SNUG 302 Leadership in Nursing Critical Reflection Assessment

Introduction

The purpose of this critical analysis is to assess how well my current understanding of the topic will serve me in my future career as a certified nurse and as a leader. I would like to relate my personal experience with strong leadership throughout my career and placements as a student nurse, as well as how I have witnessed it and how it inspires me, because I view myself as a future leader among my peers. The model of reflection proposed by Johns in 1994 (Johns C., 1994) will be used as the framework for conducting a self-assessment of my personal development. In my perspective, nursing can highly enhance patient care through the implementation of professional supervision, proficient communication, effective decision- making, and the utilisation of evidence-based practises.

Description

Pseudonym, the leader I am using for this assignment, is a nurse unit administrator at a Liverpool hospital in Sydney Throughout the placements, I had the opportunity to observe her in diverse contexts, where she exhibited traits that are characteristic of effective leadership.

To begin, Pseudonym consistently arrives thirty minutes early for the start of her shift. She requested that I arrive early so that I could speak with the night shift's patients and nurses before morning handover, during which I could enquire about any issues that may have arisen during their shift. Then, after consulting with the rest of the team, she assigns patients to the morning staff based on the level of care they require. Pseudonym has established a daily pattern in which she meets with the nurse in charge of the ward for fifteen minutes in the tearoom at 0830 hours to discuss the shift's tea and lunch break plans. During the patient care process, Pseudonym (Nurse unit administrator) approached the RN (Registered Nurse) and me, as we were performing a pad change for an elderly patient who was experiencing double incontinence. The patient's skin surrounding the sacrum was notably sensitive and susceptible to pressure sores due to frequent exposure to moisture. It was challenging for the RN, and the RN claimed that it would affect the treatment of other patients owing to time constraints, but Mrs. Kelly encouraged the RN and promised to visit frequently to assist her. Over a certain duration, the integumentary system of the individual undergoes a process of self-repair and regeneration. Again, Pseudonym (Nurse unit administrator) exemplifies the leadership quality of making her team members feel valued by expressing gratitude for their contributions to the care of the patient.

Reflection

Observing Pseudonym (Nurse unit administrator) each morning's tasks with enthusiasm and a can-do attitude has inspired me to approach my own work with the same outlook. She impressed me immensely with her dedication, problem-solving abilities, teamwork, and effective communication as well as sympathetic attitude towards patients and other health care tearn as well. The length of my clinical experience helped me accomplish some learning goals. For an instance, I gained insight into the significance of developing leadership and the significance of employing suitable leadership styles in various contexts. I realised the importance of strong leaders in healthcare environments where people from many different walks of life collaborate to ensure the health and well-being of their patients. Therefore, it is essential to have a leader who can motivate the team's wide range of individuals towards a common objective and who can assist them in accomplishing that objective through consistent encouragement and recognition of their work. My experience taught me the importance of providing constructive criticism in the healthcare industry. This should highlight both strengths and areas for development. Staff shortages, increased demand for health care professionals, and a heavy illness load are all contributing to a tense environment in the nursing profession Studies have shown that new graduate nurses greatly benefit from the encouragement and positive reinforcemers of their co-workers (Whitmore et al. 2019).

Influencing

Factors Working with Pseudonym (Nurse unit administrator) was quite educational for me. When discussing the internal factors, I have been profoundly inspired by her incredible leadership quality to solve problems by communicating effectively with patients and all health care team members to advance patient-centred care. For example, Pseudonym arrives early so that she can listen to the problems of night staff and patients, and then she distributes them to the morning staff based on their complaints as well as the amount of care they require. The reduced number of call buzzers over the course of the night shift is a direct result of Pseudonym (Nurse unit administrator) efforts to meet the requirements of her patients and ensure their satisfaction with the treatment they receive.

In addition, her choices had an impact on external variables, and she was commended for exhibiting prompt decision-making abilities. The doctors and the rest of the staff seemed to respect her decisions because she used her intellectual abilities to improve patient care. Moreover, Pseudonym was a good leader because she got the registered nurses to set up a two- hour bed pan plan for an elderly patient who had double incontinence and was at risk of getting pressure sores from being wet for too long. After some time, the patient's skin tissue started to heal. This made Pseudonym (Nurse unit administrator) grateful and proud of all her colleagues who helped care for the patient. This is an example of a trait of good leaders; they give their team members a feeling of worth, which influences them to do their best work

Learning with three models of concepts

The nurse's level of care has an impact on a patient's progress. The leadership abilities of the mune have a direct impact on her performance. According to Rolfe (20111 transformative leadership recognises the significance of cooperative models in organisational culture Workplace Culture

