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NURS FPX 5007 Intervention Strategy in Healthcare Essay Example

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NURS FPX 5007 Intervention Strategy in Healthcare Essay Example

NURS FPX 5007 Assessment 3 Intervention StrategyNURS FPX 5007 Assessment 3 Intervention Strategy

NURS FPX 5007 Intervention Strategy in Healthcare Assignment Brief

Course: NURS FPX 5007 Leadership for Nursing Practice

Assignment Title: Assessment 3 Intervention Strategy

Assignment Overview:

The NURS FPX 5007 Intervention Strategy in Healthcare assignment aims to explore leadership principles and intervention strategies within the healthcare sector. This assignment requires students to analyze a provided case study and propose an intervention strategy utilizing relevant leadership theories and models. Additionally, students will explore organizational change management and its implications in healthcare settings.

Understanding Assignment Objectives:

  1. Analyze a case study focusing on a healthcare professional facing personal challenges impacting their work performance.
  2. Propose an intervention strategy utilizing appropriate leadership theories and models to address the identified challenges.
  3. Discuss the application of organizational change management principles within the healthcare context.
  4. Examine the implications of healthcare policy and legislation on addressing employee well-being and performance issues.

The Student’s Role:

As a student, your role is to critically evaluate the provided case study and develop a comprehensive intervention strategy aligned with the principles of effective leadership in healthcare. You are tasked with:

  • Understanding the provided case study and identifying the key issues faced by the healthcare professional.
  • Applying relevant leadership theories and models to devise an intervention strategy aimed at addressing the identified challenges and improving overall team performance.
  • Exploring how organizational change management can facilitate the implementation of the proposed intervention strategy within the healthcare setting.
  • Analyzing the impact of healthcare policy and legislation on addressing employee well-being and enhancing organizational performance.
  • Presenting your analysis and intervention strategy in a clear and structured manner, supported by evidence from academic literature and scholarly sources.

NURS FPX 5007 Intervention Strategy in Healthcare Essay Example

Effective leadership plays a pivotal role in steering group efforts towards achieving common objectives within healthcare organizations. To foster effective leadership amidst the challenges of the healthcare environment, various leadership philosophies can be adapted. It is imperative to devise strategies that inspire employees to collaborate towards shared goals. Furthermore, the efficacy of leadership styles and change management practices significantly influences the success and sustainability of healthcare organizations. While there are numerous ways to define and conceptualize leadership, at its core, it involves the actions undertaken by individuals or groups responsible for overseeing the activities of others towards a common goal. Ensuring the delivery of high-quality patient care necessitates supervising the efforts of healthcare professionals, including doctors, nursing staff, and other medical personnel. Among the crucial aspects of effective healthcare leadership is the establishment of processes and structures that promote employee collaboration towards common objectives, involving clear communication channels, shared goal-setting, and fostering a culture of teamwork and collaboration (Bass, 2019).

Case Study Analysis: “Sleeping on the Job: A Managerial Challenge”

The case study “Sleeping on the Job: A Managerial Challenge” revolves around a nurse named Marty, who has been encountering personal challenges while working in an office environment for the past three years. Marty’s work performance has been adversely affected due to personal circumstances, including her parents moving in with her, leading to a lack of personal time after work. Her colleagues have expressed dissatisfaction with her performance, reporting instances of lateness, early departures, and even falling asleep during work hours. Marty has attributed her behavior to her health issues and has also missed work due to personal matters such as family deaths and injuries. However, her manager has not provided any assistance or attempted to find a solution to address Marty’s challenges.

In order to assist Marty effectively, her manager must evaluate potential measures to support her and the rest of the staff. One plausible approach could involve the implementation of transformational leadership, characterized by engaging in open and sincere dialogue with Marty. Through this dialogue, both the manager and Marty can identify the barriers hindering her success and collaboratively devise an improvement plan. The manager can encourage Marty to share her perspectives on overcoming these challenges, while also exploring her career aspirations and goals. However, it is imperative to emphasize that sustaining transformational leadership necessitates consistent communication and collaboration among all stakeholders involved (Alrowwad et al., 2020).

