Awareness of an individuals leadership style enables nurse leaders to suitably adapt in various healthcare situations and environments. It is believed that leadership begins in nursing educational programs, meaning that it is taught. During this period, nurses are required to enhance risk captivating approaches that boost self-confidence. In so doing, nurses become encouraged in creating new solutions, and most importantly, develop the ability of making mistakes with little fear of reprisal. Reflection and critical thinking are key aspects during this process. At these programs, nurses should be given the ability to exercise their leadership styles. As a result, most nurses in the workforce would be ready to carry on leadership roles. Hence, nurses are able to adapt in diverse healthcare environments and situations. The paper focuses on the applicability of transformational leadership style to the nursing profession.
The transformational leadership theory entails a solid relationship between nurses and followers. The end result of this leadership style amounts to a high degree of trust, leading to increased motivation; equally intrinsic and extrinsic for participants. It is understood that the essence of transformational leadership is for nurse leaders to transform their followers by way of charismatic personalities and inspirational nature. One key characteristic of this theory is that regulations and rules are flexible, meaning that they are steered by organization norms. Shelton notes that the occurring attributes therefore provide an agitation of belonging with respect to followers, given that it is easier for them to identify with the personality and purpose of the nurse leader. For instance, a nurse leader who introduces new rules within a hospital setting, and involves his/her followers in the implementation of those guidelines, is referred to as a transformational leader. Therefore, the theory of transformational leadership is important as it is applicable at workplaces in a number of ways.
Many hospitals are often faced with the problem of misuse of funds. However, the case is different with hospitals that have transformational nurse leaders. It is cognizant that a nurse leader applies the transformational leadership theory in containing budgetary allocation. For example, a transformational nurse would object to the leasing of scanning equipment, and rather be in support for the purchase of owned equipment. A non-transformational nurse would argue that the costs are high, but a detailed analysis would show cost saving in the long run. A transformational nurse leader would again prefer to assigning the available personnel equitable roles within a given organization, and object to the recruitment of additional staff that would amount to more costs in terms of salaries.
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It is important to note that an organizations performance is measured by the productivity of its staff. A transformational nurse leader would therefore come up with appropriate strategies in ensuring that his/her follower workers remain productive at all times. Having the knowledge that workers are productive when motivated, a nurse leader would therefore come up with motivational measures in order to maintain a high spirit amongst the workers. According to Sorensen & Broome, one way would be through salary increments for exceptional staff members. As a result of this, all staff workers in that particular organization would be expected to put maximum effort in the discharge of their functions. Consequently, staffing productivity would be well over the required threshold.
For an organization to prosper, it requires a high level of competent staff. There is therefore need for hospitals to hire competent nurses in an aim to offer best and quality services. A transformational nurse leader would therefore recommend to management for the recruitment of qualified personnel. For the available staff, it would be appropriate that they attend frequent trainings and seminars in an aim to boost their expertise and competency. A transformational nurse leader would again put on probation newly recruited staff members aimed at determining their competencies. At the same time, it would be appropriate for nurse leaders to constantly monitor the progress of new staff. In so doing, the new workers would have trust and motivation in the leader thereby put more effort in an aim to thrive in their responsibilities. As a result, competency is upheld.
Hospitals generate given outcomes. Often, patients with proper care end up getting positive outcomes. It is important to note that a transformational nurse leader has the ability to impact on patient outcomes. According to Marquis & Huston, a nurse would use the theory of transformational leadership to instill effective care mechanisms within his/her followers. For instance, it would be appropriate given that a nurse leader directs his/her nurse followers go an extra mile in ensuring that all patients are kept clean at all times. This would have a positive impact on patient outcomes. On the other hand, the followers are likely to become encouraged due to positive responses in patients. The theory of transformational leadership can be applicable in a diverse and global perspective.
In the recent past, there has been an influx of immigrants across the globe. The concern at hand is how those increased numbers will be catered for, with respect to healthcare provision. Given the numbers, more people are likely to become sick, thereby requiring medical attention. The answer lies in the theory of transformational leadership. Transformational nurse leaders contribute to the variation of costs in organizations. Upward adjustments of costs amounts to increased ability of particular organizations to secure more resources in order to effectively administer healthcare to the rising number of patients from within the immigrants. As a result, more machines and medicine have been bought in these hospitals.
There is an increase in staff productivity within organizations witnessing increased numbers of immigrant patients. Though transformational leadership, incentives have been given to staff across major hospital organizations and this has boosted the morale of workers, thereby increased staff productivity. Therefore, transformational leadership has been critical in the recent past, as its implication entails lives saving. Again, transformational nurse leaders require a high level of competency among workers they lead. In an aim to boost competency, institutions of higher learning have enhanced academic research technologies aimed at equipping learners with updated knowledge and skills. By so doing, the level of competency as inhibited by graduate nurses has been terrific. Lastly, patient care methods are being enhanced so as to boost their outcomes during and after admissions.
Nurse leaders are required to appropriately adapt in varied healthcare environments and situations. As analyzed above, academic training of nurses is pivotal in shaping their leadership capabilities. Like observed, transformational leadership is an effective theory that is widely applied by nurses in the discharge of their leadership roles. Cost containment, staffing productivity, competency, and patient outcomes are some of the areas where a nurse leader would apply the transformational leadership theory. It is coherent that the theory has been monumental in healthcare provision with respect to global and diverse populations, mainly the influx of immigrant populations across the globe.