Leadership and Nursing Systems Management - Essay Example

? Leadership and Nursing Systems Management LEADERSHIP AND NURSING SYSTEMS MANAGEMENT Introduction The essential role of nursing leaders has to do with guiding their organizations towards accomplishment of their goals. The nursing organization exists for a particular objective or purpose, which is to provide quality patient care, and the leaders possess the responsibility for using and combining resources within the nursing organization to ensure that the purposes of the organization are achieved (Forman, 2011). Nursing leaders move their organizations towards these goals, within a suitable organizational structure, to meet their purposes through assignment of activities that the nurses perform. Effective design of these nursing activities within the structure ensures that each nursing staff’s productivity represents a contribution towards meeting the mission of the facility in attaining their goals. Therefore, they should strive to encourage individual activity that meets the values and mission of the organization, while also preventing activity that could lead to hindrance in meeting these objectives (Forman, 2011). Therefore, the main purpose of nursing leaders is to ensure that the goals of the organization are kept in mind at all times. The purpose of this paper is to discuss how nursing leadership theory, organization structure, and mission and values of a nursing facility are used during patient care, as well as in the satisfaction of staff. Leadership Theory In the nursing facility, transformational leadership is able to merge the different ideals between the followers and the leader. Its main focus involves uniting the leader and the nurses in their pursuit of the greater good, while also encouraging the other nurses to exercise their leadership qualities (Swansburg, 2012). This type of leadership is empowering, and it is able to promote change within the facility, while it is also suitable for health care systems that are extremely dynamic. The focus of this leadership style on change is particularly applicable directly to the nursing practice in the facility. It puts the nurses in a position that allows them to evaluate the outcomes of old and new procedures and policies (Swansburg, 2012). Through use of transformational leadership, leaders are able to motivate their nurses in the submission of feedback as to how well procedures specific to their units are implemented and carried out. In the healthcare facility, the dynamic leader-follower model is also used and runs alongside the transformative model. This model concentrates on various processes that are used by nurses in the identification of immediate needs and distress in patient care (Swansburg, 2012). Specifically drawing on interpersonal process cues in attaining the objectives of the organization, it allows for dynamic exchanges between the nurses and the leader. The two parties are essential if the unit is to succeed and the leader gives directions to other nurses, rather than controlling them, which allows them to participate fully. This, in turn, allows for improved motivation among the employees as they feel that their work is being appreciated, while also improving their commitment to nursing patients (Swansburg, 2012). Organizational Structure Nurses work in environments that are complex and need to respond to their leaders and management, while also integrating into various structures of leadership in different disciplines within the organization to deliver to their patients the best healthcare (Roussel, 2013). Direct supervision is one organizational structure used in the healthcare facility. In the hospital setting, the nurse will report to the nurse leader in charge of supervision of a clinical area of service or a unit. Since the facility is large, there is a change of nurses for each shift, and a nurse leader in this case makes the decisions. The multiple departments within the facility report to nursing leader directors, who report to the CNO in an executive-level position. In the clinical setting, the nurses normally report to the office leader for the coordination of hiring and scheduling needs. This improves decision-making and reduces the chances of mishaps, which, in turn, leads to improved patient care (Roussel, 2013). The healthcare facility’s organizational structure also allows for integration between the different hospital teams. Nurses in the hospital are usually required to serve various committees that cover more than one discipline (Roussel, 2013). For instance, a nurse in the cardiovascular department may be required to be part of a team focused on improving the life quality of patients with congestive heart failure, while a critical care nurse could be engaged in the improvement and redesign of the protocol for cardiac arrest response in the facility. In addition, this structure allows nurses to be represented in committees, such as IT and ethics committees. The role of the nurse in these teams is as a function of their role in the overall hierarchy of nursing or as a stepping-stone to increased responsibility in the organizational structure (Roussel, 2013). Mission and Values In order to create an environment that allows for the fostering of commitment and motivation among the nurses, it is essential that they all clearly understand the values and mission of the organization, as well as the nursing department’s philosophy. Clear statement and support for the values and mission enables the healthcare facility to commit to organizational improvement, while suggesting various activities that ensure the achievement of the department’s or facility’s goals (Forman, 2011). Developing the mission and values of a facility enhances the facility’s ability to define itself to the external and internal community. It allows for the description of professional behaviors that make nurses accountable and responsible for ensuring optimal patient care as they act to attain the values and mission of the facility. Clarity of the values and mission of the organization is vital in effective leadership, in today’s complex environment of healthcare. By ensuring that the articulated values and mission are consistent to the actual practices within the facility, nurses show more commitment to patient care and are motivated to provide the best healthcare as they feel part of a successful organization (Forman, 2011). References Forman, H. (2011). Nursing leadership for patient-centered care: Authenticity, presence, intuition, expertise, New York, NY: Springer Pub. Co Roussel, L. (2013). Management and leadership for nurse administrators, Burlington, MA: Jones & Bartlett Learning. Swansburg, R. C. (2012). Management and leadership for nurse managers, Sudbury, Mass: Jones and Bartlett Publishers. Read More