The document discusses leadership characteristics for present and future leaders. It defines an authentic leader as someone who is consistent, positive, trustworthy, and acts in accordance with their values. Authentic leaders inspire followers and facilitate transformation by cultivating excitement and anticipated success. The change process theory involves three steps: unfreezing the current state, changing to a new state, and refreezing the new state. Six key characteristics of future leaders are being a lifelong learner, having strong emotional intelligence, advocating for patients, pursuing excellence, dedicating themselves to improvement, and basing practices on research.
This document discusses leadership in nursing. It defines leadership and outlines key qualities and roles of effective leaders such as vision, influence, and developing followers. It also discusses types of power, sources of power, and strategies for developing a powerful image. Finally, it examines different styles of leadership including autocratic, people-oriented, and permissive leadership.
The document discusses various theories and concepts related to nursing leadership. It covers different types of leaders including formal and informal leaders. It also discusses several leadership theories such as McGregor's Theory X and Y, Ouchi's Theory Z, Likert's leadership styles, and Lewin's styles. Additionally, it summarizes motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. The document also defines power and the different bases of power including position, personal, and connection power. Finally, it provides an overview of team building including the different stages.
Nursing leadership is important for ensuring quality patient care as health problems and programs increase. Effective leadership requires interpersonal skills, problem-solving abilities, and cooperation among staff. Nurse administrators provide leadership in clinical areas by managing operations, staffing, budgets, and establishing standards to deliver high-quality nursing care. Nurse educators also act as leaders by emphasizing participative leadership, maintaining professional knowledge, motivating students, and playing multidimensional roles as a mentor. Leadership is needed at all levels of nursing to successfully direct groups and achieve organizational goals.
The document discusses the leadership skills that senior nurses should develop, including being visionary, motivating staff, and developing others through mentorship. It outlines characteristics of effective leadership, such as problem-solving, maintaining group effectiveness, and developing a shared vision. The document also discusses different leadership styles and models that senior nurses can utilize, emphasizing transformational leadership as most effective for the nursing context.
This document discusses various aspects of nursing leadership. It defines leadership and describes the importance of nursing leadership. Effective nursing leadership is crucial for ensuring high-quality patient care. The document outlines different leadership styles (autocratic, democratic, laissez-faire, etc.) and discusses the qualities, skills, and characteristics needed for successful nursing leadership. It emphasizes the value of transformational leadership and the advantages it provides over transactional leadership approaches. Overall, the document provides an overview of the concepts and importance of leadership within the nursing profession.
This document outlines a presentation on leadership and management. It will define key terms, differentiate between leadership and management, discuss various leadership and management theories and styles, and explore how leadership and management can be integrated in nursing. The presentation objectives are to help students understand theories of leadership and management and how they can be applied to nursing.
The challenges of leading healthcare organizations and what makes an excellent healthcare leader given the various stake holders and divergent interests
This document discusses leadership in nursing. It defines leadership and outlines key qualities and roles of effective leaders such as vision, influence, and developing followers. It also discusses types of power, sources of power, and strategies for developing a powerful image. Finally, it examines different styles of leadership including autocratic, people-oriented, and permissive leadership.
The document discusses various theories and concepts related to nursing leadership. It covers different types of leaders including formal and informal leaders. It also discusses several leadership theories such as McGregor's Theory X and Y, Ouchi's Theory Z, Likert's leadership styles, and Lewin's styles. Additionally, it summarizes motivation theories including Maslow's hierarchy of needs and Herzberg's two-factor theory. The document also defines power and the different bases of power including position, personal, and connection power. Finally, it provides an overview of team building including the different stages.
Nursing leadership is important for ensuring quality patient care as health problems and programs increase. Effective leadership requires interpersonal skills, problem-solving abilities, and cooperation among staff. Nurse administrators provide leadership in clinical areas by managing operations, staffing, budgets, and establishing standards to deliver high-quality nursing care. Nurse educators also act as leaders by emphasizing participative leadership, maintaining professional knowledge, motivating students, and playing multidimensional roles as a mentor. Leadership is needed at all levels of nursing to successfully direct groups and achieve organizational goals.
The document discusses the leadership skills that senior nurses should develop, including being visionary, motivating staff, and developing others through mentorship. It outlines characteristics of effective leadership, such as problem-solving, maintaining group effectiveness, and developing a shared vision. The document also discusses different leadership styles and models that senior nurses can utilize, emphasizing transformational leadership as most effective for the nursing context.
This document discusses various aspects of nursing leadership. It defines leadership and describes the importance of nursing leadership. Effective nursing leadership is crucial for ensuring high-quality patient care. The document outlines different leadership styles (autocratic, democratic, laissez-faire, etc.) and discusses the qualities, skills, and characteristics needed for successful nursing leadership. It emphasizes the value of transformational leadership and the advantages it provides over transactional leadership approaches. Overall, the document provides an overview of the concepts and importance of leadership within the nursing profession.
This document outlines a presentation on leadership and management. It will define key terms, differentiate between leadership and management, discuss various leadership and management theories and styles, and explore how leadership and management can be integrated in nursing. The presentation objectives are to help students understand theories of leadership and management and how they can be applied to nursing.
The challenges of leading healthcare organizations and what makes an excellent healthcare leader given the various stake holders and divergent interests
This document provides an outline for a presentation on change management. It begins with an introduction to change management, defining it and discussing change agents and types of change. It then covers aims and targets of change management, principles of change management, and Kotter's eight steps for successful change. Finally, it discusses change processes and theories, the change management process, and managing resistance to change. The objectives are to define change management and discuss frameworks for managing organizational and personal change.
Charge nurses presentation- How to be a great leaderRachel Provau
This document provides an overview of the role and responsibilities of a charge nurse. It begins by defining leadership and the key qualities of a good leader, such as vision, integrity, accountability, and fairness. It then discusses the specific roles and responsibilities of a charge nurse, which include being a unit leader and clinical expert, facilitating communication, managing patient care coordination and staffing, and ensuring quality improvement. The document emphasizes the importance of effective communication, conflict resolution, team building and a focus on patient safety in the charge nurse role.
This document discusses leadership in nursing. It defines leadership as influencing groups toward goals without coercion. Leadership requires relationships and professionalism. It is critical for organizational success and patient safety. While leadership can be taught, new nurses require skill building through experience, mentoring, and dynamic role models. Effective nursing leadership requires communication skills, critical thinking, and knowledge of legal/safety issues. Transformational leadership empowers followers and enhances self-worth. Emotional intelligence is also important for leadership.
\nNurses play an important role in quality improvement by monitoring for adverse events and complications, and providing timely care to patients experiencing issues. Quality improvement in nursing involves reviewing data to identify areas for improvement, formulating goals, and evaluating nursing performance to improve patient care and work environment. Nurses can collect quality improvement data through various tools like patient safety surveys, error reporting, and record reviews. Common nursing quality indicators include falls, pressure ulcers, pain assessment, and staffing levels.
This document discusses change and the nurse's role in facilitating change. It describes how change is an ongoing process that can be threatening but also creates opportunities. Nurses are well positioned to act as change agents and facilitate change through various models and strategies. These include assessing the need for change, planning and implementing the change process, and evaluating outcomes, which mirrors the nursing process. The document also addresses managing resistance to change and emphasizes the nurse's important role in initiating and leading change.
The challenges faced by nursing administrators are many and varies. An overview of such challenges will be helpful in working towards the managerial solutions.
This document discusses leadership in nursing. It begins with an introduction to leadership and definitions of leadership. It then covers various leadership theories, types of leadership in nursing including transactional and transformational leadership. It also discusses leadership styles, qualities of nursing leaders, and functions of nursing leaders. The document outlines challenges to nursing leadership and provides recommendations. It concludes by stating that good nursing leadership can positively impact patient outcomes.
