ESSAY NURS4010 Professional Issues And Leadership In Contemporary Nursing

NURS4010 Professional Issues And Leadership In Contemporary Nursing

Answers:

1. Leader-Member Exchange Theory:

The theory establishes the significance of interactions between leaders and subordinates. Members having higher quality exchange tend to e more privileged as they receive adequate support and get opportunities for career development. Interactional advantages are deemed to e essential in achieving professional goals.

In nursing, this approach helps overcome shortages in recruiting nurses across nations. Selections of in-group and out-group members are directly related to the abilities of people who can proactively communicate with other members. Extroversion has a big role in impressing leaders and the theory levies utmost importance on the domain of maintenance of workplace relationships. If there is minimal understanding of high-quality relationship development, the concerned organization would lead to decreased staff satisfaction and chaotic uncertainties. The first stage in the theory is that of “Vertical Diad Linkage” which helps in exploring relationships between a member and leader. Leaders should be able to engage followers (Barbara, 2018). The second stage focuses on outcomes like turnover rate, member satisfaction, commitment, and performance. The third stage in the theory offers a comprehensive idea regarding the formation of high-quality relationships. Leaders should be able to offer similar opportunities to all members of the group for cause higher quality exchange. It should modify a superior-subordinate relationship into an equitable partnership (Bauer & Erdogan, 2015).

Servant Leadership Theory

The theory’s modern interpretation was developed y Greenleaf in the year 970. He uniquely mentioned how a servant-leader would have to partake in serving first. The conscious choice made would produce aspiration to lead properly. Leaders who want to assuage unusual power drive or acquire materialistic possessions are not placed in this category. There is a manifestation of a stark difference in people who willingly prioritize the concerns of the people they are serving. The primary role of leaders as per the inverted approach of management is to nurture, foster, and nourish their associates in the company (Savel & Munro, 2017). The voices of the associates are heard; their ideas are disseminated, communicated, and implemented easily.

2. The LMX theory has enhanced awareness concerning the determination of success for the allocation of members in the in-groups as it can have several privileges (Buengeler Piccolo & Locklear, 2021). Participation can be increased to get a better outcome of performance. The theory helped in the identification and exploration of the equity issue. Increased information exchanges strengthen trust and delegate more responsibilities to improve results. The theory demonstrates how the exchange can develop into high-quality by aiding practices of communication (Robinson,2020). The theory has also clarified the importance of exhibiting maturity in handling relationships in the workplace, despite having several differences in perspectives. Respecting opinions would engage in-group members further to work harder and deliver up to the expectations of leaders.

The theory is often applied in a discriminative manner and the improvement of the justice climate for the reduction of bias would e vital. The maximization of engagement of the members in low-quality exchange is necessary. The theory assumes all members to be equally created, which cannot be evident in all cases. Leaders who do not recognize their flaws and bring out-group members into a core group would otherwise discourage employees, thereby affecting loyalty and performance. It is unclear how leaders can be selectively biased towards in-group and out-group members and only aid the functioning of their internal teams.

In the case of the servant leadership theory, it can be understood how servant leaders ensure nurses are working in a space that fulfills them physically and mentally through consideration of their global strengths and weaknesses. Finding appropriate working standards for the workers helps leaders in causing better employee retention, improved productivity, and a positive work experience (Shah, Batool & Hassan, 2019). Humility is practiced efficiently as it remains consistent with ‘healthy ego’ and is not a weakness. Modesty is appreciated by leaders where they can provide others with their due credits.

However, most medical centers and schools remain organized into departments, having their leaders. It is unclear how their focus would not be on governing in an autocratic way. People are often hungry for power and usually do not want to lower their positions. It can be difficult to propose an idea where servant leadership would be known to explicitly fit into the overall objectives of critical care nursing. Patients should be prioritized over personal gains. This is not commonly observed in healthcare currently as everyone strives to have ultimate power and only provide care for monetary benefits.

3. In nursing, affective commitment or attachment to the healthcare organization is significant. A positive correlation can be observed between the quality of leader-member exchange and the commitment and engagement of the nursing staff. Nurses have increased expectations when high-quality exchanges take place and become psychologically lifted to have been accepted as important members of the organization. The quality of nurse-supervisor communication would be improved with the enhanced engagement of teams (Sparrowe & Emery, 2015). The needs of the patients can be catered to when there is a smooth transaction of information through proper communication between leaders and members. Workplace collaborations have major advantages and lead to the amalgamation of varying opinions. The maintenance of a congenial atmosphere where everyone works in cohesion is crucial in a healthcare setting. The environment created by a leader has a direct effect on empowering nurses to decrease their psychological exhaustion and induce job satisfaction.

In healthcare, the servant leadership theory would help in satisfying patients and catering to their inherent needs through patient-centered care programs. Serving patients is primarily focused through the application of the theory and all patient encounters are treated with dignity and hard efforts. If a leader has overpowering ideals and morale, which does not humbly fulfill the needs of subordinates, patient care would be affected with rising resentments of the workers. In difficult situations, the servant leadership approach is quite valuable as the focus is on serving the patient through the removal of obstacles. The implementation of this theory can motivate healthcare workers and nurses as their efforts are recognized ((Farrington & Lilah, 2019).

References

Barbara, L. (2018). Developing the Leader-Member Exchange Theory in Nursing: Seeing from an Introvert Eye. Jurnal Keperawatan Muhammadiyah, 3(1).

Bauer, T. N., & Erdogan, B. (2015). Leader-member exchange (LMX) theory: An introduction and overview. Oxford handbook of leader-member exchange, 3-9.

Buengeler, C., Piccolo, R. F., & Locklear, L. R. (2021). LMX differentiation and group outcomes: A framework and review drawing on group diversity insights. Journal of Management, 47(1), 260-287.

Farrington, S. M., & Lillah, R. (2019). Servant leadership and job satisfaction within private healthcare practices. Leadership in Health Services.

Robinson, G. (2020). Workplace communication: examining leader-member exchange theory, uncertainty avoidance, and social styles.

Savel, R. H., & Munro, C. L. (2017). Servant leadership: The primacy of service. American Journal of Critical Care, 26(2), 97-99.