Journal Of Health Promotion The Education

Journal Of Health Promotion The Education

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Journal Of Health Promotion The Education

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The process of leadership requires a well-planned protocol and lot of skills to maintain and manage an organisation. The administration determines the efficiency and development of an organization. I organized team both the skilled and unskilled which helped me to solve the problems arising and eased my operation within the department. (Scully, 2015, pp. 439-444). The administration has been one of the most influential factors for change within the healthcare system. The leadership process affects all the activities carried on within the health sector, and it is the primary determinant of all the achievement and goals of an organization. As I was in charge of the surgery department I trained the other enrolled nurses I was working with about a new strategy of administering the intramuscular ijection.  (Gurney et al., 2017, pp.497-503). Maximum performance and expectations of best outcomes are enhanced by the capacity of a leader to influence his/her team towards the targeted goals. The leader’s effort to guide and organise his/her team towards the same purpose is the critical determinant of the success of an organization. It is important to guide your juniors on how the hospital opertations should be conduted to expect the best performance from them (Mabey, 2013, pp.359-380, pp.359-380). A good nursing leadership reflects the nourishment and development of the other staffs, and it shows the competency of the leader in giving motivation and directions to the juniors.
Good leadership in the nursing healthcare environment is achieved through motivation and inspiration to team members to work professionally with an aim to develop the healthcare industry development. (Yukl, 2012, pp. 66-85). Leadership in clinical care centres is essential healthcare sectors and also in nursing professional teachings. It is the role of nursing leadership to ensure mobilisation and development of the staff members of the healthcare settings. (Mabey, 2013, pp.359-380, pp.359-380). Good healthcare leadership results to the positive change of delivering standard nursing care services within the healthcare organization In this assessment, I would like to share my nursing leadership experience and share one of the events that took place in the department which I was in charge of during my practice (Day et al., 2014, pp.63-82).
Portraiture of the experience
My analyses are composed of five examples of practice and allegiance of leadership according to Posner and Kouzes. The event happened when I was in charge of surgery ward in a government hospital in my home state. My responsibility as a senior nurse was to guide other enrolled nurses on how to improve the performance procedures and to manage the inappropriate department way. My department was one of the most crucial in that hospital as it was given high priority in the whole system regarding staffs. Most of the postoperative and preoperative patients were admitted in that ward.  Apart from being an administrator in the neighbourhood, medication issue was one of the regular activity to handle by coordinating my staffs (Martin &Waring, 2013, pp. 358-374). Medication is a crucial issue in such a department as patient needs injection before and after surgery and in that sector, the junior crews require skills, training and regular practice. The time I was appointed, there were few unexperienced junior staffs because of the rapid turnover of faculties in the surgery ward. This rapid turnover of teams made the working environment in the department to be stressful. The reason of stressful working environment at that time is because the skilled staffs instead of correcting and teaching the junior crews they imposed most of the ward activities to the new unskilled staffs (Martin &Waring, 2013, pp. 358-374).
 The unethical behaviour of the experienced staff required me to take it as my responsibility to guide and supervised all the member staffs. At one time, an issue of intramuscular injection arose. Most of the patients require anodyne medication after surgery which is usually injected through intramuscular (IM) root. This injection is not an easy undertaking, and it needs more skills and practice to perform although students are taught during their study period. The analgesia injection that is given to the patient after surgery becomes very painful when the giver fails to locate the suitable site of injection (Yukl, 2012, pp. 66-85). There was a day, one of the new staffs was allocated a responsibility to take care of the patient just after the surgery. The new team who was a lady gave the intramuscular injection at a wrong site which caused inflammation and a lot of pain to the patient. The family, relatives and the patient forwarded the matter to the hospital management and administration. The issue became a significant challenge to me for the first time. I had to establish a cooperative environment for functional interaction between experienced and the new staffs to enhance better performance. I then decided to offer the in-service training to the less skilled employees to avoid such a situation in the time ahead.
