...Leadership & Management in Nursing Shortage & Nurse Turnover We are all leaders and managers at some point in our lives. There are many opinions about the differences in leadership and managerial styles of leading. There are those who use the terms interchangeably and believe they are the same, those who believe that “leaders” and “managers” are opposites, and those who are in between. Although there are fundamental differences, individuals can be successful in both roles, and organizations need both to be successful. The purpose of this paper is to define and discuss the approaches in leadership and management styles in relation to the nursing shortage and nurse turnover using theories, principles, skills, and roles of the leader versus manager, and to identify this student’s professional philosophy of nursing and personal leadership style. Definitions of Leadership & Management Styles Leadership and management are two terms that are frequently compared. They are not the same, but they are linked. Some people have one or the other skill sets while others may have both. According to the Educational Business Articles (EBA) (n. d.), leaders focus on achieving tasks by keeping the team inspired, motivated and empowered (transformational leadership). It also involves expecting the best out of everyone for the benefit of achieving the team’s goal (EBA, n. d.). Some effective leadership characteristics are: vision, motivation, inspiration, persuasion, teamwork, building relationship...
Words: 1321 - Pages: 6
...Application of Theory Neukenya Jokines Chamberlain College of Nursing Application of Theory The future of nursing is dependent upon nursing leadership that adheres to the professional standards in regards to education, research and practice. On a daily basis decisions are made by nurses that directly affect the lives of others. Nursing theory is a guide that has been set in place in order for nurses to look upon when it comes to daily healthcare decisions. It was stated by Cody (2003), that “one learns to practice nursing by studying nursing theories” (pg. 226). This statement can be applied to the problems of nursing leadership, problem solving and decision making. Cody (2003), also states that “nursing practice will be transformed to the betterment of humankind when all nursing practice is fully autonomous and guided predominantly by nursing theory” (pg. 230). For many years nursing practice has found its foundations from nursing theories. Understanding how nursing knowledge within healthcare organizations influence patient and organizational outcomes are discussed in the middle range theory of nursing intellectual capital (Covell, 2008). Intellectual capital is defined as the combination of collective knowledge of individuals and structures in an organization or society. The theory consists of two concepts of nursing which includes human capital and nursing structural capital. According to (Covell & Sidani, 2013) “Intellectual capital theory defines human capital...
Words: 1758 - Pages: 8
...Leadership and Nursing Turnover Emergence of new healthcare policy, changed vision in healthcare based on prevention and wellness and the attempt to add entire population under the shield of care, demand greater nursing care to meet the challenges. Good leaders can create expert nurses capable of undertaking future challenges and keep them in the facility, creating better patient satisfaction and outcome. Research article by Furtado, Batista, & Silva (2011) explores the leadership role in nursing turnover and career abandonment intention. This article is relevant today as many nurses abandon facilities for career growth, seek better work environment or change career altogether. The Issue of Nurse Turnover in Present Day Healthcare Nursing turnover is a huge problem affecting healthcare industry today. Literature review from the above mentioned research article shows that while economy is growing and unemployment rate is low, there shall be high nurse turnover but when job availability decreases and economic growth slows down, nurses are forced to stick to the same position whether they are satisfied or not. Also, some frustrated nurses are likely to abandon the career and seek job elsewhere. Healthcare organizations require highly trained, stable and fully engaged nurses to provide effective care and the financial cost of losing a single nurse is more than twice a nurse’s annual salary (Hunt, 2009). Financial burden of nurse leaving the facility, cost of hiring and training...
Words: 1038 - Pages: 5
...Leadership in Long-term Care: Managerial Qualities that Reduce Turnover Rates in Nursing Homes Riley Reedy BUSN5990/18 Dr. Eskerod 11 December 2017 Identifying managerial skill sets that are effective in reducing turnover rates in nursing home facilities has become crucial as the United States begins to experience a major growth in demand for the long-term care (LTC) sector, and a shortage in relevant healthcare professionals. The aging of the baby boomer generation has resulted in an American population that is currently 15% aged 65 years and older, a 6% increase since 1960 and has thus created a sharp rise in the demand for long-term care options for individuals that are no longer able to live independently. . This could ultimately fuel a 75% increase in the number of geriatric...
