Friday, May 17, 2019

Philosophy of Nursing Leadership Essay

I remove worked in health premeditation for over thirteen days both as new s bearing shelter and as an informal leader and as an appointed manager. Throughout this process I have experience many different feelings towards my managers and experienced several different types of circumspection styles as related to our recent circumspection concept schooling. A prior class text book definition states Philosophy looks at the character of things and aims to provide the meaning of the nursing phenomena. Philosophies are the broadest in scope and provide a broad judgment (Blaise & Hayes 2002 p. 98). Combining a defined leadership theory with my own in the flesh(predicate) nursing doctrine engages a higher level of understanding about personal concepts and ideas of my past experiences and the possibility for growth as a leader. Peter Druckers theory in regards to involving the entire organic law in planning and establishing the counselling process has been implemented for many y ears at my current employment, to include weekly staff meetings with coarse discussions and an anonymous drop box for problems or ideas to be shared with upper management.We also give one-hundred clam bonus to any employee who presents a new idea or plan and the infirmary corporation agrees to wont it. This form of staff participation in leadership by Peter Drucker was used to advise the heads of normal Motors, Sears, General Electric, W.R. Grace and IBM, among many others. Often times Drucker offered his management advice to non-profits like the American Red overfly and the Salvation Army. Druckers theory in the health care setting encourages single(a) autonomy and embraces the elevated of leaders not being born but can should be taught and encourage to use their best(p) judgments for every unique situation. Drucker is quoted as stating Leadership is something scientific but has artistic expression.Artistic expression is tell apart and when an organization encourages this individuality of its members the results can in turn provided broader solutions and opportunity for growth.This form of coaction of many different unique perspective and special skills are imperative in todays health care system as specifically outlined by the American Nurses Association (ANA) information of the expertise of others within and outside the profession, and referral to those other providers when appropriate (2003, p.8) The increasing competitive nature of health care and ever changing technology and change make it imperative for a health care organization to work together as a team for the betterment of the patient outcomes and a hospitals long term viability.Personal Growth as a Nurse LeaderWith review of my personal experiences in my nursing career, I can now see the obvious management transitions that took place at the facility I worked at. When I first started working, I basically felt like a affectionate body only there to perform certain tasks at certain time s and felt of no real value to actual hospitals overall revenue or outcome. Looking congest at the management style from that time, I felt no real structure or individual importance toward the outcome of the hospital I worked for. The hospital was a non-profit, government owned facility and the resulting management style is easily related to the Laissez-faire leadership form. With this go alongs off (Finkleman, p6) form of management comes a great lack of feeling of security or capability to grow and learn as a nurse. Three year after working there a new company bought out our hospital and many extreme changes happened. Computer charting came in, new managers, new rules, new standards and many people left because of these changes. not because they were bad changes but because they simply did not want to accept change.With these changes emerged a new management proficiency that follow the Drucker philosophy of encouraging staff participation, goal setting and leadership learning wi th in the hospital. I will never forget the first time the hospital administrator came up to me, shook my hand and simply asked how everything on my nursing unit was going. If I had any problems or concerns. This form of management encouraged professional growth and self-esteem. I became more familiar with small skills such as intravenous access, medications, equipment and widely distributed patient involvement, I began to find myself more interested in the art of health care and learning. Challenges and learning became my journey and led me to a management position in theemergency room department. I grew as a person and as a nurse.I learned so many things about health care and genuinely cared for my co-workers. Their input was invaluable and helped us create new policies and systems to give our patients better care. I learned mostly about myself and who I wanted to be as a person and a leader or example to other nurses. I became very confident after ten years in this department an d enjoyed the teamwork of this area and wanted to be able to do more with this invaluable acquired knowledge. I came to an understanding of a nurses ability to provide their perspectives and past experiences to help other care for the patients.In conclusion, with the educational advancements and experience I hope to continue to learn how to be an effective leader. I would like to see our organization encourage some the emotional intelligence theory philosophy into our traffic pattern to encourage stronger relationships between all staff. As stated in (Finkelman, 2011 p 10), emotional intelligent leadership is key to creating a working climate that nurtures its employees and encourages them to do their best with enthusiasm, in turn this pays off in improved business performance. I believe that all people inherently want to be recognise for what they do and need positive reinforcement. With future leadership roles I hope to incorporate both of these leadership theories of including the employees in the organizations plans, group problem solving and building good leaders along with stronger emotional relationships built on encouragement and positive reinforcement to provide an open positive learning environment with strong inter employee relationships.ReferencesBlais, K., & Hayes, J. (2002). Professional nursing practice. (2011 ed., Vol. 6, pp. 2, 27-29, 268). Upper Saddle River, NJ Pearson. Retrieved from http//www.pearsonhighered.comFinkelman, A.(2006).Leadership and Management for Nurses. (2011 2nd ed., pp. 5-13).Upper Saddle River, NJ Pearson. Retrieved from http//www.pearsonhighered.comNursing Times. (2011) Leadership Skills for Nurses. Retrieved from http//www.nursingtimes.net/Journals/2011/j/n/i/Leadership-Skills-for-Nurses.pdf

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