Extensive Review and Analysis of Nursing Leadership - Assignment Example

? Extensive Review and Analysis of Nursing Leadership Extensive Review and Analysis of Nursing Leadership Introduction In all institutions, a driving force should be present to ensure all the goals are met. These are leaders that ensure a firm, company or organization is geared towards establishing a better accrual in its performance. Therefore, leaders are mandated to ensure they get the best outcome in an organization. This is by cohesively using their individual management skills and knowledge to control the different groups of people that are in an organization. Though different leaders have different traits, they are geared towards achieving a common goal. However, it is the effectiveness in using their skills and knowledge that affects the final results. In the nursing profession, leaders have to be articulate in ensuring the common goal, which is giving health care, is achieved in the long run. In a much more defined manner, leadership involves pillars that ensure the goals are met. This involves management, command, and control. When leaders are effectively managing a group of individuals, it is important that everything is contained. This will ensure the precedent results are achieved. Command involves structuring what should be achieved with firmness. Confirmatory action on this part of leadership ensures a group of workers act according to the set standards without any opposition. On the other hand, control in leadership is strategizing on handling situations. This involves directing a group of workers on how to perform particular tasks. This scholarly paper will extensively review and analyze nursing leadership using current and emerging theories with a close representation of leaders in long term facilities. Transactional Leadership Aspects of transactional leadership are noted in long term facilities. Since there are different levels of management, it is possible to induct this type of leadership. As described by Max Weber, transactional leadership is often used by managers in ensuring they achieve their goals at the end of it all (Maley, 2011). This is a style that focuses on the processes that are considered basic and vital in management control. As such, they concentrate their efforts towards ensuring the management is working tirelessly to achieve their set mission. The management is boosted by effective control that is geared towards directing personnel to perform their task at the right time. In many cases, this type of leadership focuses on short-term planning. Since it involves short terms planning, they have to achieve their goals in the short terms, in order to structure other objectives. For instance, in implementing this leadership element in a long term facility, horizontal management has to be implemented. Though there is less reliance on this type of leadership, it is proving to be effective in management. In this transactional leadership, there is frequent restructuring and control of the personnel. For instance, in a long term facility, nurses have to be managed in ensuring all the queues in a facility are served. This is a short term goal that may be done on a daily basis. When the queues are seen to be in constant motion and receiving services, the management is in control. However, in instances where there are stagnant queues, it is admissible that the nurses are working at a slow pace. In such a case, many people might not get the services from the facility. In a long term facility, juniors and any other person below the leader should be obedient to the instructions. The leaders act as a formal authority designed to manage and control all the staff under the manager. As such, the people below the manager constantly obey any directive that is given. In a conservative explanation, the junior staff below the manager may be considered followers. The responsibility of creating directions, organizing responsibility, and making decisions is solely obligated to the top managers (Grossman and Valiga, 2005). For instance, nurses work under doctors in a nursing setting. When a doctor prescribes a certain treatment, a nurse should follow the instructions to the latter. Since the leaders in our facility have to execute their duties to utter maximum, there are various strategies that are used to ensure all the duties are executed accordingly. This is a situation that motivates the system to better performance while averting any form of laxity. For instance, they may be given powers to punish workers who do not execute their duties accordingly. Since workers know the consequences of not performing their work accordingly, they strive to be impressive (Berkler, 2008). Some of these punishments may be financial sanctions, working extra hours, or working in a more demanding environment than the current one. This instills discipline in all the workers as they strive to excel in the work place. Another motivation of making transactional leadership work in a nursing environment may be rewarding excellent performers. Some leaders are given favors, trips, and other rewards that show they have been immensely influential in their work place (Daft and Lane, 2008). This may create a competitive environment where all the leaders are striving to perform better in clinching on to the rewards. As such, it makes the whole nursing environment lively with exceptional services offered to the needy patients. In summing up, transactional leadership has its various assumptions that make it reasonable. First, all employees are presumably motivated by rewards and punishment. Without instilling punishment and rewards, the employees in the nursing profession may not work to utter satisfaction. The second presumption is that subordinates fully obey the orders that are stated by their managers, superiors, and direct supervisors (Adams, 2007). In this leadership, all orders are hierarchal. The last presumption is that the junior staff members in the nursing profession are not motivated by their own character and work. Therefore, they have to be controlled and managed by other people who will increase their esteem to perform. As such, they will only perform to their best when they are closely monitored. Transformational Leadership In a long term facility, transformational leadership is defined by the urge to frequently change. This has been the motivating factor that has ensured a long term facility develops to its best. Frequent change has enabled the facility to go to greater heights especially in recording better performance. In this case, the change is denoted by plotting various factors that will be used in improving change in the whole facility. For instance, nurses are encouraged to bring forward ideas that could be used to improve the facility. Therefore, there is need for effective implementation of transformational leadership, which begins with its leaders. In a long term facility, leaders have to restructure their basic political, social, and cultural platforms to coincide with the current evolving world. Leaders have to make adjustments each and every time to deal with the current situations for effective performance. As such, leaders struggle to change and adjust many elements in the