Nursing Leaders Question 2022

Running head: NURSING
NURSING
Name of Student
Name of University
Author note

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Response to question 1
Nursing leaders play a huge role in the development of an effective nursing practice
and in the nursing team management on a daily day to day basis. Based on the needs of the
situation, the leadership styles are bound to change in order to deliver a more coherent,
cohesive and effective service in a given clinical circumstances (Murray, Sundin & Cope,
2018). Using the coercive leadership style, the leaders can bring about compliance with the
hand hygiene, proper techniques of medication administration using electronic medical
records, clinical pathways and the other protocols. It is highly important to understand that
the coercive style of nursing leadership can bring compliance of the nursing staffs on
immediate basis thus helping to create a quality, safe and secure practice in a patient centered
care. But this form of leadership also involves disrespecting and demeaning the fellow
employees and hence, not ethical (Alsulami & Sherwood, 2017). Authoritarian leadership is
another type of the nursing leadership that involves the nursing leader taking all the decisions
and passing all the judgments based on their own perceptions, ideas, attitude and pragmatic
sense. As in autocratic or authoritarian leadership, the level of intra-team conflict or the
chances of not reaching a consensus is very low, more compliance with the evidence based
nursing standard can surely be reached but anti-establishment, negative attitude to the
situation and to the leader in situations where the nursing staffs in the team, feels their leader
is wrong and cannot give their opinions – can lead to lowering of the self-confidence and
self-esteem that in turn can lead to the causation of the negative clinical outcomes and the
disruption of the safety of the patient. In the situations where the organizational culture lacks
the morale and values, the affirmative or the afflictive leadership style has been found to be
very useful, in bettering the quality of patient care and quality of the nursing practice as well.
Harmony, emotional, loyalty, self-trust and trust towards others are the major aspects of
relationship building that is promoted by the affiliation type nursing leadership. This is

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important and critical in the crisis period to keep up the ‘morale’, ‘resilience’ and self-belief
plus team spirit in the difficult periods. Various reports have shown the effectiveness of this
type of leadership in the nursing profession and in bettering the coping mechanisms of the
staffs in response to stress, anxiety and fear and even in the situations of burnout as well Al
(Moosa et al., 2020). But as this type of affirmative nursing relationship is based on
emotional bonding between the staffs, between the staffs and the patients, then somewhere it
is to be considered that the sense of professionalism is somehow lost which in cases, leads to
the presentation of the adverse medication events and adverse clinical events due to lack of
responsibility of a nurse or nursing team, which is important to be noted (Alquwez et al.,
2018). Next, in the pacesetting leadership used in the high stress situation, the outcomes can
be rarely positive as the nursing leader uses domination and direct authority to exemplify his
own achievement sand as because the staffs from the team are not allowed to give their
opinions or share their ideas that results in feelings of domination that is often unsettling and
not very effective when it comes to management of a long term action. Democratic types of
nursing leadership is very critical and powerful when it comes to raising opinions regarding a
clinical change or integration of new system and protocol in an existing health care
framework. It is highly important to understand that through the demonstration of democratic
leadership style, the nursing leader can empower each and every staff in the nursing and
supporting team to voice their ideas and opinions in terms of health servicing but there is an
additional issue that comes with this style, which is there is a lack of consensus between so
many stakeholders taking part in the decision making process. Lastly, the most successful yet
the least used leadership style is the transformational nursing leadership. In this leadership
style, the leader is a visionary who hold a vision rather can a mere target, that transforms not
only the health care servicing of the patients but also empowers the transformation of skill-

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sets, perception, attitude, knowledge and collaborative skills of the nurses working in the
clinical scenario.
Response to question 2
There are mainly three types of conflict that affects the productivity and nursing performance
in the clinical scenario. These are task conflict, value conflict and relationship conflicts that
affects not only the communication, health of the nurses but also the mood, behavior and
safety practice of the nurses to a great extent. It is to be noted that in an organizational
framework, there are various departments and in a bureaucratic organizational structure, there
are subgroups that are created within the organization, thus causing the dynamics to become
unequal and diverse. Hence, the conflict arises. It is very important to note that the new
nurses who has just joined the organization feels a communication, perception and
knowledge gap with the other seniors working in the organization and this also lead to a lot of
conflicts amongst the staffs that deteriorates the level of delivered care and decrease the
patient safety and satisfaction as well (Al Yami, Galdas & Watson, 2018). Value conflict are‐
very common and this occurs when there is a multicultural workforce working in the same
organization and nurse coming from different sociocultural background clash on various
social, cultural and psychosocial parameters that cause and give rise to workplace disruption.
There are various aspects of conflicts that results from lack of cultural communication and
safety communication that leads to lack of relationship building with the patient and in
between the staffs as well and this is known relationship conflict. Negative emotions aroused
during the interactions and the negative biases often lead to the development of relationship
conflicts arising from personality clashes as well. More often, it is the task that is allocated
cannot be completed by two ore nurses due to their different in opinion and attitudes, leading
to task conflict (Hibbert et al., 2017). Based on the levels and based on the same above
mentioned factors, the conflicts can be individual, interpersonal, intergroup and intragroup as

