My Ssec Capstone Project Introduction Leadership alludes to the process where one individual/leader who inspires followers to generate extraordinary effort towards the achievement of a shared goal and leadership styles or practices can affect leader effectiveness

Introduction Leadership alludes to the process where one individual/leader who inspires followers to generate extraordinary effort towards the achievement of a shared goal and leadership styles or practices can affect leader effectiveness

Introduction
Leadership alludes to the process where one individual/leader who inspires followers to generate extraordinary effort towards the achievement of a shared goal and leadership styles or practices can affect leader effectiveness. This is the craft of assembling others to want to battle for shared aspirations to enhance effectiveness, upgrade patient-centered care, and decrease health care cost. A transformational leader has the capability to guide, influence, and motivates an individual or group driving them to capable execution towards accomplishment of mutual goals, accomplishing remarkable results and enhancing their adherent’s very own authority capacity.
Transformational leaders can inspire followers to believe in a shared vision through helpful inspiration by clear and detailed expectations, intellectually stimulating creativity, challenging the status quo; serving as a role model while gaining trust and exhibiting integrity, and empowering followers by being attentive to their individual needs (Copeland, 2016, p. 83.).
Even though managers and leaders may work interchangeably within the healthcare organization; there is a difference in the way they manage, inspire or motivate their followers to believe in a common vison and accomplish desired goals.
Change in the Health Care Delivery System on Nurse Leadership
According to the Institute of medicine (IOM) reports the health care delivery system in America needs crucial changes since it routinely neglects to convey potential benefits and does not make the best utilization of its resources (Finkelman, 2016, p. 30). This could be a change in the organizations infrastructure to decrease healthcare cost. In the past health care professionals often paid limited attention to the expense of care for example, requesting procedures or test, over utilizing therapeutic supplies, and extending patient hospital stays without regard to appropriateness of cost or outcomes (Finkelman, 2016, p. 31).
According to Finkelman (2016), the Patient Protection and Affordable Care Act of 2010 goal were to reduce the number of uninsured individuals in the year 2014 by 32 million. This gives nurses new opportunities to improve the quality of care and play an integral role in leading change. Nurses can find ways to improve quality of care at a lower cost by developing innovative ways to provide education outside the acute care setting for example, handing out brochures, having patient down load educational material on computers or smart phones, or offering videos for a variety of topics (Finkelman, 2016, p. 247). They can educate patients on self-management skills to for the elderly with multiple chronic conditions which can lead to patients achieving better long-term health outcomes and reducing re-hospitalization which decreases healthcare cost.
Nurses can think outside the box and expand access to care by developing innovative care models to care for example, developing home visit programs for low-income mothers who are breast feeding, offering more health clinics managed by nurses or offering clinics for preventive care to seniors (Finkelman, 2016, p. 44).
One way of changing the healthcare delivery system is by expanding the scope of practice to the full extent of their education. Advance practitioners such as clinical nurse leader (CNL) and clinical nurse specialist (CNS) can asset in a variety of ways of working in hospitals and helping staff improve patient care and help decrease overall cost within the organization (Finkelman, 2016, p. 175. 176). The approach and quality of a leader can have a substantial impact on the quality of work that employees deliver, so the fundamental goal of nursing leadership should be cultivating an atmosphere where innovation and creativity can grow.
Compare Roles and Responsibilities’ of Leaders and Mangers
Sometimes the terms leader and manager are used interchangeably yet there is a distinction between the two. Looking at the utilitarian obligations of each role there is a greater chance the organization has of operating effectively and efficiently in service of its mission and goals. Leaders offer and execute practical ideas and help others to do the same create a climate where innovation and inspiration can thrive. Leaders aim to create passion, so others pursue their vision, endeavoring to achieve common long-term goals by stepping up and taking risk, and by challenging the present-day status quo within the organization (Algahtani, 2014. 75).
Leaders seek the knowledge required to make sense of the big picture and they can adapt to change quickly where they can solve problems by thinking clearly and engaging others. Their goal is to create a work environment in which innovations can thrive. Leaders move in the direction of creating strategies, making and executing plans and decisions, organizing the work of others with guided endeavors toward anticipated outcomes. They enable groups to discover approaches to advance speed, flexibility, and develop a shard image of a positive future for the organization.
