Abstract
Leadership may be defined as the process of socially influencing people to follow ones’ way. It can also be taken as a group of people who are influenced by a common goal to achieve a collective gain together. In nursing, leadership is very important as it sets out a chain of command of how the nurses will be allocated different duties. On the other hand, management involves getting people together to achieve common objectives with the use of appropriate methods and tools.
In management, a leader uses available resources plus human resources to achieve a common goal. Leadership and management are mutually related. Management comprises organizing, staffing, leading, planning, controlling, and directing different resources in an organization to achieve the set target. In the nursing profession, proper management is required in helping nurses to achieve common and objective goals.
This paper establishes the relationship between leadership and management in the nursing profession and how it helps nurses in achieving a common goal. Leadership is very crucial in any organization as it forms a basis for how activities will be carried out in the organization without fail or neglect. This paper expands on how interviews need to be conducted. It also focuses on how successful hiring of competent nurses will help hospitals and doctors achieve a common goal of offering excellent services to patients. Nurses in hospitals play an important role in helping the different stakeholders in the hospital carry out their duties well.
Literature review
In nursing, there exist different kinds of leadership styles that may be exhibited in the profession. A leader has a unique way of ensuring that his or her leadership qualities are emulated by the subjects. Some leaders are very involving and thus they ensure their actions are greatly in line with the set targets or goals of the organization. An interactive leadership is required due to changing health care reforms in the world today.
In this case, a leader cannot perform the activities alone without the help of other staff (Cheng, 2000). An organization setting should have an interdependence quality to ensure that each department relates to other departments for cohesiveness in the workplace. With proper management, resources in the organization are utilized properly. This takes into account the human resource, which forms part of the success story of the firm. An effective leader should ensure that the set goals and objectives are congruent with the mission and vision of the organization. Nurses need recognition of the hospital institution where their rights are observed regarding duty allocation and work ethics.
With proper leadership, nurses will be able to air their views towards the management. They will also be able to contribute towards achieving the organization’s mission and vision. Leadership and management are two aspects of an organization that need to rhyme as they set the mode of work and governance of the organization. The same thing applies in the nursing profession where nurses require proper leadership and management to perform according to the requirements of their jobs (Furnham, 2005).
The success of healthcare institutions is partly based on the expertise of nurses in the organization. The nurses facilitate the health reform that may be drafted by leaders of the organizations there are in touch with almost all processes of the hospital. With proper training and expertise of nurses, the health reforms are put into the task, and they help improve the quality of service being offered by the hospital to patients (Ganann et al, 2010). Nurses need to be recognized in the hospital as they will be motivated to perform better without conflicts that arise between nurses and the management of hospitals.
Doctors in hospitals tend to be more favored than nurses although the nurses attend to each duty assigned to them by their leaders. Conflicts arise concerning doctors and nurses in a hospital organization. Therefore, most processes will halt and services being offered in the hospital will be unsatisfactory. Thus, any conflicts that arise in hospitals that tend to influence the quality of service being offered by different stakeholders should be mitigated. Any individual hired into the organization must meet the requirement of the job specialization and competency. Personal character is very important as it helps to interpret how a newly hired nurse will interact with other employees in the organization. Work ethics are very important in an organization as they dictate the moral setting in the hospital (Farrell, 2001).
To utilize the best leadership skills in the healthcare institution, especially in the nursing profession. A leader must demonstrate proper leadership skills that will influence the nurses to obey and follow what he or she says. Some leaders are authoritarian and thus they dictate the terms of operation in the organization without question of why they say so. Authoritarian leaders may have their work done, but the other staff members will have a very poor relationship that is crucial in the success of an organization. Nursing leadership is very crucial for the success of a hospital, as well as the services it offers to the patients (Marquis & Huston, 2009).
An effective leader should have a working relationship with the other people in the organization. This is crucial for creating a chain of command where information can be passed across through all levels of management. Leadership styles vary from country depending on the mode of governance present in a country. For example, in China, the mode of nurse leadership is somehow different from the European and the American way.
In most hospital institutions within Europe and America, the authoritarian style of leadership is much applied while in China interactive style of leadership is used. Hierarchical leadership is applied in most health care institutions. In this case, an administrator is appointed to lead a given department, and their powers vary depending on the hierarchical model. Most nurses tend to have a conflict with the management of the hospital because doctors are seen to have powers over nurses (Anderson & Berdahl, 2002).
Interviewee information
The information from the Clinical Nurse Manager regarding how nurses view the management and leadership of hospitals will be collected. In addition, information on how the Clinical Nurse Manager can influence nurses’ performance will be collected. In this case, the most appropriate way to collect the interview was through asking the Clinical Nurse Manager to answer a set of questions on the steps she has taken to motivate nurses. As an interviewer, it is important to carry out the background information of the interviewee. Background information involves the search for biographical information of an interviewee which will help carry out the research.
The questionnaire should include review questions that pertain to the hiring of nurses and how appraisals are done. Employee recognition at the health care center is of great importance as it sets out the performance of individual employees and their relation to one another. Employee motivation is required as it gives nurses a crucial opportunity to perform better as pertains to an activity in the hospital.
The following was an interview session with the Clinical Nurse Manager to determine how efficient leadership and management are to other employees.
Interview questions
Summary
The study of different types of leadership styles and how they influence the management of nurses in hospitals is critical. Leadership influences the work ethics of nurses in their quest for job satisfaction. Thus, a study on leadership is very important to the management of hospitals. Proper leadership styles among nurses help them perform their duties well. As a result, the hospitals achieve their short and long-term goals. Nurses are a resource to the hospitals since most processes in the hospitals revolve around them.
Proper recognition of the role played by nurses in organizations is critical. This will help the leaders of the organization to set up a proper mechanism that nurses follow to achieve the set goals. Management of the workforce in hospitals revolves around leaders of various groups in the hospitals. If the groups in the hospitals cannot perform collectively and interdependently, then the success of the organization will fail. In-hospital management, the role of nurse leaders should be included since they are part of the management of the hospital.
References
Anderson, C. & Berdahl, J.L. (2002). The experience of power: examining the effects of power on approach and inhibition tendencies. Journal of Personality and Social Psychology 83, 1362–1377.
Cheng, B.S. (2000). The paternalistic leadership: reconsideration (in Chinese). Indigenous Psychological Research in Chinese Societies 13, 219–227.
Farrell, G.A. (2001). From tall poppies to squashed weeks: why don’t nurse pull together more? Journal of Advanced Nursing 35, 26–33.
Furnham, A. (2005). The Psychology of Behavior at Work: The Individual in the Organization. East Sussex, UK: Psychology Press.
Ganann R., Underwood J., Matthews S., Goodyear R., Stamler, L.L., Meagher- Stewart D.M. & Munroe, V. (2010). Leadership attributes: a key to optimal utilization of the community health nursing workforce. Nursing Leadership 23, 60–71.
Marquis, B. L., & Huston, C. J. (2009). Leadership roles and management functions in nursing: Theory and application. Philadelphia: Wolters Kluwer Health/Lippincott Williams & Wilkins.