Integrating Leadership into Professional Practice

Integrating Leadership into Professional Practice Every organization requires good leadership to ensure successful team building (Marquis Huston, 2003) and effective management of the organization (Perra, 2000) as well as personal fulfillment. In the past, health care system was a bureaucratic organization that was locked by hierarchical models type management (Thyer, 2003). However, due to advanced in technology, information and communication; changes in politics, demographic, social economics status and patients expectation toward health care system, traditional task- orientated, routine and habitual nursing management style no longer able to meet the evolving health care system. Therefore, it is crucial for current health care worker especially nurses to integrate leadership in health care management to meet the needs of contemporary professional nursing practice and consumers requirement and expectation (Sofarelli Brown, 1998). As senior medical assistant with 10 years working experiences. Currently I am practicing at a hospital based orthopeadic department in Northern Hospital. Our unit comprises four units, orthopeadic wards, Trauma operating theater, Orthopeadic clinic, Rehabilitation unit and emergency observation room. In fact, through our professional background, as a health worker, we are well trained for the decision making skill to deal with immediate patient care, such as dislocation, polytrauma, polyfracture, fat embolism, compartment syndrome and etc. Leaders have, for the most part, been concerned with orientating the profession to focus upon developing nursing practice (Salvage, 1989). As a senior Medical assistant other than giving services to the client who came to hospital to seek the treatment , I also assign to manage newly qualify staff nurses and medical assistants to makes sure that all the job done by them is following Standard Operating Procedures and helping them to get their opport unity to upgrade their knowledge. These are our new government policy and know as monitoring internship programme. According to Chua (2006) newly graduated nurses are now required to undergo a one year practical before they can earn their Annual Practice Certificate and this is part of the efforts to arrest the decline in nursing standards in public hospitals as health centers. This paper discussed about leadership quality in my organization when mentoring newly qualified staff nurses and medical assistants. As mention by Charnley (1999) the transition from student to staff nurse has always been seen as a challenging and stressful time in the working life of a nurse. In my view to lead and contributes to the development of an organization and provides professional leadership to the practice nursing team, we must have good knowledge, attitude, skills and capability. As a mentor I have to facilitate personal and professional development through identifying gaps in knowledge and skills, encouraging reflection and providing structure feedback to enable the newly qualified nurses develop and expand their practice with safety and confidence and improve standards of care. According to Clancy (2004) although employers can influence the quality of patient care, it is the qualities of individual nurses which have a more direct effect on the way patients are looked af ter. There are numerous texts providing definitions of leadership. Marquis and Huston (2003) defined leadership as a process of empowering beliefs, moving, persuading and influencing others toward a goal mostly without any force or threat. According to Yulk (1998) leadership is commonly defined as a process of influence in which the leader influences others toward goal achievement. Meanwhile Cohen (2004) stated leadership is the best tactic that one can use to motivate others and renew interest in others in attaining goals that are for the good of all. There are three style of leadership which are autocratic, democratic, and laissez-faire, as cited in Kelly-Heidenthal (2003). Autocratic leadership involves centralized decision making, with the leader making decisions and using power to command and control others. Democratic leadership is participatory, with authority delegated to others. The third style, laisser-faire leadership, is passive and permissive and the leader differs decision making. These approaches are still apparent today (Carvey, 1999), and can be used interchangeably to response to various situations. (Marquis Huston, 2000). The autocratic style can be seen as high power tactics over the group leaving very little for others to actively become involved with process changes or improvements. (Mintzberg, 1979) this style is use when the leader tells her subordinates what she want to be done and how she want it done, without getting the advice of her followers. Subordinates behavior is closely controlled through such means as punishment, reward, arbitrary rules and task orientation. According to Fieder (1967) the autocratic leadership style is based on the assumption that the leader knows everything and what is best for their organization. Subordinates cannot be trusted to do what is right for the organization. Because of this, autocratic leadership usually leads to high levels of absenteeism and staff turnover. The democratic method of leadership style is seen as the most productive within a group setting because this offers chances for their group to become one in decision making with the leader identifying individual strengths or weakness and guides the group with motivating questions and suggestions. However, the leader maintains the final decision-making authority. Using this style is not a sign of weakness; rather it is a sign of strength that your subordinates will respect. According to (Kelly, 2003) the democratic leadership style encourages subordinates participant and professional growth and promotes greater job satisfaction and improved morale. The laissez-faire style allows the subordinates to make the decision. This French phase means leave it be and is used to describe a leader who leaves her colleagues to get on with their work ( Kumar, 2006). It can be effective if the leader monitors what is being achieved and communicates this feed back to her team regularly. However, the leader is still responsible for decisions that are made. This is used when subordinates are able to analyze the situation and determine what needs to be done and how to do it. According to Daft Marcic (2001) unfortunately, the laissez-faire leadership style can also refer to situations where managers are not exerting sufficient control. Mentoring