Introduction
The study was carried out to determine the leadership competencies and the strategic vision which is essential for management which concerns a change in the complex healthcare organizations. Certain nations such as Switzerland do not have the leadership skills required in the nursing sector. The adapted program to solve the satiation was the “Royal College of Nursing (RCN) Clinical Leadership Programme.” The purpose of adopting it was to ensure that it would support that program. The study was supposed to determine the best methods that would be used in the process of the formation of the vision. The vision development will assist in the planning of educational programs which are needed to develop nursing skills. The strategic vision will involve the daily management activities in nursing (Jeffrey S. Brooks Anthony H. Normore, 2015).
Hypothesis and Research Question
What is the management skills required in nursing?
Two hypotheses were developed for the study which is: the strategic vision can be made possible through the educational programs in nursing, and the nurses can gain the required skills which will help them in their daily activities and adapt to any management change that might be made (Martin, 2014).
Methods
The research was designed through a qualitative research method where mixed approaches were used. The evaluation project was done through a sequential explanatory way which was characterized by collection and analysis of quantitative data combined with a qualitative follow-up.
Since the mixed-method is applied, the participants are chosen differently. There are in-depth interviews carried for individual’s nurses, and the members for this method were six nurse leaders from the sample of the 14 Programme participants thus coming up with a homogenous group. The participants had to contain certain requirements such as being a ward manager thus being responsible and accountable of a clinical area for about three months. They were required to take part in the Programme voluntary and be available all through the program duration. They were required to receive participation consent from the nursing director. The participants were three women and three men and were selected through the selecting and calculation of the highest and lowest scores (In Townsend, In Loudoun and In Lewin, 2016).
The instrument that was used to measure the participation of the selected sample was the Leadership Practice Inventory (LPI). It is a subscale which was meant to inspire a shared vision among the participants.
Data collection was facilitated through the formation of an informed consent procedure which was designed to offer enough information which would look into the inconveniences that would be part of the work and benefit the participants of the interview. The collection of data was carried out through the application of a semi-structured interview. The questions were in a way that they were easy to understand, were non-directive and open enough for the participants to be able to respond to them the best way they could. However, the questions were all the same thus offering homogeneity, but it allowed the participants to express their experiences in regard to the vision development freely. The interviews took between 35 minutes to about an hour and ten minutes. The records were made in the audio form, and then transcription for verbatim was done for analysis purpose.
The method of data analysis applied was Mayring’s qualitative content analysis. The approach gave room for a large quantity of data to be reduced to less size which is manageable thus helping obtain the most significant content. The interpretation approaches used are deductive and inductive methods the inductive method applied three analysis methods which are explication, summarization, and structuring. Summarization involved a description of the material precisely which was assisted by the interview questions which ascertained the data. Explicating helps explain and interpret the difficult programs. Structuring assists in differentiating specific constellations of different themes. Checking the credibility of the results was done through peer debriefing, member checking and comprehensive description of the findings through the quotations of the participants.
Findings
The nurse leaders’ characteristics were one of the findings. The three women members were from the age of 41-55 years the mean length of the management experience was supposed to be about 25.3 years. There are factors which determine the management factors such as the organizational factors, personal factors, and the method factors. They guide how the process will take place in the field. However, some of these actors hinder the processes such as organizational factors such as daily activities challenges.
Conclusion
Limitations
The study is carried out using a homogenous source of information. All the participants have the same qualifications and thus their experience might be almost same. It will interfere with the conclusions since it will be based on the homogenous data. Not all factors which influence effective leadership will be looked into.
Summary
For a vision to be successful, there need to be a mission statement which will guide the process. It will help analyze not only the present process but the future developments as well. The vision development can be defined as an emotional process of reflections and self-exploration of the past, present and future. The study acts as a guide to the leaders on how they will develop a vision which will help in transforming the organizations and improve their leadership skills (Anderson, V., & Chartered Institute of Personnel and Development, 2004). However, the article can be used in research since it offers all necessary information which might help a leader in determining how to develop a vision.
References
Anderson, V., & Chartered Institute of Personnel and Development. (2004). Research methods in human resource management. London: Chartered Institute of Personnel and Development.
According to Anderson, there are specific methods of research that are applied in human resurce management. They help get the required data that will assist in getting the information required.
Bhattacharyya, D. K. (2007). Human resource research methods. Oxford: Oxford University Press.
Bhattacharyya has analyzed the methods used for research in human resource management and a guide on how to do it to prevent any mistakes.
In Townsend, K., In Loudoun, R., & In Lewin, D. (2016). Handbook of qualitative research methods on human resource management: Innovative techniques.
In human resource research, there are innovative techniques which has been discovered which assist to collect and analyze human resource data.
Jeffrey S. Brooks Anthony H. Normore , (2015)," Qualitative research and educational leadership Essential dynamics to consider when designing and conducting studies ", International Journal of Educational Management, Vol. 29 Iss 7 pp. 798 – 806
Jeffrey Brook outlines the specific qualitative research and the required leadership dynamics which will guide the design and carrying out human resource management research.
Martin, J. S. (2014). Evaluation of leadership practices:how to develop a vision. Journal of Research in Nursing, 14.
For leadership to be successful there needs to be a vision that will act as guidance to the mission and objectives of the leader.
