Different Types of Leadership Styles and Their Significance in Nursing
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This article discusses the importance of different types of leadership styles in nursing and their significance in healthcare. It explores authoritarian, transactional, transformational, and laissez faire leadership styles, providing examples and highlighting their impact on patient care and staff satisfaction.
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Running head: NURSING Topic: NURSING Name of the Student: Name of the University: Authorâs Note:
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1NURSING Introduction Leadership skills are skills which are required for the proper organisation of people under work settings. These are required and the most important qualities in a leader for the successful achievement of their required goals. It is an agglomeration of skills like empathy, patient, active participation, effective feedback, flexibility, excellent team building capacity (Renko et al., 2015). Most researchers have the consideration that leadership qualities are most of the times genetic and inherited from genetic factors and thus are difficult to learn. Lee Kuan Lew, an eminent leader believes that there is an intellective verve along with extra patience and tenacity for overcome the hurdles faced by the group and to ensure the successful progression of the work (Strom, Sears & Kelly, 2014). According to Kase et al (2017), over the years complexities in the healthcare have increased long with expansion of knowledge especially in the field of nursing. Hence all the nurses within a magnetic institution are required to practice various leadership behaviours (Choi, 2015). The following paragraphs would encompass the importance of the different types of leadership styles and theirsignificanceamongnursesforeffectiveleadershipinhealthcare.Moreoverthe discussions are supported with proper examples from clinical practice highlighting the practice of leadership in nursing. Authoritarian leadership and its significance in nursing According to Davis et al (2018), Authoritative leadership is not one of the most popular means of leadership among a hospital setting as it cause chaos and discord among the subordinate members. Referring to the importance of leadership in nursing, newly graduated nurses following authoritative leadership along with registered nurses are required to show competent leadership skills. There is a particular time and setting for the leadership style and a registered nurse should have the ideal knowledge of using at the right place. Authoritarian
2NURSING leader often makes a proper decision which is based upon the available information and there is little contribution or support of the team. Significance of this leadership lies in the fact that a registered nurse often has the most important role of guiding her sub-ordinate which ultimately leads to contribution in the basic welfare of the patients especially within a specific nursing unit (Rhee & Sigler, 2015). AccordingtoThomas,Tois,Heerden(2014),theauthoritarianleaderstylesif followed by the RN or registered nurse then it has a rigid impact on the basic care and culture on the organisation. Contemporary nursing education skills require nurses to hone their existing skills, improve their understanding, knowledge skills, competence as well as skills for reflection and critical thinking. Moreover, such leaders should take control and aim their goals apart from the benefit aimed for their organisation. Thus, such nurses are more focussed about the task they have at hand than the people they are working with. Hence, the authoritarian leaderâs aim is indicated at the lower levels of the Maslowâs needs of hierarchy addressing personal needs of food, shelter and safety (Shu, 2015). There are various examples when the authoritarian leadership style is the most effective means of leadership in a hospital setting. Authoritarian leadership is of use especially when physicians often issue the medical orders and when nurse manager make arrangements for the shift timings among the staff members, It is the preferred leadership among various healthcare professionals in terms of emergencies as at that time there is no scope for considering the opinion of other staff members and such decisions are not made democratically. In cases involving critical emergencies, wasted time often involves the cost of lives of the patients, so this leadership is the best choice. Transactional leadership and its significance in nursing
3NURSING Transactional leadership requires the proper value as well as structure in terms of leadership styles. Transactional leaders often have the ability to command various large operationsandleadtheinternationalprojects.Thustheycanleadprojectsrequiring punctuality of the rules and regulations fulfilled within due time. Transactional leadership is notapplicabletocreativityandinnovativeideasintheworkplace.Accordingto Nanjundeswaraswamy&Swami(2014),transformationalleadershiphavehelpedin enhancing the roles of a registered nurse where complex dynamic systems are required. Irsan, Escan & Nartiyok (2014), have further explained that studies conducted on the patients responseswherethenursesusedauthoritarianleadershipstylesshowthatpatientâs satisfaction levels have been excellent and the practice of the nursing professional have been rated highly.It is based on the setting of basic and clear goals and objectives as well as rewards and various penalties for the motivation of the staff. In this kind of leadership, the leader provides a positive reward like time of health benefits and pay check in exchange of fulfilling a target and successful completion of a task. Among studies done for determining the job satisfaction of nurses under the rule of registered nurse following transactional leadership, it has been seen that they are satisfied which has the potential of enhancing the patientâsperceptionof thequalityof caregiven.Moreover,it contributesto various comprehensive understanding of the phenomenon of job satisfaction which increase the quality of patient care simultaneously (Salim, 2015). Nursing is denoted as a progressive way of preparing nurses as appropriate decision makers as well as drivers in the healthcare services. For an example in a clinical setting, the unit director of nursing can propose a reward as well as punishment statement or the nursing staff can also reach a consensus. Thus the nurses who get good review from their patients are awarded accordingly (Lievens & Vlerick, 2015). Similarly the registered head nurse may give penalties for nurses who sleep during the night shifts or cause any kind of harm to the units or
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4NURSING nurses who fail to meet the job requirements properly (Weng et al., 2015).Thus the transactional leadership style follows and ensures a proper culture within the medical unit where there are strict rules and regulations to be maintained but unlike the authoritarian leaderships, they are rewards and penalties as additional factors for motivation (Lu, Zhao & While, 2014). Transformational leadership and its significance in nursing Transformational leaderships is the kind of leadership where leaders inspire other people with their vision as well as collaborate with their team for the identification of their common values. It is basically based on the contingent rewards and thus often this form of leadership is known to have a positive effect on the satisfaction and performance of the followers. Four basic components of this kind of leadership is strong motivation, ideal impact, intellectual stimulation as well as personal consideration (McClescky, 2014). Thus this acts as a motivational factor for nurses in future. This kind of leadership is a kind of social influence which has broad application in nursing. It is the kind of leadership where the Registered Nurse would inspire her staff members and her followers would be empowered transcending various individual self-interests simultaneously aligning the various goals and objectives of the associateâs staffs, among the leaders, followers, as well as the organisation. This model fosters organizational as well as personal changes in the nursing backdrop. The main role of the nurse in following a proper leadership style would be inspiring a proper and shared vision about the future aims and goals, challenging the various processes, enabling other including subordinate staffs and nurse to act and simultaneously encouraging the fellow nurses for better achievement related to the care given to the patients (Hayati, Chakharbi & Naami, 2014).
5NURSING For example the head nurse can keep open lines of communication where the subordinate staff as well as other nurses would feel free to share the issues and discuss the same in a proper manner. Moreover the nurses can be motivated and supported for inspiration and so that it has a proper impact on the behavioural changes. Laissez faire leadership and its significance in nursing Laissez faire leadership is also known as delegative leadership style. Here, the leaders are usually and off and often they allow the decision making process to be done by their group members (Tyczkowski et al., 2015). According to studies conducted by researchers, this leadership style often leads to the lowest productivity among members of a particular organisation. Among the various characteristics of the leaders following a Laissez Faire style of leadership, one of the most important characteristics includes limited guidance from the leaders. However there is complete independence regarding decision making as followers are allowed to make decisions. Moreover this is the kind of leadership where there is full cooperation form the leaders and they provide the members with the required sources and materials. Although there is enough power among the followers, leaders play the main role in taking the group decisions as well as actions (Merill, 2015). Regarding the effectiveness of the laissez faire leadership in nursing it has been found that it is often the most effective means of showing leadership among highly skilled as well as motivated personnel. Professional associations of nursing have the opportunity of creating and amalgamating cultures which can lead to the promotion and value of the virtues of leadership. This notion is moreover supported by other researchers claiming thatthe given leadership style is empowering to the group members and enhances the motivation of team work. In the field of nursing empowering team members is always not necessary as there is no need of managers to control the work of the registered nurse or he staffs every minute.
6NURSING This type of leadership is most of the times contradictory to the role and ideology of the autocratic nurse (Zareen, Razzaq & Mujtaba, 2015).This style is usually preferred when there is always enough experienced gained by the nurse and the nursing leader or the registered nurse is self-directed and thus does not necessarily need generalized orders. However, this style does not work generally in the nursing backdrop when team members lack the experience of taking decisions on their own and often a specific set of decisions need to be implemented or made. For an example, in the duties of a Registered nurse in following the laissez faire leadership, the RN is a leader who usually does not take the decision regarding critical decision making processes and it is taken by the staffs and the nurses. This approach results in rare changes in the healthcare industry (Sfabtau et al., 2016). Conclusion From the following paragraphs it can be under stood that the various types of leader ship play an important role in nursing. Thus such values incorporated within nurses would maximise the efficiency for the achievement of organisational goals. Here four of the leadership qualities has been considered along with their significance in the hospital setting, transformational, transactional, laissez faire and authoritarian leadership. It is considered as a business where the prioritization of the leads as well as tasks which are based on the importance of the organization. Thus, they can be learned by leaders seeking to increase and strengthen their personal abilities a so that they easily adaptable among the members of the work environment. Strong nursing leadership helps in the encouragement of other nurses which ultimately help them to function as small units. Thus, nurses should adopt leadership qualities along with strong interpersonal skills to be apt in their communication with subordinates. Promotion of a friendly environment would help effective nurses to be more
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7NURSING enthusiastic as well as passionate to their work. The styles which have been discussed are autocratic, Laizze faire transformational as well as transactional leadership. Thus with the amalgamation of basic nursing leadership qualities the environment within a hospital setting would be enhanced.