I strategised in one of the training and demonstrated the site for giving the IM injection which was the best algorithm to use. I managed to conduct the in-service training program concerning the intramuscular injection and it not very easy form junior staff to understand and apply the same knowledge (Gülnar, &Özveren, 2016, pp. 360-363). From my research on the most recent approved site for the injection and demonstrated those standard guidelines to the other staffs. In my study, I foun that ventrogluteal muscle is the safest and the best location for intramuscular infusion rather than dorsal-gluteal muscle where the other nurses used to inject.
Creating a collaborative environment for the staffs was not comfortable in the surgical department as I was new as there were new staffs and experienced ones at once. Regular guidance and supervision was very significant and encouraging to the new nurses to perform to the quality standard of services (Fowler, 2016, p. 772). I then allocated to each staff to his or her specific work equally, and this decreased stress at workplace.  I conducted a proper orientation to ensure useful information and working standards of the new staffs in the hospital. Regular monitoring the utilisation of practical skills and level of performance in the new teams.  It was important to honour the new employees who applied the correct technique of giving injection which was recently taught. The teachings and education enabled the new staff to acquire practical skills during that brief period of training.
I strategised a plan of providing feedback platform of new staffs where they esteemed my effort to develop a conducive environment for the workforce (Mabey, 2013, pp.359-380, pp.359-380). It helped in the prevention of some incident and minimised interaction gap between the senior and junior staff.  These efforts also enabled the experienced team to work effectively with the unskilled and shown them on the IM injection.
The Process analysis
 In the year 2012 Posner and Kouzes developed 5 example practices and of quality leadership. These practices help the leader to govern his or her juniors in their workplace to perform adequately. According to the leadership commitments and practices, the following is how I would analyse my work experience.
The inspiration of the shared goal
The future of an organisation is determined by the already set targets and the organisation’s vision. In 2012 Posner and Kouzes showed that possessing a big image of future gives us hope to achieve our goal through sharing of ideas. On my picture, I compared it with the bright bulb at the extreme side of the secure zone. Leaders are supposed to guide the team members towards the vision of an organisation I order to ensure delivery of quality and standard health care to the patient through collaboration in the workplace. At my possible events, I organised and cooperated the other workmate to utilise our ideas to meet safe services. Operative communication assists in obtaining ideas from each team member, and it reflect the leadership influence towards achieving the organisation’s goal (Gurney et al., 2017, pp.497-503).
As a leader one should reflect on all the contingency of future as he or she works to achieve the targeted goal. Through imagination of all aspects of future and being committed towards work are what makes someone a visionary leader. At placement where I was a leader, I freely communicated to every staff wherever an issue arose and motivated my team to work together. I also consulted with the head of the department and the doctors to acquire ideas of safe and quality practice. Developing the competency for the correct procedure of IM injection among the staffs was one of the goals of obtaining patient’s quality care.  The acquisition of IM injection skills for junior teams helped them to build their confidence and got the aspiration to share their visions.
Creation of the way
In the year 2012 Kouzes and Posner stated that a leader should play as the role model of the other team members. A leader who does contributes something to the group inspire his or her team members. Leaders are supposed to act as the examples to everybody by being committed and hardworking. If I described above, I carried an in-service education to the new staffs and them the correct procedure of the IM injection and demonstrated the act practically as I inject it to the patient. Regular guidance and monitoring encouraged the new staff to obtain the practical skills (Camacho, S., 2017).
My visual presentation demonstrates the picture of a person who acted and thus considered a leader is guiding others on the safest way to follow. It is the responsibility of a leader to show others the right direction always they are in need of assistance.  As in the picture the leader helps the other team members towards the safer side to avoid the dangerous area due to the earthquake. A good leader gives the right guidance to the juniors for more reliable and quality practice. Leaders perform knowledgeably to encourage his or her juniors in the workplace professionally. The professional standards of a leader serve as an example for others to trail the same direction. From my work experience event, I show the staffs the injection procedure in an appropriate way to make them get the technique correctly. I also motivated and supervised the other team in giving safe nursing care.
