Effective Approaches in Leadership and Management Essay

The book shortage and high turnover rate in breast feeding impacts the economic life of every health veneration makeup in America. The purpose of this paper is to define and discuss the approaches in loss leadinghip and management styles in relation to the nursing shortage and throw turnover using theories, principles, skills, and positions of the leader versus manager and to identify this students schoolmaster philosophy of nursing and personal lead style.INTRODUCTIONThe Affordcapable anguish Act has changed the landscape of health care delivery in America. many much patients are seeking health care. Mary Force concludes i of the most serious issues facing healthcare delivery is the nursing shortage. It is estimated the occurrent shortage of registered hold ins will be 340,000 by the year 2020 (Force, 2005). There is wanting(predicate) nursing round to meet the heavy demands of the current patient humour seen in acute care hospitals today. Hospitals need dependabl e, highly trained go down ons. treat turnover and shortages mean current nurses seek incompatible employment, resign, transfer or are terminated.Causes of turnover and shortages are an aging RN population and a demographically large aging boomer population, low enrollments in nursing schools, increase work load, misfortunate nurse provideing ratios and high patient acuity according to Ribelin (2003). Nurses do not leave hospitals they leave their managers (Ribelin, 2003). Lack of good leadership by nurse leaders and managers, limited upward mobility, unsatisfactory remuneration, lack of teamwork, poor communication, and inflexibility in work schedule all in like manner contribute factors to high staff turnover.COMPARE AND CONTRAST LEADERS APPROACHIt is measurable to understand the different employment the nurse manager and nurseleader play in order to understand their approach to the staff they acquire responsible for, especially in the area of staff safekeeping. The rol es are different yet there is interface between both. The nurse managers role is defined by the organization that crock ups her or him authority (control) and has subordinates (nurse leader) to legate tasks to so that the goals of the organization are met. They valuate stability and focus on short-term results. Their objectives are to complete tasks, perform time management, control productivity, and exercise necessary equipment. They plan, budget, organize, coordinate, solve problems and make decisions. They focus on the organizations policy and procedures, systems, efficiency, and doing the work in their assigned area per organizational boundaries. It is secondary wonder that staff sometimes see themselves as little more than a number in the eyes of some nurse mangers. The nurse manager ass address the problem of turnover by world visible and present in the unit and be seen by their staff frequently.They force out assist with flexible scheduling and adequate staff-patient ratios. They can also be champions for adequate reimbursement, benefit plans, and the synchronization of resources that enhance the nursing experience. When linked with organizational reimbursement for advanced education such as completion of baccalaureate and master degrees, nursing satisfaction is higher and managers are better able to retain their staff. Hunt suggests job sharing as a misadventure also (Hunt, 2009). They can also recognize staff for their services and give tokens of appreciation. Unfortunately nurse managers have little control over the nursing shortage. The U.S. federal government must allocate more educational cash to support nursing programs. There must be more programs open so teachers can be trained and additional seats do available to students at universities and community colleges. The nurse leaders role and activity with the staff is an important link in assisting the organization reach out its goals.They earn the right to lead by influencing peopl e through communication, consensus, explaining deal, listening, teaching, inspiring, motivating, creating, expression trust relationships, and empowerment. stiff nurse leadership is about teamwork, listening, mentoring, coaching, and persuasion. Nurse leaders assist staff with the big picture, the vision. Nurse leaders look for spick-and-span ways to solve problems by being flexible and adaptive. They are pure at communication and being involved with their staff. They get along participation by the nursing staff in clinical ladders for career advancement. Their followers value them. They are a arbitrary force through their communication, sense of purpose, and therefore assist in staff retention and turnover. Effective leadership is an necessary component in staff retention (Kleinman, 2004).PESONNAL LEADERSHIP STYLEThe writers own personal and master philosophy blends well with the role of nurse leader. She has the qualities to be a manager but her personal and professional style revolves around teaching, communicating creating vision and team building. To be positive and inspiring is part of this nurses innate character. This nurse has the electrical condenser to be a transformational nurse leader, leading by example, inspiring others of the organizations vision, and to encourage others to further their education. This writer identifies and promotes shared responsibility for actions and a democratic emergence in which nurses communicate effectively with management. This nurse leader empowers everyone to work as a team and accomplish goals. The collective group then takes self-command if they feel they are heard and valued. They catch the vision.The organizations vision becomes their vision. Success comes from people working together understanding that together they can all do great things. The issue of turnover and retention can be addressed by increased satisfaction in the nursing career. This often comes by nurse leaders like myself knowing the s trengths and weaknesses of the staff, treating the staff as individuals with great potential to contribute to the team, listening, persuading, encouraging, being sensitive to the workload of the staff, showing empathy for the staff and involving nurses in the decision making process. This also involves nurse leaders communicating clearly with the nurse manager, linking the team together to compass goals.CONCLUSIONbreast feeding shortages and turnover are ongoing issues. All levels of leaders must collaborate to address the ongoing issues of nursing shortages and turnover. Good leadership by nurse managers and nurse leaders can reduce the nurse turnover rate but the nursing shortage that is plaguing the health care system is hindering the ability of nurses to provide adequate care of their patients. It is a policy matter to be addressed by the highest levelsof government. Nurse managers and nurse leaders have differing roles and methods of obtaining objectives but both are needed to successfully meet the goals of the health care organization.ReferencesForce M. V. 2005. Relationship Between Effective Nurse managers and Nursing retention. Force, M. V. (2005). The Relationship Between Effective Nurse managers and Nursing retention. , 35(718), 336-341. D Hunt, S. (2009) Nursing Turnover Costs, Causes, & Solutions. Retrieved on October 6, 2013 from http//uexcel.com/resources/articles/NursingTurnover.pdf Kleinman, C. (2004). Leadership A tell strategy in staff nurse retention. Journal of Continuing training in Nursing, 35(3), 128-132. Retrieved from http//tools.hhr-rhs.ca/index.php?option=com_mtree&task=att_download&link_id=5677&cf_id=68&lang=en Ribelin, P. (2003). Recruitment & retention report Retention reflects leadership style. Nursing Management, 34(8), Retrieved from http//www.nursingcenter.com/lnc/journalarticle?Article_ID=418488