Effective Approaches in Leadership and Management: A Detailed Analysis

This report analyzes the critical issue of nurse turnover within healthcare organizations and its detrimental effects on patient care and safety. It delves into the application of professional standards, such as those established by the American Nursing Association, to mitigate this issue, emphasizing co...Read More

Running Head: Effective Approaches in Leadership and Management
EFFECTIVE APPROACHES IN LEADERSHIP AND
MANAGEMENT

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Effective Approaches in Leadership and Management
Table of Contents
Introduction................................................................................................................................3
Describing the issue and its impact on patient care and safety..................................................3
Discussion of professional standard to rectify the issue............................................................3
Roles of leaders and managers...................................................................................................4
Initiation of additional aspects in addressing the issue..............................................................5
The best leadership style in addressing the issue.......................................................................6
Conclusion..................................................................................................................................6
Reference list..............................................................................................................................7

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Effective Approaches in Leadership and Management
Introduction
Several issues like nurse turnover impact on the nursing care process that can be
managed through effective leadership and management. Nurse turnover is a recurring
problem in healthcare organizations. Retention of nurses is essential to maintain the quality of
care process. In this assignment, different roles of leaders and leadership style have been
discussed that can prevent nurse turnover.
Describing the issue and its impact on patient care and safety
Nurse turnover has become one of the major issues in the healthcare industry. As
opined by Hayward, Bungay, Wolff & MacDonald (2016), high nurse turnover may prevent
healthcare organizations to provide good quality care to patients. In case of emergency,
shortage of nursing staff may increase the risk of a patient to die. High rate of nurse turnover
leads to excess workload on existing nursing staff. As a result, burnout occurs and existing
nurses make mistakes due to high work pressure. Safety of patient gets insecure during this
kind of situation. Healthcare organizations must reduce the number of nurse turnover for
ensuring quality patient care and safety.
Discussion of professional standard to rectify the issue
Professional practice standards can be maintained for engaging nurses and decrease
the rate of turnover. American nursing association has developed different standards that can
be followed for mitigating the issue of nurse turnover. Standard 4 described planning of care
through different strategies and expecting specific outcomes. Management of a healthcare
organization needs to provide proper support especially to junior nurses in this planning
process by sharing different strategies. Standard 11, 12, 13 describes communication,

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Effective Approaches in Leadership and Management
leadership, and collaboration respectively (Ferris.edu, 2019). Leaders and managers can
communicate effectively and help in developing leadership skills among nurses through
collaboration. Hence, engagement of nurses can increase.
Roles of leaders and managers
Nurse leaders play an important role in addressing incidents of nurse turnover. As
mentioned by Takase, Teraoka & Yabase (2016), nurse leaders retain nurses by motivating
them to provide their best effort for the wellbeing of patients. They make nurses understand
their roles and responsibilities. Effective communication between nurse leaders and nursing
staff help leaders to understand and resolve issues faced by nurses. According to the Role
theory, leaders explain consequences of and action by playing a role to make others
understand the situation. For example, leaders may explain the insecurity and lack of safety
of patients due to nurse turnover to existing nurse. This approach in nursing may help nurses
to understand their responsibilities and it helps nurses to improve their skills to cope with
difficult situations (M‐H Kim, & Y‐J Yi, 2019). As mentioned by Tyczkowski et al. (2015),
Fiedler's contingency theory postulates that controlling the situation is as important as
selecting an appropriate leadership style. Leaders take control of the situation by developing
good relationships with nurses. This approach of leaders helps them to state organizational
goals and core values to nurses for retaining them.
Nurse Managers take different approaches for addressing the issue of high rate of
nurse turnover. Nurse Managers take initiative to educate nurses through arranging training
programs. According to the theory of scientific management of Fedrick Taylor, a manager
needs to reward staff for encouraging productivity (Hayward et al. 2016). Nurse Managers
recognize the contribution of nurses and reward them to motivate nurses in providing their
best effort to ensure the best quality patient care. On the other hand, the needs theory of

