theories in leadership and management in nursing


Today, nursing management is viewed as a profession of its own, requiring special training, abilities, and characteristics (which ordinarily come much more naturally to some than others). As a fundamental component to drive a team?s motivation, overall performance, and job satisfaction, powerful nurse management is of the utmost importance to hospitals and wellness systems. Constructing upon this logic, nurse managers having a strong understanding of their very own nursing leadership style might be more thriving in managing their team/unit, eventually driving far better patient care.
Probably the most efficient leadership designs in nursing management fully understand that each nursing employees and patients advantage in the unit acting as a team. Realizing that the achievement on the unit heavily relies around the strength of the nursing leader should really implore nursing leaders to know the distinctive types of leadership types in nursing management. After a foundational understanding from the leadership styles in healthcare is established, nursing leaders can take personal inventory of how they fall into present designs, when also assessing which designs they might be alot more prosperous with in the future.

The nurse manager of your surgical unit assumes a leadership role in this situation. She is responsible for the management of registered nurses, healthcare assistants, workplace employees, efficiency evaluations, budgets, shifts, and attendance for this unit. A single day, she was told a nurse quite often slept on her night shifts. To her surprise, the nurse not just took a nap at the nurse station around the night shifts but also slept around the examining table within the examining area soon after midnight. Of course, the nurse was neglecting her duty and violating the night shift policy at the same time.
Within this case, if the nurse did not recognize her blunders and did not know that sleeping on her evening shifts was against policy, patient safety will be ignored and high-quality care could not be provided, not to mention diminished patient satisfaction and damaging outcomes. Hence, the unit director had to take action. The largest challenge for the unit director was having the nurse to acknowledge the error and subsequently modify her behavior. The ultimate objective within this scenario, yet, is usually to avoid the nurse from sleeping on her night shift, to convince her to take her job a lot more seriously, and to encourage a positive attitude toward her function.
Leadership so is often either transaction-based or transformational. Transactional leadership typifies most leader-follower relationships. It includes a ?you scratch my back; I will scratch yours? exchange of financial, political, or psychological products of worth. Every celebration for the bargain is conscious of the power and attitudes of your other. Their purposes are related and advanced only so long as both parties perceive their individual interests to be furthered by the relationship. The bargainers have no enduring relationship that holds them with each other; as quickly as an item of value is perceived to become at danger, the connection may perhaps break apart. This point is illustrated by labor strikes resulting from a transform in the terms of operate. The compliance of labor with management is based on an acceptable set of transactions; when the transactions are changed, the relationship might not have a lot to hold it collectively. Burns notes that in such situations, a leadership act takes location, but it just isn’t a single that ?binds leader and follower together in a mutual and continuing pursuit of a greater purpose?. Transactional leadership isn’t a joint effort of persons with common aims acting to get a collective goal, but ?a bargain to aid the individual interests of persons or groups going their separate ways?.

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