Concept Analysis

Concept Analysis

Introduction

Concept analysis is useful in helping to understand and describe insight towards various disciplines. It is vital for nurses to be in a position where they understand how various concepts are applied since they may need to borrow the concept and apply them to nursing.

Leadership as a nursing concept can be addressed using a nursing leadership theory known as transformational leadership. It brings together the ideologies of leaders and those who follow them. The focus of the theory lies in bringing the unity of employee and manager in being in pursuit of goodness. Leadership which is transformational applies to what nurses’ experience from time to time. It is a means through which change is promoted and very applicable to the field of nursing (Fischer, 2016). Nurses are always in a position where they can participate in the evaluation of various policies and part of the change. By making use of transformational leadership, nurses who are leaders can ask subordinate nurses to give responses on how the implementation of various procedures are adhered to. The aim of the leader here is to ensure that they work together to achieve good results while still maintaining a good leadership base.

Several subsections of the paper will be part of the concept analysis. They are definition of the concept, review of literature on leadership, definition of various attributes, explanation of antecedents and consequences of the concept, an empirical review, construct cases, theoretical application of the concept and conclusion

Definition and explanation of leadership

Leadership is the ability to come up with an inspiring vision, an efficient, motivated and well-managed team that helps in attaining the set goals. Leadership is exercised at all levels in the nursing field.  A nurse does not need to be in a leadership position which is formal for her to lead. Leadership is an action and a movement sense which one can learn. However, to be able to understand and develop it, one needs to exercise a level of interest (Porter, 2015). Leadership is a competency that nurses should acquire in their process of growth and formation.

Literature review

Profile of a nurse leader

The role of nursing is divided into various dimensions. Among all of them caring and management is exhibited in the role of a nurse. According to Daly (2015), in nursing applied studies, people carrying out the research had an aim of looking into characteristics which were personal to nurses who were leaders, and styles of leadership used by them. They noted that the personal and professional characteristics of leaders who were nurses were part of each other. According to Regan (2016) leadership has its base on behaviour which is relationship oriented which involves improved skills of personality, ability to adapt to the environment of work, recognizing the need for each other and working towards the commitment to become united. Positive leadership gives a chance for members of an organization to share in the vision. To be in a position where the positive leadership can be exercised, the nurse leader needs to be someone who is persuasive, courageous and daring. The whole team should be part of decision making and come up with strategies that can lead to solutions.

Leadership as a tool for the organization

Nurses have been serving positions of leadership in the health sector. They have always called for collaboration in sharing of care visions. Management of nursing has the head nurse at the corporate level, directors of nursing come in at the middle while managers of nursing come in at the interface which is practical (Porter,2015). Each nurse carries out the care of management. Each nurse also takes part in making lists of priorities that need to be attended to, ensuring that resources are under the best care and enduring that roles are well allocated to various teams.  Use of communication therefore may be made a resource for achieving leadership success for nurse leaders. Being in a position where communication is efficient between the nurse and the client, nurse, and colleagues and the whole organization allows easy leadership. Making use of relationships based on leadership make it easy for those involved to be made part of achieving goals of an organization (Fischer, 2016). This makes them feel needed as part of an organization. Women are considered a very big part of the profession of nursing leadership because they are often comprehensive and very involved in cases where team encouragement and participation is needed.

In cases where satisfaction is not achieved to the required standards, the blame is not entirely on inefficient resources. Inefficient leadership may be an issue. As much as recipes related to performance which is good do not exist, it is hard for a nurse leader to make predictions for issues likely to arise on a daily basis. However, when nurse leaders adopt actions which are thoughtful upon arising from an issue, achieving the desired level of aspiration becomes easy (Vaismoradi, 2016). Availability of nurses is therefore of importance for efficient and timely delivery of services. Ensuring respect, the success of the profession, being in a position where performance is monitored and ensuring resources are used efficiently are greatly valued and emphasized.

Processes of groups are major actions which are relative to good care and management. This is because interdependence exists between whoever is giving care and the person receiving care and the people leading and those under leadership. The way a nurse leader conducts themselves has a great affect on the factors which are structural and the process of work.

Leadership and Education

Leaders who are professionals and have undergone training for leadership are highly valued in health institutions because only a few people possess such a profile. Very few people consider achieving knowledge of leadership through training. However, developing leadership should begin at the level which is most basic along with activities of research, and experience at the clinical level. Continuous education is a means of ensuring that leadership is strengthened.  For success in nursing leadership, high and influential supervision should be made part of the training. This means professors and tutors with the best qualification and experience.

An observation on the change of style of leadership comes about from the leadership state of autocracy to leadership which involves more participation (weng, 2016). This puts into consideration in possessing qualities of a leader who is taught and still rescued from the influence of proposals which are socio-political which show similar direction within differing moments.

