Nursing Questions

Nursing

Describe the difference in roles between leadership and management. Explain how the goals of management and leadership overlap and provide one example. As a nurse leader, describe how you can facilitate change by taking advantage of this overlap.

To be a good leader, you must be able to inspire others to share your vision for the firm and work with you to realize it (Sastry, 2019). In contrast, management is more concerned with the day-to-day operations and ensuring that everything is running well. While management and leadership are distinct, the two concepts intersect." Leadership occurs when managers influence a group to achieve its objectives (Shah et al., 2016). Managing is a role that leaders play when they are active in planning, coordinating, staffing, and managing the organization (Offermann & Coats, 2018). Aiming to offer high-quality care expedient and meaningfully is the goal of both nurse managers and leaders. On the other hand, nurse leaders are more involved in-patient care, whilst nurse managers are more concerned with the day-to-day running of the hospital.

Leadership, community health, advocacy, and policy change are just a few of the ways in which nurses can contribute to health equity (Sastry, 2019). What are some of the ways that nurses aid in the process of change? Nurses can significantly impact healthcare reform and innovation if they are given the opportunity (Richards, 2020). As a result, effective nurse leaders who are ready to be their champions in the C-suite will be necessary for them to achieve great things in terms of increasing quality and outcomes as well as improving the culture of a healthcare company.

Compare two leadership theories. Provide an overview of each and discuss the strengths and weaknesses in relation to nursing practice.

Transactional leadership relies on a well-defined organizational structure and focuses on processes and control. On the other hand, transformational leadership aims to inspire others to follow and requires a great degree of coordination, communication, and cooperation to succeed. The distinction between transactional and transformational leadership can be summarized: transactional leaders focus on how to get stuff accomplished, whereas transformational leadership focuses on how to drive people to accomplish things. As a manager or supervisor, you may ask how these leadership styles are applied in the real world. Rather than polar opposites, they form a continuum.

Transformational leaders inspire their teams to work together toward a common objective (Shah et al., 2016). Employees are encouraged to look at old problems in a new light and are treated as a person rather than just another coworker. Transformational leaders must be trustworthy, respected, and dedicated in order to inspire their people (Diggins, 2016). Transformational leadership enables leaders to confidently handle a quickly changing and complex work environment. Transformational leadership is clearly working. Having a supportive boss can go a long way toward keeping nurses happy in their jobs. Nurses’ well-being and ability to handle challenging work situations are positively impacted by nursing supervision. Based on prior research, we investigated whether the relationship involving transformational leadership as well as the quality of nurses' work-life was mediated by subordinates' perceptions of support from their superiors.

A transactional person is a leader who likes to keep things in order and follow a predetermined plan (Diggins, 2016). It is not uncommon for them to control military operations or major enterprises, or lead worldwide initiatives that require guidelines and restrictions to achieve goals in a timely manner or to transfer personnel and materials in an organized manner, in environments where creativity and innovation are valued, transactional CEOs are not a good fit. As a result, the connection between these supervisors and their nurses is based solely on how well the transitions go (Richards, 2020). Employees must be rewarded and disciplined to keep them engaged. Leaders who thrive in a task-oriented workplace have a commanding presence. There is only one thing that matters to transactional leaders: the here and now. They have no interest in how the organization will perform in the future.

Review your state's mandated reporter statute (FLORIDA). Provide details about this in your post. If faced with a mandated reporter issue, what are the steps in reporting the issue? Create a mandated reporter scenario and post it. Be sure to include a reference to your state's website related to mandated reporting.

These recommendations are given by the Florida Department of Education (FDE) in collaboration with both the Florida Department of Social Services to assist all persons, particularly those who work in our children's schools, in recognizing signs of suspicious child abuse cases and/or child neglect and in knowing how to report to the appropriate authorities. These rules are provided in connection with an intensive training package geared primarily at instructing school staff and teachers on their responsibility as mandatory child abuse reporters, which may be found online at Child Abuse Reporter Training in Florida Is Required

Child abuse consists of more than just bruises and shattered bones. While physical abuse frequently leaves physical scars, not even all child maltreatment is as evident but can be just as harmful. Individuals who work with or around children must understand what that means child abuse or neglect and how to recognize potential indications.

It is not necessary to be physically available or witness actual abuse in order to identify potential instances of abuse, or to have conclusive evidence that a kid has been subjected to childhood abuse. Rather, the legislation requires a person to have a "reasonable suspicion" that a kid has been abused or neglected. This implies that it is acceptable for an individual to harbor a presumption of child neglect based on circumstances that would induce a reasonable person in a similar position, drawing on his or her expertise and experience as appropriate, to believe suspected child abuse.

References

Shah, S. M. M., Mirani, M. A., Memon, P. A., & Bhutto, N. A. (2016). Moderating Role of Performance Appraisal Politics between Transactional Leadership, Transformational Leadership and Job Performance: A Proposed Research Framework. Scholars Journal of Economics, Business and Management, 3(6), 309–315. https://doi.org/10.21276/sjebm.2016.3.6.1

Offermann, L. R., & Coats, M. R. (2018). Implicit theories of leadership: Stability and change over two decades. The Leadership Quarterly, 29(4), 513–522. https://doi.org/10.1016/j.leaqua.2017.12.003

Diggins, K. (2016). Practicing Transformational Leadership. Journal of Christian Nursing, 33(2), 74.

Sastry, Dr. V. V. L. N. (2019). India’s Demonetization: Pros and Cons. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3314670

Richards, A. (2020). Exploring the benefits and limitations of transactional leadership in healthcare. Nursing Standard, 35(12). https://doi.org/10.7748/ns.2020.e11593

Gerdsen, J., & Walker, J. (2019). Who Reports Mandatory Reporters? Theatre Topics, 29(2), 161–168. https://doi.org/10.1353/tt.2019.0022