The document discusses leadership in nursing. It defines leadership as influencing others toward goals without coercion. Leadership requires relationships and professionalism. It also requires ongoing learning as nurses may not be ready for leadership upon graduating. Effective nursing leadership involves skills like communication, critical thinking, and managing staffing, scheduling and safety. Transformational leadership empowers others and enhances self-worth, while maintaining fairness. Emotional intelligence is also important for leadership, with skills like self-awareness, social awareness and relationship management.
The document discusses decision making in nursing administration. It defines decision making and differentiates it from problem solving. It describes various types of decisions including mechanistic, analytical, judgmental, and adaptive decisions. It also discusses models of decision making such as the descriptive model, bounded rationality model, and normative model. Finally, it outlines steps in the decision making process and factors that influence decision making for nurses.
Current trends in nursing administrationGayathri R
The document discusses current trends in nursing administration. It outlines several key trends:
1) Changing demographics and increasing diversity are leading to more diverse patient populations with different health needs, requiring culturally competent care.
2) Technological advances are allowing for computerized documentation, wireless devices, and telehealth to expand access to care.
3) Higher educated consumers and emphasis on evidence-based practices are shifting care approaches to focus on proven best practices and quality assurance.
This document provides information on lobbying, critical thinking, and decision making. It defines lobbying as attempting to influence political decisions through advocacy, and identifies three types of lobbyists. It outlines steps for effective lobbying campaigns and letter writing, including developing a plan, understanding opposing views, and following up. The document also defines critical thinking as actively conceptualizing and evaluating information to guide beliefs and actions. It describes Bloom's six levels of critical thinking and the five stages of developing critical thinking skills from unreflective to habitually high-level across domains.
This document discusses power and politics in organizations. It defines power as the ability to influence others and get them to act in accordance with one's wishes. There are various bases of power, including reward, coercive, legitimate, expert, and referent power. Politics refers to how people gain and use power in organizations. Effective political tactics include forming alliances, controlling information, and avoiding blunders. Nurses can influence policy through involvement in politics at the workplace, community, and government levels.
Nursing rounds involve a head nurse or teacher leading rounds with staff or students to understand patient conditions and the effects of nursing care. The purposes of rounds include observing patients' physical and mental states, staff work, introducing patients to personnel, carrying out care plans, evaluating treatment results, and teaching students. Rounds are conducted by discussing objectives outside patients' rooms first, then briefly visiting patients. Advantages are testing students' knowledge, benefiting informed students, orienting new nurses, and evaluating nursing activities and challenges. Disadvantages can include hampering confidentiality and distractions reducing attention. Standing orders provide emergency treatment guidance for areas without doctors by promoting temporary care until a doctor can be seen.
Nurse managers have a dual role as both clinical leader and unit administrator. They are responsible for overseeing unit staffing, budgeting, quality improvement, and patient satisfaction. As leaders, they motivate staff and embody the unit's vision, while also managing day-to-day operations. Successful nurse managers utilize various frameworks to guide their work, measure outcomes, and align unit activities with organizational goals in order to ensure high quality, safe care for patients.
Staff development in nursing aims to provide personal and professional growth opportunities for nurses through orientation, continuing education, and skills training. It involves assessing educational needs, developing objectives and programs, and evaluating outcomes. The goals are to assist nurses in improving performance, acquiring new abilities to advance their careers, and ensuring safe patient care as the healthcare field continuously changes and advances. Staff development includes induction training for new nurses, ongoing in-service education, and continuing education activities to keep nurses up to date with the latest knowledge and skills.
This document discusses the concept of delegation in management. It defines delegation as the assignment of authority to another person, usually from a manager to a subordinate, to carry out specific tasks. The document outlines the purposes, principles, process, types, common errors, barriers, and prerequisites of effective delegation. It also discusses the role of nurse administrators in delegation, such as acting as a role model, communicating clearly, assessing capabilities accurately before delegating, and providing training opportunities on delegation. Overall, the document provides an overview of the key aspects of delegation as a management strategy.
Motivation is an inner impulse that directs individuals to act in a certain way to satisfy needs. There are intrinsic and extrinsic types of motivation. Motivation is important for job performance and reducing turnover. Leaders can create a motivating climate through clear expectations, fairness, participation in decision-making, recognition, and continuing education. Applying motivation theories properly in nursing management requires understanding individual nurses and involving them.
ROLE OF RESEARCH,LEADERSHIP AND MANAGEMENTJennifer Mary
The document discusses the roles of research, leadership, and management in nursing. It defines research and outlines its significance and purposes in nursing, including improving patient outcomes. Leadership is defined and different theories are examined. The document also discusses the need for leadership in nursing and skills required of nurse leaders. Key components of management like planning, organizing, and budgeting are outlined. The conclusion emphasizes the importance of research, leadership, and management skills for nurses.
The document discusses different leadership styles including charismatic, innovative, authoritative, laissez-faire, pacesetting, servant, situational, and transformational. It notes that the author identifies with a servant leadership style, putting followers' needs first, while their supervisor adapts their style to situations and helps less experienced employees develop. Effective leadership depends on the context but often involves empowering and developing team members through good communication and involvement in decision-making.
This deals with the application of the concepts, principles, theories and methods of developing nursing leaders and managers in the hospital and community-based settings.
This document discusses various concepts related to nursing leadership including accountability, servant leadership, Filipino styles of leadership, power, authority, and responsibility. It addresses sources of power such as expert power, positional power, reward power, and coercive power. Styles of leadership explored include democratic leadership, which involves open discussion of ideas, and authoritarian leadership, which allows no input from workers and treats work as a mechanical process. The concepts of empowerment, servant leadership, and the responsibilities that come with power and authority are also summarized.
This document provides an outline for a presentation on change management. It begins with an introduction to change management, defining it and discussing change agents and types of change. It then covers aims and targets of change management, principles of change management, and Kotter's eight steps for successful change. Finally, it discusses change processes and theories, the change management process, and managing resistance to change. The objectives are to define change management and discuss frameworks for managing organizational and personal change.
Charge nurses presentation- How to be a great leaderRachel Provau
This document provides an overview of the role and responsibilities of a charge nurse. It begins by defining leadership and the key qualities of a good leader, such as vision, integrity, accountability, and fairness. It then discusses the specific roles and responsibilities of a charge nurse, which include being a unit leader and clinical expert, facilitating communication, managing patient care coordination and staffing, and ensuring quality improvement. The document emphasizes the importance of effective communication, conflict resolution, team building and a focus on patient safety in the charge nurse role.
This document discusses leadership in nursing. It defines leadership as influencing groups toward goals without coercion. Leadership requires relationships and professionalism. It is critical for organizational success and patient safety. While leadership can be taught, new nurses require skill building through experience, mentoring, and dynamic role models. Effective nursing leadership requires communication skills, critical thinking, and knowledge of legal/safety issues. Transformational leadership empowers followers and enhances self-worth. Emotional intelligence is also important for leadership.
\nNurses play an important role in quality improvement by monitoring for adverse events and complications, and providing timely care to patients experiencing issues. Quality improvement in nursing involves reviewing data to identify areas for improvement, formulating goals, and evaluating nursing performance to improve patient care and work environment. Nurses can collect quality improvement data through various tools like patient safety surveys, error reporting, and record reviews. Common nursing quality indicators include falls, pressure ulcers, pain assessment, and staffing levels.