Kouzes and Posner declared that a leader should be obligated for the transparency of values within the team and advocate for the group value. Leaders utilise their guiding principles to modify the overall team members practice. I always observed the issue of my member team with the department and guided the staff on how to find the solution by acting as their role model. In the hospital as a leader and a role model, my leadership strength came from the guidance I practically provide to my staff. A healthcare leader must offer education to ameliorate the nursing practice and make it more effective (GatsonGrindel,  2016, pp. 9-16).
Empowering others to act
It is the role of the leader to promote the development of working skills to their junior staffs. One of the ways of improving these skills is through the creation of a collaborative trust and relationship between the team members. For example, where I was working the experienced nurses had developed an attitude of imposing workload to the new staffs and negligence in which the new crews had insufficient skills, and this created the spilt of work that disrupted the patient care due to lack of cooperation. In that environment, I had to eliminate the gap by ventilating the attitude of the experienced staffs to assist the new workers where possible. My effort to collaborate these two groups to work together I created a conducive environment for the new and experienced member to act together instead of discouraging them by rebuking them for their mistakes (Drago-Severson, E., 2012).
My presentation picture shows the team member’s following the leader’s advice by gathering their hands together towards a common practice. All the team members are seen attempting to surmount the risk of an earthquake by aiding each other to follow the safest direction. For professional development, leaders have to ensure the believable relationship between the team members to promote competency and the mutual relationship among the staffs. During my practice in the surgical ward, it was not easy for me to solve the arisen issues alone but I did it with the help of my senior staffs. Through communication and motivation to the teams, I was able to guide the new faculties, and this lead to the mutual relationship to all the crews led each member on how to be competent in their work by appreciating their effort to promote change (Ennis et al.,  2013, pp. 814-819). It is the leader’s responsibility to listen to the member’s feelings to them to act. I ensured that there is a collaborative environment for my members which assisted me to handle the issues in medical care.
The challenge of the process
In every institution, many problems face the leadership process. Posner and Kouzes stated that for a leader to develop and make changes in his or her leadership process is very challenging (Kouzes et al., 2012). On my visual representation, I demonstrated the hindrances that are in the safe area which are challenges for a leader. There are a lot of difficulties faced by leaders as especially when guiding a team. Leaders have to dedicate themselves to trying many opportunities to bring change while taking the risk of applying new ways to practice for the change. It was very challenging for working to collaborate the skilled staff with the unskilled and also in developing the skills to the new teams. I searched for safe and best practice for intramuscular injection and formulated the standard guidelines for the discovery. The modification of the new technique to use the IM injection is risk research at the time as I was also introducing it to the new members (Cockerham et al., 2011, pp. 231-239).
Also, I guided my team members through giving the in-service training that was not an easy task. I also called for a meeting that included both the new and the experienced and educated them on the advantages to ventilate their feelings and work together. The new protocol for the use of IM injection was the most challenge that I faced.  There are many challenges that leaders must undergo on his/her way towards achieving the goal of an organisation (Kilpatrick et al., 2012, p. 1504- 1515).
Foster the heart
According to Posner and Kouzes in the year 2012, encouragement to the hearts of the member team by leaders in acting as an example. Through rewarding and appreciation of the team members work well done is one the way of fostering their hearts. Recognition also helps to improve the members’ performance. As a senior staff in my area of practice, I praised the crews who shown their efforts to enhance development through practical skills. I supported my junior team as I took the work as my responsibility also (Ezziane, 2012, pp. 261-269).
On my representation picture, I have demonstrated encouragement by use of heart symbol. Like the way a human heart is the most crucial organ in the body, a leader is the captain of development in an organisation and has to motivate and encourage each member of the team to work effectively to modify the safe methods of practice. In my practice, I appreciated the acceptance of the experienced team to work with the new staffs and help them improve their clinical skills. Leaders are the most experienced and their expertise determiner the quality of the care given to the patient and positive results to the patient (Scully, 2015, pp. 439-444).
