KRISHNA B.

BALSARZA
MAN - NURSING SERVICE

THINKING ABOUT LEADERSHIP AND MANAGEMENT

LEARNING EXERCISE 3.5

Inconsistency in Word and Action

Think of a leader who espoused one message and then acted in a different
manner. How did it affect the leaders ability to be an effective leader? How did
it change how you personally felt about that leader? Do you feel that leaders
who lost their authenticity can ever regain the trust of their followers?

1. Political leaders are on a wide perspective, instead I am citing my own nurse

unit manager as an example for this since it can give me more personal
answer. She always told us with conviction that Vacation Leaves are only to be
filed for a minimum of 5 days and if we file for a Vacation leave less than 5
days it would not be granted but what is happening is everytime she filed for
her Vacation Leave it is always less than what she imposed on us. It gives the
staffs a different reactions and opposing views with what she is preaching on
us. We can personally say that how will her followers follow her if she herself is
not practicing on what she is imposing on us, who will the followers follow if the
leader is not doing what is supposed to do. Whenever there are new policies
that she is imposing, others already have a negative judgment to say because
there are already previous policies that they can compare. I can say that trust
can be regain when the leader will show to her followers that she is already
imposing the policy to herself and she is not exception to the rules. She will
serve as a person that anyone should look up to and be a model of change
and a follower of one rules and regulations.

LEARNING EXERCISE 3.7

Balancing the Focus between Productivity and Relationships

Decide which of the options you would select. Rank order them in terms of
what you would do first. Then look at your list. Did it reflect more of the
industrial leadership paradigm or a relationship leadership paradigm? What
inferences might you draw from your rank ordering in terms of your leadership
skills? Do you think that your rank ordering might change with your age? Your
experience?

2. In my view, this could me my list that would help me in hiring new staffs in
the organization: This lists prioritize more on the industrial leadership paradigm
so as to make sure that there are staffs that would be added into the
organization but it should then greatly supported with the relationship
leadership paradigm to enable stronger teamwork in the work force. I think that
my list is influenced by my experience and tenure as a clinical nurse because I
myself underwent those experiences.

1. You could hold informal meetings with current staff to determine major
variables affecting their current satisfaction levels and attempt to increase
those variables that increase those variables that increase worker satisfaction.
2. You could expand the job description for unlicensed assistive personnel and
LVNs to relieve the registered nurses of some of their duties.
3. You could increase sign-on bonuses and offer other incentives for recruiting
new nurses.
4. You could develop an open-door policy in an effort to be more accessible to
workers who wish to discuss concerns or issues about their work environment.
5. You could make daily rounds on all the units in the effort to get to know your
nursing staff better on a one-to-one basis.
6. You could implement a shared governance model to increase worker
population in decision making on the units they work.
7. You could aggressively recruit international nurses to solve at least the
immediate staffing
8. You could make newly recruited nurses sign a minimum 2-year contract
upon hire.

Meetings can be perceived by nurses that their opinions are valued and they
part of the decision making in the organization. An inclusive type of
organization is better so that nurses who stay can will feel appreciated. While
waiting for licensed staffs, we can expand the job description of the support
staff provided that a licensed staff or better yet the unit manager will guide and
oversee their work.
Inorder to attract more applicants, in coordination with the human resource
office, we can increase sign-on bonuses and offer other incentives for
recruiting new nurses. During the time period, there will be scheduled
meetings or conferences that will be attended by all managers and selected
staff to carefully check and develop policies that are being implemented in the
organization.

Nurse managers especially in the top rank can have and should have daily
rounds to different units to know and meet the nurses personally and know ask
for opinions and concerns.

The two year contract of staff nurses is already a big factor in keeping the
nurses in the organization because there is a signed agreement.