Effective Approaches in Leadership and Management Essay

In this assignment, you will be writing a 1,000-1,250 word paper describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following: Select an issue from the following list: bullying, unit closers and restructuring, floating, nurse turnover, nurse staffing ratios, use of contract employees (i.e., registry and travel nurses), or magnet designation.Describe the selected issue. Discuss how it impacts quality of care and patient safety in the setting in which it occurs.Discuss how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain professional conduct.Explain the differing roles of nursing leaders and nursing managers in this instance and discuss the different approaches they take to address the selected issue and promote patient safety and quality care. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings. Discuss what additional aspects mangers and leaders would need to initiate in order to ensure professionalism throughout diverse health care settings while addressing the selected issue.Effective Approaches in Leadership and Management Essay. Describe a leadership style that would best address the chosen issue. Explain why this style could be successful in this setting. Use at least three peer-reviewed journal articles other than those presented in your text or provided in the course. Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.  You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance

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Nurse Turnover

            Nurse turnover refers to the loss of nursing talent within a healthcare setting, and the act of replacing the nurse with a new one. This problem has a significant impact on the organization as well as patient outcomes because of the disruptions it causes within the nursing workforce in the healthcare setting. Several reasons cause nurse turnover in a hospital. Firstly, poor communication between the nurses and the management could lead to turnover because proper communication enhances role clarity, reduces stress for the nurse, and promotes their wellness because the work environment becomes conducive for them to work (Dewanto & Wardhani, 2018). Secondly, lack of role clarity and a low sense of job control could lead to nurse turnover. The management should ensure proper communication and clarification when need, of the various roles that nurses are expected to play within the healthcare organization. Therefore, without proper role clarity, nurses become frustrated, and their jobs become unfulfilling because they do not fulfill their roles. This kind of frustration could inspire a nurse to seek other opportunities, prompting the organization to replace the nurse with another. Effective Approaches in Leadership and Management Essay.

Thirdly, failure to give nurses the recognition and rewards for their professional achievements at the workplace could lead to nurse turnover. Nurses, just as other employees in other sectors, require recognition and rewards such as increased salaries, additional vacation days, or promotions. Nurses need to feel valued in the workplace because it is motivational for them.  Fourthly, incivility, and lack of trust among the nurses limit their collaboration with each other, hence, increasing their stress levels at the workplace and limited professional support. A tense and stressful working environment is detrimental to a nurse’s mental health, professional capabilities and ultimately leads to nurse turnover.

Nurse Turnover and Quality of Care

Nurse turnover has noteworthy consequences on the quality of care for patients in a hospital. One of the most significant effects is the lack of trust or mistrust that patients develop towards nurses when they learn about the turnover rate. They tend to perceive nurses as unreliable professionals. Therefore, their satisfaction levels dwindle, and their complaints increase with time (Dewanto & Wardhani, 2018). Overall, for nursing care to be considered high quality, the number of complaints towards the nurses should be minimal, and patient satisfaction levels should be high.

Another impact of nurse turnover on quality of care is the fact that the turnover disrupts hospital services by overburdening the remaining nurses in the period before replacing the nurse. When a nurse quits their job, the human resource personnel takes some time to advertise for the position and conduct the recruitment exercises. In the meantime, the remaining nurses take on additional shifts to cover the reduced human resources, which leads to burnout and poor quality service for the patients because the nurses are unmotivated or constantly experiencing fatigue from the additional workload.

Rectifying Nursing Turnover Using Nursing Standards of Practice

According to the American Nursing Association standards of practice, a nurse should communicate effectively in all areas of practice. While the nurse bears part of the communication responsibility, the management in the hospital setting bears a similar burden.  Effective Approaches in Leadership and Management Essay.As noted before, one of the causes of nurse turnover is poor or lack of communication within the workplace, hence leading to role confusion, lack of role clarity, and heightened stress levels. A solution to this problem is to ensure that all communication is clear to the nurse and is timely, to avoid confusion and lateness.

