NR 351 Week 5 Discussion

NR 351 Week 5 Discussion

Name

Chamberlain University

NR-351: Transitions in Professional Nursing

Prof. Name

Date

Week 5: Leadership to Enhance Quality in Diverse Situations

Leadership is often associated with individuals who influence and inspire others, demonstrating a willingness to take risks (Hood, 2018, p. 443). On the other hand, managers are typically assigned their roles and focus on maintaining workflow efficiency and resource management (Hood, 2018, p. 443). Although leadership and management are distinct concepts, they are frequently used interchangeably, which can make differentiation difficult (Hood, 2018, p. 443). However, it is crucial to recognize that not all managers possess leadership qualities, and vice versa. Traditional managers have specific roles and responsibilities within an organization, which may not always include leadership (Zydziunaite, 2012). I firmly believe that all nurses have the potential to be leaders, and that the conventional role of managers is becoming less essential. Leadership, fundamentally, involves influencing others to achieve a common goal, which is the essence of nursing. Nurses collaborate with patients and healthcare teams to ensure safety and quality care.

Nurse leaders and managers must feel empowered in order to empower others. Effective managers are committed to bringing out the best in their staff, providing them with the necessary resources and support to deliver quality care (Hood, 2018, p. 458). Working night shifts, I rarely see management present in our unit. Although our director is approachable, her promises often remain unfulfilled, making it difficult to rely on her when addressing concerns, such as staffing issues. It feels as though management is indifferent to our concerns, particularly regarding staffing, and the situation has become disheartening.

NR 351 Week 5 Discussion

In response, our unit has developed a strong teamwork approach during night shifts. During the day, charge nurses occasionally take on patient assignments to support the team. Despite this collaborative spirit, the core issues remain unresolved. As managers, their responsibility is to make employees feel valued, yet many nurses in our unit feel replaceable and insignificant.

Advocating for Change in the Nursing Profession

As leaders in the nursing profession, we must continue advocating for our rights and the needs of our unit. Instead of passively waiting for management to respond, we should take proactive steps to address these issues. While everyone acknowledges the unsafe working environment, few raise concerns outside of formal meetings. Even during meetings, the topic of safety is only sporadically mentioned. One approach is to directly communicate with management through emails, outlining specific instances where the unit was understaffed or overwhelmed with admissions. This can help convey the severity of the problem and prompt action.

Additionally, taking on leadership roles within the unit can drive change. Several committees, such as the welcoming committee, safety committee, improvement board, and equipment board, offer opportunities for staff to contribute to leadership efforts. Leadership in nursing is not limited to high-level administrators; it can also emerge at the bedside (Zydziunaite, 2012).

Leadership and Management Comparison

References

Hood, L. J. (2018). Leddy & Pepper’s conceptual bases of professional nursing (8th ed.). Philadelphia, PA: Wolters Kluwer Health | Lippincott Williams & Wilkins.

Zydziunaite, V. (2012, May 25). Challenges and Issues in Nursing Leadership. Retrieved February 01, 2018, from https://www.omicsonline.org/open-access/challenges-and-issues-in-nursing-leadership-2167-1168.1000e105.php