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Effective Approaches in Leadership and Management
Abraham Maslow has mentioned that needs of employees must be fulfilled by managers as
it can ensure staff retention. Managers must identify and fulfill basic needs of nursing staff
for reducing the rate of nurse turnover. A healthy change in organizational policy may help
managers to engage nurses in the patient care process dedicatedly. Elton Mayo’s Behavioral
Theory of Management supports this approach of managers for addressing the issue of
nurse turnover (Rajan, 2015). This approach may help in ensuring safety and security of
patients as well.
Initiation of additional aspects in addressing the issue
Leaders and managers in a healthcare setting can initiate some additional aspects for
increasing professionalism and reducing turnover rate. Creation of a healthy work
environment is an additional aspect that can help in engaging employees such as nurses.
This can be done by improving culture of trust and respect among employees (Antwi &
Bowblis, 2018). A friendly work culture emphasizes positive relationships among employees
and increases teamwork. Thus, an impact in retention rate can be seen. Transparency is
another essential additional aspect that leaders need to maintain while managing a workforce.
As stated by Collini, Guidroz & Perez (2015), transparency can be maintained through
effective communication and providing equal opportunities for development to employees.
Transparency can motivate nurses to improve the quality of care as adequate chances of
personal development can be gained by them.
Improving relationships is an essential aspect that can help leaders to build a
sustainable relationship between nurses and management. Effective leaders appreciate and
understand the needs of their subordinates and pay proper attention to building collective
relationship. Relationship development through open communication can help to meet
different needs of nurses and any grievances can be solved. Thus, satisfaction rate of nurses

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Effective Approaches in Leadership and Management
can increase, which will impact on retention rate. Powerful strategy of engagement can be
used by the leaders to motivate employees, which is an essential aspect. Providing feedback
to improve their performance and giving value to their views while planning of treatment can
help to motivate nurses. These aspects can ensure professionalism in a healthcare setting and
job satisfaction of nurses can increase.
The best leadership style in addressing the issue
The issue of nurse turnover can be mitigated effectively through the help of an
authentic leadership style. As opined by Faraz (2017), authentic leadership is a management
style in which, leaders acts as a genuine, real and sincere way to build trust and loyalty. This
leadership style helps to increase trust and loyalty of employees and increases the rate of
transparency.
This style could be successful in this setting because American association of critical care
nurses has listed this leadership style as 6th essential element in developing a healthy and
sustainable work environment. The leader needs to have moral values, clear vision and
courage to maintain this leadership. Therefore, trust among employees can be built that can
reduce turnover rate.
Conclusion
Adopting proper leadership style and implementing different approaches provides
support for reducing the issue of nurse turnover. Effective leadership helps in building trust,
provide ample opportunities for personal development and increase transparency, which can
engage nurses. This, in turn, helps in improving the quality of patient care.

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Effective Approaches in Leadership and Management
Reference list
Antwi, Y. A., & Bowblis, J. R. (2018). The impact of nurse turnover on quality of care and
mortality in nursing homes: Evidence from the great recession. American Journal of
Health Economics, 4(2), 131-163.Retrieved from:
Collini, S. A., Guidroz, A. M., & Perez, L. M. (2015). Turnover in health care: the mediating
effects of employee engagement. Journal of nursing management, 23(2), 169-178.
Retrieved from:
Faraz, A. (2017). Novice nurse practitioner workforce transition and turnover intention in
primary care. Journal of the American Association of Nurse Practitioners, 29(1), 26-
34. Retrieved from:
Ferris.edu (2019), Professional standards of nursing, [Online], Retrieved on 31st august 2019
from:
Hayward, D., Bungay, V., Wolff, A. C., & MacDonald, V. (2016). A qualitative study of
experienced nurses' voluntary turnover: Learning from their perspectives.Journal of
Clinical Nursing, 25(9-10), 1336-1345. Retrieved from:
M‐H Kim, & Y‐J Yi. (2019). Impact of leader‐member‐exchange and team‐member‐
exchange on nurses’ job satisfaction and turnover intention. International Nursing
Review, 66(2), 242-249. Retrieved from:
Rajan, D. (2015). Employee turnover among nurses - A comparative analysis with respect to
push and pull factors. I-Manager's Journal on Management, 9(4), 36-47. Retrieved
from:

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Takase, M., Teraoka, S., & Yabase, K. (2016). Retaining the nursing workforce: Factors
contributing to the reduction of nurses' turnover intention in japan.Journal of Nursing
Management, 24(1), 21-29. Retrieved from:
Tyczkowski, B., Vandenhouten, C., Reilly, J., Bansal, G., Kubsch, S. M., & Jakkola, R.
(2015). Emotional intelligence (EI) and nursing leadership styles among nurse
managers. Nursing Administration Quarterly, 39(2), 172-180. Retrieved from: