NUR 514 Discuss potential causes of conflict occurring within health care organizations

NUR 514 Discuss potential causes of conflict occurring within health care organizations

NUR 514 Discuss potential causes of conflict occurring within health care organizations

Currently, my preferred style of leadership is servant leadership. Tarallo (2018) describes those who practice servant leadership as, “They are serving instead of commanding, showing humility instead of brandishing authority, and always looking to enhance the development of their staff members in ways that unlock potential, creativity and sense of purpose”. I feel it is important to unlock the potential of all to provide the best care to our patients and have a cohesive workplace. It is difficult to have a functional unit when everyone fears their manager or is unhappy in their workplace. In these cases, you have increased turnover, more call ins, and patient errors. The goal of a unit is to work as cohesive as possible. Those that work with patients every day usually the best ideas and it is important to have often, open communication with each member of the staff and make sure they are being taken care of personally and professionally.

Reference

Tarallo, M. (2018) The art of servant leadership. https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/the-art-of-servant-leadership.aspx

 

While I do not believe that leadership style is a “one-size fits-every situation”, transformational leadership is the best style for my personal beliefs and values. Transformational leadership can be described as a relationship where the leader and followers equally elevate each other and must possess qualities such as self-awareness, humility, empathy, and authenticity. This style has been found to be effective in business situations (Mind Tools, n.d.). I believe that the most effective skill for an innovative leader is inspiring followership by example. This is another quality of a transformational leader. Transformational leaders require excellent conflict resolution skills and must inspire and motivate their staff to become better. They are forward and futuristic thinkers and communicate well. I think that this style would be effective in many leadership situations, including the nurse manager role. However, not every style is suitable for every situation and every good leader should have the flexibility to change their approach in order to adapt to every situation.

References

 

Mind Tools. (n.d.). MindTools | Home. www.mindtools.com. Retrieved November 27, 2022, from https://www.mindtools.com/ai9k5cb/the-blake-mouton-grid

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Good post. The background of transformational leadership is that it was first introduced by James Mac Gregor Burns in 1978. He first introduced the concept of transforming leadership in his descriptive research on political leaders, but this term is now also used in organizational psychology as well. According to Burns, transforming leadership is a process in which leaders and followers help each other to advance to a higher level of motivation. He related to the difficulty in the differentiation between management and leadership and claimed that the differences are in a person’s characteristics and their behaviors. He established two concepts which were transforming leadership and transactional leadership.to him, the transforming approach creates significant change in the life of people and organizations. It also redesigns perceptions and values, and changes expectations and aspirations of employees. In the transactional approach, it is not based on a give and take concept of a relationship, but on the leader’s personality, their traits and ability to make a change through example, articulation of an energizing vision and challenging goals. Transforming leaders are respected in the sense that they are a moral exemplar of working towards the benefit of the team, organization and/or community. Burns held the theory that transforming and transactional leadership were mutually exclusive styles. Transactional leaders usually did not strive for cultural change in the organization but they work in the existing culture while transformational leaders can try to change organizational cultures.

 

The Transformational style of leadership aligns most closely to my values. James McGregor Burns (1978) defined

NUR 514 Discuss potential causes of conflict occurring within health care organizations
NUR 514 Discuss potential causes of conflict occurring within health care organizations

transformational leadership as occurring “when two or more persons engage with others in such a way that the leader and followers raise one another to higher levels of motivation and morality” (as cited in DeNisco & Barker, 2019, p. 137). Having experienced a manager who was more autocratic, I saw firsthand how little she was able to motivate people and job satisfaction and morale took a beating. As a clinical manager, I met with my team regularly, listened to their ideas and encouraged their input. We learned from each other as a team. Because they trusted me they were able to accept that sometimes, while I listened to their ideas, I had to guide them in a different, less agreeable direction. I believe that while conflict is normal and expected, we had less conflict in our team because all members felt valued. DeNisco & Barker stated that “transformational leadership is based on empowering the team to work together toward a common vision versus power over others and imposing one’s ideas and will” (2019, p. 138). I will also use this style of leadership as a nurse educator, with the goal of motivating my students to be life long learners and to encourage them to be agents for change and to have the courage to question how things are done.

 

DeNisco, S. M., & Barker, A. M. (Eds.). (2019). Advanced Practice Nursing: Essential Knowledge for the Profession4 (4th ed.). Jones & Bartlett Learning. ISBN-13: 9781284176124

 

Emerald Works Limited. (2022). Leadership Styles Choosing the Right Approach for the Situation. Mind Tools. Retrieved November 25, 2022, from https://www.mindtools.com/a7m23wp/leadership-styles

I have to agree with Megan when she says, “I do not believe that leadership style is a “one-size fits-every situation.” After reading about each style of leadership and reflecting on my experiences, I tend to use elements of three leadership styles: transformational, bureaucratic, and servant leadership. After spending years in critical care, I am an avid follower of policy and was even “lovingly” labeled the Policy Nazi for a time. Since we literally deal with life and death situations, it is crucial that nurses follow policy and procedure exactly as written. With that said, I also want to encourage my fellow nurses or students to seek opportunities for personal and facility improvement. For example, our Pediatric DKA protocol was horribly outdated and dangerous. Rather than blindly following the existing protocol, I spoke with our providers and formed a small team of ICU nurses to update the policy based on new EBP. As a transformational leader, I encouraged and motivated my team toward the common goal. Finally, I always attempt to use elements of servant leadership, although this is not my strong suit. I am willing to take on tasks if a fellow nurse is struggling, however I am an advocate for guiding and teaching them to over come the struggle rather than removing it from the equation.

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Mind Tools Content Team. (n.d.). Leadership Styles. MindTools. Retrieved November 28, 2022, from https://www.mindtools.com/a7m23wp/leadership-styles

 

I have incorporated two leadership styles in my current position. Servant and Transformational leadership both styles both align with my values and beliefs. We should lead by example and do our best to be uplifting to those who work with us. If someone has the talent, drive, and dedication as a leader I feel as though it is my role to do my best to get them there. in the course of my career I have seen many leaders hold back individuals with strong potential, all they did was leave the organization. By having supportive leadership who have encouraged and guided me I am where I am today. I believe in the concept of team, your team is only as strong as it’s weakest member. I appreciate that we all have certain talents and growth areas and that as a collective we a stronger then any individual. Team development is crucial and in my opinion the best way to develop a team is through respect, honesty, and elevating each member to their highest potential. Servant and transformational leadership support these values. Interestingly enough I have implemented this approach to leadership and it has been very fruitful. The people I work with are independent, thoughtful, and have a sense of ownership with our department. Since we have improved our work environment. Sick calls have down, staff and patient satisfaction have gone up.

I often wonder if this type of leadership is supported by data, why don’t more employers implement this?