NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE

Walden University NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE-Step-By-Step Guide

 

This guide will demonstrate how to complete the Walden University NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

 

How to Research and Prepare for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE                     

 

Whether one passes or fails an academic assignment such as the Walden University NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

 

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

 

How to Write the Introduction for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE                     

The introduction for the Walden University NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

 

How to Write the Body for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE                     

 

After the introduction, move into the main part of the NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

 

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

 

How to Write the Conclusion for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE                     

 

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

 

How to Format the References List for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE                     

 

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE Included After Question

A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.

However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.

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Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization. NURS 6053 Nursing Discussion 1: Leadership Theories in Practice.

To Prepare:

Review the Resources and examine the leadership theories and behaviors introduced.
Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments NURS 6053 Nursing Discussion 1: Leadership Theories in Practice.
Reflect on the leadership behaviors presented in the three resources that you selected for review.
By Day 3 of Week 4
Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace

A Sample Answer For the Assignment: NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE
Title: NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE

Leadership is critical to organizational growth, and leaders should possess desirable traits to influence followers positively. The resources I reviewed on leadership theories and behaviors demonstrate leadership as uniting for a common purpose. As a result, leaders and followers must understand each other and what they want to achieve. As Lai et al. (2020) underscored, the purpose of a leader is to inspire followers, communicate the strategic plan, and ensure the followers understand the mission and vision of the organization and planned activities.

Employee engagement has also been emphasized as a desirable behavior that leaders must prioritize. Central to the success of transformational leadership, engagement involves enabling access to information, opportunities, and shared decision-making (Amor et al., 2020). It promotes the unity of purpose and encourages followers to be part of progressive change and organizational transformation.

I have witnessed various instances where transformational leadership behaviors and skills have been used in practice. Commonly in change implementation, nurse leaders or project leaders influence change through inspiration to ensure stakeholders and followers understand the purpose of the change. I have witnessed this approach being implemented in change projects for addressing workplace incivility and helping nurses to cope with nurse burnout.

Influence through inspiration helps change agents earn stakeholder support and reduce possible resistance to change. Engagement also helps followers to connect with the change process and feel valued (Fransiska & AyiAhadiat, 2021). Doing so develops an emotional connection with a project and promotes active participation.

Regarding the effectiveness of these skills and the impact of practice in the workplace, it is right deducing that leaders cannot succeed without engaging their followers. As a result, leading through inspiration and engagement promoted collaboration as situations necessitated. The implication is that diverse teams readily participate in their assigned roles if they are actively engaged. The other positive impact was that change implementation was quick, teamwork was central to cohesion, and conflicts during change implementation were reduced significantly.

 References

Amor, A. M., Vázquez, J. P. A., & Faíña, J. A. (2020). Transformational leadership and work engagement: Exploring the mediating role of structural empowerment. European Management Journal, 38(1), 169-178. https://doi.org/10.1016/j.emj.2019.06.007

Fransiska, T., & AyiAhadiat, K. H. (2021). Transformational leadership on employee engagement: the mediation of work-life balance. Nveo-Natural Volatiles & Essential Oils Journal| NVEO, 10453-10471. https://www.nveo.org/index.php/journal/article/download/2160/1907

Lai, F. Y., Tang, H. C., Lu, S. C., Lee, Y. C., & Lin, C. C. (2020). Transformational leadership and job performance: The mediating role of work engagement. Sage Open, 10(1), 2158244019899085. https://doi.org/10.1177/2158244019899085

A Sample Answer 2 For the Assignment: NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE
Title: NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE

Effective leaders take a personal interest in the long-term development of their employees or subordinates. Again, they use tact and other social as well as leadership attributes to encourage their followers to attain their best (Broome et al., 2022). These leaders are keen on tapping into the individual motivation in the interest of advancing overall good and development of their organizations. Based on two scholarly articles, leaders affect the perception of a healthy workplace based on the type of attributes that they demonstrate. Additionally, leaders develop a healthy workplace when they practice and follow transformational leadership style.

