Abstract
This research undertaking revolves around an interview situation that seeks to unravel various aspects with regard to nurse management and leadership. The exercise seeks to establish realities and complexities that characterize propagation and execution of nurse leadership roles in contemporary healthcare practice. Through candid discussions and in-depth indulgence, this interview shall develop a definite and concise regime that shall support recurrent desire to unravel and decipher realities that manifest in nurse leadership. This interview shall evaluate the essence of leadership in nursing and define how proper leadership or lack of it affects delivery of healthcare services. This endeavour shall materialize through in-depth discourse with Mr. Shawn Mather, a senior manager at a local health facility.
Leadership Interview
Introduction
This research undertaking involves an interview with Mr. Shawn Mather, a nurse leader at a local nursing home. The interview covers several areas of concern regarding his approach to duties and responsibilities as a nurse leader. The exercise seeks to establish realities and complexities that characterize the propagation and execution of nurse leadership roles in contemporary healthcare practice. Through candid discussions and in-depth indulgence, this interview shall develop a definite and concise regime that shall support recurrent desire to unravel and decipher realities that manifest in nurse leadership. Nurse leadership embodies various duties that assist professionals to create favourable environment for dissemination of vital services within healthcare facilities. Nurse leaders undoubtedly facilitate development of structural frameworks that enhance delivery of services and formulation of policies that complement efficiency and excellence within healthcare settings (Brown, 2012). Therefore, it is important for nurse leaders to adopt a proactive approach with regard to delivery of appropriate and requisite healthcare services. There is high demand for healthcare services among people in diverse segments of society. In order to satisfy such demand, nurse leaders should endeavour to draft policies and propagate ideas that assist the healthcare sector with regard to bridging the service disparity. This interview shall achieve the above objectives by posing pertinent questions to Mr. Shawn Mather. The questions shall cover all aspects that relate to propagation of nurse leadership undertakings.
Discussion
How does the manager spend his/her day?
According to Mr. Shawn Mather, numerous activities characterize a typical day with regard to nurse managers. Nurse Managers play an important role in facilitating functions and activities that manifest in healthcare facilities. They undertake activities to promote and propagate various ideals that enable efficiency and precision in delivery of healthcare services. They coordinate different aspects of healthcare services such as preventive, curative, maternal, and emergency undertakings. Nursing managers are always available for guidance and motivation to professionals who constitute the workforce at health facilities (Brown, 2012). Their presence and availability assists in formulation and execution of ideas and decisions regarding various situations that require urgent and decisive action. Nurse Managers play a supervisory role because they ensure and guarantee oversight on important matters that arise within healthcare facilities. They also propagate training and tutorial services for nurses on professional issues that require administrative guidance (Brown, 2012).
Their supervision is critical in facilitating and enhancing delivery of services by nursing professionals in contexts of healthcare facilities. They also monitor activities that suffice with regard to employees who lack training in the field of nursing. Such employees offer support services to enhance provision and delivery of services to patients. They also undertake duties and responsibilities that seek to improve working conditions in healthcare facilities (Brown, 2012). Their presence in healthcare context seeks to bridge disparities that undermine delivery of healthcare services. They offer advisory services with regard to activities that require administrative action and intervention. They also spearhead administrative research efforts to support creation of frameworks that enhance internal and integrated research and evaluative endeavours (Brown, 2012). Administrative duties create room for actualization and realization of ideals that create impetus for delivery of quality healthcare services. This makes it necessary for nurse managers to pursue interests that enhance expansion and integration of services in order to facilitate eventual realization of intended goals and aspirations with regard to healthcare delivery frameworks. Nurse Managers have a duty and responsibility to undertake necessary steps that bolster their ability to offer competent services and guidance whenever applicable (Brown, 2012).
How Much Control does she/he have over the Job and its Content?
Mr Shawn Mather argues that nurse managers have considerable control over their mandate as facilitators and custodians of administrative undertakings in healthcare facilities. They wield power and authority to make pertinent decisions that seek to improve accuracy and efficiency in delivery of services within healthcare facilities (Brown, 2012). Their administrative duties create avenues and frameworks that define consultative efforts and anchor realization of ideals and aspirations in delivery of healthcare services. Their control regime covers important areas of engagement such as hiring, oversight of nursing operations, monitoring, evaluation, and determination of various items of agenda that manifest in healthcare delivery contexts (Brown, 2012). Nurse Managers have influence over administrative procedures that determine how different structural frameworks respond to challenges and prompts within healthcare delivery systems. Nurse Managers should engage in deliberate efforts that influence operations and efficiency among professional and untrained staff within healthcare facilities (Brown, 2012). They should stimulate and enhance positive influence because such efforts create impetus for appropriate action and reaction to various situations that arise with regard to provision and actualization of healthcare services. Nursing managers possess qualifications and training that assist in undertakings that suffice at the workplace. However, such qualifications and influence should always intensify realization of positive and sustainable management outcomes (Brown, 2012). Shawn asserts that his control over various aspects of healthcare delivery accords him an opportunity to initiate programmes that support his desire for sustainability and progress in delivery of healthcare services.
How does he/she decide what to concentrate on?
According to Shawn, it is important for nurse leaders to prioritize their undertakings in order to maximize opportunities that herald sustainable utilization of resources. In absence of proper planning and prioritization of resources, managers cannot achieve recurrent ideals and aspirations that characterize delivery of health services (Brown, 2012). Managers should initiate undertakings that assist in identification and profiling areas of engagement that require attention and action. Such planning is important because it creates impetus for action and dissemination of sustainable administrative policies (Brown, 2012). In deciding on priority areas, nurse leaders should initiate assessments to highlight critical needs that could have effect on healthcare delivery frameworks. This ensures that healthcare does not suffer any form of jeopardy because of inaction, administrative laxity, and incompetence. Prioritization of policy initiation and implementation is a driver of progress and efficiency in delivery of healthcare services (Brown, 2012).