workers, environment, and subordinates (Bamford-Wade and Moss, 2010). First, transformations leadership strives to change emotions and ethics of individuals. This is also directed towards heightening standards, changing values, and instilling long term goals in individuals. This may not be an easy task, especially when dealing with individuals that are adamant to change. However, leaders have to garner visionary skills that would be used in changing the whole issue. This is also instilled by effectively involving charismatic skills that move people from their standing points. In many cases, this involves the directors in the health facility, as they are the people that dictate health care aids. In a long term facility, the leaders are obligated to effect change whenever it is needed. For instance, they have to keep restructuring methods of effectively treating emerging diseases. This helps in effectively controlling a situation that might occur. In our facility, there are various key points that should be put under consideration. First, when the institution needs to improve the entire nursing profession, they have to raise the levels of consciousness (Maley, 2011). Individuals with self consciousness have a developed mindset as they concentrate on their work. In this setting, even co-workers have to get the idea and be on equal ground. As a matter of fact, the nursing profession requires individuals with high concentration and undivided attention. Serving patients with concentration and undivided attention ensures they get better health in minute period. However, having a mindset that is not concentrating on the job may lead to dismal performance. In addition to this, transformational leadership requires organizational goals that are succinctly arranged. This has been a centre of concentration in long term facilities as workers have to generate their goals in making better performances. For instance, all the levels of management are required to have their structured goals that will ensure they are performing according to the projected record. For instance, in this facility, nurses and other professionals have their stipulated goals, which they strive to achieve. Achieving such targets clearly shows the transformational leadership that is evident in the long term facility. The facility boasts of using this kind of leadership to developing to a higher notch. With such a routine, there is a high probability that the whole long term facility will achieve their long term goals. Leaders are virtually involved in accepting to rise beyond their personal interests when employed in long term facility. It is admissible that individuals have their personal interests ranging from financial gain to other valuables. However, when they are engaged in transformational leadership, there is a need to think beyond their personal interests and develop a common goal. In long term facility, the organization is considered a priority. The needs of the organization have to be achieved before anything else. For instance, nurses and doctors should be geared towards providing sufficient and effective healthcare to patients. Treating patients to utter satisfaction ensures the standards of the facility are raised to an even higher level (Cavell, 2007). Though financial issues might be of concern, this should not be prioritized. When nurses and doctors prioritize their personal gains, they may not offer the best to patients and people who need the services. Higher level needs are basic in translating transformational leadership especially in reflection to long term facilities. When leaders are up to the task of executing various jobs, they have to consider the top quality levels. In this leadership style, managers design their levels of performance to greater heights. With such high levels, the facility ensures that all the workers are adhering to the laid strategies that will enable the achievement (Maley, 2011). Since the standards are set to a high level, they struggle to attain the best. Though they might not record to their best, they always record a better performance. In continuance, the managers in the facility have to strategize escalating levels of performance, with each period having higher levels of required performance. At my place of practice, there are some assumptions that are taken into consideration for effective management and execution. In the first assumption, long term facility is improved by charisma. This involves the use of esteemed individual power to ensure the whole organization is performing effectively. When most of the leaders in the facility are charismatic and have efficiency in convincing other staff, it is a positive accrual. This will instill higher levels of discipline in the junior staff and they will have the zeal to perform. With such a prevalent charismatic indulgence, the facility will record better results in each period. The second assumption is that long term facility is improved by inspirational motivation. When a person’s inner self is motivated to perform, it leaves a greater performance. As such, a person is inspired to attain individual and organizational goal by improving individual performance. In making this better facility, the management has considered use of inspirational speakers to instill inspiration and personal drive in the workers. Having an inclusive interaction with the inspirational speakers improves personal esteem of the workers. In such interaction, they consider their need to perform in improving the institution. Therefore, the facility performs better when the people involved have a better reflection of their inner-self, which directs them to perform. The last assumption is that long term facility involves intellectual stimulation. This involves showing articulate behavior from role models, competence at a place of work and communicating with high expectations. In long term facility, the leaders are chosen to be role models in directing change in the junior staff. For instance, the leaders and mangers have to show high sense of cleanliness. This is a situation where all the junior staff should emulate their leaders. With such a maneuver, it is possible that the whole facility will be clean. As such, the sanitation of the whole institution will be improved. Quantum Leadership In this twenty first century, the world is evolving with each passing day. As such, there is a need to evolve better ways that will be used in managing organizations to achieve the best. This should also be instilled in long term facility to achieve highly rated services. In quantum leadership, an organization considers a highly rated performance and ensures it is its prototype. As such, the whole organization will work to ensure this prototype record is achieved (Mintzberg, 2009). In a much simpler way, quantum leadership involves leading long term facility from a futuristic perspective. The managers in the facility have to transform, coordinate and make the people in the organization to believe in the future. As such, they will work diligently to ensure their futuristic goals are achieved in the mean time. There are various vital factors considered in ensuring this leadership is achieved in long term facility. First, the leaders have to show exceptional skills in