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NURS FPX 5007 Assessment 1 Leadership Styles Application

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    NURS FPX 5007 Assessment 1 Leadership Styles Application

    Student Name

    Capella University

    NURS-FPX 5007 Leadership for Nursing Practice

    Prof. Name

    Date

    Leadership Styles Application

    The role of leadership is multifaceted and contingent upon diverse circumstances. In the healthcare sector, leaders play a crucial role in enhancing care quality and influencing patient outcomes. They are pivotal for managing institutional workflows, maintaining employee satisfaction, facilitating information sharing, and achieving improved clinical outcomes. Effective leadership also contributes to fostering positive organizational cultures. Leadership positions often require guiding and refocusing personnel to ensure a productive and secure workplace environment. The healthcare industry recognizes several leadership styles, and the ability to make informed decisions and plan for potential challenges is paramount (Cummings et al., 2021).

    Case Study

    To illustrate a challenging workplace scenario, consider the case of Marty, an African American healthcare worker with over six years of experience caring for rehabilitation patients at a university healthcare facility. Marty provides care independently to patients admitted to hospitals across the town and has been employed in an office setting for over two years. Marty faces the additional responsibility of caring for her mother, who was diagnosed with dementia three years ago. This responsibility has led to work-related challenges, such as consistently arriving late and leaving early. Colleagues have expressed frustration with Marty’s work patterns, and accusations of neglect have been made. Despite being on Family and Medical Leave Act (FMLA), Marty’s supervisor is aware of the issues but has not taken any action (Cummings et al., 2021).

    Relevant Leadership Styles and Practices

    Three key leadership styles relevant to this situation are democratic, transactional, and transformative. Transformational leadership is characterized by inspiring change, building trust, encouraging creativity, and empowering team members. It enhances team performance, motivation, psychological empowerment, and reduces work-related fatigue. Transactional leadership focuses on daily tasks, short-term goals, rewards, recognition, and intervention as needed. Combining transactional leadership with other styles, such as transformational leadership, can yield better results. Democratic leadership involves inclusive decision-making and respect for employee input, fostering teamwork and empowering employees in policy development and implementation (Robbins & Davidhizar, 2020; Richards, 2020; Oliveria et al., 2020).

    Leadership Style Applicable in the Case Study

    Considering Marty’s situation and her work performance challenges, a transformational leadership style is most suitable for her supervisor and colleagues. Despite Marty’s FMLA status, her prolonged rule violations and excessive time off need attention. Implementing transformational leadership can address these issues, motivate the team, and foster cooperation and trust. Building trust is crucial, and open communication about Marty’s needs may encourage compliance with the rules. This approach can create a positive work environment where concerns are considered, preventing potential issues (Richards, 2020).

    NURS FPX 5007 Assessment 1 Leadership Styles Application

    Positive and Negative Implications

    Implementing a transformational leadership approach has several advantages, including recognizing and rewarding employees, fostering a healthy work culture, and enhancing knowledge and experience. However, potential occupational stress caused by transactional leadership should be monitored. A democratic leadership style is suitable for allowing employees to contribute to decisions, addressing concerns about Marty’s work attitude and punctuality. This approach can strengthen relationships, improve engagement, and promote collaboration. However, it requires time and patience for engaging employees, which may be limited in a busy healthcare setting (Nawaz & Khan, 2020; Holmgren et al., 2019; Oliveira et al., 2020).

    References

    Cummings, G. G., Lee, S., Tate, K., Penconek, T., Micaroni, S. P., Paananen, T., & Chatterjee, G. E. (2021). The essentials of nursing leadership: A systematic review of factors and educational interventions influencing nursing leadership. International Journal of Nursing Studies, 115, 103842. https://doi.org/10.1016/j.ijnurstu.2020.103842

    Holmgren, J., Paillard‐Borg, S., Saaristo, P., & von Strauss, E. (2019). Nurses’ experiences of health concerns, teamwork, leadership and knowledge transfer during an Ebola outbreak in West Africa. Nursing Open, 6(3), 824-833. https://doi.org/10.1002/nop2.258

    NURS FPX 5007 Assessment 1 Leadership Styles Application

    Nawaz, S., & Khan, I. U. (2020). The Leadership Styles and Occupational Stress: The Mediating Role of Emotional Intelligence. Academic Journal of Social Sciences (AJSS), 4(4), 906-917. https://doi.org/10.54692/ajss.2020.04041198

    Oliveira, C. D., Santos, L. C. D., Andrade, J. D., Domingos, T. D. S., & Spiri, W. C. (2020). Leadership in the perspective of Family Health Strategy nurses. Revista Gaucha De Enfermagem, 41https://doi.org/10.7748/nr.13.4.93.s13

    Richards, A. (2020). Exploring the benefits and limitations of transactional leadership in healthcare. Nursing Standard, 35(12), 46-50. https://doi.org/10.7748/ns.2020.e11593

    Robbins, B., & Davidhizar, R. (2020). Transformational leadership in health care today. The Health Care Manager, 39(3), 117-121. https://doi.org/10.1097/01.hcm.0000285014.26397.e7