Describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:
1.Select an issue from the following list: nursing shortage and nurse turn-over, nurse staffing ratios, unit closures and restructuring, use of contract employees (i.e., registry and travel nurses), continuous quality improvement and patient satisfaction, and magnet designation.
2. Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
3. Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited to your personal leadership style.
4. Use at least two references other than your text and those provided in the course.
Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
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Differing approaches of nursing leaders and managers on Quality improvement and patient satisfaction
In health care setting, leadership and good management are integral and play vital role towards achievement of the goals and objectives. This paper deliberates on the differing approaches of nursing leaders and managers concerning continuous quality improvement and patient satisfaction.
Quality improvement and patient satisfaction is a very important aspect when it comes to rendering health services to the clients. To ensure provision of quality services that meets the expected standards, it requires involvement of both the leaders and the managers. These two people have various duties and responsibilities they require to render.
Leaders have greater responsibilities in helping to improve quality and achieve patient satisfaction. Leaders have the responsibility of instituting change in the organization. They must defend the rights of the employees or followers even as they agitate for changes in an organization (Johnson, 2013). They define and seek vision and to achieve the visions they must come up with appropriate strategies that will compel other stakeholders to embrace change and help the organization move forward by improving on areas that are lagging behind. Leaders lead people and aim or focus on long term aspects of an entity (Sanders & Davey, 2011). Therefore, they must come up with appropriate policies that help the organization provide better services to the patients and other stakeholders at the time by setting the direction and facilitating decision-making process. Leaders in this scenario must also be transformational and charisma in the sense that they need to incorporate other people views to ensure that they help to improve the services that are provided to the customers or patients. Leaders also need to be ready to take blame and break rules as they strive to achieve the goals that they have set (Atlantic International University. (2014). Therefore, in this case, leaders will be able to breaks some of the rules just to ensure that systems are in place that will ensure quality improvement and patient satisfaction.
Managers have as well important responsibility when it comes to improving quality and ensuring patient satisfaction. Managers usually approach or use transactional style in their leadership (HealthKnowledge, 2014). They command and expect that duties are executed as required. Through this function, they can help in ensuring that responsible people or the subordinates adhere to the rules to ensure that systems are operational to ensure quality improvement when it comes to service delivery. Managers are action oriented, and are concerned on short-term achievement. They seek to achieve certain objectives and ensure that there is stability. They manage work and therefore, they are very important to ensuring that work is done as expected and in the process, this will enhance improvement in quality and as well contribute to patient satisfaction (Educational Portal, 2014). Human relations theories advanced by Elton Mayo in his Hawthorns studies also explained the rule of managers and leaders in triggering motivation among the employees. The working relationship should be well established and the management and the subordinates should work together to advance the goals of the firms. Other motivational theories such as Maslow’s hierarchy of needs are also critical for managers especially in enabling them to provide satisfaction among employees (HealthKnowledge, 2014). Employees that are satisfied and motivated will work hard and this will trigger improvement in quality. This still further culminate to increased satisfaction among the patients.
An approach that best fits my personal and professional philosophy of nursing is to always endeavor to provide high quality services that meet the professional standards. I do believe that by embracing high levels of integrity, I will be able to provide high quality services. Furthermore, this approach suits my personal leadership style because, it is in tandem with my personality and my quest to help other people. I believe that I have the responsibility to the society and therefore, to achieve this, I require high level of integrity.
In conclusion, leaders and managers are important in healthcare. They help to ensure that processes and system run on smoothly. Various approaches and theories help to enhance understanding of the roles and duties of the leaders and managers as discussed above. In improving quality and ensuring patient satisfaction, the two must work together to achieve better results.
Sanders, T., & Davey, K. (2011). Out of the leadershiptheory jungle: a proposed meta-model of strategic leadership. Allied Academies International Conference: Proceedings of the Academy of Strategic Management (ASM), 10(1):2011: 41-46