Words: 1729 - Pages: 7
...RETENTION RESEARCH PAPER Nurse Retention Herbert Albert Health Sciences Center School of Nursing 07/28/08 Contents Introduction Literature review Plan of action Discussion Conclusion Introduction The priority goal of every hospital leadership team is to develop and retain a stable workforce that provides high quality patient care (Missouri Hospital Association [MHA], 2005). Nurse retention and recruitment are the top issues that all health organizations are facing in nowadays. They most effectively develop strategies not only to recruit nurses, but to retain experienced and knowledgeable bedside nurses who will deliver an excellent care. Practical retention plans and strategies are crucial to the financial and quality outcomes of an organization (Golden, 2008) Factors that are contributing and affecting nurse retention and consequently causing workforce disruption are related to high turnover, aging workforce, and job dissatisfaction. Literature Review Turnover is costly to an organization, creating significant financial burdens and affecting morale and clinical quality (Golden, 2008). Although the full impact of staff nurse turnover on hospital costs has not been assessed, costs associated with recruitment and hiring, personnel processing and training of new nurses are known to significantly increase as result of high turnover (Weisman, Alexander&Chase, 1981). There are several...
Words: 1640 - Pages: 7
...Leadership and Nurse Productivity Leadership and Nurse Productivity This paper will review an article by Elizabeth Curtis and Rhona O’Connell in Nurse Management-UK. “Essential leadership skills for motivating and developing staff” reviews the importance of leadership skill and empowering staff (Curtis & O'Connell, 2011). This article discusses the effect manager has on the staff they supervise, and how a negative attitude can produce negative results; whereby a positive and supportive environment can produce staff Nursing Leadership and Developing Staff Productivity. In the article, Curtis and O’Connell discuss the difference between transactional and transformational leadership. Transactional leadership is based on working on an agreed level of performance for a reward. Managers only intervene when something goes wrong. It is a reactionary type of managing. Transformational leadership, on the other hand, is supportive of the employee. Transformational leadership results in higher employee performance, positive relationships and greater employee satisfaction. When employees have job satisfaction is leads to increased productivity and retention. Data Analysis In reviewing and analyzing this article, the transformational leader has four main elements. These elements are charismatic leadership, inspirational motivation, intellectual stimulation and individual consideration (Curtis & O'Connell, 2011). This leadership style is important in...
Words: 852 - Pages: 4
...TOPIC: LEADERSHIP STYLES CONTENts page INTRODUCTION 3 UNDERSTANDING ON LEADERSHIP STYLES 3-9 DISCUSSION ON LEADERSHIP STYLE OF A LEADER 10-11 THAT IS APPARENT IN THE EFFECTIVE PROVISION OF HEALTHCARE DISCUSSION ON LEADERSHIP STYLE OF A LEADER 11-12 THAT FACILITATES POSITIVE STAFF DEVELOPMENT CONCLUSION 12-13 INTRODUCTION in today ever rapid changing and challenging healthcare environment, nurses are required to develop their leadership skills where effective leadership styles they choose to deliver high quality care with improved patient safety outcome (Treguno et al, 2009); healthy work environments (Shirey, 2009): job satisfaction (Heller et al, 2004; Sellgren et al, 2007); lower turnover rates (Gelinas and Bohen, 2000); and positive outcome for organization and patients (Wong and Cummings, 2007) and healthcare providers (Cummings et al, 2005). It must be emphasized that leadership should not be viewed as an optional role or function for nurses. Nurse leaders nowadays confronting challenges like new roles, new technology, financial constraints, greater participation...
Words: 3138 - Pages: 13
...Jean Watson's Caring Theory to the Nurse Staffing Ratio in Practice Chamberlain College of Nursing NUR501: Theoretical Basis Advance Nursing December 05, 2015 Introduction Nursing theory impacts the practice of nursing in many different ways that can have a great influence. Theory provides a structure to support and shape nursing practice, encourage quality of patient care, and can be utilized in practice situations to give solutions to problems in nursing practice. Utilizing theories to solve nursing obstacles can be used in educational settings, research environment, direct patient care, informatics, as well as in administration and management of nursing care services. The advantages of applying theory to resolve a challenge in nursing practice can be demonstrated by applying Jean Watson’s theory of human caring. Jean Watson’s theory of human caring is a grand theory that provides to the empirical stand point of nursing. It emphasizes on genuine caring about the human being as whole; meaning caring about the human’s mind, body and spirit in order for the healing process to sustain at highest level. Her theory is portrayed as a model of caring which art and science are both included; presenting a framework that involves and divides art, science, humanities, spirituality, mind-body-spirit in medicine, and nursing (Watson, 2000). Nursing practice today is impacted by Watson’s caring theory. It does not only enable nurses to improve care for patients as...
