NSN515 Clinical Leadership And Management

You will evaluate traditional and contemporary leadership theory to generate a conceptual model that contributes to a framework for building leadership capacity and lifelong leadership for quality improvement to advance nursing.

 

1. Either use the workplace issues you identified from Assessment and use leadership theory to construct solutions for the issues you presented.

2. Or highlight some key issues from your own practice and use leadership theory to construct solutions for the issues you
have identified. 

 

Answer

Introduction

The paper evaluates the traditional and contemporary leadership theories to produce a conceptual model that contributes to the framework for leadership capacity building alongside lifelong leadership for quality enhancement to advance nursing. The main issue identified for the development of a conceptual framework to solve in leadership is the workplace bullying.  

Issue of Concern

Nursing leadership have discovered it progressively challenging to undertake the integration of concepts alongside theories of nursing leadership in numerous roles as well as responsibilities of professional RN (registered nurse) to reduce the nursing concern issue of workplace bullying to thereby enhancing nursing care safety alongside quality. Nevertheless, professionals in nursing need to care about such an integration because it remains the basis for making sure that quality alongside safety of care in nursing practice is guaranteed in an environment free from workplace bullying (Chadwick & Travaglia, 2017). The obtainable literature recognizes such an issue as a serious one because various professionals in nursing fail to distinguish that every patient has a dissimilar need and must be accorded distinct attention in order to provide quality alongside safety care which cannot be achieved in presence of workplace bullying.

Modeling alongside Theory of Role Modeling hold that workplace bullying impedes the ability of nurses to classify the variances alongside cohesions amongst patients thereby making the nurses to be incompetent to offer quality besides safety care. The key stakeholders recognized to influence and influenced by such an issue are patients; professional nurses; and whole leadership of nursing (McSherry et al., 2012). The consequences of workplace bullying in nursing leads to increased mistakes being committed by nurses who are bullied thereby affecting their patients as they become insensitive to specific separate patient’s need. This might make a given nurse to administer a shared intervention hence leading to side effects.

Competence in the nursing leadership remains important to quality as well as safety care delivery for patients. Nurses that show respect to their corresponding patients have ease in terms of communicating with them as well as accessing the essential info to advance the care effectiveness. However, this is only feasible in a conducive environment free from bullying. Accordingly, numerous theories are already fronted to assist nurses in their interaction as well as serving the patients’ best interest with restricted possibilities of workplace bullying (Strandmar et al., 2017). The theory of nursing designated to aid in the improvement of leadership in nursing for active safe as well as quality care is the Theory of Modelling and Role Modeling formulated by scholars; Helen Erickson; Mary Anne P. Swain, alongside Evelyn M. Tomlin.

This above theory remains increasingly applicable in this argument because it assist reduce workplace bullying thereby making various nurses to effectively care for and nurture every patient while taking into account the needs and respecting the exclusivity of discrete patient.  The theory demonstrates theory-based nursing practice that emphasizes the patient’s needs. It derives its code ideas from an array of sources comprising the Hierarchy of Needs fronted by Maslow, Cognitive Development Theory by Piaget and Psychological Stages Theory by Erickson. This theory remains useful in leadership of nursing because it avails a comprehensive clarification of some harmonies alongside dissimilarities among persons consequently a panacea for workplace bullying (Dzurec, Kennison & Gillen, 2017).

Certain unities comprise basic needs, cognitive phases, holism, psychological phase allied persons and loss along with attachment. The dissimilarities clarified comprise inherent endowment, self-care knowledge, world model, self-care, adaptations, alongside stress besides action of self-care. In case in which leaders in nursing are in the know to such shared aims and difference and their influences in the health care, workplace bullying shall get reduced which is then manifested in clinical practices being well-organized thereby safety alongside quality health facility practice. Such camaraderie and variances describe the rudimentary thoughts of the theory selected above that shall inform effective quality alongside safety care that is patient-based by being considerate to the necessity to respect individual colleagues’ needs at workplace for the best interest of the patient (Woodrow & Guest, 2017).     

