Two New Associate Degree Graduates Were Hired For Pediatrics
Two New Associate Degree Graduates Were Hired For The Pediatric Unit
Two new associate-degree graduates were hired for the pediatric unit. Both worked three 12-hour shifts a week; Jan worked the day-to-evening shift and Rosemary worked the night shift. Whenever their shifts connected, they would compare notes on their experience. Jan felt she was learning rapidly, gaining clinical skills and beginning to feel at ease with her colleagues. Rosemary, however, still felt unsure of herself and often isolated. There have been times that she was the only registered nurse on the unit all night. The aides and LPNs were very experienced, but Rosemary feels she is not ready for that kind of responsibility. Rosemary knows she must speak to the nurse manager about this, but she's called several times, and she's never available. The shift assignments are left in the staff lounge by an assistant. Questions Your discussion post should answer the following questions in a well-constructed commentary. Use references, in APA format, where appropriate. To what extent is this problem due to a failure to lead? Who has failed to act? What style of leadership was displayed by Rosemary? The nurse manager? How effective was their leadership? What are your suggestions for Rosemary?
Paper For Above instruction
Introduction
Effective leadership within healthcare settings is paramount for ensuring safe, competent, and confident nursing practice. The scenario involving Rosemary highlights several issues related to leadership, communication, and professional development that influence her experience as a new graduate nurse. Analyzing this situation through the lens of leadership theories and nursing management principles reveals the extent to which leadership failures contribute to her feelings of insecurity and isolation, and offers strategies for improvement.
Analysis of Leadership Failures
The primary issue in this scenario is the apparent lack of effective leadership and support from the nurse management team. Leadership failure can be identified as a systemic issue where the nurse manager has not provided adequate mentorship, supervision, or accessible communication channels for Rosemary. This gap creates an environment where a novice nurse feels unsupported and overwhelmed, which could jeopardize patient safety and nurse retention (Cummings et al., 2018).
The nurse manager’s failure to act—ignoring repeated calls and not providing structured guidance—reflects deficiencies in transformational and servant leadership styles. Transformational leaders inspire and motivate followers by providing individualized support and fostering confidence (Bass & Riggio, 2006). The absence of such leadership in this context indicates a missed opportunity for the nurse manager to reinforce professional growth and psychological safety for Rosemary.
Conversely, Rosemary’s leadership style appears to be passive, possibly demonstrating elements of avoidance or resignation. She recognizes her discomfort but has not taken assertive steps to address her concerns proactively with the nurse manager. Her reluctance or inability to advocate effectively limits her capacity for autonomous problem-solving, which is detrimental during early career phases (Hughes et al., 2020).
Effectiveness of Leadership
The leadership demonstrated by the nurse manager is ineffective in this scenario. The lack of availability and support undermines the development of novice nurses and impedes their integration into the team. Effective nurse leaders are accessible, communicative, and proactive in mentoring new staff members, particularly during critical transitional periods (Sullivan & Decker, 2019).
Similarly, Rosemary’s passive approach further compounds the problem. Without assertiveness and supportive leadership, she remains vulnerable to feelings of incompetence and isolation, which can lead to burnout or turnover (Duchscher, 2009). Therefore, both leadership deficits contribute significantly to the problem.
Recommendations for Rosemary
To improve her situation, Rosemary must develop assertiveness and employ effective communication strategies. She should document her attempts to reach the nurse manager and consider using multiple channels, such as emails or speaking with a senior nurse or mentor if available. Building a network of supportive colleagues and seeking mentorship opportunities can bolster her confidence (Benner, 1984).
Furthermore, Rosemary might benefit from pursuing additional training or workshops focused on assertive communication and leadership development. Engaging in these activities can empower her to advocate for her needs proactively and foster resilience in her professional role (Brown & Sledge, 2019).
Additionally, she should set up a formal meeting with the nurse manager, possibly involving her preceptor or a trusted team member, to discuss her concerns about responsibilities and seek guidance on how to gain more confidence and competence. Cultivating resilience and self-advocacy skills are essential during the early stages of a nursing career (Benner, 1984).
Conclusion
This scenario exemplifies the critical need for effective leadership in healthcare environments, especially for supporting novice nurses. The systemic failure of the nurse manager to act and Rosemary’s passive leadership style have contributed to her insecurities and feelings of isolation. Addressing these issues requires a multifaceted approach, emphasizing proactive communication, mentorship, and leadership development. By fostering a supportive environment, healthcare organizations can enhance nurse retention, promote professional growth, and ensure optimal patient care outcomes.
References
- Benner, P. (1984). From novice to expert: Excellence and power in clinical nursing practice. Prentice-Hall.
- Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.
- Brown, J., & Sledge, S. (2019). Developing assertiveness in nursing practice: Strategies and outcomes. Journal of Nursing Education, 58(4), 234-239.
- Cummings, G. G., Tate, K., Lee, S., et al. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International Journal of Nursing Studies, 85, 19-60.
- Duchscher, J. E. (2009). Transition shock: The initial adjustment of newly licensed nurses. Journal of Advanced Nursing, 65(5), 1103-1115.
- Hughes, R. G., McKenna, L., & Johnson, M. (2020). Leadership in nursing education. In: Leadership in Nursing Practice. Elsevier.
- Sullivan, E. J., & Decker, P. J. (2019). Effective Leadership and Management in Nursing. Pearson.