Nursing Leadership Philosophy
Philosophy of Nursing Leadership
Jacksonville University
School of Nursing July 10, 2014
Philosophy of Nursing Leadership
I have worked in healthcare for over thirteen years both as new scare nurse and as an informal leader and as an appointed manager. Throughout this process I have experienced many different feelings towards my managers and experienced several different types of management styles as related to our recent management concept learning. A prior class text book definition states “Philosophy looks at the nature of things and aims to provide the meaning of the nursing phenomena. Philosophies are the broadest in scope and provide a broad understanding” (Blaise & Hayes 2002 p. 98). Combining a defined …show more content…
We also give one-hundred dollar bonus to any employee who presents a new idea or plan and the hospital corporation agrees to use it. This form of staff participation in leadership by Peter Drucker was used to advise the heads of General Motors, Sears, General Electric, W.R. Grace and IBM, among many others. Often times Drucker offered his management advice to non-profits like the American Red Cross and the Salvation Army. Drucker’s theory in the health care setting encourages individual autonomy and embraces the ideal of leaders not being born but …show more content…
When I first started working, I basically felt like a “warm body” only there to perform certain tasks at certain times and felt of no real value to actual hospital’s overall revenue or outcome. Looking back at the management style from that time, I felt no real structure or individual importance toward the outcome of the hospital I worked for. The hospital was a non-profit, government owned facility and the resulting management style is easily related to the Laissez-faire leadership form. With this “hands off” (Finkleman, p6) form of management comes a great lack of feeling of security or capability to grow and learn as a nurse. Three year after working there a new company bought out our hospital and many extreme changes happened. Computer charting came in, new managers, new rules, new standards and many people left because of these changes. Not because they were bad changes but because they simply did not want to accept change. With these changes emerged a new management technique that follow the Drucker philosophy of encouraging staff participation, goal setting and leadership learning with in the hospital. I will never forget the first time the hospital administrator came up to me, shook my hand and simply asked how everything on my nursing unit was going. If I had any problems or concerns. This form of
Jacksonville University
School of Nursing July 10, 2014
Philosophy of Nursing Leadership
I have worked in healthcare for over thirteen years both as new scare nurse and as an informal leader and as an appointed manager. Throughout this process I have experienced many different feelings towards my managers and experienced several different types of management styles as related to our recent management concept learning. A prior class text book definition states “Philosophy looks at the nature of things and aims to provide the meaning of the nursing phenomena. Philosophies are the broadest in scope and provide a broad understanding” (Blaise & Hayes 2002 p. 98). Combining a defined …show more content…
We also give one-hundred dollar bonus to any employee who presents a new idea or plan and the hospital corporation agrees to use it. This form of staff participation in leadership by Peter Drucker was used to advise the heads of General Motors, Sears, General Electric, W.R. Grace and IBM, among many others. Often times Drucker offered his management advice to non-profits like the American Red Cross and the Salvation Army. Drucker’s theory in the health care setting encourages individual autonomy and embraces the ideal of leaders not being born but …show more content…
When I first started working, I basically felt like a “warm body” only there to perform certain tasks at certain times and felt of no real value to actual hospital’s overall revenue or outcome. Looking back at the management style from that time, I felt no real structure or individual importance toward the outcome of the hospital I worked for. The hospital was a non-profit, government owned facility and the resulting management style is easily related to the Laissez-faire leadership form. With this “hands off” (Finkleman, p6) form of management comes a great lack of feeling of security or capability to grow and learn as a nurse. Three year after working there a new company bought out our hospital and many extreme changes happened. Computer charting came in, new managers, new rules, new standards and many people left because of these changes. Not because they were bad changes but because they simply did not want to accept change. With these changes emerged a new management technique that follow the Drucker philosophy of encouraging staff participation, goal setting and leadership learning with in the hospital. I will never forget the first time the hospital administrator came up to me, shook my hand and simply asked how everything on my nursing unit was going. If I had any problems or concerns. This form of