A Democratic Leadership Style
We live in a democratic society. That is why a nurse leader should pursue a democratic or participative leadership style. In today’s diverse environment, specific features of every ethnic group should be considered. A modern healthcare establishment should possess a communal leadership. It means that it is important to move away from individualism. In democratic leadership style every individual should be appreciated. However, the main purpose of a democratic healthcare unit is to work as a unique group that can create close relationship and productive environment. A nurse leader should share leadership with his or her subordinates. On the way to democratic establishment, this relationship between a supervisor and subordinates plays an important role. A democratic leadership style requires an active role of the healthcare personnel, especially of an experienced one, in decision-making and problem-solving.
Schein (2010) argued that a personal role of a democratic leader in a group is to direct the staff and act as a facilitator. One of the main tasks of a democratic nurse leader’s is to provide instructional supervision. Reaching the common goal of the healthcare establishment towards the task of creating a democratic society, the democratic leader realizes that every individual matters. The goal of democratic supervision is to develop and implement the most effective instructional strategies that help stakeholders to increase their capabilities. In a diverse healthcare environment democratic leaders should be flexible and innovative. In a daily routine work a nurse leader has to deal with different cultures, races, genders, and ages. This activity requires special approaches, knowledge of different cultures, abilities to solve various conflicts, and other important skills. The research asserts that a nurse leader should consolidate all stakeholders of the healthcare process, no matter which culture they belong to (Rollin, 2012). It is important to develop friendly relationship with the diverse groups of people and learn how to collaborate with each other in order to achieve success in treatment, diagnostics, and care.
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In order to be a successful democratic leader, an individual should be flexible to different sitations, opinions, conflicts, and various problems. Being a democratic leader, a nurse should realize that he or she must have respect among subordinates. Otherwise, it would be difficult to manage people. One should change his or her attitude toward people. It is not wise to show negative attitude towards others. A democratic nurse leader should learn how to be diplomatic. This experience would be very helpful in the decision-making and problem-solving processes. Numerous studies have reported that it is important to implement a positive climate at the workplace (Rollin, 2012). It is a complicated task, because stakeholders, especially sick patients, cannot share these attitudes. However, due to professional and personal skills, a democratic nurse leader can achieve success selecting appropriate techniques and methods. Thus, a nurse leader should attend trainings, seminars, and share ideas with other nurses.
In order to involve people into participative leadership style, a democratic nurse leader often provides outdoors activities, where participants can create better relationship. Schein (2010) reported that it takes a long time to implement changes in democratic leadership. As a rule, people do not always share their readiness to help in the processes of problem-solving and decision-making. It takes time to empower them to implement their ideas and thoughts to help a leader to reach the common goal. A nurse leader should be patient in order to provide his or her methods in supervision. The subordinates should be empowered to implement their efforts and share their ideas to the everyday activity. A nurse leader should try to implement a positive climate at the workplace. A democratic leadership style empowers a leader to consider opinions and suggestions of all stakeholders. A democratic nurse leader should find and implement the effective tools to coordinate the work of his or her subordinates.
Challenges that May Face a Nurse Leader in Today’s Health Care Systems
Due to age, culture, gender, and other differences, a nurse leader often faces challenging situations. Rollin (2012) concluded that in order to minimize the risk of different conflicts, a leader should pursue a positive reinforcement in relationship. Like any other establishment, health care systems have different challenges and problems. Providing directive control, a leader should ttry to investigate what is going wrong. For example, there could be the issues that need a leader’s personal involvement. Sometimes, nurses have very low professional skills. As thus, he or she functions at a very low level that is not acceptable in today’s health care systems. In every critical situation, a nurse leader should find the time to check on the way the problem was sold and whether the solution has positive outcomes. Control is a necessary tool in supervision. Directive control is a traditional way of supervision, and it can effectively be implemented in a health care group. A nurse leader may face problem of formal and informal power in a health care organization. However, if properly directed, this collaboration may be effective in many cases.
The research asserts that in some cases directive control is provided to the low qualified nurses, who are newcomers and do not have enough nursing experience. A nurse leader should be responsible for every member of his/her staff. In today’s ever-changing environment nobody can stay stable. Thus, a democratic leader should empower their subordinates to enrich their professional knowledge, master their skills and abilities in order to provide a quality health care assistance to their patients.
The Effect of Formal and Informal Power in an Organization
As a rule, both formal and informal powers are present in the health care organization. The research asserts that oftentimes nurses’ views of patient care differ from the ones of physicians (Rollin, 2012). In my health care organization, nurses are seeking to facilitate quality health care assistance. Oftentimes, nurses provide more health care assistance to the patients than physicians, because they spend more time with them. As thus, nurses tend to form collaborative teams to assist patients. These health care teams are rather effective. Actually, they create informal power in the health care organization. Unfortunately, not all leaders realize the power of such collaborative health care teams. In my health care organization, formal and informal powers are quite interchangeable. It goes like this for a couple of years. Due to the democratic leadership style, a nurse leader is not a mentor. As a result, the health care organization works as a unique team of supervisors, managers, nurses, physicians, and other stakeholders.
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