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CNUR 301 Unit 1- 6 Questions and
Answers Graded A+
Mentoring ✔✔Mentors focus on role-modelling and guiding, rather than supervising and
instructing
- A special kind of leadersihp
- Not management
- Teach, inform, articulate
- Formal and Informal
Self-Development ✔✔Process of increasing ones self-awareness
- needs to be initiated and developed (both at individual and collective levels)
Social Intelligence ✔✔Nurse leader is fully present to the other
Leadership ✔✔a process used to persuade and to influence the thoughts, feelings, and behaviors
of others regarding certain outcomes
5 Fundamental Leadership Practices ✔✔1. Challenge the process
- Inspire a shared vision
- Enable others to act
- Model the way
- Encourage the heart
5 Competencies for Nurse Managers ✔✔1. Are accountable for professional practice
- Communicate well verbally
- Build teams
- Have good leadership skills
- Are skilled at conflict resolution
Difference between managers and leaders ✔✔Key difference is that leaders provide vision and
strategies; wheras, managers implement those visions and strategies
- managers coordinate and staff the organization
- managers handle day-to-day issues such as budgets
- Leadership is not necessarily tied to a position of authority
Nine most supportive supportive role behaviors for managers ✔✔1. Approachable and safe
Core Competencies of EI ✔✔-Emotional self-awareness
- Accurate self-assessment
- Self-Confidence
- Emotional self-control
- Empathy
Resonant Leadersihp ✔✔People are eager to work, inspired
Dissonant Leadership ✔✔People feel depressed and off balance, leads to burnout and marginal
work
Banner's Novice to Expert Model ✔✔1. Novice (beginning nurse leader)
- Advanced Beginner (may need frequent guidance of mentor)
- Competent (been in an area for a long period of time)
- Proficient (focuses on holistic understanding of situations)
- Expert (extensive background, intuitive grasp, sense of knowing what's best)
What did Joanne F, Kandy H (outgoing SRNA pres), and Signy K (incoming SRNA pres) discuss? ✔✔Leadership, management, and mentorship
Focus on a nurse leader ✔✔-shift from traditional to more broad perspective involving client and
system-focused approaches in health care
-Embrace role of advocacy for pt re: social issues
-Engage in being more representative of Canadian population (gender and ethnic perspective)
-Seek to maintain equality among members in a healthcare team
-Attain visibility as nurse leaders in the health care system
Management Informational Systems (MIS) ✔✔Provide a standardized framework for the collection and reporting of daily financial and statistical data on the operations of health service organizations across the continuum of care
Nurse Staffing ✔✔The process used to determine the acceptable number and skill mix of nurses
and personnel needed to meet the care needs of clients and their families in various healthcare settings
courageous, visible, and inspiring to others and who have the authority and resources to support modern, innovative, and professional nursing practice
According to CNA, what does leadership encompass? ✔✔Mentoring, coaching, supporting, rewarding, attracting other leaders
What does CNA believe nursing leadership agenda must encompass? ✔✔-Creating excitement
-Developing visions and imagination
-Building capacity, providing mentorship, offering succession
-Advocacy in the broad arena of healthy public policy
-Supporting regulatory frameworks
-Building the policy capacity and leadership capcity of the nursing workforce
-Sharing expertise
-Working to build diversity and equity in the profession
CNA states that staff RN's sense of empowerment can be enhanced with what?
✔✔Transformational leadership behaviors, perceived to be displayed by the middle-level nurse
manager
Organizational Culture ✔✔Represents the shared beliefs, values, expectations, norms, and
assumptions that manifest in attitudes and behavior and that bind people to the organization
-must be taken into account by leaders who are guiding others to fulfill the mission, vision, and goals of the organization
Organizational dimensions ✔✔-vision
-mission statements
-values
-goals
Organization ✔✔-social system
-2+ interacting participants
-coordination of group efforts
-a defined environment
-common goals
Vision Statement ✔✔Reflects the values of hte organization and provide a common direction for
providing health services, reflects its vision of the future
-freedom to make choices and accept responsibility
-is r/t change theory
Kanter's Theory of Structural Empowerment ✔✔beliefs that access to info re: organizational
goals and policies, support from superior peers, access to resources for work, and opportunities to learn and develop professionally by participating on committees and task forces are essential tot he growth of employee empowerment
4 Components of Psychological Empowerment ✔✔1. Meaning
- Competence
- Self-Determination
- Impact
Shared Governance ✔✔KEY indicator in nursing practice
-can be viewed as a philosophy of management
-model of professional practice and accountability
-focuses on staff involvement in decision making
-Involves having the courage and capacity to challenge the existing structures and their impediments with determination and persistence to create a healthy organization that values
collateral intersections and relationship and allows and encourages participation in decision- making and resolving conflict
Four Functions of Organization's Culture ✔✔1. Develops a sense of organizational identity
- Facilitates collective commitment
- Enhances social stability
- Shapes attitudes and influences behaviors of employees
Socialization Process ✔✔Process by which employees learn values, norms, and required
behaviors in the organization
2 Main Organizational Theories ✔✔1. Tradtional
- Contemporary
- Traditional Organizational Theory ✔✔Classic, humanistic, Systems (open/closed),
contingency
-Focused on efficiency and productivity, human-relations oriented, interplay of structure/technology/worker/environment, flexible, self-contained, leadership style depends on the situation
-each part of the organization is dependent on the support/level under it to flourish, management at bottom
Resonant Leadership ✔✔Resonant Leaders manage negative emotions, using them carefully, consciously and appropriately. Such leaders exude emotions that are contagious and affect all around them. These leaders are consciously attuned to people, focus them on a common cause, build a sense of community, and create a climate that unleashes peoples' passion, energy, and unified spirit. They are able to remain calm and stay focused in order to manage themselves and others effectively under stress and/or when dealing with ambiguous circumstances. Resonant leaders also facilitate empowerment, acting in ways that leave the people around them (colleagues, team members, employees, suppliers, community members, etc.) feeling stronger and more capable. They encourage participation and teamwork by staying intensely in touch with what those they lead are thinking and feeling to motivate and energize them.
