[ANSWERED 2022] Contrast the key characteristics of traditional leadership with the key features of Complexity Leadership. Describe the skill sets

Last Updated on March 4, 2024 by Admin

Leadership And Organizational Behavior – PDA – 01-04-22 – Sect1

Week 1: Discussion Question – Traditional Leadership vs. Complexity Leadership

Contrast the key characteristics of traditional leadership with the key features of Complexity Leadership. Describe the skill sets needed by nurse leaders in today’s complex healthcare organizations.

Expert Answer and Explanation

Traditional Leadership vs. Complexity Leadership

Leadership is the ability to influence people to achieve organizational objectives. New leadership styles and theories continue with the ever-changing organizational dynamics. As such, organization leaders should be aware of the new concepts and styles of leadership that they can borrow to make their teams more effective.

Traditional leadership is structured in a way that the relationship between the leader and his/her subordinates is quite formal, based on the authority of the leader. It is more authoritarian, with a top-down approach in most processes, including communication (Belrhiti et al., 2018). Similarly, in traditional leadership, the leader usually gives most of the directives and constantly supervises the team, creating high levels of dependence on the leader. However, the consistently changing organizational dynamics have made operating organizations with traditional leadership challenging.

Instead, a more adaptable leadership style needed to be adopted, leading to what is known as complexity leadership. Complexity leadership is a leadership framework that allows organizations to be more adaptive to change. One of the characteristics of complexity leadership is that it views leadership as a dynamic function that transcends one individual. Instead, it requires collective input to facilitate organizational adaptation bringing the concept of shared leadership (Uhl-Bien et al., 2020).

Rather than depending on the leader to influence action, in complexity leadership, any agent can impact the dynamics of organizational change and innovation. Complexity leadership also relies heavily on collaboration and interactions within the organizational space to respond to different change triggers, thus facilitating adaptability.

For nurse leaders to navigate through today’s complex healthcare organization, they should possess the necessary skill sets. For example, they need to be innovative to implement effective and beneficial changes to adapt to the dynamic organization climate (Pearson, 2020). They also need to have people skills which include motivation, communication, and the ability to influence others towards achieving the vision of the organization. Lastly, they need to be flexible and accommodative to new approaches and organizational change.

References

Belrhiti, Z., Nebot Giralt, A., & Marchal, B. (2018). Complex Leadership in Healthcare: A Scoping Review. International journal of health policy and management, 7(12), 1073–1084. https://doi.org/10.15171/ijhpm.2018.75

Pearson, M. M. (2020). Transformational leadership principles and tactics for the nurse executive to shift nursing culture. JONA: The Journal of Nursing Administration, 50(3), 142-151. doi: 10.1097/NNA.0000000000000858

Uhl-Bien, M., Meyer, D., & Smith, J. (2020). Complexity leadership in the nursing context. Nursing Administration Quarterly, 44(2), 109-116. doi: 10.1097/NAQ.0000000000000407

Week 2: Discussion Question – Healthcare Initiatives

Discuss a healthcare initiative based on excellence (refer to examples in week seven Signature Assignment directions) that directly or indirectly impacts patient care and why you, as a nurse leader, would recommend this initiative in your healthcare organization.

Healthcare System Initiative that directly or indirectly drives excellence in patient care. Examples include but are not limited to:

ANCC Magnet Journey
Trauma Center Verification
ANCC Pathway to Excellence
Certification for Primary Stroke Center
Primary Care Medical Home Certification
New BSN Graduate Nurse Residency Program

Expert Answer and Explanation

Healthcare System Initiative ANCC Pathway to Excellence

One of the most effective healthcare system initiatives is the ANCC Pathway to Excellence program. This program focuses on creating healthy work environments where nurses can excel through the quality of work life. The system also recognizes health care organizations and long term care institutions promoting the nursing career. The nurses are given a confidential pathway survey to validate that the hospital’s standards have been made through this method (Dans et al. 2017).

Through this survey, nurses are given a voice, and in the case the hospital fails to meet the pathway standards, they are made aware of the nurses’ grievances and therefore work to improve the wellbeing of the nurses (Doucette & Pabico, 2018). Additionally, most of the nurses trust the Pathway Designated distribution greatly value nurses and promote their development and therefore might prefer the organizations over those that are not Pathway-designated.

As a nursing leader, I would recommend this initiative to my current organizations for several reasons. One of the reasons is that it increases nurses’ satisfaction, which can be reflected through their motivation and performance. Additionally, the program will encourage high-quality nursing practice by offering the nurses an opportunity to develop their careers further. Through this initiative, it is also possible for the organization to attract the most qualified nursing and reduce the nurses’ turnover (Jarrín et al. 2017).

