Leading in a Complex, Evolving Environment Sample Assignment
NUR 514 Leading in a Complex, Evolving Environment Sample Assignment
Leading in a Complex, Evolving Environment Sample Assignment
In the current world, health care is going through a lot of changes and developments. It is something that will continue even in the future due to the many developments taking place in the field. Nurses are the people who are leading the transformation in the health care sector. The nurse leaders hold most of the roles for reacting to the challenges and integration of the new resolutions to make sure that the care of the patients is effective and supports the progressive outcomes. This paper then describes a multi-generational workforce gap as an issue faced by nurse leaders in health care delivery. It also discusses the qualities required by nurse leaders to efficiently tackle the problem and issues that may occur in the future in case the problem is not solved.
A multi-generational workforce gap is a major problem faced by nursing leaders. It is because the nursing personal in the current world spans from various generations. In this case, nurse leaders need to manage the nurse workforce with different work habits, attitudes, and communication styles (Leiter, Price & Laschinger, 2010). They have to continuously learn on ways of identifying with the generational differences to ensure that the nurses from the various generations can communicate clearly regarding the habits and expectations to reduce conflicts. The multi-generational workforce is a problem since the generations that consist of the nursing personnel bring different experiences and ideologies to the health care sector (Hendricks & Cope, 2013). What fuels the multi-generational workforce gap problem is the fact that every generation has various perceptions of the leadership, authority, and work ethics of nursing. Multi-generational issues impact the nursing leaders since conflicts may arise in the process of delivering health care services. Patients care may also be affected since the nurses are the people responsible for ensuring that they are in a good state. A good example is communication issues that may exist between nurses from generation X or the Millennials and the patients. It is because these nurses may prefer communicating with the patients through the phones, which may become a problem when taking care of the patient since they may fail to express themselves accordingly. Leading in a Complex, Evolving Environment Sample Assignment
Nurse leaders may address the problem of the multi-generational workforce by implementing the strategies that foster a respectful hospital setting, such as succession plans and professional development portfolios. The nursing leaders should focus on the common objectives among the generations, like decreased medical errors, excellent quality delivery of health care, and a safe environment of working (McCallin & Frankson, 2010). This will allow them to work effectively towards making sure that they follow the rule put in place by the leaders. The nurse leaders also need to include flexible styles of communication and ensure that nurse staff perform a self-evaluation of their communication policies. This will help them reduce the fights that may exist between the nurse leaders and the staff in the process of performing their daily activities when helping the patients recover from their illness.
The entities that should be taken into account include the organizations, stakeholders, operational systems, and patients. These entities form the basis of what a hospital setting should comprise of hence, when addressing the problem of a multi-generational workforce, they should be considered. Stakeholders are impacted in that they form the basis of making the decision of who is responsible for making sure that the nurse leaders have performed their duties as required. Organizations are also impacted in that they are responsible for making sure that hospitals have professional nurses who should conduct their activities as required by the hospital. Operational systems are also affected in that it makes sure that the nurses are able to provide the patients with quality services as required by the hospital. The patients should correspondingly be taken into account since they are the ones who receive the services provided by the nurses. They are impacted in such a way that when proper care is not provided, their health may be impacted, and others may end up dying. When the strategies are implemented, the nurses will be able to provide quality care to the patients, and they will eventually recover with no much problems. The patients will as well express themselves effectively when the nurses conduct diagnosis regarding their diagnosis. Leading in a Complex, Evolving Environment Sample Assignment
Critical thinking is the first trait nurse leaders should possess when implementing the strategies that foster a respectful hospital environment. It will help the nurses to develop their capacity to make effective decisions regarding the issues of multi-generational. The second trait is communication trait, which allows the nurse leaders to facilitate the cooperation of the nursing staff to dedicate themselves to understanding the importance of quality care on the patients. The communication skills will enable the nurse to leaders to inform the nurses on the importance of reducing conflicts in the hospital setting. It is evident from the transformational leadership theory, where leaders need to communicate effectively and use words that inspire action and encourage others to do what right (Tools, 2017). Dedication to excellence is another quality nurses should possess in setting the strategies. The nurse leaders need to be committed to making sure that the staff is aware of the importance of improving their performance as nurses when attending to the patients. They should show the nurses what they are required to do and act as an example for them. Respect is the other trait where the leaders should depict in setting up the strategies (Waxman et al., 2017). They should become passionate and show that they are people who instigate change and understand the need for a respectful place of work. It will thus give the nurse staff an opportunity to understand the importance of ensuring that the patients receive quality care and are able to recover from their condition.
