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Transformational Leadership In The Emergency Room

634 Words3 Pages

The Emergency Department (ED) is a stressful, fast-paced environment with an unpredictable nature. There can be a high incidence of lateral violence among nurses as well as patient-to-nurse abuse. Emergency departments also have unpredictable numbers and acuity of patients, long work hours, and overcrowding. These conditions can contribute to a high rate of staff burnout and turnover. In spite of these challenges the nurses that choose to work in the emergency room typically work best under pressure, are highly competent, and have strong, assertive personalities that work best with a leadership structure that capitalizes on these strengths. Ideal emergency room teams have a strong sense of comradery which works well in stressful situations in order to come together for the greater good. The ED is highly regulated area of the hospital that generally requires intervention from nurse leaders to ensure patient and nurse satisfaction. Transformational leadership is the ideal leadership structure for the emergency room environment. It encourages staff nurses in the ED to be engaged in leadership and has …show more content…

Nurse leaders motivate bedside nurses by appealing to their intellect and values. The use of transformational leadership in nursing yields nurse leaders of all levels who strive to create effective solutions to key problems. This type of leadership encourages staff to take risks and extend the boundaries of thinking in order to find innovative solutions to problems and promote teamwork and shared responsibility (Doody, 2012). The use of transformational leadership enhances a mission-focused culture within the ED (Choi, Goh, Adam, & Tan, 2016). Transformational leadership is characterized by four key traits, which are idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration (Doody,

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Part I South Shore University Hospital (SSUH) opened up an emergency short stay unit (ESSU) seven years ago. This unit is a branch of the emergency department that holds patients that are admitted to the hospital before they go to another floor. Due to this unit experiencing so much movement on a regular basis, there is a lot of room for error and strong leadership is needed. With this, the ESSU management team follows a complexity leadership model.

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In addition, an individualized leadership development plan, including a goal will be discussed. Literature Review To achieve transformational leadership one must achieve these key 5 practices (Ajanaku & Lubbe, 2021). The first competent transformational leadership, modelling the way, can be achieved through setting the example for those around you. In order for this to be effective, the nurse should develop trust and respect, with those around them. Building trust as a leader can influence those around you to have confidence in one's abilities to lead and be more inclined to follow.

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Leadership in nursing is a pivotal function that influences the healthcare landscape and shapes the development of conducive work environments. Nursing leaders who foster a culture of excellence can inspire teams to deliver exceptional care, overcome challenges, and pursue professional development opportunities. As such, nursing leadership is an indispensable component of healthcare management that demands a deep understanding of the nuances of the nursing profession, a commitment to ethical and evidence-based practices, and a mastery of interpersonal and organizational skills. The National Organization of Nurse Practitioner Faculties (NONPF) defines the leadership competencies required for nurse practitioners to be influential and competent leaders. A leadership development plan

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Transformational leader allows nurses to make their independent decisions and encourages them to improve. Although leadership and management always come together, the two roles are not the same. While leaders focuses on people and relationships, managers concentrates on the task at hand (Cite website). Though I have only met a few nurse managers, I think the best management style for a new nurse is a coaching manager since their focus is the professional development of their followers. New nurses need someone who is willing to help their employees and able to provide opportunities for professional.

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I am an Assistant Medical Officer (AMO) working in Emergency Department at a district hospital located in rural East of Malaysia. I’ve been working for 8 years. In emergency department, we work in a team that comprise of various disciplines such as Emergency Physicians, Nurses, Assistant Medical Officers and others. In this essay I will define and analyze about leadership in my practice area. A leader profile from my practice area will be described using transformational theory.

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Introduction To undergo competition and to ensure sustainability as well as safe delivery of care, it is imperative for nurse leaders to adopt practices that foster high-quality functioning in their teams. The goal of this paper is to discuss the doctrine of transformational leadership theory and how it has evolved over time. Also, the writer will discourse the principles applicability in her leadership journey and Doctor of Nursing Practice Scholarly study of leadership. Furthermore, the author will establish ways to incorporate this newfound information to enhance her current leadership style. Transformational leadership has undergone testing in a diversity of work settings over the past thirty-eight years and has been the focus of various studies in the nursing field.

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Transformational leadership is a nursing leadership theory most suited to solving communication issues that can result in increased nurse retention rates, team unity, and decreased morbidity and mortality. Collectively nurses can advocate for improved health care policies to make a difference in practice and patient care

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Transformational Leadership in Nursing Introduction Transformational Leadership is the moral ability of a person to make sound judgment and wise decision to influence and inspire others to perform the best outcome even in the critical situation. It is the ability to guide others not just in words, but also by example. Nurses are able to cultivate trust and harmony and establish good relationship with their patients and co-workers through effective and constant communication and intervention. They respond to the basic needs and expectation (Rousel, 2011), they set aside their personal interest for the benefit of their patients and the organization.

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They are able to connect, communicate and coordinate across multiple departments, professional opinions and voices, and the daily schedules of patients. Advocating and designing care with the patient and family is a true skills set and cultural attribute that adds tremendously to a culture of safety and patient – centeredness but requires the most able leadership to build these bridges across the many professionals engaged in care. Building this culture is a leadership challenge and there is no one in my experience better able to make these changes than nursing leaders ( Maureen Bisognano, 2009). Nurses should not just be at the bedside or within the nursing community but must be involved as leaders and decision – makers throughout the healthcare system. As Maureen Bisognano (2009) points out, the best nurses are accomplished envoys among different players and interests involved in direct patient care, which is a skill needed throughout organizations and businesses, not just in hospitals or

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