Words: 2218 - Pages: 9
...Employee Turnover at Academy Allergy Asthma & Sinus Center By Neil Patel doctorneil@me.com MGMT 591: Leadership and Organizational Behavior Professor Hallcom Aug. 20, 2014 Introduction: The Academy Allergy Asthma & Sinus Center located in Pueblo, Colorado. I have been working there on and off for the last 15 years of my life in various roles. My father is an allergist there and has been helping patients in Southern Colorado with asthma, chronic cough, wheezing, food allergies, drug reactions, reaction to insects, hives, and rashes. My father trained at National Jewish Hospital in Allergy Asthma Immunology and finished his fellowship and set out to have a little piece of his American dream, a private solo practice. My father started the clinic in Pueblo in the 1980’s and slowly opened satellite clinics in Colorado Springs, Canon City, La Junta and Alamosa. Currently has one other physician, and a physician assistant working with him, with a support staff of roughly 30 employees. The support staff includes two receptionists, two insurance clerks, one transcriptionist, one marketing paid intern and approximately 20 nurses. The market segment that this clinic caters to is lower-middle class, and middle class patients from the blue-collar town of Pueblo, CO. Most of these patients have Medicaid insurance. Patients come in as walk-ins many times without any prior appointments. Sometimes wait times can be longer than usual if many patients walk...
Words: 3987 - Pages: 16
...organization. Today for a nurse to hold on and work blissfully in one work place is challenging due to dissatisfaction of their job. Tang and Ghani (2012) argued nowadays, even though there are abundant opportunities available in Malaysia, nursing is no longer popular as it used to be. Chaulagain and Khadka (2012) stated one of the issue raise in quality improvement program is job gratification among nurses as it is a crucial issue being faced by most healthcare organization. The efficiency of healthcare services is affected due to increase rates of nurse’s turnover and absenteeism resulting from low job satisfaction. Understanding the factors that nurses are satisfied and dissatisfied will enable interventional measures be taken to improve the working conditions. Whereas such understanding will not improve the retention rate, it will improve the nurses’ work performance leading to better quality care to the patient (Newman et al, 2002). Judge et al (2002) assert the most widely investigated in the history of healthcare organization psychology, job satisfaction is the most widespread research topic. This module required us to identify and debate on a contemporary issue. Hence, factors influencing job satisfaction among Malaysian nurses will be explore through reflection on experience and the literatures I retrieve using database. Reflective practice is an important aspect of nursing management and in this essay discussion on implications of job satisfaction among nurses affecting...
Words: 3712 - Pages: 15
... Nurse Retention 07/28/08 Contents Introduction Literature review Plan of action Discussion Conclusion Introduction The priority goal of every hospital leadership team is to develop and retain a stable workforce that provides high quality patient care (Missouri Hospital Association [MHA], 2005). Nurse retention and recruitment are the top issues that all health organizations are facing in nowadays. They most effectively develop strategies not only to recruit nurses, but to retain experienced and knowledgeable bedside nurses who will deliver an excellent care. Practical retention plans and strategies are crucial to the financial and quality outcomes of an organization (Golden, 2008) Factors that are contributing and affecting nurse retention and consequently causing workforce disruption are related to high turnover, aging workforce, and job dissatisfaction. Literature Review Turnover is costly to an organization, creating significant financial burdens and affecting morale and clinical quality (Golden, 2008). Although the full impact of staff nurse turnover on hospital costs has not been assessed, costs associated with recruitment and hiring, personnel processing and training of new nurses are known to significantly increase as result of high turnover (Weisman, Alexander&Chase, 1981). There are several factors that contribute to hospitals currently high turnover. Unrealistic workload...
