Leadership in Professional Nursing

Every day, a execute team of nurses and nursing managers set out to ensure the health and well-being of their unhurrieds. To achieve this inclination, a nurse manager must adhere to a specific zeal of nursing leading. There be some(prenominal) different styles of leadership in the healthc argon field. deep 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 individually are executed, as well as pros and cons of each. Review of Professional nurse LiteratureStogdill (1950) defines leadership as the process of influencing the activities of an organized throng in its efforts toward goal-setting and goal achievement (as cited in Frankel, 2008, p. 24). The use of leadership behaviors is significantly correlate with job satisfaction, productivity, and organizational commitment. When a group faces a task, the leadership set before them direct ly affects the out get along with. In order to obtain a positively charged outcome, a leader must be able to direct a group or individual toward the achievement of a common goal. invigorate action and a shared vision greatly increase the chances of a positive employee outcome.As the nation continues to focus on issues of health, rather than skilful treatment of disease, nurses will increasingly play leadership roles (Mittelman, 2010, p. 10). The low gear typesetters case of leadership is transformational. The main focus of transformational leadership is to conjoin nurse managers and nurses to touch to meet a united goal. Leaders transform followers by increasing their awareness of task importance and value, getting them to focus first on team or organizational goals rather than their own interests, and trip their higher-order needs.It is vital to allow young nurses the opportunity to form their own opinions and suffer feedback. These young nurses are trying to find their pla ce within the fetch force and will non benefit from being criticized on m both things at once. Job dissatisfaction is due to managers non giving due science and support, not being able to follow through on problems and not helping just criticizing in a crisis (Loke, 2001). The boss must be careful and narrow overpower the areas in which improvement is needed and let off why the improvements are needed.When utilizing this method, Sutton suggested that they (bosses) consciously break out of the power smatter by asking for direct input and feedback (as cited in Flora, 2010, p. 50). By doing this, nurses are allowed to hold a functioning role in the development of policies. Bass (1985), found that the transformational leadership factors were more highly correlated with perceived group effectiveness and job satisfaction, and contri neverthelessed more to individual effect and motivation, than transactional leaders (as cited in Frankel, 2008, p. 23).This type of leader is often f ound empowering their employees and giving them a sniff out self worth within the company. Steers (1977) found commitment improves work performance and reduces absenteeism and turnover which are costly to organizations (as cited in Loke, 2001). Transactional leadership is built on reciprocity, the ways in which leaders and followers influence one an other, and the imagination that the relationship between leader and their followers develops from the qualify of some reward, such(prenominal) as performance ratings, pay, recognition, or praise (Marturano, 2004).This style of leadership does not promote a close relationship amongst the boss and the employee, but has proven to be practical in certain situations. According to Frankel (2008), transitional leadership is short-lived, episodic, and task ground (p. 23). Based on this, the employees attraction is gear towards a more selfish transaction, rather than the common good of the group. many another(prenominal) employees find thems elves working past this type of hierarchy to acquire the ex remove they are seeking. Application of Clinical Example smirch, the nurse manager of a fifty-two bed intensive care unit, was att give the sacking a cypher meeting with the nurse managers from other departments, as well as other various administrators. Right now, many hospitals all over the nation are being forced to make budget cuts because of the economic recession the state of matter is suffering from, and Marks hospital is no exception. In the meeting, in order to save money, the CEO forbids all of the managers to allow any extra time. Mark knows that times arise when his nurses simply are not able to quantify out on time, but he must enforce the rules passed bulge out to him.Mark quietly accepts the decision made by government without any contest. Over the next couple of days, Mark holds several staff meetings to intercommunicate his employees that no overtime will be permitted and that anyone who either clocks in early or clocks out late must end their next shift early to adjust their time. Subsequently, any employee who has accumulated overtime at the end of the pay period will be suspended. The nurses of the intensive care unit respond less than favorably, arguing that clocking out early from a shift would not unaccompanied cause additional stress for the nurse, but also would almost certainly lead to negative patient outcomes. many a(prenominal) of the nurses voiced their concern that they were putting their license in jeopardy. Marks only response was this is the way it has to be, leaving them feeling let down that their manager didnt uprise up and do more to defend them. Over the next few weeks, Mark could tell that the overall productivity, spirit of care, and employee morale that had once been excellent had fallen dramatically. Because of the added stress from the nurses feeling rush along throughout their shift, there was an increase in documented medication administration er rors, a decrease in the quality of clinical skills, and abandonment of patient and family teaching.Looking back at the different types of leadership, Mark could have peradventure changed the outcome of this situation by understanding the style of each. Leadership is not just about picking that or this strategy or goal its equally about standing up publicly and proverb this is what we are going to do and why we are doing it (Grayson, 2010, p. 6). First, Mark could enlighten a sense of empowerment by encouraging the staff to come up with alternate ways to save money. Secondly, he could have stood up to the administration and taken some heat by demonstrating how its not always possible to clock out on time.Lastly, he should stand behind his staff, and dont give up until the situation is resolved. alter others to act is a leadership behavior that infuses others with energy and confidence. Developing relationships is based on mutual trust and providing subordinates with discretion an d make their own decisions (Loke, 2001). finishing Despite these contextual influences, the expectations of leaders are that they will promote change within their organization and thereby shape its modus operandi and culture (McIntosh & Tolson, 2008). discernment the different styles of leadership is vital in keeping up with the unbroken evolution of healthcare. One must be able to not only manage, but also inspire employees to achieve goals. Former president trick Quincy Adams was once quoted as saying, If your actions inspire others to dream more, learn more, do more, and require more, you are a leader. By following these simple guidelines, nurse managers are able to generate a more satisfying work environment, elicit employee performance, and increase patient outcome.