NSN515 Clinical Leadership And Management


To develop a conceptual model to help build leadership capacity, lifelong leadership and quality improvement in nursing, you will be evaluating both current and traditional leadership theories.

You will complete the following assignment:1.

Don’t use plagiarized sources. Get Your Custom Essay on
NSN515 Clinical Leadership And Management
Just from $8/Page
Order Essay

Use Assessment to identify workplace issues and then use leadership theory for solutions.2.

Use leadership theory to find solutions.

You are now.

We will show you:

Through leadership and management theory, a critical analysis of these issues is possible

Ability to apply leadership theory and management theory to your plan and to the relevant evidence-based literature

You have solutions.

Use both leadership and transformation theories to find innovative solutions.

Your professional plan can be presented in a conceptual framework.

Answer to Question: NSN515 Clinical Leadership And Management


This paper reviews the current and traditional theories of leadership in order to generate a conceptual framework that supports the building of leadership capacity along with lifelong leadership, for quality enhancement and advancement nursing.

The main issue in the development of a framework to solve workplace bullying was identified.

The issue of concern

The integration of theories and concepts of nursing leadership has proven to be increasingly challenging for nurses.

Professionals in nursing must be aware of this integration, as it provides the basis for ensuring quality and safety in nursing practice, free from bullying at work (Chadwick & Travaglia 2017).

Because different professionals in nursing fail recognize that every patient is unique, such an issue is considered serious. In order to provide safe and quality care, it must be addressed separately.

Theory of Role Modeling along with Modeling show that workplace bullying affects nurses’ ability to identify the differences and build cohesion among patients. This makes nurses incompetent for providing quality care.

Patients, professional nurses, as well as the whole nursing leadership are key stakeholders who can influence and be influenced by this issue (McSherry. et. al. 2012).

Nursing bullying at work leads to nurses making more mistakes, which can affect patients. They may become less sensitive to the needs of their patients.

This can lead to side effects, such as the inability of a given nurse or a group of nurses to provide a shared intervention.

For patients’ safety and quality, it is vital that nurses can demonstrate competence in leadership.

Respectful nurses are more comfortable communicating with patients and obtaining the relevant information to help them improve their care.

It is not possible to do this if the environment is safe from bullying.

There are many theories that can be used to support nurses and patients in their interactions, as well as to limit bullying at the workplace (Strandmar and co., 2017).

The Theory of Modelling and Role Modeling in Nursing is designed to help in the improvement of leadership in nursing in order to provide quality and safe care. This theory was developed by Helen Erickson and Mary Anne P. Swain along with Evelyn M. Tomlin.

This theory, which is increasingly relevant in this argument, helps to reduce workplace bullying. Thus, nurses can care for all patients while respecting the individual needs of each.

The theory is based on theory-based nurse practice that puts emphasis on the patient’s individual needs.

It derives its code ideas primarily from the Hierarchy of Needs outlined by Maslow, Cognitive Design Theory by Piaget and Psychological Stages Theory (Erickson).

This theory has remained useful in nursing leadership as it offers a thorough clarification of some harmonies, along with dissimilarities, and is therefore a panacea to workplace bullying (Dzurec Kennison & Gillen 2017.

Some unities are basic needs, cognitive stages, holism, psychological phases allied persons, loss along with attachment.

The following dissimilarities are: inherent endowment; self-care information, self treatment, self-care adaptations, and stress management.

When leaders in nursing understand these shared aims, differences and their influences on health care, workplace bullying can be reduced. This will result in better-organized clinical practices which increase safety and quality in health facility practice.

These variations and camaraderie are the foundation of the theory mentioned above. This will allow for patient-centered quality alongside safety care.

Theory Application

The theory chosen is to solve the problem.

Nurses can use modeling to understand and gain the information they need as well as the world of their patients.

This will help the nurse student to appreciate its value and implication.

It acknowledges the fact that each patient has a unique viewpoint (model) about their world.

The nurse will then use the modeling method to create an image that can be followed or imitated by both patients and junior nurses. This will help reduce bullying at work.

The nurses who are free of bullying are able develop a deeper understanding and perspective on the world of their patients, which is a unique perspective that will improve quality and safety care.

Role modeling also helps nurses to support and nurture their junior nurse and reduce workplace bullying. This is a way for patient to achieve, maintain, and promote good health.

Nurses who are not bullied will be open to discussing the patient with their colleagues and allow them to plan for different interventions.

The patient is treated as a professional in her personal care. She also knows how to get help from nurses who have not been bullied.

However, bullied nurses often bully patients in return for some of the trauma they have suffered.

This theory, which is still true, gives nurses three basic roles. They can facilitate; provide unconditional recognition alongside nurturance.

By providing essential information and resources, nurses help patients make the first steps to better health.

As a nurse, the nurse offers comfort and care to patients.

The unconditional acceptance of a patient by a nurse reduces the possibility of them being bullies at work (Fralic 2011).

