An Experienced Registered Professional Nurse Has Just Been P

An Experienced Registered Professional Nurse Has Just Been Promoted To

An experienced registered professional nurse has just been promoted to the nurse manager of a nursing unit. The nurse had been a very effective leader on the unit prior to the promotion of becoming the nurse manager. What are the essential characteristics of an effective leader that the new nurse manager needs to incorporate into the nursing unit culture? Part I You are working with the newly promoted nurse. Her name is Marge.

She asks you if you would be interested in assisting her in collecting evidence on the best ways to be proactive in preparation for the fall influenza season. This year, Marge wants to offer a flu vaccine clinic for the local community shelter staffed by everyone on this unit. You are willing to help Marge, and you inform her you will assist her with developing a plan of action. 1) So far, what kind of leadership qualities has Marge exhibited? Part II Marge speaks to you later on during the shift. She states that she has decided to offer these clinics every Saturday and expects everyone to sign up for 4 hour rotations. Marge states, “of course, I cannot pay the staff for their time, it’s our professional duty as nurses to help our community.” She asks you to be in charge of scheduling your staff members who work with you on the day shift to work the first two Saturdays. 2) Considering the recent conversation with Marge, how would you respond? 3) Are there problems with the plans Marge has just discussed involving you? 4) What kind of Leadership theory do you feel that Marge is utilizing now? 5) Do you think that leadership in the hospital will be happy with the plans that Marge has made? Do you see where there may be a problem when human resources hears about these plans? Your pap should be: One (1) page Typed according to APA Writing Style for margins, formatting and spacing standards. Typed your pap in a Microsoft Word document, save the file, and then upload the file.

Paper For Above instruction

The promotion of a nurse to a managerial position signifies not only recognition of clinical expertise but also an increased responsibility to lead and influence unit culture positively. Effective leadership in nursing encompasses several essential characteristics, including strong communication skills, emotional intelligence, professionalism, adaptability, and a commitment to ethical practice. The new nurse manager, Marge, has exhibited several leadership qualities, such as initiative in planning community health activities, dedication to community service, and proactive engagement in health promotion efforts.

From her initiative to organize a community flu vaccination clinic, Marge demonstrates proactive behavior and a willingness to assume leadership roles beyond routine responsibilities. Her call for team participation reflects her ability to motivate staff and foster a sense of collective responsibility. However, her assertion that nurses should volunteer their time because it is their “professional duty” raises ethical concerns related to staff welfare and compensation. While community service aligns with nursing’s values, expecting staff to volunteer without pay can undermine morale and potentially violate employment policies. As a staff member working under her direction, I would respond by expressing appreciation for the initiative but also voicing concerns regarding fair compensation and workload balance. I would suggest exploring options to provide incentives or stipends for volunteer activities, and ensure staffing remains adequate to prevent burnout.

Reviewing Marge’s plans reveals potential problems, particularly related to organizational policies and staff rights. Mandating weekend shifts without offering additional compensation or consideration may lead to dissatisfaction and ethical dilemmas. Furthermore, relying on voluntary staff participation could result in uneven coverage and possible resentment among team members. From a leadership theory perspective, Marge appears to be utilizing a transformational leadership style—the emphasis on inspiring and motivating staff through shared goals and the desire to serve the community. Yet, her approach also borders on a laissez-faire attitude by delegating scheduling without thorough planning or addressing staff concerns.

Hospital leadership might view Marge’s plans positively if they align with the hospital’s community outreach initiatives. However, there is a significant risk that human resources and administrative leadership will be concerned about the ethical implications, staff morale, and compliance with employment laws. Failing to address fair labor practices or recognizing staff efforts could lead to organizational discord and legal repercussions. To mitigate this, I would recommend that Marge consult with HR and establish policies that recognize volunteer efforts without compromising staff rights or well-being.

In conclusion, effective nurse leadership involves balancing enthusiasm for community service with organizational policies and staff welfare. While initiatives like a community flu clinic demonstrate commendable commitment to the profession’s social responsibility, they must be implemented thoughtfully. Leaders should foster a culture of ethical practice, transparent communication, and respect for staff’s rights. By integrating these qualities, Marge can develop a sustainable and motivating environment that aligns with both organizational goals and professional standards.

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