Resonant work environments support health and well-being, encourage collaboration and innovation, engage and motivate employees, and ultimately lead to improved overall performance.
Visionary Leader ✔✔Visionary leaders are the builders of a new dawn, working with
imagination, insight, and boldness.
Affiliative Leadership ✔✔An affiliative leader promotes harmony among his or her followers
and helps to solve any conflict. This type of leader will also build teams that make sure that their followers feel connected to each other. Typically the followers will receive much praise from this style of leader, however poor performance tends to go unchecked.
Coaching Leadership ✔✔Coaching leaders clearly define roles and tasks of followers, but seeks
their input and suggestions too. Decisions are still made by the leader, but the communication style is truly two-way
Coaching leaders are very effective in settings where performance or results need improvement. They help others to advance their skills; they build bench strength, and provide a lot of guidance. The coaching leadership style is most effective when followers are more responsible, experienced, and agreeable. Directs and guides.
Democratic Leadership ✔✔Democratic leadership, also known as participative leadership, is a
type of leadership style in which members of the group take a more participative role in the decision-making process. ome of the primary characteristics of democratic leadership include:
Group members are encouraged to share ideas and opinions, even though the leader retains the final say over decisions.
Commanding Leadership ✔✔The Commanding Leader soothes fears and gives clear directions
by his or her powerful stance, commanding and expecting full compliance (agreement is not needed). They need emotional self-control for success and can seem cold and distant.
This approach is best in times of crisis when you need unquestioned rapid action and with problem employees who do not respond to other methods.
What is Management By Exception? (MBE) ✔✔Practice whereby only the information that
indicates a significant deviation of actual results from the budgeted or planned results is brought to the management's notice. Its objective is to facilitate management's focus on really important tactical and strategic tasks. In MBE, the decision that cannot be made at one level of management is passed on to the next higher level.
Laissez-Faire Leadership ✔✔leaders are hands-off and allow group members to make the
decisions. Researchers have found that this is generally the leadership style that leads to the lowest productivity among group members.
characterized by:
Very little guidance from leaders
Complete freedom for followers to make decisions
Leaders provide the tools and resources needed
Group members are expected to solve problems on their own
Contingency Theory ✔✔Central premise is based on the idea that the leadership style to be used
depends mostly on the situation at hand.
organizational theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. Instead, the optimal course of action is contingent (dependent) upon the internal and external situation. A contingent leader effectively applies their own style of leadership to the right situation.
Demographics ✔✔-population aging
-immigration
-regional access to care
-incomes of popultaion
Social Forces ✔✔-Aboriginal
-General Population
What was Cummings' article about? ✔✔-Aimed to examine the relationships between various
styles of leadership and outcomes for the nursing workforce and their work environments
Findings of Cummings' article? ✔✔-Leadership styles that focused on people and relationships
(transformational, resonant, supportive, and consideration) were associated with higher nurse job satisfaction
-Styles focused on tasks (dissonant, instrumental, and management by exception) were associated with lower nurse job satisfaction
-Findings suggest that by investing energy into relationships with nurses, relational leaders positively affect the health and well-being of their nurses, and, ultimately, the outcomes for patients
Conclusion of Cummings article? ✔✔Efforts by organizations and individuals to encourage and
develop transformational and relational leadership are needed to enhance nurse satisfaction, recruitment, retention, and healthy work environments, particularly in this current and worsening nursing shortage
Villeneuve & Wagner article title? ✔✔Nursing Organizations: Nursing Leadership in Action
4 Domains of Emotional Intelligence in Villeneuve article ✔✔1. Self-Awareness
- Self-Management
- Social Awareness
- Relational Management
Villeneuve & Wagner distinguish between which to types of leadership styles? ✔✔1. Relational
Focused (transformational, resonant, individualized consideration, servant, quantum)
- Task Focused (MBE, laissez-faire, transactional, dissonant, passive avoidant, instrumental, initiating structure)
4 Domains of Emotional Intelligence (EI) ✔✔self-awareness, self-management, social
awareness, and relational management.
Standards of Practice ✔✔-serve as objective guidelines for nurses to implement and provide care
-evolve and become established based on research and clinical evidence
-guidelines assure clients and families that they're receiving the best possible care
7 Standards of Professional Practice ✔✔1. Accountability
- Ethics
- Knowledge
