Comparing Leadership and Management in Nursing: A Detailed Essay

This essay examines the critical issue of nursing shortages and nurse turnover within healthcare settings. It begins by comparing and contrasting the approaches of nursing leaders and managers in addressing these challenges, emphasizing the differing roles of planning, organizing, motivating, and inspiring. The essay highlights the importance of leadership in fostering a more appealing clinical career, including the need for work-life balance and addressing the needs of younger generations. The author identifies transformational leadership as the most suitable approach, due to its focus on leading by example, fostering open communication, and valuing the contributions of nursing staff. The essay also suggests the Health Resources and Service Administration (HRSA) as a potential funding source to support training and education initiatives aimed at improving healthcare and access to care. The essay concludes by reinforcing the need for nursing leaders to develop effective strategies to combat nursing shortages and nurse turnover, emphasizing the importance of proactive and innovative solutions.

Running head: NURSING ASSIGNMENT 1
Nursing Assignment
Student’s Name
Institutional Affiliation

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Introduction
The nursing shortage is an anomaly which is impacting clinical professionals and the
delivery of competent patient care in today's healthcare facilities. It is said to happen when the
demand for recruitment of health professionals is far higher than the figure of health
professionals eager to be enrolled at that time (Snavely, 2016). When there are nursing shortages,
nurse turnovers are noted to escalate, and they both have economic and non-economic effects.
The essay is comparing and contrasting how the clinical leaders, together with managers, will
approach the problem of the nursing shortage and nurse turnover. Moreover, it will recognize the
technique which perfectly suits the personal along with professional philosophy of nursing and
discuss the reason the procedure is tailored to that personal leadership style. Eventually, the
essay will recognize a possible funding source which addresses the nursing shortage and nurse
turnover.
Comparison and contrast of how you would expect nursing leaders and managers to
address the issue.
Since managers and principles of management cannot solve the situation of nursing
shortage and nurse turn-over alone; leaders need to come out and address the concerned problem.
There exist a fundamental disparity between management and leadership. The manager has a role
in planning, organizing, and coordinating while the leader has the function to motivate and
inspire (Bârgău, 2015). Individuals who are qualified and capable and who need an
encouragement by leaders in the context of health care to do nursing as an occupation. However,
poor coordination, organizing, and planning cannot encourage the youthful generation to join the
clinical courses and become victorious. Instead, they have to be inspired to enter health care
institutions as clinical practitioners.

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On the side of the leaders, motivation is the core factor (Schuckert, Kim, Paek & Lee,
2018). It is not through enduring scanty managers but having changed into potent leaders so that
the problem can be addressed appropriately. The leadership has to make the clinical career more
remunerative to resolve the problem by introducing the components that are regarded to be
essential by the youthful generation who are the remaining prospect of refurbishing the whole
clinical context (Sewell, 2015). Moreover, the leadership has to consider in refurbishing the
clinical career to an occupation in which the workers can keep the work-life stability and also
provide the significance to the integration of home and work concept.
To lure new experts to the nursing discipline, leadership should initiate changes in the
whole health care institution management system (Basu, 2017). Also, the administration has to
start providing services which have the prospective to minimize the stress of health professionals
in managing occupational and personal lives. To address this issue, leadership has to assure that
the employed clinical nurses do not feel overloaded and they do not feel incapacitated of
handling the enormous task. Another remedy for the problem is for the leadership to ensure that
clinical practitioners do not face the inadequacy of role clarity along with a lesser sense of
control over career achievement (Van Bogaert & Clarke, 2018). Lastly, to check nursing-
turnover, the leadership must make the occupation of nursing appealing and then ameliorate the
approaches of controlling nurses after being employed.
The approach that best suit your personal and professional philosophy of nursing.
The technique that perfectly befits my personal along with professional philosophy of
nursing is the transformational leadership style. Leaders have the capability of transforming their
clinical practices as well as their surroundings, and they generate a productive clinical
environment without their staff or patient safety. For one to be deemed a transformational leader,

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he must have integrity and judge reasonably. The transformational leaders have the potentiality
to clearly outline goals, motivate other people by making them see their future vision while being
supportive (Laureani & Antony, 2017).
Furthermore, these leaders are known in providing praises along with rewards to the
deserving staff, and they look in advancing the workforce via being an example of basic ethics
and behaviors of the highest level (Puni, Mohammed & Asamoah, 2018). Transformational
leaders evaluate their surroundings, recognize a gap in need of improvement, and develop a
common objective alongside the staff of which the goal is resolving nursing shortage together
with nurse turn-over. The approach modality is beneficial since the leader is leading by example
by being an active participant while exhibiting to subordinates that the leaders themselves are
willing to put in the work needed for the suggested change.
The approach of transformational leadership aids in the development of a culture of
openness, which could make the clinical nurse complacent in informing their issues right to the
administration (Shao, Feng & Hu, 2017). Furthermore, if the institutional framework is imparted
with the culture of openness, this shows that more individuals can end up being lured to occupy
the clinical career vacancies. To resolve this problem, it would be better to adhere to the
transformational leadership since it will aid meticulously in enhancing the faulty communication
processes which happen amid the management and clinical staff increasing the incidents of
nursing turn-over.
Additionally, a transformational leader can retain aptitude as they cherish the regality
along with self-respect of persons and if applicants observe that an occupation appreciates self-
esteem of human decency, and then they will have the inspiration to take up the nursing job
(McSherry, Grimwood & Stubbings, 2016). In case the employed nurses also recognize that their

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decisions along with proposals are being considered and valued from the management, they
would feel privileged, and as a result, the nursing turn-over will be minimized.
A possible funding source that addresses the issue
The Health Resource and Service Administration (HRSA) is a grant which supports
training along with education to assist in improving the provision of health care and better the
access to exclusive care (Kepley & Streeter, 2018). It gives awards to teach the upcoming
generation of health care professionals.
Conclusion
Leaders in the field of nursing should come out to rectify the condition of nursing
shortage and nurse turn-over. Moreover, they should formulate effectual strategies to tackle the
particular issues of the nursing shortage and nurse turn-over, and in the line of responding, they
should react antithetically compared to managers who cannot think outside the box. Furthermore,
leaders should apply specific leadership strategies which can effectively tackle and rectify the
questions on the nursing shortage along with nurse turn-over.

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References
Bârgău, M. A. (2015). Leadership versus management. Romanian Economic and Business
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Basu, K., (2017). Change Management and Leadership. Health Care Delivery and Clinical
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Kepley, H. O., & Streeter, R. A. (2018). Closing behavioral health workforce gaps: A HRSA
program expanding direct mental health service access in underserved areas. American
journal of preventive medicine, 54(6), S190-S191.
Laureani, A., & Antony, J., (2017). Leadership characteristics for lean six sigma. Total Quality
Management & Business Excellence, 28(3-4), 405-426.
McSherry, R., Grimwood, K., & Stubbings, K. (2016). A story of facilitators' experiences of the
excellence in practice accreditation scheme and its influence on quality, dignity, and
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Puni, A., Mohammed, I., & Asamoah, E. (2018). Transformational leadership and job
satisfaction: the moderating effect of contingent reward. Leadership & Organization
Development Journal, 39(4), 522-537.

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Schuckert, M., Kim, T. T., Paek, S., & Lee, G. (2018). Motivate to innovate: How authentic and
transformational leaders influence employees’ psychological capital and service innovation
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Snavely, T. M., (2016). A brief economic analysis of the looming nursing shortage in the United
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