What are the Things the Manager Delegates to Others and Why?
Delegation refers to situations where organizational leaders cede mandate and responsibilities to individuals who occupy junior or complementary positions in the hierarchy of organizational command. Such undertakings facilitate delivery of services because it allows leaders to concentrate on pertinent areas of interest that impact on overall performance of organization (Brown, 2012). According to Shawn, he usually delegates functions that affect direct welfare of staff within the healthcare facility. He delegates such services because it enables processes that support delivery of services. For instance, the manager delegates duties that involve direct supervision of employees with regard to daily undertakings. He cedes these duties to junior supervisors because they have a close association with employees and nursing professionals.
What Would the Manager Change in the Organization that Would Improve Nursing Service?
Change and restructuring are ubiquitous concepts in contemporary organizational entities. Change is important because it enables creation of new structural frameworks and policies that enhance delivery of services and productivity within healthcare facilities (Brown, 2012). According to Shawn, he would change attitudes and beliefs that hamper effective action and response to critical areas of concern within healthcare delivery system. He argues that most nurses lack requisite motivation and dedication to duty. This reality necessitates a paradigm shift in order to ensure and guarantee success in delivery of healthcare services (Brown, 2012).
What is the Training and Preparation for Management?
Nurse management is a complex undertaking that requires proper education and qualification background. Training is important because it offers skills that are integral in dissemination of core duties and responsibilities. Managers should first serve in the capacity of registered nurses in order to qualify for management positions (Brown, 2012). This prerequisite gives them relevant skills and competencies to actualize their managerial mandate. They should hold a bachelors degree in a field related to nursing. They should also have sufficient experience in nursing practice as well as satisfy all statutory requirements with regard to licensing and certification. They should also exhibit and demonstrate leadership skills and passion for human service. Good communication and social skills enable managers to perform duties with ease and accuracy (Brown, 2012).
What would he/she advise New Managers to do to prepare themselves for a Nurse Leadership Position?
Nurse leadership requires dedication and willingness to engage people in issues that seek to promote delivery of healthcare services (Booyens, 2011). According to Shawn, new managers should engage in activities that enhance their quest for future roles and responsibilities in senior nurse leadership office. They should seek guidance and mentorship from nurse leaders with regard to realities that characterize top leadership positions. This accords them an opportunity to identify and discern factors that define leadership in healthcare facilities. Besides mentorship and experience, new managers should undertake relevant academic courses that offer strategic advantage regarding leadership and management in contemporary healthcare settings (Booyens, 2011).
What Strategies Do You Use to Resolve Conflicts?
Conflict resolution is an important aspect in nurse leadership because it seeks to diffuse tension and enhance suitable interpersonal relationships (Booyens, 2011). According to Shawn, numerous challenges predispose him to situations of conflict and inability to satisfy desires that suffice with regard to individuals at the workplace. Whenever there is conflict at the workplace, he initiates dialogue in order to open relevant channels of communication. He reiterates the essence of communication in pre-empting and resolving conflicts in organizations.
How Do You Handle Stress at Work?
Stress is usually prevalent at workplaces because of various complexities that manifest in daily human interaction (Booyens, 2011). Stress is not healthy because it affects ability of individuals to maximize productivity and progress in delivery of vital services. According to Shawn, he likes jogging and pacing around the workplace as a stress relief strategy. After a while, he confronts issues that triggered the stress situation in order to prevent its occurrence in future. According to experts, stress is a major contributor to conflicts and inconsistencies that lead to poor performance in organizations (Booyens, 2011). Therefore, it is important for nurse leaders to enact structural frameworks that support and guarantee harmonious coexistence at the workplace (Booyens, 2011).
What Are Your Leadership Attributes?
Leadership requires certain attributes and competencies that enhance ability to undertake duties and responsibilities in a diligent manner (Booyens, 2011). Such character traits are instrumental in dissemination of individual and collective mandate with regard to leadership. According to Shawn, he believes in servant leadership and its core values to enhance human service and actualization of leadership objectives. This leadership style lays emphasis on priority areas that enhance delivery of human services.
What Improvements Do You Envisage as a Nurse Leader?
According to Shawn, there are numerous challenges that characterize his regime as a nurse leader in modern society. He asserts that such challenges often affect his ability and willingness to undertake duties at the workplace. He identifies poor communication skills as an impediment to his quest for success and efficiency in actualizing his goals and objectives. He hopes to improve his ability to communicate and handle tough and inappropriate situations at the workplace.
What Does Power Mean To You?
According to Shawn, power offers an opportunity for nurse managers to initiate positive influence in order to improve human life and existence. Through power, nurse leaders get a chance to offer sustainable solutions with regard to issues that threaten human existence in contemporary society. However, he agrees that some leaders abuse power for selfish gains. He condemns this behaviour and adds that such people should not serve as nurse leaders.
Conclusion
Nurse leaders should always strive to ensure proper utilization of their positions as avenues for health service delivery. This makes it possible for them to enact policies that improve healthcare in society (Booyens, 2011). They should use their influence to facilitate development of structural frameworks that seek to ensure and guarantee sustainability and accuracy in delivery of healthcare services. In absence of such measures, it is difficult for nurse leaders to make positive contribution towards enhancing sustainability in society (Booyens, 2011).
References
Booyens, W. (2011). Dimensions of Nursing Management. Newyork: Juta and Company Limited.
Brown, M. (2012). Nursing Management: Issues and Ideas. London: Jones & Bartlett Learning.