According to Boamah (2022), transformational leaders focus on how their employees can attain the best for the organization through a new way of doing things. Transformational leadership attributes allow leaders to create and sustain a healthy workplace culture that encourages increased innovative approaches to developing solutions for all stakeholders (Vidman et al., 2020). Transformational leadership is authentic, interested in personal development of employees, and promotes a positive and inclusive workplace culture for nurses to deliver quality patient care.

These skills and behaviors are practiced in highly performing healthcare organizations that focus on quality care delivery. These entities have a strong employee-focused and patient-centered culture whose aim is to improve overall health outcomes. In this organization, these behaviors have been applied to help solve diverse staff issues and aspects that may impact the overall care delivery.

These skills have been effective in ensuring that employees have a common approach to issues and prioritize patient care to improve overall outcomes (Bregenzer et al., 2020). The leaders in the organization are also ethical and value integrity and transparency when dealing with nurses and patients. The leadership style and skills have also led to the development of teamwork approach which implies that all work with one common vision and purpose.

References

Boamah, S. A. (2022). The impact of transformational leadership on nurse faculty satisfaction

and burnout during the COVID‐19 pandemic: A moderated mediated analysis. Journal of Advanced Nursing, 78(9), 2815-2826. https://doi.org/10.1111/jan.15198

Bregenzer, A., Milfelner, B., Šarotar Žižek, S., & Jiménez, P. (2020). Health-promoting

leadership and leaders’ listening skills have an impact on the employees’ job satisfaction and turnover intention. International Journal of Business Communication, 2329488420963700.

https://doi.org/10.1177/2329488420963700

Broome, M., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert

            clinician to influential leader (3rd ed.). New York, NY: Springer.

Vidman, Å., & Strömberg, A. (2020). Leadership for a healthy work environment–a question

about who, what and how. Leadership in Health Services, 34(1), 1-15.

DOI: 10.1108/LHS-06-2020-0041

Thanks for the insightful discussion. From your analysis, I have learned that transformational leadership behaviors is critical to the success of the organization. Transformational leaders are good listeners, good coaches, having empathy and support, and being able to motivate and offer recognition.

            Effectively implementing transformation leadership practices like empathy can have a substantial and lasting impact on my organization. For example, when leaders display empathy towards the people they are leading, it can help cultivate an environment that is more collaborative and respectful of diverse opinions (Hai et al., 2021). Leaders who exhibit empathy have also been found to be agents of change who foster positive team performance and employee engagement. This can manifest itself in greater workforce efficiency, better respect for workspace rules, lower employee turnover, and improved customer satisfaction (Skar et al., 2022). Therefore, demonstrating leadership behaviors such as empathy may be instrumental in providing a strong foundation for organizational success.

             Applying transformation leadership practices like empathy can be challenging. One inherent challenge is the difficulty of establishing trust and influence between leaders and team members; this requires sensitivity, assurance, and an understanding of different personalities within the team (Renzi, 2020). Enacting change through such a framework also presents unique challenges because in order to generate new ideas, everyone’s opinions must be actively heard, but differing ideas may cause contamination in morale.

Additionally, obstacles can arise when handling difficult tasks unrelated to leadership roles like paperwork or arduous projects – it may seem confusing or intimidating to offer direction while being empathetic without diminishing one’s role as leader. Respectfully addressing these challenges while keeping a focus on achieving the desired outcome provides potential benefits that make working towards transformation leadership worth the effort.

References

Hai, T. N., Van, T. T., & Thi, H. N. (2021). Relationship between transformational leadership style and leadership thinking of provincial administration leaders. Emerging Science Journal, 5(5), 714-730. https://www.researchgate.net/profile/Thanh-Nguyen-Hai/publication/355166896_Emerging_Science_Journal_Relationship_between_Transformational_Leadership_Style_and_Leadership_Thinking_of_Provincial_Administration_Leaders/links/6162b5ecae47db4e57b935ed/Emerging-Science-Journal-Relationship-between-Transformational-Leadership-Style-and-Leadership-Thinking-of-Provincial-Administration-Leaders.pdfLinks to an external site.