Leadership Strategy: Tailoring Leadership Models to Healthcare Settings

To enhance leadership effectiveness within the complex environment of the healthcare sector, various leadership models can be employed. For instance, some managers may opt for a transformational leadership approach, which emphasizes empowering staff members to work towards shared goals (Collins et al., 2020), while others may prefer a transactional leadership style focusing on setting clear objectives and providing incentives for their attainment (Kelly & Hearld, 2020).

In healthcare settings, transformational leadership can prove particularly efficacious as it underscores the significance of teamwork, collaboration, and communication. This leadership style empowers individuals to take ownership of their work and fosters a sense of collective responsibility towards achieving common objectives. By cultivating a positive and inclusive work environment, transformational leaders can nurture a culture of trust and respect that bolsters employee engagement and job satisfaction. Such leadership is especially critical in healthcare, where personnel frequently operate in high-stress and emotionally charged environments (Espinoza et al., 2018).

Application of Leadership Strategy to Address Marty’s Challenges

In Marty’s case, two primary issues need to be addressed: her subpar work performance and its detrimental impact on the entire nursing team. Employing a transformational leadership approach proves to be the most effective means of tackling these challenges. This leadership paradigm revolves around encouraging and supporting employees to realize their fullest potential (Akdere & Egan, 2020).

Given the information provided, it appears that Marty’s personal circumstances significantly influence her professional performance. Therefore, a transformational leader could leverage motivation and inspiration to enhance her work performance. Once an improvement plan is formulated to address Marty’s performance issues, the departmental leader can focus on rebuilding trust among team members. A transformational leader would empower employees to take charge of their responsibilities and decisions for achieving success collectively. Clear departmental goals and principles would be established collaboratively between management and staff. Moreover, an environment conducive to open communication would be fostered, facilitating effective collaboration among nurses to meet departmental objectives and patient needs.

In addition to its efficacy in addressing Marty’s personal and team-related challenges, it is noteworthy that transformational leadership has broader positive implications for healthcare organizations. By prioritizing teamwork, communication, and a shared sense of purpose, transformational leaders can cultivate a culture of continual improvement and excellence in patient care. This, in turn, can lead to enhanced patient outcomes, heightened employee job satisfaction, and improved financial performance for the organization. In essence, by focusing on employee development and empowerment, transformational leaders can engender a virtuous cycle of success benefiting all stakeholders involved (Collins et al., 2020).

Organizational Change Model and its Influence: Utilizing the ADKAR Model

The ADKAR model offers a valuable framework for implementing change, whether at an individual or organizational level, across various contexts. Comprising five stages—awareness, desire, knowledge, ability, and reinforcement—the ADKAR model provides a structured roadmap for guiding individuals through the process of transformation.

In Marty’s case, the initial step entails engaging in one-on-one discussions to assess her past performance and its implications for the organization. This discussion serves to raise awareness regarding the need for change and explores how implementing changes can benefit not only Marty but also the department, organization, and the patients served.

Subsequently, creating a desire for change becomes imperative, which can be facilitated by familiarizing Marty with the organization’s mission, vision, values, and policies. This serves to inspire a desire to change and align with the organization’s overarching goals.

The third stage involves re-educating Marty about her role’s components and expectations, potentially addressing any knowledge gaps or resource needs she may have. Furthermore, any information pertinent to departmental improvements and her role must be communicated effectively.

Transitioning into the fourth phase entails assisting Marty in translating her understanding and information into actionable ability. It is essential to acknowledge that Marty may not immediately exhibit full proficiency in her role during this transitional phase. Continual meetings with Marty throughout this implementation phase enable the assessment of her improvement plan and necessitate any requisite modifications.

