Posted: March 24th, 2023
Dyess, S. M., Sherman, R. O., Pratt, B. A., & Chiang-Hanisko, L. (2016). Growing nurse
leaders: Their perspectives on nursing leadership and today’s practice environment. Online journal of issues in nursing, 21(1).
Within this journal, the issue surrounding leadership in the nursing department has been tackled thoroughly. Consequently, the authors have demonstrated the essentiality of having digitalized nurse leaders since the existing ones are in their retirement age. Therefore, current nurse leaders are being encouraged to nurture and mentor upcoming caregivers into taking their roles efficiently. However, within the sector, the procedure of absorbing next managers and the strategic methods of growing future leaders still pose a malignant problem. Further, issues of unrealistic expectation, the fear of leading multiple departments, and the future of their careers are other contributing aspects of the already existing issues. Therefore, the rationale of this discussion is to identify an issue in nursing and provide insights to the health department, especially in the leadership section because shortage in the sector may lead to bigger challenges within the health care environment.
In essence, this article asserts that nurse leadership has been a significant issue within an already complex health care sector. Nonetheless, the department lacks the very crucial ways and means of developing future managers to take up administrative roles. However, if these issues are resolved, it is possible to evade the challenge of nursing leadership in the next 20 years when those in office will have already retired. Besides, if digitalized leaders take on the department, they will bring the required reforms and changes within this sector. However, only the interested and well-prepared nurses will gain from this venture (Dyess, 2016). Notably, while former nurse administrators took up their responsibilities without significant preparation things have taken a different turn in today’s settings. In current times before individuals can take on leadership roles, they have to undergo extensive training before acquiring such positions. In particular, health care has ceased from being flexible and consistent. Instead, the sector is becoming complicated and inconsistent. As a result, learning the right skills and education before assuming administrative roles has become essential.
Further, nurse leadership is no longer considered as a requirement in the health care sector, but a strategic plan needed for every firm. As such, strategizing on administrative nurses is crucial for every organization because the shortage of caregivers will result in crises within this department. Evidently, research shows that more digitalized nurses are seeking for leadership related jobs in today’s job market (Dyess, 2016). Consequently, the authors of this article have established that health practitioners are the best partakers of leadership jobs because of their energy and the digitalized expertise instilled in them through education. Moreover, they are regarded as upholders of beliefs, values, have a vast technological knowledge, and they affiliate to organizational requirements, thus the essentiality of training them as nurse leaders (Dyess, 2016).
However, despite the positivity associated with nurses, upcoming administrators do not fully embrace organizational accommodation as a virtue. In fact, some of the contributing factors to the identified drawbacks are a consistent criticism of practice and rejection of such initiatives. Also, future nurse leaders exhibit different attitudes while they are quite poor at keeping jobs for up to a year. Therefore, due to the job inconsistency, these administrators do not acquire the required skills on how to respond to particular issues facing them in their professions. As a result, their leadership roles are often faced with hiccups, especially in their first year of administration which is a negative attribute to any organization.
In addition, the authors of this article establish that future nurse leaders are limited in their roles due to different perspectives. Therefore, their concerns are categorized into three groups, including the ideological expectations, the fear of leading an advanced department, and the future of their careers. As per individual expectations, digitalized nurse leaders expect their administrators to be highly flexible, with expertise in all faculties and have excellent governing capabilities (Dyess, 2016). As such, they require them to be always available, recognize all their staffs, have advanced knowledge, are readily available, and act as ambassadors for their employees. On the other hand, leading complex environments are a concern for future nurse leaders because they want to meet their objectives, ensure that all policies or procedures are well followed, and enhance teamwork. Indeed, the third concern revolves around cautiousness and optimism because they are concerned with future responsibilities, are afraid of failing in their delivery, and are quite confident with their roles. Nonetheless, the authors of this article assert that these personal concerns are more on a limited view. According to the authors’ knowledge, the actions of the present leaders directly impact on the perceptions of the future administrators (Dyess, 2016). Consequently, they explain that with proper exposure, guidance, education, and mentorship these opinions can change with upcoming nurse’s appreciating and understanding the scope of administrative nursing.
It is worth mentioning that the conclusion of this article asserts the need to nurture future nurse leaders. However, the inadequacy in proper communication channels and a cohesive relationship will result in continuous avoidance of administrative roles by digitalized nurses. In addition, the authors advocate for a change in the education curricula where succession plans can be drafted for trainees to understand the process of adorning leadership roles (Dyess, 2016). Furthermore, strong role models are also an essential ingredient in developing consequent leaders in the nursing department. On the other hand, existing administrators are given the core responsibility of providing adaptation skills towards prosperity for their successors.
Agreeably, this article has well expounded on the challenge pertained to nurse leaders in the health care sector. As a matter of fact, those in leadership today will soon leave the office for younger administrators. Moreover, this journal establishes that traditional processes of becoming leaders are no longer applicable in today’s society. On the other hand, advancement in the health care sector further adds to the existing limitations facing the nursing department. Therefore, theexisting nurse leaders should ensure that they apply the knowledge demonstrated by the article. As a result, they can understand the roles they play in the making of new administrators. On the other hand, Shearman (2010) also avers that if the issue of nurse leaders is resolved, patients will report better experiences and improved organizational performance due to satisfied staff members. Besides, building nurse leaders remain a delicate journey that requires encouragement, role modeling, and proper education for any future aspirant as an administrator.
Conclusively, the article highlights that nurse leadership is one among many other challenges in the healthcare sector. In consideration, the wellbeing sett ing has changed significantly, thus losing its consistency and flexibility. Therefore, there is a need for digitalized nurses to take up leadership roles from their predecessors who acquired their positions without the need for much education. On the other hand, the attainment requires strategizing on the best-digitalized approach. However, different ideological perspectives, expectations, criticism, fear, attitude, job inconsistency, and future concerns are barring younger professional from effectively undertaking their responsibilities (Dyess, 2016). In essence, despite the various shortcomings in the healthcare sector, the article is critical for everyone within the nursing faculty. Moreover, this journal is insightful is providing the different reasons why future nurses are shying away from their role despite being capable of service delivery.
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