Renzi, T. M. (2020). The Effect of Leadership Styles on Project Implementation. Open Journal of Leadership, 9(04), 198. https://www.scirp.org/html/2-2330259_104629.htmLinks to an external site.

Skar, A. M. S., Braathu, N., Peters, N., Bækkelund, H., Endsjø, M., Babaii, A., … & Egeland, K. M. (2022). A stepped-wedge randomized trial investigating the effect of the Leadership and Organizational Change for Implementation (LOCI) intervention on implementation and transformational leadership, and implementation climate. BMC health services research, 22(1), 1-15. https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-022-07539-9Links to an external site.

Health policy shapes the entire healthcare landscape, including patients and providers. Health policy helps to clarify priorities; it establishes roles and expectations for different groups, whether doctors, nurses, or administrators (Broome & Marshall, 2021). Conflicting needs might make it challenging for policymakers to develop policies. It is because various stakeholders’ interests and objectives can diverge from the established policies and protocols. The competing demands of the labor force, resources, and patients must be considered while discussing the national healthcare issue of mental health.

The workforce requires decent salaries, benefits, and job security for mental health professionals and hence will be more productive and committed to providing the best patient care. Resources must be available to both patients and employees equally. Resources help to reduce the treatment gap and improve the outcome to respond to the large burden of mental, neurological, and substance use disorders (Simon et al., 2023). Finally, it is also vital to consider their needs to ensure that patients receive timely access to the necessary mental health care.

     Limited resources for staff and the environment in which healthcare employees work can significantly foster or hinder quality care. For instance, if resources are scarce, ensuring sufficient funds to deliver essential mental health services and pay and benefit mental health practitioners appropriately could be challenging.

Policymakers could concentrate on initiatives like boosting funding for mental health services and offering incentives for mental health experts to stay in their line of work to fulfill these competing requirements. The unit I work, employees are provided triple incentives for picking up the shift whenever there is short of staff.

     Another competing need in the context of mental illness in hospitals is patient autonomy versus patient safety. Patients with mental illness may be at risk of harming themselves or others, and healthcare providers may need to intervene to ensure patient safety. However, patients also have the right to make decisions about their care, and policies must respect patient autonomy while ensuring patient safety. There was an incident in my unit where a patient screamed and spat on the nurse’s chest. When the patient raised his right arm, the nurse pushed it back down. The patient used his other hand to punch the nurse in the face, then the nurse charged forward and struck the patient in the face/neck area, pushing him up against a wall as the patient continued to hit the nurse’s head and neck. Therefore, providing safety and health training, management commitment, and work analysis can be beneficial.

     On the other hand, to lessen the stigma associated with mental health, policymakers could concentrate on programs like raising public awareness of these problems and offering education. Additionally, policymakers can focus on programs that broaden insurance coverage for mental health care, provide financial assistance for such services, and build additional mental health facilities in underserved areas. Finally, improving the workforce and ensuring that mental health professionals get fairly compensated for their work are other areas where policymakers may concentrate their efforts.

These approaches include giving mental health professionals more opportunities for education and training, raising wages, and improving job security. According to Buntin et al. (2022), various strategies may optimize the efficiency of the existing workforce: shared competencies, substitution between health professions, and multiple tasks performed by a particular category of providers. In addition, task-shifting, which rationally redistributes tasks among teams, may usefully compensate for shortages of specialist mental health professionals.

     Competing needs related to mental illness in hospitals include the need for quality care versus the need for cost containment and the need for patient autonomy versus the need for patient safety. Ultimately, healthcare policymakers must strive to develop equitable, effective, and sustainable policies for all stakeholders while recognizing and addressing competing needs.

References

Broome, M. E., & Marshall, E. S. (2021). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). Springer Publishing Company.

Buntin, M. B., Connell, J., & Buerhaus, P. (2022). Projecting the health care workforce needed in the us. JAMA Health Forum, 3(8), e222430. https://doi.org/10.1001/jamahealthforum.2022.2430Links to an external site.