The final phase, reinforcement, assumes paramount importance to prevent Marty from reverting to previous behaviors of substandard work productivity and performance. Positive reinforcement mechanisms, such as positive feedback, recognition, rewards, and performance metrics, can be effectively leveraged in the workplace to sustain productivity and align individuals with their goals (Wong et al., 2019; Cronshaw et al., 2021).

Implication of Care Policy and Legislation

Nurses occupy a pivotal position in shaping public health policy owing to their direct interactions with patients and their profound understanding of community dynamics. According to the American Nurses Association (ANA), nurses wield substantial influence on healthcare policy at multiple levels. The ANA, through initiatives like “Healthy Nurse. Healthy Nation,” underscores the importance of health and safety policy, advocating for regulations conducive to health and safety in the healthcare setting. This program encompasses five key areas: fitness, sleep, lifestyle quality, safety, and nutrition, with the overarching goal of enhancing the health and well-being of the nation’s four million nurses. Through this campaign, nurses and managers gain access to a web platform housing resources, data, and connections with employers and organizations aimed at improving their health and well-being (Nolan et al., 2020).

This movement holds promising implications for individuals like Marty, grappling with poor work performance stemming from personal circumstances affecting their mental and physical health. Marty’s colleagues have expressed concerns regarding her sleep patterns and medical conditions, such as apnea and CPAP usage. The “Healthy Nurse. Healthy Nation” campaign could furnish Marty with resources to establish home support systems, alleviating the burden of caregiving for her aging parents and enabling her to prioritize her own well-being. Addressing these underlying concerns could potentially ameliorate Marty’s job performance, thereby enhancing her capacity to deliver optimal patient care. The ANA’s advocacy for nurses’ health and safety assumes pivotal significance in empowering nurses to practice to their fullest potential and catalyze improvements in healthcare delivery.

Conclusion

Effective leadership constitutes a cornerstone for organizational success, whether at the macroscopic level or within specific departments. A perceptive leader cognizant of the organizational structure recognizes the pivotal role of employee job satisfaction and motivation in achieving success. Transformational leaders inspire their employees to work towards the collective good of the organization, fostering a culture of continuous improvement. Moreover, effective leaders adeptly navigate change, guiding employees through challenging circumstances and facilitating departmental growth. In the healthcare domain, robust leadership assumes paramount importance in enhancing patient outcomes.

In essence, effective leadership strategies tailored to the complexities of the healthcare sector are indispensable for navigating the challenges inherent to this field. By leveraging transformational leadership approaches, healthcare organizations can foster collaborative environments conducive to employee engagement, innovation, and ultimately, superior patient care.

References

Alrowwad, A. A., Abualoush, S. H., & Masa’deh, R. E. (2020). Innovation and intellectual capital as intermediary variables among transformational leadership, transactional leadership, and organizational performance. Journal of Management Development, 39(2), 196-222. https://doi.org/10.1108/jmd-02-2019-0062

Akdere, M., & Egan, T. (2020). Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance. Human Resource Development Quarterly, 31(4), 393-421. https://doi.org/10.1002/hrdq.21404

Bass, B. L. (2019). What is leadership?. Leadership in Surgery, 1-10. https://doi.org/10.1007/978-3-030-19854-1_1

Collins, E., Owen, P., Digan, J., & Dunn, F. (2020). Applying transformational leadership in nursing practice. Nurs Stand, 35(5), 59-66. https://doi.org/10.7748/ns.2019.e11408

Cronshaw, A., Boddye, E., Reilly, L., Boardman, R., Portas, L., Hagen, J., & Marufu, T. C. (2021). Engaging the nursing workforce to achieve a culture of excellence: Nottingham Children’s Hospital ANCC Pathway to Excellence® Journey. https://doi.org/10.7748/nm.2021.1980

Espinoza, P., Peduzzi, M., Agreli, H. F., & Sutherland, M. A. (2018). Interprofessional team member’s satisfaction: a mixed methods study of a Chilean hospital. Human Resources for Health, 16(1), 1-12. https://doi.org/10.1186/s12960-018-0290-z

