NURS 6053 Leadership Theories in Practice

NURS 6053 Leadership Theories in Practice

Sample Answer for NURS 6053 Leadership Theories in Practice Included After Question

A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject. 

However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations. 

Yet, how well are these theories put to practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization. 

To Prepare: 

  • Review the Resources and examine the leadership theories and behaviors introduced. 
  • Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments. 
  • Reflect on the leadership behaviors presented in the three resources that you selected for review. 

By Day 3 of Week 4 

Post two key insights you had from the scholarly resources you selected. Describe a leader whom you have seen use such behaviors and skills, or a situation where you have seen these behaviors and skills used in practice. Be specific and provide examples. Then, explain to what extent these skills were effective and how their practice impacted the workplace. 

By Day 6 of Week 4 

Respond to at least two of your colleagues on two different days by explaining how the leadership skills they described may impact your organization or your personal leadership, or by identifying challenges you see in applying the skills described. 

Click on the Reply button below to reveal the textbox for entering your message. Then click on the Submit button to post your message. 

A Sample Answer For the Assignment: NURS 6053 Leadership Theories in Practice

Title: NURS 6053 Leadership Theories in Practice


When it comes to leadership, there are so many methods and ways to gain the employees’ trust. There is much research stating the best leadership style; the reality is that every situation needs a different kind of leadership, and every profession needs a different one. Parenting, for example, cannot be solely laissez-faire, and it cannot solely be authoritarian. Even transformational leadership cannot be the only method used in parenting. The same goes for nursing; not only style applies to all. Every organization is also different, and every situation is different.

Any leadership style aims to determine the objectives, initiate action, and coordinate workers’ efforts (Marshall & Broome, 2021, p.9). The role has always been on the leader to initiate that while motivating workers, but that is only sometimes helpful for employees. Nursing is based on autonomy; therefore, certain leadership styles will need to be revised, like the authoritarian style, which negates the concept of autonomy and almost deletes critical thinking in nurses.

Leadership theories

There are many theories when it comes to leadership. Theory X is focused only on the leader making all the decisions, and based on productivity, followers get incentives and punishments (Marshall & Broome, 2021, p.10). Theory Y is a participative style, always seeking consensus. In contrast, theory z is focused on the well-being of the employees on and off the job and on job satisfaction (Marshall & Broome, 2021, p.10).

The best fit for nursing would be transformational leadership, which could combine theory Y and theory Z. In transformational leadership, the leader influences others not just through specific characteristics like charisma but also through being focused on the leader, on others, and on being a role model (Marshall & Broome, 2021, p.15). Leaders usually have specific characteristics like being good listeners, good coaches, having empathy and support, and being able to motivate and offer recognition (Marshall & Broome, 2021, p.18).

Leadership challenge model

The challenge model is based on providing a role model for the followers to mirror while adding autonomy and developing their strengths. It is a way to make the followers see their leader’s strength while developing their own (Marshall & Broome, 2021, p.184).

Leadership in nursing

The leader needs to stay in touch with the employees, listen to their concerns, help if needed, make rounds, and

NURS 6053 Leadership Theories in Practice
NURS 6053 Leadership Theories in Practice

evaluate their performances (Marshall & Broome, 2021, p.186). We can take the charge nurse as an example of leadership in nursing. A charge nurse should always be available, have answers, and show resources; a charge nurse should show empathy, compassion, and self-management. A manager should also be there for support and be seen on the floor alongside the staff nurses, listening to their concerns and meeting their needs. A manager should offer incentives, should motivate, and discuss fallouts.

Leadership in my organization

The leadership style used in my organization is transformational. The manager is always present on the unit and available by phone if off the unit, even on weekends. She continuously checks in with the nurses to ensure they are all right, always offering to step up and monitor patients while nurses take a ten-minute break. Apart from the informal check-ins daily, she has formal check-ins twice a year, discussing what motivates us, how to recognize us, and printing out excellence in performance to show us what others have said about us. She always pushes us to be better and seek what is next by ensuring we are doing our education and thinking for ourselves, and always speaking up. One example was when I had a conflict with the neurology department, not getting back to me, not communicating with me, and dismissing my concerns. She immediately got in touch with them and highlighted the importance of teamwork and communication and the impact that has on the organization. Another example of the her being there was when I had a patient with a wound vac in place; I have never changed one before. She stepped up and helped me do the nursing care that I needed. She was there to help and as a support and I could not have done it without her. Not only did she help, but she made me a resource as well for other people who have not done it before. This is a kind of transformational leadership being there, being visible and motivating me to do better and do more than what is expected by motivating me to teach others.

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There are times when a different kind of leadership is needed. In a code situation, transformational leadership cannot be used; a more authoritative kind is needed; the team needs to listen to one leader when there is chaos, and debriefing afterward can clarify why the leader certain things happen. However, there is no time for explanation or negotiation in a time of chaos.

