Effective Approaches in Leadership and Management – 1 Benchmark

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The Assignment: Effective Approaches in Leadership and Management – Benchmark

  • In this assignment, you will be writing a 1,000-1,250 word paper describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following: Benchmark – Effective Approaches in Leadership and Management
  • Select an issue from the following list: bullying, unit closers, and restructuring, floating, nurse turnover, nurse staffing ratios, use of contract employees (i.e., registry and travel nurses), or magnet designation.
    Describe the selected issue. Discuss how it impacts the quality of care and patient safety in the setting in which it occurs.
  • Discuss how professional standards of practice should be demonstrated in this situation to help rectify the issue or maintain a professional conduct.
  • Explain the differing roles of nursing leaders and nursing managers in this instance and discuss the different approaches they take to address the selected issue and promote patient safety and quality care. Support your rationale by using the theories, principles, skills, and roles of the leader versus the manager described in your readings.
  • Discuss what additional aspects managers and leaders would need to initiate in order to ensure professionalism throughout diverse health care settings while addressing the selected issue. Benchmark – Effective Approaches in Leadership and Management
  • Describe a leadership style that would best address the chosen issue. Explain why this style could be successful in this setting.
  • Use at least three peer-reviewed journal articles other than those presented in your text or provided in the course.
  • Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
  • This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
  • You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.

The Essay Solution: Effective Approaches in Leadership and Management – Benchmark

Effective Nursing Leadership in the Face of High Nursing Staff Turnover: The Role of Leadership Style in Ensuring Patient Safety

There are several problems that impact nursing practice. These concerns might be about the work atmosphere, pay, or professional growth, among other things. Nurses, for example, may discover that they are not as productive as they would like since their work environment limits their ingenuity. This kind of situation is often associated with authoritarian leadership on the side of nurse supervisors.

The nurse may also discover that the pay they get for their services is not commensurate with their abilities and effort. Alternatively, employees may discover that the organization’s policies on professional growth, such as training, upskilling, and reskilling, are not in their favor.

All of these issues usually result in one unfavorable result: significant nurse turnover. This study examines the problem of high nurse turnover in nursing practice, as well as the nurse manager’s responsibility in maintaining patient safety in the face of a shrinking workforce.

Nurse turnover in hospitals and other healthcare settings has a detrimental influence on the quality of care provided to patients. This is because the nurse is the only healthcare practitioner who is constantly in touch with the patient and is responsible for delivering the healthcare institution’s final output.

Nurse turnover has been proven to have a detrimental influence on both the quality and continuity of patient care, according to Bae et al. (2010). Aside from that, their research showed that nurse turnover has an impact on workgroup learning, which in turn has an impact on patient outcomes. Antwi and Bowblis (2018) reinforce this viewpoint, claiming that increased nurse turnover is linked to worse overall nursing care quality.

It might also affect death rates in hospitals and other settings such as nursing homes, according to them. Furthermore, since new nurses are unfamiliar with an organization’s standard operating procedures and other regulations, nursing turnover reduces effectiveness. In fact, excessive turnover may raise the organization’s running expenditures, which is bad for the bottom line. As a result, several studies have shown a statistical link between nurse turnover and health outcomes (Antwi & Bowblis, 2018).

Effective Approaches in Leadership and Management – Benchmark

Ensuring Nursing Professional Standards of Practice are Observed

The registered nurse is responsible for determining the anticipated outcomes for each individual patient, according to standard number 3 of the American Nurses Association’s Standards of Professional Nursing Practice (ANA, 2015). This is in recognition of the fact that the registered nurse is responsible for planning care for each patient under her care. The registered nurse specifies specific patient outcomes in this nursing care plan, and she and her team work together to achieve them.

Other registered nurses, enrolled nurses, and nursing assistants are common members of a healthcare team. In order to accomplish the intended patient results, the registered nurse must typically assume the position of clinical nurse leader and direct care by clinically leading the other members of the team. This is accomplished via the delegation of responsibilities.

In this instance, the registered nurse may or may not be administratively engaged in the unit’s administration. That does not exclude her from serving as clinical director. However, in the face of a nursing shortage caused by excessive employee turnover, the clinical nurse leader will find it challenging to maintain professional standards of practice. Despite the personnel challenges, this is precisely what must be maintained.

In the face of the nursing shortage, the remedy to the aforesaid dilemma is creative delegation of work by the clinical nurse leader, ensuring that professional nursing standards of practice are upheld at all times. Individual patient outcomes must still be reached, and care plans must be created.

Because these duties may not need direct supervision, the clinical nurse leader may assign suitable responsibilities to the other registered nurses on the team. Other minor responsibilities will be allocated to enrolled nurses, who will be supervised directly or indirectly based on their expertise. The nursing assistants may then assist the patients with everyday routines such as eating and washing.