Kelly, R. J., & Hearld, L. R. (2020). Burnout and leadership style in behavioral health care: A literature review. The Journal of Behavioral Health Services & Research, 47(4), 581-600. https://doi.org/10.1007/s11414-019-09679-z

Nolan, S., Carpenter, H., Cole, L., & Fitzpatrick, J. (2020). The HealthyNurse [R] Leader: How do the health behaviors of nurse leaders measure up?. American Nurse Journal, 15(1), 30-32. https://www.myamericannurse.com/the-healthynurse-leader/

Wong, Q., Lacombe, M., Keller, R., Joyce, T., & O’Malley, K. (2019). Leading change with ADKAR. Nursing management, 50(4), 28-35. https://doi.org/10.1097/01.numa.0000554341.70508.75

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NURS FPX 5007 Managing the Toxic Leader in Healthcare Essay Example

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NURS FPX 5007 Managing the Toxic Leader in Healthcare Essay Example

NURS FPX 5007 Assessment 2 Managing the Toxic LeaderNURS FPX 5007 Assessment 2 Managing the Toxic Leader

NURS FPX 5007 Managing the Toxic Leader in Healthcare Assignment Brief

Course: NURS FPX 5007 Leadership for Nursing Practice

Assignment Title: Assessment 2 Managing the Toxic Leader

Assignment Overview:

In this assignment, students will explore the concept of managing toxic leadership within healthcare settings. Through comprehensive research and analysis, students will look at the detrimental effects of toxic leadership on organizational culture, employee morale, and patient care quality. Moreover, students will develop strategies for effectively addressing and mitigating toxic leadership behaviors to promote a healthier and more productive work environment in healthcare facilities.

Understanding Assignment Objectives:

This assignment aims to accomplish the following objectives:

  • Identify and define toxic leadership behaviors commonly observed in healthcare settings.
  • Examine the impact of toxic leadership on organizational culture, employee well-being, and patient care outcomes.
  • Analyze case studies or real-life examples of toxic leadership within healthcare organizations.
  • Develop strategies and interventions for managing and mitigating toxic leadership behaviors to foster a positive work environment and enhance patient care quality.
  • Demonstrate critical thinking skills by synthesizing research findings, theoretical frameworks, and practical insights to propose evidence-based solutions for addressing toxic leadership in healthcare.

The Student’s Role:

As a student enrolled, your role is to act as a healthcare management consultant tasked with addressing the prevalent issue of toxic leadership within healthcare organizations. Drawing upon your knowledge of leadership theories, organizational behavior, and healthcare management principles, you will conduct an in-depth analysis of the impact of toxic leadership on various stakeholders, including healthcare professionals and patients. Additionally, you will propose evidence-based strategies and interventions for managing toxic leadership behaviors and promoting a supportive and collaborative work environment conducive to high-quality patient care delivery.

Your analysis and recommendations should be grounded in scholarly literature, empirical research, and best practices in healthcare leadership and management. You are expected to critically evaluate existing literature, synthesize key findings, and apply relevant concepts to real-world scenarios. Your final submission should demonstrate a comprehensive understanding of the complexities surrounding toxic leadership in healthcare and showcase your ability to propose effective solutions for addressing this critical issue.

NURS FPX 5007 Managing the Toxic Leader in Healthcare Essay Example

Effective leadership is crucial for the success and well-being of any organization, particularly in healthcare settings where patient care is paramount. Competent leaders have the ability to motivate their teams, improve productivity, and reach organizational objectives. They create long-term plans, collaborate with others, identify challenges, set goals, and establish deadlines to ensure positive outcomes. In hospitals and healthcare facilities, leadership plays a significant role in shaping the workplace culture. Effective management involves working closely with the team and maintaining open communication, especially during both successful and challenging times (Monroe, 2019). It is essential for leaders to create a supportive environment for healthcare workers to meet standards and enhance nursing practice.

