Several factors explain the cause of nursing turnover. Most of the time nurses supposed to work under stressful conditions for long hours, which can lead to job burnout and dissatisfaction results in making mistakes and errors can affect in quality of patient care.
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Nursing turnover is a major issue impacting the functioning and success of healthcare organizations. However, leadership and. Time Management Norma Valdez-Rosa South University Online Time Management Time Management is a skill that is used to organize our time in order to accomplish the tasks at hand in an efficient and effective manner.
Time management is a skill that is a very critical element for all nurses; it is about working smarter, not harder. Time management keeps us from wasting our time and being able to provide better care for our patients and help reduce stress. As nurses, being able.
Some people are born with an innate leadership quality within them. Others require learning leadership and management skills.
Essay on Effective Leadership and Management in Nursing
It takes a certain personality trait that makes them a natural leader. I will discuss my personal views of leadership. It will …show more content…. An effective leader must be able to communicate well with others to maintain and promote open communication among the team. When leaders deal with employee conflict, an effective leader is fair. An effective leader should be knowledgeable about his or her leadership role as well as those he or she is supervising.
I developed myself, to an extent, as a result of participating in the exchange programme. This was confirmed by some of my colleagues. I, also, learnt some of the similarities and differences in culture, nursing practice and healthcare between the USA and Ghana. Notwithstanding, the overall purpose of having positive impact on my colleagues was not realised. I believe that lack of a strategy to effect the proposed changes as well as failure to collaborate with the other exchange students were the major reasons for the failure.
I expect to develop a teaching package to delay the progression of chronic kidney disease among patients with diabetes as my Advanced Nursing Practice module project and implement it at KATH. I, also, hope to gain new ideas on patient care while I am in the United Kingdom. Upon my return to Ghana, I aspire to assume a nurse-educator role. All these have led me to focus on change management in my personal development plan so as to make positive changes in nursing at KATH.
I should be able to reflect on my strengths, weaknesses, any opportunities and threats that may influence my aspiration to effect some changes at KATH and Pearce suggests that using SWOT framework is a good way to do this.
Pearce suggests that once threats have been identified, there should be a way to handle them. By confidently demonstrating the experience gained, developing good interpersonal relationships and clearly presenting shared visions, majority of the staff are likely to collaborate with me Martin, Needs assessment assists individuals to set clear learning objectives for their personal development plan Holloway, Reflection on the exchange program reveals that I lack ideas on strategies and skills required to lead change within an organisation.
Therefore, it is my primary objective to use this personal development plan to learn and develop strategies to lead change in the institution that I work in. The Management Standards Centre a suggests that leaders must possess three kinds of knowledge and understanding to be able to lead change successfully. These are general knowledge and understanding example is knowledge on models and methods for leading organisational change, their strengths as well as their weaknesses , sector-specific knowledge and understanding example is knowledge on emerging developments in the health sector and context-specific knowledge and understanding example is knowledge on areas within the organisation that need change, with reasons and priorities.
To lead change successfully, leaders must, also, be able to describe the change process within the organisation and how it affects the people within Mott, Considering these, actions that I consider as appropriate for me to meet my objective are as follows;. Main resources that are needed to undertake these actions are time and literature on leadership and change management within organisations. I should be able to achieve my objective within seven months and the outcome measure for me would be my ability to identify change management strategies that would best fit my organisational context.
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Change in organisations is inevitable reactive and desirable but, usually, complex and difficult to bring about Sturdy and Grey, ; Bellman, ; Boshoff, ; Dzik-Jurasz, Yet, there are many a time when change is proactive planned — organisations make changes due to opportunities that they have to improve the workplace or their output Dzik-Jurasz, , and is also described as innovation.
Change is very vital for healthcare institutions that seek to deliver quality and patient-centred care to its clientele, and nursing leadership is regarded as a linchpin for such changes to be successful Dzik-Jurasz, ; Sutherland and Dodd, As a nurse aspiring to be a clinical leader, understanding the processes of change is, therefore, indispensable.
Pettigrew, McKee and Ferlie state that leaders of change should focus on the content, the process, the context of the change as well as the successful regulation of the relationship between the three. They explain content as the specific areas where the change is expected to occur, and processes as the activities, expected reactions and interactions between the groups that seek to bring about the change.
Context, as they explain, refer to internal and external factors that have influence over activities within the organisation. Lewin cited by Senior and Fleming, identifies three stages; unfreezing, moving and refreezing. At the stage of unfreezing, problems, needs or opportunities for change are identified, and the stage where new strategies or ideas are implemented causes individuals within the organisation to experience the change moving. Finally, the stage of refreezing is reached when the change has been well integrated into the organisation Yoder-Wise, ; Boshoff, Tappen, Weiss and Whitehead , also, identify that change process is in four phases; description of the change, planning the implementation of the change, implementing the change, and integrating the change.
