Question

1-Define clinical leadership and explain your preferred style of leadership; give reasons why.

2-What is the role of the nurse manager in a given system? How would you apply your skills to help new nurses or employees meet

their own professional development? Give specific examples.

3-Discuss the issues about having millennials as working nurses and debate their participation in the nursing field, currently and projected.

Answer 1

1) Leadership has been defined as the relationship between the individual/s who lead and those who take the choice to follow, while it refers to the behaviour of directing and coordinating the activities of a team or group of people towards a common goal

Clinical leadership is defined as the process of influencing point-of-care innovation and improvement in both organizational processes and individual care practices to achieve quality and safety of care outcomes.

My preferred style of leadership is Transformational leadership style as it is characterized by creating relationships and motivation among staff members. Leadership in nursing involves an environment that has a clear vision, and where staff are motivated and empowered. Nursing leaders are agents who have followers in the healthcare team. According to Cook and Holt, nursing leadership is about having a vision and empowering staff. A nurse leader must have skills, such as self-confidence, valuing others, and being able to build teams effectively and that will have a direct impact on the patient care.

2) Nurse managers work with their staff to

a) Coordinate all aspects of daily patient care on the unit. By ensuring that staff, patients, and patients' families are communicating, nurse managers help unit staff members deliver the safest possible care.

b) The nurse manager is responsible for creating safe, healthy environments that support the work of the health care team and contribute to patient engagement.

c) Nurse manager also carry out the defined duties like: Staff management, Case management, Treatment planning, Recruitment, Budgeting, Scheduling, Discharge planning, Mentoring, Developing educational plans, Records management.

As a nurse leader:

I might have to advocate for staff to ensure a safe and reasonable practice environment. In other cases, they might have to advocate for patient safety and access to quality healthcare. Nurse managers should not be afraid of using their voice and position. Eg: Even a simple procedure of recording TPR should be done systematically and sincerely and any staff not adhering to it must be questioned and educated as this is a question of patients' wellbeing

As a nurse leader I would encourage, empower, mentor, and find strengths in my staff. They boost creativity and mindfulness. Eg: Encourage and appreciate any staff when they manifest their brilliant work even under stress and handle emergency situations. Empower my staff to take up responsibilities under my supervision.

I do not immediately take sides in squabbles or assess blame before knowing all the facts. I don’t let simmering emotions boil over. Instead, meet conflict and work through it. I follow moral compass to ensure all aspects of the profession are met with honesty and integrity and address people with respect and do not bully. Eg: This is especially for the new joinees with minimal or no eperience bed side should not be bullied or neglected but make them capable and help them gain confience to manage patients.

I don’t set the bar for expectations unreasonably high. Instead, use supportive encouragement to challenge employees to success. Be a coach and mentor. Eg: Staff need their share of rest and relaxation. So not to over burden them with continuous shifts, and appreciate their hard work. always give credit for the selfless duty they execute

3)

a)They see the world of nursing as ripe with opportunity to expand their horizons. Just because they are an entry level at a hospital doesn’t mean they couldn’t work towards getting their way moving into the NICU.

b) Millennials don’t want to focus on their weaknesses, but rather enhance their strengths. They are more likely to leave if they’re unsatisfied on the job,

c) Millennials expect their manager to be actively involved in supporting and promoting their development. They are used to, and often need, constant and instant communication throughout the day. This translates into their work life as well. They expect their managers to be available and responsive whenever they need advice, and they expect their managers to actively seeking out participating in open dialogue with them around their professional development.

c)  Mostly, inter-generational difference is another issue that can be hard to overcome.