Improving Working Conditions and Cultivating a Collaborative Culture

The primary goal is to enhance working conditions and foster a collaborative work culture among nursing staff. Stress is a major concern for nursing professionals who often work long hours without adequate support and breaks. Without proper support from management, nurses may struggle to cope with these challenges. Despite advocating for healthier lifestyles, nurses often neglect their own well-being while on duty. Research indicates that healthcare facilities that promote healthier lifestyles, productive work environments, and collaborative workspaces tend to have higher levels of employee satisfaction, increased engagement, and improved patient care outcomes (Miles & Scott, 2019).

Case Study: Evaluation of Head Nurse Performance

The psychiatry unit initially adopted a primary healthcare nursing model to ensure optimal patient experience and care quality. Collaboration and the development of interdisciplinary professional teams were essential for achieving these goals. The healthcare facility, along with its workers and patients, would all benefit from the head nurse’s support in promoting collaboration and coordination among administration, supervisors, and executives. Unfortunately, in the case study provided, the leadership style of the nurse manager contradicts the facility’s established guidelines. Jackie, the Nurse Manager, is responsible for leading patient care conferences, yet she seldom attends these thrice-weekly sessions designed to address complex cases and encourage cooperation to deliver effective patient-centered care.

In addition to her absence from these crucial sessions, Jackie’s behavior is unprofessional. She fails to communicate schedule changes to her team, which hampers the quality of nursing practices and neglects to acknowledge the team’s efforts, affecting their morale and productivity. Jackie’s habit of arriving late for work further impacts the quality of care delivery as staff members must wait to consult with her, leading to delays in patient care. Additionally, she fails to respond to emails from nursing professionals, and her attire at work is unprofessional, including revealing clothing, large hoop earrings, and high heels. Furthermore, her inappropriate interaction with a staff member named ‘Martin’ violates the American Nurses Association (ANA) regulations and professional conduct standards, which encompass evaluation, diagnosis, goal setting, strategy development, and care coordination (Monroe, 2019).

Jackie, as the Nurse Manager of the psychiatry unit, demonstrates behaviors that contradict the organization’s established guidelines and professional standards. Her frequent absence from patient care conferences, unprofessional conduct, and failure to communicate effectively with her team undermine the quality of nursing practice and create a negative work environment. Her behavior not only impacts staff morale and productivity but also raises ethical concerns regarding her interactions with colleagues and patients.

Addressing Ethical Concerns

Jackie’s actions seem to breach two specific elements of the ANA’s code of ethics: professional responsibilities and relationships with co-workers, as well as patient responsibility. The ANA states that healthcare professionals should set boundaries and maintain professional interactions with colleagues, superiors, and patients. They should build supportive relationships with all co-workers and individuals, treating them fairly and respectfully. This includes preserving their dignity and addressing conflicts (Monroe, 2019).

In this scenario, Jackie’s behavior reflects a lack of leadership, professional conduct, commitment to her medical team, and empathy toward her staff. The ANA defines professional boundaries as the acceptable, ethical, and social limits that practitioners acknowledge and respect, which can be challenging due to the interpersonal nature of caregiving. Healthcare professionals must ensure these limits are established and upheld (Aghamohammadi et al., 2021).

When these values are violated, healthcare practitioners should seek support from superiors or take necessary steps to prevent such situations (Olson, 2021). This principle applies to inter-professional and interdisciplinary relationships, extending beyond the scope of nursing practice, as well as nurse-patient relationships (Warshawsky & Cramer, 2019). To address Jackie’s ethical breaches and enhance her performance as a nurse manager, a Performance Improvement Plan (PIP) must be established. This plan outlines specific initiatives and timelines to help Jackie demonstrate professionalism and commitment (Monroe, 2019).

Organizational Mission, Vision, and Goals

Jackie’s behavior contradicts the healthcare facility’s mission, goals, and objectives. The organization aims to provide exceptional patient care in a compassionate setting and improve the well-being of the communities it serves. Healthcare providers collaborate to enhance society’s health and well-being. However, Jackie’s actions and inability to collaborate with her team are detrimental to patients and contradict the institution’s mission (Huang et al., 2021).

