Sample Nursing Creative Writing Paper on Leadership Roles and Management Functions in Nursing

Leadership Roles and Management Functions in Nursing

Mission, Vision, and Philosophy of HopeCare Facility

The mission statement of HopeCare Facility is to enhance the delivery of care and health services to the community and the nation through establishing an environment that appeals to excellence, research, efficiency, and inclusivity of the various diverse settings. The HopeCare Facility is aiming at being a leader in the provision of best care and incorporating various modern approaches to care delivery among patients through emphasizing on best practices and efficiency in the delivery of care. Patients are entitled to quality cares. As such, the management and the staff of the institution consider best practices as drivers to the decision-making process and ethical evaluations of the actions to be taken in addressing concerns raised by the patients.

The vision of HopeCare Facility is to be a leader in developmental medicine and healthcare through being a participant in transformational care settings, advancements in medication, and training upcoming care providers in being the best at their services offered to patients. The institution also focuses on providing an environment that patients are at ease with the measures of treatment being implemented and completely trust that the treatment plans developed by the care providers are for the best outcome in combating the health issue.

The philosophy of HopeCare Facility is rooted in excellence, leadership/ integrity, respect, and diversity/ inclusion. The provision of care at the HopeCare Facility is aimed at being both of best quality and modern to allow the patient to get full recovery. As such, all the raised concerns from the patients are channelled through to the involved departments who establish a multidisciplinary team to develop the necessary treatment plan. The outcome of treatment is a result of teamwork, which boosts the trust of the patient, provides a learning experience for the interns, and allows care providers to work as a team. All care providers are role models to themselves and the people looking up to them irrespective of the department. The success of a care provider is considered as a success of many rather than one, which helps break the indifference among workers in the different departments. The biggest philosophy of operation at the HopeCare Facility is respect. Care providers have to establish a listening ear towards the issues raised by their colleagues and the patients under their care. This helps ensure that all the necessary information is collected and concerns addressed within the right duration. Lastly, the aspect of diversity is inculcated into the operations of HopeCare Facility as a way to enhance both collectivity and positive perception towards offering care. The care providers are encouraged to be open and accommodative towards new and different ideas, experiences, and even opinions.

The relationship between Shared Governance and Formal Leadership

Shared governance refers to a nursing practice model that is structured to inculcate the core values and beliefs of the profession as a tool to attaining quality-based care (Moody, 2006). The development and implementation of shared governance systems are meant to enhance nurses’ retention, working environment, and satisfaction within the work area. On the other hand, formal leadership is a form of exercising authority in an organization based on the position of leadership of the individual in relation to the other workers (Cox, 2016).

The implementation of both shared governance and formal leadership are based on the outcome and possibly the impact they will have on operations within the organization. Shared governance defines the boundaries and systems that a leader can put in place to ensure that the nurses are working under him respect his leadership approach, but necessarily strives to ensure that all the nurses are satisfied with their work. This can be attained through the implementation of standard working shifts where a rotation schedule is developed to eliminate the issue of nurse burnout.

Formal leadership is based on establishing an environment where leaders and the followers get to be distinguished in terms of responsibilities and roles within the organization. Therefore, the leader assumes the role of establishing and culturing a positive environment that caters for the needs of the workers and encourages them to be even more productive. The objective of the leader to be more objective and efficient in the establishment in an environment that appeals to better performance among the workers is a concept adopted from shared governance making them interdependent.

Having a lot of Power with Little Authority

Leadership is based on the approaches used in leading others (Moody, 2006). While a leader might have the position of leadership, his influence on the followers might not portray his or her position. A leader who assumes that not everything is part of his responsibilities often loses the trust and respect of the followers. In most cases, a leader seeking to abide by the book and only perform the duties that define his responsibility easily loses the interest of the followers. As a result, it is easier for them to start ignoring him or even disrespecting him for his lack of commitment to the tasks and wellbeing of the members of the particular department. A powerful leader with more authority is characterized as being empathetic, involved, and implements good communication skills as compared to being authoritative and applying a dictatorship style of administration. A dictatorial leadership style drives the workers to fear rather than respect; it makes it hard for the workers to consider approaching the leader with an issue and would consider an alternative, which in most cases is consulting with another manager or going to the immediate head in the department.

Working as an intern at John Hopkins, a nurse manager who was both harsh and rude towards the other nurses in her department simply because of the promotion she received was later fired for lack of coordination within her department. When she was promoted to nurse manager, she cut all communications with all the other nurses and in the first department meeting handed out some notes on ways to contact her and situations which nurses were to bring up to her. Since her leadership style was new, many of the nurses feared being embarrassed in front of patients and colleagues for bringing up an issue that was not to be brought up to her. The alternative was to contact other nurse administrators within the department to help on issues. At one time, when there was an emergency at the department, she opted to standby and observes an intern attend to a patient even with the knowledge that the intern was not able to attend to the patient alone. When the matter was raised, later on, she pointed out that it was a learning moment for the intern. Further investigation of her conduct and method of leadership showed poor communication, team-effort, and involvement, which made it even harder for the nurses under her to perform their duties. Other nurse heads were being overwhelmed with her duties since she was blocking the platform for nurses under her to approach her.

References

Cox, J. A. (2016). Leadership and Management Roles: Challenges and Success Strategies. AORN Journal, 104(2), 154-160. doi:http://dx.doi.org/10.1016/j.aorn.2016.06.008

Moody, R. C. (2006). Nursing Administration Research. The Journal of Nursing Administration, 228-232.