Evaluating Leadership Theories and Behaviors- Impact on Creating Healthy Work Environments

Evaluating Leadership Theories and Behaviors- Impact on Creating Healthy Work Environments

Kelemen, Matthews, and Breevaart (2020) look at the everyday dynamics of leadership and the consequences. Key findings show leadership is not static; it changes daily. It is driven by a leader’s mood, follower relationships, and work situation. The study highlights the importance of daily interactions between leaders and followers. It shows that leaders’ behavior affects job satisfaction, performance, and well-being. Furthermore, the study shows the two-way nature of these relationships. The responses of followers affect leaders. This means effective leadership requires continuous adaptation and responsiveness. The research suggests more granular, day-level methods to capture the complexity of daily leadership. Overall, the article helps us to understand that leadership is a fluid and context-dependent phenomenon. Leaders need to be adaptable and responsive to the ever-changing workplace.

Specchia et al. (2021) did a systematic review of the relationship between leadership styles and nurse job satisfaction. According to the review, there is transformational leadership, transactional leadership, and laissez-faire leadership. Transformational leadership includes inspirational motivation, intellectual stimulation, individualized consideration, and idealized influence. This type of leadership is associated with increased job satisfaction in nurses (Labrague et al., 2020). It creates a supportive work environment that promotes professional development and empowerment. Transactional leadership is routine, supervision, and performance-related rewards. The result is mixed when this type of leadership is used. When used well, it can increase job happiness. However, it can lead to dissatisfaction if it is too rigid. The review also talks about the negative impact of laissez-faire leadership. This is where there is no guidance and feedback on job satisfaction. The authors emphasize the importance of good nursing leadership to improve workplace conditions, reduce turnover rates, and improve patient care. They also highlight the role of context in leadership effectiveness. This means the best leadership style may vary based on organizational culture and situational demands. Overall the study shows the importance of flexible and supportive leadership to increase nurse job satisfaction and overall health outcomes.

I saw transformational leadership in action with my old manager Jane. She showed many of the traits and skills that go with this approach. Jane encouraged us to aim for excellence in our projects by painting a clear and compelling picture. For example, when a new system was introduced to the organization, it was met with resistance. Jane took it upon herself to explain the new system and how it aligned with our long-term goals. This reduced resistance and created a sense of shared purpose. Jane also encouraged intellectual stimulation and growth. She encouraged us to question the status quo and think outside the box. She would ask tough questions and bring in different perspectives in team meetings. Jane also recognized the skills and career goals of each team member. She gave each team member individual feedback and options for growth. For example, she would sign them up for a specific training or course that matched their career goals. This improved the team’s overall skillset.

Jane’s leadership had a big impact on the office. Her transformational approach made team members feel involved, supported, and valued. Job satisfaction increased; hence, productivity increased in the workplace because the workers were more motivated and committed to their work. The innovative and collaborative culture she created led to better results and more effective problem-solving. Overall, Jane’s leadership was very effective. It created a fun and dynamic work environment that was good for the team and the company as a whole.

References

Kelemen, T. K., Matthews, S. H., & Breevaart, K. (2020). Leading day-to-day: A review of the daily causes and consequences of leadership behaviors. The Leadership Quarterly, 31(1), 101344. https://doi.org/10.1016/j.leaqua.2019.101344

Labrague, L. J., Nwafor, C. E., & Tsaras, K. (2020). Influence of toxic and transformational leadership practices on nurses’ job satisfaction, job stress, absenteeism, and turnover intention: A cross‐sectional study. Journal of Nursing Management, 28(5), 1104-1113. https://doi.org/10.1111/jonm.13053

Specchia, M. L., Cozzolino, M. R., Carini, E., Di Pilla, A., Galletti, C., Ricciardi, W., & Damiani, G. (2021). Leadership styles and nurses’ job satisfaction. Results of a systematic review. International journal of environmental research and public health, 18(4), 1552. https://doi.org/10.3390/ijerph18041552

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A walk through the Business section of any bookstore or a quick Internet search on the topic will reveal a seemingly endless supply of writings on leadership. Formal research literature is also teeming with volumes on the subject.

Evaluating Leadership Theories and Behaviors- Impact on Creating Healthy Work Environments

However, your own observation and experiences may suggest these theories are not always so easily found in practice. Not that the potential isn’t there; current evidence suggests that leadership factors such as emotional intelligence and transformational leadership behaviors, for example, can be highly effective for leading nurses and organizations.

Yet, how well are these theories put into practice? In this Discussion, you will examine formal leadership theories. You will compare these theories to behaviors you have observed firsthand and discuss their effectiveness in impacting your organization.

To Prepare:

• Review the Resources and examine the leadership theories and behaviors introduced.
• Identify two to three scholarly resources, in addition to this Module’s readings, that evaluate the impact of leadership behaviors in creating healthy work environments.
• Reflect on the leadership behaviors presented in the three resources that you selected for review.