Tuesday, December 10, 2019

Leadership in Healthcare for Perspectives - myassignmenthelp.com

Question: Discuss about theLeadership in Healthcare for Concepts and Perspectives. Answer: Introduction According to Alligood (2017), leadership is the way individuals behave when directing the members of a group who have shared goals. There are several types of leadership. These include transactional, transformational and situational. Transactional leadership employs use of rewards and punishments. In this kind of leadership, the employees follow the dictates of leaders. Those employees who perform well and as expected are rewarded and those that do not meet the expectations are punished. Behaviours that are rewarded will most likely be repeated while those that are punished will be avoided in future (Giltinane, 2013). This type of leadership may be very important in emergency situations and may leave both the hard-working nurses and their patients happy. The nurse will be happy because of the reward while the patient is happy for effective treatment. Transformational leadership on the other hand involves a leader with a vision. These leaders have some future changes that they would w ant to see in the organizations they lead (Fischer, 2016). In some cases, the change to be achieved is planned by leaders in conjunction with the subordinates. The change is described clearly and concisely, and it is regularly communicated to employees. Each member of the organization is expected to be working in a way that will lead to the foreseen change. This form of leadership would be of great importance to the nursing profession. Goals could be set and communicated concisely. Such goals should be geared towards improved working conditions for nurses and improved clinical outcomes for patients. Situational leadership stipulates that there no single best way of leading. The leader will be most effective if they adapt to the current needs of the organization (Carsten, Uhl-Bien, West, Patera, and McGregor, 2010). This leadership style is flexible and is ready to accommodate any outcomes of the future. No one knows what the future holds. A leadership style that gives room for any developments of the future seem to be a wiser one. In the nursing profession and the medical one in general, discoveries continue to be made. This style of leadership seems to be the best suited for the profession. As indicated by Wong (2015), effective leadership has been shown to bring about positive transformation in almost all areas where it was applied. This essay will discuss the importance of strong leadership in health care. This will be covered under the following topics: important nursing leadership qualities, leadership and workplace culture, leadership staff turnover and job satisfaction an d leadership and quality care. Important Nursing Leadership Qualities Nurses in leadership deal less with patients and their responsibilities shift more to managing other nurses and keeping their eye on the aim and vision care provision. A nurse in a leadership position can influence the operations of not only the other nurses but also of the whole system of care provision. Leadership is pivotal and significantly affects the nature of care provision including the workplace culture of employees. As Grossman and Valiga (2016) argues,the goal of effective nursing is ensuring highest quality of care is offered in an environment where ethical principles are observed and where both the work force and the patient/clients feel valued. Discussed next are some important nursing leadership qualities. First is strong communication. As a leader, the nurse should be sure to master the art of communication. Daily, the leader will interact with a numerous number of people be it other nurses, doctors and other healthcare staff. Having good skills of communication will enable the leader to effectively communicate strategies, needs and instructions in a clear, concise and easily understandable manner. The other important quality is delegation. The leader should have an in-depth understanding of the other members of the healthcare team. In addition to that understanding, the leader should ensure that they trust other members. Such a move would help the leader be able to delegate roles since it is practically impossible to expect to accomplish all roles by themselves. Different members of the team have different strengths and weaknesses. This will help in identifying who to delegate certain roles. By delegating role based on such knowledge, there is a high likelihood that others will be more efficient. Overall, the process of care improved, and the employees are more motivated. The third important leadership quality is being business-mindedness. The administrative side of leadership will require that the nurse have a business mind. This is because there will be a lot of dealing with budgets, scheduling, inventory management and other issues that may require business knowledge (Nieswiadomy and Bailey, 2017). Though these will be done by an expert in the area, it is important that the leader know what is happening and be able to guide the procedures well. The fourth quality is empathy. Empathy is the ability of being able to understand the other person (fitting in their shoes) but remaining to be yourself. The leader should be able to empathise with fellow nurses. In this case, the nurse has been there before and should listen to the issues presented by others empathetically. The final quality to be discussed is conflict resolution. Problems and challenges arise in our every day life. How we respond to these challenges is important to our progress. A leader should have effective ways to resolve any challenges or conflicts that might arise in the workplace (Delgado and Mitchell, 2016). This could involve constructive criticism to nurses while still maintaining respect for them. Leadership and Workplace Culture Leaders have an enormous influence on organizational culture. The way the leaders talk, and act will influence the organizational culture in some way. The behaviour of a leader inevitably affects the workplace culture. Therefore, a leader who wishes to develop a strong workplace culture will take a close look at their lives and make sure they are influencing the workforce towards that. Accountability is a great quality for a leader who wants to create a work place culture that they would want. Following are some ways through which leaders influence or could influence the workplace culture. The first way is through modelling behaviours. According to Hyde, Bresnen, Hodgson, Bailey and Hassard (2014), it is very hard for a leader to make staff adopt a certain practice or culture if they have not adopted it themselves. If a leader wants their team to change in some way, they should serve as an example. When they do this, there is a high likelihood that other team members will follow suit. In a situation where the leader encourages the team members to adopt a certain change, but they do not themselves, chances of achieving the change are very minimal. It seems