Words: 1632 - Pages: 7
...of ensuring that their love ones are placed in nursing homes. According to the Center of Disease Control (CDC) (2012), about 1.5 million Americans live in nursing homes and about 22% of 5.3 million people 85 years of age or older had a nursing home stay in 2006. They go on to say, there are approximately 16,000 nursing homes and about 1.7 million nursing home beds in the United States. While only twelve percent of nursing home residents are between the ages of 64-74, 45% are over 85 years of age. It is estimated that anyone over 65 years of age will have a 43% chance of spending some time in a nursing home (Kemper and Murtaugh, 1991) and about 24 % of these individuals will spend less than a year in residence at a nursing home (CDC, 2012). The key employees of the nursing home that have the most interaction and greatest impact with the residents of nursing homes are the registered nurses (RNs), licensed practical nurses (LPNs), and certified nursing assistants (CNAs). For several years the shortage and turnover rate of nursing home staff has long been a serious problem for multiple nursing homes nationwide (Pillemer, et al., 2008). Providing effective and safe quality care in nursing homes requires clinically and interpersonally competent staff. Research findings suggest that inadequate supervisory, managerial, and human resource practices within nursing homes contribute to poor outcomes, including high nursing staff turnover, lower employee satisfaction, and poor clinical...
Words: 2812 - Pages: 12
...Clinical question My clinical question is “how is nursing residency program beneficial to new graduate registered nurses? Nursing residency program is a program designed to increase retention and provide essential tools to promote graduate nurse success and productivity. (Welding, 2011). Nurse Residency program gives the nurse who is a novice the learning base and expertise set required to move to clinical nursing practice competence while giving the skills required to meet the mission and objectives of the organization, the program gives nurses the administration abilities to work cooperatively within a multidisciplinary team. The nurse residency program bridges the gap between...
Words: 1118 - Pages: 5
...Status and Healthcare Changes Hollie Kennedy Walden University NURS 3001, Section 10, Issues and Trends in Nursing November 8, 2014 Magnet Status and Healthcare Changes Magnet status has become the gold standard for healthcare organizations in the past few years. Policy changes, goal setting, meeting those goals and documenting all this to achieve magnet status. Achieving Magnet status is a rigorous, long, and costly process. Magnet status was designed to make healthcare organizations safer, reduce infection, mortality, hospital acquired UTI, and fall rates. Improving employee satisfaction and retain nurses was another reason. Only a handful of healthcare organizations nationwide has received magnet status. Once received it has to be maintained every four years. The purpose of this paper is to discover how magnet status drives healthcare changes. History of Magnet Status The nursing shortage of the 1980s had researchers curious how some hospitals were able to retain nurses. High nurse turnover and vacancy rates were affecting most hospitals. Researchers looked at the hospitals that were retaining nurses and what they were doing right. Magnet status was created in 1983 after investigating hospitals that retained nurses; it was determined that these hospitals had quality patient, resident, and client care. Magnet organizations have a history of positive nurse and work satisfaction linked to increased autonomy in practice, structural empowerment, participation in...
Words: 960 - Pages: 4
...provides an introduction to the issue of nursing leadership, addressing definitions and theories underpinning leadership, factors that enhance leadership in nursing, and the nature of leadership content taught in undergraduate programmes. Highlighted are differences between leadership and management, and the notion that leadership can be ‘learned’. The authors also point out that there is a discrepancy between how leading undergraduate nursing programmes prepare students primarily in the transition of education to practice, and the suggestion from a number of nursing publications that leadership in nurses should be fostered throughout their education. Key words: Nursing leadership n Management n Factors that enhance leadership n Undergraduate programmes he importance of effective leadership in health care has been emphasized by a number of authors (Dunham and Fisher, 1990; Hewison and Griffiths, 2004; Carney, 2006; Greenfield, 2007; Sutherland and Dodd, 2008), and nursing leadership is pivotal to this as nurses represent the largest discipline in health care (Oliver, 2006; Marquis and Huston, 2009; Roussel et al, 2009; Sullivan and Garland, 2010). Research on leadership has demonstrated a positive relationship with improved patient safety outcomes (Tregunno et al, 2009); healthy work environments (Shirey, 2009); job satisfaction (Heller et al, 2004; Sellgren et al, 2007); lower turnover rates (Gelinas and Bohen, 2000); ...
Words: 4016 - Pages: 17