However, in case the problem of the multi-generational workforce will not be solved, it will negatively impact the delivery of health care. A lot of conflicts may arise in the process since other nurses may claim that they have different ways of attending to their patients. It is because there may be no clear directions of what is needed to be done as nurses when attending to the patients. The nurses may also feel that they are not supported with regards to their interpersonal skills. This is a result of what they acquired in their different generations, thus impact their way in which they provide the care to the patient. Another challenge that may occur is that there may be no collaboration between the nurses. The relationship between the nurses may continue to deteriorate, and only the ones from a specific generation would agree on how they would wish to perform their activities. This then may encourage laziness among the nursing staff hence impact the way in which health care services are provided to the patients. For example, younger nurses may find that it is difficult to learn from older nurses on how to deal with issues that are in health care and vice versa. For this reason, they will have different views on the person who should become their nurse leader.
It is therefore clear that the issue of multi-generation is a problems that has greatly impacted the nursing leaders because the generations that currently exists consists of the nursing personnel who bring diverse experiences and philosophies to the health care sector. The thing that results in the emergence of the issues is the fact that every generation that exists has various perceptions of nursing leadership and authority. Nursing leaders should then implement policies that promote a conducive and respectful hospital setting. Among the skills that a nurse leader should possess to implement the strategies includes critical thinking, respect, communication skills, and dedication to excellence. These policies will make sure that the leaders to create a positive work surrounding collaboration among nurses, team building, and staff engagement thus bridge the gap between the generations. However, in case the multi-generational problem is not solved, it may result to a lot of conflicts and lack of collaboration between the nurses thus impact the delivery of health care services.
Hendricks, J. M., & Cope, V. C. (2013). Generational diversity: what nurse managers need to know. Journal of advanced nursing, 69(3), 717-725.
Leiter, M. P., Price, S. L., & Laschinger, H. K. S. (2010). Generational differences in distress, attitudes and incivility among nurses. Journal of Nursing management, 18(8), 970-980.
Tools, M. (2017). Transformational leadership: Becoming an inspirational leader. Mind Tools, 6.
Waxman, K. T., Roussel, L., Herrin-Griffith, D., & DAlfonso, J. (2017). The AONE nurse executive competencies: 12 years later. Nurse Leader, 15(2), 120-126.
McCallin, A. M., & Frankson, C. (2010). The role of the charge nurse manager: a descriptive exploratory study. Journal of Nursing Management, 18(3), 319-325.
Impacts of Contemporary Challenges in Care Delivery Facing Nursing Leadership
Currently, healthcare services are organized around healthcare professionals such as nurses, rather than the patient. For effective achievement of excellent outcome, the current healthcare organizational structures need to be changed. For instance, nurse care managers, intensive care unit registered nurses and operating room nurses, among others are required to deliver team-based care to promote care delivery. This change requires high organizational determination which can only be attained by a high-caliber leader. A leader who can comprehensively articulate the need and goals for change, present a vibrant vision of how to implement the change and motivate other nurses to participate in the needed change. However, nursing leaders are nowadays faced with several challenges such: How can I improve the quality of health delivery to the community? How can I balance investments in staffing and resources to promote patients health? How do I come up with the best health system to enhance effective and improved community health care? (Clark et al., 2015). Despite the above challenges, a great nursing leader with adequate leadership qualities will be able to overcome these challenges and prevent their negative impact to care delivery.
Nursing leaders in academic health centers are not just equipped to lead but are also in a better position to prepare the leaders of tomorrow. As a long-term measure, it is important that new nursing leaders must be adequately prepared to prevent such challenges from negatively impacting care delivery in the future. As at now, most nursing leaders who are 50 years or older, mainly gained their leadership position as a result of their public research, or productivity, or solid medical skills or just because they were excellent educators (Westra et al., 2015). Sadly enough, most of them never received any official leadership training. They learned leadership skills by observing the way that their role models, who were nursing educators or clinicians, perform their leadership tasks. However, the new system offers leadership training which is usually limited to the healthcare context.
Up to date, any leadership within the healthcare profession is based on conferred authority, as one being given the power to perform a particular service. This idea needs to change. The new structure needs to put the patient at the center of healthcare delivery. Implementation of the new change will enhance the delivery of patients care, promoting their health and reducing the number of chronic conditions. In a more in-depth perspective, most of these challenges being faced by nursing leaders while trying to change the system of care delivery need an adaptive response (Melnyk et al., 2014). They require the nursing leader to outline the challenge clearly, find an answer and permanently implement the solution, which is directed towards increasing the value, regarding quality and cost of care delivered. Increasing the value of care can only be achieved internally, by altering the mode of practice of nurses among other healthcare practitioners.