The healthcare facility’s vision emphasizes better healthcare performance, improved care delivery, enhanced patient experiences, and increased employee satisfaction. Jackie’s unprofessional behavior does not align with the organization’s core values and objectives. Her actions compromise the high-quality care expected from the institution, impacting its ability to achieve its mission, goals, and objectives (Huang et al., 2021).

Developing a Performance Improvement Plan (PIP)

To address Jackie’s ethical breaches and improve her leadership performance, a Performance Improvement Plan (PIP) must be implemented. The PIP should include specific initiatives aimed at addressing Jackie’s behavioral issues, improving communication, and fostering a positive work culture. For instance:

  1. Appointment of an Acting Nurse Manager: During the PIP period, an Assistant Head Nurse will assume the role of Acting Nurse Manager to ensure continuity of leadership and address staff concerns.
  2. Attendance and Punctuality Guidelines: Jackie must adhere to designated work hours and attendance policies to avoid disruptions in patient care and team dynamics.
  3. Communication Protocol: Jackie is required to respond to all communications from her team within 24 hours and provide timely updates on schedule changes or cancellations to facilitate effective planning.
  4. Professional Conduct: Jackie must adhere to the organization’s dress code and ethical standards, refraining from engaging in unprofessional behavior or interactions with colleagues.
  5. Performance Evaluation: At the end of the PIP period, Jackie’s performance will be evaluated based on her adherence to the established guidelines and improvement in leadership effectiveness.

Aligning with Organizational Mission and Values

Jackie’s behavior is incongruent with the organization’s mission, vision, and goals, which emphasize patient-centered care, collaboration, and professionalism. By implementing the PIP and holding Jackie accountable for her actions, the organization demonstrates its commitment to upholding ethical standards and ensuring high-quality patient care. Moreover, fostering a culture of accountability and continuous improvement reinforces the organization’s values and strengthens team cohesion.

Conclusion

Managing toxic leadership in healthcare organizations requires a systematic approach that addresses ethical concerns, promotes accountability, and fosters a positive work culture. By implementing a Performance Improvement Plan tailored to the individual needs of the leader in question, organizations can mitigate the impact of toxic behavior and uphold their commitment to excellence in patient care. Through effective communication, collaboration, and leadership development initiatives, healthcare organizations can cultivate a supportive environment where all team members thrive and contribute to the achievement of shared goals.

References

Aghamohammadi, F., Imani, B., & Koosha, M. M. (2021). Operating room nurses’ lived experiences of ethical codes: a phenomenological study in Iran. International Journal of Nursing Sciences, 8(3), 332-338.

Huang, N., Qiu, S., Yang, S., & Deng, R. (2021). Ethical leadership and organizational citizenship behavior: mediation of trust and psychological well-being. Psychology Research and Behavior Management, 655-664.

Miles, J. M., & Scott, E. S. (2019). A new leadership development model for nursing education. Journal of Professional Nursing, 35(1), 5-11.

Monroe, H. A. (2019). Nurses’ professional values: influences of experience and ethics education. Journal of Clinical Nursing, 28(9-10), 2009-2019.

Olson, L. (2021). Envisioning an ethical climate in nursing education programs. Online Journal of Issues in Nursing, 26(1), 1-10.

Warshawsky, N., & Cramer, E. (2019). Describing nurse manager role preparation and competency: findings from a national study. JONA: The Journal of Nursing Administration, 49(5), 249-255.