This document discusses change and the nurse's role in facilitating change. It describes how change is an ongoing process that can be threatening but also creates opportunities. Nurses are well positioned to act as change agents and facilitate change through various models and strategies. These include assessing the need for change, planning and implementing the change process, and evaluating outcomes, which mirrors the nursing process. The document also addresses managing resistance to change and emphasizes the nurse's important role in initiating and leading change.
The challenges faced by nursing administrators are many and varies. An overview of such challenges will be helpful in working towards the managerial solutions.
This document discusses leadership in nursing. It begins with an introduction to leadership and definitions of leadership. It then covers various leadership theories, types of leadership in nursing including transactional and transformational leadership. It also discusses leadership styles, qualities of nursing leaders, and functions of nursing leaders. The document outlines challenges to nursing leadership and provides recommendations. It concludes by stating that good nursing leadership can positively impact patient outcomes.
The document discusses leadership in nursing. It defines leadership as influencing others toward goals without coercion. Leadership requires relationships and professionalism. It also requires ongoing learning as nurses may not be ready for leadership upon graduating. Effective nursing leadership involves skills like communication, critical thinking, and managing staffing, scheduling and safety. Transformational leadership empowers others and enhances self-worth, while maintaining fairness. Emotional intelligence is also important for leadership, with skills like self-awareness, social awareness and relationship management.
The document discusses decision making in nursing administration. It defines decision making and differentiates it from problem solving. It describes various types of decisions including mechanistic, analytical, judgmental, and adaptive decisions. It also discusses models of decision making such as the descriptive model, bounded rationality model, and normative model. Finally, it outlines steps in the decision making process and factors that influence decision making for nurses.
Current trends in nursing administrationGayathri R
The document discusses current trends in nursing administration. It outlines several key trends:
1) Changing demographics and increasing diversity are leading to more diverse patient populations with different health needs, requiring culturally competent care.
2) Technological advances are allowing for computerized documentation, wireless devices, and telehealth to expand access to care.
3) Higher educated consumers and emphasis on evidence-based practices are shifting care approaches to focus on proven best practices and quality assurance.
This document provides information on lobbying, critical thinking, and decision making. It defines lobbying as attempting to influence political decisions through advocacy, and identifies three types of lobbyists. It outlines steps for effective lobbying campaigns and letter writing, including developing a plan, understanding opposing views, and following up. The document also defines critical thinking as actively conceptualizing and evaluating information to guide beliefs and actions. It describes Bloom's six levels of critical thinking and the five stages of developing critical thinking skills from unreflective to habitually high-level across domains.
This document discusses power and politics in organizations. It defines power as the ability to influence others and get them to act in accordance with one's wishes. There are various bases of power, including reward, coercive, legitimate, expert, and referent power. Politics refers to how people gain and use power in organizations. Effective political tactics include forming alliances, controlling information, and avoiding blunders. Nurses can influence policy through involvement in politics at the workplace, community, and government levels.
Nursing rounds involve a head nurse or teacher leading rounds with staff or students to understand patient conditions and the effects of nursing care. The purposes of rounds include observing patients' physical and mental states, staff work, introducing patients to personnel, carrying out care plans, evaluating treatment results, and teaching students. Rounds are conducted by discussing objectives outside patients' rooms first, then briefly visiting patients. Advantages are testing students' knowledge, benefiting informed students, orienting new nurses, and evaluating nursing activities and challenges. Disadvantages can include hampering confidentiality and distractions reducing attention. Standing orders provide emergency treatment guidance for areas without doctors by promoting temporary care until a doctor can be seen.
Nurse managers have a dual role as both clinical leader and unit administrator. They are responsible for overseeing unit staffing, budgeting, quality improvement, and patient satisfaction. As leaders, they motivate staff and embody the unit's vision, while also managing day-to-day operations. Successful nurse managers utilize various frameworks to guide their work, measure outcomes, and align unit activities with organizational goals in order to ensure high quality, safe care for patients.
Staff development in nursing aims to provide personal and professional growth opportunities for nurses through orientation, continuing education, and skills training. It involves assessing educational needs, developing objectives and programs, and evaluating outcomes. The goals are to assist nurses in improving performance, acquiring new abilities to advance their careers, and ensuring safe patient care as the healthcare field continuously changes and advances. Staff development includes induction training for new nurses, ongoing in-service education, and continuing education activities to keep nurses up to date with the latest knowledge and skills.
This document discusses the concept of delegation in management. It defines delegation as the assignment of authority to another person, usually from a manager to a subordinate, to carry out specific tasks. The document outlines the purposes, principles, process, types, common errors, barriers, and prerequisites of effective delegation. It also discusses the role of nurse administrators in delegation, such as acting as a role model, communicating clearly, assessing capabilities accurately before delegating, and providing training opportunities on delegation. Overall, the document provides an overview of the key aspects of delegation as a management strategy.
Motivation is an inner impulse that directs individuals to act in a certain way to satisfy needs. There are intrinsic and extrinsic types of motivation. Motivation is important for job performance and reducing turnover. Leaders can create a motivating climate through clear expectations, fairness, participation in decision-making, recognition, and continuing education. Applying motivation theories properly in nursing management requires understanding individual nurses and involving them.
ROLE OF RESEARCH,LEADERSHIP AND MANAGEMENTJennifer Mary
The document discusses the roles of research, leadership, and management in nursing. It defines research and outlines its significance and purposes in nursing, including improving patient outcomes. Leadership is defined and different theories are examined. The document also discusses the need for leadership in nursing and skills required of nurse leaders. Key components of management like planning, organizing, and budgeting are outlined. The conclusion emphasizes the importance of research, leadership, and management skills for nurses.
The document discusses different leadership styles including charismatic, innovative, authoritative, laissez-faire, pacesetting, servant, situational, and transformational. It notes that the author identifies with a servant leadership style, putting followers' needs first, while their supervisor adapts their style to situations and helps less experienced employees develop. Effective leadership depends on the context but often involves empowering and developing team members through good communication and involvement in decision-making.
This deals with the application of the concepts, principles, theories and methods of developing nursing leaders and managers in the hospital and community-based settings.
This document discusses various concepts related to nursing leadership including accountability, servant leadership, Filipino styles of leadership, power, authority, and responsibility. It addresses sources of power such as expert power, positional power, reward power, and coercive power. Styles of leadership explored include democratic leadership, which involves open discussion of ideas, and authoritarian leadership, which allows no input from workers and treats work as a mechanical process. The concepts of empowerment, servant leadership, and the responsibilities that come with power and authority are also summarized.
This document outlines Sonya Fisher's personal nursing vision which focuses on providing the highest quality of compassionate patient-centered care and improving health literacy. It discusses the importance of teamwork, clear communication, and dedicating effort to enhancing patients' understanding of their health conditions and care instructions. Barriers to health literacy like complex forms and a lack of understanding are addressed.
Nursing Leadership and management - STAFFINGKeith Lazo
The document discusses staffing and personnel selection in healthcare. It addresses factors that affect staffing levels like patient acuity and budgets. The selection process involves recruitment, screening applicants through interviews and testing, and orienting new hires. Staff development programs like preceptorships, mentorships, and career planning are also summarized to enhance nursing services.
The document discusses various theories and styles of leadership. It defines leadership as the ability to influence others towards achieving a common goal. Some key points made are:
1) There are different theories of leadership including trait theory, behavioral theory, contingency theory and situational theory.
2) Common leadership styles discussed are authoritarian, democratic, and laissez-faire.
3) Additional models covered include Fiedler's contingency model, path-goal theory, the managerial grid, and Likert's leadership systems.
4) Factors that influence leadership effectiveness include the leader, followers, communication skills, and adapting to different situations.
