Leadership in Nursing

In recent times there has been an increase in the levels of concern on the relevance of healthcare to the needs of the society. The healthcare sectors in most developed nations have found themselves on a back foot following the effects of the 2008 economic crisis. It is worth noting that a key area that healthcare has found criticism in is provisions of healthcare services in an equitable manner. It is however worth noting that in the melee that occasion this call for betterment of healthcare and especially nursing as a profession there is little that has been mentioned on the need to ensure better leadership.

Without provision of proper leadership there is little hope for the development of better approaches to healthcare management. Leadership in any context is important in ensuring that resource are pulled and organized in a manner that ensures success (Canadian Nurses Association, 2009). Leadership often goes hand in hand with management and is generally concerned with ensuring that resources are organized in a manner that ensure strategies developed are implemented successfully.

It is worth noting that proper leadership at management level also ensure that strategies developed with regards to attainment of a given goal are objective and effective (Swearingen, 2009). This is one of the most important factors that affect the levels of operational efficiency that can be attained. The importance placed on leadership in any sector is mainly a result of its relevance to the levels of success that can be attained in ensuring generations and sustenance of value.

Improvements in nursing leadership should be given weight in strategies that seek to ensure reforms in nursing. For a long time nurses have been considered as being workers within the healthcare system who are under the control and direction of physicians Registered (Nurses Association of Ontario, 2006). However, development in the nature of healthcare and an increase in the need for better approaches to the patient-physician relationship have led to a differential approach to this relationship.

Without appreciation the fact that there is a general shift in the needs of the patients and requirement in nursing there is a high probability of loss of focus in ensuring that the needs of the patients and nurses are addressed. Shortage of nurses in the face of increasing need for healthcare services is one of the key problems that healthcare is faced with. Nurses often find themselves working in environments that are largely demanding with little time for themselves and having to put more effort and time in ensuring the welfare of others at their expense (Swearingen, 2009).

This situation is further complicated if the working environment is characterized by poor working relationships and low motivation. Poor motivation and low retention affect each other and are often a result of poor leadership (College of Nurses of Ontario, 2006). This can be corrected by ensuring professionalism in nursing. It is worth noting that by placing more efforts on leadership, the leaders will develop the ability to develop an environment that is motivating and engaging to the nurses thus betterment of healthcare. Research shows that there is a positive correlation between leadership and patient outcomes.

Healthcare as an institution seeks to ensure that the health needs of the public are well addressed thus approaches that appear or have proven to be relevant in ensuring efficiency in healthcare provision are critical to ensuring the welfare of the society is addressed (Milstead, & Furlong, 2006). The correlation between proper leadership and efficiency in nursing can simply be explained by considerations on what leadership entails. Success is the only expected results if resource are organized and controlled in a manner that ensures continuous drive towards well formulated goal thus the importance of leadership to nursing.

One of the factors that have taken center stage in nursing and general healthcare is cost. With the inclination of healthcare towards professionalism, the cost of healthcare provision has gone up. Though professionalism is associated with increased costs, the application of innovative approaches and ensuring optimization of resources can considerably reduce the cost (Swearingen, 2009). Innovation and proper resource allocation are only possible with leadership that is appreciative of these management principles which is only possible with placement of more emphasis on leadership training (Swearingen, 2009).

Development in mankind has generally been due to the appreciation of proper leadership and innovative technologies that have aided growth in different sectors. It is puzzling that this simple relationship appears to have evaded academics and even healthcare providers is seeking to ensure proper healthcare provision. While man is known to seek the complex and miss the critical, healthcare provision does not need to fall victim of this failure.

Appreciation of the fact that leadership in nursing is as important as having enough nursing school is important to ensuring that future generations do not suffer the challenges that are currently being experienced in healthcare provision resultant of employment of approaches that lack appreciation of the effect of leadership on nursing. References Canadian Nurses Association (2009). Nursing Leadership Development. Retrieved on 7 April 2009 from <http://www. cnaaiic. ca/CNA/documents/pdf/publications/Nursing_Leadership_Development_Canada_e. pdf> College of Nurses of Ontario (2006). Leadership.

Retrieved on 7 April 2009 from <http://www. cno. org/prac/learn/modules/profstands/slides/Leadership. pdf> Milstead, J. A. , & Furlong, E. (2006). Handbook of nursing leadership: creative skills for a culture of safety. Boston, MA: Jones & Bartlett Publishers. Registered Nurses Association of Ontario. (2006). Nursing Best Practice Guidelines. Retrieved on 7 April 2009 from <http://www. rnao. org/Storage/15/932_BPG_CCCare_Rev06. pdf> Swearingen , S. (2009). A Journey to Leadership: Designing a Nursing Leadership Development Program. The Journal of Continuing Education in Nursing, 40(3) 107.

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