Nursing Leadership Approaches in Leadership and Management

Question: Discuss about the term about Nursing Leadership for Approaches in Leadership and Management? Answer: Today, nursing turnover and the shortage is considered as a major issue, which is affecting nurses in their duty while providing quality care to the patients. From researches, it is found that shortage of nurses in a health care system can decrease job satisfaction as well as has an impact on the access to patient care (Hayes et al., 2012). On the other hand, it is increasing the turnover number. This paper is aimed to discuss the role of the nursing leaders and managers in order to deal with the increasing turnover number among the nurses. An increasing number of stirring of registered nurses is the main reason behind the rising graph of the nursing shortage. The number of retirements in the nursing field is more than the number of joining fresh nurses after completion of their graduation courses (O'BRIEN PALLAS et al., 2010). Another reason for the nursing shortage is the increasing number of older people in a community, who seek care from the nurses. According to the researchers, the number of young nurses is lesser than the number of experienced nurses. In the field of nursing, it is important to maintain a continuous flow of young nurses in this field. Also, this profession also needs experienced and registered nurses under a strong leadership. Comparing and Contrasting How Nursing Leaders and Managers Address the Issues To fight against the high rate of nursing shortage many steps can be taken by the management authority of a health care system. To deal with the current situation the management need to provide coverage for relocation as well as bonuses to the nurses who are eager to relocate. According to the researchers, 1/3 of the total nurses soon going to be 50 years or more than that (Giallonardo et al., 2010). This is a huge challenge to the nursing managers to provide essential supports to the elderly nurses in order to get best quality care from them. In this context, the leadership management needs to prepare and implement an advanced model of the patient care system in order to make sure that the elderly nurses do not get into any trouble while providing care. Also, it is the responsibilities of nursing management to prepare new technologies, which can be proved as helpful to achieve effective practices. The nursing managers can also play an important role to retain the employee numbers in a health care system (Cowden et al., 2011). To retain the employees, management needs to collect feedbacks from the employee in a regular manner and recognize the valuable works of the employees. It is the responsibilities of the managers to develop an intrinsic motivation among the nurses. Besides, they also need to maintain communication between the culture of a particular organization and to value as well as respecting the nursing caregivers (Laschinger, 2012). To make sure that the nurses should provide their best care, the nursing managers have to take entire responsibilities formulating HR (Human Resource) policies. Implementation of better HRM policies may be proved as fruitful to ensure positive as well as the high performance of the nurses (Welding, 2011). Proper HRM policies are helpful to take care of nurse's benefits and wages while considering the flexibility in the working places. The policies need to be prepared on different aspects; that may include realistic job previews, proper training, career ladders, etc. The nurse managers should be thoughtful and effective in order to provide motivating and positive care practices in a health care organization. On the other hand, the role of nurse leaders is to attribute a "positive environment" for the good of the patients. Their role is to provide safe, efficient and effective manners. The people are recognized as the capital of an organization; therefore, it is the responsibilities of a nursing leader to take care of the human capital as well as the employees within the organization. On the other hand, it is observed that leadership behavior attributes directly in the retention of the nurses in a health care system. The staff nurses always recognize their relationship with the nursing leaders and this aspect has a direct impact on the stability of a health care system. The attitude of the nurse leaders has impact in the context of nursing staff turnover, as they are entirely responsible for providing support and guidance to the fellow nurses (Fennimore Wolf, 2011). From the research it is found that there are three types of interventions can be taken by the nurse leaders, which are impo rtant in order to retain the nurses in an organization, such as autonomy, recognition, and communication. It is the task of the nurse leaders to frost the organizational cultures as well as nursing behaviors. The leaders in the nursing field need to focus on the strategies, which address many factors controlled by the employers and directly linked with the nurse retention. Best Suited Approach for the my Personal Leadership Style From the study of different types of leadership models, I found my best leadership approach style, which is transformational leadership. It is well versed that transformational leadership is helpful to promote a high and efficient performance level in the health care system. Transformational leadership is considered as best approach as it ensures fewer disruptions and many motivations among the nurses. With the help of this approach, I will be able to identify conflict or barriers among my team mates and can take steps to resolve their problems. This leadership approach is helpful to allow the teammates to work together and explore their innovations. As a leader, I would like to be a part of the team by providing my team mates a vision and influencing them in their work. Being a transformational leader, I will be able to practice ethical principles and extract the best work from the nurses in the organization. Conclusion The role of the nursing managers includes responsibility for the daily operations of a health care system and act as an adhesive to hold the whole management system and workers together (Laschinger et al., 2012). It is found that the attitude of nursing managers is helpful to promote an efficient attitude towards the health care system as well as enhancing nurses commitments, intent to stay and increasing their satisfaction. Nursing leaders or managers can follow different types of leaderships; however, their aim should remain same, which is to extract best works from the nursing staffs. References Cowden, T., Cummings, G., PROFETTO MCGRATH, J. O. A. N. N. E. (2011). Leadership practices and staff nurses intent to stay: a systematic review.Journal of nursing management,19(4), 461-477. Fennimore, L., Wolf, G. (2011). Nurse manager leadership development: leveraging the evidence and system-level support.Journal of Nursing Administration,41(5), 204-210. Giallonardo, L. M., Wong, C. A., Iwasiw, C. L. (2010). Authentic leadership of preceptors: predictor of new graduate nurses' work engagement and job satisfaction.Journal of nursing management,18(8), 993-1003. Hayes, L. J., OBrien-Pallas, L., Duffield, C., Shamian, J., Buchan, J., Hughes, F., ... North, N. (2012). Nurse turnover: a literature reviewan update.International journal of nursing studies,49(7), 887-905. Laschinger, H. K. S. (2012). 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