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Nurses employ diverse leadership approaches to oversee subordinate healthcare staff. Leadership constitutes a vital aspect of nursing practice, encompassing the guidance and direction of healthcare teams to ensure the delivery of superior patient care (Castillo et al., 2021). Successful nursing leadership necessitates a blend of skills, knowledge, and behaviors capable of influencing both individual nurses’ performance and the overall prosperity of the healthcare organization. The adoption of specific leadership styles by nurses is influenced by their personalities, values, and the contextual environment. It is imperative for nurses to comprehend the various leadership styles and their implications for their professional practice. This assessment will delve into some commonly utilized nursing leadership styles and their practical applications.Scenario

Marty, a nurse employed at a hospital, has been reported for sleeping during work hours and frequently taking extended leaves with multiple reasons. It is crucial for her to exhibit greater sincerity in her job responsibilities. Despite numerous complaints about Marty’s disruptive behavior creating discomfort in the work environment, her supervisor has not taken action, assuming Marty’s absences are covered under the Family Medical Leave Act (FMLA).The FMLA, a U.S. federal law, grants employees approximately 12 weeks of leave annually for situations such as medical emergencies or maternity, caring for a family member with a severe health condition, or addressing the employee’s own serious illness (Ho et al., 2023). As a nurse leader, I must recommend three leadership styles that can be applied to address this specific case.

Major Leadership Policies Applicable in the Current Scenario 

In the existing situation, the nurse utilizes on the available facilities and resources, and her supervisor refrains from taking action due to legal constraints. Here are three recommended leadership styles that Marty’s supervisor can employ:

Directive Leadership

Directive leadership includes the establishment of explicit expectations and the issuance of precise instructions to employees (Wang et al., 2022). In this approach, the leader imparts clear guidance and specific instructions to their followers. The fundamental principle of this style is that the leader assumes responsibility for decision-making and steering the direction of their team. This leadership style proves most effective when team members are in the early stages of their roles and lack experience, or when a crisis demands prompt action. Within a directive leadership style, the leader delineates well-defined goals and expectations, closely oversees performance, and offers regular feedback to team members.

Transactional Leadership

Transactional leadership is characterized by the utilization of rewards and punishments as motivational tools for employees (ATTWELL & C. NAVIN, 2019). This approach prompts team members to pursue set objectives through the provision of incentives or the imposition of sanctions. The fundamental principle of transactional leadership is that the leader provides rewards to team members in return for accomplishing specific targets or goals. This style proves most effective when team members are driven by external rewards and consequences, such as bonuses or promotions. It is also beneficial in situations where employees may engage in time theft and need to fulfill their responsibilities adequately. The prospect of facing consequences for inactivity during work hours encourages improved performance among individuals in such scenarios.

Coaching Leadership

Coaching leadership entails close collaboration with employees to enhance their skills and performance (Paul et al., 2019). It prioritizes the establishment of relationships with team members and actively assists them in cultivating their skills and capabilities. The core principle of this style involves the leader assuming the role of a coach or mentor, delivering guidance and support to aid team members in reaching their objectives. This approach proves most impactful when team members are driven by aspirations for personal growth and development. In a coaching leadership style, the leader facilitates the identification of individual strengths and weaknesses, provides constructive feedback, and collaborates with team members to set goals and formulate action plans for their achievement.

Employee Behavior

The behavior exhibited by employees within an organization reflects their level of commitment and motivation. In this context, a leader plays a crucial role in influencing employee behavior, as a motivating leader enables employees to remain motivated and strive towards accomplishing organizational goals that align with the mission and vision of the company.

Effectiveness of Chosen Leadership Styles on Current Issue (Action Plan)

The chosen leadership styles can be effective to adapt by a nurse leader or the supervisor in this case in order to enhance the nurse’s performance. Following is a brief explanation of how each leadership style can be effective for the given scenario:

Directive Leadership

In this instance, the supervisor might opt for a directive leadership style to convey explicit expectations to Marty regarding her job responsibilities and the repercussions of not meeting them. The supervisor could also furnish precise instructions to guide Marty in enhancing her performance while ensuring her awareness of the hospital’s attendance and behavior policies. Employing this leadership style will impart clarity to the nurse regarding her goals and responsibilities.

Transactional Leadership

In this scenario, the supervisor might employ a transactional leadership style to acknowledge Marty’s achievements with rewards and impose consequences when expectations are not met. For instance, the supervisor could offer incentives like bonuses or extra time off for commendable performance, while simultaneously implementing disciplinary measures such as a written warning or suspension for subpar performance. This leadership approach proves effective in this situation, as Marty will take into account the potential suspension in case of any misconduct.

Coaching LeadershipPositive and Negative Impacts of Chosen Leadership StylesIn this instance, the supervisor might opt for a coaching leadership style to collaborate with Marty in pinpointing areas for improvement and offering guidance and support. The supervisor could assist Marty in devising a plan to enhance her attendance and behavior, delivering continuous feedback and encouragement to facilitate goal achievement. This leadership style enables the supervisor to closely monitor the nurse’s performance, offering Marty an effective learning opportunity to enhance her skills.