the mentorship programmed had given me the opportunity to use several of leadership style to lead the newly qualified staffs to achieve their goal and to enhance the quality of the patient care. Continuous Professional Development activities definitely improved knowledge and skill to assist newly qualified staffs in patients health education effectively, to encourage the newly qualified staffs to attend Continuous Professional Development program I use the democratic leadership style. The democratic leadership style encourages each individual to give suggestion and new ideas, and let them to decide whice the activities in Continuous Professional Development they want to attend, each individual feel valued and motivated. I also practice the autocratic style of leadership but on rare occasions especially in maintaining the Standard Operating Procedure. I will guide and coach them to develop their skills and gives them motivation to influence productivity and will provide the good quality of care to the patients. The current type of leadership is transactional leadership. Transactional leadership categorized as traditional leadership which concernig day-to-day operation in unchanged organizational system (Marquis Huston, 2003; Lindholm et al., 2000). Transactional leader represent by efficient managers that focus at on hand task, solve immediate problems, communicate clear expectation to their staff and give reward to good performance (Tatum et al., 2003). In transformational leadership, leaders and followers are able to raise each other to higher levels of morality, motivation and productivity (Marquis Huston, 2003; Lindholm et al., 2000; Spitzer- Lehmann, 1994). Transformational leader value organizational culture (Marquis Huston, 2003).Therefore, effective communication is crucial for leader and follower to share the goals and culture of the organization (Marquis Huston, 2003). The transformational leadership is the preferred model to manage todays complex and rapid ever changing healthcare environment. Transformational leadership is an empowering leadership style and one which is highly suited to the profession of nursing. Burn (1978) as cited in Kelly-Heidenthal (2003), described a transformational leader as one who empowers others. Empowerment is the process by which we facilitate the participation of others on decision-making and power sharing. Graetz, et al. (2006) described empowerment as redistribution of decision-making to involve employee or worker participation. By educating and motivating staff to practice transformational leadership, eventually the team will mature and create strong team building and high performing working culture. Hence increase health care service standard and promote cost effectiveness for the organization (Thyer, 2003). A leadership style that is empowering nurse in decision-making enable nursing practices to shift from traditional boundaries to new and effective practices. This is because health care professionals are continuing facing great challenges in dealing with patients with complicated problems. This means that nurses and nursing leaders have to be good decision-makers. However, many nursing leaders in Malaysia are adopting the hierarchal models of leadership styles which limit nurse empowerment in decision-making. This model makes it difficult for nurses to gain confidence in decision-making and skills in assertiveness and negotiations, hence prefer to adopt a submissive approach towards those who control the organizations. What is the difference between leadership and management? It is a question that has been asked more than once and also been answered in many different ways. The huge difference between managers and leaders is the way they motivate the personal who work with them. Kotter (1990) describes the differences between leadership and management in following way, Leadership is about creating change and management is about controlling complexity in an effort to bring order and consistency. Stated by Bennis Nanus (1985) managers are people who do things right and the leaders are people who do the right things. Management is defined as the action to plan, organize, direct and control staff (Marriner-Tomey, 1996). According to Allen (1998) a leader used specific skills to inspire the work of others, all leaders are not necessarily managers and all managers are not necessarily leaders, however, to be an effective manager, one must have strong leadership quality and personality. A leader is differe nt from being a manager from the following categories their point of views, actions, goals, motivation and the extent of their authority (Fieder, 1967). According to Swansburg (1996) skill of both managers and leaders are needed for successful operation of any organization. It would easy, if indeed possible, for an organization to achieve their goals if a manager did not know how to lead as well as manage. According to Grohar (1992), newly qualified nurses have found mentoring to be a useful tool for career development especially at the beginning of their career and specific defining moments such as a change of work roll. Mentoring has been accepted as a guiding of inexperienced subordinates but not at all monitoring result in the growth of the mentee. According to Hanna (1999) the young leader will learn a lot on her own and not be spoon-fed to gain knowledge from someone past experiences. This topic has attempted to broaden the understanding of the subject of leadership in nursing and to develop the theme that leadership to bridge some of gap between theory and practice in nursing, the development of the leadership, the application of leadership skills is up to us. It can only be gained through actual experience and experimentation. Actualizing goals in todays health care arena requires nurse managers to be excellent change agents and role models. Effective leadership in nursing requires skills that are both taught and practically learnt Burns (1978). According to Fielder (1967) the leadership theory a nurse choose should reflect her ideals and be one she can most effectively use. Nurses who assume leadership and management roles need to be creative thinkers, in their work demand and have to oversee that everyone else is fulfilling their duties and the patient care is of the best. In my view a good management and leadership skills are very important in this current increasing awareness of organization to meet their demands and provide excellent nursing care practices. A good leader will be able to implement effective leadership which will help to achieve unit goal by involvement by unit staffs. (2006 words)