Leadership refers to the ability of an individual to influence others towards achieving a common goal. Effective leadership involves both managing tasks and developing relationships. There are various leadership styles such as authoritarian, democratic, and laissez-faire that differ in how decisions are made and involvement of group members. A leader's effectiveness also depends on contingencies like the situation and maturity of followers.
+ 10 Leadership Tools >>> https://lnkd.in/dfhe4rg
Leadership presentation, illustrated and documented.
Sources, references and bibliography mentioned in the scope of the presentation.
This document discusses planning in nursing service and management. It defines planning as pre-determining a course of action to arrive at a desired result, and as a continuous process of assessing goals, implementing and evaluating plans, and adapting to new information. The document also discusses why managers may fail to plan effectively, the different levels of management and their planning responsibilities, and the four major aspects of planning as formulation, rules and regulations, intermediate activities and projects, and top management planning.
Nursing leadership and management course / Total Quality MnagementMouad Hourani
What is Quality?
Definition of Quality in healthcare?
Quality Evolution .
Quality control.
Quality Assurance.
Total Quality Management.
Old vs. TQM Approach.
The Deming, Juran and Crosby philosophies.
Quality Principles.
Why Quality?
Quality perspectives.
Key Dimensions of Quality.
Good Managers (Leaders)
The document discusses different types of leaders and the key functions and responsibilities of organizational leaders. It defines leadership as influencing people to achieve goals in a given situation. An effective leader motivates their team using techniques like rewarding progress, providing feedback, and recognizing accomplishments. Leaders must understand individual needs, set clear expectations, involve people in planning, and lead by example to achieve organizational objectives.
Susan Aitkenhead - Head of Nursing, NHS EnglandHIMSS UK
This document outlines the development and launch of a new framework called "Leading Change, Adding Value" for nursing, midwifery, and care staff in England. The framework was developed through an extensive stakeholder engagement process. It positions these professionals as leaders and emphasizes eliminating unwarranted variations in care. The framework's 10 commitments aim to improve population health, enhance patient experiences, and use resources efficiently. Moving forward, the framework will be implemented through local and regional plans with a focus on identifying unwarranted variations and building skills like using technology to improve care delivery.
The document summarizes several theories of leadership:
1. Great Man Theory and Trait Theory propose that leaders are born with innate qualities and traits. Behavioural theories focus on identifying specific leadership behaviors.
2. Contingency theories emphasize that leadership effectiveness depends on factors like the leader's style and qualities matching the demands of the situation. Fiedler's contingency model and Hersey-Blanchard's situational leadership theory are discussed.
3. Other theories covered include path-goal theory, leader-member exchange theory, and Vroom-Yetton decision making model. Overall, the document provides an overview of several prominent leadership theories from different eras.
Welcome to the launch of Leading Change, Adding ValueNHS England
This document outlines the agenda for the launch of the Leading Change, Adding Value framework for nursing, midwifery, and care staff. The event includes welcome remarks, a launch by the Chief Nursing Officer for England, and reflections from national and international colleagues. The framework aims to promote health, increase leadership visibility, empower individuals, provide high-value care, and work in partnership. It establishes 10 commitments around these goals and emphasizes measuring outcomes to assess the framework's impact on health, care quality, and resource use. Next steps include local application, measurement guidance, dissemination of good practices, alignment of national programs, and work on unwarranted variations.
The document discusses the nursing management process and provides an overview of concepts, principles, theories, and methods related to developing nursing leaders and managers in hospital and community settings. It outlines course objectives focused on utilizing the nursing process, ensuring documentation systems, demonstrating leadership competence, and observing ethical standards. The document also covers qualifications and roles for nursing administrators, managers, educators, and other positions.
This 3-page document summarizes the findings of a review of the Nurse Unit Manager (NUM) role in Queensland, Australia. Key issues identified through NUM consultation groups were an unclear and inequitable workload, a desire to refocus on clinical leadership and patient outcomes, and barriers like administrative burdens and a lack of decision-making power or development opportunities. The review aims to strengthen support for NUMs by providing clarity around responsibilities, enhancing capabilities, and improving work-life balance. Recommendations are made to NIBBIG to address issues and refocus the NUM role on sustainable clinical leadership.
The document discusses the expanded and extended roles of nurses beyond traditional hospital settings. It outlines several non-traditional nursing roles including school nurse, occupational health nurse, home care nurse, hospice nurse, rehabilitation nurse, nurse epidemiologist, military nurse, aerospace nurse, tele nurse, disaster nurse, and forensic nurse. These roles allow nurses to provide care in schools, workplaces, private homes, hospice facilities, during disasters, and in other environments outside of hospitals. The expanded roles represent an enlargement of nursing practice and responsibilities.
Delegation refers to assigning authority and responsibility to another person, normally from a manager to a subordinate, to carry out specific tasks. There are three essential aspects of delegation: assignment of duties, granting of authority, and creating accountability. Effective delegation involves selecting the right person, task, communication, supervision, and circumstances. Both the delegator and delegatee have responsibilities to ensure tasks are properly communicated, carried out, and evaluated.
The document outlines the responsibilities and duties of a nurse in providing quality patient care. This includes:
1. Ensuring a clean and safe hospital environment for patients by preventing infections, accidents, and hazards.
2. Assessing patient needs, planning and providing medical care, treatment, and education to patients and staff.
3. Managing the nursing staff through tasks like preparing schedules, evaluating performance, and coordinating patient care with other departments.
This document discusses leadership in healthcare and clinical leadership. It begins by defining clinical leadership and noting its increasing usage in recent decades. It then discusses how clinical leadership grew from opposition to New Public Management approaches in healthcare and a push for more collaborative models of leadership. The document goes on to examine the importance of clinical leadership for improving patient care and outcomes through influencing staff and facilitating organizational goals. It stresses that effective clinical leadership requires interpersonal skills, a commitment to lifelong learning, and an ability to navigate complex healthcare systems and environments.
Transformational leadership is characterized by being charismatic, providing individual attention, and promoting intellectual stimulation. It was first coined in 1973 and can be measured using the Multifactor Leadership Questionnaire. Transformational leaders instill value, respect, and pride in employees, are attentive to employee needs, and encourage creativity. They are useful for organizational change and improving effectiveness and human relations. Transformational nursing leadership is important for evidence-based practice and is seen in Magnet facilities.
Organizational behavior (OB) is the study of human behavior in the workplace and how organizations manage their environments. OB draws from multiple disciplines including psychology, sociology, social psychology, anthropology, and political science. It examines behavior at the individual, group, and organizational levels. The goal of OB is to improve productivity and organizational effectiveness by understanding factors that influence human behavior and performance in organizational settings. Predicting and managing behavior can help organizations address challenges like globalization, diversity, quality improvement, and adapting to workforce changes.
As pioneers in their field, Dr. Rosie Ward and Dr. Jon Robison are known for challenging the status quo, and for introducing fresh, bold ideas for transforming workplaces based on the most up-to-date scientific revelations. In this fast-paced, 60-minute webinar, Ward and Robison lay the foundation for why we have been stuckwhen it comes to organizational and employee wellbeing. Then they provide their exclusive 7 Points of Transformation blueprint to help you leave decades of ineffective approaches behind, and begin a more sustainable, effective journey to building a thriving culture in your workplace.
The document discusses vitality at work and its associations with work style and self-determination. It defines vitality as the desire for survival, growth, and development, and notes that vitality at work is closely linked to basic psychological needs of self-determination as well as healthy lifestyle behaviors and a balanced work style. The document reviews several studies that examined relationships between vitality, self-determination, leadership, engagement, motivation, and job satisfaction.
