Discuss about The Emerging Leader for Leadership Development Based by Magnet® Model?
Needs are the gaps present between the desirable situation and the actual situation regarding any particular topic. This is very relevant to nursing, as this field requires a process by which priorities can be determined, and improvements can be made (Nguyen & Brenda Zierler, 2011). Needs assessment helps in better patient outcomes with respect to the nursing field (Horsch et al. 2011). The present needs assessment done was on the subject of leadership development in nursing. This was done in order to meet the healthcare needs. Development of a leadership area for nursing would help the interdisciplinary teams in making the plan for better care. This writing is on the needs assessment done, the methodology, in brief, the data collected, interpretation and analysis of data and future implications. A conclusion has been drawn after that from the nursing leadership needs assessment undertaken.
The emphasis during the needs assessment was on the present leadership in nursing and the requirement to develop it, a prediction of the future need of the nursing leadership, the needs of the patient and their families who are the end recipients of health care, organisational assessment of leadership and how a leadership program can fulfil the needs for the practice settings.
The present needs assessment was carried out by taking interviews of the stakeholders. Ten multi-specialty hospitals were chosen as the settings and the critical care wards and the geriatric wards were included in the assessment. The participants were 5 registered nurses, five enrolled nurses from each of the wards, ten patients from each of the wards and one family member of each patient. Open-ended questions were asked to the participants and recorded in an appropriate manner. Ethics was maintained while doing so and the participant’s comfort was taken care of. These are crucial while conducting interviews (Lucas, 2014).
The needs assessment was done by allocating time from the clinical hours. Appropriate utilisation of time made the process of carrying out the assessment easy and convenient (Knutsen-Larson et al. 2012). One hospital was taken at a time for undertaking the assessment and on completion of the assessment with all the participants, mainly the nurses and the patients, the next hospital was taken up. In cases where the family members of the patients could not be contacted within the allotted time, it was noted down and made sure that the person is contacted afterwards. For proper data collection, it was very much essential to have a complete set of data.
The findings revealed that nursing leadership development need was the greatest in the area of developing the profession. This involved interdisciplinary and organisational working, interaction with other professionals in the health care sector and making the impact on the health policies and clinical decision-making.
On the other hand development need was considered as lower in aspects having relation to managing patient care delivery in an effective manner and the system of care within which enrolled nurses and registered nurses operate.
Enrolled nurses reported higher leadership development needs than the registered nurses. The differences were in dimensions of a presence of skills for clinical leadership and development of the profession.
A significant difference was observed between the enrolled nurses and the registered nurses in the field of managing the clinical section of nursing. This analysis revealed that the enrolled nurses expressed a greater leadership development need.
There were no particular differences between the enrolled nurses and the registered nurses in the dimensions of developing the individuality, incorporating self-development and self-awareness. These were seen as important.
The interviews conducted confirmed the main findings from the national survey. The results of the interviews showed some amount of disagreement on the definition of clinical leadership. There was a consensus that it was founded on experience, credibility and expertise. Being a clinical leader was taken up as the most challenging aspects for enrolled nurses because of the new responsibilities, poor definition of the role and conflicting ideas.
The interviews indicated that nurses are the clinical leaders who can be considered as the guardians of patient care, and it is thereby expected that they undertake advanced practice by implementing advocacy for the interests of the patients and maintenance of the care standards.
One significant aspect that needs to be mentioned in relation to the assessment is that the nurses among the participants thought themselves to be well placed for providing clinical leadership. The issue was that they pointed out was that the role they had been often misused and the contributions they made were unrecognised to a great extent.
As nurses move apart from direct nursing care or are new to the nursing field, they are not much sure of the roles they have and therefore, the nursing leadership needs are more (Sandström et al. 2011). The successful development of nurses as clinical leaders needs planned approaches and different techniques that certainly takes into account team, individual and health care setting characteristics (MacPhee et al. 2012). Nursing leadership needs are greater in aspects that are related to interprofessional working. Need is taken up as lower in aspects that are directly associated with direct care (Curtis et al. 2011). Nursing leadership development programs must be constructed after the nurse’ development needs are well known. As nursing leadership is a shared responsibility, the registered nurses must help the enrolled nurses in implementing effective nursing leadership. If they work together, they can definitely secure the influence and recognition they need in relation with nursing leadership. Partnership arrangements between nursing educators and health services can thus provide the synergies for strategic development of nursing leadership.
