The Graduate Nursing Evidences Leadership Order Instructions: The graduate nurse evidence leadership as seen in the four domains: the profession of nursing, clinical practice arena, health policy arena, and systems level.

In order to complete this assignment, complete the short eighteen-question quiz (this takes approximately five minutes) about your leadership style at

About.com Psychology. (n.d.). Quiz – What’s your leadership style? Retrieved
from http://psychology.about.com/library/quiz/bl-leadershipquiz.htm

In a 3- to 5-page paper (excluding the title page, references and appendices), you will address the following criteria:
•Report your findings from the quiz:
?What kind of leader were you?
?How does this fit into your beliefs about your leadership style?
•Examine the attributes of leadership that may be needed for graduate level nurses.
•Analyze your personal leadership attributes you feel you have that will help you in your graduate nursing role. Also discuss those attributes that you feel you may need to develop in your graduate nursing role.

Finish with a quotation from a library article related to leadership in an advanced nursing role. Look in some of the known leadership journals like The Journal of Nursing Scholarship or Nursing Leadership Forum or the American Journal of Nursing, Journal of Nursing Administration, Nursing Administration Quarterly, Nursing Management or Health Care Management Review (found in the South University Online Library).

The Graduate Nursing Evidences Leadership Sample Answer

Nursing Leadership

Introduction

Leadership in the nursing profession is imperative as it helps nurses to relate to each other and their patients. Nursing practitioners are therefore required to exemplify good leadership skill at all times. This helps them to work well as a team, be good decision makers and improve in their service and care. Nevertheless, since nurses relate to people from different domains, it is essential for them to uphold high standards of work ethics and professionalism (Sanford, 2011). This means nurses should indicate leadership and the ability to rules in any clinical practice arena or system.

The Graduate Nursing Evidences Leadership Findings from the Quiz

Based on the quiz taken, I was a democratic leader. This means that I highly value the input of my team members when making decisions or solving problems. As a democratic leader, I motivate my staff and boost their moral through engaging them in activities and allowing them to take part in decision making. I however give the final decision based on the insights collected. I value quality service and my staff by helping each person in my team fully exploits their potential and to be independent. I am a respectful, trustworthy and straightforward leader who believes in productivity, discipline, and hard work. Am a charismatic leader, caring and empathic. I am committed to coaching, mentoring and developing of my staff, and focus on working as a team to attain success. As a leader, I am a good listener and communicator; I inspire and encourage my staff by acting as a role model.

The Graduate Nursing Evidences Leadership Fitting in my Belief about Leadership

Leadership is all about setting a path and example, and that is what is portrayed in this context. The belief that leaders acting as mentors and coaches fit the description of a leader. A good leader gives direction to their staff and offers guidance on what they ought to do at work. The act of leadership is portrayed as a position through which people get to relate with other effectively. A leader should be ready to learn from others and accept advice from those around them as well. Leading is not all about working as the head, but it is about helping others learn how to lead and work on their own in decision making and developing their potential. Leadership is giving direction rather than leading the way. This helps to involve others and to offer them the opportunity to practice and nurture their leadership skills as well.

As a nurse I value teamwork. I therefore believe in working hand in hand with others to accomplish organizational goals. Collaboration is essential for a leader as it helps to bring cohesiveness among the nurses and to work together for success. Direction, support, and positive motivation and feedback are important qualities that a leader must portray when working with a team. As it can be seen from the quiz, as am the kind of leader I do not value punishment as would be evident in autocratic leadership but I would rather offer guidance and support to those who are weak.

I value self-decision making and self-supervision as I believe that this promotes the independence and productivity of a team. As a leader therefore, I would let my team make their own decisions, work under minimal supervision and work freely doing what they feel best promotes the company’s productivity.  Motivation is an essential characteristic of a leader and I would strive to offer security and encourage each staff member to reach their potential.

Attribute of Leadership for Graduate Level Nurses

There are many leadership attributes that a graduate nurse is required to portray in the execution of their duties. These graduate level nurses should have a vision for the future and work towards achieving this through self-motivation. A graduate nurse is expected to enact self-confidence, self-respect and willingness to participate in various activities. They should be risk takers, never fear to experience failure and should be ready to learn from obstacles experienced in the course of their work (Havig, Skogstad, Kjekshus & Romøren, 2011). It is expected of graduate nurses to build good relationships with others, be engaging and motivating. A graduate nurse leader should be capable of effective self-reflection to assist in gaining from both past and future experience; and thus ensure that they can work effectively with others. Being a team player is also an important attribute for a graduate nurse leader to portray. They should be able to work with other people and find balance in their professional and personal life. Lastly, a graduate level nurse should be in a position to communicate audibly and eloquently in order to ensure that they can interact effectively with clients, colleagues and other people requiring their services.

Analysis of Personal Leadership Attributes and The Graduate Nursing Evidences Leadership

Among the individual management qualities that will aid in my graduate nursing role include self-confidence and my risk taking attribute. These qualities give me the position to act without fear and exploit my potential to the fullest. The other attribute is excellent communication. I am a good communicator and I have good relationship qualities. This helps me to relate with others in my area of expertise, such as my colleague, patients and those in authority. Self-disciple and trustworthiness are also some of the attributes that can help me in my graduate nursing role.

In addition to the above, there are other attributes that I must adopt in order to fit well in the graduate nursing role. One of these attributes is being culturally diverse. Culture competence is imperative in the nursing profession as it helps one to relate with different people from diverse background respectfully and equally (Coonan, 2008). It is also important to be innovative and empowered in the graduate nursing role. This will assist me to be flexible to changes in the medical sector and the society.

The Graduate Nursing Evidences Leadership Conclusion

As I prepare to take up the role of a graduate nurse, I am confident that my leadership skills will ensure that I develop a respectable niche for myself in the nursing profession. Further, I am willing to learn from my experiences and thus improve my leadership skills even further to promote my performance as I take on an advanced nursing role. As quoted by Buckner, et al (2014), leadership is dynamic, ongoing and should be supportive of improvements occurring in nursing practice.

The Graduate Nursing Evidences Leadership References

Buckner, E., Anderson, D., Garzon, N., Hafsteinsdóttir, T., Lai, C., & Roshan, R. (2014). Perspectives on global nursing leadership: international experiences from the field. International Nursing Review, 61(4), 463-471. doi:10.1111/inr.12139. Retrieved from eds.a.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=6c9daff7-3c7e-4c89-a919-c1af6a4ac73e%40sessionmgr4003&vid=18&hid=4111

Coonan, P. R. (2008). Educational innovation: Nursing’s leadership challenge. Nursing Economics, 26(2), 117-21. Retrieved from http://search.proquest.com/docview/236937879?accountid=45049

Havig, A. K., Skogstad, A., Kjekshus, L. E., & Romøren, T. I. (2011). Leadership, staffing and quality of care in nursing homes. BMC Health Services Research, 11, 327. doi:http://dx.doi.org/10.1186/1472-6963-11-327

Sanford, K. D. (2011). The case for nursing leadership development. Healthcare Financial Management, 65(3), 100-4, 106. Retrieved from http://search.proquest.com/docview/858660693?accountid=45049

Effective Approaches in Leadership and Management Order Instructions:

Effective Approaches in Leadership and Management (Benchmark Assessment)

View Rubric Details:

In this assignment, you will be writing a 1,000-1,250-word essay describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:
1.Select an issue from the following list: nursing shortage and nurse turn-over, nurse staffing ratios, unit closures and restructuring, use of contract employees (i.e., registry and travel nurses), continuous quality improvement and patient satisfaction, and magnet designation.
2.Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
3.Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited to your personal leadership style.
4.Use at least two references other than your text and those provided in the course.

Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

You are required to submit this assignment to Turnitin. Refer to the directions in the Student Success Center. Only Word documents can be submitted to Turnitin.

Effective Approaches in Leadership and Management (Benchmark Assessment)

1
Unsatisfactory
0.00%

2
Less than Satisfactory
71.00%

3
Satisfactory
79.00%

4
Good
89.00%

5
Excellent
100.00%

80.0 %Content

40.0 % Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.

The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue is not provided.

The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue is provided; however, relevant information is missing, such as not providing support for your rationale by using the theories, principles, skills and roles of the leader versus manager described in your readings, or not providing at least two references beyond your text.

The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue is provided and meets the basic criteria for the assignment as indicated by the assignment instructions.

The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue meets all criteria for the assignment, and is provided in detail.

The comparison and contrast of how you would expect nursing leaders and managers to approach your selected issue meets all criteria for the assignment, is provided in detail. Higher level thinking is demonstrated by incorporating prior learning or reflective thought.

40.0 % Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited to your personal leadership style.

The identification of the approach that best fits your personal and professional philosophy of nursing is not provided.

The identification of the approach that best fits your personal and professional philosophy of nursing is provided; however, relevant information is missing, such as an explanation to why the approach is suited to your personal leadership style.

The identification of the approach that best fits your personal and professional philosophy of nursing is provided and meets the basic criteria for the assignment.

The identification of the approach that best fits your personal and professional philosophy of nursing, along with an explanation to why the approach is suited to your personal leadership style, is provided in detail.

The identification of the approach that best fits your personal and professional philosophy of nursing meets all criteria for the assignment, and is provided in detail. Higher level thinking is demonstrated by incorporating prior learning or reflective thought.

15.0 %Organization and Effectiveness

5.0 % Thesis Development and Purpose

Paper lacks any discernible overall purpose or organizing claim.

Thesis and/or main claim are insufficiently developed and/or vague; purpose is not clear.

Thesis and/or main claim are apparent and appropriate to purpose.

Thesis and/or main claim are clear and forecast the development of the pap. It is descriptive and reflective of the arguments and appropriate to the purpose.

Thesis and/or main claim are comprehensive; contained within the thesis is the essence of the paper. Thesis statement makes the purpose of the paper clear.

15.0 %Organization and Effectiveness

5.0 % Paragraph Development and Transitions

Paragraphs and transitions consistently lack unity and coherence. No apparent connections between paragraphs are established. Transitions are inappropriate to purpose and scope. Organization is disjointed.

Some paragraphs and transitions may lack logical progression of ideas, unity, coherence, and/or cohesiveness. Some degree of organization is evident.

Paragraphs are generally competent, but ideas may show some inconsistency in organization and/or in their relationships to each other.

A logical progression of ideas between paragraphs is apparent. Paragraphs exhibit a unity, coherence, and cohesiveness. Topic sentences and concluding remarks are appropriate to purpose.

There is a sophisticated construction of paragraphs and transitions. Ideas progress and relate to each other. Paragraph and transition construction guide the reader. Paragraph structure is seamless.

15.0 %Organization and Effectiveness

5.0 % Mechanics of Writing (includes spelling, punctuation, grammar, language use)

Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used.

Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register); sentence structure, and/or word choice are present.

Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct sentence structure and audience-appropriate language are used.

Prose is largely free of mechanical errors, although a few may be present. A variety of sentence structures and effective figures of speech are used.

Writer is clearly in command of standard, written, academic English.

5.0 %Format

2.0 % Paper Format (use of appropriate style for the major and assignment)

Template is not used appropriately or documentation format is rarely followed correctly.

Template is used, but some elements are missing or mistaken; lack of control with formatting is apparent.

Template is used, and formatting is correct, although some minor errors may be present.

Template is fully used; There are virtually no errors in formatting style.

All format elements are correct.

3.0 % Research Citations (In-text citations for paraphrasing and direct quotes, and reference page listing and formatting, as appropriate to assignment)

No reference page is included. No citations are used.

