Effective Approaches in Leadership and Management Essay

The breast feeding shortage and high upset rate in go for impacts the economic life of every health c ar disposal in America. The purpose of this paper is to define and discuss the addresses in leadership and charge styles in relation to the treat shortage and treasure swage using theories, principles, skills, and roles of the leader versus manager and to severalize this students sea captain philosophy of nursing and personal leadership style.INTRODUCTIONThe Affordable allot Act has changed the landscape of health heraldic bearing delivery in America. Many more patients are seek health care. Mary Force concludes one of the most serious wall sockets facing healthcare delivery is the nursing shortage. It is estimated the current shortage of registered nurses will be 340,000 by the year 2020 (Force, 2005). There is inadequate nursing bequeath to meet the heavy demands of the current patient climate seen in acute care hospitals today. Hospitals need dependable, extrem ely trained nurses. nurse turnover and shortages mean current nurses seek various employment, resign, transfer or are terminated.Causes of turnover and shortages are an aging RN population and a demographically large aging boomer population, petty(a) enrollments in nursing schools, increased workload, poor nurse staveing ratios and high patient acuity according to Ribelin (2003). curbs do not leave hospitals they leave their managers (Ribelin, 2003). Lack of good leadership by nurse leaders and managers, limited upward mobility, unsatisfactory remuneration, lack of teamwork, poor communication, and inflexibility in work schedule all too contributing factors to high staff turnover.COMPARE AND CONTRAST LEADERS APPROACHIt is important to understand the different role the nurse manager and nurseleader play in order to understand their approach to the staff they have responsible for, especially in the area of staff retention. The roles are different to that extent there is interfa ce between both. The nurse managers role is defined by the organization that gives her or him authority (control) and has subordinates (nurse leader) to delegate tasks to so that the goals of the organization are met. They value stability and focus on short-term results. Their objectives are to complete tasks, perform time management, control productivity, and maintain necessary equipment. They plan, budget, organize, coordinate, solve problems and fare decisions. They focus on the organizations policy and procedures, systems, efficiency, and doing the work in their assigned area per organisational boundaries. It is little wonder that staff sometimes see themselves as little more than a minute in the eyes of some nurse mangers. The nurse manager screw address the problem of turnover by being visible and present in the unit and be seen by their staff frequently.They can assist with flexible scheduling and adequate staff-patient ratios. They can in like manner be champions for ade quate reimbursement, benefit plans, and the synchronization of resources that enhance the nursing experience. When coupled with organizational reimbursement for advanced education such as completion of baccalaureate and master degrees, nursing satisfaction is higher and managers are better able to retain their staff. Hunt suggests business organization sharing as a possibility also (Hunt, 2009). They can also recognize staff for their work and give tokens of appreciation. Unfortunately nurse managers have little control over the nursing shortage. The U.S. federal presidential term must allocate more educational funds to support nursing programs. There must be more programs for sale so teachers can be trained and additional seats made available to students at universities and community colleges. The nurse leaders role and activity with the staff is an important inter- concourse communication in assisting the organization reach its goals.They earn the right to lead by influenci ng people by dint of communication, consensus, explaining vision, listening, teaching, stimulate, motivating, creating, structure trust relationships, and empowerment. Effective nurse leadership is about teamwork, listening, mentoring, coaching, and persuasion. Nurse leaders assist staff with the high-risk picture, the vision. Nurse leaders look for new ways to solve problems by being flexible and adaptive. They are excellent at communication and being involved with their staff. Theyencourage participation by the nursing staff in clinical ladders for career advancement. Their followers value them. They are a positive force through their communication, sense of purpose, and thus assist in staff retention and turnover. Effective leadership is an essential helping in staff retention (Kleinman, 2004).PESONNAL LEADERSHIP STYLEThe writers own personal and captain philosophy blends well with the role of nurse leader. She has the qualities to be a manager but her personal and professi onal style revolves around teaching, communicating creating vision and team building. To be positive and inspiring is part of this nurses innate character. This nurse has the capacity to be a transformational nurse leader, leading by example, inspiring others of the organizations vision, and to encourage others to further their education. This writer identifies and promotes shared responsibility for actions and a democratic process in which nurses reach effectively with management. This nurse leader empowers everyone to work as a team and accomplish goals. The collective group then takes ownership if they feel they are heard and valued. They catch the vision.The organizations vision becomes their vision. advantage comes from people working together understanding that together they can all do great things. The issue of turnover and retention can be addressed by increased satisfaction in the nursing career. This often comes by nurse leaders like myself knowing the strengths and weak nesses of the staff, treating the staff as individuals with great potential drop to contribute to the team, listening, persuading, encouraging, being sensitive to the workload of the staff, showing empathy for the staff and involving nurses in the decision making process. This also involves nurse leaders communicating clearly with the nurse manager, linking the team together to achieve goals.CONCLUSIONNursing shortages and turnover are ongoing issues. All levels of Leadership must collaborate to address the ongoing issues of nursing shortages and turnover. Good leadership by nurse managers and nurse leaders can reduce the nurse turnover rate but the nursing shortage that is plaguing the health care system is hindering the ability of nurses to provide adequate care of their patients. It is a policy matter to be addressed by the highest levelsof government. Nurse managers and nurse leaders have differing roles and methods of obtaining objectives but both are needed to successfully me et the goals of the health care organization.ReferencesForce M. V. 2005. Relationship Between Effective Nurse managers and Nursing retention. Force, M. V. (2005). The Relationship Between Effective Nurse managers and Nursing retention. , 35(718), 336-341. D Hunt, S. (2009) Nursing Turnover Costs, Causes, & Solutions. Retrieved on October 6, 2013 from http//uexcel.com/resources/articles/NursingTurnover.pdf Kleinman, C. (2004). Leadership A key strategy in staff nurse retention. Journal of Continuing Education in Nursing, 35(3), 128-132. Retrieved from http//tools.hhr-rhs.ca/index.php?option=com_mtree&task=att_download&link_id=5677&cf_id=68&lang=en Ribelin, P. (2003). Recruitment & retention report Retention reflects leadership style. Nursing Management, 34(8), Retrieved from http//www.nursingcenter.com/lnc/journalarticle?Article_ID=418488