Power Dynamics - Term Paper Example

Power Dynamics Power dynamics The type of leadership is one of the determinants of the success of an organization. This paper focuses on a description in which the use of multiple types of power was evident. This paper also assesses the influence that gender and other factors may have had on the dynamics and/or outcome of the situation. In addition, strategies that could help an individual in this situation to develop a more effective power base are also proposed in this paper. Power can be defined to include knowledge, proficiency, skills and abilities in relation to logical reasoning, collaboration, as well as methodological investigations.

Power in nursing is also related to oversight roles and the management of the daily running of nursing activities (Daly, Speedy and Jackson, 2003). A nurse manager can adopt a leadership or management technique that involves issuing incentives to employees performing exceptionally well in the activities. According to Daly, Speedy and Jackson (2003), this is referred to as reward power. In addition, the nursing manager can also cancel or do away with these additional incentives when the employees perform poorly in their duties.

This is described as coercive power (Daly, Speedy and Jackson, 2003). A situation where good performance is rewarded and poor performance fined is an illustration of two types of power being used simultaneously. It is worth noting that gender has an influence in how power is used in nursing. According to McMurry (2011), nursing is considered a feminine vocation or line of work. However, there are some men who have in the past pursued nursing as a career contrary to this conventional viewpoint.

In some health institutions, male nurses have not been allowed to participate in caring activities involving female patients. McMurry (2011) additionally posits that "In some facilities, policies actually barred men from certain jobs such as in birthing and womens surgery units, especially in private catholic hospitals" (p. 24). Subsequently, women working in vocations subjugated by men experienced similar prejudice and unfairness. Other factors that creates power imbalances in nursing include race or ethnicity, level of education, economic status, and also physical disabilities.

All these factors contribute to prejudice and unfairness in the workplace. Discrimination affects the level of productivity and involvement of individuals in work related activities. Therefore, women are more likely to be rewarded in the nursing field as they are favored by the vocation as compared to men. Prejudiced individuals in relation to ethnicity, level of education, and economic status may also be bullied by their colleagues (Murray, 2009). Therefore, this affects their level of productivity and hence are more likely to be denied incentives or privileges in the workplace.

An individual in this situation can use a number of strategies to develop a more effective power base. One of the strategies that can be used to address bullying and discrimination in the nursing field include conflict resolutions and team work. According to Johnson (2011) "This should be accompanied by team building and conflict resolution workshops at the mesosystem level designed to develop improved workgroup interactions, and to prevent future conflicts from escalating to the point of bullying" (p. 59). In conclusion, leaders in the nursing field can use various types of power in managing and leading nursing practice.

A good example is using coercive power and reward power at the same time. Some of the factors that create a power imbalance include gender, ethnicity, level of education, and economic status. These affects the level of productivity in the workplace due to discrimination and bullying. This can be prevented through conflict resolution and team work within the workplace. ReferencesDaly, J., Speedy, S., & Jackson, D. (2003). Nursing Leadership. Marrickville, NSW: Elsevier.Johnson, S. L. (2011). An ecological model of workplace bullying: A guide for intervention and research.

Nursing Forum, 46(2), 55–63.McMurry, T. B. (2011). The image of male nurses and nursing leadership mobility. Nursing Forum, 46(1), 22–28.Murray, J. S. (2009). Workplace bullying in nursing: A problem that can’t be ignored. MEDSURG Nursing, 18(5), 273–276.