nursing

TD Topic #1: Does your leadership style incorporate any of the theories mentioned in the lesson? If so, describe your style and the theory that is incorporated into it. If not, select a theory that you would like to incorporate and describe how you would adapt.

Student #1 – Jane

TD Posts

Day 1 Post: In any environment there has to be someone who takes on the position of a leader. This leader can be autocratic in that they tell their subordinates what to do, democratic in which the leader includes subordinates in decision making, or laissez-faire in which the leader allows their subordinates independence in achieving the goals (Theofanidis & Dikatpanidou, 2016). The type of leadership style determines the effectiveness of achieving goals set for the company. In nursing, leadership has to focus on the framework of the company in achieving goals, in the staff that it employs, and in the patients they care for. In my opinion, it is a difficult task but one that can be accomplished.

Student #2 – John

TD Posts

Day 1 Post Leadership is the ability to influence followers, to inspire confidence and to generate support among followers for the leader's direction and visions  (Mcewen & Wills, p. 354).  On some rare weekends I am the charge nurse and I tend to focus on a democratic style of leadership where I value the opinions and expertise of the staff.  However, 90% of the time, I believe I am a laiisez faire leader where staff is mostly self directed, do what needs to be done correctly and efficiently without supervision or direction ( Kurzen, p.197).  Depending on who I am working with that particular weekend I go beteen the two styles of leadership.  I have not bought my text as yet so I will have to say that Kolcaba's theory of comfort is what I chose for my theory.  Kolcaba defined comfort within nursing practice as the satisfaction of the basic human needs for relief, ease or transcendence arising from health care situations that are stressful..  A clients' need arise form a stimulus situation and can cause negative tension (Mcewen & Wills).  By providing comfort to patients and their family members, this will create a positive atmosphere, which leads to less complaints to management and enhance comfort.

Jane, I think we are on the same page about this issue. Kurzen, C. R. (2016). Contemporary Nursing p. 354.  4th edition.  Lippincott. Philadelphia: New York Mcewen, M. & Wills, E. (2017) Theoretical basis for nursing. 2nd edition.  Lippincott, Williams & Wilkins.  Philadelphia: Pennsylvania

Day 2 Post

The transformation leadership theory describes my leadership style. In this theory the leaders or management and the staff work together to create common goals by empowering everyone. “With this type of leadership both leaders and followers act on one another to raise their motivation and performance to higher levels” (Carroll, p.9, 2016). This type of leadership helps leaders and followers alike by allowing innovation and the changes that may need to occur within the organization. As a manager and leader over a department I have to look at what is good as a whole for the department. I have to encourage and motivate staff to do the best job that they are capable of doing. I walk their walk, and feel it is my responsibility to work as they work and do as they do. I need to know every aspect of each employee’s job and responsibilities to be a good manager to them. The department members including myself as their leader must be motivated to continually strive to do their best as a team in the day to day operations and the workings of the department to maintain the overall vision that is needed to be accomplished. I have to set the standards that are expected of all members first and make sure that everyone is on board to be the best that they can be to accomplish the tasks at hand to complete the end goal effectively. As the leader I encourage others to help make decisions to make the department the best that it can be. I like to recognize my staff when they do a great job. I want them to achieve self satisfaction which I believe in turn makes the department run more smoothly because they feel that they are putting their best foot forward and doing the best job that they can do and they are proud of their accomplishments. “The transformational theory offers positive implications for nursing administration and professional nursing practice” (McDaniel, 1992). I often send a personal thank you note to the staff’s member’s home to tell them how important they are to the department and how much I appreciate them and their loyalty and dedication to the job that they do each and every day and how important they are. I think that by empowering everyone great things can be accomplished! References Carroll, P. (2016). Nursing leadership and management: A practical guide. New   York: Thomson Delmar Learning

McDaniel, T. (1992). Transformational Leadership in Nursing Service. JONA, 22(2).

Student #3 – Sarah

TD Posts

Day 1 Post

I try my best to hear what everyone is communicating and try not to bring my own preconceived ideas to the table.  I would suggest to the nurse if they have an idea that they are presenting to do a literature search on this information.   I always remind myself that there are always new ways to care for patients that are better for them. We focus on new ways of practicing but we also look at the research and the evidence to support it.  Now whether or not is so new that we need to create our own research and evidence would be another story.   Jerry, I agree with you about how to present ideas in a participative way. I also suggest presenting their new ideas to the unit practice council with what information and evidence they have collected and then moving on to the system wide practice council if necessary.  The staff nurses that I work with now have created new ways to provide excellence care for their patients and are now sharing their new practice with the rest of the country. It is absolutely amazing what people can do when empowered to think and share!

Day 2 Post

I agree with your post and wish that everyone would adapt to it.  For one, it would make the task of patient care so much easier and rewarding.  Sometimes I feel that some of our coworkers believe that they are doing us a favor when the bottom line is we are all there for the patients.  It doesn't matter if we like each other, the job still needs to get done.  With this type of leadership style everyone would greatly benefit.

Day 3 Post

Thank you for your response.  I have heard that saying before.  Although I have not tried the come with a solution phrase exactly.  When people come to me with issues, I ask them what they want me to do about it, so I do kind of ask that question.  I will say I didn't think of like you are stating. Depending on the "issue", I have been known to make them go back out and deal with the "issue" themselves.  We talk about what the best approach is and what different scenarios there might be, so they are prepared.  But, I think learning to deal with issues yourself only makes you stronger, plus I was taught along time ago to always be training my replacement.  So I am always trying to encourage my staff to better themselves in any and every way possible.

Student #4 - Rita

Student did not post.

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