Role of the Nurse Manager in a Situation of Nursing Shortage Due to Turnover

When there is a nursing shortage, the nurse manager’s function becomes even more crucial. This is because patient safety must always be a top concern. As a result, the nurse manager must devise strategies for reducing the negative consequences of the nursing shortage. Experience, initiative, and resourcefulness are required. Maintaining standards of care and patient safety, inspiring their remaining personnel to complete the massive work without becoming overloaded, and reaching organizational goals specified in the strategic plan are all part of their responsibilities.

Different nurse managers will address the matter in different ways. In order to get things done, some people will turn to dictatorship. Due to the pressures of work and a lack of time to discuss tasks before awarding them, this kind of nurse manager would aggressively delegate more responsibilities to her team. Of course, this method is ineffective and will simply aggravate the issue as more nurses depart, exacerbating the turnover problem.

Other nurse leaders will take a collaborative and consultative approach. To begin, they will put on gloves and do duties with the other members of the team. This is why the clinical nurse leader should be a clinical specialist with extensive clinical expertise first and foremost. This allows them to step in when there is a shortage while delegating other work to the team’s other nurses.

Despite the pressures of work, this other nurse manager will ensure that the working atmosphere is pleasant. The employees would then feel valued and will give their all. This is what transformative leadership is all about (Cheng et al., 2016). In doing so, the nurse managers will be using management concepts such as delegation and accountability, in that they will delegate work to other nurses while remaining accountable for all of them.

Effective Approaches in Leadership and Management – Benchmark

Additional Measures the Nurse Leader and Manager Can Take in the Face of Nurse Turnover

Additional procedures may be implemented by the nurse leader to ensure that patient safety, professionalism, and practice standards are maintained. She can ensure that her team’s talent combination is right. Regardless of the scarcity, she must guarantee that the correct skill mix of registered nurses, enrolled nurses, and nursing assistants prevails as the nurse and clinical manager (Moore, 2012).

She must also ensure that she keeps a closer eye on her remaining employees for indicators of burnout, such as impatience. This is because burnout poses a risk to patient safety since burnt-out nurses have been known to make pharmaceutical and nursing mistakes often.

As previously said, transformational leadership is the greatest way to solve the problem of nurse turnover. This is a management style that assures employee motivation, a pleasant and friendly work atmosphere, and a listening ear (Cheng et al., 2016). However, a lack of succession planning has made it impossible to reproduce this kind of leadership, despite the fact that it is still the best for this circumstance (Balogh-Robinson, 2012).

Conclusion

All healthcare companies face a threat from high nurse employee turnover. It has a negative impact on the quality of care provided by the remaining employees since they are overworked. Transformational nursing leadership is essential to properly manage its effects.

Effective Approaches in Leadership and Management
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Frequently Asked Questions (FAQs)

1. What do the responsibilities of the nurse manager include?

In a hospital or clinical environment, nurse managers are in charge of managing nursing personnel. They are in charge of patient care, management and financial choices, work scheduling, meeting coordination, and personnel decisions.

2. What is the best leadership style in nursing?

Managers who are participatory, facilitative, and emotionally intelligent are preferred by nurses. Team cohesiveness, reduced stress, and increased empowerment and self-efficacy are all benefits of different leadership styles.

3. What is effective healthcare leadership?

Effective Approaches in Leadership and Management - Benchmark
Leadership Management

Effective healthcare executives consistently emphasize the need of providing safe, high-quality, compassionate treatment. They guarantee that patients’ voices are continuously heard at all levels, and that patient problems, needs, and comments (both good and negative) are constantly addressed.

Additional content on approaches to leadership and management.

References

  • American Nurses Association [ANA] (2015). Nursing scope and standards of practice, 3rd ed. Silver Spring, MD: Author.
  • Antwi, Y.A. & Bowblis, J.R. (2018). The impact of nurse turnover on quality of care and mortality in nursing homes: Evidence from the great recession. American Journal of Health Economics, 4(2), 131–163. https://doi.org/10.17848/wp15-249
  • Bae, S.-H., Mark, B., & Fried, B. (2010). Impact of nursing unit turnover on patient outcomes in hospitals. Journal of Nursing Scholarship, 42(1), 40–49. Doi:10.1111/j.1547-5069.2009.01319.x
  • Balogh-Robinson, L. (2012). The crisis in leadership in the context of the nursing shortage and the increasing prevalence of nursing unions. Journal of Healthcare Leadership, 127-139. Doi:10.2147/jhl.s34024
  • Cheng, C., Bartram, T., Karimi, L., & Leggat, S. (2016). Transformational leadership and social identity as predictors of team climate, perceived quality of care, burnout, and turnover intention among nurses. Personnel Review, 45(6), 1200–1216. Doi:10.1108/pr-05-2015-0118
  • Moore, A. (2012). Getting ratios right, for the patients’ sake. Nursing Standard, 26(31), 16-19. Doi: 10.7748/ns2012.04.26.31.16.p8021 Benchmark – Effective Approaches in Leadership and Management

Effective Approaches in Leadership and Management – Benchmark

Effective Approaches in Leadership and Management

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