Assignment: type of leadership

Assignment: type of leadership ORDER NOW FOR CUSTOMIZED AND ORIGINAL ESSAY PAPERS ON Assignment: type of leadership Make an appointment to interview a nurse leader. Nova Southeastern University faculty are not to be interviewed. Set up mutually convenient time that is not during your clinical rotation this semester. Explain to the nurse leader that you are in a leadership course and want to explore the individual’s leadership role in the organization. Assignment: type of leadership Interview question guide An introduction of the leader you are interviewing (no names or places should be identified), How long they have been a nurse? The type of leadership style they utilize. What characteristics does the leader believe are important for effective leadership? What techniques does the leader use to empower their staff/colleagues? Describe the findings from the interview using the literature to support the type of leadership characteristics and type of power used by this leader. Summarize by reflecting on the experience and the impact this assignment may have on your future as a nurse. Assignment Criteria: Develop a scholarly paper that addresses the following criteria: The scholarly paper should be in narrative format, 5 to 6 pages excluding the title and reference page. Include an introductory paragraph, purpose statement, and a conclusion. Include level 1 and 2 headings to organize the paper. Write the paper in third person, not first person (meaning do not use ‘we’ or ‘I’) and in a scholarly manner. To clarify: I, we, you, me, our may not be used. In addition, describing yourself as the researcher or the author should not be used. Include a minimum of 3 professional peer-reviewed scholarly journal references to support the paper (review in Ulrich Periodical Directory) and be less than five (5) years old. APA format is required (attention to spelling/grammar, a title page, a reference page, and in-text citations). Assignment: type of leadership attachment_1 attachment_2 Nurse Leader Interview Name Nova Southeastern University Nurse Leader Interview To understand the difference between the terms management and leadership, Kelly (2012) states, “management is a structural process, while leadership empowers followers and by, its inherent nature, is symbolic and political” (p. 2). Leadership is tool that will influence others in the work setting. The description of leadership being symbolic indicates its indirect effect on the followers, perhaps the motivational portion. While its political stand will indicate the effectiveness of the company or the interaction between the job and the employee. In the nursing profession where things are constantly changing, leadership is crucial in helping nurses adapt and in their decision making. According to Almeida de Moura, Bernardes, Pazetto Balsanelli, Barboza Zanetti, and Gabriel (2017), it is “expected to find a positive relationship between leadership and the variables: organizational commitment, empowerment and productivity; and a negative correlation between leadership and turnover and stress at work” (p. 443). This means that the term leadership should not be more focus on a higher rank or supervisor but more as on the team. Taking the teams ideas and finding ways to keep a pleasant environment as well as an effective environment. It is not about domination but rather an association where the leader takes everyone’s point of views and leads the team towards achieving their shared objectives. The purpose of this paper is to understand how leaders impact employees and the nursing environment as a whole with their type of leadership and skills. The Interviewee The nursing leader interviewed is an African American male, who has been a nurse for 38 years. His current position is a nurse supervisor on the emergency department. He has held this position since the year 2012. Prior to this he has had other experiences in other floors. His first job as a nurse was on a Medical-surgical/psychiatric unit where he worked for a year and then went on to work for the emergency department. After three years, he decided to become a correctional nurse in a male prison. He describes this setting as being the one that truly help him gain experience in leading. The interviewee stated, “we don’t see it but most things in life always follow a structure and in a prison, you see this more within inmates”. The Interview The interview was conducted on Friday, April 6 th , 2018 during afternoon hours. The interviewee agreed and was informed about the leadership questions that would be asked. The purpose for this interview was to get an insight of his leadership style and the impact that it had on the unit where he supervises. The interview took approximately 45 minutes and was held in an outdoors setting during his lunch break. During this interview, the interviewee’s name will not be identified, and he will be addressed as the interviewee or Mr. JT. AR: Thank you, Mr. JT for seating with me today and taking from your time to be interviewed. My name is Andrea Rivera, and today I will be asking you a series of question pertaining to your leadership style. Mr. JT: Hi Andrea, it is a pleasure to be here and give you information on how I lead my team and my thoughts on how this unit should be run. For starters, leading has not been a new thing for me. I feel like during my whole life, I have been a leader. I am sure that after you conduct this interview you will feel the same. AR: What do you mean by “I feel like during my whole life, I have been a leader”? Mr. JT: Well, everyone has their point of view on particular situations but at the end everyone has the ability to making their own decisions for themselves. If you are continuously making decisions, that makes you a leader. I do not believe that a leader is one that tells another person what to do but one that has ownership. In my life I have not away been “the boss” but I have always had the opportunity to take initiative. AR: How would you describe your style of leadership? Mr. JT: I have been a part in both formal and informal types of leaderships. During both of my experiences, what I have seen is that a democratic leadership is most effective. I like to think that that is the leadership I follow in my unit. AR: Why do you think that a democratic leadership is most effective? Mr. JT: To have a proper functioning work environment, you must make everyone feel a part of it and make the people in that team feel welcomed to work. You want to set an environment where they want to work and not feel like it’s a burden. AR: Do you think that the type of leadership or environment you create will influence the delivery of patient care? Mr. JT: Of course, look as a supervisor I have always said