Impact on the organization

Transformational leadership can have many benefits for nurses. It drives them to innovate and inspire (Pattison & Corser, 2023). It helps the nurses keep their autonomy and be creative while supporting and listening to their needs. It helps improve staff retention and motivates them to stay and improve (Pattison & Corser, 2023). In this article, it should there are different methods of leadership, the compassionate, the collective, and the transformational (Pattison & Corser, 2023). The compassionate focus on learning and conversations with the staff is based on the nurses‘ autonomy. The collective is similar to the transformational; it is shared and discursive, motivating followers to lead. This is the path to success, the path to getting Magnet recognition; it focuses on creating and sharing a vision, and the focus is on the end goal (Pattison & Corser, 2023). Like the transformational style, it might not be the best method in a crisis or code situation (Pattison & Corser, 2023).

Patient outcomes and quality of care measure nursing care; a study showed that transformational leadership and authentic leadership styles are the best suited for nursing since they reduce adverse events and increase nurse retention ( Kiwanuka et al.,2021). Choosing a leadership style is very important since It can affect the outcomes and goals of an organization.

A quantitative study was done in a nursing home to perceive what kind of leadership is used and what leadership is expected. The leading style was autocratic leadership or passive-avoidant (Poels et al., 2020). Unfortunately, this style of leadership could be more productive for nursing. An autocratic leader does not involve nor inform followers of decisions (Poels et al., 2020). This leadership style is attributed to administrators and managers needing more administrative tasks that leave no time to interact with and support their staff (Poels et al., 2020). On the other hand, transformational leadership leads to staff well-being, decreased burnout, increased job satisfaction, and higher patient satisfaction. These lead to increased retention (Poels et al., 2020).


Kiwanuka, F., Nanyonga, R. C., Sak, D. N., Muwanguzi, P. A., & Kvist, T. (2021). Nursing leadership styles and their impact on intensive care unit quality measures: An integrative review. Journal of Nursing Management (John Wiley & Sons, Inc.)29(2), 133–142.

Links to an external site.


Marshall, E. S., & Broome, M. (2021). Transformational leadership in nursing: From expert clinician to influential leader. Springer Publishing Company, LLC.

Pattison, N., & Corser, R. (2023). Compassionate, collective, or transformational nursing leadership to ensure fundamentals of care are achieved: A new challenge or non‐sequitur? Journal of Advanced Nursing (John Wiley & Sons, Inc.)79(3), 942–950.

Links to an external site.


Poels, J., Verschueren, M., Milisen, K., & Vlaeyen, E. (2020). Leadership styles and leadership outcomes in nursing homes: a cross-sectional analysis. BMC Health Services Research20(1), 1009.

The transformational leadership skills that you have discussed will have a positive impact on my organization as well. Today’s healthcare organization requires a unique set of skills from leaders. For leaders to be successful, they must be willing to face reality based on knowledge and promote new ideas that will foster performance enhancement in the organization. Transformational leadership will influence their team members’ foundational points of view and presumptions. Transformational leadership involves the leader encouraging followers to collaborate with others to achieve a common objective (Bakker et al., 2022).

In order to achieve a common objective. Transformational leadership will bring about higher performance in my organization because it has been proven that leadership style does influence innovation and knowledge. Transformational leadership impacts employee productivity positively (Qalati et al., 2022). Transformational leadership will revitalize new ideas and knowledge and improve my organization’s performance. Transformational leaders are known for their charm, imagination, and mental stimulation. These attributes will help to foster good communication and a spirit of trust, which can lead to positive outcomes at my organization.

Transformational leadership enhances the improvement of individual absorptive capacity. My organization’s employee’s absorptive capacity will be enhanced. Absorptive capacity is a quality that enables employees to see a clear vision of the organization and look for ways to key into the vision to assist the organization in achieving its objective. To achieve organizational objectives, employees must perform their duty effectively (Trivedi & Pattusamy, 2022). Transformational leadership will help my organization to influence employees learning positively. Transformational leadership will affect the innovative value conduct of my organization positively.


Bakker, A. B., Hetland, J., Kjellevold Olsen, O., & Espevik, R. (2022). Daily transformational leadership: A source of inspiration for follower performance? European Management Journal

Links to an external site.

Qalati, S., Zafar, Z., Fan, M., Sánchez Limón, M., & Khaskheli, M. (2022). Employee performance under transformational leadership and organizational citizenship behavior: A mediated model. Heliyon8(11), e11374.

Links to an external site.

Trivedi, R., & Pattusamy, M. (2022). Performance pressure and innovative work behaviour: The role of problem-orientated daydreams. IIMB Management Review34(4), 333–345.