This document discusses effective nursing leadership and management in addressing the nursing shortage. It notes that the nursing profession faces a cyclical shortage that is expected to result in 285,000 unfilled registered nurse positions between 2015 and 2020. Nursing leadership plays an important role in managing this shortage and nurse turnover. The document discusses theories of transformational leadership and its focus on motivating followers. It also discusses the importance of authentic leadership and creating positive work environments for nurses.
Courage to Lead: Transformational Nurse Leadership for a Healthy Work Environment
June Marshall, DNP, RN, NEA-BC
Mano y Corazón Binational Conference of Multicultural Health Care Solutions, El Paso, Texas, September 27-28, 2013
1Running head CHANGE MANAGEMENT PROPOSAL2CHANGE M.docxdrennanmicah
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Running head: CHANGE MANAGEMENT PROPOSAL
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CHANGE MANAGEMENT PROPOSAL
Change Management Proposal
HR006: Leadership, System Thinking, and Change Management
Yasmin Abdulghafour
Walden University Comment by Dr. Steve: Yasmin – this report is intended to be one paper (two parts) – please combine your Part I and Part II into a single document when you re-submit.
Executive Summary
Organizational change is the process in which any organization brings or desires to bring changes in its organizational culture, structure, strategies, functions or technologies to cause the change within the company to achieve certain goals and improve the overall performance of the company. This study is based on proposing a change management model for Ronald Reagan UCLA medical Medical center Center which is located in Los Angeles. UCLA medical Medical center Center is focused on continuously improving its services by implementing the concept of “True North” which suggests to improve and idealize different aspect of services including quality, equity, care experience, safety, financial stewardship, and workforce development and care.
This change management proposal recommends the use of Kotter's 8-step change model to bring the change in the organizational culture of the UCLA Health System. This proposal also highlights the role of communication in bringing change in the organization. Moreover, this study suggests the strategies to motivate employees to embrace the process of change and recommends the training strategies that can be used to implement the process of change successfully. This study also provides a guideline of how the change process can be evaluated and measured on the basis of organizational and individual performances. Comment by Dr. Steve: Good
Change Management Proposal
Introduction of the Organization
Ronald Reagan UCLA medical Medical centerCenter, a 520-bed facility, is a medical service providing organization located in Los Angeles. It was founded in 1955 and initially started as UCLA medical Medical center Center but, later it became Ronald Reagan UCLA Medical center Center in 2008. The medical center has highly qualified staff which provides 24 hours of medical services. This center offers many clinical services including cancer services, cardiovascular services, pediatric services, transplantation facilities, men and women health services, and weight management programs, etc. the facility has about ten 10 floors, and every floor contains dialysis storage, satellite pharmacy, respiratory therapy workrooms, and restrooms for doctors and residents. What is your resource for this information? Comment by Dr. Steve: Run on sentence – try re-writing this as two sentences
The mission of UCLA health Health is to deliver timely and leading research, education, and patient care. It is aimed at healing humankind by providing medical services and acts of kindness. UCLA Health is focused on providing the best health care services throu.
Developing a quality culture presentation [autosaved]Yomna Motea
The document discusses techniques for creating a quality culture within an organization. It recommends providing quality goals and measurements at all levels, demonstrating leadership commitment to quality from upper management, empowering employees through self-development opportunities, inspiring action through employee participation, and recognizing and rewarding quality performance. The overall goal is to continuously reinforce the priority of quality throughout the organization.
Organizational Foundations
Please answer these
1.
A description of your selected organization’s mission, vision, and values.
2.
Describe relevant data, or artifacts, words, and actions of leaders and others in the organization that support, or perhaps appear to contradict the organization’s mission, vision, and values statement.
3.
In addition, discuss the organization’s culture and its climate, differentiating between the two.
4.
Explain why examining these matters is significant to your role as a nurse leader.
5.
Summary/Conclusion about Organizational Foundations.
*Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016.
*Make heading each question, so I need 5 headings that address the 5 questions above.
Organizational Foundations
As you strive to grow in your leadership skills and abilities, you will find that the context in which you work influences your motivation and areas of focus. In a similar vein, your commitment to developing professionally can contribute toward organizational effectiveness.
To that end, it is critical to recognize the importance of organizational culture and climate. In particular, through this week’s Learning Resources, you may consider several questions: How do an organization’s mission, vision, and values relate to its culture? What is the difference between culture and climate? Moreover, how are culture and climate manifested within the organization?
For this Discussion, you explore the culture and climate of your current organization or one with which you are familiar. You also consider decisions and day-to-day practices and the way they relate to the organization’s mission, vision, and values.
To prepare:
·
Review the information related to planning and decision making in health care organizations presented in the textbook,
Leadership Roles and Management Functions in Nursing: Theory and Application.
Consider how planning and decision making relate to an organization’s mission, vision, and values, as well as its culture and its climate.
·
Familiarize yourself with the mission, vision, and values of your organization or one with which you are familiar. Consider how the statements and actions of leaders and others within the organization support or demonstrate the organizational mission, vision, and values. In addition, note any apparent discrepancies between word and deed. Think about how this translates into expectations for direct service providers. Note any data or artifacts that seem to indicate whether behaviors within the organization are congruent with its mission, vision, and values.
·
Begin to examine and reflect on the culture and climate of the organization. How do culture and climate differ?
·
Why is it important for you, as a master’s-prepared nurse leader, to be cognizant of these matters?
Required Resources
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theo.
Nurses as Leaders and Managers for Staff, High Quality Patient Care.pptxAhmad Al-Sadi
This document discusses nurses as leaders and managers for high quality patient care. It begins by outlining 9 learning objectives related to leadership theories, roles and responsibilities, management vs leadership, followership, finances influencing care quality and staffing, ethics, and the Future of Nursing campaign. It then discusses leadership being taught rather than innate, and calls for nursing education to incorporate leadership. Key initiatives like QSEN and the Future of Nursing campaign are also summarized. The roles of formal vs informal leadership and the distinctions between leadership and management are outlined.
Nurses as Leaders and Managers for Staff, High Quality Patient CareAhmad Al-Sadi
This document discusses the importance of nursing leadership and management for high quality patient care. It defines key leadership concepts and theories that can help nurses lead at all levels of practice. The document outlines major initiatives like QSEN and the Future of Nursing that call for every nurse to function as a leader. It emphasizes that leadership can be taught and cultivated to directly and indirectly impact safety and quality.
Running head MENTAL HEALTH AND WELFARE1MENTAL HEALTH AND WEL.docxtodd581
Running head: MENTAL HEALTH AND WELFARE 1
MENTAL HEALTH AND WELFARE 3
Mental health and welfare
Student’s Name
Institutional Affiliation
Introduction
The societal issue selected for the paper above would be drug abuse. Drug abuse has been a social issue affecting the masses over time. Young people tend to focus more on using these harmful drugs as the various surveys shows. Drug abuse is simply the habit of taking in substances that are harmful to the normal functioning of the body. The most commonly abused drugs would be alcohol and marijuana (Jones, Paulozzi, & Mack, 2014). The personal values associated with this societal issue would be self-awareness, self-respect and sobriety. Self-awareness is the state of acknowledging of oneself and taking care of oneself. Self-respect is acting with honor for oneself while sobriety is the state of staying sober for one’s best interest.How upholding these values might contribute to creating a society that supports the mental health and welfare of its members, remembering the broad conceptualization of mental health and human rights
Upholding personal values like self-respect, self-awareness and sobriety plays an important role in building the society (Wronka, 2008). The society is bounded by love and thus, these values create an environment that promotes togetherness as they also create awareness for the dangers of using harmful drugs. Self-awareness informs the society of the various risks that surround people if they don’t take care of themselves. Self-respect supplements self-awareness thereby promoting self-esteem within the society. How to work with individuals from different professions to address the issue
Participating in activities whose aim is to promote self-esteem among people because most of the ones that do drugs are mostly affected by psychological issues. Mobilizing the group members to inform the masses of the various risk factors that are more likely to bring about the issue; environmental, biological and physical factors present.