The theory is able to address the above issue as it recognizes that development task resolution along with satisfaction of need are related, state of basic needs and object attachment alongside the loss as the fundamental theoretical links, which allows for applied nursing practice.

It also emphasizes on achieving the five nursing intervention goals: trust building, promotion and control of patients, confirming, indorsing strengths, establishing health-based as well as mutual goals.

Additional nurses and a smaller staff member will receive the same five intervention goals. The entire staff must have trust built and mutual goals in place for health and well-being with patients and other colleagues.

The modeling section of this theory helps nurses to gain an understanding of patients’ and fellow nurses worlds. Meanwhile, the role modeling section allows nurses to demonstrate effective nursing interventions that result in unconditional acceptance of patients as well as fellow nurses. This facilitates workplace bullying deconstruction.

Nursing is seen as a model for self care, allowing nurses to recognize the needs of patients and adjust to them. The nurse can then solve workplace bullying by integrating shared goals and differences among the staff while still providing quality care.

An ongoing system monitoring plan will be created to solve this problem. It will demonstrate how system outcomes will be assessed.

The integration of nursing leadership theories and concepts in different roles will help ensure that quality nursing care is delivered.

In order to create a system, it will be necessary to develop a strategy for implementing, as well as evaluating, evidenced-oriented quality projects through deconstruction and evaluation of workplace bullying. This is designed for seamless workplace experiences that result in high quality patient care (Neto and al., 2017, 2017).

A further examination of how fundamental principles (shared aims amongst persons) can be used to manage patient care professionally within multifaceted (in case of workplace bullying) and diverse settings will be done (Eilertsen & Kirkevold 2010, 2010).

This will enable the adoption of theories of leadership and relevant theory to support nursing leadership.

This will allow nurses to share their ideas and opinions in a safe environment that is free from bullying.

All nurses, senior and junior, must work together to achieve expert Registered Nurse status. They should explain that bullying is unacceptable in the workplace and highlight the important ideas.

It will be possible to stop workplace bullying through a shared leadership style. This will also help to ensure that the nursing practice is secure and produces top quality results.

Nursing practice is a complex profession in which many different roles are played in a progressive way.

Without a shared leadership style senior nurses could exploit junior nurses through this method and increase workplace bullying.

By adopting a shared leadership style in nursing, the care system will be seen as one that is tightly knit and needs unchallenged administration. This will ensure that it fights all forms of bullying at work.For example, care-specialist region medical caretaker/attendant/lead medical attendant/advisor, care laborer specialists and consideration laborer and associate that can never be achieved in the presence of workplace bullying. Besides, there are different relationships, for example, care-specialist Key worker, care specialist senior consideration specialist/Nurse/Lead Nurse, and additionally mind specialist administration client that cannot function well in the presence of workplace bullying.

Every one of these relationships has to be adequately coordinated for productive operationalization.

These are the characteristics of nursing leaders. They show how to build relationships and make decisions that can prove to be positive in a bullying-free workplace.

The administration of nursing must coordinate these roles in a way to promote cooperation and reduce the number of roles. But, it also has to improve workplace wellbeing and provide amazing administrations against bullying.

Additionally, people have to deal with both unexpected and expected consequences of leadership decisions made within the nursing group.

To this end, leaders need to communicate with the nurses that they are responsible for their management roles.

Leaders should have a set of specific proficiencies.

These proficiencies allow medical personnel to tackle complex problems.

The medical attendant should focus on the development of relevant mental states by using social figuring how to be effective leaders.

Nursing administration needs to demonstrate higher levels of comprehension and be interested in the process. They also need to have the capacity to modify credibility and implement the necessary leadership processes.

This is why it is crucial for nurses to show openness and listen to patients and staff, and also to take action to stop workplace bullying.

In order to make a difference in the culture and working environment, the successive access to the nurses leaders is important.

This is why nursing leaders must be open to all their roles. They need to engage in discussion and analysis with a higher level of agreement to increase the likelihood that the organization among nurses and leaders will ultimately produce unrivaled patient outcomes (Houck & Colbert 2017.

The nursing leadership rule which supports the enthusiasm for corresponding clients aids nurses to copy similar thoughts by ensuring that the enthusiasm of patients remains organized. This will increase security and care quality.

Corporates have the opportunity to reduce costs and increase their profits.

This rule is also used by nurses to advocate defensive methods rather than immoderate treatments in order to decrease expenses, but still create a compelling proactive mediation that ensures the wellbeing and quality of patients.

Ford (2010) states that the nursing-care leadership standard is to create quality products. Patients should continue to receive quality care to enhance their wellbeing.

Patients will have trust in each other and be able to communicate with their nurses. This will help to increase security and consideration.

To ensure that patient care is improved, an arrangement for assessing and realizing confirm-based quality upgrade extends will be made. This includes: Ensuring that all parts are respected by creating an environment that allows for collaboration even if the roles are not covered.

