Effective leadership and management rely on the integral exploitation of strategies to boost productivity among medical practitioners. Over the decades, the healthcare department evolved along the gradient of increased interaction between people, professionals, and technology. As a result, it is essential to address the key problem that arises due to the diversity in beliefs and practices within a hospital environment (Kryzanowski et al., 2019). This study seeks to assess the impact of bullying on nursing care and the performance among physicians. Oppression is a pillar to an organization’s yield of low-quality services, especially in a clinic due to impoverished coordination among workers.
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Bullying is a significant nursing issue due to the negative impact caused to the performance level among the employees. It is a factor that contributes to the development of quality improvement initiatives. The oppression becomes a barrier to the relationship-building between the employees and the management team (Kryzanowski et al., 2019). As a result, it is crucial to establish the integral element that eradicates the problem within the institutional setting.
Impact of Nursing Issue
There is an interdependent relationship between bullying and quality improvement strategy. The coercion within a working environment attributes toxicity. In this case, a significant percentage of the nursing experience negativity while performing the duties and responsibilities. It is a condition that impacts the productivity levels among the workers. It is important to develop approaches that enhance the eradication of arrogance and domineering within the institution (Kryzanowski et al., 2019). Another factor rendered by autocracy is the attainment of a significant turnover rate in the organization. The majority of medical practitioners seek career growth and development in a safe workplace. However, authoritarianism and dictatorship hinder the optimal change in the operations for better performance. The poor delivery of services by the nurses and doctors risks the quality of care among the patients. The efficient treatment approach for patients enshrines the optimal sharing of detailed information about the medication and physiological recovery graph. Therefore, the lack of communication among the practitioners fosters a barrier in the delivery of adequate knowledge regarding patients.
The eradication of bullying in the nursing sector is an approach that profoundly impacts the quality improvement initiative. It is imperative that healthcare management focuses on the implementation of policies that abolish coercion and intimidation among the nurses and the administration. An excellent example is dynamic staff scheduling. In a healthcare institution, it is important to boost the employee’s morale to achieve optimal patient care and increase the institution’s flow of revenue and income. On the one hand, it is the management’s duty and responsibility to ensure convenience during the operations. On the other hand, the allocation of roles relies on strategic approaches such as flexible, block, surgical suite, dynamic block, and cyclical scheduling (Ozcan, 2017). It is appropriate to utilize flexible scheduling mainly because it facilitates practitioner’s effective disposal for different experiences. Although surgical suite scheduling largely determines staff engagement, it is essential to incorporate compliance among the team while conducting their duties. Primarily, the quality improvement initiative significantly affects the nurses, administration, and patients.
Apart from utilizing strategic human resource management, it is important to develop initiatives that enhance workforce diversity. One of the elements that involve diversity management practices is the changing socio-demographic traits. Organizational culture is an aggregate of common practices among the employees. Therefore, the nursing institution’s heterogeneity of workers meant the change in the attitude and approach towards dynamism within the public workplace. The researcher further establishes that the managers implement diversity management practices as the key solution to the emergent issue of conflicting ideals (Boella, 2017). Change is an inevitable concept within human society and workforce variation relies on the personality of the administrators.
Differing Roles of Leaders and Managers
The role of the leader is team-oriented while a manager focuses on the accomplishment of tasks. The disparity between the two renders the profound distinction in their duties and responsibilities in eradicating bullying. On the one hand, a manager mainly develops frameworks and targets for the relevant department to accomplish growth and development. On the other hand, a leader establishes the ideal variables to enhance the coordination among workers to enhance the coordination. Primarily, both entities provide platforms to foster positive change within an organization (Morsiani et al., 2017). Other duties of a captain enshrine ensuring compliance to the regulatory mainframe, setting up policies, and spearheading the transformation. The additional roles of an administrator include the scheduling of teams, assignment of duties to staff, and career opportunities for the workers. Although both positions dynamically contribute to the nursing profession, their coordination cultivates a significant eradication of bullying by boosting the interrelations among colleagues.
Diversity management practices encompass the integration of dynamic activities that empower personnel with the necessary skills and knowledge. An effective diversity management practice should feature proactive measures. In this case, there are three phases in promoting diversity management practices. The first step enshrines the ability to recruit employees and managers with skills regarding various backgrounds. As a result, the employees emerged as the key organization’s asset due to the influence on customer service experience. Therefore, the presence of discriminatory behavior within a company threatens its competence level in the environment (Sim, 2020). The concept of diversity management practice is an issue that demands further exploration mainly because of the dynamic influence on employees’ performance and contribution to the evolutionary process.
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Nursing is a field of expertise that involves the measurement of the quality of services and the consistency in the provision of the treatment plans to a patient. In this case, different theoretical frameworks establish the core factor that fosters quality improvement in the healthcare sector. Kryzanowski et al. (2019) postulate that various indicators determine the quality of healthcare services. These indicators include improved patient care, better population health index, lower hospital bills, costs, and a highly productive workforce. In this case, the critical healthcare issue to address entails the increasing rate of bullies in hospitals. A nursing facility renders a profound factor towards effective administration to deliver services to a significant percentage of the patients and equality among the practitioners.
Personal Leadership Style
The best leadership style that addresses the issue involves the transformational approach. This aspect enhances growth and development among all employees while acquiring advanced knowledge and skills. As a result, the nurses obtain objective essence for competition while sharing experiences for better performance. In this case, the cooperation to boost productivity becomes a pillar for emancipating teamwork and sustainable organizational culture. The methodology is a strategy that aligns the goals of a leader and manager towards spearheading positive change such as eradication of bullying.
Consequently, oppression among nurses is an issue that threatens the provision of quality patient care. The main reason involves the development of tension among the workers leading to poor communication and flow of vital information about the clients. In this case, compromising the value of medical care violates the ethical and professional aim to protect and prioritize the life of ill people. Bullying is a challenge that requires the coordination of leaders and managers to incorporate policies that eradicate its occurrence within the institution.
Boella, M. J. (2017). Human resource management in the hotel and catering industry. Taylor & Francis.
Kryzanowski, J., Bloomquist, C. D., Dunn-Pierce, T., Murphy, L., Clarke, S., & Neudorf, C. (2019). Quality improvement is a population health promotion opportunity to reorient the healthcare system. Canadian Journal of Public Health, 110(1), 58-61.
Morsiani, G., Bagnasco, A., & Sasso, L. (2017). How staff nurses perceive the impact of nurse managers’ leadership style in terms of job satisfaction: a mixed method study. Journal of nursing management, 25(2), 119-128.
Ozcan, Y. A. (2017). Analytics and decision support in health care operations management. John Wiley & Sons.
Sim, S. H. (2020). Workplace sexual harassment and labor inspection: Focused on labor inspectors’ experience of dealing with sexual harassment cases. Economy and Society, 128, 235–265. Web.