NURS 681: Business, Leadership and Health Policy for Nurse Practitioners Discussion

NURS 681: Business, Leadership and Health Policy for Nurse Practitioners Discussion

NURS 681: Business, Leadership and Health Policy for Nurse Practitioners Discussion

What style of leadership do you work best under?

I work best under democratic leadership style, which is a supportive, relational, and enabling style. In the democratic leadership style, the leader assumes that the employees/subordinates are motivated by internal forces and drives. As a result, the leader usually wants active participation in decisions and to get the tasks done. Besides, the democratic leader uses personal and positional power and cooperative decision methods to get ideas from employees. One of the things that I find motivating in an organization is being involved in decision-making, especially in decisions that involve me. In this regard, I prefer working under the democratic leadership style since the leader involves the employees in decision-making, which motivates them to set their work goals, create their plans, and control their practices (Fennell, 2021).

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The democratic leader creates a healthy working environment by valuing the characteristics and abilities of each employee. In democratic leadership, less control is maintained, and economic and ego awards are used to motivate. Besides, employees are directed through thorough suggestions and guidance, and decision-making involves others (Fennell, 2021). Lastly, I prefer this type of leadership because communication flows up and down rather than downward only.

What leadership style best describes your present or former managers?

The nurse manager in my former organization employed an autocratic leadership style. The manager was a task-oriented leader and used positional and personal power in an authoritarian manner. Besides, the manager retained the responsibility for all goal setting and decision making. Employees were motivated through praise, blame, and reward (Wang & Guan, 2018). The nurse manager assumed employees are motivated by external forces such as power, authority, and the need for approval. Consequently, she used coercion, punishment, and reward to change employees’ behavior and attain the desired results.

The manager maintained strong control over the employees and directed them with commands (Wang & Guan, 2018). Decision-making did not involve others and was solely on the nurse manager, which led to a lot of resistance from the employees. In addition, communication in the organization only flowed downwards. Furthermore, the nurse manager emphasized the difference in status “I” and “you,” and her criticism was punitive rather than constructive. The leadership style was ineffective and led to demoralization of employees and a high turnover rate. Since the nurse manager used punitive criticism, most nurses avoided presenting their concerns for the fear that the manager would not listen. I found it difficult to work under this leadership style, and like many other employees, I resigned.

Why is it important for nurse managers to have a clear understanding of their predominant leadership style?

Nurse managers need to understand their predominant leadership style since it helps the manager become a better communicator with the employees. The manager also understands how they can motivate and inspire employees to meet personal and organizational goals through their leadership. In addition, a nurse manager who is aware of their leadership style can handle work challenges more effectively (Buppert, 2021). Understanding the approach that one takes to leadership also allows the manager to perceive better what type of leader they are, improve their weaknesses, and take pride in their strengths, leading the leader and the team to victory (Buppert, 2021). Lastly, a nurse manager who is familiar with their leadership style is better positioned to advance their career and increase their success and the success of the team they are leading.

References

Fennell, K. (2021). Conceptualisations of Leadership and Relevance to Health and Human Service Workforce Development: A Scoping Review. Journal of multidisciplinary healthcare, 14, 3035–3051. https://doi.org/10.2147/JMDH.S329628

Buppert, C. (2021). Nurse practitioner’s business practice and legal guide (7th ed.). Jones & Bartlett Learning.

Wang, H., & Guan, B. (2018). The Positive Effect of Authoritarian Leadership on Employee Performance: The Moderating Role of Power Distance. Frontiers in psychology, 9, 357. https://doi.org/10.3389/fpsyg.2018.00357

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Compare and contrast three leadership challenges for an organized healthcare delivery system with stand-alone facilities or group practices. Specifically address any cost containment/effectiveness issues, changing social norms and demographic composition, technology development, social experimentation, evolving roles of physicians and advanced practice nurses, organizational culture, and incorporation of women and minorities into leadership/management roles.
For maximum points, you must respond to all 3 questions. 1. What style of leadership do you work best under? 2. What leadership style best describes your present or former managers? 3. Why is it important for nurse managers to have a clear understanding of their predominant leadership style?
*Please use the textbook listed and U.S. peer-reviewed nursing journals only! The assignment will be checked for plagiarism. The instructor is strict regarding APA. Use APA 7th edition.
* Please follow Discussion Rubric!
References
Textbook-Buppert, C. (2021). Nurse practitioner’s business practice and legal guide (7th ed.). Jones & Bartlett Learning.

NURS 681: Business, Leadership and Health Policy for Nurse Practitioners

Formative Evaluative Criteria for Discussion Board Assignments

Discussion Board Rubric

Each section will be evaluated – quality, relevance, and contribution to the community.

Ex: Quality 100 + Relevance 70 includes relevance to course outcomes mapped to each unit. (See N681 course outcomes listed in each unit) + Contribution to the Learning Community 0 = 170/3 = 56.66 (Final discussion board score 57 points).

Points	100	70	30	0
Quality of Post	Appropriate comments: thoughtful, reflective, and respectful of other’s postings.	Appropriate comments and responds respectfully to other’s postings.	Response, but with minimum effort. (e.g., “I agree with Bill”)	No posting.
Relevance of Post	Posts topics related to discussion topic; prompts further discussion of topic Consider course objectives mapped to the unit. (See course objectives in Unit – cite with outcome number.	Posts topics that are related to discussion content	Posts topics that do not relate to the discussion content; make short or irrelevant remarks	No posting.
Contribution to the Learning Community	Aware of needs of community; attempts to motivate the group discussion; presents creative approaches to topic	Attempts to direct the discussion and to present relevant viewpoints for consideration by group; interacts freely.	Does not make effort to participate in the learning community as it develops (Doesn’t follow-up)	No feedback provided to fellow student.