Effective nurse manager’s roles and responsibilities may vary from organization to organization, but they are on the front lines with the responsible for developing staff growth, maintaining standards of care, and managing financial resources for their unit (Finkelman, 2016, p. 18). To ensure staff satisfaction, nurse managers should develop relationships with their individual staff and patients by getting out there and communicating with patients and colleagues at all levels endeavoring to arouse the trust of clients and colleagues (Finkelman, 2016, p. 178). Nurses have a range of emotions and nurse manager should be able to read a range of emotions, so they can be integral part of resolving issues by responding appropriately. A role of managers is to enhance their staff’s strengths through mentoring, resolving conflicts while maintaining discipline and practicing in and ethical manor while providing services to the community efficiently and a sustainable method (Algahtani, 2014, p. 75).
A pivotal role in a healthcare organization is leadership and they assume an active role in determining the ethical nature of the organization by either influencing it in a positive way or without ethical behavior it can negatively impact the organization (Yasir, m., & Mohamad, N. A. 2016, p. 311). The conduct on an individual is guided by ethical principles which are values that steer right or wrong behavior.
Management and Leadership Qualities
Leaders ought to have some basic characteristics for instance, inventiveness, allure compelling relational abilities, conclusiveness; sense of strong values; trust; vision; with a capacity to impact individuals in a positive situation; and the capacity to take care of any issues or concerns (Algahtani, 2014. 75). There will be times when an effective leader will come to rely on common behaviors such as a sense of self- esteem and priorities, strong communication skills, coaching skills, and a willingness to share and give recognition (Algahtani, 2014, p. 74). Management consolidates adapting to a multifaceted nature of arranging, sorting out and controlling the circumstances and keeping everything running smoothly everyday hoping to accomplish short term goals, maintain a strategic distance from risky behavior, and improving efficiency by establishing standardization (Algahtani, 2014, p. 74).
There are numerous skills which encompasses a good leader for instance, capacity to draw in and impact others, capacity to control staff in utilizing clinical thinking and judgment, improving employee performance, capacity to adapt to pressure initiate conflict management to help others and forestall negative reactions, and perceiving when staff require guidance and support instead of reprimands (Finkelman, 2016, p. 18). Additionally, managers and leaders should have the capability to delegate tasks to colleagues, provide team building exercises, ensure outcome driven patient focused care, critical thinking, and decision making, investigation and assessment, oversee change, and preform any necessary operational strategic and budget planning (Finkelman, 2016, p. 18).
One key component is ensuring the staff comprehend directions and that those guidelines are completed effectively by doing this they exercise authority yet in addition building staff confidence to do their job (Finkelman, 2016, p. 19). In most cases staff wants to do a good job but they want to be able to work in work in an environment where they don’t fear they will face repercussions if they speak out or make an error, but have it considered an opportunity for improvement. Due to current nursing shortages nurses may feel overwhelmed because of the increased work load which can lead symptoms of fatigue, stressful feelings, and decreased moral which is a reason why it is imperative for nurse leaders to constantly foster trust by exhibiting loyalty and staff supportiveness. There is an assortment of competencies which enhance leadership characteristics for instance, caring, congruity, constancy, competence, creating trust and abstaining from playing favoritism or scrutinizing staff which can enhance work outcomes and patient care (job (Finkelman, 2016, p. 20).
Importance of Transformational Leadership
Transformational leaders seek to motivate their employees to achieving more than they initially proposed, by utilizing consolation and strengthening to see past their own advantage and think about the goals of the organization and conceivable becoming leaders themselves (Copeland, 2016, p. 82). A primary focus of a transformational leader is on the organization’s development, growth and collective goals (Allen at el., 2016, p.3). There are four key behavioral segments engrained in a transformational leader; (1) places the requirements of others above their own, instills pride, emphasizes commitment, demonstrating high ethical and moral standards; (2) provides inspirational motivation, radiates empathy, and effectively communicates expectations; (3) strives for creativity, wiliness to relinquish inefficient systems within organization and provides outside the box thinking for solving problems; and (4) the leader considers the necessities of their adherents creating and atmosphere promoting growth and development utilizing coaching, mentoring and feedback to their employees (Allen at el., 2016, p. 3,4). With the ever-changing health care systems, a transformational leader will have the skills to adapt and adjust to the changing environment where it becomes necessary to create sustainable growth.
Strategies of a Transformational Leader
With ever changing economic conditions the healthcare industry should consider their financial bottom line while employing leaders who can effectively lead change. The business environment continues to be complex, dynamic and extremely competitive so an organization may need to initiate change with expectations of fortifying their finical positions, and additionally taking care of the demand and expectations of their customs and various stakeholders (Kumah, Ankomah, & Antwi, 2016, p. 20). In the 21st century healthcare executives are confronting challenges of unprecedented magnitude, and it is conceivable to see that hospitals and health systems are in the mist of revolutionary and they need leaders who can adapt and evolve to keep their competitive edge in the healthcare community (Kumah at el., 2016, p. 20). To positively effect change with in a health care organization, everyone needs to work in unison while fulfilling a variety of roles as a leader.