Use of the five exemplary practice that was given by Posner and Kouzes assist the leaders in promoting development in the institution. Through the flashback of my training, I relate my procedures for solving the problems relevant to commitments and leadership practice. To the leaders, the application of exemplary methods is very crucial in the leadership process. By following the above techniques, a leader can achieve the best productivity. I have acquired a clear understanding of the skills a leader has to apply to achieve the goals of an organisation and in providing safe and quality healthcare to the patient. A leader should adhere to all commitments and practices instead of prioritising on their personal preferences. There is a need for leaders to develop their skills in the provision of better care to the patient through respect, understand and trust within the team members and the patient to become a competent leader.
Camacho, S., 2017. Newly graduated nurses’ educational readiness for workplace violence
(Doctoral dissertation, University of British Columbia). Carter, L., Ulrich, D. and Goldsmith, M. eds., 2012. Best practices in leadership development and organisation change: How the best companies ensure meaningful change and sustainable leadership (Vol. 18). John Wiley & Sons.
Cockerham, J, Figueroa-Altmann, A, Eyster, B, Ross, C &Salamy, J 2011, ‘Supporting newly hired nurses: a program to increase knowledge and confidence while fostering relationships among the team’, Nursing Forum, vol. 46, no. 4, pp. 231-239.
Day, D.V., Fleenor, J.W., Atwater, L.E., Sturm, R.E. and McKee, R.A., 2014. Advances in leader and leadership development: A review of 25 years of research and theory. The Leadership Quarterly, 25(1), pp.63-82.
Drago-Severson, E., 2012. Helping educators grow Strategies and practices for leadership development. Harvard Education Press. 8 Story Street First Floor, Cambridge, MA 02138.
Ennis, G, Happell, B, Broadbent, M, & Reid-Searl, K 2013, ‘The Importance of Communication for Clinical Leaders in Mental Health Nursing: The Perspective of Nurses Working in Mental Health’, Issues In Mental Health Nursing, vol. 34, no. 11, pp. 814-819.
Ezziane, Z 2012, ‘The importance of clinical leadership in twenty-first-century health care’, International Journal Of Health Promotion & Education, vol.50, no. 5, pp. 261-269.  
Fowler, J 2016, ‘From staff nurse to nurse consultant’, British Journal of Nursing, vol. 25, no. 13, p. 772.
Gatson Grindel, C 2016, ‘Clinical Leadership: A Call to Action’, MEDSURG Nursing, vol. 25, no. 1, pp. 9-16.
Gülnar, E&Özveren, H 2016, ‘An evaluation of the effectiveness of a planned training program for nurses on administering intramuscular injections into the ventrogluteal site’, Nurse Education Today, vol. 36, pp. 360-363.
Gurney, D., Gillespie, G.L., McMahon, M.P. and Kolbeck, M.E., 2017. Nursing Code of Ethics: Provisions and Interpretative Statements for Emergency Nurses. Journal of Emergency Nursing, 43(6), pp.497-503.
Kilpatrick, K, Lavoie-Tremblay, M, Ritchie, J, Lamothe, L, & Doran, D 2012, ‘Boundary work and the introduction of acute care nurse practitioners in healthcare teams’, Journal Of Advanced Nursing, vol. 68, no. 7, p. 1504- 1515.
Kouzes, James M & Posner, Barry Z 2012, The leadership challenge: How to make extraordinary things happen in organisations, 5th edition, Wiley, Hoboken.
Mabey, C., 2013. Leadership development in organisations: Multiple discourses and diverse practice. International Journal of Management Reviews, 15(4), pp.359-380.
Martin, G, &Waring, J 2013, ‘Leading from the middle: Constrained realities of clinical leadership in healthcare organisations’, Health: An Interdisciplinary Journal For The Social Study Of Health, Illness & Medicine, vol. 17, no. 4, pp. 358-374.
Scully, NJ 2015, ‘Leadership in nursing: The importance of recognising inherent values and attributes to secure a positive future for the profession’, Collegian (Royal College Of Nursing, Australia), vol. 22, no. 4, pp. 439-444.
Yukl G 2012, ‘Effective Leadership Behavior: What We Know and What Questions Need More Attention’, Academy of Management Perspectives, pp. 66-85.

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