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well. The best leadership style to address the problems with the conflicts is transformational
management and laissez-faire nursing leadership management as it would develop more
opportunities for consensus raising, awareness development, interpersonal risk taking and
interpersonal empathy. Various nurses have various forms of skills and expertise and
considering and observing the same over a period of life, the nursing leaders should be able
to distribute the right role to the right nurses in order to make sure that even the nurses are
relaxed and enjoying their work as well and this actually betters the care process plus prevent
the chances of the nursing burnout as well. Thus, delegating the right job roles to the right
nurses at the critical circumstances not only improves the quality of the care procedure but
increase satisfaction both ways. This is another critical way of resolving the task, value and
relationship conflict.
Response to question 3
Communication and decision making along with problem solving with clinical
reasoning and accurate critical thinking is a basic need of the clinical environment. Inter-
personal communication and safety communication between the nurses and the others staffs
plus patient is important to the delivery of a patient centered service and care. Disruption in
communication and lack of compliance with the evidence based practice parameters due to
conflicts and disruption can prove very harmful for the patients and thus, proper relationship
building the nurses, staff development sessions to improve the language, cultural competency
and the skills of the nurses is very important (Zakari et al., 2018). The internal conflicts in the
new and old nurses arise from the lack of professional integrity, self-esteem and self-respect.
It is one of the central roles of the nursing leaders to give public speeches and undertake
nursing seminars to empower the nursing profession as a whole and empower the nurses with
their deserved rights (Bender, 2016). The right to equity, diversity, autonomy and dignity
when addressed in the subjects leads to most of the positive changes in the clinical behavior

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of the nurses, thus improving the patient outcomes. By improving the status of the nurses, the
self-belief and the professional excellence can be improved and developed in the nurses, thus
better the clinical decision making, critical thinking and collaboration skills as well.
It is vital to note that in order to deliver a proper patient centered care to the patients,
it is highly important that the nurses collaborates with the members of the other teams and
disciplines to order to form an effective multidisciplinary team which is also known as MDT.
Hence, the barriers to communication and collaboration such as knowledge gap,
communication gap, cultural and values differences, attitude problems and lack of empathy –
has to addressed by the nursing leaders in order help them communicate properly not only
with the patient but also with the other members of the multidisciplinary team such as allied
health care professionals, doctors and the supportive staffs. Safety communication by the
nurses is critical to the development of the therapeutic relationships (Aldawood, 2017).
Response to question 4
The function of nursing leaders is to inspire, motivate, build and delegate the new
nurses and also the experienced nurses in order to deliver a good, safe, experiential patient
centered care to the subjects. It is important to understand that the nursing leaders are the
ones who integrate the nursing care in various types of nursing practices, in order to help the
nurses collaborate with the other disciplines or rather the other professionals of the
multidisciplinary teams (Kohlbry et al., 2017). All the roles and the functions of the nursing
leaders are targeted at improving the prognosis and the outcomes of the patient, through the
delivery of a quality health care, in the form of a competent and diligent nursing. The nursing
leaders have a specific function of improving the functional and health status of the patients
and their families as well. The resilience and the strength of the family framework is critical
to support the aged patients or particularly in patients with severe acute conditions, end of life

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care situations and it is important that social support in terms of family is received by the
patient on an urgent basis in order to increase the effectiveness of the care protocols. This is
where the nursing leaders play a huge role in helping the team of the nurses coordinate not
just with the members of the multidisciplinary team but also with the members of the family
of the patient as well in order to deliver a safer and meaningful care process to the patient, in
an imperative manner (Alzahrani & Hasan, 2019). The effectiveness of the care process is
determined by the various factors such as the level of satisfaction reached by the patient and
his family and it is important that the nursing leaders should be taking the responsibility for
the same (AL-Dossary, Kitsantas & Maddox, 2016).
Hence, the nursing leader should be competent to improve the effectiveness of care
and the satisfaction of the nursing professionals providing the quality of the care as well.
Another very important factor is to be taken into consideration that determines the
effectiveness of the quality of the nursing care process provided. At first, it is the negative
perception, negative attitude and the unnecessary stigmas and biases that affect the quality of
the nursing practice and in this cases, it is the duty of the nursing leader to train the nurses
properly to better the quality of care (Fox, 2017). More so often, the image of nurses in the
society or rather in most countries including Saudi Arabia is referred to as the one who is an
assistant to the doctors and the problem, the criticality of the problem lies in the public
perception and the perceptions of other health care disciplines about the process of nursing.
Thus, the issue is incapability of others in the society to think of nursing as an independent
clinical profession poses the threats to integrity and autonomy of a nursing profession of the
country, state and regional levels.

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References
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Aldawood, A. (2017). Developing culturally appropriate leadership for nursing in Saudi
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