References
Jones, C. M., Paulozzi, L. J., & Mack, K. A. (2014). Alcohol involvement in opioid pain reliever and benzodiazepine drug abuse-related emergency department visits and drug-related deaths-United States, 2010. MMWR. Morbidity and mortality weekly report, 63(40), 881-885.
Wronka, J. (2008). Preface. Human rights and social justice: Social action and service for the helping and health professions (p. xix). Thousand Oaks, CA: Sage Publications.
Running head: THE ROLE OF CHANGE IN AN ORGANIZATION 1
THE ROLE OF CHANGE IN AN ORGANIZATION
The Role of Change in an Organization
Arroxxiccia Thomas
Walden University
The Role of Change in an Organization
Organizational change refers to the steering of an organization towards away from its current state and towards a desirable future state to enhance its effectiveness and efficiency. During the process of initiating change, managers should .
Running head MENTAL HEALTH AND WELFARE1MENTAL HEALTH AND WEL.docxglendar3
Running head: MENTAL HEALTH AND WELFARE 1
MENTAL HEALTH AND WELFARE 3
Mental health and welfare
Student’s Name
Institutional Affiliation
Introduction
The societal issue selected for the paper above would be drug abuse. Drug abuse has been a social issue affecting the masses over time. Young people tend to focus more on using these harmful drugs as the various surveys shows. Drug abuse is simply the habit of taking in substances that are harmful to the normal functioning of the body. The most commonly abused drugs would be alcohol and marijuana (Jones, Paulozzi, & Mack, 2014). The personal values associated with this societal issue would be self-awareness, self-respect and sobriety. Self-awareness is the state of acknowledging of oneself and taking care of oneself. Self-respect is acting with honor for oneself while sobriety is the state of staying sober for one’s best interest.How upholding these values might contribute to creating a society that supports the mental health and welfare of its members, remembering the broad conceptualization of mental health and human rights
Upholding personal values like self-respect, self-awareness and sobriety plays an important role in building the society (Wronka, 2008). The society is bounded by love and thus, these values create an environment that promotes togetherness as they also create awareness for the dangers of using harmful drugs. Self-awareness informs the society of the various risks that surround people if they don’t take care of themselves. Self-respect supplements self-awareness thereby promoting self-esteem within the society. How to work with individuals from different professions to address the issue
Participating in activities whose aim is to promote self-esteem among people because most of the ones that do drugs are mostly affected by psychological issues. Mobilizing the group members to inform the masses of the various risk factors that are more likely to bring about the issue; environmental, biological and physical factors present.
References
Jones, C. M., Paulozzi, L. J., & Mack, K. A. (2014). Alcohol involvement in opioid pain reliever and benzodiazepine drug abuse-related emergency department visits and drug-related deaths-United States, 2010. MMWR. Morbidity and mortality weekly report, 63(40), 881-885.
Wronka, J. (2008). Preface. Human rights and social justice: Social action and service for the helping and health professions (p. xix). Thousand Oaks, CA: Sage Publications.
Running head: THE ROLE OF CHANGE IN AN ORGANIZATION 1
THE ROLE OF CHANGE IN AN ORGANIZATION
The Role of Change in an Organization
Arroxxiccia Thomas
Walden University
The Role of Change in an Organization
Organizational change refers to the steering of an organization towards away from its current state and towards a desirable future state to enhance its effectiveness and efficiency. During the process of initiating change, managers should .
Managing Change In Organization And Enhancing PerformanceNicole Gomez
1) A clinic is introducing a new electronic medical record system and employees are having trouble understanding how to use the new system. The document discusses bringing about change in an organized manner.
2) Managing change requires focusing energy on a vision of the future that contrasts with the present and guides how to reduce the gap. It also requires exercising caution in today's rapidly changing environment with limited control.
3) Resistance to change is common, but change must involve people rather than be imposed on them. Communication is key to managing change effectively.
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
Study on the Impact of Organizational Culture on Employee Motivation in a Ste...anoop_g
In this competitive world, every organization is striving hard for survival. In order to withstand the competition, an organization needs to have a strong organizational culture and motivational programmes. These factors directly reflect on the success, growth and performance level of the organization. This study conducted at Steel and Industrial Forgings Company Limited, a Public Sector Enterprise, is aimed at understanding the impact of organizational culture on employee motivation. Though several researches have been conducted in this field, this study envisages to further discover the impact of various variables on organizational culture and employee motivation. For data collection of the study, a detailed questionnaire was prepared which covered various aspects of organization culture, motivation, interpersonal relationship, leadership, promotion and incentive practices, and communication. The questionnaire was distributed randomly among employees. The findings were systematically analyzed and conclusion was arrived at and based on the finding’s suggestions were also made.
On Culture Leadership Performance In Health Care Wpmbillmacaux
This document discusses organizational culture change in healthcare. It argues that culture significantly impacts performance, with 50-60% of mergers and projects failing due to cultural issues. Healthcare especially requires culture change to reduce disruptive behaviors and enable reform. Leadership is key to culture change through setting a vision, aligning people, and motivating action. However, uptake of improvements is often slow. Senior leaders must identify and develop more leaders to set direction, promote relationships, and empower change by breaking old habits and decentralizing control. Building leadership capacity through collaborative development is needed to successfully navigate reforms and drive sustained cultural and performance improvement.
Basavarajeeyam is a Sreshta Sangraha grantha (Compiled book ), written by Neelkanta kotturu Basavaraja Virachita. It contains 25 Prakaranas, First 24 Chapters related to Rogas& 25th to Rasadravyas.
Promoting Wellbeing - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Adhd Medication Shortage Uk - trinexpharmacy.comreignlana06
The UK is currently facing a Adhd Medication Shortage Uk, which has left many patients and their families grappling with uncertainty and frustration. ADHD, or Attention Deficit Hyperactivity Disorder, is a chronic condition that requires consistent medication to manage effectively. This shortage has highlighted the critical role these medications play in the daily lives of those affected by ADHD. Contact : +1 (747) 209 – 3649 E-mail : sales@trinexpharmacy.com
share - Lions, tigers, AI and health misinformation, oh my!.pptxTina Purnat
• Pitfalls and pivots needed to use AI effectively in public health
• Evidence-based strategies to address health misinformation effectively
• Building trust with communities online and offline
• Equipping health professionals to address questions, concerns and health misinformation
• Assessing risk and mitigating harm from adverse health narratives in communities, health workforce and health system
These lecture slides, by Dr Sidra Arshad, offer a quick overview of the physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar lead (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
6. Describe the flow of current around the heart during the cardiac cycle
7. Discuss the placement and polarity of the leads of electrocardiograph
8. Describe the normal electrocardiograms recorded from the limb leads and explain the physiological basis of the different records that are obtained
9. Define mean electrical vector (axis) of the heart and give the normal range
10. Define the mean QRS vector
11. Describe the axes of leads (hexagonal reference system)
12. Comprehend the vectorial analysis of the normal ECG
13. Determine the mean electrical axis of the ventricular QRS and appreciate the mean axis deviation
14. Explain the concepts of current of injury, J point, and their significance
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. Chapter 3, Cardiology Explained, https://www.ncbi.nlm.nih.gov/books/NBK2214/
7. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
Histololgy of Female Reproductive System.pptxAyeshaZaid1
Dive into an in-depth exploration of the histological structure of female reproductive system with this comprehensive lecture. Presented by Dr. Ayesha Irfan, Assistant Professor of Anatomy, this presentation covers the Gross anatomy and functional histology of the female reproductive organs. Ideal for students, educators, and anyone interested in medical science, this lecture provides clear explanations, detailed diagrams, and valuable insights into female reproductive system. Enhance your knowledge and understanding of this essential aspect of human biology.
