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NURS FPX 5007 Assessment 1 Leadership Styles Application

Student Name

Capella University

NURS-FPX 5007 Leadership for Nursing Practice

Prof. Name

Date

Leadership Styles Application

The role of leadership can be challenging and contingent upon various circumstances. Within the healthcare industry, leaders play a pivotal role in enhancing the quality of care, thereby influencing patient outcomes. Effective leaders are essential for managing institutional workflows, maintaining employee satisfaction, facilitating information sharing, and achieving improved clinical outcomes. Additionally, they contribute to fostering positive and robust organizational cultures. In leadership positions, there is often a need to guide and refocus personnel to ensure a productive and secure workplace environment. The healthcare sector recognizes several leadership styles, and the ability to make informed decisions and plan for potential challenges is paramount (Cummings et al., 2021).

Case Study

To illustrate a challenging workplace scenario, we can examine the case of Marty, an African American healthcare worker with over six years of experience caring for rehabilitation patients at a university healthcare facility. She provides care to patients admitted to hospitals across the town, working independently. Additionally, Marty has been employed for over two years in an office setting, typically during weekdays. Marty’s mother was diagnosed with dementia three years ago, and she has since become responsible for her mother’s daily care needs. This entails assisting her mother during her off-time and days off, which has resulted in work-related challenges.

Marty’s work performance has been adversely affected by her caregiving responsibilities. She has been consistently arriving late to the office for a year and leaving early to care for her mother. Consequently, her colleagues have grown frustrated with her work patterns. In response to their concerns, Marty disclosed that she had been diagnosed with a sleeping disorder called “apnea” but refused to use a CPAP machine.

Nursing professionals have accused Marty of neglecting her duties and using her mother’s illness as an excuse to leave work early. She has also taken extended leaves for various reasons, including mourning her sibling’s loss for three weeks and experiencing chronic back problems for twelve weeks. Colleagues and clinical staff members have reported Marty’s behavior to her supervisor, suggesting the hiring of additional nurses due to her inability to fulfill her responsibilities. However, Marty is currently on Family and Medical Leave Act (FMLA), and her supervisor is aware of these issues and the stress they are causing in the healthcare facility but has not taken any action (Cummings et al., 2021).

Relevant Leadership Styles and Practices

Three key leadership styles relevant to this situation are democratic, transactional, and transformative. Transformational leadership is characterized by a leader’s ability to inspire change, build trust, encourage creativity, and empower team members. This leadership style enhances team performance, motivation, psychological empowerment, and reduces work-related fatigue, leading to increased productivity. Transformational leaders assess individual team members’ strengths and allocate tasks accordingly to mitigate social loafing (Robbins & Davidhizar, 2020).

Transactional leadership focuses on daily tasks, emphasizing short-term goals, rewards, recognition, and intervention as needed. This style establishes clear objectives, defines responsibilities, and suits the complex healthcare delivery setting. Combining transactional leadership with other styles, such as transformational leadership, can yield better results, including improved care delivery, clinical skills, delegation, and task deployment (Richards, 2020).

NURS FPX 5007 Assessment 1 Leadership Styles Application

Democratic leadership involves inclusive decision-making and respect for employee input. It fosters teamwork and empowers employees in policy development and implementation. Encouraging employee contributions enhances self-esteem and optimism, positively impacting employee productivity (Oliveria et al., 2020).

Leadership Style Applicable in the Case Study

Considering Marty’s situation and her tendency to underperform at work, a transformational leadership style is most suitable for her supervisor and colleagues. The manager must adopt this effective leadership style to address the issues causing a negative work environment rather than ignoring them. Despite Marty’s FMLA status, which entitles her to a maximum of 12 weeks of annual leave, she has exceeded this entitlement due to her medical condition and caregiving responsibilities, causing distress among colleagues. Implementing transformational leadership can draw attention to the problems and make Marty recognize her consistent rule violations, excessive time off, napping during work hours, and frequent tardiness or early departures.

The manager must motivate the team, address legitimate concerns, and take appropriate action to foster cooperation and trust. Building trust is crucial, as Marty’s colleagues’ complaints have gone unaddressed for an extended period, allowing her to flout the rules for over a year. Marty needs guidance on her job responsibilities, and open communication about her needs may encourage her to comply with the rules.

Implementing this leadership approach can create a positive work environment where employees’ concerns and suggestions are considered, preventing feelings of neglect and potential office issues. However, it may be challenging to inspire employee loyalty initially due to the prolonged inaction on Marty’s behavior. Introducing a reward system with clear goals can change the office culture, enhance performance, and encourage Marty to adhere to her schedule and reduce absences. This incentive program can benefit all employees by promoting exceptional performance and providing additional leave days over a predetermined period (Richards, 2020).

Positive and Negative Implications

Implementing this leadership approach has several advantages, including recognizing and rewarding employees for their extra efforts, fostering a healthy work culture, and enhancing knowledge and experience for all staff members. However, it is essential to monitor potential occupational stress caused by transactional leadership, which may require employees to consistently exceed expectations for gratification. Marty may not respond positively to this style, resulting in continued dissatisfaction among her colleagues (Nawaz & Khan, 2020).

A democratic leadership style is suitable for this situation as it allows employees to contribute to decisions, addressing their concerns about Marty’s work attitude and punctuality. Marty may re-engage with her job by participating in decision-making processes, regaining a sense of purpose. Democratic leadership enhances employee engagement and job satisfaction, fulfilling the needs of all employees (Oliveria et al., 2020).

Implementing this leadership approach can strengthen Marty’s relationships with her colleagues and supervisor, improve employee engagement, and promote effective collaboration without causing issues. However, the democratic style’s drawback is the time and patience required for engaging employees and obtaining their input, which may be limited in this busy healthcare setting (Holmgren et al., 2019).

References

Cummings, G. G., Lee, S., Tate, K., Penconek, T., Micaroni, S. P., Paananen, T., & Chatterjee, G. E. (2021). The essentials of nursing leadership: A systematic review of factors and educational interventions influencing nursing leadership. International Journal of Nursing Studies, 115, 103842. https://doi.org/10.1016/j.ijnurstu.2020.103842

Holmgren, J., Paillard‐Borg, S., Saaristo, P., & von Strauss, E. (2019). Nurses’ experiences of health concerns, teamwork, leadership and knowledge transfer during an Ebola outbreak in West Africa. Nursing Open, 6(3), 824-833. https://doi.org/10.1002/nop2.258

Nawaz, S., & Khan, I. U. (2020). The Leadership Styles and Occupational Stress: The Mediating Role of Emotional Intelligence. Academic Journal of Social Sciences (AJSS), 4(4), 906-917. https://doi.org/10.54692/ajss.2020.04041198

Oliveira, C.D., Santos, L. C. D., Andrade, J. D., Domingos, T. D. S., & Spiri, W. C. (2020). Leadership in the perspective of Family Health Strategy nurses. Revista Gaucha De Enfermagem, 41https://doi.org/10.7748/nr.13.4.93.s13

Richards, A. (2020). Exploring the benefits and limitations of transactional leadership in healthcare. Nursing Standard, 35(12), 46-50. https://doi.org/10.7748/ns.2020.e11593

Robbins, B., & Davidhizar, R. (2020). Transformational leadership in health care today. The Health Care Manager, 39(3), 117-121 https://doi.org/10.1097/01.hcm.0000285014.26397.e7

NURS FPX 5007 Assessment 1 Leadership Styles Application