Leadership and Management in Nursing Essay

Nursing is a very demanding and dedicated traffic and the current dearth is a serious problem at every last(predicate) levels of nursing and is the dearth of attractions among moderates. Leadership and knowment be congenital skills for all qualified health treat professionals and claim a pivotal comp cardinalnt in ensuring a delivery of high standards of care. Developing future nurture attractions is one of the greatest challenges faced by the nursing profession, (Mahoney, 2001).The occasion is currently realiseing as a midwife in one of the big hospitals in Riyadh, Saudi Arabia. The average deliveries per month are 500-600. thither are 22 midwives in this unit of measurement and there are eighter from Decatur vacant posts for midwives . Due to the shortage of midwives, these professional staffs are subjected to personal and work related stress. Preston et, al. (1981) defined stress as an adaptive response, mediated by individual characteristics or psychological proc esses. The negative effects of stress could be evident in staff absenteeism, hostility, and aggression.This allow for impair the pro heap of select care and the impressive functioning of the organization. (Healy & angstrom McKay, 1999). The adverse effect of work load and stress in the precedents placement has lead to an appal high staff turnover. Apparently, the incrementd workload has affected the staff death penaltys and the caliber of nursing care. When the staff feel that they are not cared for, then they contract it difficult to care for patients ( Atwater & ampere Bass 1994, Lancaster 1999).In this assignment, the author pull up stakes explore the various leading flares and their theories and in any case distinguish the functions among leadership and management. The author will also critically explore the conductors leadership practice in labor and delivery suite, thus creating a subtlety of cut back stress. The link of leadership expressive musical mode f rom the persuasion of work, environment, communication, em indicantment, delegation, implications, conclusion and urgeations will be discussed further.Leaders are not someone who holds go across position but also equal to give assistance to others, (Mahoney, 2001). Whereas in my placement, the head maintain, who is the leader, never gives a helping hand during the deliveries. She anticipates the midwives to conduct and manage the deliveries, even though theres shortage of staff. The nurse music director has to prepare the correct number of staff on each set up with the credentials to do the play and must be aware of the policies regarding overtime, blow from one unit to another.She must tune a competent aggroup and manage them to carry out the plan for reaching the goal of excellent patient care. Effective leaders are not merely someone who is skillful but they must acquire good attitudes, (Cook, 2001). The nurse manager must examine the factors surrounding the curre nt situation in the unit and absorb the knowledge of various wooes to leadership that will help to understand and determine the best leadership approach to create a ordained work environment to reduce stress.Leadership is defined as the efficacy to influence, inspire and motivate a group of people towards the achievement of its goal, (Yuki, 2002). circumspection is a process of getting things done effectively through cookery and organization of services which is one of the basic function of management whereas the leader is an intermediary between work group and the top management, (Marquis and Huston, 2006). The manager uses a formal and rational method whilst the leader uses passions and stirs emotions.Without enabling and empowering nursing leadership, efforts to remedy the quality and safety of healthcare will be limited and short-lived, as said by Kelly (2008). For a leader to achieve the goal, she must have the three essential things which are power, authority and influ ence to act in a way that will stimulate a positive do from the staff (Tomey, 2009). Leaders will emerge when nurses feel valued and take into accountntial to strive for excellence. They aim to improve patient care via a glutinous work force by focusing on interpersonal relationships between leaders and subordinates, (Malby 1997).A nursing leader should have a distinctive set of personal qualities, integrity, courage, initiative, king to handle stress, think critically, able to disrupt problems without conflicts, skillful communication and must be empathetic. They are not those who constraint others but they act as visionaries who help staff to plan, lead, control and cook their activities, (Jooste,2004). There are many graphemes of leadership. Autocratic type of leaders are those who shake up all lasts and expect others to follow without questioning and never look for advice from others, (Sullivan & Decker 2005).This situation had made some of the midwives to leave for greener pastures. The current health system has advanced in technology and improved in care giving services (Cook, 2001). The author feels that this leadership style is no continuing tenable and fits into the contemporary nursing practice and a consumer responsive culture. democratic leaders encourage the participant of staff and use a consensus for decision do, (Sullivan & Decker 2005) whereas bureaucratic leadership occurs when a leader rigidly adheres to rules, regulations and policies of the organization, (Jenkins and Henderson, 1984). sort of of providing sufficient support and consideration, my nurse manager demonstrates these leadership qualities because she uses rules and policies thus expecting exigent compliance from the midwives. . By following the organizational hierarchys influence, she puts herself in a high position but never use her power constructively (Masquis & Huston, 2006). Due to top management instructions, she adheres to the current policies, ma king no changes in them but gives verbal instruction and changing policies to her likes and dislikes.This swifts international trust and open communications between the manager and the midwives. Due to unvented stress and high expectations from the nurse manager, the midwives burnout level have been exacerbated . Burnout is a syndrome of emotional exhaustion, depersonalization and lack of personal accomplishment, as said by Maslach &Jackson (1981). Reports have proved that in this kind of environment, patients safety is at risk (Institute of Medicine, 2004). Participative leadership allows staff to participate in decision making and actively seek out the participation of those involved.This type of leadership allows staff to feel more committed to the goals they were involved (Faugier & Woolnough, 2002). The author feels that the head nurse should have these qualities so that the unit will run smoothly, and the staff will be appreciated and acknowledged so that good nursing care can be rendered. Transformational leadership is in particular well suited for todays fast changing healthcare environment where adaptation is extremely important (Welford,2002). It starts with the development of a vision that will excite and convert potential followers, (Outhwaite, 2003).To achieve organizational success, this style advocates for strong leadership qualities and these leaders use motivation in their approach than use rewards and punishment as said by Kouzes & Posner (2002). In the authors point of view, this leadership is proposed as empowering leadership style which well suits in my unit and to be recognized by the nurse manager. According to Bowles & Bowels (2002), transformational leaders create a leadership culture for all team members nurturing empowerment, increase their autonomy and open communication for comprehensive decision making.The nurse manager takes responsibilities for discussing care related matters with the midwives which makes them to be move and work more effectively to contribute to the development and provision of the unit, (Murphy. 2005). The ability of the leader to articulate a shared vision is an important aspect of transformational leadership (Faugier & Woolnough, 2002). Another leadership style is transactional leadership which focuses on providing day to day care between leaders and their employee.It aims to maintain equilibrium and harmony by using incentives to enhance staff loyalty and performance (Bass and Riggio, 2006). Laissez faire leadership is another style that leaves the staff alone to work with no directions or facilitations and is a highly risky form of leadership, (Sullivan & Decker 2005). Since the authors placement is labor and delivery, its not advisable to have this kind of leader in this unit as it will increase the mortality rate.The high level of burnout and increased workload due to shortage of midwives and less rest days has resulted them to leave. This disequilibrium may trigger the risk of natural and mental health of these midwives. The manager has depleted the nurses basic psychological of necessity which are rest and sleep and at the same time reducing their self- esteem, as said in Maslows theory of human motivation. The leader should explore barriers and identify conflicts when they arise and collaborate with the team and be able to understand the employees perspective (Outhwaite,2003).A more effective form of leadership maybe situational leadership where the leader switches the style depending upon the situation at hand and upon the competence of the staff, (Faugier & Woolnough, 2002). The nurse manager must be good clinician and have judgment skills to handle any problem that cannot be handled by the staff. By doing so, the staff will listen to her as she guides them. communion also plays a vital role as this can bar conflict and smoothes the progress of team building in the unit Calpin-Davies, (2000).A good communicator gives the sta ff detailed instructions to perform tasks that are demand to reach the goal. The nurse manager uses a communication book to provide important information to all the staff in the unit, as support by Sullivan & Decker (2005). By reading and acknowledging with a signature, she assures the message has been reached effectively. As a leader, the nurse manager has to be a good listener. It provides the chance to receive valuable feedback that is used to avert some problems and re turn others and also giving greater understanding of the issues being discussed.When there are incidences in the unit, the nurse manager gives a listening ear to the staff and tries to solve the problems. She puts aside preconceived ideas or prejudices when listening to staff. Being a leader, the nurse manager delegates some of the tasks to the staff to focus on more interwoven aspects of running the unit. She delegates the right task to the right person, for example sending and salt away of narcotics by th e midwife as these drugs used are cautioned in Saudi Arabia.A good leader fosters a congenial work environment by coaching, praising and training the staff to perform an excellent job and also by conducting continuous nursing education. Supervision goes in the musing of staff and to evaluate in the yearly performance appraisal. The author would recommend that the nurse manager in this unit has to change her leadership style to She should resources for proper quality care Conclusion Today, healthcare environment requires leaders to be skillful and knowledgeable and have strong inspirational leadership qualities across the health care organization. In this millennium, nursing must make a dedicated effort to nurture its young nurses to grow into effective and motivating leaders.