Nursing Essay On Leadership Challenges Faced In NHS In United Kingdom
Question
Task:
Your task is to write a nursing essay on the topic “An underpinning rationale for a chosen innovation in practice, analysing the evidence base behind the need for change and the actions you will take to achieve it.”
The nursing essay provides evidence and reasons for a chosen innovation which you have identified following discussion with your clinical peers and manager/team leader. This should be based on a challenge within your workplace and consider how this chosen innovation was identified and evidence the need for developing this area of a personal challenge or a challenge which involves a team approach either within the clinical area or in conjunction with external stakeholders. The challenge can be patient care based, team working or anything appropriate to your role in the workplace.
Answer
Introduction
As stated herein nursing essay, the domain of practising nursing profession includes practising professional while catering to patient practice with adoption of varied innovations. Nurses are often faced with varied challenges while rendering healthcare to their patient and they are required to act as leaders while catering to their roles. The current scope of discussion focuses on the issues and challenges encountered by nursing staff members in a healthcare unit, while choosing an innovative to overcome the challenge by discussion with peers and managers. One of the major challenges faced by nurses includes acute stress and depression due to shift-loads and acute shortage of nursing staffs, hence an innovate solution by creating a more comprehensive task force for better quality care for everyone is one of the primary roles of nursing leaderscurrently which is also felt acutely during the pandemic times. Nurses face a host of problems as part of which affect nurse productivity. In order to tackle the problems, one must recognise and comprehend all feasible challenges while adopting a comprehensive innovative solution for them. The NHS Model is designed to assist others in the health and care field in becoming effective personnel. It can benefit anyone, whether they have formal leadership roles or not, whether they work in a clinical or other service environment, and whether they work in a team. The model of leadership will be adopted in resolving the problems within the healthcare organization also to innovate solution of working in a team with shared responsibilities. The current scenario is analysed as seen at an NHS hospital in the UK.
Analysis
In order to resolve the issue of stress and work-overload, by applying the innovation solution of working in a team with shared responsibility, the NHS model of leadership has been considered. The NHS Model is beneficial to everyone because it explains ways a leader can grow and adopt a structured leadership role. This model provides capability to improve the conditions of the nursing members. The main objectives of the NHS Model that were adopted in arriving at the shared responsibilities model for resolving challenges at work includes, assisting for a wide variety of programmes, individualizing programmes to meet the needs and interests of patients, patient families, and their caregivers (Storey, and Holti, 2013).Also, to be able to react to the various needs of different types of populations, constantly strive to increase service efficiency and reduce errors, employees are valued and supported, using public funds exclusively for NHS patients' healthcare, collaborating with others to provide patients with a streamlined operation, assisting in keeping people safer and reducing health disparities. Most importantly individual patients' privacy should be respected, and data about services, diagnosis, and results should be readily available (Thompson, 2012). Keeping these objectives in mind the innovative model for change has been adopted.
There are various situations faced at the NHS hospital that actually caused complications in the professional realm. The innovation aspect to be adopted for reduction in stress and workload amongst nurses can be connected to various sub-causes. Nurses are often subjected to high levels of physical and emotional stress as a result of their heavy workload, and they are often denied health insurance. However, here, the main focus is on the leadership challenges faced by the nursing department includes staffing issues. Staffing takes up a lot of a nurse leadership's time, and resolving personnel problems can be as difficult. Nursing managers plan changes, but maintaining healthy staffing necessitates meticulous planning. Nurse managers must factor in the possibility of extra hour works and try to avoid it as much as feasible. There are also special demands for planning to remember (Russell et al., 2014). Some employees may be on compassionate leave, and others may be on individual or special tasks for employees healing from illness or injury. In the case of a call-out, nurse managers must also understand the accessibility of transport, part-time workers who really only work as necessary, and the differing skill sets of their nursing staff. When there is an increase of patients suffering from acute or life-threatening problems, it might be crucial to appoint more people to handle the extra burden.
Another issue is budgeting as every nurse manager is expected to stick to a budget to make sure that their employees do as well. Nurse managers must walk a fine line between managing the use of personnel and resources to provide effective and productive care under strict budget pressures because staff salaries and clinical and emergency aid consume the majority of nursing expenses. Nursing staff and their teams are being asked to do extra with less, which causes them to constantly search for approaches to increase productivity. When employee levels are high and personnel resources are limited, it can be difficult. Nursing professionals will address these issues by collaborating with healthcare informaticists to recognise expenditure shortfalls. Informaticists examine financial data and make tactical budget suggestions, which nursing leaders should put into action to maximise limited budgets.
