Nursing Leadership Theories by Danika Warfield on Prezi
leadership theory is proposed utilizing Ida J. Orlando's model for nursing. This theory . 'dynamic nurse—patient relationship' theories. Orlando provides the. Read a study examine the relationship between nursing leadership practices and Resonant leadership theory, based on the concept of emotional intelligence. leadership from a criti- cal theory perspective, particularly Habermas's theory of communicative action. of care for patients by nurses who were missing essential continuing the type of communication that occurs within the organisa- tion.
This is one of the best for clinical settings as skills and abilities of all the professionals contribute equally to the success of the organization. Also, the confident group of members always come ahead and give suggestions whereas apprehensive employees may never get opportunities to provide their feedback. Affiliative Affiliative Leadership is not a cup of tea of every other individual.
Nursing Leadership Theories by Danika Warfield on Prezi
To make this style successful for an organization, the leader must be great at making relationships. This leadership works best when there is a need to fix the bitterness of feelings among a group or when there is workload or stressas these leaders are the best to motivate other team members.
Basically, affiliative leadership is extremely effective when there is a need to team harmony, augment morale or rebuild broken trust. Moreover, it also increases interaction and communication among members.
Despite numerous positive aspects about this style of leadership in nursing, there are some disadvantages, first of all, this style can not be used as the only source, and second, it can lead to poor performance, and that too may go not corrected.
Transformational Transformational leadership style in nursing is also based on the encouragement of the employees to give their best at work and motivation to be positive while performing various tasks instead of being negative.
But, all this is done through a common mission and vision. Transformational style results into engaged and productive teams. To make this leadership work in a beneficial way for the organization, there is a requirement of an inspiring and smart nurse leader.
This style may fall in a contemptible manner if the one who handles everything lacks in any of the essential traits required to make transformational leadership successful for any health care setting. Authoritarian Authoritarian or Autocratic leadership style in nursing is the one in which the nurse manager or leader decides everything, give orders and directives to all the team members.
Employees just need to follow what they are asked. The manager supervises every staff member and their input is not considered while making decisions. Workers are not even allowed to ask if they have some doubts about the validity of a directive.
This kind of leadership style is perfect for the places such as prisons, military, routinized operations, jails because in these kinds of places, lives of patients completely depend on the workers. Thus, it is must for such employees to work step by step as they are directed.
Even punishment is given if someone does not enforce the rules properly.
- The relationship between nursing leadership and patient outcomes: a systematic review update.
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- Leadership theories and the development of nurses in primary health care
Mistakes are completely intolerable, and often individuals are blamed instead of the faulty procedures. The only advantage of this leadership is that it is the most effective in case of emergencies or perplexed situations when there is very less time for discussion.
It is completely a bad idea to used this management style in nursing for routine operation as it fails to promote, communication, trust, and teamwork. Coaching In coaching leadership, leader concentrates on the development of people. They work to make the team members understand their strengths and weaknesses, set targets for development and help them achieve goals.
This nurse manager leadership style is great to groom the employees both professionally and personally. If implemented properly it gives long term results. But along with so many pros, it also has some cons such as it can work only if workers are receptive, and it needs time to imply, especially in the start.
Transactional Transactional Leadership style in nursing is the one in which leaders give rewards or punishments to the employees respective of the way in which they complete the tasks. It concentrates on the importance of supervision, leadership, organization and performance of the group. It completely relies on the transactions held between the workers and the nurse manager because it is based on the fact that employees are motivated both by discipline and rewards.
Nurse managers who follow this kind of leadership style for nurses do not focus on the performance of the organization in the near future, rather they look for the best that can be done to keep everything perfect in the present.
It has been suggested that managers with larger spans of control may have been hampered in their ability to provide direct support to nursing staff. However, there was another contradictory finding in that lower mortality was associated with higher nurse burnout.
Adverse Events A total of nine studies addressed ten types of outcomes in this category. The strongest relationship was between leadership and medication errors, as four of five studies showed significant negative relationships. Transformational leadership, manager support and trust in leadership were all associated with lower medication errors.
Patient falls were examined in four studies and the results were mixed since two studies showed significantly decreased patient falls related to transformational leadership, while in two other studies manager support was not significantly related to fall rates. A lower incidence of pressure ulcers was significantly associated with leadership in only one of three studies.
