NURSING LEADERSHIP AND MANAGEMENT

Kristian Karl B. Kiw-is Date: August 28 2021

BSN IV-A
1. What is leadership?
Leadership is a process by which an executive can direct, guide and influence the behavior and work of others
towards accomplishment of specific goals in a given situation. Leadership is the ability of a manager to induce the
subordinates to work with confidence and zeal.
Leadership is the potential to influence behavior of others. It is also defined as the capacity to influence a group
towards the realization of a goal. Leaders are required to develop future visions, and to motivate the
organizational members to want to achieve the visions.
According to Keith Davis, “Leadership is the ability to persuade others to seek defined objectives enthusiastically.
It is the human factor which binds a group together and motivates it towards goals.”

2. What are the characteristics of a good leader? Describe each

a) They are self-aware and prioritize personal development.-

Effective leaders focus on developing their emotional intelligence. Leaders that work to refine this quality are
more adaptive, resilient, and accepting of feedback from others. They are also effective listeners and open to
change.
b) They focus on developing others.-
This leadership quality builds on the principles of the situational leadership theory, which suggests that
effective leaders adapt to whether an individual or group is ready, willing, and able to take specific action.
Delegating, coaching, and mentoring are important tasks for situational leadership.
c) They encourage strategic thinking, innovation, and action.-
“As a leader, you have to look forward. You have to think about where the organization is going,”Leaders
must consider internal organizational factors, such as product roadmaps and staffing needs, as well as external
factors, including government regulations and technology advancement, when making strategic business
decisions.
d) They are ethical and civic-minded.-
Strong leaders consider the ethical consequences of the decisions that they make—for both their customers
and their teams.
e) They practice effective cross-cultural communication.-
Respected leaders are able to clearly communicate with individuals, business units, the entire company, and to
stakeholders outside the organization. In an increasingly global economy, leaders must also acknowledge and
respect different communication traditions.
f) Integrity-
The importance of integrity should be obvious. Though it may not necessarily be a metric in employee
evaluations, integrity is essential for the individual and the organization. It’s especially important for top-level
executives who are charting the organization’s course and making countless other significant decisions. Our
research shows that integrity may actually be a potential blind spot for organizations. Make sure your
organization reinforces the importance of integrity to leaders at various levels.

g) Ability to Delegate-
Delegating is one of the core responsibilities of a leader, but it can be tricky to delegate effectively. The goal
isn’t just to free yourself up — it’s also to enable your direct reports, facilitate teamwork, provide autonomy,
lead to better decision-making, and help your direct reports grow. In order to delegate well, you also need to
build trust with your team.
h) Communication-
Effective leadership and effective communication are intertwined. You need to be able to communicate in a
variety of ways, from transmitting information to coaching your people. And you must be able to listen to,
and communicate with, a wide range of people across roles, social identities, and more. The quality and
effectiveness of communication across your organization directly affect the success of your business strategy,
too. Learn how better conversations can actually improve your organizational culture.

i) Self-Awareness-
While this is a more inwardly focused skill, self-awareness is paramount for leadership. The better you
understand yourself, the more effective you can be. Do you know how other people view you or how you
show up at work? Take the time to learn about the 4 aspects of self-awareness and how you can strengthen
each component.

j) Gratitude-
Being thankful can make you a better leader. Gratitude can lead to higher self-esteem, reduced depression and
anxiety, and even better sleep. Few people regularly say “thank you” at work, even though most people say
they’d be willing to work harder for an appreciative boss. Learn how to give thanks and practice more
gratitude in the workplace.

k) Learning Agility-
Learning agility is the ability to know what to do when you don’t know what to do. If you’re a “quick study”
or are able to excel in unfamiliar circumstances, you might already be learning agile. But anybody can foster
learning agility through practice, experience, and effort. Explore how great leaders are great learners, with
strong learning agility to get started.

l) Influence-
For some people, “influence” feels like a dirty word. But being able to convince people through logical,
emotional, or cooperative appeals is a component of being an inspiring, effective leader. Influence is quite
different from manipulation, and it needs to be done authentically and transparently. It requires emotional
intelligence and trust. Learn more about how effective influencing can be a game-changer.

m) Empathy-
Empathy is correlated with job performance and is a critical part of emotional intelligence and leadership
effectiveness. If you show more inclusive leadership and empathetic behaviors towards your direct reports,
our research shows you’re more likely to be viewed as a better performer by your boss. Plus, empathy and
inclusion are imperatives for improving workplace conditions for those around you.

n) Courage-
It can be hard to speak up at work, whether you want to voice a new idea, provide feedback to a direct report,
or flag a concern for someone above you. That’s part of the reason courage is a key skill for good leaders.
Rather than avoiding problems or allowing conflicts to fester, courage enables leaders to step up and move
things in the right direction. A workplace with high levels of psychological safety and a strong coaching
culture will further support truth and courage.

o) Respect-
Treating people with respect on a daily basis is one of the most important things a leader can do. It will ease
tensions and conflict, create trust, and improve effectiveness. Respect is more than the absence of disrespect,
 and it can be shown in many different ways. Explore how you can cultivate a climate of respect at work or
learn more about becoming an ally to others.

3. What are the responsibilities of a head nurse?

 Assisting with and coordinating patient care

 Allocating nursing and healthcare resources where needed
 Organizing nurses' notes regarding patients
 Providing patient paperwork to doctors
 Coordinating patient payments with payments department or process payments on their own
 Participating in the hiring of new nursing staff and training new hires
 Creating schedules for nursing staff
 Resolving employee conflicts
 Resolving patient issues
 Creating reports for facility management
 Placing orders for equipment and supplies

4. Given a situation, as a head nurse, what will be your point of view if an employee comes to
always late and answers back at you? Defend your answer.
As a head nurse, I expect staff members to be late every now and then. However, managers and employers cannot
accept a situation where an employee is continually late for work and answer back to the head nurse, simply
because this acceptance will only compound the situation and make it worse.
If I notice that one of the employee is persistently arriving late and answers back, this should be dealt with
accordingly. Otherwise, the employee in question may think that this is not an issue and start turning up late even
more. Furthermore, the late employee’s actions may even make other staff members consider why they are
bothering to arrive at work on time, causing other late employees.
And the problem might not end there. Displaying acceptance of an employee’s persistent lateness and answers
back may cause them to become more relaxed with other company policies, and you may find that the overall
quality of work and work ethic of the team decreases.
When dealing and meeting with the late employee that also answers back, try to remain calm, do not make it
personal and avoid getting angry. Speak through your concerns over their lateness, present them with evidence
and refer back to your company’s policy on employee lateness. Explain that you want to understand what is
causing their lateness and find out if there’s something you could help with.
Try to understand whether they have any personal problems, medical issues or any other reasons which might be
causing them to be late. Remember to bear in mind any potential issues which could arise through discrimination
and any adjustments which could reasonably be made by the company in order to support the employee. And
punished them accordingly based from the company’s policy to discipline themselves from being late and answers
back to the head nurse.