Leadership and Management for Nurses Essay

M1 – N496: Assignment Assignment Description Leadership and Managing This week you reflected upon the difference between a “manager” and a “leader” and discussed this concept with your classmates and professor in the discussion board. In a written essay please answer the following questions: • What are the differences between leaders and managers? What characteristics are similar and what are different? • Provide a total of three examples. First, of someone who has great managerial skills. Second, another individual with great leadership skills. Third, another person with poor managerial skills. These can be made up individuals or examples you have seen without any identifying information. Discuss how the staff of each individual would be affected by the skills of the leader/manager. • Complete the Emotional Intelligence Test Discuss your scores and what they mean. Leadership and Management for Nurses Essay. What did you learn about yourself as a leader? (Note that a 10 on the EI test means strong. On the score page, click on the blue \”here\” under \”interpreting your GEIT scores, click here\” for more information on each section and what it means. Assignment Expectations: Length: 1500 to 2000 words total (at least 500 words per question prompt) Structure: Include a title page and reference page in APA format. These do not count towards the minimum word count for this assignment. Your essay must include an introduction and a conclusion. References: Use appropriate APA style in-text citations and references for all resources utilized to answer the questions. A minimum of three (3) scholarly sources are required for this assignment. Rubric: This assignment uses a rubric for scoring. Please review it as part of your assignment preparation and again prior to submission to ensure you have addressed its criteria at the highest level.

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Leadership and Managing

Leadership and management are important concepts within the professional environment, especially when focused on delivering good services and products. Although the two concept are similar in some respect, they involve different types of behaviors, skills and outlooks. Effective leaders need management skills while good managers must also be good leaders. Managers ensure that resources are organized and applied to produce the best results, and they can achieve optimum results by applying leadership. On the other hand, leaders ensure that the set vision is communicated to others and strategies evolved to achieve the vision with a focus on motivating others and negotiating for resources, all aspects that require management skills (Finkelman, 2016). The present paper discusses the similarities and differences between leadership and management, and explores how each concept is applied within the professional environment.

Leaders and managers

Leaders and managers are typically considered the same within an organization. Although the two share some characteristics, they have significant differences in the sense that all leaders are considered to be managers, while not all managers can be considered to be leaders. Still, leading and managing are complementary qualities with significant links. It is impossible to extricate one quality from the other since leaders are concerned with motivating and inspiring others whereas managers are concerned with coordinating, organizing and planning. A manager ensures that resources are put together into a puzzle while a leader pursues the bigger picture (Brensen et al., 2017). Leadership and Management for Nurses Essay.

A manager takes on the responsibility of communicating an organization’s policies and philosophies to the personnel. In addition, a manager formulates strategies for improving processes with a view to streamlining operational efficiency and helping other personnel to achieve their key performance indicators. Besides that, the interpersonal relationship between a manager with other personnel and peers is determined by the organizational hierarchy being applied. Unlike leaders, managers are responsible for handling daily operations and working at the delivery and implementation levels, thereby making a decentralized organizational hierarchy useful in helping them to forge meaningful relationships with peers and other personnel. A manager undertakes the process of setting up and achieving the goals of the organization through functions that include monitoring, evaluation, training, coordination, organization and forecasting (Finkelman, 2016). On the other hand, a leader is focused on developing interpersonal relationships both inside and outside the organization. In addition, a leader assesses the situation within the organization and its future strategy based on reports from stakeholders. Besides that, a leader advocates for talent development by engaging in different exercises to build culture. Also, a leader supports innovation by challenging the status quo and taking calculated risk expected to have high returns for other stakeholders who include patients, personnel and investors. A leader has the ability to influence and makes others follow, as well as the ability to teach and guide others (Finkelman, 2016).

Leadership and managerial roles are complementary within any organization, with a focus on reconciling the two roles. To be more precise, leaders ask what and why, while managers as how and when. However, if a leader ignores managerial roles and simply functions to unlock the true potential of the personnel in the organization, then the organization would miss a competitive advance and fall behind its competitors. Similarly, managers must adopt and assume some leadership roles in order get the job done. It becomes clear that leaders and managers are often switchable roles. Just like a good manager, a good leader gets involved in the details of daily operations in order to improve performance, eliminate wastes and increase efficiency. Similarly, a good manager takes challenges head on. To sum up, organizations have great need for leaders and managers to have interchangeable roles, and for both to be the source of integrity, empathy and inspiration (Black, 2016).

A significant difference between leadership and management is that leadership is a calling while management is a career. Managers must be obeyed while leaders guide others to follow through their own choices. A manager gains the position through loyalty and time in relation to the organization, and not as a result of the leadership qualities exhibited.Leadership and Management for Nurses Essay.  In contrast, a leader may not have organizational skills, but presents a vision that unites others behind him/her. Although the notions of management and leadership are interchangeable, they are different concepts. Leaders are the main component of change within an organization by offering the dedication and vision necessary to realize the change. In fact, leadership can be considered as a skill that is formed through practice, interactions, experiences and education (Joel, 2018). Overall, all leaders are managers but not all manages are leaders.

