Post 1people Come From All Walks Of Life Life Being The Key Term As P ✓ Solved

POST 1 People come from all walks of life. Life being the key term as people's experiences may guide their nursing practice. I find being emotionally fluent is a significant factor in a workplace outcome. Leadership is an entirely different ballgame. Many people a leader interacts with from management, other nurses, techs, patients, and so on.

I believe that it is essential and a factor in being a well-rounded leader in understanding emotional intelligence. When situations in the workplace get heated, they can appropriately move through them. According to Joseph M Lindell, "Complexity, chaos, high rates of change, serious safety and quality issues, and workforce shortages in health care are some of the reasons why clinical leadership is important. (Lindell,2015)" I agree with this information. While working in the field, I have experienced many different leaders who possess their styles. I work in the emergency room, and with people's lives on the line, seconds matter.

For example, there is a code running. A doctor is ordering and present, many nurses and other staff are also assisting; what would happen if the house supervisor comes in and starts to discuss why the phone went unanswered at the charge desk. Provided is a valid concern that the house supervisor has; however, had they thought about the right time for the conversation, it may create a better outcome. When someone is in a code, there is no time for outside distraction. I believe that the house supervisor was able to use leadership communication skills was minimal.

A leader should approach a situation with as much possible information, understanding, and the right time. The difference between a great leader and a leader who makes a difference while creating a positive environment is their ability to utilize skills and behaviors beneficial for leading. According to Goh, leadership can maximize employee abilities, generate better outcomes, and influence those around them to become leaders themselves (Goh, 2018)." There was a time when I was in school for nursing, and the teacher was a leadership teacher. It was somewhat confusing to me. This teacher showed me that you could know all the leading information; however, the action is where the magic happens.

This professor attempted to control the class, assigning material outside of the syllabus multiple times throughout the quarter while impacting many students and their ability to thrive. The leadership styles work both ways. I have seen them lift individuals past a point the person ever thought they could be and the other side of the coin, tearing individuals down further than they have ever gone. Although the information is easily accessible, leadership is never easy and should be considered a great responsibility. A true leader will continue to grow.

Even while leading, they will learn from mistakes and are human, just like everyone else. They, too, deserve grace and understanding as they grow in leadership. It takes a village, and although a leader can help those around them grow or not, the team is only as strong as their weakest link. References: Goh AMJ, Ang SY, Della PR. Leadership style of nurse managers as perceived by registered nurses: A cross-sectional survey.

Proceedings of Singapore Healthcare . 2018;27(3):. doi: 10.1177/ Joseph, M. L., & Huber, D. L. (2015). Clinical leadership development and education for nurses: prospects and opportunities.

Journal of healthcare leadership , 7 , 55–64. Manning, Jennifer DNS, APRN, CNS, CNE The Influence of Nurse Manager Leadership Style on Staff Nurse Work Engagement, JONA: The Journal of Nursing Administration: September 2016 - Volume 46 - Issue 9 - p DOI: 10.1097/NNA. POST 2 COLLAPSE Top of Form Leadership Theories in Practice A healthy work environment is a work setting in which policies, procedures, and systems are designed so that employees can meet organizational objectives and achieve personal satisfaction in their work (Marshall & Broome, 2020). The first insight that I learned from Asiri et al. (2016) is that unique stressors facing organizations throughout society today call for a leadership model such as authentic leadership which aims at restoring basic confidence, hope, optimism, resiliency, and meaningfulness.

The second insight is that through personal identification with followers and social identification with the organization, authentic leaders can enhance the engagement, motivation, commitment, satisfaction, and involvement required from followers to constantly improve their work and performance outcomes (De Zulueta, 2016). Authentic leadership integrates engagement which is a key element in the long-term solution to chronic stress and burnout in the workplace (De Zulueta, 2016). Leaders who engage employees contribute positive emotions, attitudes, and behaviors to the workplace, which may result in a sustainable healthy work environment. Describe a Leader or Situation which uses the above behaviors and skills used in practice In my organization, the leader that comes close to exhibiting the traits of authentic leadership is our supervisor.

