show that a hospital can lose close to $8 million each year indirect costs related to nursing turnover (Wood, 2017; Ellrich & Nelson, 2020). The implication is that high nurse turnover can result in a loss of essential memories by affected nurses about an institution. Imperatively, leaders and nurse managers need to get strategic solutions through better leadership approaches and management interventions to address this critical problem.

Roles of Leaders and Managers Based on different Approaches to the Issue

Nurse turnover is a critical issue that has attracted the attention of all stakeholders in the healthcare industry and even policymakers within the government. Turnover is an important determinant of organizational output, especially in the healthcare sector that is transforming and also dealing with unique situations like pandemics and infectious diseases (Heidari, Seifi & Gharebagh 2017). While different initiatives, programs, and strategies have been proposed by different players, right from nursing and other medical professionals, as well as scholars and policymakers in government, nurse leaders and managers, remain critical at having these solutions work.

Leaders and managers must establish retention initiatives as practical approaches to dealing with the problem. Having retention strategies means that the leaders and managers should apply critical leadership as well as management skills, competencies, and abilities to ensure that the issues raised by nurses or leading to attrition are addressed collaboratively. According to Heidari et al. (2017), nurse leaders and managers need to understand the reasons for nurses leaving their employment and mitigate the factors that lead to the intentions of these professionals leaving the workplace. For instance, studies demonstrate that most nurses leave because of job dissatisfaction, especially when a nurse requires career progression and empowerment. The implication is that leaders should advocate for nurses to get better training and career progression opportunities in the organization. Nurse leaders need to ensure that bedside nurses have a manageable workload and get chances to increase their competence and skills for better service delivery.

Additional Aspects by Leaders and Managers to enhance Professionalism

According to Wood (2017), nurse leaders and managers should develop effective approaches in their efforts to address the problem by getting an excellent fit to mitigate the turnover, right from the hiring process. Leaders should engage the nurses to avoid burnout. At the same time, the management should institute an effective hiring process which allows an organization to attain the best fit based on an individual’s attitude and ability to stay. Managers can establish retention policies when hiring nurses. For instance, a strategy that requires a nurse to spend at least a certain amount of time at the organization can mitigate turnover (Ellrich & Nelson, 2020). Managers should develop retention strategies like the creation of growth opportunities for nursing staff, recognizing nurses for meaningful performance and achievement, and improving the work environment.

Effective Leadership Style and Advocacy

On their part, nurse leaders should develop and nurture the collaborative working relationships with the nurses and ensure that the professional code of conduct and ethical principles guide how they deal with bedside RNs in their units. According to Hughes (2017), specific leadership strategies can promote the retention of nurses. These include trust, loyalty, having integrity through the use of both aesthetic and authentic leadership models. As nurse advocates, nurse leaders should ensure that their staff work in a secure and safe environment for effective service delivery to patients. The leaders should also support the nurses and use team-building strategies to attain a coherent and high performing team.

The implication is that nurse leaders should use a transformational leadership approach to inspire their nurses, encourage them to attain career goals, and ensure that they deliver the best quality outcomes to retain them (Maxwell, 2017). Studies show that a positive relationship exists between transformational leaders and nurse performance and retention in healthcare organizations. From a Christian and biblical perspective, leaders and managers have to protect their employees and ensure that they are treated well to offer better services to patients (Maxwell, 2017). Transformational leadership ensures that nurses develop professionally, and organizations use effective strategies to solve problems facing them.

Conclusion

Nurse leaders, as well as managers, need to develop responsive and practical models to deal with the issue of nurse turnover to ensure that they mitigate costs and adverse effects associated with the problem. The use of a transformational leadership approach and application of ethical as well as professional code of conduct principles should the starting points.

References

Carlson, K. (2018). Avoiding the organizational pain of high nurse turnover. Retrieved from

http://exclusive.multibriefs.com/content/avoiding-the-organizational-pain-of-high-nurse-turnover/healthcare-administration

Ellrich, M. & Nelson, B. (2020 March 23). Nurse Turnover, Part 1: How to Retain Your Best.

