Please note, my intent here is to discuss the issue not be disagreeable.
"It is imperative that anyone who wishes to become a nurse manager or leader know the differences between the transactional and transformational leadership styles". I can honestly say after 15+ years as a nurse manager that I have never heard of these terms and believe myself to be relatively successful. Not sure I would call it imperative.
Your definitions are informative and although I may not have heard the terms, I have followed both styles at one time or another. This leads to my next point. My personal belief is that it can be imperative to have the ability to vascilate between the two styles based on the needs of a specific employee. For example, I have an absolutely awesome unit manager. She needs NO supervision from me. If I started handing out rewards or threatened punishments, she would likely become insulted and feel like I was treating her like a child. (Just for the record tho, I do tell her often that I think she is fantastic), I have lots of C.N.A's that respond much better with the transactional. Generally they are good workers but they do work a little harder when I spend extra time telling them how wonderful they are, passing out the occassional Dilly Bar, etc. And, occassionally, they need me to threaten disciplinary action as the need warrants.
Although I am the supervisor of the entire group, I certainly can not walk into the building and think to myself "I'm going to be an XYZ type leader today"
Transformational Leadership in Healthcare Essay
833 Words4 Pages
Why now? Why are we focusing on transformational leadership? Healthcare costs are continuing to rise. Some of the critical problems and active debates prevalent in many hospital organizations include the rapidly intensifying healthcare costs, funding and reimbursement cutbacks, and concern regarding the overall quality and safety of health care. “Healthcare systems have come under pressure to improve performance and manage productivity” (Botting, 2011). To be successful in the 21st century, there is a demand on healthcare systems to have a vision and executive and clinical leadership to inspire the change process and make the difference between success and failure in change.
In this time of transition and uncertainty, research…show more content…
Careful wielding of influence, however, requires skill and care. If done well, it can very well lead to transformation and change in the organization.
Transformational leadership needs to be fostered at all levels in the firm. In order to succeed, the firm needs to have the flexibility to forecast and meet new demands and changes as they occur —and only transformational leadership can enable the firm to do so (Bass, 1990, p. 31).
Bass acknowledges that transformational leadership is not a panacea, and in certain situations other styles of leadership are indicated (Avery, Avery, Bell, Hilb, & Witte, 2004, p. 97). A flexible organization with leaders whose style is adaptable to meet the changing needs of employees and situation may ascribe the situational leadership model. Situational leaders rely on intuition and analysis of a given situation to lead in a way that makes sense based on that particular situation. The effective manager is able to utilize multiple leadership styles as conditions change. Blanchard and Hersey (Chapman, 2012) characterized the situational leadership style in terms of the amount of the direction, and the support, that the leader provides to followers. Depending on employees’ competencies in their task areas and commitment to their tasks, the leadership style varies from one person to another. This leader might lead the same person one way sometimes, and another way at other times.