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Read this essay on Effective Leadership and Management in Nursing

Strengths-Based Leadership is concerned about building healthy workplaces. After a decade of research, the positive and negative effects of healthy and unhealthy workplaces on nurses and patients have been well documented. Unhealthy workplace environments have contributed to high rates of nurse burnout, dissatisfaction and absenteeism, poor physical and mental health and difficulty attracting and retaining nurses (Laschinger et al., 2003; White and O'Brien-Pallas 2010). Moreover, unhealthy workplaces have compromised patient safety and put patients at risk for higher rates of morbidity and mortality (Aiken et al. 2002). Following these disturbing revelations, a decade of research ensued to identify characteristics of healthy environments and the organizational structures and leadership practices that made this happen (Armstrong et al. 2009). Strengths-based leaders know how to put structures in place to empower nurses to control their own practice by encouraging autonomy and positive professional relationships, particularly with physicians.

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Closer to home, nurses who feel appreciated and recognized for their expertise are more likely to stay in their jobs and experience high job satisfaction (Sullivan-Havens and Aiken 1999). Nurse leaders are key to creating and sustaining positive professional practice environments that lead to better patient care (MacPhee et al. 2011; Needleman et al. 2011a,b; O'Brien-Pallas et al. 2010).

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You are newly hired as a charge nurse and staff is asking to be transferred.>What management theory is Henry illustrating and why?
>Which theory would be more beneficial and why?
>How would you as the manager/leader help to build Henry’s managerial skills?
>What skills are more desirable?2.

SBC is about understanding, uncovering, discovering and releasing biological, intrapersonal, interpersonal and social strengths to deal with challenges and to meet personal, team and system goals. This new approach does not ignore problems nor pretend that weaknesses and deficits do not exist. Rather, a strengths approach is about working with strengths to deal with problems and deficits. It is about working with people, teams and systems to get the most out of what is important and meaningful to them. It is about restoring the centrality of the nurse–person relationship to promote health and to facilitate healing and in so doing, enhance professional nursing practice.

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Strengths-Based Nursing Leadership goes beyond attending to structures. Leaders treat nurses as assets to be developed, not managed. They encourage relationships and create experiences that bring out the best in their nurses and in which nurses strive to do their best. They do so with purpose and with compassion, humility, curiosity, mindfulness and self-reflection (Gardner et al. 2011; Gottlieb 2012). Thus, strengths-based leaders "get it." They understand that their best investment is investing in people and relationships and securing resources to do so.

People who are able to engage in self-determination are more likely to be motivated to do their best. This is because they experience greater freedom to act in accordance with their own values and beliefs, meet personal and professional goals, act in ways that reflect aspects of themselves and are interested in and enjoy what they do (Williams et al. 1996). Work environments that promote self-determination have employees who report high job satisfaction, have positive work-related attitudes, are more effective and creative in their job and have higher levels of psychological health and well-being (Gagné and Deci 2005).

Essay on Leadership and Management in Nursing | …
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Leadership and management essay nursing - …

The presence of CNLs is believed to improve the standard of care for every patient. This is based on the idea that bedside nurses have too much tasks at hand that most of the time they no longer take into consideration the broader perspective of the nursing situation. This exact problem is answered by the CNLs as their tasks include thoroughly understanding the condition of the patient through a detailed interview of patient and its family. Their services also include assessing the plan of care of the patient as well as creating a plan for discharge and adjustments in care plans if needed. Evaluation is also conducted on the outcomes of each patient in order to measure cohort risk. Moreover, they also practice "evidence-based practice" so that they could attend to their patients with the most recent information and innovation concerning their health care (Meyers, n.d.).

Nursing Management Essay example - 4373 Words | Cram

Before a nurse could be considered for the position of CNLs, a complete masteral program is required. The necessary program for this position would focus on clinical as well as organizational skills. In order to develop these aforementioned qualities, there would be a series of trainings in key areas like "risk assessment, quality improvement, implementation of evidence-based practice, lateral integration of care, and inter-professional communication skills" (Meyers, n.d.).

Nursing Leadership & Management Essay

Based on the ideal management style, a superior should have a maximum of six subordinates in order to effectively perform his or her duties as a leader. Since there are 36 beds in my unit, I will make sure that the bedside nurses that are taking shifts to give the necessary attention to those patients would be under the supervision of CNLs. The ratio would be one CNL is to six bedside nurses. In doing so, every CNL could focus in the development of every nurse.

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Having CNLs in our surgical unit would be very beneficial since most of our bedside nurses still lack the necessary skill when it comes to dealing with problem-solving processes especially since they are not well-equipped in handling issues that are not under their specified tasks. The necessary supervision is also another problem in our unit, which could be substantially solved by having CNLs. If there is one leader in every six nurses, then it would be easier to assess and review the performance of our bedside nurses. Moreover, it would also be advantageous to create teams that could better facilitate cooperation within the unit. Every team would be composed of six bedside nurses and one CNL. The CNLs would then coordinate among each other the concerns and issues of their members as well as their overall assessment of the performance of the whole unit and related issues like their working environment.

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