In this assignment, you will be writing a 1,000-1,250 word paper describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following: Use at least three peer-reviewed journal articles other than those presented in your text or provided in the course. . Purchase the answer to view it
Leadership and management are two distinct roles within the field of nursing, each with their own approaches and perspectives on issues in practice. Understanding the differences between these roles is essential for effective decision-making and achieving organizational goals. This paper will explore the differing approaches of nursing leaders and managers to issues in practice, drawing upon peer-reviewed journal articles to support the analysis.
Nursing leadership involves the ability to inspire and influence others towards a common vision or goal. Leaders are responsible for setting the direction and creating a positive work environment that promotes innovation and teamwork (Kotter, 1990). They have a long-term perspective and focus on strategic planning and goal setting, ensuring that the organization is aligned with its mission and values (Kotter, 1990; Marquis & Huston, 2020).
In contrast, nursing management is concerned with the day-to-day operations and practical aspects of running a healthcare organization. Managers are responsible for organizing resources, coordinating activities, and ensuring that the organization runs smoothly (Marquis & Huston, 2020). They have a short-term perspective and are focused on efficiently meeting immediate goals and addressing immediate challenges (Marquis & Huston, 2020).
One area where nursing leaders and managers differ is in their approach to change. Leadership involves taking risks and embracing change as a means of improvement and growth (Kotter, 1990). Leaders recognize the need for change and are proactive in identifying and addressing issues before they become problematic (Kotter, 1990). They are visionaries who inspire and motivate others to embrace change and work towards a common goal (Kotter, 1990).
On the other hand, nursing managers typically have a more cautious approach to change. They focus on maintaining stability and minimizing disruption to daily operations (Marquis & Huston, 2020). Managers tend to be more reactive, waiting for problems to arise before taking action (Marquis & Huston, 2020). They are concerned with maintaining efficiency and minimizing risk, and may be more resistant to change due to concerns about potential disruptions (Marquis & Huston, 2020).
This difference in approach to change can have significant implications for the organization. Effective leadership can promote a culture of innovation and adaptability, creating an environment where new ideas are embraced and change is seen as an opportunity for growth (Cummings et al., 2010). In contrast, a management approach that is resistant to change can stifle innovation and hinder organizational progress (Cummings et al., 2010).
Another area where nursing leaders and managers differ is in their focus on the development of staff. Leadership involves empowering and developing others to reach their full potential (Yoder-Wise, 2015). Leaders invest in their staff through mentorship, coaching, and providing opportunities for growth and development (Yoder-Wise, 2015). They encourage autonomy and decision-making, fostering a culture of accountability and continuous learning (Yoder-Wise, 2015).
In contrast, nursing managers are more concerned with ensuring that employees have the skills and resources necessary to perform their jobs effectively (Yoder-Wise, 2015). They focus on the practical aspects of training and performance management, ensuring that staff members are competent and meeting organizational standards (Yoder-Wise, 2015).
This difference in approach to staff development can impact the overall culture and effectiveness of the organization. A leadership approach that empowers and develops staff members can foster a sense of ownership and commitment, resulting in increased job satisfaction and improved patient outcomes (Smirnova et al., 2016). In contrast, a management approach focused solely on compliance and performance can lead to disengagement and burnout among employees (Smirnova et al., 2016).
Overall, nursing leaders and managers have different approaches to issues in practice. Leadership involves a long-term perspective, proactive problem-solving, embracing change, and developing staff. In contrast, management focuses on the day-to-day operations, maintaining stability, being reactive to problems, and ensuring employee competency. It is important for nursing professionals to understand the differences between these roles and how they can complement each other for the benefit of the organization and the delivery of quality patient care.