"Effective Approaches in Nursing Leadership and Management" is a remarkable example of a paper on care. Nursing managers and nursing leaders handle issues on nursing stopover and shortage are different, this is due to dissimilar skills. Effective nursing leaders are important to ensure that the developments of goals are successful and the care for their patients is enhanced. The nursing leaders will challenge, empower, motivate, and inspire the issue of shortage and turnover while the managers will control and maintain other employees to ensure that the solution is resolved. One of the problems that hospital faces are recruiting their employees and retaining them within their organization.
The healthcare industry is faced with the same issue. This needs control before becoming an unsolvable mystery. The shortage and turnover are widely caused by a rising age for the population of nurses thereby affecting the healthcare quality and their outcomes. Both the nursing leaders and nursing managers are crucial in nursing practices, but their approach situation acts from different angles. Therefore, the paper discusses the different techniques and approaches of nursing leaders and managers to the issue of nurse shortage and turnover.
Increasingly, the paper will compare and contrast how the managers and leaders will be expected to approach the nursing shortage and turnover. The discussion uses the theories, principles, roles, and skills of leaders versus the managers in handling the shortage and turnover. Additionally, the paper identifies leaders' approach as the best fit for the professional and personal philosophy of nursing (Huber, 2010). The nursing leaders are characterized by planning, controlling, and coming up with appropriate structures and systems in order. Conversely, the nursing leaders will align the nursing issue, set direction, motivate other nurses, motivate, and inspire them.
Additionally, the nursing leaders will adopt visionary positions, cope with changes, and anticipate changes. Therefore, nursing managers will handle the issue of nursing shortage and turnover differently from their counterparts. The nursing leaders will solve the problem by increasing the turnover of candidates in the labor force by ensuring that the merit nurses are qualified. Conversely, the nursing managers will vet out the prospective candidates based on their job fit. Consequently, they will improve the nurse’ s management immediately they are absorbed in the institution.
Each of the nursing leaders and nursing managers’ approaches reflects a differing approach to reducing the issue (Nagelkerk & Huber, 2006). The leaders improve the number of qualified nurses; this is because the problem arises due to the short supply of nurses in the market. The leaders believe that the scarcity will increase the opportunities available to nurses, which results to quit their jobs since they are sure of finding other opportunities. It also raises the turnover cost, as hospitals find it not easy to fill the vacant after the nurses have quit. The approach of nurse leaders approach of increasing the number of nurses available in the market, this entails carrying out the community outreach programs with training students for the sake of encouraging them to pursue their careers.
Additionally, they ought to provide educational scholarships to students. The efforts of the leaders may also entail lobbying the relevant authorities to invest in creating training institutions for recruiting other foreigners. Increasingly, nurse leaders will make attractive job packages to prospective candidates.
In today’ s setting, nurse leaders will ensure that health companies do every bit that will attract the candidate application. The primary question that the candidates tend to ask is the working location, time for working, job skills, and payment. Given the nature of the nursing job, the nursing leaders will strive to make the job attractive based on the nurse's preference (Kelly, 2008). Consequently, the nurse leaders entice the candidate by reviewing their pay structures, their schedule design, and their opportunities in career development. Likewise, the nurse managers will entice the nurses through the development and communication of efficient and effective employment of candidates.
This will need to invest resources in marketing and defining the unique and rare cultural features and career chances that make the firm an attractive and convenient place to work. Conversely, the nurse managers will screen and vet out the candidate having poor job fit. One of the factors that result in a rising turnover is recruiting candidates that have unclear expectations about their duties, benefits, and requirements of their jobs. Realistic job reviews will give the nurses exposure to their work duties, requirements, and benefits by offering them clear job descriptions by exposing them to their real environment. The preview has proved to be efficient in reducing the turnovers that are associated with a poor fit that is connected to their tasks, pay rates, and their schedule.
To solve the issue, the managers might also go for improving the techniques used in managing nurses after hiring them. One biggest fact that affects employee turnover is nurse managers and their behaviors. The managers will solve the issue by improving their managerial performance in order to reduce nursing turnover.
This will require them the provide the employees with tools, the time needed, and knowledge to engage the nursed with issues that will drive their turnover. The manager will be forced to mitigate the issues with the above approaches by communicating the work expectations of the nurses, also through rewarding and recognizing the performance of the best nurses as a way of apprehending the contributions that the nurses bring to the organization. The approaches used by leaders were based on either person, action-centered, or behavior theory.
The nurse leaders based their approaches and decisions based on characteristics, traits, attributes, and qualities, the theory used by the leaders tried understanding leadership to be one of a person’ s characteristics. What the nurses used was based on their understanding of what entails the great man. Subsequently, the nurse leaders used the action-centered theory where they fully recognized the elements of leadership. The leaders acknowledge the size of an issue and the little training and professional development were important in handling the scenario. Increasingly, leaders tend to employ leadership behaviors by challenging the process of the problem.
The nurse managers were consistently based on their responsibilities of identifying some of the common factors that affect the decision of nurses to pursue their jobs and remain in the job for a very long time (Wheeler & Foster, 2013). The managers have a strong belief in leveraging the results and objectives of their responsibility and finance in the management practices of their employees. This poses to be the largest value to ensure that the workforce and other nurses are qualified and well engaged. I would advocate for the leadership approach because it addresses the crucial issues that make the turnover of nurses to be costly.
Additionally, the good thing for programs that make the nursing jobs attractive to the candidate is their ability to increase the applicant that will apply for the positions. The institutions that design the position with attractive packages in mind tend to structure positions in ways that will lessen the turnover due to inadequate pay, inadequate development opportunities, and poor scheduling. Increasingly, what the nurse leaders used was based on their understanding of what entails the great man.
Subsequently, the nurse leaders used the action-centered theory where they fully recognized the elements of leadership (O’ Neill, 2013). From the paper, nursing managers and nursing leaders handle issues on nursing stopover and shortage is different, this is due to dissimilar skills. Effective nursing leaders are important to ensure that the developments of goals are successful and the care for their patients is enhanced.
Huber, D. (2010). Leadership and nursing care management (4th ed.). Maryland Heights, Mo.: Saunders.
Kelly, P. (2008). Nursing leadership & management (2nd ed.). Clifton Park, NY: Thomson Delmar Learning.
Nagelkerk, J. M., & Huber, D. (2006).Study guide for Leadership and nursing care management, third edition. St. Louis: Saunders Elsevier.
O’Neill, J. A. (2013). Advancing the Nursing Profession Begins With Leadership. JONA: The Journal of Nursing Administration, 43(4), 179-181.
Wheeler, R. M., & Foster, J. W. (2013). Barriers to Participation in Governance and Professional Advancement. JONA: The Journal of Nursing Administration, 43(7/8), 409-414.