World War I and the Domestic Casualty of the Industrial Workers of the World :: World History Workers Work Essays

World War I and the Domestic Casualty of the Industrial Workers of the World The Industrial Workers of the World (IWW) worked in the early 20th century to organize all labor to collectively strive for the interests of labor and in order to create a more democratic society, in spite of possible resistance from the interests of capital and the repercussions that were to occur in reaction to organizing (Bird et al 1). Although, in a mostly defunct form, it still exists today as an international labor union, the height of the labor movement occurred towards the mid-late 1910’s, with the practical demise of its influence occurring during the time in which the United States entered into the First World War (Bird et al 4). Persecution and physical harassment by the federal government, the exercising of the force of legal rational authority by state governments, cultural hostility toward the IWW, and internal quarrels of leadership and indecision in the IWW were the key factors that lead to the downfall of the Wobblies. The burden placed on common workers at the turn of the century, whether in industry or agriculture, was great. A mass of surplus labor at this time, literally â€Å"millions of laborers†, (Bird et al 3) had created a situation in which the private owners of the means of production could exercise a great deal of economic power over individual workers. While jobs were relatively few, unemployed job seekers and drifters were many. Thus, using the capitalist values of the marketplace, the market value of the commodity of labor was generally very low, and the workers, each individually powerless against the strength of employers, were, when fortunate enough to land a job, given subsistence level wages while oft working under very hazardous work conditions. While owners were securing what is perhaps the greatest interest of capital, profit, workers were coerced by the situations of reality to sell their labor to merely attempt to survive. Under the desperate drive of many hungry stomachs and desolate lives, workers saw a need to organize, giving rise to labor several labor movements. One of the most prominent and perhaps most radical and revolutionary of the movements was the IWW. The Wobblies, as they would become more commonly known, were officially formed on June 27, 1905. (Bird et al 2) The IWW was founded in the aftermath

A conflict of interest Essay

A conflict of interest is defined as a conflict between the professional or personal interests and needs of a health care provider and his or her professional responsibilities toward a patient or other consumer (financial gain based on a particular outcome or use of one drug rather than another). (Partners Healthcare states that â€Å"A conflict of interest is a set of circumstances that creates a risk that professional judgment or actions regarding a primary interest will be unduly influenced by a secondary interest.† Our textbook defines a conflict of interest as â€Å"when someone has multiple obligations that demand loyalty, and decisions based on these loyalties are different or in conflict† (Page 180) Partners Healthcare has an array of examples of conflicts of interest. Some being 1- â€Å"Receiving consulting fees from a company while performing clinical research on the company’s technology.† 2- â€Å"Accepting a gift from a vendor† and 3- â€Å"Participating in institutional purchasing decisions about products made by a company in which you hold stock.† — This presents a conflict that is always unacceptable. In order to minimize conflicts of interest in managed care the dual interests present in the relationships among MCOs, members and physicians has to first be acknowledged. This awareness permits avoiding or minimizing them. An ombudsman or consumer relations specialist can assist members can decrease conflicts of interest by assisting members and deal with their concerns. (Page 181) The role of a manager are expected to expectations: to focus on the welfare of those receiving care; maintain professional competence; maintain professional posture, holding paramount the interests of facility and residents; and meet the responsibilities to the public, profession, and colleagues. Managers must be aware and take steps to prevent or minimize potential or actual conflicts of interest. This could be through developing and maintaining high ethical standards in the profession, including searching out those who knowingly engage in conflicts of interest and educating those ignorant of them.