Avoiding Burnout and Improving Morale is a major issue faced by nursing professionals. Morale or motivation can have a big impact on the health industry, but it has a particularly big impact on nursing. Poor management and high disengagement are bad for safety and clinical care, and they can make it difficult to keep good workers. Workers who have no option of moving the organization can suffer physical and mental consequences as a result of morale problems and exhaustion. Nurse managers are in a unique position to raise team spirit and prevent burnout among their employees. Building wonderful rapport with caring members of the team, respecting and voicing their questions, and praising them when they excel will go a long way to improving them, feeling valued and preventing burnout.
Retention of staff members especially during the pandemic situation. Nursing representatives are still concerned with employee retention. Many nurse practitioners are reconsidering their career aspirations due to the relentless demands of patient care, which are pitted against personnel shortages, long hours, and organizational quality measures that exacerbate the provision of services(Laschinger et al., 2012). Nursing staff must believe, not just realise, that they are trusted collaborators in the provision of treatment. Nursing staff from various ages effort in the area, each with their own career development and priorities. It's important to be aware of these gaps and to manage with cultural flexibility in order to keep good doctors from all backgrounds. However, many of the most important considerations for nurses' employee satisfaction span centuries, maintaining work or life harmony, having the tools and support to thrive, recognising successful work, and developing more genuine relationships. Supplying this level of personal attention to each nurse will help them stay engaged in their jobs.
Nursing staff do not simply increase their expenditures or staffing requirements, but they can strive to be successful leaders and win the trust and honour of their employees (Kath et al., 2013). They will earn the confidence of their colleagues by paying attention to and recognising them. They will improve the atmosphere by keeping open lines of communication and talking as often as they talk. Improving the nursing workplace culture leads to greater and safer treatment, which boosts morale. Nursing management staff members who can train their staff would have a long-term effect on their groups and patients.
Action Achieve It
The term "leadership" conjures up images of remarkable people who, in an emergency, often step up to the plate with the appropriate response, judgement, and course of action. Regrettably, the picture is founded on the erroneous belief that rulers always know what to do. That is frequently not the case, most leaders have no idea what they are doing, just like the rest of us. That is why any leader, be it nursing or any other field, requires a toolkit of strategies to deal with the most basic complaints that life can throw at everyone.
Nurse managers experience greater leadership challenges than nurses working at the bedside, however they all strive to provide excellent patient care. When nurses take on more leadership positions, the overall aim continues to provide the best possible treatment. Nurse managers, on the other hand, must administer and handle certain concerns in order to provide the treatment (Guerrero, 2019). As there are various leadership challenges, there are ways to get rid of them as well. With a personal perspective, I have found teaming up nurses is the best way to solve any sort of challenges. Based on my experiences I am providing some strategies to build up a strong nursing team (Miyata et al., 2015).
When one person performs a task alone, they have complete autonomy; however, who will correct them if they begin to function slowly or ineffectually? Nobody, to be precise. Many individuals are responsible for the same goal in teamwork. Most importantly, teammates are aware of and depend on the success of one another's work. When one team member's success suffers, the others are equipped with the expertise and encouragement to assist them in improving. Successful teams will also control their own success without the need for management involvement. Assume you have a team of ten designers, each operating in their own office. Without someone to instruct or learn from, each designer works to his or her own weaknesses and strengths (Guerrero, 2019). Put them all in the same space and have them work on the same idea. They will quickly learn each other's weaknesses and fix each other's errors if they work together. Everybody's efficiency will improve as a result. What occurs to the same group of ten developers a year later, after they've learned everything they can from each other? They'll soon try to deal with one another in order to prove their worth and pursue advancement or other rewards within your business. Team performance will continue to improve if the right challenges and incentives are in place to encourage competition.
The most important part of a strong team making that each team can be allotted to a different department and they can handle the situation better than before. A task can be easier if handled by more than one person.