Here is the updated list of Top Best Ayurvedic medicine for Gas and Indigestion and those are Gas-O-Go Syp for Dyspepsia | Lavizyme Syrup for Acidity | Yumzyme Hepatoprotective Capsules etc
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Kat...rightmanforbloodline
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Katzung, Verified Chapters 1 - 66, Complete Newest Version.
TEST BANK For Basic and Clinical Pharmacology, 14th Edition by Bertram G. Kat...
Nursing Leadership
1. Leadership: Present andLeadership: Present and
FutureFuture
By:By:
Marcia Kay JonesMarcia Kay Jones
NSG 692NSG 692
The University of Southern MississippiThe University of Southern Mississippi
Dr. Sandra BishopDr. Sandra Bishop
2. ObjectivesObjectives
• State the characteristics of an Authentic LeaderState the characteristics of an Authentic Leader
• Explain the transformation that can occur as theExplain the transformation that can occur as the
result of authentic leadership.result of authentic leadership.
• Discuss the Change Process TheoryDiscuss the Change Process Theory
• Describe the process a leader would use toDescribe the process a leader would use to
generate change within the organizationgenerate change within the organization
• Explain six characteristics of the present andExplain six characteristics of the present and
future leaderfuture leader
3. Authentic LeaderAuthentic Leader
• ConsistentConsistent
• PositivePositive
• TrustworthyTrustworthy
• Aware of self and personal valuesAware of self and personal values
• Base values are established and are positiveBase values are established and are positive
• Demonstrates emotional maturityDemonstrates emotional maturity
• Actions = ValuesActions = Values
(Yukl, 2010)(Yukl, 2010)
4. Leader’s Impact on FollowersLeader’s Impact on Followers
• Gains support toward the processGains support toward the process
• EncouragesEncourages
• Instills confidence in their ability to engage inInstills confidence in their ability to engage in
new adventures or changenew adventures or change
• Provides model for imitationProvides model for imitation
• Increases socialization among leader and staffIncreases socialization among leader and staff
membersmembers
(Yukl, 2010)(Yukl, 2010)
5. Transformation OccursTransformation Occurs
• Followers are influencedFollowers are influenced
• Excitement is cultivatedExcitement is cultivated
• Anticipated success is presentAnticipated success is present
• Positive experience is expectedPositive experience is expected
• Group accomplishmentsGroup accomplishments
(Yukl, 2010)(Yukl, 2010)
7. The LeaderThe Leader
• Natural ability to leadNatural ability to lead
• Evolved from personal experiencesEvolved from personal experiences
• Focus is on personal interest or dedicationFocus is on personal interest or dedication
• Desire to share learned wisdom from pastDesire to share learned wisdom from past
(Yukl, 2010)(Yukl, 2010)
8. Change ProcessChange Process
• Determine needed changes within the organizationDetermine needed changes within the organization
• Go beyond your general circumferenceGo beyond your general circumference
• Open yourself for changeOpen yourself for change
• Develop followersDevelop followers
• CollaborationCollaboration (Yukl 2010)(Yukl 2010)
The reality of moving from medium standard organization toThe reality of moving from medium standard organization to
the desired extraordinary organization will require not just toolsthe desired extraordinary organization will require not just tools
such as Six Sigma to be used, but also the adoption of culturesuch as Six Sigma to be used, but also the adoption of culture
changechange (Healthcare Financial Management Association, 2010).(Healthcare Financial Management Association, 2010).
9. Change Process TheoryChange Process Theory
Theorist: Kurt LewinTheorist: Kurt Lewin
UnfreezingUnfreezing
ChangingChanging
RefreezingRefreezing
(Yukl, 2010)(Yukl, 2010)
10. Focus of the Future LeaderFocus of the Future Leader
11. LL
LearningLearning
The future leader will ensureThe future leader will ensure
continuous learning for themselvescontinuous learning for themselves
and their employees.and their employees.
The leader obtaining ongoing education is of upmostThe leader obtaining ongoing education is of upmost
importance (Porter-O’Grady & Malloch, 2007).importance (Porter-O’Grady & Malloch, 2007).
12. EE
Emotional IntelligenceEmotional Intelligence
Continued development and use ofContinued development and use of
emotional intelligence will advance theemotional intelligence will advance the
leader of the future.leader of the future.
Measurement of emotional intelligence has been used toMeasurement of emotional intelligence has been used to
determine a person’s level of intelligence (McShane & Vondetermine a person’s level of intelligence (McShane & Von
Glinow, 2010).Glinow, 2010).
13. AA
AdvocateAdvocate
Nursing leaders will continue to beNursing leaders will continue to be
advocates for present and futureadvocates for present and future
healthcare reform changes.healthcare reform changes.
(ANA, 2009)(ANA, 2009)
14. DD
Dedicated dutyDedicated duty
Future leaders will work continuouslyFuture leaders will work continuously
toward process improvement andtoward process improvement and
implementation of best practices.implementation of best practices.
The value of health care is not just about resources, butThe value of health care is not just about resources, but
includes correct interventions and satisfaction of the patients andincludes correct interventions and satisfaction of the patients and
families (Porter O’Grady & Malloch, 2007).families (Porter O’Grady & Malloch, 2007).
15. EE
Excellence SeekerExcellence Seeker
The Nurse Leader will be a key componentThe Nurse Leader will be a key component
in organizations striving to achieve excellence inin organizations striving to achieve excellence in
patient care services.patient care services.
Study revealedStudy revealed nurses should be more proactive in makingnurses should be more proactive in making
their voices heard in relation to healthcare policy developmenttheir voices heard in relation to healthcare policy development
(Hackman, 2010).(Hackman, 2010).
16. RR
ResearcherResearcher
The Nurse Leader will function toThe Nurse Leader will function to
incorporate evidence-based nursingincorporate evidence-based nursing
practices at the bedside of the patient.practices at the bedside of the patient.
Consideration of the outcome of the practice performed isConsideration of the outcome of the practice performed is
the focus rather than just the fact that the task was done wellthe focus rather than just the fact that the task was done well
(Porter-O’Grady & Malloch, 2007).(Porter-O’Grady & Malloch, 2007).
17. ReferencesReferences
• American Nurses Association (2009). Frequently asked questions: ANA’sAmerican Nurses Association (2009). Frequently asked questions: ANA’s
positions and advocacy on the healthcare reform. Retrieved frompositions and advocacy on the healthcare reform. Retrieved from
http://nursingworld.org/MainMenuCategories/HealthcareandPolicyIssues/http://nursingworld.org/MainMenuCategories/HealthcareandPolicyIssues/
• Hackman, D. (2010, May, June, July). CEO Corner. The nurses’ influence onHackman, D. (2010, May, June, July). CEO Corner. The nurses’ influence on
healthsystem reform.healthsystem reform. Georgia NursingGeorgia Nursing,, 7070(2), 3. Retrieved from(2), 3. Retrieved from
http://search.ebscohost.com/login.aspx?directhttp://search.ebscohost.com/login.aspx?direct
• Healthcare Financial Management Association, Leadership: BreakthroughHealthcare Financial Management Association, Leadership: Breakthrough
Business Management in Health Care. (2010).Business Management in Health Care. (2010). Creating a Culture of CollaborationCreating a Culture of Collaboration..