what happens at home do not bring it to work and what happens in work to take it home. But, truth is that we are all human and if we do not feel good we might not be able to share that energy with patients who need it the most. AR: You make this sound easy but how do you try and take everyone’s consideration or opinions into account? Mr. JT: I never get my title of Nurse Supervisor to get to me and feel superior. I believe that leading is being a part of the team, so I continuously ask the people I work with if they need help. I offer all my resources to them and I am there for them by listening. You will hardly ever see me behind the desk. You see me running the floor offering extra seats to patients, asking nurses if they need help with something and advising them rather than ordering them. I `believe that we are all adults and should not be told what to do. AR: If you do not tell people what to do, how do they know what to do? Mr. JT: No, what I meant to say is that I don’t tell people what to do more than once. In the morning everyone is assigned their assignment and I give everyone the leverage at that time to speak up if they have any concerns. AR: How do you address those concerns for instance, if a nurse is complaining of having too many patients and the unit is understaffed? Mr. JT: I hear out their full complaint and do not respond until the person finishes. Then, I will overlook at this person’s assignment and what I have usually have done I will explain it. When it comes to situations like this what my staff and I do is that the least critical patients will be assigned to this person. This person may have six patients while the other have four patients, but they are far more critical. If this person after my explanation is not happy then I’ll try to switch her assignment with someone else’s. AR: It sounds like you show a lot of respect by hearing out your team. Mr. JT: You learn a lot by hearing people out. AR: What type of challenges would you say you face? Mr. JT: On a day to day basis, there is many challenges, but it depends all on your attitude. If I was to dwell on one specific problem I will be tormented the whole day and torment others. One of the biggest challenges I would say is adapting to changes. For instance, in all companies where you work there will be new protocols put into place for the safety of the employee or patients. These protocols require a lot of work and involvement of your team. You don’t want to stress them out, but you cannot ignore it. What I do is that. I adjust by attitude and first remind them of the main goal lets’ say it is “keeping patient’s safe” and then go on about the protocol. After I am done I will remind my team that we are all in this together and I am another set of hands if they need me. AR: That is very nice. How do you think your team describes you? Mr. JT: That’s a funny question because this is usually what they call me “the father”. I try to be a father figure in the nursing environment. My knowledge, experience and title are there to lead them and nothing else. AR: I am so glad you think that way and that your team can rely on you but what do you do in a case where one of the teammates let’s say a nurse is not doing what they should be doing or does not have the right attitude? Mr. JT: I never bring the person down and tell them what they are doing wrong. Instead I try to always use compliments to motivate them. In cases like this where an action must be changed. I may sound affirmative when this happens and after I have heard their concerns I will ask why did you decide to work here? AR: That sounds like a harsh question, what are the responses? Mr. JT: You can get one of two responses. With this question they may be reminded of their goal in the first place or they may take it as a threat and be reminded that being there is not an obligation but more of an option. In both ways I feel like I am helping them. Remember, what I said in the beginning of this interview. you are the leader in your life because you are the decision maker. AR: Once again thank you for your time and giving me an insight of your leadership type. I really wish more leaders thought themselves as mentors rather than bosses. Mr. JT: Thank you! If you have any other questions do not hesitate on contacting me and it has been a pleasure to meet you. Conclusion On a fast pace nursing unit like the emergency department. The interviewee, Mr. JT, has shown the impact that his democratic leadership has had on the floor’s effectiveness. He has created a setting where teamwork helps achieve the shared goal of the people. Teamwork has helped the team itself overcome daily challenges faced in that unit. His democratic style has shown his peers that he cares for the staff. As Peng, Liu and Zeng (2015) states, “caring for the nursing staff is imperative for nurse leaders; it is a moral agency linked to job satisfaction and high-quality care” (p. 708). The proper attitude shows to also have an influence in the healing process of patients. As nurses it is important to remember the psychosocial aspect of patients. Mr. JT, earlier in the interview talked about the important of having a great attitude even when the circumstances aren’t in favor and keeping the goal of your job in mind. This goal should be focused on patient care. Skarholt, Blix, Sandsund and Andersen (2015) define democratic leadership as “the definition of health promoting leadership and supportive leadership style, where leaders seek to motivate and inspire their employees” (p. 936). Keeping everyone happy will set a health environment where obstacles do not interfere with patient care. It motivates the team to help others and grow on the concept of teamwork. Ultimately, nursing consists of a lot of teamwork to help a patient thrive to wellness References Almeida de Moura, A., Bernardes, A., Pazetto Balsanelli, A., Barboza Zanetti, A. C., & Gabriel, C. S. (2017). Leadership and nursing work satisfaction: An integrative review. Acta Paulista De Enfermagem, 30 (4), 442-450. doi:10. 1590/1982-0194201700055 Kelly, Patricia. (2012). Nursing leadership and management in nursing, (3rd ed.) New York: Delmar Learning Thomson Publisher. ISBN-13: 978-1-111-30668-7. Skarhold, K., Blix, E. H., Sandsund, M., & Andersen, T.K. (2016). Health promoting leadership practices in four Norwegian industries. Health Promotion International, 31 (4), 936-945. doi:10.1093/heapro/dav077 Xiao, P., Yilan, L., & Qingsong, Z (2015). Caring behavior perceptions from nurses of their first-line nurse managers. Scandinavian Journal of Caring Sciences, 29 (4), 708-715. doi:10.1111/scs.12201 Get a 10 % discount on an order above $ 100 Use the following coupon code : NURSING10

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