DISCUSSION BOARD RESPONSE

PLEASE RESPOND TO MY CLASSMATE

Robin Hussion-Dale
RE: Discussion – Week 4
COLLAPSE
Leadership Theories in Practice

Due to recent shifts in treatment modalities, acute care patients that would previously be considered to need a specialized intensive care nurse are becoming more common on regular medical floors. With this increase in acute care patients on regular medical floors, leaders in these units need to be present and effective to be of use. Yucheng et al., (2019) has noted that extensive research has been conducted and has shown that ethical leadership has a direct correlation with employee behaviors. Not everyone in leadership will manage their employees in the same management style. This also leads to leaders handling situations and people differently. According to Laureate Education, (2014), leaders are held to higher standard and must act accordingly, which encourages them to individualize their leadership style specific to the individual. For instance, a new-graduate Registered Nurse on their first day on the job could need more attention from their preceptor than a seasoned Registered Nurse hired at the same time who is also under orientation for the same position.

Cummings et al., (2018) has noted in their research that leadership that focused on a more positive work environment through promoting relational leadership style had more optimal outcomes. The authors also noted relational leadership shown an increase in employees’ productivity and job satisfaction was high. Methods such as Laissez-fair, management by exception, and transactional were noted to have an inharmonious work environment and the authors research shown them to be inferior management style with less optimal outcomes. Relational leadership styles focus on a better relationship which focused on the needs of their employees, which would give a feeling of being important to the unit and organization. Cummings et al., (2018) has noted that in contrast with relational leadership, task-forced management that focuses primarily on work related needs and ignored the needs of staff, this leadership style led to more mixed results in their research.

Yeh et al., (2016) considers personality in choosing leadership in healthcare organizations, such as nurse unit team leaders and nurse managers, by choosing the right personality that can accommodate the employees and organization needs can develop an efficient unit. There is no single leadership style that is appropriate for every situation in the unit to achieve optimal results in every aspect.

I have worked in a variety of nursing units with varying leaders who utilized a number of nurse management styles. The units that were the most satisfied were ones where we all felt we could voice our concerns when they arise and that they were listened to. This did not always lead to changes, but we all felt appreciated and encouraged to do our nursing care to the best of our ability. I, like many other people here, have favorite physicians, nurses, and techs that make the day go by smoothly. This is largely in part to good communication and implementation. I also had a nurse manager that primarily utilized Laissez-fair management style. She worked Monday through Friday 0900 to 1700, unfortunately she would frequently have to work 18 hour shifts due to her inability to manage nurses who frequently called out or would never show. I liked her on a personal level, and she was a competent nurse, she did not have either a good personality for management or she had inadequate training.

References

Cummings, G. G., Tate, K., Lee, S., Wong, C. A., Paananen, T., Micaroni, S. P. M., & Chatterjee, G. E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International Journal of Nursing Studies, 85, 1960. https://doi-org.ezp.waldenulibrary.org/10.1016/j.ijnurstu.2018.04.016

Laureate Education (Producer). (2014). Leadership [Video file]. Baltimore, MD: Author.

Yeh, S. J., Yuan, K., Chen, S. S., Lo, Y., Chou, H., Huang, S., Chiu, H., & Wan, T. T. H. (2016). The moderating effect of leadership on the relationship between personality and performance. Journal of Nursing Management (John Wiley & Sons, Inc.), 24(7), 869883.

Yucheng Zhang, Long Zhang, Guangjian Liu, Jiali Duan, Shan Xu, & W. -L. Cheung, M. (2019). How Does Ethical Leadership Impact Employee Organizational Citizenship Behavior? A Meta-Analytic Review Based on Two-Stage Meta-Analytic Structural Equation Modeling (TSSEM). Zeitschrift Fur Psychologie, 227(1), 1930.

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