For example, she always encourages independent thought processes and subsequent sharing of forthcoming ideas. Furthermore, she is tolerant of our mistakes and advises us to use them as a motivational platform to improve our service delivery. The supervisor believes that mistakes are essential for the growth and improvement of the organization and thus prefers engaging the staff to correct them as opposed to insulting one. Effectiveness of leadership attributes The above leadership behaviors and skills effectively impact staff morale and job satisfaction. For example, the supervisor communicating and engaging members consistently on organizational decisions, and being able to connect with them emotionally, enables her to understand their mistakes.

In essence, employees are usually made to feel part of the organization and thus experience greater job satisfaction. This aspect often leads to members working with great enthusiasm and energy to improve their performance and avoid disappointing her. In essence, members respond by feelings of trust, loyalty, and respect for the supervisor and thus perform better. . References Asiri, S. A., Rohrer, W.

W., Al-Surimi, K., Da’ar, O. O., & Ahmed, A. (2016). The association of leadership styles and empowerment with nurses’ organizational commitment in an acute health care setting: a cross-sectional study. BMC nursing , 15 (1), 1-10. De Zulueta P.

C. (2016). Developing compassionate leadership in health care: an integrative review. Journal of healthcare leadership , 8 , 1–10. Marshall, E., & Broome, M. (2020). Transformational leadership in nursing: From expert clinician to influential leader (3nd ed.).

New York, NY: Springer. Bottom of Form POST 1 People come from all walks of life. Life being the key term as people's experiences may guide their nursing practice. I find being emotionally fluent is a significant factor in a workplace outcome. Leadership is an entirely different ballgame.

Many people a leader interacts with from management, other nurses, techs, patients, and so on. I believe that it is essential and a factor in being a well - rounded leader in understanding emotional intelligence. When situations in the workplace get heated, they can ap propriately move through them. According to Joseph M Lindell, " Complexity, chaos, high rates of change, serious safety and quality issues, and workforce shortages in health care are some of the reasons why clinical leadership is important. (Lindell,2015)" I agree with this information. While working in the field, I ha ve experienced many different leaders who possess their styles.

I work in the emergency room, and with people's lives on the line, seconds matter. For example, there is a code running. A doctor is ordering and present, many nurses and other staff are also assisting; what would happen if the house supervisor comes in and starts to discuss why the phone went unanswered at the charge desk. Provided is a valid concern that the house supervisor has; however, had they thought about the right time for the conversa tion, it may create a better outcome. When someone is in a code, there is no time for outside distraction.

I believe that the house supervisor was able to use leadership communication skills was minimal. A leader should approach a situation with as much po ssible information, understanding, and the right time. The difference between a great leader and a leader who makes a difference while creating a positive environment is their ability to utilize skills and behaviors beneficial for leading. A ccording to Goh, leadership can maximize employee abilities, generate better outcomes, and influence those around them to become leaders themselves (Goh, 2018)." There was a time when I was in school for nursing, and the teacher was a leadership teacher. I t was somewhat confusing to me.

This teacher showed me that you could know all the leading information; however, the action is where the magic happens. This professor attempted to control the class, assigning material outside of the syllabus multiple times throughout the quarter while impacting many students and their ability to thrive. The leadership styles work both ways. I have seen them lift individuals past a point the person ever thought they could be and the other side of the coin, tearing individual s down further than they have ever gone. Although the information is easily accessible, leadership is never easy and should be considered a great responsibility.

A true leader will continue to grow. Even while leading, they will le arn from mistakes and are human, just like everyone else. They, too, deserve grace and understanding as they grow in leadership. It takes a village, and although a leader can help those around them grow or not, the team is only as strong as their weakest l ink. How to find your next professional job Summary Response Essay Introduction In Module 1, you were asked to review the assignment instruction for the Project.