Transformational leaders strive to inspire and motivate others to buy into to their vision for the future by understanding the needs of each individual and providing an environment of open communication and trust.
The institute of medicine reports interest is healthcare systems addressing the cost of care in relationship to the quality of care individuals (Finkelman, 2016.p. 120). Leaders can help work toward the goal of cutting healthcare expenditures by letting their staff come up with creative ways of cutting down on the amount of supplies that are used in their department, working towards preventing hospital acquired infections, and lowering the amount of hospital readmissions.

Competencies for an Effective Leader
Moral conduct is crucial for healthcare organizations, and failures ethical values by leaders can have exorbitant organizational consequences. Organizations should choose leaders who exhibit honesty, act in an ethical way, and who are not self-serving or exploitive of others (Copeland 2016, p. 82).
All organizations large or small will confront conflicts within the ranks of leaders and employees. The strength of an organization can rely on its leaders to handle conflicts once they emerge and having conflict management skills are imperative prerequisites with the end goal to protect consistency, to preserve consistency, stability and congruity within an organization (Saeed, Almas, Anis-ul-Haq, 2014, p.216).
An effective leader will need to possess the skills to lead their team to set and accomplish goals. Most employees will give 100 percent if they feel their leaders are looking out for them. Employees perception of a transformational leader will be an important predictor of how the organization is viewed, employee health, employee performance, or even employee burnout (Saeed at el., 2014, p. 218). Sharing information from one manager to another is another vital aspect of an effective leader. This is an approach to share ideas, objectives, recommendations, and goals as a compelling method to assemble bridges throughout the organization. The nursing staff is the main component of the health care team and for them to provide quality care they need to have a leader who understands the needs of the whole department.
Clinical leaders should possess abilities such as, emotional intelligence, flexibility, self-awareness and have a grasp on other clinical disciplines other than their own as an effective aspect of leading a group of individuals (Saeed at el., 2014, p. 319). To best serve the nursing staff the leaders should have a working knowledge of the clinical arena they are supervising to enhance overall performance of the nursing staff. It is important that the leadership team is familiar with the culture of the unit they are overseeing.
Nurse Manager and Leadership Development Program
It is clear there needs to be extensive broad ongoing training for managers and leaders in any organization. Providing leadership with the necessary tools to be successful can enhance the organization community and employee’s perception. It appears ongoing training would be more advantageous for leadership as opposed to leaving the individuals to receive training on their own, whereas clinical leadership education and training on site for non-technical skills should be offered since health care professionals are required to keep their technical skills up to date via corporate training (Leggat ; Balding, 2013, p. 31).
According to the institute on medicine, 2011 in the Future of Nursing report the advancement of leadership is more critical in present day healthcare since they accentuate the requirement for more prominent leadership, and to meet the end goal of achieving enhanced leadership skills there is a need to develop an individual’s leadership competencies (Finkelman, 2016, p. 18). To achieve this goal current or future nurse leaders can be trained on the job; attend off site training programs; or some go on to further their degree for instance, obtain a higher-level of education such as a Bachelor of Science of Nursing (Finkelman, 2016, p. 18).
Nursing higher education programs and graduate programs should intertwine measures which exhibit leadership benchmarks is imperative and should be upheld by maintaining clinical advancement programs dependent on education, certification and advanced preparation learning for example, a BSN, Master’s or DNP program (Finkelman, 2016, p. 21). Nursing education programs can instill the importance of becoming active and joining a professional nursing organization that has goals aligned with the nursing profession. To effect positive change nursing students should understand the effects of becoming an advocate for the nursing profession and align themselves with nursing organizations who demonstrate professional development, and change become politically active in in policy changes.
Conclusion
In conclusion, transformational leadership is interpersonal influence, practiced in circumstance, through the communication process, team activities, toward the attainment of mutual goals by discovering the organizations destiny and having the courage to follow it. Additional transformational leadership style separates itself from other leadership styles by focusing on inspiring and motivating their team members because they expect the best from everyone and hold themselves accountable in achieving common organizational goals. Today’s health care environment requires strong leadership to be an advocate for their followers to effect change with in a department. To meet the prerequisites of a good leader they should be equipped with good communications skills, group building capacities, trust, information base of healthcare environment, professionalism and moral values alongside clinical reasoning, planning and administrative skills. Nurses can become leaders through continuing education, training and professional growth.
A Healthcare system requires strong leadership to effectively manage a variety of departments, address the issues of our communities, provide patient-centered care while be cultivating an atmosphere where innovation and creativity can grow.

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