Another solution in tandem with nursing standards of practice is to increase the rewards and recognition for nurses at the workplace to enhance their motivation. A major cause of nurse turnover is the lack of motivation because of an ineffective reward and recognition system at the workplace. The ANA standards of practice require that nurses seek knowledge and competence and promote futuristic thinking (Blais & Hayes, 2016). One of the ways to achieve this is to offer rewards such as educational scholarships for nurses to advance their professional qualifications. This solution increases nurse motivation, ensures compliance with the ANA standards of practice, and reduces nurse turnover.

Nursing Leader and Nursing Manager

Nursing leaders and managers differ in that the nurse leader shares the vision with the nursing team and guides the nurses on how to achieve the mission and vision. Conversely, the nursing manager has a take or leave it to approach, and their approach is to ensure that nurses achieve the vision (Hafsteinsdóttir et al., 2019). In handling nurse turnover, the nurse leader would be more effective because of their inspirational and motivational approach, which is often lacking in the nurse manager. For instance, one of the solutions to nurse turnover is to enhance communication at the workplace and create a conducive environment for working. The nurse leader would ensure that all nurses understand work protocols and help them out whenever stuck. The nurse manager would only look out for nursing performance without considering their welfare or understanding level. Effective Approaches in Leadership and Management Essay.

The nurse leader is a risk-taker (Hafsteinsdóttir et al., 2019). Therefore, one of their solutions would be to enroll the nurses in school to further their education and increase their competence, following the ANA standards of practice. Enhancing their professional knowledge could be considered a risk because some nurses may not benefit the organization after advancing their education. The nurse manager would first weigh this option and perhaps, only reward those who look promising, instead of the entire workforce. By providing scholarships to the nurses, the nurse leader takes a risk. The nurse manager would, conversely, control the risk by either selecting those viable for scholarships or only hiring nurses with advanced qualifications to mitigate the costs.

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Additional Measures

To ensure professionalism throughout the diverse healthcare setting while addressing nurse turnover, the nurse leaders and managers should ensure that nurses remain culturally competent and knowledgeable, as they improve on communication as one of the solutions to nursing turnover. Inclusivity is critical in the workplace. Therefore, even as the management improves its communication to enhance role clarity and reduce stress levels for the nurses, the management should ensure it provides communication in the different dialects spoken by the nurses in the hospital. Inclusivity is a critical factor at the workplace because it reduces the chances of incivility among the nurses, enhances teamwork and collaboration among them, and ultimately leads to positive patient health outcomes because of increased satisfaction levels and enhanced levels of care (Sullivan et al., 2013).

Another action that the management should take to ensure professionalism is to practice fairness in nurse treatment. All nurses should be equal to the management, and no nurse should receive special treatment. Effective Approaches in Leadership and Management Essay. Unequal treatment among nurses is a contributing factor to nurse turnover because tensions arise between the nurses and the management, and among the nurses (Sullivan et al., 2013). Therefore, in rewarding and recognizing nurses as a solution to the turnover issue, the management must ensure equal treatment for all nurses.

References

Blais, K., & Hayes, J. (2016). Professional nursing practice (2nd ed.). Boston: Pearson.

Dewanto, A., & Wardhani, V. (2018). Nurse turnover and perceived causes and consequences: a preliminary study at private hospitals in Indonesia. BMC nursing, 17(Suppl 2), 52. https://doi.org/10.1186/s12912-018-0317-8

Hafsteinsdóttir, T., Jónsdóttir, H., Kirkevold, M., Leino-Kilpi, H., Lomborg, K., & Rahm Hallberg, I. (2019). Leadership in Nursing. Cham: Springer.

Sullivan, E., Garland, G., & Sullivan, E. (2013). Practical leadership and management in healthcare. Pearson. Effective Approaches in Leadership and Management Essay.