In the facility that I work I see first hand the critical decisions that our nurse leaders make everyday to maintain a cohesive work environment . Some decisions are based on policy and procedure but others are based on many years of knowledge and experience.It is important to note that a range of policies and initiatives means that the nursing profession has influence on all aspects of the healthcare delivery (Kelly & Tazbir, 2014). One occasion where I saw nursing leadership being a instrumental part of patient care is when a suspect in a gang related shooting was brought into the hospital for medical treatment. Once the patient was stabilized in the emergency room he was brought to the med/surg unit for further evaluation and treatment. Multiple nurses on the med/surg unit refused to care for the patient. Before the situation got of of hand the nurse leader intervened and called a staff huddle to address the situation. During the huddle she explained that as nurses we have a responsibility to care for the sick and injured regardless of the circumstance. Through this experience, I was able to see nursing leadership is essential and emotional intelligence is effective trait in a nurse with a role in leadership. Our nurse leader used transformational leadership in this situation to work with the team on the unit in order to provide the best care for the patient.

 

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 Week 1

 For 6 years I worked with whom I consider the best nurse leader I could ever had. Participative (Democratic) style describes exactly how she was. She always took into consideration the staff’s opinions before making any decision, she was humble enough to tell us “hey, great idea! thanks for helping me with your opinion to get to a final determination”. On this theory, everyone is given the opportunity to participate, ideas are exchanged freely, and discussion is encouraged. While the democratic process tends to focus on group equality and the free flow of ideas, the leader of the group is still there to offer guidance and control. The democratic leader is charged with deciding who is in the group and who gets to contribute to the decisions that are made (Kendra Cherry, 2014)

How has your experience been with the nurse leader? Provide a description of your interactions with him or her?

As I mention in the question above, I consider this nurse the best nurse leader I could ever had, besides being an excellent leader she was a great mentor for my professional growth, when I moved from Colombia as a Paramedic to Miami I met her at the first job I had for 6 years, it was a clinical research company and I had no idea this even existed, I just wanted a job, I was recently married and this job was looking for people with experience in the medical field to draw blood, admit patients, etc. I got my EMT but I wanted more, I wanted to go to school for something else, but I was kind of lost in regards to which school should I go? can I rollover some classes from Paramedic school? how can I start?  and this great nurse leader had faith on me, she DROVE me to Miami Dade College, she stayed there for almost 3 hours with me waiting for an advisor to help me get the information needed and during the entire program she never let me drop out even though sometimes that’s all I wanted to do, I started nursing school with a 3 month old and it was extremely hard to keep up with home, baby, full time job and school; but this leader was always there. She thought me throughout those years that being a great leader is not synonym of being a selfish leader, work wise she always had the best from me, and research have found that the democratic leadership style is one of the most effective types and leads to higher productivity, better contributions from group members, and increased group morale and this is EXACTLY what she obtained from me. Now, I’m the charge nurse at the GI center where I work and I consider myself to be a democratic leader as well since I totally understood this was the best way to get the whole team involved and to receive their best production. 

 

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1. Describe the organizational characteristics of the facility in which you currently have a clinical assignment. ( I work in a Nursing home and Rehabilitation center). Include the following:

a. Type of organization

b. Overall climate of the facility

c. How the organization is structured

d. Formal and informal goals and processes of the organization

2. Why is the work climate of an organization important to nurse leaders and managers?

3. What are the ways in which a nurse can enhance his or her expertise?

4. Explain “shared governance,” and describe how it can affect the power structure of a health-care organization.

5. Why is it important for staff nurses to understand the culture and real goals of the organization in which they work?

1. Describe your ideal organization. Explain each feature and why you think it is important.

2. Interview one of the staff nurses on your unit. Find out what practices within the organization help to empower the nurses. Compare this list of practices with those discussed in the textbook.

3. Recall the last time you walked into a hospital, clinic, or physician’s office for the first time. What was your first impression? Did you feel comfortable and welcome? Why or why not? If you could change the first impression this facility makes, what would you do?

4-What changes could be made at a very low cost? What changes would be expensive?Finally, discuss why it is important for a health-care facility to make a good first impression

 

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Part 1

In your opinion, what are the three most important power sources for a nurse leader? Why?

The three most important power sources for nurses in my personal opinion are the following:

Expert power refers to such power that can influence others by using knowledge and skills. Experience knowledge and skills together make an expert power that is possessed by nurse leader and transferred to other nurses during practice of nursing. (The Sentinel Watch, 2010).  For a nurse leader to have the respect of those around him or her, I believe that first and foremost they must have the confidence that their leader knows what they are doing.  If the leader isn’t capable of doing the job, how can they be capable of supervising or evaluating my performance?

Coercive power refers to authority of a nurse leader i.e. nurse leader can impose penalties or punish other nurses by taking their privileges if they are not doing a good job. If nurses are not doing satisfactory job, nurse leader ensures that every nurse is doing a good job and ensuring patient’s satisfaction. The truth is that the underlying fear of retribution for poor performance comes into play at some point for most employees. 

 Reward power depends on the ability of the person who holds power to confer valued material rewards.The reward source of power depends on the ability of one person to grant another some type of reward for specific behaviors or changes in behavior. Nurses, in their daily provision of care, can use this source of power to influence client behavior as well as others employees.

 So I think that these power sources are most important in nurse leader as these powers influence directly to nurses and help them to get educated punctual and skillful at the same time.

How are they best used in a leadership role? Describe                                                   

Power sources are best used in leadership role as these powers are true essence of the leadership. Nurse leader empowered by skills and expertise will be a good mentor and a working role-model for the junior staff nurses. Her/his authorities to keep a strict check on them give them a sense of responsibility. On one hand, reward for doing great job gives them a challenging, encouraging and motivating working environment; meanwhile, a threat to punish can bring best out of them.  A nurse leader makes best use of her power sources by supervising and managing the duties of nurses to satisfy patient’s demands. (Yapton, 1998)

What sources of power do you see most often displayed in your work environment? Why?

Part 2

 You brought up a good point about coercive power. In health care coercive power is used to maintain standards. Many nurses think that this type of power is negative, but this is not always the case. Several times we must protect other staff and our patients from dangerous situations or incompetent care. The human resource roles are used to uphold many standards for employees, and coercive power is used to sustain them (Stapleton, 2017). The leader must be careful how they use this power, but using it is not a negative situation unless it is done in a ruthless and unfair way. It is a leadership skill to know how to use all the types of power they possess. Have you had a situation where another employee was suspended or fired after an incident? Do you think the use of coercive power was fair in this situation? 

 

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