Westchester, IL: HFMA Learning Solutions, Inc.Westchester, IL: HFMA Learning Solutions, Inc.
18. References (con’t)References (con’t)
• McShane, S.L., & Von Glinow, M.A. (2010).McShane, S.L., & Von Glinow, M.A. (2010). Organizational behavior emergingOrganizational behavior emerging
knowledge and practice for real worldknowledge and practice for real world (5th ed(5th ed).). New York, NY:New York, NY: McGraw-Hill/IrwinMcGraw-Hill/Irwin
• Porter-O’Grady, T., & Malloch, K. (2007).Porter-O’Grady, T., & Malloch, K. (2007). Quantum leadership: A resource forQuantum leadership: A resource for
healthcare innovationhealthcare innovation (2nd ed.). Sudbury, MA: Jones and Bartlett Publishers(2nd ed.). Sudbury, MA: Jones and Bartlett Publishers..
• Yukl, G. (2010).Yukl, G. (2010). Leadership in organizationsLeadership in organizations (7th ed.). Upper Saddle River, NJ:(7th ed.). Upper Saddle River, NJ:
Prentice Hall.Prentice Hall.
Editor's Notes
Today we will discuss Leadership: Present and Future. We will explore leadership theory, the type of leadership that I perceive myself to be and the future leader I will aspire to become. We will discuss characteristics of a leader. In addition, we will consider the changes that will be involved in the incorporation of new leadership styles.
At the completion of the presentation, you will be able to discuss the objectives listed.
Yukl, (2010) discusses the authentic leader as being one who is consistent in their performance, beliefs, and values. The authentic leader has a positive values as a base. Because the leader's base values are positive and they are consistent in their performance, these leaders are seen as trustworthy by others. They are aware of what they believe and are dependable in relation to their beliefs and actions. The performance of these leaders is done so as to advance the good of the environment and people rather than for self advancement.
Yukl, (2010) continues in saying the genuineness and openness of the leader's relationships with others leads to followers. These followers will bond with the leader. Furthermore, the followers will develop and maintain similar beliefs and actions.
Yukl (2010) states the authentic leader has a significant impact on the followers. For example, the leader may gain their support regarding change or guide them to accept the process in place. Encouragement by the leader will instill confidence in the employee regarding their ability to accomplish the task or change. The enthusiastic, positive leader will provide a model for the employee to imitate. Furthermore, the employee and unit will engage in more open communication, socialization, and interaction as the employees model the exhibited behaviors of the authentic leader.
As the transformation occurs followers are created. Excitement is generated. Anticipation of the success is building. Positive employees are erupting. And, group accomplishments have facilitated bonding of the group (Yukl, 2010).
According to Yukl (2010), the premise of the authentic leader is believed to be formed by four different approaches. First, the individual has natural ability. Second, the leadership skills are evolved from personal experiences. Third, the authentic leader has a passionate interest and dedication in their role and sees their role as fulfillment of their identity. The final approach discussed is the individual has a strong desire to share the learned wisdom they have gained through their past experiences.
Yukl (2010) addresses Lewin's Change Theory to include three processes: unfreezing, changing, and refreezing. In consideration of the application of this theory the leader will need to determine the needed changes within the organization. The leader will need to go beyond their general circumference. As a leader you will need to open yourself for change. Develop your followers. Work in collaboration of all units and departments involved.
The Healthcare Financial Management Association in their Spring/Summer 2010 Report discusses a case study. The CFO at this organization recognized the necessity of incorporating organizational culture change and the importance of collaboration among the departments throughout the organization. The reality of moving from medium standard organization to the desired extraordinary organization will require not just tools such as Six Sigma to be used, but also the adoption of culture change. The organization trained designated leaders to be Six Sigma experts. These experts worked on various performance improvement projects. One of the requirements for these leaders is to rotate working in various departments which will allow them to have a broader perspective on the processes of the entire organization. This case study points out the importance of designing the workforce assignments in a manner to allow collaboration and enhanced process improvement at this organization.
Yukl (2010) addresses Lewin's change process which is divided into three components: unfreezing, changing, and refreezing. The unfreezing stage requires the need to recognize the need for change. The second stage addresses the actual change process. The final stage involves the establishment of the change. The authentic leader will demonstrate genuine concern and care for the followers and will follow through the change process with consideration of the effects the change will have on the employees. Due to the trust the employees have of the leader they feel that the changes made will be done with consideration of the effects the change will have on them (Yukl, 2010).
According to Porter-O’Grady and Malloch (2007), the leader obtaining ongoing education is of upmost importance. Best care provided to the patients can only occur with highly trained and educated staff. Therefore, the leader is to ensure the culture of the organization supports ongoing education. The leader can support the staff’s learning by setting the example of being a learner. The excitement demonstrated by the leader regarding ongoing learning can be motivating. Ensure that budgets reflect education opportunity. Furthermore, monitor performance improvement trends to demonstrate the positive effects of education.
Measurement of emotional intelligence has been utilized by some groups to determine the individual’s level of intelligence (McShane & Von Glinow, 2010). The fact that emotional intelligence has great bearing on the effectiveness of the leader has been determined. The future nurse leader will need to continue to develop their abilities to detect the emotions of others and use the understanding of emotions to capture the greatest benefits toward productivity of self and groups. The understanding and interpretation of the varying degrees of others emotions is a factor. The leaders ability to detect the variation will allow them to detect the specific affect of others. In addition, the development of leaders ability to manage their emotions and the emotions of others, whether positive or negative, to generate productivity is an asset.
The authentic leader is concerned about others and how the organizational changes affects them. The use of emotional intelligence by the authentic leader will assist the leader to interpret the spoken and unspoken concerns of others. As the authentic leader interacts, socializes, and bonds with other individuals the use of emotional intelligence will assist with their ability to connect.
According to American Nurses Association ([ANA], 2009), the organization supports the concept that health care is a fundamental human right. With this in mind, we can understand why the organization strongly supported health care reform. With emphasis placed on prevention, nurses can contribute greatly to the holistic approach toward patient care. The belief of ANA is that we, as nurses, have the ability to form policy regarding health care that can be in the best interest of the patient and our profession.
Porter-O’Grady and Malloch (2007) state the value of health care is not just about resources, but includes correct interventions and satisfaction of the patients and families.
Hackman (2010) in her article discussed a recent GALLUP study performed by conducting 1,504 phone conferences with “opinion leaders”. The study revealed the opinion leaders felt that the government (75%) and administrators of insurance companies (56%) will have the most influence on future healthcare. However, nurses are felt to be the future leaders in the pursuit of patient care quality. The nurse leader must focus his or her leadership role in a direction which will make significant impacts on the outcome of the patient’s care. The recommendations from this study group addressed that nurses should be more proactive in making their voices heard in relation to healthcare policy development. Nurses should recognize the valuable contribution they can make. And, nurses should be held accountable for not only the bedside care of the patient, but also for the leadership influence towards health care changes.
Just as previously discussed regarding the importance of collaboration within the health care systems, the nurse leader has a responsibility to recognize the significant impact they have within the healthcare organization and boldly step from the nursing department to blend with other key leaders. Together with teamwork more can be accomplished.
Consideration of the outcome of the practice performed is the focus rather than just the fact that the task was done well (Porter-O’Grady & Malloch, 2007). The nurse leader is to be focused on the systems approach to evidence-based practice rather than just the nursing aspect. The joining efforts will ensure best care is given.
The nurse leader needs to be capable of retrieving current information. Today with the use of technology the abundance of information is overwhelming. As leaders staying abreast of trends and acceptable practices will enable us to lead with knowledge and by example. Be a visionary for your organization.