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Nurse Leadership and Organizational Culture, Exams of Nursing

Various aspects of nurse leadership, including emotional intelligence, resonant and dissonant leadership, organizational culture, and the role of nurse leaders in promoting quality, safety, and empowerment within healthcare organizations. It covers topics such as the benner's novice to expert model, the components of psychological empowerment, and the importance of time management and delegation in nursing practice. The document also touches on the nursing role in primary healthcare, social justice, and the history of healthcare in canada, including the lalonde report and the ottawa charter. Overall, the document provides a comprehensive overview of the multifaceted nature of nurse leadership and its impact on the healthcare system.

Typology: Exams

2023/2024

Available from 08/12/2024

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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
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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

  1. Inspire a shared vision
  2. Enable others to act
  3. Model the way
  4. Encourage the heart

5 Competencies for Nurse Managers ✔✔1. Are accountable for professional practice

  1. Communicate well verbally
  2. Build teams
  3. Have good leadership skills
  4. 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)

  1. Advanced Beginner (may need frequent guidance of mentor)
  2. Competent (been in an area for a long period of time)
  3. Proficient (focuses on holistic understanding of situations)
  4. 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

  1. Competence
  2. Self-Determination
  3. 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

  1. Facilitates collective commitment
  2. Enhances social stability
  3. 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

  1. Contemporary
  2. 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

  1. Self-Management
  2. Social Awareness
  3. Relational Management

Villeneuve & Wagner distinguish between which to types of leadership styles? ✔✔1. Relational

Focused (transformational, resonant, individualized consideration, servant, quantum)

  1. 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

  1. Ethics
  2. Knowledge