Two studies found significant relationships between positive leadership styles consensus and participative and lower restraint use in nursing homes.
Five Ways Nursing Leadership Affects Patient Outcomes
In two of three studies examining hospital-acquired infections pneumonia and urinary tract infections transformational leadership was associated with lower infection rates. Complications Three types of complication outcomes were addressed in two studies and thus there were few studies for each type of complication limiting the ability to draw conclusions.
Patient Healthcare Utilization A new category of patient outcomes was added since three studies addressed patient healthcare utilization indicators, specifically the number of hospitalizations, hospital readmissions and hospital length of stay as outcomes related to work environment factors including leadership.
Healthcare utilization measures reflect services or resources consumed in managing patients' health-related needs. It has been proposed that patient hospitalizations are considered important indicators of the general health status of patients who are on dialysis and may be considered a reasonable nurse-sensitive quality indicator in dialysis settings.
One study claimed that the frequency of hospital readmission rates reflected an inadequate patient safety process which means that hospitals with poorer safety cultures would be expected to exhibit higher levels of hospital readmissions.
Manager support was included as one element of patient safety culture. Both studies did not demonstrate significant findings for the effects of leadership on these two healthcare utilization outcomes.
However, it was found that manager support was associated with a lower patient length of stay through the human resource indicators of lower absenteeism, overtime and nurse to patient ratio.
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Discussing the Impact of Relational Leadership The findings provide support for the assertion that relational leadership practices are positively associated with some categories of patient outcomes.
They highlighted a key relationship between relational leadership and the reduction of adverse events, specifically medication errors, possibly through leaders' influence on human resource variables that may be connected to patient care outcomes, staff expertise, turnover, absenteeism, overtime and nurse to patient ratios. This important connection may suggest that effective nursing leadership is essential to the creation of nursing work environments, with appropriate staffing levels, resources and care processes that support nurses in preventing unnecessary deaths.
Finally, there was a significant positive relationship between both relational and task-oriented leadership and patient satisfaction. This finding may indicate that some elements of each style are needed to ensure care processes that contribute to satisfied patients such as clear standards of care and role expectations as well as collaborative working relationships.
Implications for Leadership Theory Transformational leadership was the most frequently applied leadership theory in the reviewed studies. Attention to other leadership theories that may have relevance to nursing and healthcare are worthy of further application for the potential mediating processes they propose between leadership and outcomes.
Authentic leadership is an emergent leadership approach from the field of positive organizational behavior that highlights the importance of examining the context and the influence of followers in the leader-follower dynamic. This relational leadership approach is grounded in the leader's positive psychological capacities, honesty and transparency, strong ethics and behavioral integrity.
Five Ways Nursing Leadership Affects Patient Outcomes
The utility of this theory is that it emphasizes possible mechanisms through which leadership influences performance, and how followers shape leadership within and between various organizational contexts, climates and cultures. Resonant leadership theory, based on the concept of emotional intelligence, is also worthy of greater application in healthcare. These theories focus on the leader's ability to attend to the individual's emotions and the outcomes of these behaviors for individual's well-being and performance.
Likewise, leader-member exchange LMX theory has received little attention in healthcare despite a large empirical base in other disciplines and the potential to increase understanding of the linkages between leadership, processes and patient outcomes.
In this theory, the nature and quality of the relationship between the leader and the follower that forms over time is posited to play a vital role in employee responses to their work environments.
Implications for Nursing Practice The findings from this review underscore the value of relational leadership styles, which were positively and indirectly related to nurse's motivation to perform, improved work environments and outcomes for nurses and nurse retention.
These findings suggest that a complex interplay of associations between the relational practices of formal nursing leaders to provide vision, support, staffing resources and leadership, with the health, competencies, abilities, knowledge, skills and motivation of nurses, are integral to the achievement of better patient outcomes.
Relationally-oriented leaders contribute to positive practice settings and staff work engagement by providing support and encouragement, positive and constructive feedback, open and transparent communication and individual consideration. Creating opportunities for meaningful dialogue between leaders and clinical nurses is necessary to discuss patient care issues that could impede patient safety. While this is challenging in the current high-paced, and heavy meeting-laden managerial roles, it remains a priority that cannot be overlooked.
Nurses must be provided with the opportunity and staffing resources to monitor patients' conditions and address their education needs regarding self-care, symptom management and other factors related to patient empowerment.