Leadership and the Graduate Nursing Role

Leadership and the Graduate Nursing Role
Leadership and the Graduate Nursing Role

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Leadership and the Graduate Nursing Role 

From the assessment, my leadership style is participative type of leadership. This fits in my leadership believes in that the leaders must listen to followers inputs when solving problems or making decisions. This is because it motivates the group members, encouraging them to remain focused to the organization. I believe in that involvement decision making as it improves the understanding of the critical issues by the group people who will undertake the tasks.  

This includes the involvement of the subordinate staff, superiors, stakeholders and peers. This helps the individuals become committed with their actions, become less competitive and instead, they become more collaborative towards working together. These processes of making decisions collectively ensures that there are social commitment, which makes them become committed to the decision established (Lam & Chan, 2013).

 This type of leadership has a lot of attributes that are vital for the graduate level nurses. To start with, it is based on mutual respect as it involves increased participation between the leaders and the nurse staff. The other attribute of participative leadership includes the issue of involvement. This increased collaborative work and involvement among the staff to contribute to ideas, support ethical decision making. 

This type of leadership is always open to suggestions. The leader is humble enough to accept other people’s contribution and ideas. This makes the leader remain respected as the input benefits all the staff.  This attribute increases collaborative work, which promotes teamwork (He, 2013).

Leadership and the Graduate Nursing Role 

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The leader appreciates the concepts of diversity and cultural competence. This discussion of the most effective strategies results sometimes with conflicting ideas or methods of achieving the set strategies. The leader ensures that they use these differences to ensure that the team work effectively and more efficiently. The participative leadership ensures that others have been empowered.

The leaders ensure that they invest on the employees’ values by supporting them when they have committed mistakes, or help them in solving issues.  This enables the workers become more optimistic, proficient and making them become more motivated (Arnold & Loughlin, 2013).

Evidence based practice indicates that participative leadership ensures that the nurse satisfaction because it ensures that positive work environment is promoted. This improves employee retention. It is identified as a crucial element that can be used to improve quality of care as it is effective in implementing change towards improving the patient safety.

This type of method is adopted in most healthcare facilities as it has been associated with reduced medical errors. This is because it strengthens the relationships between the healthcare providers such as patients, colleagues and physicians. This is because positive relationships are key issues towards success (Lam & Chan, 2013).

 The key issues that help me as family nurse practitioner is the fact that it helps when making decisions that are critical. The healthcare is undergoing numerous changes, which requires new visions to be implemented regularly.  This type of leadership ensures that my fellow employees acquire new skills and knowledge, which enables them understand the best way to manage their work. They are able to make reflections of their work, and understand what would influence their contribution to work. This will also help them perform even in absence of their leaders (He, 2013).

Leadership and the Graduate Nursing Role 

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 Other attributes that increase the advantages of this attributes includes my increased ability to understand my authority as well as my responsibility. I possess effective communication and interpersonal skills. This helps in communicating responsibilities to the team members and in the delegation of challenging responsibilities, which improves the confidence of the team members. Additional skills include self-monitoring, listening skills, and legitimate power and assertiveness skills (Arnold & Loughlin, 2013).

 Some of the challenging attributes is conflict management skills, which negatively affects the satisfaction of the team members. I sometimes tend to side with team members that we have close relationship, which results to biased response.  This results to reduced motivation and has one time resulted to resistance to change. This issue must be addressed in order to improve the quality of the decisions, and team member’s performances.

In some cases, this has resulted in splitting of groups, which results to more internal conflicts. Learning to be impartial when solving internal conflicts will facilitate smoother implementation of the proposed change, and improve the quality of care being delivered (Lam & Chan, 2013).

Leadership and the Graduate Nursing Role 

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 Other challenges that neutralise the effectiveness of this type of leadership includes when we are faced with urgent emergency incidences. Most of the time, these incidences has shorter deadlines which may not allow facilitate participation of every team members. It has also been found that charismatic character tends to overcome the passive people, whose voices are often overlooked.  

In this context, it is important to build group harmony, and increase formal rules as well as procedures that describe ways to deal with internal conflicts, and ways to handle emergencies that have shorter deadlines. In some cases, it may require redesigning of   tasks to improve interdependence between the team members (Arnold & Loughlin, 2013).


Arnold, K., & Loughlin, C. (2013). Integrating transformational and participative versus directive leadership theories. Leadership & Organization Development Journal, 34(1), 67-84. http://dx.doi.org/10.1108/01437731311289974

He, H. (2013). Participative Leadership and Follower Creativity: Do Different Types of Trust Play Different Roles?. Academy Of Management Proceedings, 2013(1), 12324-12324. http://dx.doi.org/10.5465/ambpp.2013.12324abstract

Lam, C., & Chan, S. (2013). “Leadership Threshold: Participative Leadership, Information Sharing, and Performance”. Academy Of Management Proceedings, 2013(1), 15706-15706. http://dx.doi.org/10.5465/ambpp.2013.15706abstract

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