When nurses are assured that their affairs are well addressed and a positive working environment, they will be interested in working in the organization. They will also provide their services for longer. Additionally, Pathway-Designated organizations tend to attract more clients as they are assured of quality services provided by workers who enjoy the quality of work life.

References

Dans, M., Pabico, C., Tate, M., & Hume, L. (2017). Understanding the new Pathway to Excellence® standards. Nurse Leader, 15(1), 49-52.

Doucette, J. N., & Pabico, C. (2018). Nursing Management partners with ANCC’s Pathway to Excellence® Program. Nursing management, 49(4), 13-15.

Jarrín, O. F., Kang, Y., & Aiken, L. H. (2017). Pathway to better patient care and nurse workforce outcomes in home care. Nursing outlook, 65(6), 671-678.

Week 3: Discussion Question – Cost/Benefits and Risks of New Healthcare Initiatives

Discussion Prompt

Why would a healthcare organization want to participate in a new healthcare initiative?

Weigh the cost/benefits of a new health care initiative of your choice.

What are the major risks for participating in a new healthcare initiative?

Expert Answer and Explanation

Cost/Benefits And Risks Of New Healthcare Initiatives

Why A Healthcare Organization Would Want To Participate In A New Healthcare Initiative

By participating in a new healthcare initiative, a healthcare organization will improve its overall productivity. This will include patients’ outcomes and ensuring the quality of work life. Notably, new healthcare initiatives aim to improve the current practices that the healthcare organizations have, and by participating in them, the hospitals show their commitment towards the provision of quality healthcare (Jarrín et al. 2017).. If a healthcare organization fails to participate in such an initiative, it will be assumed that it is too rigid to accept changes in healthcare, and therefore, its operations are either outdated, or they do not care much about the patients and their employees.

Cost/Benefits Of A New Health Care Initiative

One of the recent initiatives is ANCC Pathway to Excellence Program, which focuses on ensuring nurses’ satisfaction with the health organization. Through the health initiatives, nurses are questioned on their support from a hospital through a survey. As a result, nurses trust pathway-designated organizations as ones that can support their nursing careers to the fullest (Doucette & Pabico, 2018). The benefit is that most highly qualified nurses will want to work in the organization as they seek an organization that provides a good working environment for nurses.

Significant risks for participating in a new healthcare initiative

However, the main risk of the healthcare initiative is that the organization might have to make some changes to ensure that nurses are satisfied with their work environment, which might come with an extra cost. Additionally, the healthcare initiative only focuses on nurses, which might not settle well with other practitioners, who will demand better treatment than they are currently experiencing, which can affect collaboration at the workplace (Pabico, 2020).

References

Doucette, J. N., & Pabico, C. (2018). Nursing Management partners with ANCC’s Pathway to Excellence® Program. Nursing management, 49(4), 13-15.

Jarrín, O. F., Kang, Y., & Aiken, L. H. (2017). Pathway to better patient care and nurse workforce outcomes in home care. Nursing outlook, 65(6), 671-678.

Pabico, C. (2020). Dispelling common myths about ANCC’s Pathway to Excellence [R]: Is this program the right fit for your organization?. American Nurse Journal, 15(5), 34-38.

Week 4: Discussion Question – Leadership Strategies for Minimizing Dysfunctional Behaviors

Discussion Prompt

Identify at least four contemporary leadership principles you could apply as a nurse leader to minimize dysfunctional behaviors among people in your healthcare organization. Discuss one specific example to illustrate each of the four chosen leadership principles.

Expert Answer and Explanation

Leadership Strategies for Minimizing Dysfunctional Behaviors

A nursing leader must implement several leadership principles to ensure teamwork and reduce dysfunctional behaviors amongst the medical practitioners. One of the leadership principles is to lead by example. Followers best learn from their leader’s example, and therefore when trying to suggest a move to the followers, they should ensure that they are taking on the challenge. For instance, if the nursing leader wants the others to come earlier, they should set the example by arriving early themselves.

Another leadership principle is to understand the value of listening to the followers. As a leader, one should always guide the followers towards a specific goal. If the followers are unable to achieve the goals, it is the leader’s responsibility to ensure that they listen to the followers’ reasons instead of harshly reprimanding them. Additionally, leadership is usually an interchange as a good leader should give room for the followers to offer a suggestion (Azad et al. 2017). For instance, a nursing leader should listen to advise on improving patients’ outcomes in the hospital.

It is also crucial for leaders to promote diversity in the workplace. As the world becomes more globalized, people seek work around the globe, which has increased diversity at the workplace. Using the principle, the leader will ensure that all people feel welcomed and not looked down upon based on their ethnicity. For instance, a nursing leader should not declare nurses incompetent because they are from a minority.

Lastly, leaders should work on developing future leaders. Some leaders ignore this principle and assume that they will be in power forever. As a result, they fail to nurture future leaders and disapprove of leadership qualities, hence preventing growth in the premises (Khoshhal & Guraya, 2016). For instance, leaders must learn to delegate duties in nursing, which will further improve the leadership qualities of the other nurses.