Theory Application

The selected theory is to resolve this issue deliberated overhead. Modeling activate nurses to pursue the knowledge alongside understanding the individual model of not only their patient’s individual world but also fellow nurses. This move will make the nurse study to recognize its value alongside implication. It acknowledges that separate patient has a sole viewpoint (model) of their world. The nurse shall afterward utilize the modeling process for development of the image which can be imitated or followed by not only patients but also their junior nurses thereby a reduction to workplace bullying.

Accordingly, the nurses that are free from bullying are able to develop a deeper understanding of patient’s world from the unique perspective for quality and safety care. Role modeling further helps nurses facilitate and nurture their junior nurses and in this way workplace bullying is reduced thereby helping patient in the attainment, maintenance and promotion of health. A nurse who is not bullied will then consent the patient unreservedly thus permitting the distinct interventions planning.

The patient is observed as a professional in her own care besides knows best how she requires assistance only with nurses who have not been bullied. However, the nurses who are being bullied tend to pass some of their trauma to patients and would bully them in return. The selected theory remains real because it offers nurses 3 fundamental roles including facilitation; nurturance alongside unconditional recognition hence reduces the possibility of a nurse being bullied. As the facilitator, a nurse helps the patients to take stepladders towards health via the provision of essential resources alongside info. As nurturer, a nurse provides care alongside coziness to a patient. As an unconditional acceptance, a nurse accepts both individual patient without given conditions and fellow nurses including his or her juniors hence a reduction to the likelihood of being a bully at workplace (Fralic, 2011).

The theory is accommodating in speaking to the above issue because it recognizes developmental task resolution alongside satisfaction of needs are related, status of basic need and object attachment alongside loss as the fundamental theoretical connections, applied practice in nursing for the above theory. It further emphases on accomplishing the five nursing intervention goals like trust building, promotion of positive orientation of patient, promoting patients control, confirming and indorsing strengths, establishing mutual alongside health-based goals. Such identical five intervention goals is delivered on to additional nurses and a petite while the entire staff shall have built trust among within and establish mutual health-based goals not only with their patients but also their fellow colleagues.

Through modeling section of the theory, it helps the nurses to develop an understanding of patients and fellow nurses’ world whereas via the role modeling section, effective nursing intervention driven by unconditional acceptance for both patients and fellow nurses are highlighted and embraces across the workplace hence speeding up the deconstruction of workplace bullying. Via the consideration of nursing as a  model for self-care the discernment of  world of patients as well as adaptation of patients’ to stressors, it assist the nurse effectively integrate shared aims and dissimilarity among individuals in practice of nursing to get the solution for the issue of workplace bullying while at the same time providing effective care to the patients.        

To solve this issue, an ongoing system monitoring will be developed and demonstrate how system outcomes shall be assessed. Integration of nursing leadership theories alongside concepts in various roles beside responsibilities nurses will be performed to improve safety as well as making sure quality nursing care is achieved. Furthermore, the development of a system will be carried out via the construction of a real strategy for implementing as well as evaluating evidenced-oriented quality improvement projects via the deconstruction of the workplace bullying that are designed to enhance seamless workplace experience for quality patient care outcomes (Neto et al., 2017).

Further, the examination of the manner in which fundamental principle of above mentioned theory (shared aims and dissimilarities amongst persons) are employed in the management of patient care professionally in multifaceted (in presence of workplace bullying) and diverse health care settings will be performed (Eilertsen, Kirkevold & Bjørk, 2010). The adopted mechanism shall, therefore, assist in the utilization of concepts of leadership alongside relevant theory suitable to nursing leadership unceasingly for the development of a quality improvement of a continuing practice without workplace bullying (Reknes et al., 2017). The consequence shall assist in designing operative strategies alongside distribute the discoveries rising from the evidence-oriented quality enhancement projects in regards to inter-professional squad to improve alteration in practice of nursing by availing a bullying-free workplace where a nurse is able to air his or her idea and opinion without being bullied to better the quality of care delivery.