Simon, J., Wienand, D., Park, A.-L., Wippel, C., Mayer, S., Heilig, D., Laszewska, A., Stelzer, I., Goodwin, G. M., & McDaid, D. (2023). Excess resource use and costs of physical comorbidities in individuals with mental health disorders: A systematic literature review and meta-analysis. European Neuropsychopharmacology, 66, 14–27. https://doi.org/10.1016/j.euroneuro.2022.10.001Links to an external site.

Thanks for the insightful discussion. From your analysis, I have learned that transformational leadership behaviors is critical to the success of the organization. Transformational leaders are good listeners, good coaches, having empathy and support, and being able to motivate and offer recognition.

 Effectively implementing transformation leadership practices like empathy can have a substantial and lasting impact on my organization. For example, when leaders display empathy towards the people they are leading, it can help cultivate an environment that is more collaborative and respectful of diverse opinions (Hai et al., 2021). Leaders who exhibit empathy have also been found to be agents of change who foster positive team performance and employee engagement. This can manifest itself in greater workforce efficiency, better respect for workspace rules, lower employee turnover, and improved customer satisfaction (Skar et al., 2022). Therefore, demonstrating leadership behaviors such as empathy may be instrumental in providing a strong foundation for organizational success.

 Applying transformation leadership practices like empathy can be challenging. One inherent challenge is the difficulty of establishing trust and influence between leaders and team members; this requires sensitivity, assurance, and an understanding of different personalities within the team (Renzi, 2020). Enacting change through such a framework also presents unique challenges because in order to generate new ideas, everyone’s opinions must be actively heard, but differing ideas may cause contamination in morale.

Additionally, obstacles can arise when handling difficult tasks unrelated to leadership roles like paperwork or arduous projects – it may seem confusing or intimidating to offer direction while being empathetic without diminishing one’s role as leader. Respectfully addressing these challenges while keeping a focus on achieving the desired outcome provides potential benefits that make working towards transformation leadership worth the effort.

References

Hai, T. N., Van, T. T., & Thi, H. N. (2021). Relationship between transformational leadership style and leadership thinking of provincial administration leaders. Emerging Science Journal, 5(5), 714-730. https://www.researchgate.net/profile/Thanh-Nguyen-Hai/publication/355166896_Emerging_Science_Journal_Relationship_between_Transformational_Leadership_Style_and_Leadership_Thinking_of_Provincial_Administration_Leaders/links/6162b5ecae47db4e57b935ed/Emerging-Science-Journal-Relationship-between-Transformational-Leadership-Style-and-Leadership-Thinking-of-Provincial-Administration-Leaders.pdf

Providing care as a Registered Nurse is a distinguished position bound by trust. Physicians/ Providers must trust the Registered Nurse is competent enough to understand and administer provided orders with great attention to detail; whereas patients must trust the nurse whilst receiving medication or being prepared for procedures. These actions are based upon provider orders that must be carried out in a specific manner. Nurses, as described by, (American Nurses Association, 2001), are leaders; vigilant advocates for the delivery of dignified and humane care. Nurses demonstrate this leadership and advocacy via participation in assessing and ensuring the responsible and appropriate use of interventions; in order to minimize unwarranted or unwanted treatment and patient suffering. Nurses must trust each other as team members, for we are often made responsible for certain medication administrations as witnesses (1 example).

            Nursing duties are bound by situations, actions, interpretations and perceptions of: providers, patients- family/friends, and colleagues. The stage is set, in order for the nurse to live up to its standard they should be keenly: self-aware; able to perform self-management of emotions; empathetic; communicative and able to manage relationships (Broome & Marshall). The nurse as a leader and exemplary human being should be equipped with a high degree of emotional intelligence which is recognized as an important characteristic of effective and successful leaders (Broome & Marshall). These characteristics allow nurses as leaders to confront the daily stimuli and challenges within a given healthcare organization as they are held responsible even while working under stress. Before a nurse is prepared to handle the high volume of stressors throughout the day on a hospital unit, they must first be able to manage their own thought processes, emotions and reactions.

