Nursing Leadership


Teamworkin healthcare delivery encourages patients’ satisfaction as well asincreasing the morale of the clinicians. However, some factors leadto an uncoordinated care hence increasing healthcare expenses.Transfer of responsibility whereby physician hands over theirresponsibilities for providing care to the specifics patients totheir fellow workmates leads to the adverse event (Mitchell, 2012).This is because of insufficient communication among the physiciansowing to unclear instructions regarding the patients’ care.Additionally, lack of determination among healthcare team increaseshealth costs as employees do not execute their duties accordingly.Uncoordinated healthcare is often exhibited by the individuals wholack team spirit leading to medical errors decreasing the efficiencyof health delivery.

Collaborationin health care delivery along with effective communication averts theunfavorable events emanating from uncoordinated care. For instance,collaboration involves sharing of the responsibility as well asanalyzing decisions to develop and execute plans for patient care.Besides, collaboration amongst physicians, clinicians as well as theother staff members increases teamwork. It makes all employees to beaware of the type of knowledge and skills exhibited by theirco-workers (Mitchell, 2012). This enhances decision-making process asemployees know who to consults regarding various aspects emanating inthe health care delivery. Additionally, effective communication amongthe hospital employees fosters teamwork and encourages continuity aswell as clarity within the healthcare framework. Clear communicationboosts collaboration and team spirit hence minimizing errors at theworkplace. Moreover, collaboration and communication improvesclinical effectiveness and patient satisfaction.

Collaborationin health care delivery promotes teamwork hence boosting healthcareoutcomes. As a nurse, there are several ways one can request themanagement to integrate that uphold collaboration among fellownurses. To start with, as a nurse, one can promote an environmentthat involves positive interactions by avoiding issues such asgossiping and bullying. It leads to the creation of a culture thatupholds respect of fellow workers improving job satisfaction. Also,building a team and assigning goals gets the team member focus onattainment of these goals. The management should keep on evaluatingthese goals to ensure each team member is on track. Enhancingcommunication among employees regarding patient flow or workingenvironment increases morale amongst employees. A nurse may requesthospital management to participate in teamwork adoptions as well asengaging every nurse during the decision-making process (Browning,2011). It results in the creation of positive job atmosphere thatencourages patients’ care. All nurses should be treated equally aswell as appreciated by their fellow workmates and healthcaremanagement. In return, their productivity will increase which resultsto the efficiency of healthcare delivery.

Onthe other hand, stewardship refers to the notion of being ethicallyresponsible for guarding and advancing one’s limited resources. Asteward establishes necessary rules to be followed by thestakeholders and behaves in a manner that exhibits the interests ofboth the public and private segments. Applying these concepts tohealth care delivery, a nurse should always strain to minimizehealthcare costs which improve efficiency. Additionally, nursesshould conform to the established strategies in healthcare to enableachievement of the set objectives. Also, nurses should represent thehospital well this means they should always be ready to treatpatients equally regardless of their race and status.


Browning,H. (2011). CollaborativeHealthcare Leadership.CentreFor creative leadership.Cambridge: University Press.

Mitchell,P. (2012). Coreprinciples &amp values of effective team-based health care.Discussion

Paper.Institute of Medicine, Washington, DC.

Nursing leadership




Applicationof Power, Influence, Advocacy, and Authenticity to motivate others

Leadersplay a significant role, in the community, through variousprofessions and capacities. As a leader, an individual has to upholdmoral and discipline. Serving people requires efficient execution ofcommunication, vision, and inspiration[ CITATION Hol11 l 1033 ].A good leader exhibits power through adjusting into others point ofviewsand motivating them, towards achieving the predetermined goals.Leaders influence others into doing the right things, and it isimportant to give credit and praise to the team when they performwell. However, a leader corrects subordinates when they sway from theexpected norms. According to the video, berating people has anadverse impact on productivity and morale[ CITATION Hol11 l 1033 ].The performance of a team has a lot to deduce about a leader.Therefore, a good leader should strive to make the team perform wellas it portrays the organization’s image.

Advocacyis a necessary aspect of a good leader, as it ensures engagement atall levels in an organization. Leaders have the responsibility ofcreating a peaceful and conducive environment where people feelcherished and their ideas respected[ CITATION Hol11 l 1033 ].Leaders’ responsibility of advocacy requires involvement andlearning from others so as to build trust and a healthy relationship.The participation of the team in an organization’s decision-makingprocess gives them a sense of belonging and strengthens their loyaltyand confidence. On the other hand, leaders ought to be authentic intheir vision and strategies to promote cohesion and integrity in theworkplace. There should be a clear stipulation of duties andresponsibilities of all persons in an organization to improveefficiency and effectiveness of the operations. Therefore, a leadermust employ the values mentioned above while observing a punitiveculture in achieving the desired goals.


Ulloa, J. (Director). (2016, January 24). Morale and Discipline: The Mind of a Leader 2 [Video File]. Retrieved from:

Nursing Leadership




Servant-leadershipis one that places the community, customers, and employees as thepriority. It stresses a continuous better service to the society,promoting a feeling of togetherness and the decentralization butinclusivity in decision making. Subordinates under a leader shouldgrow in the service they should become autonomous, healthier, freer,wiser, and likely to become servants themselves (McCann, Graves &ampCox, 2014). Servant-leadership is an inclusive model that has beenadopted in various fields because it fosters growth and ensuresquality.

Servant-leadershipcrosses all borders and is being applied by people working indifferent fields, churches, healthcare, universities, foundations,and corporations. It advocates for an inclusive approach in themaking of decisions, emphasizing the power of persuasion and seekingconsensus to authority and coercion. Thus, enabling and empoweringthe followers with the tools necessary for success and growth.Servant-leadership has been likened to turning the hierarchicalpyramid upside down, upholding the main purpose of a business that itshould strive to provide a positive impact on its staff and society,and that profit making should come second (McCann, Graves &amp Cox,2014).

Companiesand institutions are adopting this model because its framework ishelpful and necessary in ensuring constant quality improvements.Leaders that want to create meaningful change in their organizationuse this model to achieve their goal. It allows an understanding ofthe customers in order to provide the best available service (McCann,Graves &amp Cox, 2014).

Servant-leadershipallows for personal growth and transformation. It offers the abilityto grow spiritually, intellectually, emotionally, and professionally.Because this model encourages people to seek opportunities to bothserve and lead others, the quality of life is raised throughoutsociety, and a satisfied employee is a productive one (McCann, Graves&amp Cox, 2014).


McCann,&nbspJ.&nbspT.,Graves,&nbspD., &amp Cox,&nbspL. (2014). Servant leadership,employee satisfaction, and organizational performance in ruralcommunity hospitals. International Journal of Business andManagement, 9(10), 28-31. doi:10.5539/ijbm.v9n10p28URL: