Leadership and Management in Nursing

In order to provide healthy working conditions for nurses and encourage them to maintain a long-term commitment, the organization must reconsider and improve its leadership frameworks. Leadership entails the ongoing growth of the professional competence of the team as well as the ability to motivate workers, define their mission, and lead them towards common goals. However, it is important to distinguish the roles of a leader and manager. According to Curtis, de Vries, and Sheerin (2011), managers should be in charge of fulfilling administrative duties, continuing existing procedures, and maintaining standards (p. 307).

They control overall performance and focus on current problems. The key duty of a manager is to build a strong team (Huber, 2013). The manager knows the competencies of all staff members and is able to structure the team accordingly. Moreover, the manager ensures that all team members learn to cooperate with each other and develop trust and mutual respect. It is important for a manager to organize regular team meetings and discuss concerns, conflicts, expectations, experiences, and ideas. Emotional intelligence has been scientifically proven to be vital for any successful team, especially in a stressful environment like healthcare.

Unlike a manager, the duties of a leader are to bring innovations, develop original ideas, challenge and inspire the team, and be able to see future prospects (Curtis, de Vries, & Sheerin, 2011, p. 307). The leader should possess excellent people skills and be open-minded and approachable. He or she encourages the team members to take initiatives and share their vision and ideas with the rest of the staff.

As mentioned above, many nurses feel uncomfortable if they cannot participate in important processes and have an impact on decisions concerning their work. Although the model of shared governance is widely implemented around the country, not all hospitals or other healthcare facilities fully understand the importance of such an innovation (Cherry & Jacob, 2015, p.68). Putting this model into practice should be a primary concern of every facility. Nurses constitute the majority of the entire healthcare workforce. Apart from their theoretical knowledge and practical skills, they constantly communicate with patients and their families. Thus, they are able to view the situation in the hospital from a wider perspective than other healthcare specialists. Nurses are able to notice problems with patient care on different levels, and their judgments should be taken into consideration during the decision-making process. By participating in important organizational processes, nurses will become more satisfied with their jobs, improve their performance, and provide a high quality of patient care.

Employees who receive clear information about their duties have a chance to impact workplace decisions and are not distracted by competitiveness, miscommunication, or interpersonal conflict. As a result, these employees can direct their energy and skills towards better patient care and constant personal and professional development.

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