Intervention Strategy 

It is asserted that safe and quality patient care, the promotion of a safe working environment as well a good organizational culture are all anchored on good nursing leadership (Magbity et al., 2020). Some of these practices include toxic leadership behavior which has the likelihood of denying these goals and hence lead to dissatisfied staff and poor patient outcomes. The unmolded problems require a strategic strategy that will utilize transformational models, leadership theories, healthcare laws, and related policies (Gravestock, 2022). This evaluation assesses how transformational leadership can assist with nursing leadership problems, to what extent change models can help with intervention approaches, and how healthcare legislation may influence how such problems are resolved. By looking at these factors we can develop successful leadership that is also legally conform and supportive to our organizational goals.

Leadership Theory or Strategy: Transformational Leadership

 Overview of Transformational Leadership

This is in line with transformational leadership whereby leaders are supposed to drive their followers to offer their best and work for the general benefit of the group (López et al., 2022). This method places a significant amount of importance on the vision, passion, and culture to cultivate in the workplace. Face-to-face communication between transformational leaders and their subordinates helps build confidence, and enthusiasm and develop a sense of achievement.

Characteristics of Transformational Leadership

That is how leaders earn the respect and trust of workers by setting a good example of how the work should be done. They act according to their beliefs and values, which they practice with considerable ethical parameters (Ufua et al., 2020). A clear vision from the mouth of a leader is beautiful and enchanting to the fans. They nurture and encourage their team by setting such goals and effectively conveying their passion towards them. Leading to innovation and creativity is the key area that is developed by leaders. Some of them challenge the existing norms and let their staff exercise their brain and look for solutions on how to deal with problems on their own (Low et al., 2019). Managers promote their team members by exercising individual coaching, training, and sponsorship. By being sensitive to each other’s needs and appreciating what each one of them wants to achieve they foster a positive environment. These include Jackie’s lacking good communication skills, her absence, and her failure to address urgent patient care issues which is a component of leadership. The lack of action on Jackie’s part is causing a dysfunctional as well as unsafe environment in the workplace Altered patient care as well as demoralized staff.

Why Transformational Leadership?

Encouraging Presence and Accountability

For Jackie to opt for the transformational leadership kind of organization, then she would have to be more involved and present (Gravestock, 2022). She may set an example for other staff members including Kyle to embrace patient care conferences by providing them with the support and directions they need.

Motivating and Inspiring the Team

Jackie’s team would be motivated by the common vision for the team as proposed under transformational leadership (Magbity et al., 2020). While Jackie would ensure that all the people involved in the treatment of patients understand the value of their role in patient care to ensure that they would provide their best in handling such tasks, she would never neglect meetings and assignments.

Fostering a Collaborative Environment

Jackie would ensure that the team members feel valued and valued in their interactions because Jackie pays much attention to individual and intellectual interest stimulation (Hult et al., 2023). This would involve listening to Kyle’s concerns, for instance about what course to chart regarding other difficult patients such as K.C., and being certain that both interdisciplinary teams are well coordinated when patient case conferences are held.

Promoting Ethical Standards and Professionalism

Ethical standards should be followed to transform a workplace. Jackie would need to have her behaviors which comprised flirting with other employees, especially juniors, and dressing negligently addressed (Low et al., 2019). Thus, due to the nature of transformational leadership and providing professionalism, Jackie is more capable of setting an example for the group.

Application of Transformational Leadership to Resolve Nursing Leadership Problems

Increasing Engagement and Accountability

For instance, Jackie has to set an example to the staff and thus has to engage more actively at work and attend patient care conferences frequently (López et al., 2022). Organization: Her active participation would magnify the importance of these meetings and ensure all the employees become more responsible. In the context of healthcare organizations, there is strong evidence that transformational leadership is positively related to staff meaning and responsibility (Ufua et al., 2020). By having leaders, who are aware of their employees and are themselves responsible, the business builds a culture of dependability.

Motivating and Inspiring the Team

From the case, Jackie has been revealed to present the mental unit’s goals and motivate employees with great aims and recognition (Gravestock, 2022). This could motivate other team members such as Kyle because they get a sense of direction or rather a sense of there being something to work towards. A study has it that the motivation and job satisfaction of nursing staff depend positively on transformational leadership (Magbity et al., 2020). This means that communicators and or motivators will be able to enhance high commitment from employees and or reduce attrition rates which are integral in maintaining a flow of employees who are dedicated to duty.

Promoting Intellectual Stimulation

Jackie has to motivate her workers to think creatively about patient treatment especially where there are challenging situations (Reshetnikov et al., 20200. This can be done through a regularly scheduled creation of brainstorming and other general meetings where the staff members can venture into various possibilities for different problems. In recent research done by Al-Khajeh in 2021, the latter proves that transformational leaders enable students and company employees to be creative and think critically (Cummings et al., 2021). Through deciding and implementing new ideas, problems can be solved easily by the nurses hence improving patient care.