The needs assessment done throws light on the present situation of nursing leadership and its role in the health care sector. It can be said that a national clinical leadership framework is required for supporting all grades of nurses. What is significant in this regard is that there is a need to recognise the fact that different clinical grades may have separate and individual needs. A combined approach accounting for leadership development and a leader is very much required (Corazzini et al. 2014). Leadership development must help nurses to maintain their nursing practice within the context of their health care organisation. In particular, strategies must be developed for helping the nurses articulate the discrete contribution to patient care. Both leadership development, on an interpersonal and organisational basis, and leader development, on interpersonal and organisational basis must be taken up as part of the broad spectrum of clinical and nursing leadership development (Benjamin et al. 2011). Development programs incorporate the essential learning experiences based in health care settings, and opportunities must be given to the nurses taking part in it for reflecting on the experiences they have. More needs assessments must be carried out for putting forward more recommendations for bringing improvements in nursing leadership.
Conclusion
Much difference persists between the desirable scenario on nursing leadership and the actual present scenario as experienced by the nurses and the patients along with the family members. Moreover, the enrolled nurses, including the novice nurses, needs more leadership skills that registered nurses. For meeting the nursing leadership development needs, the nurses must undertake the effective programs for developing education and providing training. Such programs will include rich content on the basics of leadership as the foundation for development. A complete package for leadership development training must incorporate expert input in the theoretical aspects, interdisciplinary learning and experiential learning in nursing practice (Blumenthal et al. 2012). Theory elements can be developed and then executed using the several available study methods, including modern methods like e-learning. The overall positive impact of enhanced nursing leadership will therefore be on better patient care as reflected by better patient outcomes.
References
Benjamin, K., Riskus, R., & Skalla, A. (2011). The Emerging Leader: Leadership Development Based On The Magnet® Model. Journal of Nursing Administration, 41(4), 156-158.
Blumenthal, D. M., Bernard, K., Bohnen, J., & Bohmer, R. (2012). Addressing the leadership gap in medicine: residents’ need for systematic leadership development training. Academic Medicine, 87(4), 513-522.
Corazzini, K., Twersky, J., White, H. K., Buhr, G. T., McConnell, E. S., Weiner, M., & Colón-Emeric, C. S. (2014). Implementing culture change in nursing homes: An adaptive leadership framework. The Gerontologist, gnt170.
Curtis, E. A., Sheerin, F. K., & de Vries, J. (2011). Developing leadership in nursing: the impact of education and training. British Journal of Nursing,20(6), 344-352.
Horsch, A., Hapfelmeier, A., & Elter, M. (2011). Needs assessment for next generation computer-aided mammography reference image databases and evaluation studies. International journal of computer assisted radiology and surgery, 6(6), 749-767.
Knutsen-Larson, S., Dawson, A. L., Dunnick, C. A., & Dellavalle, R. P. (2012). Acne vulgaris: pathogenesis, treatment, and needs assessment.Dermatologic clinics, 30(1), 99-106.
Lucas, S. R. (2014). Beyond the existence proof: ontological conditions, epistemological implications, and in-depth interview research. Quality & Quantity, 48(1), 387-408.
MacPhee, M., Skeltonâ€ÂGreen, J., Bouthillette, F., & Suryaprakash, N. (2012). An empowerment framework for nursing leadership development: supporting evidence. Journal of Advanced Nursing, 68(1), 159-169.
Nguyen, D. N., & Brenda Zierler, R. N. (2011). A survey of nursing faculty needs for training in use of new technologies for education and practice. Journal of Nursing Education, 50(4), 181.
Sandström, B., Borglin, G., Nilsson, R., & Willman, A. (2011). Promoting the implementation of evidenceâ€Âbased practice: A literature review focusing on the role of nursing leadership. Worldviews on Evidenceâ€ÂBased Nursing, 8(4), 212-223.
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