Change starts when awareness of the need for it is created and ends when a complete evaluation of its expected effects has been done after the implementation ibid. Lewin cited by Baulcomb, states that change is associated with certain forces that either facilitate or resist it; success would result when the forces facilitating the change exceed those that are resisting it within the context. Personnel within the organisation may be one of such forces.
People resist change on the grounds of their psychosocial needs, the appropriateness of the change and, also, how the change affects their position and power Tappen, Weiss and Whitehead, Therefore, they should be taken into consideration and be actively involved in the change process Boshoff, Bennis et al.
Rational-empirical and power-coercive strategies both use top-down approaches while normative-re-educative approach employs a bottom-up approach. Top-down approach involves senior management generating the idea, planning and directly implementing the change while the bottom-up approach directly indulges the employees in the change process Ryan, I will be discussing and identifying different types of leadership and how they are implemented in care.
I will talk about what makes a good leader and the process it takes to become a good leader. I will be using evidence from the Open University resources and also a wider range of research to explain my findings, as well as personal experience from two placements i have been on and comparing the different leadership styles used by the sisters on their ward. Don't use plagiarized sources. Get Your Custom Essay on Why good leadership is important in nursing.
Essay on Leadership in Clinical Nursing and Management | Examples and Samples
I will also look at how being a manager differs from leadership, and comparing them with each other. Any names used in this assignment have been changed to protect confidentiality Nursing and Midwifery Council NMC, Leadership is a key skill for all nurses, they need to be confident and have the skills and knowledge to lead others.
However, Frampton cited in McKenzie, Manley, , pp. As leader you need to be able to inspire, empower and motivate people, to see where change is needed and be able to make change happen. To be able to achieve this you need to have good knowledge, ethics and be confident, as well as good communication skills. Being a good listener, interpreting and understanding the people you are leading, as well as being able to evaluate and reflect on practice Hardy, Titchen et al, , pp. When you have a good leader it helps motivate staff and keep up morale within the department, Adair and Alimo-Metcalf believe individuals are effective when they are confident and competent, being aware of their strengths and weaknesses helps them work well within a team.
Involving staff members in decisions making, knowing their views and skills will inspire and motivate them, not only to do a good job but also to inspire them to become a good leader Middleton, Jonas, McCay et al, cited in Stanley describes clinical leaders as people who inspire others and promote values and vision; they ensure that the patient is at the forefront of that vision. Stanley suggests that effective clinical leadership leads to innovation that leads to change and improvement in care.
However, he also says that change for change sake can have a negative effect, and change is not a process or structure, it is about people who are prepared to act, Stanley The National Health Service NHS framework brings leadership principles and best practice together, providing a consistent approach to leadership and developing staff, which in turn leads to better patient care. Within the NHS a lot of emphasis has been placed on both leadership and management , it is argued by Deming that management actually creates organisational problems, and that emphasis is being placed on leadership RCN , p.
The Francis report also says that a lot of emphasis is being put on leadership, but they believe that management skills should be considered a priority as well, because managing staff and resources is the bread and butter of healthcare workers. The report also says that there is a correlation between leadership and management, but without the management the NHS would come to a holt.
A quote from West Burnham says that leadership is about path making, doing right things. Management is about path following, doing things right. Administration is about path tidying, doing things KYN, unit 12, p. Together effective management, inspirational leadership and strong administration are needed to make a department work.
This is supported by the National Health Service NHS , described in the Kings fund Report as, excellence is needed in both leadership and management, and leadership should come from the board to the ward. There are many styles of leadership, the Peterborough and Stamford NHS trust in their nursing challenges and nursing leadership framework explain about some of the different styles like; directive leadership; getting immediate compliance, affiliative leadership; creating harmony, and visionary leadership; providing long term direction.
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Congruent leaders do not have to be staff that are high up in the ranking, they are people who believe in what they are trying to achieve and can motivate others. They show others by doing and get others to follow; it is what they are doing, the here and now. They have good values, beliefs and principles; they build good relationships and are effective communicators.
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Congruent leaders match their values and beliefs to their actions Stanley, Within the NHS trust nurses like infection control and link nurses are an example of congruent leaders. Transactional leaders work on a reward and punishment style of leadership; there is one leader and everyone else follows. They obey instruction and are monitored to see if they have achieved the set goal. Cherry, writes, transactional leadership can work for simple straightforward tasks, however it is said that it can stop both leader and follower from reaching their full potential Cherry.
Bass believes transactional leadership is more common place than transformational, although less dramatic in consequences and is more management style than one of leadership. He also believes that the best leaders are both transformational and transactional and disagrees with Burns that transactional and transformational leadership are at the opposite end of the scale Timothy, Judge, et al , p. Transformational leadership is driven by its mission and not its rules, it challenges ideas rather than maintaining the status quo, it inspires its followers to see and make change; they seek opportunities for others so they can fill their full potential.
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