directing an organization. The leaders display a high demand for improved production in an organization. For instance, in the long term facility, organizational managers should set a number of patients that should be treated by a nurse at a time. All nurses will have to struggle to attain the set standards (Bondas, 2006). This may be due to the increasing population in the whole world, which should be treated by a faster rate of service provision. With such initiative, the nursing profession will have more output in terms of production. Quantum leadership depends on profitability and performance. It is an admissible fact that organizations that record a high performance have a higher probability of recording higher profits. Therefore, the same initiative should be applied in long term facility (DePree, 2008). When nurses serve a large number of patients, they increase the revenue of the organization. As such, it increases the profitability of long term facility to an utter maximum. Just like any other leadership style, quantum leadership has its assumptions. First, it denotes that leadership concerns close interaction between the leaders and staff. The staff in long term facility should have a rapport with the leaders to bring positive change. For instance, they should show effective coordination in executing tasks. A close interaction increases their motivation in making a better approach in their goals. Secondly, quantum leadership in long term facility does not require a structure. This is heightened by the fact that the leadership is not estimated and may be discontinued, even if the results are not achieved. Lastly, it is presumed that the results of this leadership style in long term facility will depend on the interaction between the leaders and followers. In such a case, when there is friendly interaction between the staff and leaders, they will get the best in terms of results. Servant Leadership Servant leadership in my place of practice is openly defined as a leader with diligence to show others what they need to do in an organization. In long term facility, a leader shows by example what should be done and how it should be done. In a closer scrutiny at servant leadership, especially in a long term facility, a servant leader considers the needs of the people and notes the ways that can be used to solve the existing problems. In such a model, a servant leader prioritizes the needs of the people before personal needs. In this kind of leadership, a leader may decide to be the sacrificial lamb. This ensures all people have their needs that are vital (Baker, 2009). For instance, when there are sick people in a facility and have not had food due to a technical shortage, leaders should decide to forego lunch and give it to the patients. The patients are in a situation that needs immense attention, which is a leader’s obligation. Though the leader is also a human being and may feel hungry, he ensures patients are satisfied. Servant leadership in long term facility requires a person with high attention to other people, a person who empathizes with other people, has a high level of persuasion, and has awareness of situations (Bennis, 2009). Leading by example is another vital element in servant leadership. The leaders are required to show others what should be done in certain situations. For instance, when there is a hygiene problem in a long term facility, a servant leader may come in handy. A leader that starts to clean a dirty environment while the other junior staff members are around instills some discipline. This will trigger their conscience to act appropriately. In the mean time, the junior staff members may find it hard to leave their leader to do some odd jobs. To avert the situation, they may follow suit in cleaning. In this scenario, the leader does more of a servant role than leading the people. There are various assumptions that are considered in this leadership, in reflection to long term facilities. The first assumption is that leadership is instilled through doing what a leader wants others to do. For instance, when managers are compelled to clean the facility, they do it to show a perfect example to others. The second assumption is that all junior staff workers will have to do whatever their leader is doing. Since the leaders are the servants in the institution, they will compel other personnel to do the same job they are engaging in. Lastly, it is presumed that servant leadership is about selflessness. Leaders should guarantee other people as a priority including their interests and needs. Policy Direction for Nursing Leadership Leadership in a facility that serves residents that needs long term services needs to be hierarchal. The flow of directions, strategies, and operational activities is directed from the top management to the least on the line (Bjugstad, Thach, Thompson, and Morris, 2006). As such, a long term facility requires leaders that have vast control and power to ensure activities and jobs are executed accordingly. For instance, managers are mandated to delegate work to other juniors who are directly below the manager. In such a position, the manager should have an influential character that will ensure all the jobs are done effectively and at the right time (Bolden, Gosling, Martuano, and Dennison, 2003). However, a manager who is not articulate in monitoring these jobs would not be effective in a long term facility. Many of the juniors will avoid their responsibilities as they are not closely monitored. This may lead to an adverse situation which might underrate the long term facility. Such a facility needs motivational leaders that affirm their leadership skills (Tim, 2010). In many cases, nurses are in sound health while the people they treat are in a health condition that makes them feel unwell. Therefore, nurses who do not have empathy will not treat patients with the best of their services. As a matter of fact, with the scarcity of jobs in the job market, people are training to be employed as nurses, as an occupation. This is an opportunity of curving a niche for their needs in their daily life. Since they do not have an inbuilt capacity of serving patients and treating with empathy, they might not perform to their best. Conclusion Nursing is a vital subject in ensuring the world is healthy and stable. With diminishing quality of services in the nursing profession, people may not acquire the best from the profession. Therefore, it needs a structured leadership style that will ensure all the activities are done accordingly. For instance, in areas where they register large numbers of patients, the leadership style should ensure the nurses serve people with zeal. This will ensure all the people are served to utter optimum. Similarly, in areas where most of the work done is volunteer work, a servant leader would be appropriate. A leader who leads by example would encourage other people to do the same. References Adams, D. L. (2007). Personality type and leadership approach. Minneapolis: Capella University. School of Education. Baker, S. (2009). Followership: The theoretical foundation of a contemporary construct. Journal of leadership and organizational studies. 14(1). 50 – 61. 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