            Nurse to nurse interactions within a hospital setting are plentiful and happen constantly through a variety of scenarios. Nurses offer support to one another by being appreciative, caring and maintaining open lines of communication (Gustafsson & Stenberg, 2015). An experienced nurse will often be placed in a role model position through precepting new graduates- nurses who have made a lateral move within a hospital system. It is important for the nurse to remain patient when teaching these individuals in order to provide an open environment for mistakes, subsequent correction and learning. This aura is conducive to quality care and will often generate happiness amongst staff and patients. There must also be a balance between a warm, learning atmosphere and zero tolerance for certain behaviors. The nurse as a leader should be disapproving towards unethical behavior, willing to reproach staff should uncaring or unethical behavior be witnessed (Gustafsson & Stenberg, 2015).

            While all nurses are leaders in their own right, there are also formal nursing leaders that are distinguished and hold a superior position. These nurses are often very well exposed/ experienced, operating with a high degree of knowledge. These formal nurse leaders are often tasked with ensuring organizational values, vision and mission are being adhered to by its staff (Mackaroff et al., 2014). Unfortunately, formal nursing leader ship in today’s business-oriented healthcare structure is often tasked with the oversight of multiple units. This creates a shift of focus from individual patient needs, to the enforcement of organizational policy and procedure. This will often create tension between enacting ethical obligations of the profession, and working within the priorities and needs of their healthcare organizations and governments (Mackaroff et al., 2014). Personally, I admire and respect formal nursing leaders for their commitment of service and the wisdom they have to offer, which has often, positively, influenced personal nursing practice.

            I have witnessed, and been trained by, a number of nurses who demonstrate these strong leadership qualities. These individuals were able to impress upon me the importance of acting in such a manner as described in the above text. These nurses typically have many years of experience and have made mistakes and corrections to their own nursing practice. Some have witnessed their former colleagues make grave mistakes; resulting in injury or death of a patient; which caused termination from a position, and/or litigation– loss of licensure. These positive attributes passed on to me through training are now demonstrated in my every day nursing practice. As an agency nurse; working various Intensive Care Units: Surgical/Trauma, Medical, & Neurological; I pay close attention to detail, maintain open lines of communication, prioritize nursing actions, reproach unethical behavior, and always remain: warm, encouraging, and gracious toward my patient population.

Sample Answer for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE

There is no doubt that the healthcare system is ever-changing and fast-paced in today’s world. Healthcare professionals require strong leadership to be able to lead and guide their employees effectively, and decisions made at the top are likely to have a profound impact on entire populations if not handled correctly. A great healthcare leader inspires their staff, boosts their morale, and helps them improve their quality of life at work. Leaders in the healthcare industry must be competent to be successful. Leadership is not something that just anyone can do. Implementing change requires a strong leadership team with strong management skills (Marquis & Huston, 2017). There is no doubt that the behavior of leaders has a significant impact on an organization’s overall success (Yang & Wei, 2018).   

Leadership requires the creation of plans for how the team or organization will succeed, which is dynamic, exciting, and inspiring (MindTool, n.d.). It is essential for leaders to handle situations individually, which means diagnosing the condition and the individual they are leading and tailoring their leadership styles to meet the needs of everyone (Laureate Education, 2014). Leaders cannot be everything to everyone, and those capable of doing so must also be competent. The first principle that is recognized among the theories that are widely accepted today is that leaders need to have some moral code or values that positively guide their actions and behavior. Whenever leaders do not carry the trust and best interests of those they stand for, no matter how brilliant the strategy or how productive the actions they take, leadership is impossible” (Marshall & Broome, 2017).   