References

Azad, N., Anderson, H. G., Brooks, A., Garza, O., O’Neil, C., Stutz, M. M., & Sobotka, J. L. (2017). Leadership and management are one and the same. American Journal of Pharmaceutical Education, 81(6).

Khoshhal, K. I., & Guraya, S. Y. (2016). Leaders produce leaders and managers produce followers: a systematic review of the desired competencies and standard settings for physicians’ leadership. Saudi medical journal, 37(10), 1061.

Week 5: Discussion Question – Emotional Competence Among Nurse Leaders

Discussion Prompt

Discuss two characteristics/behaviors that exemplify emotional competence among leaders and how a nurse leader can develop increased expertise for each.

Expert Answer and Explanation

Emotional Competence in Nurse Leaders

Emotional competence is one of the most important attributes for every leader regardless of their industry or affiliation. Emotional competence helps in the interactions between a leader and the team or group members. In order to offer proper and just leadership, the leader needs to ascribe or demonstrate a set of qualities (Goh et al., 2018). The two main qualities that depict a leader as emotionally competent include self-awareness and integrity. These two features of leadership can help ensure that leaders meet the needs of the group in a more effective manner.

Self-awareness is the ability of the leader to understand their strengths and weaknesses and how they impact the performance of the team and that of themselves (Di Lorenzo Rosaria et al., 2019). Having proper self-awareness can increase the impact that a leader has on the team. They would be able to showcase their abilities to understand the members of the team and lead with empathy. On the other hand, integrity as leadership behavior to demonstrate emotional competence improves the overall conduct of the leader. Integrity ensures that the leader acts with fairness and justice to all members and also upholds positive ethical standards.

Nurse leaders can develop increased expertise for each of the two characteristics and ensure they deliver better leadership for their teams. For instance, self-awareness can be used by leaders to improve their expertise in proper team management and conflict resolution. The expertise is relevant in dealing with staff and patients with diverse cultures and preferences (Hughes, 2018). Self-awareness also helps the leader develop better communication with the team members and management of emotions both positive and negative. Integrity is also critical in improving leadership expertise by ensuring the act and depict themselves in an ethical manner.

References

Di Lorenzo Rosaria, V. G., Giulia, S., & Paola, F. (2019). Emotional intelligence, empathy, and alexithymia: a cross-sectional survey on emotional competence in a group of nursing students. Acta Bio Medica: Atenei Parmensis, 90(Suppl 4), 32.

Goh, A. M. J., Ang, S. Y., & Della, P. R. (2018). Leadership style of nurse managers as perceived by registered nurses: A cross-sectional survey. Proceedings of Singapore Healthcare, 27(3), 205-210.

Hughes, V. (2018). Authentic leadership: Practices to promote integrity. Journal of Christian Nursing, 35(2), E28-E31.

Week 6: Discussion Question – Leadership Diversity

Discussion Prompt

How does lack of diversity among leaders in healthcare organizations affect patient care?

Discuss at least two examples of how you, as a nurse leader, would encourage a diverse and inclusive culture with your leadership team.

Expert Answer and Explanation

Leadership Diversity

The quality of patient care is dependent on several factors including the need for better and critical decision making among the leadership of the facility. In this regard, leadership diversity plays one of the most important roles in the proper functioning of an organization, the absence of diverse leadership can have numerous consequences on the overall patient care. Lack of diverse leadership leads to possible bias in decision making as there lacks of multiple points of view regarding a subject matter (Bowles et al., 2018).

Diversity also helps different interdisciplinary professionals to provide specialized input on how certain aspects can be incorporated into the company policy or within the daily activities of the staff. In the long run, the inconsistencies in leadership and performance can lead to poor patient outcomes and a lack of coordination. While there is a need for doctors to be included in the leadership, nurses can also play a role in creating a diverse leadership team with each providing different expertise.

A nurse leader can encourage a diverse and inclusive culture within the leadership team in various ways. To begin with, a culture of inclusivity can be encouraged through the creation of policies that require the leadership teams to be comprised of multiple interdisciplinary professionals. Additionally, a nurse can also make use of advocacy to help lobby for support in interdisciplinary leadership where different professionals are included within the leadership team (Marcelin et al., 2019).

These two methods can be used together to improve the chances of creating a diverse leadership team within the healthcare setting. Modern healthcare facilities are constantly changing and new roles and scopes of practice are being developed. In this regard, having a representation of each team or department in the leadership team can help in advocacy for the needs of the team and how they can best implement quality patient care.

References

Bowles, J. R., Adams, J. M., Batcheller, J., Zimmermann, D., & Pappas, S. (2018). The role of the nurse leader in advancing the Quadruple Aim. Nurse Leader, 16(4), 244-248.