In order to ensure that everyone in these roles is clearly understood, the medical caretaker leadership must also outline them.

Further, the medical caretaker management must adhere to all rules and regulations (Fain, 2015).

These four best ways for leaders to solve problems are identified in the above model. These can be used as an additional support to the framework that was created to address workplace bullying concerns.

These are transparent communication, breakdown of silos as well as open-minded individuals and a solid base strategy.

Without a strategy, changes are merely substitutions and not evolution, which makes it difficult to address workplace bullying (Dzurec 2017.

Therefore, nursing leaders will find the solution within the problem instead of trying to dissect it.

Open-minded individuals are more likely than those who have a tendency to create silos or block communication.

To solve this problem, nursing leaders need to get people working together. It will improve the organization’s performance and help clients (Carter and colleagues, 2010).

Transparent communication and the breaking down of silos is key to a nursing leader’s ability to foster a culture of whole-person betterment (Dzurec Kennison & Gillen), 2017.

It is essential that nurses work in an environment where they can freely explore and cross-collaborate.

Transparency and open communication are essential to ensure that everyone’s views and concerns are heard.

Workplace bullying can make employees afraid to express their opinions, and this requires effective communication towards solving the problem (Birks, et al. 2017).


Applying the chosen theory to your nursing practice is key in helping you improve your initiative.

It emphasizes the need for nurses to be able to communicate and play a role in helping patients.

It is clear that this model can still be useful in ensuring the quality and well-being of patients by coordinating nursing speculations into practical practices that are free from bullying.

ReferencesBirks, M., Cant, R. P., Budden, L. M., Russell-Westhead, M., Ozcetin, Y. S. U., & Tee, S. (2017).

The effects of workplace bullying: A comparison in the experiences of baccalaureate nurse students during clinical placements in Australia, Canada and the United Kingdom.

Nurse education in practice 25, 14-21Carter, N., Martin -Misener, R., Kilpatrick, K., Kaasalainen. S. Donald. F., Bryant-Lukosius, D DiCenso, A. (2010).

The role and responsibilities of nursing leaders in integrating clinical nurses specialists and nurse practitioners into healthcare delivery in Canada.

Advanced Practice Nursing 23 (3): 167-185Chadwick, S., & Travaglia, J. (2017).

A systematic review of workplace bullying in the Australian healthcare context.

Journal of Health Organization and Management. 31(3).Dzurec, L. C. (2017, March).

Transformative Leadership: True Workplace Collaboration: Strengthening Workplace Cultural through Attention to Workplace Bullying.

In Creating Healthy Work Environments 2017 (17-20 February). STTI.Dzurec, L. C., Kennison, M., & Gillen, P. (2017).

The paradox between workplace bullying victimization or inclusive excellence.

Nursing outlook.Eilertsen, G., Kirkevold, M., & Bjork, I. T. (2010).

Recovering from stroke: A longitudinal, qualitative study with older Norwegian women. Journal of Clinical Nursing, 19(13-14), 2004-2013. doi:10.1111/j.1365-2702.2009.03138.xFain, J. A. (2015).

Chapter 5: Understanding, reading, and applying nursing research. 4-5). Philadelphia: F.A. Davis.Ford, B. M. (2010).

Hourly rounding is a strategy to improve patient satisfaction scores.

Medsurg Nursing (19(3)), 188-191.Fralic, M. (2011).

Eleven for 11.

Read these leadership articles to help nurses and their teams.

Journal of Nursing Administration (41(11), 446-469.Houck, N. M., & Colbert, A. M. (2017).

Integrative review: Patient safety and workplace bullying.

Journal of nursing quality, 32(2). 164-171.McSherry. R., Pearce, P., Grimwood, K., & McSherry, W. (2012).

The critical role of nurses leaders, managers and educators in enabling excellence for nursing care.

Journal of Nursing Management 20: 7-19Neto, M., Ferreira, A. I., Martinez, L. F., & Ferreira, P. C. (2017).

Workplace bullying and Presenteism: The path to psychological exhaustion and mental well-being

Journal of work exposures, health and mental health.Olsen, E., Bjaalid, G., & Mikkelsen, A. (2017).

The mediating role of workplace bullying in job performance, job fulfillment, and workability: A study among nurses.

Journal of Advanced Nursing.Reknes, I., Notelaers, G., Mageroy, N., Pallesen, S., Bjorvatn, B., Moen, B. E., & Einarsen, S. (2017).

Aggressions from patients or their next-of kin and exposures to bullying behaviors: A conglomerate case?

Nursing research and practice. 2017.Strandmark K, M., Rahm, G., Wilde Larsson, B., Nordstrom, G., & Rystedt, I. (2017).

Focus Group Discussions. Issues in mental health nursing, 38(2), 113-121.Woodrow, C., & Guest, D. E. (2017).

Leadership and strategies for dealing with workplace bullying

European Journal of Work and Organizational Psychology (26(2)), 221-233.