Defining attributes

Style of leadership

This refers to the way a leader conducts an organization with an aim to ensure that proper and clear direction is given towards implementations of the plans of an organization. In nursing, the style of leadership involves the leader working together with other nurses and members of the organization to achieve goals.

Leadership Roles

This is the part that a leader should play to ensure that they exercise leadership to the required standards. In nursing, the role of the leaders is to ensure that operation run smoothly when every aspect of nursing is being followed.

Nursing care

Nursing care is the amount of attention given to a patient by a nurse. The leader should ensure that all patients are treated with great caution for a quick recovery.

Antecedent and consequence

Antecedent

Before leadership is set for the nurse of an organization, there is the need for a vision which is shared by all members of an organization (Zhang, 2014).There is also need for organizations to have objectives they are working on and a sense of direction.

Consequence

Upon achieving leadership, several consequences follow. Not only does the organization achieve a sense of direction but it also has someone, a nurse leader, to take them through the various objectives, goals, and vision (Zhang, 2014). The leader assists in coming up with the best strategies while receiving help from subordinates.

Empirical evidence

A study on a hospital which had just begun operations in Florida was carried out. During recruitment, the number of nurses employed was one nurse for each unit in one shift. No nurse leaders had been brought forth. Within the first three weeks, the numbers of cases of complaints received from patients were 25. One month into operation, three senior nurses were employed. One month into operation with the senior nurses, cases of complaints reduced to 9. This shows that presence of leadership in a set up ensures that people working are keen enough while receiving directions from leaders.

The second study involves questionnaires. In this case, random questionnaires were given to nurses at three different hospitals in Florida. The questionnaires aimed to look into whether nurses prefer when they have a manager in operation.  In the first hospital, 21 out of 29 nurses preferred when a manager was in operation the second hospital had 7 out of 11 nurses prefer it when managers are in operation while the third hospital had 11 out of 15 nurses have the same preference. This is enough evidence that leadership is essential for operations to run smoothly. According to Porter (2015), Nurses prefer when they have someone whom they feel they share the same goals and is determined in helping them achieve it.

Construct cases

Model case

A nurse leader at a hospital in Florida gets to work early, and in cases where she is unavailable, she ensures that she has spoken with another manager to step in for her. During her time at work, she exercises her nursing role by making use of transformational leadership style. She involves other nurses while making major decisions. She asks for suggestions whenever a problem arises. At the same time, she inspires her subordinates towards achieving organizational goals by ensuring that they are well motivated and exercise nursing care.

Borderline case

A nurse leader in a hospital attends work as required. She makes use of her leadership role to motivate her subordinates by ensuring that they exercise roles of care as nurses. She, however, does not ask for suggestions whenever an issue arises and she does not involve the nurses in making decisions.

Contrary case

A nurse leader is often late for work. While at work, she has no concern for her subordinates and often fails to listen to them. She does not involve them in decision making. She does not care whether the nurses exercise care with patients.

Theoretical application of the concept

Analyzing the leadership concept about theory is important because it shows how both concept and theory are integrated. It explains the relationship between both hence a deeper meaning. In this case leadership concept applies to the nursing theory of transformational leadership in that nurses who are leaders are transformational leaders. According to Vaismoradi (2016), transformational nurses work with subordinates and involve them in all aspects of ensuring that the organization meets the set objectives.

Conclusion

In conclusion, leadership is an important concept of nursing since leaders give organizations a sense of direction. Transformational leadership as a theory of nursing that helps leaders work together with employees to realize the goals of an organization. As a family nurse practitioner, I will ensure that I exercise leadership by ensuring that I am my boss in exercising appropriate leadership that will lead to an overall transformation of the society.

  References

Vaismoradi, M., Griffiths, P., Turunen, H., & Jordan, S. (2016). Transformational leadership in nursing and medication safety education: a discussion paper. Journal of nursing management, 24(7), 970-980.

Fischer, S. A. (2016). Transformational leadership in nursing: a concept analysis. Journal of advanced nursing, 72(11), 2644-2653.

Weng, R. H., Huang, C. Y., Chen, L. M., & Chang, L. Y. (2015). Exploring the impact of transformational leadership on nurse innovation behavior: a cross‐sectional study. Journal of nursing management, 23(4), 427-439.

Porter-O’grady, S. P. T. (2015). Leadership in nursing practice. Jones & Bartlett Publishers.

Daly, J., Speedy, S., & Jackson, D. (2015). Leadership and Nursing: Contemporary Perspectives. Elsevier Health Sciences.

Regan, S., Laschinger, H. K., & Wong, C. A. (2016). The influence of empowerment, authentic leadership, and professional practice environments on nurses’ perceived interprofessional collaboration. Journal of nursing management, 24(1).

Zhang, W., Wang, H., & Pearce, C. L. (2014). Consideration for future consequences as an antecedent of transformational leadership behavior: The moderating effects of a perceived dynamic work environment. The Leadership Quarterly, 25(2), 329-343.

 

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