Three examples

An example of an individual with great managerial skills is Mr. K, the founder of global company. He exhibited three skills that identified him as a great manager. Firstly, he exhibited good interpersonal skills. He understood that management is all about the stakeholders and addresses this concern through successfully building relationships. He earned the respect of the company personnel through knowing how to effectively deal with others. Besides that, he engaged with the company personnel at both the professional and personal levels through team-building and social activities even as he maintains professional boundaries thus earning their respect. Secondly, he mastered the different forms of communication (listening, verbal and written skills) and used them to motivate others. As a manager, Mr. K was the line of communication between different stakeholders. He liaised with a variety of persons, from senior manages to entry level personnel in a number of ways, via meetings, presentations, emails, and other communication approaches. He established a trusting relationship with the company personnel so that the felt comfortable communicating with him. The positive attitude went a long way in creating a healthy working environment. Thirdly, he had good organizational skills that helped hum to manage the multiple responsibilities associated with managing a global company. This enabled him to attend meetings, oversee the work of his subordinates and manage his own workloads, and review company policies as needed.

An example of an individual with great leadership skills is Mr. L, a project manager. He made use of soft skills to help in positively interacting with others. In addition, he had the ability to handle and delegate responsibilities, motivate others, communicate well, listen to feedback, and the flexibility to solve problems in the ever changing environment. Firstly, he is a good communicator who succinctly and clearly explains everything to the project team, from specific tasks to organizational goals. He has mastered the different forms of communication and is a good listener. In addition, he has established a steady flow of communication through regular conversations and an open door policy. Besides that, he has made himself regularly available to discuss concerns and issues with the personnel. Leadership and Management for Nurses Essay. Secondly, he inspires and motivates other to go the extra mile. He motivates others through recognizing their efforts and assigning responsibilities aligned with capabilities. He allows others to have some level of autonomy, asks for input, assesses competing interests, mentors others, is open to concerns presented, sets effective goals, and understands differences between team members. Thirdly, he has a positive attitude that helps to create a healthy and happy work environment even when faced with stressful situations such as tight deadlines. The positive environment has motivated others to want to be at work and more willing to put effort into completing tasks. He treats others with respect, applies positive reinforcement, uses humor, helps others, is friendly and empathetic, develops a rapport with others and has good conflict management abilities.

An example of an individual with poor managerial skills is Mr. Q who owns and manages a grocery store with three personnel. Firstly, he lacks good delegation and organization skills. He has multiple responsibilities and has difficulties completing them so that he is often late with meeting deadlines. He exhibits a general lack of organization, tardiness and sloppy work practices that sets a bad example for the subordinates. Also, he finds it difficult to delegate tasks to personnel and insists on being involved with every activity. This results in important deadlines not being met, wasting time and increasing stress. Secondly, he is not a strategic thinker and forward planner. He does not think much about the bigger picture and does not plan well for the future. He does not encourage change and innovation that would make the grocery store more profitable and productive.

Emotional intelligence

The result of the emotional intelligence test presents an average score of 9. The score is interpreted as strong/high emotional intelligence. The score indicates the ability to understand, use and manage personal emotions in a positive way to defuse conflict, overcome challenges, empathize with others, communicate effectively, and relieve stress. In addition, the high emotional intelligence has helped to achieve personal and career goals, succeed at work and school, and build stronger relationships. Besides that, it has helped to make informed decisions about important issues, turn intentions into actions, and connect with feelings. The high emotional intelligence helps with improving features important to leaders (Kotter & Rathgeber, 2016). Firstly, it helps with managing relationships, with good knowledge of how to manage conflict, work well in teams, influence and inspire others, communicate clearly, and develop and maintain good relationships. Secondly, it helps with social awareness and exhibiting empathy when working with others. This is important for understanding the concerns, needs and emotions of others, recognizing power dynamics with an organization or group, feeling comfortable within the social environment, and picking up on emotional cues. Thirdly, it helps with recognizing emotions and how they affect behavior and thoughts. This improves self-confidence through having knowledge of personal weaknesses and strengths. Fourthly, it helps with self-management through control of behavior and feelings, adapting to circumstances as they change, following through on commitments, taking initiative, and using healthy way to manage emotions. The high emotional intelligence score is indicative of good performance as it helps with navigating social complexities, leading and motivating others, and excelling at work and school. Also, it is indicative of the ability to manage emotions and stress (Kotter & Rathgeber, 2016). Leadership and Management for Nurses Essay.

Conclusion

One must accept that leadership are important concepts focused on delivering goods products and services within the professional environment. In addition, one must acknowledge that although the two concepts are similar in some respect, they involve different types of behaviors, skills and outlooks. On one hand, leaders are concerned with motivating and inspiring others while pursuing the bigger picture. On the other hand, managers are concerned with coordinating, organization and planning resources. Still, it is noted that all leaders are managers but not all manages are leaders. Also, the article makes it clear that high emotional intelligence offers unique advantages to include: helping to manage relationships; social awareness and exhibiting empathy; recognizing emotions and how they affect behavior and thoughts; and self-management.

References

Black, B. (2016). Professional nursing: concepts & challenges. Elsevier Health Sciences.

Brensen, M., Hodgson, D., Bailey, S., Hyde, P. & Hassard, J. (2017). Managing Modern Healthcare: Knowledge, Networks and Practice. New York, NY: Routledge.

Finkelman, A. (2016). Leadership and management for nurses: core competencies for quality care (3^rd ed.). Pearson Education.

Joel, L. (2018). Advanced practice nursing: essentials for role development (4^th ed.). F. A. Davis Company.

Kotter, J. & Rathgeber, H. (2016). Our iceberg is melting: changing and succeeding under any conditions. London: Penguin Publishing Group. Leadership and Management for Nurses Essay.

Leaders and managers

Leaders and managers are typically considered the same within an organization. Although the two share some characteristics, they have significant differences in the sense that all leaders are considered to be managers, while not all managers can be considered to be leaders. Still, leading and managing are complementary qualities with significant links. It is impossible to extricate one quality from the other since leaders are concerned with motivating and inspiring others whereas managers are concerned with coordinating, organizing and planning. A manager ensures that resources are put together into a puzzle while a leader pursues the bigger picture (Brensen et al., 2017).

A manager takes on the responsibility of communicating an organization’s policies and philosophies to the personnel. In addition, a manager formulates strategies for improving processes with a view to streamlining operational efficiency and helping other personnel to achieve their key performance indicators. Besides that, the interpersonal relationship between a manager with other personnel and peers is determined by the organizational hierarchy being applied. Unlike leaders, managers are responsible for handling daily operations and working at the delivery and implementation levels, thereby making a decentralized organizational hierarchy useful in helping them to forge meaningful relationships with peers and other personnel. A manager undertakes the process of setting up and achieving the goals of the organization through functions that include monitoring, evaluation, training, coordination, organization and forecasting (Finkelman, 2016). On the other hand, a leader is focused on developing interpersonal relationships both inside and outside the organization. In addition, a leader assesses the situation within the organization and its future strategy based on reports from stakeholders. Besides that, a leader advocates for talent development by engaging in different exercises to build culture. Also, a leader supports innovation by challenging the status quo and taking calculated risk expected to have high returns for other stakeholders who include patients, personnel and investors. A leader has the ability to influence and makes others follow, as well as the ability to teach and guide others (Finkelman, 2016).

Leadership and managerial roles are complementary within any organization, with a focus on reconciling the two roles. To be more precise, leaders ask what and why, while managers as how and when. However, if a leader ignores managerial roles and simply functions to unlock the true potential of the personnel in the organization, then the organization would miss a competitive advance and fall behind its competitors. Similarly, managers must adopt and assume some leadership roles in order get the job done. It becomes clear that leaders and managers are often switchable roles. Just like a good manager, a good leader gets involved in the details of daily operations in order to improve performance, eliminate wastes and increase efficiency. Similarly, a good manager takes challenges head on.Leadership and Management for Nurses Essay. To sum up, organizations have great need for leaders and managers to have interchangeable roles, and for both to be the source of integrity, empathy and inspiration (Black, 2016).

A significant difference between leadership and management is that leadership is a calling while management is a career. Managers must be obeyed while leaders guide others to follow through their own choices. A manager gains the position through loyalty and time in relation to the organization, and not as a result of the leadership qualities exhibited. In contrast, a leader may not have organizational skills, but presents a vision that unites others behind him/her. Although the notions of management and leadership are interchangeable, they are different concepts. Leaders are the main component of change within an organization by offering the dedication and vision necessary to realize the change. In fact, leadership can be considered as a skill that is formed through practice, interactions, experiences and education (Joel, 2018). Overall, all leaders are managers but not all manages are leaders.

Three examples

An example of an individual with great managerial skills is Mr. K, the founder of global company. He exhibited three skills that identified him as a great manager. Firstly, he exhibited good interpersonal skills. He understood that management is all about the stakeholders and addresses this concern through successfully building relationships. He earned the respect of the company personnel through knowing how to effectively deal with others. Besides that, he engaged with the company personnel at both the professional and personal levels through team-building and social activities even as he maintains professional boundaries thus earning their respect. Secondly, he mastered the different forms of communication (listening, verbal and written skills) and used them to motivate others. As a manager, Mr. K was the line of communication between different stakeholders. He liaised with a variety of persons, from senior manages to entry level personnel in a number of ways, via meetings, presentations, emails, and other communication approaches. He established a trusting relationship with the company personnel so that the felt comfortable communicating with him. The positive attitude went a long way in creating a healthy working environment. Thirdly, he had good organizational skills that helped hum to manage the multiple responsibilities associated with managing a global company. This enabled him to attend meetings, oversee the work of his subordinates and manage his own workloads, and review company policies as needed.

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An example of an individual with great leadership skills is Mr. L, a project manager. He made use of soft skills to help in positively interacting with others. In addition, he had the ability to handle and delegate responsibilities, motivate others, communicate well, listen to feedback, and the flexibility to solve problems in the ever changing environment. Firstly, he is a good communicator who succinctly and clearly explains everything to the project team, from specific tasks to organizational goals. He has mastered the different forms of communication and is a good listener. In addition, he has established a steady flow of communication through regular conversations and an open door policy. Besides that, he has made himself regularly available to discuss concerns and issues with the personnel. Secondly, he inspires and motivates other to go the extra mile. He motivates others through recognizing their efforts and assigning responsibilities aligned with capabilities. He allows others to have some level of autonomy, asks for input, assesses competing interests, mentors others, is open to concerns presented, sets effective goals, and understands differences between team members. Thirdly, he has a positive attitude that helps to create a healthy and happy work environment even when faced with stressful situations such as tight deadlines. The positive environment has motivated others to want to be at work and more willing to put effort into completing tasks. He treats others with respect, applies positive reinforcement, uses humor, helps others, is friendly and empathetic, develops a rapport with others and has good conflict management abilities. Leadership and Management for Nurses Essay.

An example of an individual with poor managerial skills is Mr. Q who owns and manages a grocery store with three personnel. Firstly, he lacks good delegation and organization skills. He has multiple responsibilities and has difficulties completing them so that he is often late with meeting deadlines. He exhibits a general lack of organization, tardiness and sloppy work practices that sets a bad example for the subordinates. Also, he finds it difficult to delegate tasks to personnel and insists on being involved with every activity. This results in important deadlines not being met, wasting time and increasing stress. Secondly, he is not a strategic thinker and forward planner. He does not think much about the bigger picture and does not plan well for the future. He does not encourage change and innovation that would make the grocery store more profitable and productive.

Emotional intelligence

The result of the emotional intelligence test presents an average score of 9. The score is interpreted as strong/high emotional intelligence. The score indicates the ability to understand, use and manage personal emotions in a positive way to defuse conflict, overcome challenges, empathize with others, communicate effectively, and relieve stress. In addition, the high emotional intelligence has helped to achieve personal and career goals, succeed at work and school, and build stronger relationships. Besides that, it has helped to make informed decisions about important issues, turn intentions into actions, and connect with feelings. The high emotional intelligence helps with improving features important to leaders (Kotter & Rathgeber, 2016). Firstly, it helps with managing relationships, with good knowledge of how to manage conflict, work well in teams, influence and inspire others, communicate clearly, and develop and maintain good relationships. Secondly, it helps with social awareness and exhibiting empathy when working with others. This is important for understanding the concerns, needs and emotions of others, recognizing power dynamics with an organization or group, feeling comfortable within the social environment, and picking up on emotional cues. Thirdly, it helps with social awareness, recognizing emotions and how they affect behavior and thoughts. This improves self-confidence through having knowledge of personal weaknesses and strengths. Fourthly, it helps with self-management through control of behavior and feelings, adapting to circumstances as they change, following through on commitments, taking initiative, and using healthy way to manage emotions. The high emotional intelligence score is indicative of good performance as it helps with navigating social complexities, leading and motivating others, and excelling at work and school. Also, it is indicative of the ability to manage emotions and stress (Kotter & Rathgeber, 2016).

References

Black, B. (2016). Professional nursing: concepts & challenges. Elsevier Health Sciences.

Brensen, M., Hodgson, D., Bailey, S., Hyde, P. & Hassard, J. (2017). Managing Modern Healthcare: Knowledge, Networks and Practice. New York, NY: Routledge.

Finkelman, A. (2016). Leadership and management for nurses: core competencies for quality care (3^rd ed.). Pearson Education.

Joel, L. (2018). Advanced practice nursing: essentials for role development (4^th ed.). F. A. Davis Company.

Kotter, J. & Rathgeber, H. (2016). Our iceberg is melting: changing and succeeding under any conditions. London: Penguin Publishing Group. Leadership and Management for Nurses Essay.