NURS FPX 5007 Assessment 1 – The difficulties that come with being a leader are varied and dependent on a range of factors.Leaders in the healthcare industry are essential to enhancing the standard of treatment and impacting patient outcomes. Managing institutional procedures, preserving employee contentment, promoting information exchange, and attaining better healthcare outcomes all depend on effective leadership (Mwesigwa et al., 2020). Furthermore, leaders play a role in cultivating favorable organizational cultures. Leading and refocusing staff members is frequently required in leadership roles to guarantee a safe and effective work environment. The healthcare sector is aware of many leadership philosophies, and it places a high value on decision-making skills and capacity for anticipating difficulties (Cummings et al., 2021).
Consider Marty, an African American healthcare worker with more than six years of experience providing care for rehabilitation patients at a university healthcare center, to provide an example of a difficult work environment. Marty has worked for more than two years in an office environment and provides autonomous treatment to patients hospitalized to hospitals all throughout the town. Three years ago, Marty’s mother was diagnosed with dementia, and ever since then, Marty has taken over her mother’s daily care requirements. Due to Marty’s habit of arriving late and departing early, this obligation has created problems at work. Marty has admitted to having a sleeping condition, but he won’t utilize a CPAP machine, much to the annoyance of his coworkers.
Due to Marty’s incapacity to carry out her duties, colleagues and clinical staff have denounced her behavior to her supervisor, who has recommended recruiting more nurses. But Marty is presently covered under the Family and Medical Leave Act (FMLA), and her boss is aware of the problems but has done nothing about it (Cummings et al., 2021).
The three primary leadership philosophies that apply to this circumstance are transformational, transactional, and democratic. Transformational leadership empowers team members, fosters creativity, fosters trust, and drives change. This approach lessens work-related weariness and improves psychological empowerment, team performance, and motivation (Robbins & Davidhizar, 2020).
Transactional leadership is task-oriented, emphasizing short-term objectives, incentives, acknowledgment, and necessary intervention. Better outcomes can be achieved by combining transactional leadership with other leadership philosophies, such transformational leadership (Richards, 2020).
Respect for employee input and inclusive decision-making are essential components of democratic leadership. It encourages cooperation and gives workers more influence over the creation and application of policies (Oliveria et al., 2020).
Marty’s boss and coworkers would benefit most from a transformational leadership style given her circumstances. Even with Marty’s FMLA status, the team can be inspired to solve the issues creating a bad work environment by bringing them to light and employing transformational leadership. This strategy can reduce feelings of neglect and future office problems by fostering a healthy work atmosphere where employees’ comments and concerns are taken into consideration (Nurani et al., 2021) . However, given Marty’s actions and the protracted inaction on it, it might be difficult to inspire staff loyalty at first. A well-defined incentive program can improve productivity, modify the work environment, motivate Marty to stick to her schedule, and lower absenteeism (Richards, 2020).
Putting this leadership strategy into practice offers several benefits, such as rewarding and praising workers for going above and beyond, creating a positive work environment, and improving knowledge and experience for all employees. Monitoring possible occupational stress brought on by transactional leadership is crucial, though, as it may necessitate that workers continually go above and beyond expectations in order to feel satisfied. This approach might not be well received by Marty, which would keep her coworkers unhappy (Nawaz & Khan, 2020).
A democratic leadership style is suited for this case as it allows employees to contribute to decisions, addressing their worries regarding Marty’s work attitude and punctuality. According to Oliveira et al. (2020), Marty might perhaps re-engage with her employment by taking part in decision-making processes and rediscovering her purpose.
By employing this leadership style, Marty’s
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