Reference page is present. Citations are inconsistently used.

Reference page is included and lists sources used in the paper. Sources are appropriately documented, although some errors may be present.

Reference page is present and fully inclusive of all cited sources. Documentation is appropriate and GCU style is usually correct.

In-text citations and a reference page are complete. The documentation of cited sources is free of error.

100 % Total Weightage

Effective Approaches in Leadership and Management Sample Answer

Effective Approaches in Leadership and Management

Continuous Quality improvement and patient satisfaction

Constant Quality improvement and patient contentment focuses on activities conducted within the healthcare institution to ensure that health care is patient-centered and good health is acknowledged as an integral part of the medical evaluation. Nursing leadership and management must put into consideration the quality and satisfaction of their patients and the health care as a whole. Continuous Quality Improvement and Patient satisfaction are established as an efficient partnership between the medical practitioner, their patients and family. They ensure that patients are granted the standardized medical attention, their needs and want are respected and that they acquire the best support and direction in making a decision and practicing medical care.  Every nurse leader and manager must consider directing their effort towards establishing quality care and patient satisfaction (McFadden, et al., 2014).

Nursing leaders and managers have different responsibilities and roles when it comes to ensuring continuous quality improvement and patient satisfaction. Subsequently, when focusing on continuous quality improvement this paper will concentrate on factors that ensure health care services are offered at a quality standard and the health environment is well established and cared for effectively. On the other hand, patient satisfaction is based on how patient receive quality service and care. It is structured to ensure that staff care and patient care are well established and maintained in any healthcare institution.

In light of this continuous quality improvement and patient satisfaction, the essay will offer a comparison between nursing leaders and managers through supportive theories, rationale, principles, skills and roles.

Comparison between Health Manager and Nursing Leader

Dissimilarity

Nursing leaders and nursing managers have different roles, responsibility, and skills when it comes to ensuring continuous quality improvement and patient safety. Their distinction can be defined through how each corresponds to their department in ensuring quality health and patient care. While nursing leaders acquire their roles through their ability to lead, influence and motivate others to perform better, managers are appointed into their positions officially and hence play the role of overseeing activities and processes within the facility (Meehan, 2012). In this regard, nursing leaders are likely to approach the matter of constant eminence development as well as patient satisfaction in distinct ways. One of the basic dissimilarities between nursing leaders and managers can be attributed to their roles. Nursing managers are responsible for direct patient care. They ensure that all the patients in a medical institution attain the medical attention and care they deserve by ensuring that all protocols are observed and that required resources are availed. On the contrary, leaders play a motivational and individual development role, with an objective of encouraging others to perform their duties effectively. They keep vigilance on the issues and concerns of their patients to ensure that their safety and care is given priority. Through nursing leaders, staff can see quality improvement and patient satisfaction as a moral issue that will guarantee the happiness of patients and thus work towards achieving this objective. This is as opposed to managers who expect quality improvement and satisfaction through following set rules and expectations (Thompson, 2006).

Nursing leaders play the role of streamlining the institution’s workforce as well as ensuring that the resources allocated are effectively used to achieve the organization’s objectives. This means that to ensure continuous quality improvement, nursing leaders would work towards ensuring that available resources are optimized to bring out maximum impact and enhance patient satisfaction (McFadden, et al, 2014). Managers on the other hand would promote continuous quality improvement and satisfaction by promoting resource allocation and providing an appropriate working environment. They are in charge of medical staff and patient welfare at large in ensuring continuous quality improvement and patient satisfaction. Moreover, it is the duty of the manager to offer the nursing leader a viable platform through which they can conduct quality service to their patients. Thus, the manager plays an overall duty in ensuring health quality and patient care compared to a nursing leader whose primary focus is to their patient health and concern (Fleishman, 2002).