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NURS FPX 5007 Nursing Leadership Styles Application Essay Example

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NURS FPX 5007 Nursing Leadership Styles Application Essay Example

NURS FPX 5007 Assessment 1 Leadership Styles ApplicationNURS FPX 5007 Assessment 1 Leadership Styles Application

NURS FPX 5007 Assessment 1 Leadership Styles Application Assignment Brief

Course: NURS FPX 5007 Leadership for Nursing Practice

Assignment Title: Assessment 1 Leadership Styles Application

Overview:

In this assignment, you will explore the application of various leadership styles in a healthcare setting. You will analyze a case study involving a healthcare worker facing challenges in balancing work responsibilities with caregiving duties for her mother. Through this analysis, you will identify relevant leadership styles and practices and propose the most suitable approach to address the situation.

Understanding Assignment Objectives:

The primary objective of this assignment is to enhance your understanding of leadership styles and their application in healthcare contexts. You will critically evaluate the case study provided and demonstrate your ability to identify and analyze different leadership styles relevant to the scenario. Additionally, you will develop a comprehensive understanding of the implications of each leadership style and propose a strategic approach to address the challenges faced by the healthcare worker.

The Student’s Role:

As a student undertaking this assignment, your role is to critically analyze the provided case study and apply theoretical knowledge of leadership styles in healthcare. You will assess the challenges faced by the healthcare worker and propose an effective leadership approach to address the situation. Your analysis should demonstrate a clear understanding of relevant leadership theories and their practical application in real-world scenarios. Moreover, you are expected to provide evidence-based recommendations supported by scholarly literature and research findings.

NURS FPX 5007 Nursing Leadership Styles Application Essay Example

Introduction

The importance of leadership in healthcare cannot be overstated. Effective leadership is essential in healthcare to ensure high-quality care, positive patient outcomes, and a supportive organizational environment. Leaders in this field play a vital role in improving patient care and outcomes. They are responsible for managing workflows, keeping employees satisfied, promoting information sharing, and ultimately, achieving better clinical results. Good leaders also contribute to creating positive and strong organizational cultures. In healthcare leadership roles, guiding and redirecting staff is often necessary to maintain a productive and safe workplace. The healthcare industry recognizes various leadership styles, and the ability to make well-informed decisions and prepare for potential challenges is crucial (Cummings et al., 2021). This essay explores the application of different leadership styles in a challenging workplace scenario involving Marty, a healthcare worker facing difficulties balancing work responsibilities with caregiving duties for her mother.

Case Study Overview

Illustrating a challenging workplace scenario, let’s look at Marty’s case. Marty, an African American healthcare worker with over six years of experience caring for rehabilitation patients at a university healthcare facility, faces difficulties balancing her job responsibilities with caring for her mother. Marty’s mother was diagnosed with dementia three years ago, making Marty responsible for her daily care needs. This responsibility often requires Marty to assist her mother during her off-time and days off, posing challenges in her work life.

Marty’s caregiving responsibilities have adversely affected her work performance. She frequently arrives late to the office and leaves early to attend to her mother’s needs. Consequently, her colleagues have become frustrated with her inconsistent work patterns. When confronted, Marty revealed 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. Additionally, Marty has taken extended leaves for various reasons, including mourning her sibling’s loss for three weeks and experiencing chronic back problems for twelve weeks. Despite concerns raised by colleagues and clinical staff members to her supervisor, no action has been taken, as Marty is currently on Family and Medical Leave Act (FMLA), and her supervisor is aware of the situation’s stress on the healthcare facility (Cummings et al., 2021).

Relevant Leadership Styles and Practices

Three essential leadership styles that are relevant to Marty’s situation are democratic, transactional, and transformative leadership.

Transformational leadership involves a leader’s ability to inspire change, foster trust, encourage innovation, and empower team members. This leadership style improves team performance, motivation, and reduces work-related fatigue, ultimately leading to increased productivity. Transformational leaders assess each team member’s strengths and allocate tasks accordingly to prevent social loafing (Robbins & Davidhizar, 2020).

Transactional leadership focuses on daily tasks, emphasizing short-term goals, recognizing achievements, and intervening when necessary. This style sets clear objectives, defines responsibilities, and is well-suited for the complex healthcare delivery setting. Combining transactional leadership with other styles, such as transformational leadership, can lead to better outcomes, including improved care delivery, clinical skills, and task delegation (Richards, 2020).