In case the clinical units does not fit well together, it will not only be stressful for the nurses, but it will also have a negative impact on patient outcomes. It takes a lot of time and energy to build a good nursing team. However, it will pay off in the long run. Effective nursing connections are not built in a day (Blake et al., 2020). It takes time to get to know your colleagues' attitudes and establish connections. Effective communication is the basis of any solid and effective team, whether it's a partnership or a medical unit. Always try to be transparent and understandable when communicating with your colleagues, whether it's written or verbal. Encourage them to seek clarification if necessary. Make it clear that you are able to answer valid questions. Effective communication is the basis of any solid and effective team, whether that's a partnership or a medical unit. Always try to be transparent and understandable when communicating with your colleagues, whether it's published or spoken. Encourage them to seek clarification if necessary. Make it clear that you are able to answer valid questions.
In the other hand, one does not want a society that is so free that gossip spreads easily. This will erode confidence and make patients feel as though they cannot say anything because they want the whole hospital to hear (Moreland, and Apker, 2016). In the other side, one does not want a society that is so free that gossip spreads easily. This will erode confidence and make patients feel as though they cannot say anything because they want the whole hospital to hear. To prevent this situation, make sure the tasks are clearly established and that everyone understands what their responsibilities are and how to perform them. It all comes down to direct contact once more: Nurses will not have to wonder what their work entails or what their bosses want if tasks are clearly defined. Conflict resolution can be chaotic, traumatic, and emotionally draining. It is also easier to just brush stuff under the rug than to deal with the problem head-on.
Ignoring disputes, on the other hand, can only lead to larger disputes in the future. And it can lead to simmering conflicts that affect the standard of nursing care (Mosadeghrad, 2013). If you have a problem with a co-worker, try to resolve it with them instead of contacting a boss at first. Enable the customer to speak up for themselves and hash things out in a calm, mature manner if you are the boss. If disputes cannot be settled on their own, one need to be willing to serve as a third-party intermediary.Any nurse, no matter how experienced, will make a mistake in the first place during their career. Instead of threatening or blaming them, try to figure out why they made a mistake. More importantly, look for ways for the team to avoid making the same mistake again.
Conclusion
In conclusion, the aim was to address the various leadership problems using one innovative way, that is teaming up. It is undeniable that the healthcare system is changing and growing rapidly, and will tend to do so in the coming years. Nursing staff are on the cutting edge of this shift. Replying to problems and implementing innovative strategies to achieve that healthcare system is effective and supports good outcomes is largely the responsibility of nurse managers. Nursing leaders have a wide range of duties, from industry to innovation to management. A master's degree in nursing offers important knowledge and skills that are challenging to learn on the job, ensuring that nurses are prepared to face the demands of nursing practise and health care in the twenty-first century. Patients, and thus the general public, have the right to the most basic support and treatment from health personnel. And only determined and well-prepared hands would be able to accomplish this. Sufficiently meeting the needs of nurses and confronting their problems will result in nurses feeling stifled, empowered, questioned, and affirmed in their efforts to do their best with no obstacles.
References
Blake, H., Bermingham, F., Johnson, G. and Tabner, A., 2020. Mitigating the psychological impact of COVID-19 on healthcare workers: a digital learning package. International journal of environmental research and public health, 17(9), p.2997.
Kath, L.M., Stichler, J.F., Ehrhart, M.G. and Sievers, A., 2013. Predictors of nurse manager stress: A dominance analysis of potential work environment stressors. International journal of nursing studies, 50(11), pp.1474-1480.
Laschinger, H.K.S., Wong, C.A. and Grau, A.L., 2012. The influence of authentic leadership on newly graduated nurses’ experiences of workplace bullying, burnout and retention outcomes: A cross-sectional study. International journal of nursing studies, 49(10), pp.1266-1276.
Miyata, A., Arai, H. and Suga, S., 2015. Nurse managers stress and coping. Open journal of nursing, 5(11), p.957.
Moreland, J.J. and Apker, J., 2016. Conflict and stress in hospital nursing: Improving communicative responses to enduring professional challenges. Health Communication, 31(7), pp.815-823.
Mosadeghrad, A.M., 2013. Occupational stress and turnover intention: implications for nursing management. International journal of health policy and management, 1(2), p.169.
Russell, L.M., Cole, B.M. and Jones III, R.J., 2014. High-risk occupations: How leadership, stress, and ability to cope influence burnout in law enforcement. Nursing essay Journal of Leadership, Accountability and Ethics, 11(3), p.49.
Storey, J. and Holti, R., 2013. Towards a New Model of Leadership for the NHS.
Thompson, J., 2012. Transformational leadership can improve workforce competencies. Nursing management, 18(10).