Manager skills ensure continuous quality improvement and patient safety through striking a balance coordinating resources, financial matters, and personnel in healthcare. Furthermore, the managers are responsible for ensuring goals and objective such as ensuring quality patient care are achieved. On the other hand, the nursing leader exhibits different responsibilities and skills in establishing continuous quality improvement and patient safety. Nursing leaders must establish good communication and interpersonal relationships and expertise with their patient, staff, and other clients of the medical facilities. They are also responsible for empowering, motivating, inspiring and encouraging other towards achieving and establishing quality service and care.

On the contrast, it can be established that managers envision the future for medical operation and create a path towards productivity and efficiency. The manager is in charge of growth and opportunities in healthcare to ensure new medical staffing are accounted and quality service in rendered throughout the season. However, nursing leaders are different as they do not have the power figure but can envisage socio-adaptive component that helps ensure a good relationship between the patients and the clinical staff. The nursing leader is task oriented and conducted their duty with the aim of offering their patients and clients a favorable environment.

Similarity

Despite their numerous dissimilarities, nursing leaders and managers share some equal responsibility and characteristics to establish continuous quality improvement and patient satisfaction. Both of them are responsible for ensuring job satisfaction for their clients. Managers can act as motivators and risk takers same applies to nursing leaders who take risk and chances to provide quality improvement and patient satisfactory (Thompson, 2006).

Additionally, managers, just like nursing leaders, are enforcing work unity and envision goals. They all strive towards cohesion at the health institution and encourage mutual tolerance in health care to boost quality and satisfactory service. Their duty is to maintain a conducive working environment comply with the various demand and obligation in ensuring continuous quality improvement and patient satisfactory is retained in the health care. Both managers and nursing leaders are a representative of each group or unit they lead and hence act as role models. They are therefore expected to possess qualities that do not contradict their position and value. They should maintain a high standard of professionalism that is acceptable within their jurisdiction and adhere to different roles, responsibility, and accountability.

Personal and Professional Philosophy of Nursing

The most appropriate personal and professional philosophy than can be considered in this case is accountability. Nursing is a calling and is held to high professional standards and obligations hence the need to show a high level of accountability (Meehan, 2012). Nevertheless, when dealing with a patient, nurses, and medical practitioners take their lives in their own hands, making them responsible for any outcome and consequences that their patients might face. Hence, it is recommended for a nurse to exhibit a high standard of accountability. They should not be limited from performing their duties with utmost care and accountability based on self-esteem, belief or negativity.

Accountability is suitable for personal leadership skills as it helps to build self-responsibility, improve tolerance and acceptance. It also fosters competence, determination and goal orientation within an individual. Being accountable is also being responsible for others. This means one is able to take the risk for the sake of saving and helping others. It is also suitable for personal leadership skills as it improves personal relationships, communication skills and fosters social engagement with other people. Accountability can therefore be perceived as effective in promoting personal and public relationships with other people in the healthcare institution.

Effective Approaches in Leadership and Management References

Fleishman, R. (2002). The RAF method for regulation, assessment, follow-up and continuous improvement of quality of care: Conceptual framework. International Journal of Health Care Quality Assurance, 15(6), 303-310. Retrieved from http://search.proquest.com/docview/229598851?accountid=45049

McFadden, K. L., Lee, J. Y., Gowen, Charles R., I.,II, & Sharp, B. M. (2014). Linking quality improvement practices to knowledge management capabilities. The Quality Management Journal, 21(1), 42-58. Retrieved from http://search.proquest.com/docview/1503666127?accountid=45049

Meehan, T. C. (2012). The Careful Nursing philosophy and professional practice model. Journal Of Clinical Nursing, 21(19/20), 2905-2916. doi:10.1111/j.1365-2702.2012.04214.x

Thompson, J. M. (2006). Nurse managers’ participation in management training and nursing staffs’ job satisfaction and retention (Order No. 3230066). Available from ABI/INFORM Complete. (304937671). Retrieved from http://search.proquest.com/docview/304937671?accountid=45049