Each leadership style has its own set of positive and negative implications in the given scenario. A combination of different leadership styles may be necessary to address the root causes of Marty’s behavior and create a more positive work environment. It’s important for the supervisor to assess the situation and determine which leadership style is most appropriate based on the individual circumstances.

Directive Leadership Style:
  • Positive Implications: In the given situation, employing a directive approach could effectively address Marty’s behavior by establishing explicit performance expectations and clearly delineating consequences for any non-compliance. This approach aims to convey the gravity of the situation to Marty and motivate her to alter her behavior.Negative Implications: The utilization of a directive leadership style may be perceived as controlling and authoritarian, potentially exacerbating Marty’s sense of alienation and diminishing her receptiveness to feedback. Furthermore, this approach could contribute to elevated turnover rates and a reduction in job satisfaction (Thompson-Brusstar, 2023).
  • Transactional Leadership Style:
  • Positive Implications: Implementing this approach may prove beneficial in encouraging Marty to enhance both her performance and behavior through the provision of rewards for positive changes. Additionally, the nurse may be motivated by the apprehension of potential job termination in the event of subpar performance.Negative Implications: Employing a transactional leadership style might establish an atmosphere where nurses concentrate solely on meeting goals, potentially neglecting the development of their skills and knowledge. To achieve more favorable outcomes in the current scenario, it is advisable to integrate this style with others (Specchia et al., 2021).

    Coaching Leadership Style:

    Positive Implications: In the provided scenario, employing this method could assist Marty in pinpointing the underlying causes of her behavior and formulating strategies to effectively address them. Such an approach has the potential to result in a lasting transformation in her behavior and contribute to cultivating a more positive work environment.Negative Implications: The implementation of a coaching leadership style may demand a significant amount of time from a supervisor, as it necessitates the establishment of relationships with subordinates and the continual provision of support and feedback. Its effectiveness may be contingent on Marty’s openness to this coaching approach and her resistance to change (Lee et al., 2018).

    Conclusion

    Nurses might exhibit resistance to their daily tasks, necessitating enhanced performance. In such circumstances, a nurse leader ought to incorporate directive, transactional, and coaching leadership styles. Each of these styles, as per the scenario, carries its own set of advantages and disadvantages. Leaders should strategically combine these styles to enhance the performance of subordinates and yield improved patient outcomes.

    References NURS FPX 5007 Assessment 1 Leadership Styles Application

    ATTWELL, K., & C. NAVIN, M. (2019). Childhood Vaccination Mandates: Scope, Sanctions, Severity, Selectivity, and Salience. The Milbank Quarterly97(4), 978–1014. https://doi.org/10.1111/1468-0009.12417 Castillo, A. L. R., Padilla, Ma. E. R., & Hernández, D. G. (2021). Self-evaluation and evaluation of nursing leaders’ Leadership Styles. Revista Latino-Americana de Enfermagem29https://doi.org/10.1590/1518-8345.3435.3393 Ho, N. T., Santoro, F., Palacios Jimenez, C., & Pelligand, L. (2023). Cross-sectional survey of sleep, fatigue and mental health in veterinary anaesthesia personnel. Veterinary Anaesthesia and Analgesia17https://doi.org/10.1016/j.vaa.2023.03.003 Lee, M. C. C., Idris, Mohd. A., & Tuckey, M. (2018). Supervisory coaching and performance feedback as mediators of the relationships between leadership styles, work engagement, and turnover intention. Human Resource Development International22(3), 257–282. https://doi.org/10.1080/13678868.2018.1530170 Paul, M., Jena, L. K., & Sahoo, K. (2019). Workplace Spirituality and Workforce Agility: A Psychological Exploration Among Teaching Professionals. Journal of Religion and Health59(1), 135–153. https://doi.org/10.1007/s10943-019-00918-3 Specchia, M. L., Cozzolino, M. R., Carini, E., Di Pilla, A., Galletti, C., Ricciardi, W., & Damiani, G. (2021). Leadership Styles and Nurses’ Job Satisfaction. Results of a Systematic Review. International Journal of Environmental Research and Public Health18(4). https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7915070/ Thompson-Brusstar, M. (2023). Building a Supervision Science: Bureaucratic Control in China from Mao to Xi. Deepblue.lib.umich.edu. https://deepblue.lib.umich.edu/handle/2027.42/177990 Wang, A., Chen, Y., Wang, S., Lin, Y., & Tseng, C. (2022). Actions Speak Louder than Words, Particularly in the East: How Taiwanese Followers Perceive Leaders’ Promotion of Ethical Actions Differently from Followers in the States. Journal of Management Studies13https://doi.org/10.1111/joms.12821 

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