The leadership among nurses involves their ability to identify a specific goal or target, motivate the action of other people, and provision of support and motivation to be able to accomplish goals set by the institution. According to studies, nurses will be able to act as efficient and effective leaders if they portray particular characteristics and apply certain strategies (Frankel, 2011).
Some of the effective characteristics of an effective leader include creativity and innovativeness, good role model, appreciative, trustworthy, and encouraging. Creativity and innovativeness are necessary for leaders especially when thinking of an effective and efficient strategy that can be utilized to be able to communicate a particular vision. Being a good role model is also necessary for nurses to be effective leaders because if other professionals or subordinates notice how hardworking nurses are, they will likely follow the lead of the leader. Aside from these, nursing leaders should also be appreciative, trustworthy, and encouraging when collaborating and listening to the opinions of other health professionals especially when thinking of ways to help improve the quality of care and outcomes of patients (University Alliance, n.d.).
Along with the possession of these characteristics are the utilization of appropriate effective strategies such as coaching and motivating, communication, and conflict resolution. Coaching and motivating strategies can be affected by differences in generations, experiences, and educational backgrounds. Majority of veteran nurses are more inclined towards the traditional coaching style because they not only value seniority but also experiences. For nurses born after the world-war, peer-to-peer situations are much more appreciated than the traditional coaching style. They also value relationship-driven coaching situation because of their strong sense of individuality and creativity. On the other hand, nurses born during the 1990s prefer a more equal coaching environment as compared to nurses from other generations. These nurses value their ability to show their expertise and provide feedbacks without feeling micromanaged. Lastly, nurses belonging to the millennial generation have the highest expectations on coaching and mentoring than any other nurses. They goal-oriented, optimistic, and strategic. The next strategy is communication. Appropriate communication among nurses and other health professionals can help bridge the gaps built as a result of differences in several factors. Effective communication should be observed to help minimize the risk of errors that may result from communication errors. Lastly, conflict resolution is considered as the most effective strategy because it utilizes the above mentioned strategies. Unresolved conflict may lead to errors, staff turnover, and even decreased satisfaction of patients (Sherman, 2006).
Conflict management utilizes ethical framework like ethics of justice, ethics of care, and virtue ethics (Linsley & Slack, 2013). Ethics of care is considered as the most effective framework because it is a combination of personal, political, and global perspectives (Corsetti, 2011). In my nursing practice, it is important that I have the ability to manage conflict without sacrificing the morality and ethics of the elderly patients I handle. Conflicts in nursing homes may occur often due to limited facilities, equipment, and health professionals available for consultation. Moreover, since elderly patients are more sensitive than other patients, it is important for me to be able to acknowledge and take into consideration their morals, beliefs, and values. Adequate knowledge regarding different factors that influence the occurrence of conflict should be taken into consideration to be able to effectively manage conflicts especially in the nursing homes.
References
Corsetti, C.A. (2011). Articulating an Ethic of Care: The Moral Narratives and Practices of Working Lone Mothers in South Wales. University of Glamorgan. Retrieved from http://dspace1.isd.glam.ac.uk/dspace/bitstream/10265/465/1/corsetti.pdf [Accessed on 7 Feb 2016].
Frankel, A. (2011). What leadership styles should senior nurses develop?. Nursing Times 104(35): 23-24.
Linsley, P.M. and Slack, R.E. (2013). Crisis Management and an Ethic of Care: The Case of Northern Rock Bank. Journal of Business Ethics 113(2): 285-295.
Sherman, R.O. (2006). Leading a Multigenerational Nursing Workforce: Issues, Challenges, and Strategies. Online Journal of Issues in Nursing 11(2).