Retrieved from https://www.gallup.com/workplace/296198/nurse-turnover-part-retain-best.aspx

Heidari M, Seifi B, Gharebagh Z. A (2017). Nursing staff retention: Effective factors. Annals of

Tropical Medicine and Public Health, Vol. 10, No.6, pp.1467-73.

Hughe, V. (2017).  Review Article: Leadership Strategies to Promote Nurse Retention. Scientific

 Journal of Nursing & Practice.

Maxwell, E. (2017). Good leadership in nursing: what is the most effective approach? Nursing

            Times [online]; Vol.113, No. 8, pp.18-21.

Wood, D. A. (2017). Employers need to address nursing turnover. Retrieved from

https://mediakit.nurse.com/employers-need-to-address-nursing-turnover/

Details:

In this assignment, you will be writing a 1,000-1,250-word essay describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:

1. Select an issue from the following list: nursing shortage and nurse turn-over, nurse staffing ratios, unit closures and restructuring, use of contract employees (i.e., registry and travel nurses), continuous quality improvement and patient satisfaction, and magnet designation.

2. Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.

3. Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited to your personal leadership style.

4. Use at least two references other than your text and those provided in the course.

Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

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This Effective Approaches in Nursing Leadership and Management assignment uses a grading rubric. Instructors will be using the

rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

You are required to submit this Effective Approaches in Nursing Leadership and Management assignment to Turnitin. Refer to the directions in the Student Success Center. Only Word documents can be submitted to Turnitin.

NRS 451v GC Week 2 Discussion 1 Latest

One of the five elements of emotional intelligence is self-awareness. What behaviors would someone with strong self-awareness demonstrate within the context of leading and managing groups? Provide an example.

NRS 451v GC Week 2 Discussion 2 Latest

Today’s workforce is diverse and has multiple conflicting priorities. As a nurse leader, you would like to see your hospital implement an outreach program that will benefit needy members of the community. What are some methodologies of communication you would use to develop a shared vision with your stakeholders? How would you apply strategic management to make your visions for the outreach program become reality?

Introduction
If there is such a thing as nurse leadership, what is the best way to approach it? What research has been done on the efficacy of various leadership styles? Despite the profession’s overwhelming interest in leadership, there is surprisingly little proof of what works, and much of the narrative is based on received wisdom or personal experience.

Leadership is difficult to study since there is no clear correlation between a leader’s activities and their results. Instead, leadership is one of many aspects that contribute to the context in which individuals operate. Because of this intricacy, there is no “one-size-fits-all” solution for what constitutes successful nursing leadership.

Which is more important: transactional or transformative communication?
Following Burns’ research, there has been a lot of discussion on the difference between transactional and transformational leadership (1978). Transactional leadership is a behavioural model in which leaders ensure that work is performed by reward or consequence, whereas transformational leadership is a motivational model in which leaders aim to elicit motivation in others rather than forcing them to finish a task. The four ‘i’s’ of transformational leadership are described by Bass and Avolio (1990) as follows:

Individualized attention — identifying the requirements of certain employees;
Question the status quo and provide new ideas for intellectual stimulation.
Present a vision in which employees can fulfill their personal ambitions while also helping the organization achieve its objectives.
Idealized influence — act as a role model.
Burns’ original work is frequently presented as a stark choice between transactional and transformational leadership, with the former regarded as evil and the latter portrayed as good. In reality, though, distinguishing between the two is more difficult. Transformational leadership, according to Avolio and Bass (1995), is more common at the top of the organization than at the bottom. Even transformational leaders, according to Judge and Piccolo (2004), occasionally deploy contingent rewards. This shows that the best leadership style depends on the situation — being entirely transformational or entirely transactional could be as detrimental.

ADDITIONAL INSTRUCTIONS FOR THE CLASS

Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.

Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.

One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.

I encourage you to incorporate the readings from the week (as applicable) into your responses.

Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately.

In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.

Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).

Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

APA Format and Writing Quality

Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).

Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.

I highly recommend using the APA Publication Manual, 6th edition.

Use of Direct Quotes

I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.

As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.

It is best to paraphrase content and cite your source.

LopesWrite Policy

For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

Communication

Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

Also view Professional Resume and Cover Letter: NRS 451V GC Week 1