Democratic leadership entails inclusive decision-making and valuing employee input. It promotes teamwork and empowers employees in policy development and implementation. By encouraging employee contributions, this leadership style enhances self-esteem and optimism, which positively impacts employee productivity (Oliveria et al., 2020).

Leadership Style Applicable in the Case Study

Considering Marty’s situation and her struggle to perform well at work, a transformational leadership style is the best fit for her supervisor and colleagues. It’s crucial for the manager to adopt this style to tackle the issues causing a negative work environment instead of ignoring them. Despite Marty being on FMLA, which allows her up to 12 weeks of annual leave, she has surpassed this due to her medical condition and caregiving duties, causing distress among her colleagues. Implementing transformational leadership can shed light on these problems and help Marty realize her consistent rule-breaking, excessive time off, napping during work hours, and frequent lateness or early departures.

The manager needs to motivate the team, address valid concerns, and take appropriate action to build cooperation and trust. Building trust is vital since Marty’s colleagues’ complaints have been ignored for a long time, allowing her to disregard the rules for over a year. Marty needs clear guidance on her job responsibilities, and open communication about her needs may encourage her to follow the rules.

Implementing this leadership approach can create a positive work environment where employees’ concerns and ideas are valued, preventing feelings of neglect and potential office problems. However, it might be challenging to initially inspire employee loyalty due to the prolonged inaction on Marty’s behavior. Introducing a reward system with clear objectives can transform the office culture, improve performance, and motivate Marty to stick to her schedule and reduce absences. This incentive program can benefit all employees by promoting outstanding performance and offering additional leave days over a set period (Richards, 2020).

Implementation and Implications

Implementing this leadership approach brings several benefits, such as acknowledging and rewarding employees for their additional efforts, cultivating a supportive work environment, and enriching the knowledge and skills of all staff members. However, it’s crucial to watch out for potential stress that might arise from transactional leadership, where employees might feel pressured to consistently exceed expectations for rewards. Marty might not respond well to this approach, leading to ongoing dissatisfaction among her colleagues (Nawaz & Khan, 2020).

A democratic leadership style is suitable for this situation as it enables employees to contribute to decisions, addressing their concerns about Marty’s work behavior and punctuality. Marty might become more engaged in her job by participating in decision-making processes, regaining a sense of purpose. Democratic leadership enhances employee involvement and job satisfaction, meeting the needs of all employees (Oliveria et al., 2020).

Implementing this leadership approach can improve Marty’s relationships with her colleagues and supervisor, boost employee engagement, and foster effective collaboration without causing conflicts. However, the downside of the democratic style is the time and patience required to engage employees and gather their input, which might be limited in a busy healthcare setting (Holmgren et al., 2019).

Conclusion

In conclusion, effective leadership in healthcare is vital for ensuring quality care, positive patient outcomes, and a supportive organizational environment. Marty’s case highlights the importance of applying appropriate leadership styles to address challenges in the workplace effectively. Among the leadership styles discussed, transformational leadership emerges as the most suitable approach for Marty’s situation. By adopting a transformational leadership style, Marty’s supervisor and colleagues can address the underlying issues causing dissatisfaction and improve Marty’s performance by fostering trust, motivation, and open communication.

Furthermore, while implementing transformational leadership, it’s essential to consider potential stressors associated with transactional leadership and the time and patience required for democratic leadership. By combining elements of different leadership styles, healthcare leaders can create a positive work environment, enhance employee engagement, and promote effective collaboration while addressing individual needs and challenges.

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.

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.

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.

Oliveria, 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, 41.

Richards, A. (2020). Exploring the benefits and limitations of transactional leadership in healthcare. Nursing Standard, 35(12), 46-50.

Robbins, B., & Davidhizar, R. (2020). Transformational leadership in health care today. The Health Care Manager, 39(3), 117-121.

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