According to Sharp et al. (2018), most nurses prioritise their duties depending on urgency and e established routines of the ward. Rarely do patients have a say in the preparation process. ccording to studies, the health care system focuses mostly on efficiency and effectiveness. Unconsciously, people integrate into the workplace culture. Nurses may believe they have Complete freedom of expression on the job, but research shows that workplace culture has a significant role in determining how nurses behave the vast majority of the time. Nurses, according to Figueroa et al. (2019) should find an occupation that brings them joy. In my story, everyone used the same method to change the patient's pad. Nurses usually change the pad of an incontinent patient twice or three times per shift, but Pseudonym (Nurse unit administrator) took the initiative to change the way things were done at work by giving patients more bed pans. The patient's pressure sores, and other pressure injuries heal faster, and their pain and discomfort are reduced. As a result, the patient will spend less time in the hospital, and the health care system will save money. Pseudonym's intention to alter a typical workday has forced me to re-evaluate my strategies for satisfying both the demands of my patient and my employer. Watling (2015) argued that veteran nurses have a responsibility to mentor their junior colleagues so that the latter can develop their competence and professionalism. According to Sharp et al. (2018) patient-centred treatment was hindered by a lack of time and resources. Because they are powerless to alter the ward's culture, nurses often feel they have no choice but to adopt it. Job satisfaction, staff involvement, and autonomy are all hallmarks of a productive work environment (Catling et al., 2017). How effectively things run in the workplace affects the security of both employees and patients. Research also indicates that employees are more likely to remain with the same company if they enjoy working there (Catling et al., 2017)

Managing team conflict

Pseudonym (the nurse unit administrator) has a quality of solving problems at workplace. When the nurse said that changing the bed pan every two hours would affect how other patients were cared for, Pseudonym offered to help the nurse handle the problem. This showed that she was a good boss at work, and it also helped her reach her goal of giving patients the best care possible. M. Reif et al. (2021) stated that a person's brain naturally resists change and that when daily habits change, people take it personally, which can cause problems in a team. So, a leader can explain why a change is being made and how it will help both patients and the business. It can be hard for staff to accept that things are changing, but understanding and skills for calming down can help them get through it (M. Reif et al., 2021). I have leamed that a good communication plan and getting the correct word to the right person without promoting inconvenience among team members can help a leader make a difference. During a fight, it's also important to control your own feelings. Labrague et al. (2018) talked about how conflict at work in health care is a global problem because health team members come from different backgrounds. This could be because of things like a lack of resources, changing job expectations, competition between departments, or differences in personality. Also, disagreements happen between health care workers when they can't talk to each other, don't have enough help, or don't know what their jobs are. The phenomenon of conflict has the potential to produce both positive and negative outcomes for individuals (Labrague et al., 2018). For example, an effective management of conflicts among team members can result in the stimulation of creativity, originality, and strong interpersonal connections that facilitate knowledge acquisition as well as generation of innovative ideas. Unresolved disagreement can make it hard to get work done, lower staff morale, and lead to burnout and stress at work, all of which affect the safety and health of patients (M. Reif et al., 2021),

Emotional Intelligence

Kaya et al. (2018) said that emotional intelligence and critical thinking are important for making good choices about a patient's care and giving the best care possible. It's important to be able to think critically if you want to find a link between feelings and intelligence (Kaya et al., 2018). IfI think back to my clinical placement story, I have learned from SNUG 302 Subject (Leadership in Nursing) how a health care professional uses emotional intelligence to understand a patient's pain and the long-term effects of a disease, exactly as Pseudonym (the nurse unit administrator) uses a mix of emotional intelligence and critical thinking to stop the patient's pressure injury from getting worse quickly. This way of thinking makes me more likely to act at the right time in health care settings to keep vulnerable people from getting hurt. Kim & Sohn (2019) noted that things like nursing information, relationships, and skills can affect how well a health care professional does their job. It is clear that emotional intelligence is a better indicator of how well someone will do in a professional setting. Emotional intelligence is a key part of building therapeutic relationships between patients and nurses and improving the professional performance of the health care team (Kim & Sohn, 2019). Fowler et al. (2017) indicated that leaders should be able to affect how health care workers feel. It has been seen that when leaders can't understand how their team members feel, it makes them less likely to work together to reach a common goal. LUBBADEH (2020) believed that whether an organisation's performance goes up or down depends on how well its leader can use emotions in a positive or negative way.