Providing Individualized Consideration

The resulting stress means that Jackie has to know what individual goals and challenges every team member has and guide them, providing proper mentoring (Ufua et al., 2020). They can get help from staff members such as Kyle and thus effectively deal with difficult patients with regular follow-ups. In a study, it has been revealed that transformational leadership enhances the staff’s well-being by addressing specific requirements and providing the necessary help (Gravestock, 2022). Superior supervision decreases burnout and increases together with job satisfaction two factors that are essential in stressful working environments as in psychiatric hospitals.

How Consideration of an Organizational Change Model Influences an Intervention Strategy

In developing such effective interventions, in the psychiatric unit identified in the presented case, one has to be familiar with and employ theories of organizational change (López et al., 2022). These models ensure that interventions are done systematically by providing outlined ways of dealing with changes hence ensuring that the change process bears the intended fruit. The following is how intervention approach is impacted when an organizational change model is taken into account: The following is how intervention approach is impacted when an organizational change model is taken into account:

Provides a Structured Framework for Change

Various models for organizational change provide definite patterns of working strategically for change implementation, plans, and evaluation. Some of the models that fall in this category are Kotter’s 8-stepped change model, Lewin’s change management model, and the ADKAR model (Ufua et al., 2020). These models help the managers and the leaders to understand the different phases of change, likely to experience challenges and to implement the strategies that will enhance the change process.

Influence on Intervention Strategy

By doing so, it is possible to reach the idea that leaders can approach change systematically and assess whether all aspects of the intervention are addressed (Magbity et al., 2020). As an example, a leader may start by building a driving coalition, expressing the reason for the change, and, outlining a change vision and a change strategy, which includes the utilization of Kotter’s 8-Step Change Model. This systemized approach increases the likeliness of the implementation process and as a result, reduces the probability of failure due to failure to address some factors.

Facilitates Communication and Engagement

One of the most conceptual and important facets when approaching change in an organization is communication (Hult et al., 2023). These models emphasize the need to engage all stakeholders in all phases of change to ensure commitment and minimize resistance.

Influence on Intervention Strategy

To ensure that the communication methods are incorporated into the intervention, it is recommended to have a change model. Such models as Lewin’s Change Management Model can help the leaders to focus on the “Labelling” step, where the organizational leaders inform the staff members that change is needed and the purpose of this change should be explained to the staff members, who should be involved in the process of change (Fowler et al., 2021). This strategy enhances the probability of success of the intervention since people will own the program and feel that their colleagues are also part of its implementation.

Supports Anticipation and Management of Resistance

The phenomenon of resistance to change is widespread in organizational development, especially in the corporate world (Ufua et al., 2020). Coping models help the leaders anticipate the resistance that may be encountered and formulate strategies for handling this factor.

Influence on Intervention Strategy

When it comes to change models, it is possible to identify potential sources of resistance at a very early stage by applying, for example, the Awareness, Desire, Knowledge, Ability, and Reinforcement (ADKAR) Model and develop tailored strategies to address them (López et al., 2022). For instance, creating a positive attitude towards change in the workers as well as creating awareness of the effects arising from current leadership challenges (such as Jackie’s absenteeism) helps to reduce resistance and work together.

Enhances Alignment with Organizational Goals and Culture

As will be noticed, a feature of many change models is that change initiatives are aligned with the vision, mission, and culture of an organization (Gravestock, 2022). This alignment ensures that any change is sustainable & must be for the benefit of the large goals of the organization.

Influence on Intervention Strategy

By guaranteeing that an organization’s goals and culture are on the mind while formulating an intervention strategy, it is guaranteed that the changes to be made are in tune with the practices and beliefs of the organization (Hult et al., 2023). For instance, if the culture in a certain business is team-oriented and patient-centered the elements can be incorporated in the intervention to enhance acceptance and institutionalization of the staff.

Promotes Continuous Evaluation and Improvement

Most of the organizational change models have elements of evaluating the effectiveness of change and even making changes where necessary (Fowler et al., 2021). By always putting into practice the idea of making continuous changes, it is possible to guarantee that such changes result from the expected outcomes as well as achieve the healing of problems as soon as possible.

Influence on Intervention Strategy

When incorporating the ongoing assessment into the intervention plan, leaders can monitor the situations, find out the challenges, and make the relevant adjustments. For example, changes that have been made based on the principles of transformational leadership can be assessed about the readiness of staff, patients, and the overall performance of a particular unit after several feedback and performance meetings.

The Role of Change Leadership in Applying Theory to Practice

Example from Literature

In the context of a hospital situation, the study was done on the use of Kotter’s 8-Step Change Model for the integration of EHR. Kotter’s model helped the executives to follow an organized method to manage staff resistance, inform the staff of the tangible benefits of EHR, and make the new system adopted successfully. Since the change model detailed an organized change procedure, clear communication, staff training, and feedback could efficiently be incorporated into the intervention.

Empowering and Supporting Staff

One of the more critical factors of change leadership is therefore to make sure that change is something that can be managed by the employees. Organizational leaders who use change models understand the importance of delivering the necessary to their people (Hult et al., 2023). For instance, the ADKAR Model places a large emphasis on the change capacity, and, therefore, the staff should be given chances to access training and development opportunities. Change management makes transitions easier and results more successful because the company’s employees effectively deal with change, which builds their competence, and confidence and assures them of success.