The functions of expert Registered Nurse must be advanced through a powerful reconciliation all nurses both senior and junior by explaining the need for a workplace free from bullying thereby emphasizing the important ideas alongside the hypotheses to guarantee quality nursing care for the patients. A shared leadership style will be to deconstruct workplace bullying and this will remain relevant all through the nursing practice to upgrade security and top quality results. The practice of nursing remains a multifarious sensation in which different role levels establish in the progressive way. In the absence of a shared leadership style, the senior nurses may exploit other junior nurses through this progressive manner and hence escalate the workplace bullying. Nevertheless, by adopting a shared leadership style, nursing care will be understood as one that is encircled in numerous relationships that require unchallenged administration that fights every trivial aspect of workplace bullying for its productive operationalization.

For example, care-specialist region medical caretaker/attendant/lead medical attendant/advisor, care laborer specialists and consideration laborer and associate that can never be achieved in the presence of workplace bullying. Besides, there are different relationships, for example, care-specialist Key worker, care specialist senior consideration specialist/Nurse/Lead Nurse, and additionally mind specialist administration client that cannot function well in the presence of workplace bullying. Every one of these relationships are joined to various roles that must be appropriately coordinated for productive operationalization and hence the need for workplace free from bullying to ensure quality and safe care for the patients (Olsen, Bjaalid & Mikkelsen, 2017).

Nursing Leaders are along these lines characterized by their examples of relationships and results of their choices which can best be promising within a workplace free from bullying. In this way, administration in nursing must coordinate every one of these roles in a way that advance cooperation and diminish covering of roles, however, advance wellbeing and amazing administrations by fighting bullying at workplace. In addition, individuals constantly live with the both anticipated and unexpected results of shared choices made by leaders that influence the group inside which the nurses work. Along these lines, leaders should continually convey to their administration roles particular from an individual and additionally diversities of their lived experience.

Leaders should dependably be outfitted with a specific arrangement of proficiencies. Such proficiencies help the medical caretakers to balance complex difficulties. The medical attendant must concentrate on the advancement of pertinent states of mind by means of social figuring out how to be capable leaders. Nursing administration must showcase a higher level of comprehension and take an interest and additionally the capacities to adjust the credibility and execution desire nearby successful basic leadership process. In this way, it is inescapable for nursing leaders to advance their openness, listen and react to staff and patient concerns effectively by tying all within their reach to fight workplace bullying.

The successive access to the nursing leaders is basic to significantly affect the working environment culture that outlines how people and groups work harmoniously within the workplace. Along these lines, nursing leaders need to embrace every one of their roles right from discussion to analysis through an enhanced agreeability to push the likelihood of the organization amongst nurses and leaders that at last exhausts into unrivaled patients’ outcome (Houck & Colbert, 2017).

The nursing leadership rule that supporters the enthusiasm of corresponding clients assists nurses to copy the similar thoughts by guaranteeing that enthusiasm of patients remains organized thus advance security alongside top care quality. Additionally, corporates have the benefit of the minimization of expense to expand benefits. This rule is likewise used by nurses by advocating for defensive methods instead of the immoderate healing measures to reduce the expenses nevertheless creating a compelling proactive mediation that guarantee the wellbeing of patients coming full circle into a higher quality consideration. The leadership standard of creating quality products is material in nursing-care whereby quality administrations remain provided to patients to advance wellbeing alongside quality consideration (Ford, 2010).

In this way, trusts amongst patient shall stay guaranteed and, consequently, they shall have the capacity to impart their respective issues and coordinate with nurses to guarantee upgraded consideration and security of patients. In this way, an arrangement to actualize and assess confirm based quality upgrade extends that are intended to advance patient consideration results will include: Ensuring that all the part relationships  specified are respected by making a favorable situation whereby the roles  do not cover yet advance collaboration. Further, the medical caretaker leaders must outline the roles in a way that individuals appointed to such position definitely comprehend to guarantee that every one of the roles are prove based educated. In addition, the medical caretaker administration must practice according to the rules plot that are entirely scrutinize educated (Fain, 2015).