Nursing schools majorly produce solo nurses; however, the modern care delivery system requires teams. The main reason behind teamwork in care delivery is that an individual nurse cannot be able to produce a vast knowledge of disease management which they gained through their years in college and training. For this reason, they need one another to expand on the souse of information. According to Wong (2015), nurses are required to read up to 19 peer-reviewed articles in their line of practice every day all through the year to be able to keep up current information. However, working in teams reduces the pressure, while enhancing the improved quality of care delivery. Teamwork can be implemented and enhanced by a good leader.
According to Jones et al., (2016) individual who usually present with the highest urge to achieve, never produce the best leaders. Especially in the nursing field, successful care delivery depends on responsibility and control at a team level, which requires a broader spread of responsibility and control that might not be deployed by a higher achiever. A good leader might have the need for power but must base their thinking regarding group work and views responsibility for what it is. A good nursing leader must understand the importance of motivating other nurses to work in teams to be able to offer high quality and efficient care delivery services. Nursing educators have the mandate of producing qualified leaders with the required skills to overcome the current healthcare challenges and improve the quality of care delivery.
For new nursing leaders, some characteristics will be able to differentiate good leaders from the rest. For instance, all leaders are expected to be forward-looking, competent, inspirational and honest. Honesty requires the leader to be able, to tell the truth, and abide by the ethical principles and standards of practice. By forward-looking, the leader must be able to have a sense of direction and concerned about the future of the nursing profession and the healthcare system as a whole (Wong, 2015). They must also be inspiring in the sense that they can be able to share genuine excitement, enthusiasm, and energy in working toward future goals. Lastly, competence requires the leader to be able to keep track of the healthcare records and being able to complete the assigned tasks.
Five senior leaders of the American Association of Colleges of Nursing suggested that future nursing leaders should be professional willing to serve other nurses and patients, with a high state of mindfulness. It is crucial for a leader to be mindful to others to reduce misrepresentation and be able to correctly interpret perspectives and thoughts to be able to overcome the challenges faced by the current leaders. The future leaders must be able to understand their emotional state maturely and always be self-motivated. Finally, the five senior leaders also reiterated on the importance of emotional empathy as a quality for future leaders (Jones et al., 2016). With this trait, they will be able to generate reasonable and innovative ideas, while being able to understand what an individual at the third level is doing. Leaders with all the above traits will be able to effectively overcome the current challenges faced by nursing leaders and even come up with new healthcare systems which are patient-centered and not based on the healthcare provider.
However, failing to overcome the challenges discussed above successfully might deteriorate the quality of care delivery and hence increase the number of chronic illness. Future leaders will lack role models and end up repeating the same mistakes, prolonging the same challenges. For instance, failing to adopt teamwork in care delivery will increase the number of medical errors, in terms or patient record keeping and misdiagnosis. Nurses will lack someone whom they can be accountable to or consult in case they doubt the care plan of a patient with a chronic health complication. Additionally, lack of formal training for future nursing leader will groom leaders who will not be sure of their roles as leader, and even lack competency (Jones et al., 2016). Generally, the only way to overcome healthcare challenges is dealing with them at the right time within the shortest time possible. Failing to handle healthcare issues will undermine the health of the patient and the community at large.
In conclusion, there is urgent need to train and come up with a proper teaching curriculum for future leaders, with adequate skills so that they can be able to create and sustain significant changes in the health care delivery system. The curriculum should focus on creating leaders who can organize individuals into highly functional teams, making it easy to resolve future healthcare challenges. The new leaders will be able to hold every nurse responsible for the health of the patient and the community. To attain a harmonious working environment, the dysfunctional idiosyncratic culture dominating health care system must disappear.
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Jones, J., Winch, S., Strube, P., Mitchell, M., & Henderson, A. (January 01, 2016). Delivering compassionate care in intensive care units: nurses perceptions of enablers and barriers. Journal of Advanced Nursing.
Melnyk, B. M., Gallagher-Ford, L., Long, L. E., & Fineout-Overholt, E. (January 01, 2014). The Establishment of Evidence-Based Practice Competencies for Practicing Registered Nurses and Advanced Practice Nurses in Real-World Clinical Settings: Proficiencies to Improve Healthcare Quality, Reliability, Patient Outcomes, and Costs. Worldviews on Evidence Based Nursing, 11, 1, 5-15.
Westra, B. L., Clancy, T. R., Weaver, C., Delaney, C. W., Sensmeier, J., Warren, J. J., & Warren, J. J. (September 25, 2015). Nursing Knowledge: Big Data Science-Implications for Nurse Leaders. Nursing Administration Quarterly, 39, 4, 304-310.
Wong, C. A. (January 01, 2015). Connecting nursing leadership and patient outcomes: state of the science. Journal of Nursing Management.