NR 501 Week 6: Impact of Nursing Theory Upon Healthcare Organization
NR 501 Week 6: Impact of Nursing Theory Upon Healthcare Organization
Peplau’s nursing theory may assist in bringing cohesiveness among the health care team, as through its application, leadership skills might be improved, which could positively impact cohesiveness in the clinical practice. Peplau’s theory of interpersonal relations is an adequate nursing theory that specifically play an excellent role in resolution of administrative problems as well as issues affecting staffing and staff performance when applied by managers and nurse leaders
According to Kumar, Deshmukh, & Adhish (2014) the skills associated with handling self, such as emotional capabilities, time management and active listening are crucial characteristics for the foundation of managing and leadership teams to be able to function in a constructive manner. The implementation of team building exercises play an essential role in accomplishing the goals of the organization. These exercises are of paramount importance when referring and addressing the health care factor in both the clinical as well as public health settings. The main and distinctive quality of a cohesive team is a joint vision towards the achievement of goals.
As a leader, creating and supporting a strong and cohesive team, the nurse will also help the patients take on maximum responsibility for meeting his or her treatment goals, as this will take place in a healthy working environment conducive to productive nursing work. A nurse leader who intends to promote a healthy working environment will take on other roles such as technical expertise and tutor in which this leader makes herself or himself available to the junior nursing staff, providing technical support, also act as a safety agent, environment manager, mediator in any circumstance that mediation is required, administrator and researcher.
According to Kumar, Deshmukh, & Adhish (2014) the team is a cooperative relationship supplementing and supporting each other’s skills, interacting openly and clearly with one another and holding themselves mutually accountable.
According to Hurley, J & Hutchinson, M. (2013) leadership is about relationships. For a nurse leader, it is important to adapt to a leadership style that nurtures healthy relationships intra-professionally and inter-professionally,that is among nurses, nurse leaders and other leaders within the organizations. Applying Peplau’s theory of interpersonal relation can be useful for nurses to adopt in their professional career.
References
Hurley, J & Hutchinson, M. (2013). Setting a course: A critical review of the literature on nurse leadership in Australia. Contemporary Nurse, 43(2), 178–182. Retrieved from https://search-proquest-com.chamberlainuniversity.idm.oclc.org/docview/1698634428/fulltextPDF/EC172494A2C84A47PQ/1?accountid=147674 (Links to an external site.)
Kumar, S., Deshmukh, V., & Adhish, V. (2014). Building and Leading Teams. Indian J Community Med, 39(4), 208-213. doi: 10.4103/0970-0218.143020 (Links to an external site.). Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4215500/ (Links to an external site.)
As healthcare providers we are always tasked with caring for a patient in every aspect. Caring for a patient can already be very tiring and difficult to do. With the addition of unit or organization stress causes people to feel unappreciated or not respected as workers. In regards to Adalaida’s response about the struggles of her work place I feel like that is all too common in nursing. I don’t specifically have a problem with that, but some of my friends who are nurses have had problems with management and other nurses that don’t get addressed in a timely manner if at all. I believe that a theory that could help to develop and engage employees would be the transformational theory. As stated in Hutchinson and Jackson’s article the attributes of a transformational leader are “dynamism, self-confidence, inspiration, emotional intelligence, and symbolism” (2013). Referring back to the difficulties felt and seen in a nursing unit that lacks cohesiveness between management and employees it is almost a unit that needs a very strong leadership person that can come in and put their foot down to stop all the hazing, bullying, and begin to solve staff problems. Strong leaders have to also show that they are willing to put in the time to listen and respond to any issues within the unit. they should start by addressing the most immediate concerns first and the least concerning as they have time to. By coming in with strong footing and helping to address the concerns of the unit can help people to understand how important it is to work as a team and if people do not change their behaviors they should get corrective actions and if that doesn’t work they should be terminated. While being a strong leader doesn’t in any way mean that you are disrespectful to the staff or rude in the way you approach situations, but you present your goals and enthusiasm for creating a healthy helpful environment and try to motivate the staff of the unit to take on those same thoughts and feelings will help to bring everyone together as a team.
References
Hutchinson, M., & Jackson, D. (2013). Transformational leadership in nursing: towards a more critical interpretation. Nursing Inquiry, 20(1), 11-22. doi:10.1111/nin.12006
Concerning the need for a nursing theory of transformational leadership, I do not see the need. The abundance of nursing literature translating the leadership style for use by nursing leadership is likely sufficient. Consolidating the information into a specific nursing theory seems redundant.
Transformational leadership has generally been acknowledged as the most effective leadership style. Unlike the quid-pro-quo style of transactional leaders, transformational leaders encourage followers to create a personalized vision of their role and the future of the organization (Jackson, Hutchinson & Jackson, 2013).
Shared governance would be maximally effective when used in conjunction with a transformational leadership style. The members from each unit that sit on the nursing practice counsel (NPC) can employ transformational leadership styles to encourage nurses on their units to identify deficiencies in practice and develop strategies to combat them. The CNO can act as the ultimate transformational leader in this model, as their approval is required for the development of new NPC bi-laws (Meyers, et al., 2014). Shared governance is a structure of leadership that necessitates follower engagement because leaders are identified throughout the organization and take suggestion from their peers and coworkers.
References
Jackson, D., Hutchinson, M., & Jackson, D. (2013). Transformational leadership in nursing: Towards a more critical interpretation. Nursing Inquiry, 20(1), 11-22.
Myers, M., Parchen, D., Geraci, M., Brenholtz, R., Knisely-Carrigan, D., & Hastings, C. (2013). Using a shared governance structure to evaluate the implementation of a new model of care: The shared experience of a performance improvement committee. The Journal of Nursing Administration, 43(10), 509-516. doi:10.1097/NNA.0b013e3182a3e7ff