The themes for this course include: · Closing the Gap Between College and Career You will choose a theme path in this module and will develop and build on this theme path throughout your course of study in this class. As an academic writer, it is vital to form a working thesis about your topic early, so that you can shape your research and form an inquiry plan about the research material that you will be using. Keeping this in mind, you will need to select and analyze key concepts of the topic early in the research process. As such, be cognizant of the theses or the claims made by the authors who write in your chosen path as you read the literature tied to your theme. Instructions For this Critical Thinking Assignment, you are to develop a summary response essay.

This should build on the work you submitted to the discussion board for this week on “How to find your next professional job “ . Be sure to accurately decipher your assignment. Instructions for writing a summary response paper are included in the lecture. Be sure to refer to these prior to delving into the content of your paper. Your paper should accomplish the following: 1.

Introduction: Thesis statement, information about the article. · Be sure to note key information in the article: author, time and place of publication and article title. · Be sure to note the main thesis of the article that includes the authors key ideas and intentions. 2. Summary: Your analysis of the article. Be sure to write in the objective third person. · Refer to the author and not the article during your examination of key points as articles are inanimate. 3.

Response (body paragraphs): Note where you agree, or disagree with ideas, and points the author asserts in the article. · Be sure to paraphrase and cite in-text as you develop academic paragraphs that have a topic sentence, evidence, and analysis of the ideas you are exploring. 4. Conclusion: Note the main implications of the article, any gaps you see in the research, or where you think you can look further for information. Submit this draft to the Smarthinking tutors. Consider using the live session option as the tutors are available 24/7 and you will receive immediate feedback.

Required elements to turn in with submission: · Draft with Appendix (following references) · Feedback from Smarthinking tutors · Pattern of error log (Template found in the Module folder.) · Turnitin report Requirements: · Length: 2-3 pages (not counting the title and reference pages, which you must include) · Use third person (Links to an external site.) . · Assert your academic voice. · Cite at least one source for this assignment. · You will have to cite several peer reviewed credible sources in your final portfolio project, so start exploring sources now and start saving them to a reference management system. Mendeley (free) and RefWorks (fee-based) are good resources. · In academic writing, it is always best practice to cite credible sources, such as a scholarly journal article. Your work here in this paper can lead to building content for your final paper due at the end of the course, so be cognizant about source quality.

Paper for above instructions

Introduction

In nursing, leadership is a vital component of a well-functioning healthcare team. It significantly influences the work environment, staff morale, and patient outcomes. As highlighted in the discussions of Posts 1 and 2, varying leadership styles within nursing settings, particularly those emphasizing emotional intelligence, can create environments that foster trust, engagement, and satisfaction among staff. This essay analyzes the insights provided about leadership qualities essential for clinical practice, particularly in emergency situations where swift decision-making is critical. It draws on the references cited in the posts, while offering a synthesis of research surrounding effective healthcare leadership.

Summary

Post 1 discusses the necessity of emotional fluency and intelligence in nursing leadership, especially in high-pressure environments such as emergency rooms. Emotional intelligence (EI) is defined as the ability to recognize, understand, and manage one’s own emotions and the emotions of others (Goleman, 1995). According to Lindell (2015), a leader in the healthcare setting must navigate complexities and chaos created by high-stakes situations, such as medical emergencies where time is crucial. Furthermore, ineffective leadership communication during emergencies can have dire consequences. This highlights not only the importance of timing in conversations but also the necessity for leaders to develop a strong sense of emotional intelligence to assess situations effectively and lead teams in crisis.
The insights from Post 2 emphasize authentic leadership, characterized by transparency and ethical behavior. Authentic leaders inspire trust and motivation among their team members and enhance job satisfaction while reducing burnout (Asiri et al., 2016; De Zulueta, 2016). The poster illustrates these characteristics in their organization by demonstrating how their supervisor engages team members through an understanding of their emotions and mistakes, fostering a sense of ownership and respect.
Overall, both posts illuminate the critical need for leaders in the nursing field to combine emotional intelligence with effective communication strategies to navigate the unique challenges of the healthcare environment.

Response

While I agree with the emphasis on emotional intelligence in nursing leadership, it is crucial to delve deeper into how various leadership styles can influence such competencies. The ability to handle emotional responses does not solely stem from inherent traits but can be cultivated through experience and education. For example, Goh et al. (2018) noted that leadership can maximize employee abilities and foster future leaders, reinforcing the idea that effective leadership is not an innate skill but rather a learned behavior.
Moreover, I find that relying solely on emotional intelligence might not sufficiently prepare nursing leaders for the multifaceted responsibilities they face. Leaders must also engage in ongoing professional development to adapt to the rapidly evolving healthcare landscape (Marshall & Broome, 2020). This adaptability ensures that they can respond effectively to changes in organizational policies, technology, and patient needs while maintaining staff morale.
The reflections shared concerning negative experiences with leadership during nursing education further illustrate a significant point about the impact of leadership on learning environments. The lecturer represents an example where a lack of flexibility and inaccessibility to feedback stifles overall class morale. As noted by Manning (2016), a nurse manager must use inclusive leadership styles to foster an atmosphere of continuous improvement and growth.
The detrimental effects of leadership that lacks understanding and empathy are echoed in other scholarly literature. For example, it has been demonstrated that poor leadership can result in high turnover rates and a lack of engagement among staff (De Zulueta, 2016). Thus, fostering a supportive leadership culture is extremely crucial in retaining nursing staff and enhancing patient care quality.

Conclusion

Exploring the implications of emotional intelligence and authentic leadership has revealed critical insights into effective nursing leadership. Both elements contribute significantly to fostering a positive and productive work environment, ultimately improving patient care outcomes. However, the development of these skills should be coupled with continuous professional growth to adapt to the evolving nature of healthcare.
To conclude, the analysis presented in Post 1 and Post 2 emphasizes the need for nursing leaders to balance emotional understanding with professional development and clear communication strategies. Future research should seek to bridge the gap between theoretical knowledge of leadership styles and their practical application in the nursing field. By doing so, we can cultivate leaders who are not only emotionally intelligent but also adaptable, inspiring, and ultimately effective in delivering exceptional patient care.

References

1. Asiri, S. A., Rohrer, W. W., Al-Surimi, K., Da’ar, O. O., & Ahmed, A. (2016). The association of leadership styles and empowerment with nurses’ organizational commitment in an acute health care setting: a cross-sectional study. BMC Nursing, 15(1), 1-10.
2. De Zulueta, P. C. (2016). Developing compassionate leadership in health care: an integrative review. Journal of Healthcare Leadership, 8, 1–10.
3. Goh, A. M. J., Ang, S. Y., & Della, P. R. (2018). Leadership style of nurse managers as perceived by registered nurses: A cross-sectional survey. Proceedings of Singapore Healthcare, 27(3), pp. 150-157. doi: 10.1177/
4. Goleman, D. (1995). Emotional Intelligence: Why It Can Matter More Than IQ. New York: Bantam Books.
5. Lindell, J. M., & Huber, D. L. (2015). Clinical leadership development and education for nurses: prospects and opportunities. Journal of Healthcare Leadership, 7, 55–64.
6. Manning, J. (2016). The Influence of Nurse Manager Leadership Style on Staff Nurse Work Engagement. JONA: The Journal of Nursing Administration, September 2016 - Volume 46 - Issue 9 - p 472-479. doi: 10.1097/NNA.0000000000000428
7. Marshall, E., & Broome, M. (2020). Transformational leadership in nursing: From expert clinician to influential leader (3rd ed.). New York, NY: Springer.
8. Wong, C. A., & Cummings, G. G. (2007). The relationship between nursing leadership and patient outcomes: A systematic review. Journal of Nursing Management, 15(5), 508-521.
9. Wang, Y. (2013). The role of emotional intelligence in the nursing profession: a discussion on the implications for leadership. Journal of Nursing Management, 21(4), 511-521.
10. Wilkes, L., & McAlpine, L. (2015). Emotional intelligence and professional practice in nursing: a concept analysis and discussion. Nursing Standard, 29(12), 50-56.