From the above model, four most effective means that leaders can use for problem solving can be identified and recommended as backup to the conceptual framework to solve the issue of workplace bullying concerns identified above.  These means include transparent communication, break down silos, open-minded individual and a solid foundation strategy. In the absence of a strategy, change remains merely substitution and not evolution hence inability to solve a workplace bullying problem (Dzurec, 2017).

Nursing leaders will thus identify the strategy for change that lies within the problem itself rather than dissecting the problem. Open-minded individuals align with breakdown silos and communication obstacles. Nursing leaders must face this problem by having people work together thereby making the organization and clients it serves better (Carter et al., 2010). With respect to break down silos, transparent communication needs the nursing leaders to break down silos and allow a boundary-less organization with a culture focusing on a healthier whole betterment (Dzurec, Kennison & Gillen, 2017).

The nursing workplace must adopt an entrepreneurial spirit whereby workers can navigate freely and cross-collaborate to connect this problem solving dots by being passionate explorers who know individual workplace dot and corresponding intersection. Transparent communication is necessary as everyone’s concern and viewpoints are freely expressed. A workplace bullying makes employees fear to express themselves and this calls for effective communication towards problem solving (Birks et al., 2017).  

Conclusion

Successful application of the selected theory is crucial in enhancing nursing initiative alongside practices to deconstruct workplaces bullying challenge. It highlights essential ideas of demonstrating and role displaying among nursing leadership that help nurses work together harmoniously without bullying to achieve specific patients’ needs by taking a glimpse at the patients’ own specific world. It remains clear from the above confab that such model remains useful in guaranteeing that quality alongside wellbeing of patients is improved by coordinating the ideas and nursing speculations into practices through a workplace free from bullying.

References

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Carter, N., Martin -Misener, R., Kilpatrick, K., Kaasalainen. S. Donald. F., Bryant-Lukosius, D DiCenso, A. (2010). The role of nursing leadership in integrating clinical nurse specialists and nurse practitioners in healthcare delivery in Canada. Advanced Practice Nursing, 23, 167-185.

Chadwick, S., & Travaglia, J. (2017). Workplace bullying in the Australian health context: a systematic review. Journal of Health Organization and Management, 31(3).

Dzurec, L. C. (2017, March). Transformative Leadership for True Workplace Collaboration: Strengthening Workplace Culture through Attention to Workplace Bullying Affronts. In Creating Healthy Work Environments 2017 (17-20 March). STTI.

Dzurec, L. C., Kennison, M., & Gillen, P. (2017). The incongruity of workplace bullying victimization and inclusive excellence. Nursing outlook.

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Fain, J. A. (2015). Reading, understanding, and applying nursing research (pp. 4-5). Philadelphia: F.A. Davis.

Ford, B. M. (2010). Hourly rounding: A strategy to improve patient satisfaction scores. Medsurg Nursing, 19(3), 188-191.

Fralic, M. (2011). Eleven for ’11. Must read leadership articles for nurse executives and their leadership team. Journal of Nursing Administration, 41(11), 446-469.

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McSherry. R., Pearce, P., Grimwood, K., & McSherry, W. (2012). The pivotal role of nurse managers, leaders and educators in enabling excellence in nursing care. Journal of Nursing Management, 20, 7-19.

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Olsen, E., Bjaalid, G., & Mikkelsen, A. (2017). Work climate and the mediating role of workplace bullying related to job performance, job satisfaction, and work ability: A study among hospital nurses. Journal of Advanced Nursing.

Reknes, I., Notelaers, G., Magerøy, N., Pallesen, S., Bjorvatn, B., Moen, B. E., & Einarsen, S. (2017). Aggression from patients or next of kin and exposure to bullying behaviors: a conglomerate experience?. Nursing research and practice, 2017.

Strandmark K, M., Rahm, G., Wilde Larsson, B., Nordström, G., & Rystedt, I. (2017). Preventive strategies and processes to counteract bullying in health care settings: Focus Group Discussions. Issues in mental health nursing, 38(2), 113-121.

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