Benchmark – Effective Approaches in Leadership and Management

Benchmark – Effective Approaches in Leadership and Management Many issues affect the nursing practice. These matters can be connected to professional growth, remuneration, or work atmosphere. For instance, nurses can realize that their productivity is below their expectations because their work atmosphere limits their resourcefulness. Mostly, such a situation is because of repressive leadership by nurse managers (Dewanto & Wardhani, 2018, p1). Nurses might also realize that their remuneration for their services is not congruent with their skills and work capacity. The nurses might also recognize that the administrative policies regarding professional growth in reskilling, upskilling, and training do not favor them. All the mentioned influences typically cause a detrimental result-high nurse turnover. Although high nurse turnover has a negative effect on healthcare facilities, the nurse managers have a role in making sure that the safety of the patients is safeguarded in the event of a low workforce. Nurse turnover in healthcare backgrounds affects the value of care that patients acquire. The concept is that a nurse is a healthcare expert in contact with the patients and is expected to deliver the final product for healthcare organizations. Nurse turnover negatively affects the continuity and the quality of patient care. Also, nurse turnover impacts workgroup education, affecting patient results. According to Antwi & Bowblis (2018, p131), high nurse turnover is associated with inferior quality of nursing care. Further, the high nurse turnover can cause increased mortality rates in different settings like hospitals or nursing homes. Also, nursing turnover impacts less efficiency since new workers are not acquainted with an organization's regular operating protocols and other procedures. In effect, high turnover can also heighten the corporation's operating costs, which is damaging to the end product in monetary terms. Therefore, the statistical correlation between health outcomes and nurse turnover is undisputed. A registered nurse must identify the expected results for every patient as by the Standards of Professional Nursing Practice (Bryant et al., 2020, p33). This aspect is in the obligation of the fact that a registered nurse is authorized to develop care for every patient under the supervision of their unit. In the given nursing care planning, a registered nurse clarifies individual patient results and puts efforts towards them with their unit. The division in a conventional healthcare background typically consists of enrolled nurses, nurse assistants, and other registered nurses. Therefore, attaining the required patient results needs the registered nurse to assume the responsibility of a nurse leader and manage care by leading the other unit members-which is accomplished by delegating duties. In such an instance, a registered nurse can be organizationally implicated in managing the team or not, although that does not prevent them from partaking in the clinical management role. However, in the event of a scarcity of nurses due to high workers turnover, the registered nurse with the role of leadership finds it hard to sustain proficient standards of practice, which need to be maintained regardless of the staffing obstacles. Resourceful delegation of obligations by the nursing leader has the answer to the mentioned issue. The skilled nursing principles of practice adhere to every time in case of shortages in nurses. Care plans should still be created, and individual patient results should still be attained. Therefore, the nurse leader may delegate suitable responsibilities to the rest of the registered nurses in the unit since they may not need direct management. The rest of the lesser responsibilities need to be assigned to enrolled nurses, whereby the direct and indirect control used depends on their experience. The nurse assistants may assist the patients with daily activities like bathing and feeding. When the nursing staff is scarce, the nurse manager's role is essential because patient safety should always be a priority. Intrinsically, the nurse leader should look for how to mitigate the shortage's adverse impacts, which calls for resourcefulness, ingenuity, and experience. Therefore, the leaders' role includes sustaining care standards and the safety of the patients, meeting the corporations' expectations laid out in the strategic plan, and motivating the remaining workforce to conduct the massive duty not feeling overworked. Various nurse managers adopt distinct tactics to the conditions. Some leaders' alternative is authoritarianism to make the job done. This type of nurse manager forcefully appoints their staff more duties because of pressure and limited time for discussing roles before assigning them. This tactic is counterproductive and may only cause the situation to worsen as more nurses might quit, intensifying the turnover calamity. Other leaders in nursing adopt more teamwork and consultative tactic. They lead by example and conduct different tasks with the other staff. Consequently, the nurse leaders fill in the shortage even as they assign other duties to the rest of the nurses in the unit. The nursing manager will ensure that the atmosphere is favorable regardless of the pressure (Reinhardt et al., 2022, p2). Therefore, the team will feel valued and give their best, an essence of transformational leadership. In applying these, nurse managers will be using the management principles, which are responsibility and authority. They delegate to other nurses as they take responsibility for all the duties. There are extra measures that nurse leaders may introduce to ensure that standards of practice, professionalism, and safety stay regarded. The leader can ensure that the blend of competence in their unit is accurate. Despite the scarcity, as a nurse and a leader, one should ensure that the appropriate competence blend among the nurse assistants, enrolled nurses, and registered nurses prevail. Nurses' burnout would be a threat to the safety of the patients since nurses' burnout causes nurses to have nursing errors and commit medical errors (Kaddourah et al., 2018, p1). Therefore, the leader must also monitor the residual workforce more diligently for burnout warnings like heightened irritability. Therefore, the leadership style that would at best discourse the concern of nurse turnover is transformational leadership. Transformational leadership guarantees staff motivation, an understanding ear, and a welcoming and conducive work atmosphere (Reinhardt et al., 2022, p1). The absence of progression planning has nevertheless made it hard to reproduce this form of leadership, although it continues to be the most excellent in such an instance. Heightened nursing turnover is a threat to every healthcare organization. It has damaging consequences to the care standard provided by the residual staff because they get swamped with tasks, and effective management of its effect calls for transformational nurse leadership.