Continuous Monitoring and Feedback

Another aspect of leadership of change is oversight and critique of the advancement This is based on several dynamics as shown below: Therefore, there is a need for leaders to assess the effectiveness of the activities, consult with other stakeholders, and ensure that necessary changes are effected (Fowler et al., 2021).  This process is at the heart of the concept of the ongoing improvement of their operations and the refinement of their strategic plans. Some change models include evaluation phases, which help leaders understand the state of affairs and identify the areas for further development. Monitoring ensures that initiatives remain relevant to the organization’s goals and evolve to meet emerging needs.

How Health Care Policy and Legislation Might Affect the Resolution or Management of a Nursing Leadership Problem

Influence of Health Care Policy and Legislation

Ensuring Patient Safety and Quality of Care

Relevant Policies and Legislation

Procedures that prevent harm to the patient and ensure reporting of such harm and the provisions of quality treatment follow the guidelines provided by the Joint Commission as well as the Patient Safety and Quality Improvement Act (PSQIA) (Labrague et al., 2020).

Impact on Leadership Problems

Nursing leaders specifically must ensure compliance with safety and quality. For instance, despite the PSQIA act provisions, Jackie poorly manages the ward granted for mental patients’ treatment; therefore, patient safety is not well protected. This law requires that managers provide adequate personnel, and conduct frequent patient care conferences. This shows that there is needed for responsible and effective leadership since noncompliance leads to legal consequences and loss of one’s accreditation (Magbity et al., 2020).

Workplace Safety and Staffing Regulations

Relevant Policies and Legislation

To protect the lives of working persons and healthcare workers, the Occupational Safety and Health Act (OSHA) and the AS WELL AS several state-specific nurse staffing laws including California’s nurse-to-patient ratio legislation (Suliman et al., 2020).

Impact on Leadership Problems

OSHA requires that workplaces in healthcare must be safe which involves addressing issues to do with workplace violence and maintaining the set standards. In the case where Kyle is addressing an aggressive client, good leadership is required to ensure proper client restraint measures are put into practice and sensitize staff. In a study by Labrague et al. (2020), the precautions taken to receive safety complaints, which are necessary to protect the parties per the OSHA rules, also influence leadership behaviors.

Promoting Ethical Conduct and Accountability

Relevant Policies and Legislation

The United States has several HIPAA standard of Privacy that protects the patient’s information, and the ethical standards in nursing are set by the State boards of nursing (Magbity et al., 2020).

Impact on Leadership Problems

The leaders have certain responsibilities to adhere to moral standards and also ensure the privacy of the patients. This results in negative attitudes compromising moral principles and HIPAA since Jackie remains biased and poorly managing. Conflict of interest in the leadership of organizations and professionalism demands efficient leadership that entails setting the standard of professionalism and ensuring that the organizational ethical requirements are met (Suliman et al., 2020).

Arguing for the Role of Health Care Policy and Legislation

Strengthening Leadership Accountability

The legislation and laws relating to health care contain provisions that spell out acceptable behaviors of leaders in the industry (López et al., 2022). These rules compel nursing leaders to be professional in safety, ethics, and any regulations that have been set by the authority. This effectively avails and manages leadership challenges.

Protecting Patient and Staff Welfare

By entailment, legislation is sure to ensure that nursing leaders accord primary and paramount concern to patient safety and staff welfare. This is because the management of leadership issues is affected by the legal mandate that calls upon leaders to develop policies that protect employees and patients (Magbity et al., 2020). For instance, where negligence takes place in responding to safety issues, injustice will prevail, thus escalating leadership responsibility.

Promoting Professional Growth and Development

The general policies aimed at enhancing education and leadership development within the nursing fraternity help in building a pipeline of leadership (López et al., 2022). Strengthening professional development ensures that the nurses are well-positioned to provide leadership and thus the leadership issues rarely arise.

Ensuring Ethical and Inclusive Practice

Policies to ban discrimination and harassment help maintain the right ethical standards because it becomes hard to emulate unfair or unethical treatment of individuals (Hult et al., 2023). In this respect, nursing leaders need to build a just and moral leadership culture to have an effective solution to leadership problems and to enhance staff morale.

Conclusion

Managing nurse leadership problems requires a complex approach that includes successful leadership practices, change methodologies, as well as awareness of laws and policies regulating the health sector (Fowler et al., 2021). The paper has shown that practicing the aspects of transformational leadership promotes involvement, accountability, and ethical standards to maintain patient safety and people’s quality of life. Some of the following models help in implementing the changes and sustain them as they provide structural methodologies, thus ensuring that changes are well-planned and complete (Gravestock, 2022). Also, again, illustrates that responsible leadership is critical, this includes laws and policies of healthcare including managing work relations and decorum, protection of patient rights, and professionals’ conduct. Thus, these components are integrated and may enable nurse leaders to address and solve leadership challenges and foster staff and patient-beneficial working environments.

References

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