NURS FPX 5007 Assessment 3 Intervention Strategy

Student Name

Capella University

NURS-FPX 5007 Leadership for Nursing Practice

Prof. Name:

Date

Intervention Strategy

Effective leadership is vital for directing group activities toward common objectives, particularly in the challenging healthcare environment. To cultivate effective leadership in healthcare, various leadership philosophies can be tailored. It is essential to develop procedures that motivate employees to work together toward shared goals. Leadership style and change management are crucial for the success and sustainability of healthcare organizations. Leadership involves overseeing the activities of individuals or groups in pursuit of common goals, especially in healthcare settings where it requires supervising the efforts of various medical professionals (Bass, 2019).

Analyzing Case Study

The case study titled “Sleeping on the Job: A Managerial Challenge” focuses on a nurse named Marty, who is facing personal challenges that affect her work performance. Colleagues have expressed dissatisfaction, reporting instances of lateness, early departures, and falling asleep on the job. Marty’s manager has not provided assistance or sought solutions. Implementing transformational leadership, characterized by open communication and collaboration, can effectively address Marty’s situation (Alrowwad et al., 2020).

Leadership Strategy

Various leadership models can enhance leadership in healthcare. Transformational leadership, emphasizing empowerment and collective work toward common goals, can be effective. Conversely, transactional leadership focuses on explicit goals and incentives. In healthcare, transformational leadership is highly effective, fostering teamwork, collaboration, and communication, leading to improved patient outcomes and employee satisfaction (Collins et al., 2020; Kelly & Hearld, 2020).

Applying Leadership Strategy

To address Marty’s situation, transformational leadership is recommended. This approach involves motivating and inspiring Marty to improve her work performance. The focus should be on rebuilding trust among team members, setting clear goals, and fostering open communication. Transformational leadership positively impacts healthcare organizations by emphasizing teamwork, communication, and a shared sense of purpose (Collins et al., 2020).

Organizational Change Model and its Influence

The ADKAR model serves as a valuable framework for implementing change. In Marty’s case, the model’s five stages—awareness, desire, knowledge, ability, and reinforcement—provide a roadmap for guiding her through the process of transformation. This includes engaging in one-on-one discussions, cultivating a desire for change, re-educating Marty, helping her develop practical abilities, and providing reinforcement (Wong et al., 2019; Cronshaw et al., 2021).

The Implication of Care Policy and Legislation

Nurses, with their direct patient interactions and community knowledge, influence public health policy. The American Nurses Association (ANA) emphasizes health and safety policy through the “Healthy Nurse. Healthy Nation” program, advocating for regulations that promote nurses’ well-being. This initiative, focusing on fitness, sleep, lifestyle quality, safety, and nutrition, can positively impact nurses like Marty, enhancing their health and job performance (Nolan et al., 2020).

Conclusion

Effective leadership is indispensable for organizational success, particularly in healthcare. Transformational leadership, coupled with organizational change models like ADKAR, can address challenges like Marty’s, fostering teamwork, communication, and improved patient outcomes. Nurses’ influence on healthcare policy, as advocated by the ANA, further contributes to enhancing the well-being of healthcare professionals and improving patient care. Leadership strategies that prioritize employee development and empowerment create a cycle of success benefiting both individuals and organizations (Collins et al., 2020).

References

Alrowwad, A. A., Abualoush, S. H., & Masa’deh, R. E. (2020). Innovation and intellectual capital as intermediary variables among transformational leadership, transactional leadership, and organizational performance. Journal of Management Development, 39(2), 196-222. https://doi.org/10.1108/jmd-02-2019-0062

Akdere, M., & Egan, T. (2020). Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance. Human Resource Development Quarterly, 31(4), 393-421. https://doi.org/10.1002/hrdq.21404

Bass, B. L. (2019). What is leadership? Leadership in Surgery, 1-10. https://doi.org/10.1007/978-3-030-19854-1_1

Collins, E., Owen, P., Digan, J., & Dunn, F. (2020). Applying transformational leadership in nursing practice. Nurs Stand, 35(5), 59-66. https://doi.org/10.7748/ns.2019.e11408

NURS FPX 5007 Assessment 3 Intervention Strategy

Cronshaw, A., Boddye, E., Reilly, L., Boardman, R., Portas, L., Hagen, J., & Marufu, T. C. (2021). Engaging the nursing workforce to achieve a culture of excellence: Nottingham Children’s Hospital ANCC Pathway to Excellence® Journey. https://doi.org/10.7748/nm.2021.1980

Espinoza, P., Peduzzi, M., Agreli, H. F., & Sutherland, M. A. (2018). Interprofessional team member’s satisfaction: A mixed methods study of a Chilean hospital. Human Resources for Health, 16(1), 1-12. https://doi.org/10.1186/s12960-018-0290-z

Kelly, R. J., & Hearld, L. R. (2020). Burnout and leadership style in behavioral health care: A literature review. The Journal of Behavioral Health Services & Research, 47(4), 581-600. https://doi.org/10.1007/s11414-019-09679-z