Development Theories after Second World War

Development Theories after Second World War Introduction Economic growth is a narrow concept that involves an increase in the nation’s output observed using the increment in resources. On the contrary, economic development encompasses the normative aspect of growth. This aspect involves the measurement of people’s morality.Advertising We will write a custom essay sample on Development Theories after Second World War specifically for you for only $16.05 $11/page Learn More According to Todaro and Smith, economic development is the increase that a given society realizes in terms of living standards, self-esteem and freedom from oppression (67). In order to measure development, economists have come up with the human development index that captures all sectors of the society. Unlike the economic growth, development takes into consideration the informal sectors of the economy. Many people have tried to explain the level of economic development that a country or society can undergo. Different people including Keynes put original theories of development forward and they were applied in the economic growth and development up to World War II. The theories originated from the classical school of thought. In their argument, they postulated that economic development occurs due to investments in capital and labor. Capital can be used to generate resources used in economic development. Stages of Growth Model of Rostow Immediately after the Second World War, the world was filled with cold war experienced n the 1950s and 1960s. In the course of this period, Rostow’s stage of growth model was uncovered. The model that was put forward by the American economic historian Walt Rostow postulated that the transition that an economy undergoes from underdevelopment to development occurs in phases. The phases of development as described by Rostow range from the traditional society, pre-condition to take off, take off, the drive to maturity and the probably the phase of high mass cons umption. This theory further argues that countries perceived and ranked as developed have undergone all stages successfully to their current phase in which they consume products massively (Potter 86). Harrod-Domar Model This theory postulates that capital goods wear out in the course of their use and have to be replaced savings. The summarized from of the model indicates that the rate at which an economy grows is determined by two factors that are the rate of savings in the economy and the capital-output ratio of a country.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The main findings of this model are that in order for an economy to grow and attain the level of development, the country must invest in its physical capital using funds from savings. Consequently, the rate of growth and development could be measured by the level of savings and investment in physical capital in th e country. Despite the contributions of this theory to understanding development, it has been criticized that increased savings and investment in capital for development are necessary conditions for development, but not sufficient reasons. Based on this criticism, other theories have been developed (Eicher 51). The Lewis Theory This theory was first put forward in the mid 1950s but was later modified to become the Two-Sector model. The theory divides the economy into two sectors that are the subsistence rural sector and the urban sector. The rural sector is characterized by high supply of labor while the urban sector is characterized by surplus of capital. Productivity occurs through the interaction of capital and labor, hence the production function. The theory postulates that a country can realize development through increased investment in physical capital found in urban areas while the surplus labor is transferred from the rural sector to work in the urban sectors. In spite of i ts contributions, the theory assumes zero marginal productivity in the agricultural sector with the acquired revenue being re-invested in the urban sector, which is not proved by empirical evidence (Allen and Thomas 121). The Solow Growth Model There is a close link between economic growth and development as sustainable economic growth results into economic development. Despite the contribution that the classical and traditional theories of development contributed to the discipline, modern theories put forward some interesting revelations. One of the modern theories of development is the Solow Growth model. This theory has included changes in technology into the model of growth and development. Therefore, it postulates that development is a factor of capital, labor and technological advances (North 210).Advertising We will write a custom essay sample on Development Theories after Second World War specifically for you for only $16.05 $11/page Learn More Acco rding to Potter, the Solow model incorporates the importance of knowledge and technology into the model of development (109). Therefore, the production function assumes constant returns to scale. It can be deduced from the model that long-term growth of an economy requires application of knowledge and technology and not only labor and capital. From this survey, it is evident that the theories of development have changed over time beginning from the Second World War. While earlier theories only considered capital and labor, neo-classical development theories factored in technology in the achievement of economic growth and development. In addition, earlier theories insisted in investment in physical capital using savings as major factors for development. However, later theories have emphasized the importance of investing in knowledge and technology apart from capital as necessary and sufficient development conditions. Allen, Tim and Thomas, Allan. Poverty and Development into the 21s t century. Oxford: Oxford University Press. 2000. Print. Eicher, Staatz. International Agricultural Development. 3rd edn. Baltimore: The Johns Hopkins University Press. 1998. Print. North, Douglas. Structure and Change in Economic History. London: W.W Norton Company. 1981. Print.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Potter, Robert, et al. Geographies of Development, An introduction to Developments Stuides. 3rd ed. Harlow: Pearson, Prentice Hall. 2008. Print. Todaro, Michael and Smith, Stephen. Economic Development. 10th edn. Addison-Wesley. 2009. Print.