  Since I have been a nurse leader for most of my career, I identify with the Transformation Leader style. It has also been my experience to work with managers who are transformational leaders. Transformational leadership is often compared with transactional leadership. Different leadership styles may be required (Asamani et al., 2022). Self-motivated individuals who work well in a structured, directed environment are essential to transactional leadership. Rather than directing workers, transformational leadership motivates and inspires them. On the other hand, the transactional leader values order and structure. They will likely command military operations, manage large corporations, or lead international projects that require rules and regulations to accomplish objectives on time or systematically move people and supplies. Transactional leaders are not suited for organizations that value creativity and innovation (Michigan State University, 2014).  

As a nurse leader for most of my 25 years of nursing, I identify most with the transformational leadership style. The transformational leadership style dominates my workplace. For instance, my immediate supervisor uses a transformational leadership style. She is a lovely person who works well with others. As part of the company’s culture, she believes teamwork is essential. She is always on top of things and ensures her staff is cared for. To the best of my knowledge, she has been able to motivate and encourage her team exceptionally well. An example of both styles is my workplace is my home manager, she is stricter who ensures that all tasks are completed correctly and on time in my organization. Despite not punishing us, she provides us with positive reinforcement by rewarding her team for a well-done job. Her friendly and pleasant disposition is responsible for her uncanny ability to accomplish much. Many of her abilities are impressive, and I can see why she is so well-liked by her team.    

 In my research of leadership styles, I discovered that transformational leaders are known for being positive role models, providing support for employees, being honest and ethical, and being effective communicators. Being a positive role model and communicating effectively are the traits that most identify with. In any profession, especially nursing, a positive role model is essential as a leader. An individual can be inspired to be better, do better, and reach higher by following a positive role model. Effective communication is essential in any relationship. Communicating clear expectations and goals can eliminate trust issues between leaders and employ.   

The most common and well-received leadership styles are transformational leadership and transactional leadership.  Leaders are necessary for the workplace as a guide and mentors for their staff. They ensure that an organization is efficient and achieves its goals. For an organization to achieve its mission, influential leaders provide clarity of purpose and motivate and guide the organization.   

References:  

  

Asamani, J. A., Naab, F., & Ofei, A. M. A. (2022, April 26). Leadership styles in nursing management: Implications for staff outcomes. Journal of Health Sciences. Retrieved September 19, 2022, from https://www.jhsci.ba/ojs/index.php/jhsci/article/view/533  

  

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert   clinician to influential leader (2nd ed.). New York, NY: Springer.  

  

Marquis, N. L., & Huston, C.J. (2017). Leadership roles and management functions in nursing:  Theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.  

  

Michiganstateuniversityonline.com. (2014, November 25). Retrieved September 19, 2022, from https://www.michiganstateuniversityonline.com/resources/leadership/transactional-vs-transformational-leadership/  

  

Walden University, LLC. (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.  

  

Yang, qi, & Wei, hua. (2018). The impact of ethical leadership on Organizational Citizenship   Behavior: The moderating role of workplace ostracism. Leadership &     Organization Development Journal. Retrieved September 19, 2022, from   https://www.emerald.com/insight/content/doi/10.1108/LODJ-12-2016-0313/full/html  

Sample Response for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE

Hello Julie, 

Thank you for sharing your experience as a leader. It is quite inspiring to read. The focus of any organizational change that needs to take place revolves around employee behavior and emotions. Due to this, the best type of leadership style to use is transformational. It is a style that brings about positivity and motivation to the employees. The transformational leader uses optimism, charm, intelligence, and other qualities to transform individuals and organizations. There are qualities or skills that a transformational individual can see in peers, superiors, and colleagues as a result of their emotional intelligence. Another quality of a transformational leader is that they use different mechanisms to enhance motivation, morale, and performance(Marquis & Hudson, 2011) 
All these qualities are the specific qualities required to change the company’s environment from a hostile one to a positive one.  
While transformational leadership is excellent for developing organizational strategy and encouraging change, it can occasionally lack attention to detail because these leaders are less focused on day-to-day operations and procedures. Nevertheless, they are the right kind of leaders one can depend on as knowing how to maintain a lot of enthusiasm and passion for a very long time.  
Organizational leaders should learn from the year 2020 that change is happening more quickly than ever and that effective procedures and established goals can be completely changed at any time. Likewise, culture can shift, and the key to sustaining the organization will be to create a welcoming environment for change and new ideas. Yet, at the same time, they are making an uplifting and positive place of service for all involved. 

References: 

Marquis, B. L., & Huston, C. J. (2011). Leadership roles and management functions in nursing: Theory and application (marquis, leadership roles and management functions in nursing)(7th ed.). Lippincott Williams & Wilkins. 

Sample Response for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE

Hello Julie, 

I agree with you that healthcare system is ever-changing. As a result, healthcare organizations depend on nursing leadership to facilitate the transformation. Unfortunately, some leaders lack credibility to oversee changes in healthcare sector. Healthcare professionals work alongside other stakeholders to ensure that the healthcare system addresses the emerging issues in healthcare sector (Willocks & Moralee, 2021).  However, most decisions and other critical functions remain on healthcare leaders.  Therefore, leaders are expected to motivate and inspire their workers to deliver the best. Leaders in the healthcare industry must be competent to be successful. The hiring process for a leader should consider experience, academic merits among other key qualifications. Healthcare leaders make critical decisions on behalf of their organizations (Kilbane et al., 2022). Similarly, these leaders are responsible for everything that happens within their respective organizations. Hence, most healthcare organizations perceive leadership as a powerful and important position. Transformational and servant leadership styles allow healthcare leaders to maintain a perfect rapport with their workers. Transformation and servant leaders assume that employees are primary determinant in organizational performance. 

References 

Kilbane, J., Hempsall, S., North, K., & Zafeiris, P. (2022). Good beginnings; experiences of trust and safety within action learning for healthcare leadership development. Action Learning: Research and Practice, 1-7. https://doi.org/10.1080/14767333.2022.2113032 

Willocks, K., & Moralee, S. (2021). Reframing Healthcare Leadership: From Individualism to Leadership as Collective Practice. In Managing Healthcare Organisations in Challenging Policy Contexts (pp. 229-253). Palgrave Macmillan, Cham. DOI: 10.1007/978-3-030-81093-1_11 

Sample Answer for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE

There are several distinct kinds of leadership styles, and each type has benefits and drawbacks. Different leadership philosophies can be used in a variety of circumstances. As a result, healthcare professionals must comprehend the many types of leadership because they can be used in various contexts. Successful healthcare organizations need strong nurse leadership to ensure that everyday tasks are completed effectively and that the organization’s objectives are met. 

Impact of leadership behaviors in creating healthy work environments. 

Leadership behaviors have the power to empower people to bring about change and help employees reach their potential. According to Suranto et al. (2018), leaders may improve employee happiness and impact the quality of the work-life balance through fostering teamwork, including employees in decision-making, rewarding exceptional performance, and fostering motivation. For instance, a transformational leader motivates followers to uphold allegiance and support the organization’s shared vision. Furthermore, to help staff members get through professional and personal obstacles, a transformational leader also offers counsel and uses deputies. 

The likelihood of burnout, unhappiness, and the intention to leave a company is reduced by effective leadership practices. According to Mudallal et al. (2017), leadership styles that enable nurses to take charge of their work by using their abilities, behaviors, and knowledge can enhance job satisfaction, commitment to the company, and care quality. Leadership Theories in Practice Empowering activities, such as educating and demonstrating concern, reduces nurses’ emotions of depersonalization and emotional tiredness by encouraging trust in the organization and the leader. Leadership styles, especially transformational leadership styles, foster an environment where nurses are empowered and committed to their profession. 

Describe a leader you have seen use such behaviors and skills or a situation where you have seen these behaviors and skills used in practice.  

The situation where I have seen leadership behaviors and skills that create a healthy work environment used in practice is how a nurse manager of the critical care unit addressed the nurse’s concerns of frequent verbal abuse of staff by a patient’s family member.The nurse manager talked with the nurses and the family member and initiated a care conference where the family member’s concerns were openly aired. Feedback on her behavior towards staff was also brought up. During the care conference, the manager did not criticize the nurse or the family member but rather carefully listened to the reasons and thoughts to know her concerns and needs. 