8NURSING References Choi,P.P.(2015).Patientadvocacy:theroleofthenurse.NursingStandard (2014+),29(41), 52. doi:10.7748/ns.29.41.52.e9772 Davis,C.R.(2018).Administratorleadershipstylesandtheirimpactonschool nursing.NASN School Nurse,33(1), 36-39.doi.org/10.1177/1942602X17714202 Hayati, D., Charkhabi, M., & Naami, A. (2014). The relationship between transformational leadershipandworkengagementingovernmentalhospitalsnurses:asurvey study.Springerplus,3(1), 25..doi.org/10.1186/2193-1801-3-25 Ä°Ĺcan, Ă. F., ErsarÄą, G., & Naktiyok, A. (2014). Effect of leadership style on perceived organizational performance and innovation: The role of transformational leadership beyondtheimpactoftransactionalleadershipâAnapplicationamongTurkish SME's.Procedia-SocialandBehavioralSciences,150,881-889. doi.org/10.1016/j.sbspro.2014.09.097 Kase, C., Hoover, S., Boyd, G., West, K. D., Dubenitz, J., Trivedi, P. A., ... & Stein, B. D. (2017). Educational outcomes associated with school behavioral health interventions: areviewoftheliterature.JournalofSchoolHealth,87(7),554-562. doi.org/10.1111/josh.12524 Lievens, I., & Vlerick, P. (2014). Transformational leadership and safety performance among nurses:themediatingroleofknowledgeârelatedjobcharacteristics.Journalof Advanced Nursing,70(3), 651-661.doi.org/10.1111/jan.12229 Lu, H., Zhao, Y., & While, A. (2019). Job satisfaction among hospital nurses: a literature review.Internationaljournalofnursingstudies. doi.org/10.1016/j.ijnurstu.2019.01.011
9NURSING McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadershipdevelopment.JournalofBusinessStudiesQuarterly,5(4),117. doi:10.1016/0090-2616(85)90028-2 Merrill,K.C.(2015).Leadershipstyleandpatientsafety:implicationsfornurse managers.JournalofNursingAdministration,45(6),319-324.doi: 10.1097/NNA.0000000000000207 Nanjundeswaraswamy, T. S., & Swamy, D. R. (2014). Leadership styles.Advances in management,7(2),57Retrievedfrom https://www.mnsu.edu/activities/leadership/leadership_styles.pdf Renko, M., El Tarabishy, A., Carsrud, A. L., & Brännback, M. (2015). Understanding and measuringentrepreneurialleadershipstyle.JournalofSmallBusiness Management,53(1), 54-74.doi.org/10.1111/jsbm.12086 Rhee, K. S., & Sigler, T. H. (2015). Untangling the relationship between gender and leadership.GenderinManagement:AnInternationalJournal,30(2),109-134. doi.org/10.1108/GM-09-2013-0114 Ross, E. J., Fitzpatrick, J. J., Click, E. R., Krouse, H. J., & Clavelle, J. T. (2014). Transformationalleadershippracticesofnurseleadersinprofessionalnursing associations.JournalofNursingAdministration,44(4),201-206.doi: 10.1097/NNA.0000000000000058 Sfantou, D., Laliotis, A., Patelarou, A., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017, October). Importance of leadership style towards quality of care measures in healthcaresettings:asystematicreview.InHealthcare(Vol.5,No.4,p.73). Multidisciplinary Digital Publishing Institute.doi.org/10.3390/healthcare5040073
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10NURSING Shu, C. Y. (2015). The impact of intrinsic motivation on the effectiveness of leadership style towardsonworkengagement.ContemporaryManagementResearch,11(4). https://doi.org/10.7903/cmr.14043 Strom, D. L., Sears, K. L., & Kelly, K. M. (2014). Work engagement: The roles of organizationaljusticeandleadershipstyleinpredictingengagementamong employees.Journalofleadership&organizationalstudies,21(1),71-82. doi.org/10.1177/1548051813485437 Thomas, C., du Toit, S. H. J., & van Heerden, S. M. (2014). Leadership: The key to person- centred care.South African Journal of Occupational Therapy,44(3), 34-39. Retrived fromhttp://www.scielo.org.za/scielo.php?script=sci_arttext&pid=S2310- 38332014000300009 Tyczkowski, B., Vandenhouten, C., Reilly, J., Bansal, G., Kubsch, S. M., & Jakkola, R. (2015).Emotionalintelligence(EI)andnursingleadershipstylesamongnurse managers.NursingAdministrationQuarterly,39(2),172-180. doi.org/10.1097/NAQ.0000000000000094 Weng, R. H., Huang, C. Y., Chen, L. M., & Chang, L. Y. (2015). Exploring the impact of transformationalleadershiponnurseinnovationbehaviour:Acrossâsectional study.Journal of Nursing Management,23(4), 427-439.doi.org/10.1111/jonm.12149 Zareen, M., Razzaq, K., & Mujtaba, B. G. (2015). Impact of transactional, transformational and laissez-faire leadership styles on motivation: A quantitative study of banking employeesinPakistan.PublicOrganizationReview,15(4),531-549. doi.org/10.1007/s11115-014-0287-6