Word Choice Exhort vs. Extort - Proofread My Paper

Word Choice Exhort vs. Extort - Proofread My Paper Word Choice: Exhort vs. Extort â€Å"Exhort† and â€Å"extort† are both verbs (i.e., action words) and similarly spelled, but neither is a word often used on a daily basis. This makes it easy to confuse them if you’re not careful. But these terms also have very different meanings, so using the wrong one in your written work would be unfortunate. To make sure this doesn’t happen, keep the following in mind. Exhort (Encourage or Urge) If you â€Å"exhort† someone to do something, you’re encouraging or urging them to follow a particular course of action. For instance, as proofreaders, we might say: Typos can look very bad to recruiters, so we exhort you to proofread your resume carefully! A passionate attempt to persuade someone in this way is known as an â€Å"exhortation.† Extort (Obtain via Force or Threats) To â€Å"extort† something is to obtain it via force, coercion, intimidation or threats. For example, we might say that a school bully â€Å"extorts† lunch money from the other children. Extortion is the slippery slope that leads from bullying to organized crime. The adjectival form of this word (i.e., used to describe actions or people that obtain something via force) is â€Å"extortive.† We’d use this term in a sentence like the following: The school bully’s extortive behavior meant she was given detention. The term â€Å"extort† is most commonly used in relation to â€Å"extortion,† which is the crime of using force or threats to extract money from a person or business. Thus, we might say that a gangster or corrupt official has â€Å"extorted† money from his or her victims. Exhort or Extort? As you can see, there’s a big difference between â€Å"exhorting† someone to do something, which implies offering advice, and â€Å"extorting† something, which implies threatening someone. Although extortion could involve exhorting someone to hand over their wallet, if you want to get technical. If you’re still not sure which term is which, it can help to think that â€Å"extortion† is â€Å"extracting† money from someone, and that both of these start with the letters â€Å"ext.† Remember: Exhort = Passionately advise or urge something Extort = Gain something using threats or intimidation

Religion Essay Example | Topics and Well Written Essays - 1500 words - 1

Religion - Essay Example However, science is yet to make a clear definition of the ultimate reality. Religion however has attempted to find answers leading to ultimate reality. In According to Cobb, he characterizes God as â€Å"Emptiness† because he considers God to be a being â€Å"without limits.† Cobb’s idea of ultimate reality is that all the other property has limits, but in the case of God there are no limitations because God has no nature or properties and allows other beings to exist. Avicenna’s view on ‘ultimate reality’ is based on â€Å"The Nature of God.† In relation to this, he has two points of view. The first one Is about ‘contingent beings’ whose property is having been caused by the existence of another being. The second is about a ‘necessary being’ â€Å"does not need to be caused by any power for its existence. This being has no beginning and is in existence from the creation of the universe. Ultimate reality According to Avicenna is that God is a necessary being who is perfect and complete and cannot change because the properties of a necessary being are eternal. This means that according to God’s nature, it cannot be created nor destroyed. ‘Ultimate Reality’ is based on a dualistic ontology (Buddhists) which holds the view that a Non- being’ is as essential as being because both being and non- being are two incompatible states of reality. Therefore, ‘ultimate reality’ can have neither properties nor nature and that is what God is. Since God is considered as the ‘ultimate reality’ and the basis or foundation for all other beings, God does not possess any properties. God is in a totally new dimension altogether â€Å"himself† and is beyond dualism and properties. In relation to ‘ultimate reality’ Cobb says that Christianity tries to make an understanding of â€Å"rightness† and try to cultivate habits from worse to the

Discussion Question Assignment Example | Topics and Well Written Essays - 250 words - 4

Discussion Question - Assignment Example d in the GE official website, â€Å"during his 20 years of leadership in this position, Welch increased the value of the company from $13 billion to several hundred billion†¦ In 1999, Fortune named him the "Manager of the Century," and the Financial Times recently named him one of the three most admired business leaders in the world today† (General Electric Company (GE), 2012, pars. 1 & 7). As GE’s products and services have been reported to encompass various industries and customers worldwide (appliances, aviation, consumer electronics, electrical distribution, energy, health care, lighting, to name a few) (General Electric Company (GE0, 2012), the traits, style and characteristics exuded by Jack Welch made him effective in this organization. In one’s current role at work, the most relevant elements of that style that could be incorporated is the ability to discern which particular style would be applicable to the current situation or setting and to the particular personalities of the subordinates. As emphasized by Martires and Fule (2004), â€Å"the application of any one style depends on the situation† (p. 161). As exemplified by Welch, his leadership style could be very autocratic and at the same time be democratic depending on the needs of the organization. His ability to discern which style to apply made him most effective and enabled the tra nsformation of the organization to heights which have not been achieved prior to his leadership. Williger, D. (2007, November 3). A Number Of Famous Leaders And Their Different Leadership Styles. Retrieved May 15, 2012, from