Marcelin, J. R., Siraj, D. S., Victor, R., Kotadia, S., & Maldonado, Y. A. (2019). The impact of unconscious bias in healthcare: how to recognize and mitigate it. The Journal of infectious diseases, 220(Supplement_2), S62-S73.

Week 7: Discussion Question – Inspiring Hope in a Nursing Leadership Role

Discussion Prompt

Discuss the potential impact of a nurse leader who embraces hopefulness for the future on the well-being of team members that he or she leads.

Expert Answer and Explanation

Inspiring Hope in a Nursing Leadership Role

Nursing is a demanding career that can sometimes be overwhelming to nurses. Nurses experience issues that include being overwhelmed with work, losing patients, and poor collaboration with colleagues in other professions. Therefore, a team leader must inspire the members with hope for the future as this will positively impact their performance and well-being (Wagner, 2018). One of the impacts of a hopeful nurse leader is that the followers become more resilient in their work (Wei et al. 2019).

By giving the members hope of a brighter future, nurses become ready to tackle hurdles such as working extra shifts to increase a better future. Additionally, the nurse becomes motivated in their work. Some nurses are usually disheartened by low pay, lack of promotions, and excessive work at the workplace. However, when their leader gives them hope and offers them a direction to follow, they remain motivated that the future will be brighter, positively influencing their performance.

By inspiring hope in nurses, leaders can focus on the wellbeing of nurses. For instance, with the COVID 19 pandemic, most nurses were overwhelmed and experienced mental breakdowns due to the high load of work, patient loss, and risks they posed to their health. In such situations, hopeful leaders are essential as they advise the followers on the best course of action and lead by example (Wagner, 2018). For instance, in the presence of COVID 19, the leaders inspire nurses by explaining that the pandemic will end and that they are the chosen ones to help patients to deal with the ailments. As a result, a hopeful leader ensures that nurses’ mental health checks, leading to better patient outcomes.

References

Wagner, J. (2018). Leadership and influencing change in nursing. University of Regina Press.

Wei, H., Roberts, P., Strickler, J., & Corbett, R. W. (2019). Nurse leaders’ strategies to foster nurse resilience. Journal of nursing management, 27(4), 681-687.

Week 8: Discussion Question – Creativity and Spiritual Intelligence in a Nurse Leader Role

Discussion Prompt

Select and discuss one or two of the “Ten Spiritual Rules of the Road” (Porter-O’Grady & Malloch, Exhibit 14-4, p. 588) that you wish to further develop in your role as a nurse leader. Speculate on the impact of creativity and spiritual intelligence in a nurse leader role.

Expert Answer and Explanation

The leadership role demands courage

In leadership in nursing or any other position, the risk is a pervasive fact of life. Leaders are always in a place of significant risk since they are a constant attraction to many. They have a responsibility of translating potential into real experiences in a manner that their team members will see the benefits of the changes to their roles (Nurmaini, Wahidi, & Pamungkas, 2021). They have to make their team members believe that it can be done even when things seem not to be working for them all as a unit. Nurse leaders have to prove that it can be done.

Creativity and spiritual intelligence have a great impact on the role of a nurse leader. Nurse leaders have to be creative and innovative so that they can come up with better leadership styles that will cater to the needs of their colleagues and the patients that they offer healthcare services (Albert et al., 2020). Creativity is proven in scenarios of solving conflicts that can undermine service delivery, professionalism, and competency of other nurses. Creativity will help a nurse leader prove that there is no challenge that the team will face that exceeds their ability to overcome it and find a solution.

Spiritual intelligence for a nurse leader is instrumental in their leadership role. Nurse leaders encounter people, both colleagues and patients, with a diverse religious and spiritual backgrounds. In order to have a good rapport with everyone, a nurse leader must respect everyone despite of their religious or spiritual background (Sadiku & Musa, 2021). A nurse leader should be prayerful since prayer is a reflection of the reality that is beyond one’s own, and spirituality advocates for morality and good stewardship as a leader.

References

Albert, N. M., Pappas, S., Porter-O’Grady, T., & Malloch, K. (2020). Quantum Leadership:

Creating Sustainable Value in Health Care: Creating Sustainable Value in Health Care. Jones & Bartlett Learning.

Nurmaini, N., Wahidi, K. R., & Pamungkas, R. A. (2021). Work Life Quality Role as A

Variables of Knowledge Mediation, Spiritual Intelligence, And Attitudes Towards Nurse Performance in Applying Patient Safety (SKP). Journal of Multidisciplinary Academic, 5(1), 26-35.

Sadiku, M. N., & Musa, S. M. (2021). Spiritual Intelligence. In A Primer on Multiple

Intelligences (pp. 55-68). Springer, Cham.

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