 Assured the family member that all concerns were valid and that she respected her. But still, she had to inform her that her recent behavior was interfering with the staff morale and could negatively impact patient care and outcome. He emphasized that the nurses were there to care for the patient, and he had an open-door policy where she was free to come whenever she had a concern. The nurse leader then encouraged and supported the nurses for their commitment to the unit. He emphasized that abuse of any form would not be tolerated in the department. 

After the care conference, the behavior then stopped. The family member improved her communication with staff and was able to achieve the goals for the patient. In this case, the nurse manager’s leadership abilities were quite successful in helping the family member see the effect of their behavior.The nurse leader’s skills promoted a workplace where the nurses felt safe and appreciated. In addition, the nurses were inspired and encouraged by the leader’s open communication and active listening abilities, which significantly impacted the change in her behavior.  

References: 

Marshall, E., & Broome, M. E. (Eds.). (2016). Transformational leadership in nursing (E. Marshall & M. E. Broome, Eds.). Springer Publishing Company. https://doi.org/10.1891/9780826193995 

Mudallal, R., Othman, W., & Hassan, N. (2017). Nurses’ Burnout: The Influence of Leader Empowering Behaviors, Work Conditions, and Demographic Traits. INQUIRY: The Journal of Health Care Organization, Provision, and Financing, 54(1), 1-10. 

Sili, A., Fida, R., & Trezza, T et al. (2014). Nurse coordinator leadership and work environment conflicts: consequences for physical and work-related health of nursing staff. Med Lav, 105(4), 296-306. 

Suratno, K., Kusrini, K., & Ariyanti, S. (2018). The Relationship between Transformational Leadership and Quality of Nursing Work Life in Hospital. International Journal of Caring Sciences, 11(3), 1416-1420  

Sample Response for NURS 6053 Wk 4 Discussion 1: Leadership Theories in Practice SAMPLE

Tinuola, 

Your post was excellent. Effective leadership practices reduce burnout, unhappiness, and the intention to leave. Leaders don’t necessarily have titles to be leaders.  I enjoyed reading about the scenario you pointed out that occurred on the CCU. That was an interesting scenario. That nurse manager took charge and was effective in turning that whole situation of abuse by the family member of the nurse. I think the leader you described uses more of a transformational leadership style because of her unique quality and innate ability to inspire her team of nurses. Leaders have to be passionate about the vision of the organization and must be able to engage followers, according to Waterbury (2016). According to my experience, some people hold the title of leader but lack the skills of a leader. An effective leader possesses more than just a title. I worked in a 9-bed emergency room in West Texas during my nursing career. The ED Director and ED Nurse Manager were on staff. The two had worked in this ED’s for years and feared change. Years ago, standards and practices that should have been changed were still in use. I had worked there for a few years and noticed that the emergency room badly needed improvements. In addition to talking with the director and manager, I took the initiative and decided to reach out to my other team members. My team told me that they always regarded me as a leader more than the manager and director. In nursing, Giddens (2018) finds that transformational leadership is the dominant leadership style. Their followers are motivated and inspired by these leaders. Creating relationships and bringing about change is what they do. I didn’t realized until they pointed it out that I possessed all the qualities of a good leader, despite not having a title. A few days later, our leaders promoted me as the ED manager. My leadership style influenced not only my fellow nurses nurse aides, but also the doctors who pushed for me to take over after seeing my influence 

  

References: 

  

Giddens, J. (2018). Transformational leadership: What every nursing dean should know. Journal of professional nursing : official journal of the American Association of Colleges of Nursing. Retrieved September 20, 2022, from https://pubmed.ncbi.nlm.nih.gov/29703313/ 

Waterbury, S. (2016). Transform your leader. Nursing Management, 47(8), 53-54. Retrieved September 20, 2022, from https://doi:10.1097/01.NUMA.0000488866.63732.dd