Case Study
Two new associate-degree graduates were hired for the pediatric unit. Both worked three 12-hour shifts a week; Jan worked the day-to-evening shift and Rosemary worked the night shift. Whenever their shifts connected, they would compare notes on their experience. Jan felt she was learning rapidly, gaining clinical skills and beginning to feel at ease with her colleagues.
Rosemary, however, still felt unsure of herself and often isolated. There have been times that she was the only registered nurse on the unit all night. The aides and LPNs were very experienced, but Rosemary feels she is not ready for that kind of responsibility. Rosemary knows she must speak to the nurse manager about this, but she's called several times, and she's never available. The shift assignments are left in the staff lounge by an assistant.
Questions
Your discussion post should answer the following questions in a well-constructed commentary. Use references, in APA format, where appropriate.
To what extent is this problem due to a failure to lead? Who has failed to act?
What style of leadership was displayed by Rosemary? The nurse manager?
How effective was their leadership? What are your suggestions for Rosemary?
Guide On Rating System
Vote
To a large extent, this problem can be attributed to a failure in leadership. The nurse manager, who is responsible for the overall supervision and management of the unit, has failed to address Rosemary's concerns. Despite several attempts to reach out, Rosemary has been unable to communicate with the nurse manager. This lack of availability and responsiveness on the part of the nurse manager has created a sense of isolation and insecurity for Rosemary.
In terms of leadership style, Rosemary has demonstrated a passive approach. Instead of actively seeking out the nurse manager and addressing her concerns directly, she has relied on phone calls and messages, which have proven to be ineffective. She has not taken a proactive role in advocating for herself and seeking the support and guidance she needs.
On the other hand, the nurse manager's leadership style can be described as laissez-faire. This leadership style is characterized by a lack of direction and minimal involvement in decision-making. The nurse manager's unavailability, as evidenced by not being able to address Rosemary's concerns, reflects a lack of active leadership.
The leadership displayed by both Rosemary and the nurse manager is ineffective in addressing the issue at hand. Rosemary's passive approach has not yielded any results, and the nurse manager's laissez-faire style has contributed to Rosemary feeling unsupported and unsure of herself.
To improve the situation, Rosemary should proactively schedule a meeting with the nurse manager to discuss her concerns. It would be beneficial for her to clearly articulate her need for support and guidance, as well as her concerns about being the only registered nurse on the unit during her night shifts. By taking a more assertive approach, Rosemary can ensure her concerns are heard and addressed.
In addition to this, the nurse manager should make themselves more available and responsive to their staff. They should actively engage with their team, providing guidance and support when needed. Regular check-ins with new graduates, like Jan and Rosemary, can help identify any challenges they may be facing and address them in a timely manner. A more participative and hands-on leadership approach would be beneficial in creating a positive and supportive work environment.
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