therefore, that to be effective in achieving a desired workplace culture, leaders should be the first to demonstrate the culture by their words and actions. The second way is establishing a purpose to believe in. Members of the team being led work better if they know what exactly is expected of them and how it impacts the organization. Where this is lacking, there is some sort of vacuum and employees may lose a sense of direction. On the other hand, when the purpose is clearly and precisely provided, the team members view their employment status as an opportunity to connect with the leader and head towards a certain direction. Each staff member should be briefed on what is expected of them and how that is important to the organization. The commitment and sense of direction that results leads to a strong workplace culture. Leaders should also set expectations and come up with mechanisms to help the team members meet them. As demonstrated by Blais (2015),when these members are provided with the tools and resources needed to fit within the organizational culture, they are empowered. A strong workplace culture where staff are committed and dedicated results. Another way through which leaders can shape the workplace culture is via reinforcing a culture of accountability (Phillips, Stalter, Dolansky and Lopez, 2016). When leaders hold people accountable of their action, such people tend to be more dedicated in their jobs. Where people are not held accountable, instructions may just but fall on deaf ears. Accountability could be ensured by ways such as having detailed job descriptions where it is clear who should be doing what, when and how. Leadership, Staff Turnover and Job Satisfaction There is a strong correlation between poor leadership and staff turnover. Leaders who act as dictators and fail to give their employees a listening ear, contribute to staff turnover (McCann, 2015). It is true that the way an employee is treated by their leaders will greatly contribute to their willingness to continue with their jobs and be satisfied. When the leader issues orders without caring the about the opinion of team members, the chances of turnover of the team members increase and they may eventually leave the job. Leaders therefore have a key role in ensuring job satisfaction of the staff members. Another way through which poor leadership could contribute to employee turn over is through failure to keep promises. In a situation where a leader keeps on failing to deliver their promises, the employees may become demotivated and quit their jobs (Laschinger et al, 2014). What failure to keep promises does is to make the employee/staff feel lied to and consequently lose interest in their jobs. They become unsatisfied with what they do since they know that any promise made will not be kept (Morton, Fontaine, Hudak and Gallo, 2017).Eventually, this manifests as staff turnover. If an organization lacks proper communication channels, it is not clear who is supposed to be doing what, when and how. It is also likely that the efforts of the employees will neither be noticed nor rewarded. Poor communication is a sign of poor leadership since good leadership invests in effective communication (Bercaw, 2016). When employees efforts can neither be noticed nor rewarded, their morale diminishes and are no longer dedicated. They lose satisfaction and eventually leads to quitting. For an organization to boost the employee morale and keep them satisfied with what they do, leaders should ensure that there are proper communication channel and that employees who do well in their jobs are recognized and rewarded (Giger, 2016). Leadership and Care Quality There is a significant relationship between leadership and quality of care. For instance, studies show that substantial associations between leadership and satisfaction of patients. Good leadership leads to increased quality of care while poor leadership deteriorates the quality of care (Cherry and Jacob, 2016). Some ways in which leadership influences the quality of care are going to be discussed next. Good leadership ensures that nurses and other members of the healthcare team are satisfied. Satisfaction boosts morale and they become committed to their jobs. They appreciate their pivotal role in offering care to patients/clients (Spears and Lawrence, 2016). With this approach, they offer the best quality of care that they can. In this way, the patient gets the best care that they could receive from healthcare providers. Another way through which good leadership leads to improved quality of care is through installation of the necessary systems (McCann, 2015). Good leadership is concerned with the highest level of care and therefore endeavours to put in in place as many as necessary systems for offering of care. This might include ensuring that there are enough wards, healthcare staff and other necessary factor such as drugs required. Good leadership focuses on effective procedures and processes. It also ensures proper communication channels are in place. In addition, it recognizes and awards efforts of the employees. According to Bayley, Chambers and Donovan (2016),these factors come together to form close collaboration between the management and the staff. The staff are free to air any problem or challenges freely. Patients/clients are also given the same opportunity. The feedback obtained is compiled together and used to address the problems and challenges accordingly. In this way, the quality of care continuously remains at peak. Conclusion In conclusion, there are several types of leadership which include transactional, transformational and situational. Leadership in nursing influences the operations in a healthcare facility and inevitably affects the quality of care. When leaders possess important qualities such as strong communication, business mindedness, delegation and conflict resolution, they relate closely with fellow nurses and bring great positive transformation in the process of offering care. Leadership is also implicated in workplace culture. Good leadership leads to a strong workplace culture and satisfied staff. There has been shown to exist a significant relationship between leadership, staff turnover and job satisfaction. Poor leadership increases the chances of staff turnover and job satisfaction. Good leadership is associate with improved quality of care. References Alligood, M. R. (2017).Nursing Theorists and Their Work-E-Book. Elsevier Health Sciences. doi: 9780323402248 Bayley, H., Chambers, R., Donovan, C. (2016).The good mentoring toolkit for healthcare. CRC Press. doi: 9781857756494 Bercaw, R. (2016).Lean leadership for healthcare: approaches to lean transformation. Productivity Press. doi: 9781466515543 Blais, K. (2015).Professional nursing practice: Concepts and perspectives. Pearson. doi: PGM35055 Carsten, M. K., Uhl-Bien, M., West, B. J., Patera, J. L., McGregor, R. (2010). Exploring social constructions of followership: A qualitative study.The Leadership Quarterly,21(3), 543-562. Cherry, B., Jacob, S. R. 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