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Explain the concept of servant leadership in theory and practice
Comparing modern leadership theories for servant leadership
Comparing modern leadership theories for servant leadership
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I can relate to your experience, at least I can read that this is not your manager anymore. I wonder if you resigned, your manager resigned or she was fired….I really enjoyed your suggestion about “servant leadership theory” I belive that it should be acknowledge that what they do needs a name and studies needs to be done to determine the root of the problem. The scenarios you mentioned are unsafe and unrealistic. I have theory that common sense is not common anymore, because it is hard to believe that our managers do not understand what Yoder-Wise (2015) explain “Critically important for being an excellent nurse manager is understanding the correlation between staff satisfaction and engagement and the achievement of optimal patient outcomes,
The nursing shortage and turnover are an issue that continually, constantly and bedevils the nursing leaders and managers. Without sufficient numbers in nursing, patient care and safety is considerably compromised, with lapses in service delivery, overworked and overwhelmed nurses more prone to making mistakes and across board dissatisfaction. Nursing shortage leads to nurse turnover because of the ones carrying our nursing duties are finding it hard to meet the demand, and they eventually burn out. This paper critically examines the issues of the nursing shortage and turnover and how the nurse leaders and managers can tackle the situation, easing the outcomes (The Truth About Nursing, 2012).
Following the QSEN model, this problem is a concern that falls under the safety category. The Institute of Medicine defines safety as, “minimizes risk of harm to patients and providers through both system effectiveness and individual performance” (IOM, 2003). A nurse manager must address this problem because without nurses who are able to work, patients cannot be taken care of in a safe and effective way. As a nurse manager, it would be ...
Employee psychological health is something that should be taken into consideration when a person can improve the outcome of new graduate nurses and seasoned nurses alike; this is something that I know I will continue to strive for creating healthy working environments for staff and myself. Using many of the techniques that have been researched and continue to keep abreast of the most current research will aid in achieving the most positive outcome for staff and patients. I know that while I have not been subjected to this situation personally, it is something that can happen to anyone and with the use of stress relieving interventions on a daily basis will hopefully be able to defuse a potential situation before it arises. While it is not always easy to embrace my character flaws, I feel that if I continually strive to incorporate a positive environment for myself and staff that positive results will ensue from
Nurse workplace environments have only really been studied during the last decade. There is growing research in this area especially due to the nursing shortage. International consensus is if you identify opportunities to improve working conditions for nurses, you will have a higher probability of maintaining staff (4). The success rate of retaining
Patient’s safety will be compromised because increase of patient to nurse ratio will lead to mistakes in delivering quality care. In 2007, the Agency for Healthcare Research and Quality (AHRQ) conducted a metanalysis and found that “shortage of registered nurses, in combination with increased workload, poses a potential threat to the quality of care… increases in registered nurse staffing was associated with a reduction in hospital-related mortality and failure to rescue as well as reduced length of stay.” Intense workload, stress, and dissatisfaction in one’s profession can lead to health problems. Researchers found that maintaining and improving a healthy work environment will facilitate safety, quality healthcare and promote a desirable professional avenue.
I am glad that you mentioned safe staffing in your post this week as one way that nurses can help facilitate positive change throughout the community. Not only does safe staffing help to save patient lives it also helps to prevent burnout at the nursing level. According to Peate (2015), nurses face major challenges in order to deliver the best possible care with fewer resources that is not only financial but human as well. This creates an environment of overworked nurses who are more than likely letting their health take a backseat. “Individual nurses are going the extra mile to get the job done, yet the damage to their health is real and is happening nationwide” (Peate, 2015, p. 133). There is one particular vivid memory of an example of short staffing that I personally experienced on my floor and although one of my
Thousands of nurses throughout the nation are exhausted and overwhelmed due to their heavy workload. The administrators do not staff the units properly; therefore, they give each nurse more patients to care for to compensate for the lack of staff. There are several reasons to why
De Pree (2004) argues against exclusive leadership as he believes it leads to “selfishness,” entropy, power hoarding, and legalistic thinking within an organization, which in turn produces a perpetual cycle of employee turnover as there is no team mentality to keep all the parts (e.g., People) together (p. 1-148). (p. 1-148). While this type of leadership is great at promoting organizational efficiency, it comes up short in promoting a team oriented environment and instead emphasizes a bureaucratic hierarchy that is resistant to change where the needs of senior management take top priority. In contrast, De Pree (2004) argues favorably for authentic-participative servant leadership claiming that it emphasizes “being abandoned to the strengths
The NMBA sets out Statements of Principles which provide guidance to nurses regarding processes that will help to ensure that ‘safety is not compromised’ regarding decision making about nursing practice. According to the NMBA, the fundamental motivation for any decision about a care activity is to meet clients’ health needs or to enhance health outcomes. Decisions regarding activities are made in a planned and careful manner and: ‘only where there is a justifiable, evidence-based reason to perform the activity’ (NMBA: 2012, p.6). Furthermore, the NMBA points out that nursing practice decisions are more effective in a collaborative context of planning, risk management, and evaluation. Thus, organisational employers/managers, other health workers and nurses’ work together in sharing a combined responsibility to design and maintain: environments (including resources, education, policy, evaluation and competence assessment) that support safe decisions and competent, evidence-based practice to the full extent of the scope of nursing practice.
These articles have many similarities when discussing the issue of staffing shortages. For patients, their loved ones and the general population, they don’t understand the ramifications and strain that staffing shortages have on nurses. People expect and deserve complete, competent and safe care when they are patients. These articles bring to light all the struggles that nurses have to deal with. Nurses are fearful that they will make mistakes, will harm patients, and will harm themselves. (Bae, 2012; Erlen, 2001; Martin, 2015) Overtime can be overwhelming and exhausting, which can lead to errors being made. (Bae, 2012; Erlen, 2001) These articles perceive that it may be beneficial for nurses, patients, and healthcare facilities to decrease the nurse-to-patient ratio, however, this option is not always
To be a leader there are many ways to be go about it, and depending on the situation and circumstance the type of leadership style can vary. When you think of servant leadership you may think of a typical hierarchy where employees serve and cater to the bosses. In this situation servant leadership is the opposite it is where the leader serves the people. According to an article I found it defines servant leadership as the foundation for leaders other effectively. It goes on to define servant leadership as a person’s dedication to helping others be their best selves at home, work, and in the community (Economy, 2015). Servant leaders can be described as leaders who believes every person has value, deserves civility, trust, and respect. They believe people can accomplish much when inspired by a purpose beyond themselves. There is a major difference in servant
I think it is more important to work for an effective leader rather than an effective manager. A person first must become an efficient leader before he or she becomes a manager. Working on a unit with an effective leader, nurses will go to the leader first before the manager, which is how the chain of command works. This will keep things in order and hopefully a solution will be found quicker. Furthermore to become a manager, one must show leadership qualities to attain that position.
Throughout this course, I have gained knowledge to help me gain a higher chance of success within my life. Through class discussions as well as the required text, Servant Leadership, I have been able to increase my comprehension regarding entrepreneurial thinking. In order to utilize my new found understanding, I must therefore apply the knowledge to my current path, which is set to lead me down a road with stops at law school as well as the Peace Corps. Furthermore, in order to properly walk such a path, I must also address my strengths and opportunities that have the ability to give me a competitive advantage within the job market. As I have weaknesses and threats to consider too, I must set forth a plan that will properly utilize and prepare
The nurse manager presented in the scenario is above all, a nurse who belongs to the group of “professional nurses that experience situations each day in which they must lead, manage, and follow” (Yoder-Wise, 2014, p. 6). The manager as she walks in to her unit, is aware of the fact that “care routines must be managed” (Yoder-Wise, 2014, p. 5). In prioritizing her decisions, the nurse manager would need to sort out which problem or issue has the high urgency and importance. Therefore, “a problem with high urgency and importance rankings should be dealt with first” (NDC, 2007, p. 12). Of the five issues she is faced with, the number one priority to address would be the staffing issue related to the RN who called in. As in any staffing problem, the nurse manager needs to consider not only the patient quality care and
The focus of every health care professional is the patient and the goal is to return the patient to optimum health where the patient can be independent. When the patient’s safety is being compromised it’s everyone’s job to fix the problem and make sure that it doesn’t happen again. However, there’s a dark side to nursing. The nurse is one of the few health care workers that have the most daily contact with the patient. The nurse plays a very important role in the patients care from teaching to simply being a listener while withholding any judgement. When the nurse to patient ratio isn’t balanced, it causes nurse burnout. Nurse burnout is when the nurse becomes “physically, emotionally, and mentally exhausted” (Michigan, S. S. (n.d.). News.