Assessment Description
As a nurse leader, it is important to understand a variety of leadership models and styles. This will help you adapt to different settings and apply strategies to support and inspire others. It may also be necessary to apply models in different professional settings to satisfy certification requirements. Write a 1,250-1,500 word paper about your personal model of leadership, including the following:
Model of Leadership: Part A
– Describe your personal model of leadership.
– Compare your personal leadership model to servant leadership, transformational leadership, and at least one other model of leadership.
– How does your personal model of leadership prepare you to employ strategies for effectively leading diverse teams and fostering interdisciplinary collaboration as you implement your leadership project?
Personal Worldview: Part B
– Describe your personal worldview. Include the religious, spiritual, and cultural elements that you think most influence your personal philosophy of practice and attitude towards leadership.
– Describe how your professional leadership behaviors inspire others.
Use a minimum of three peer-reviewed resources (published within the last 5 years) as evidence to support your views.
Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
Benchmark: Personal Worldview Paper
Student’s Name
Institutional Affiliations
Benchmark: Personal Worldview Paper
Leadership models play a key role in influencing outcomes in healthcare settings. It is imperative for nurse leaders to understand different leadership models and styles. This understanding will enable them to select appropriate leadership strategies to implement in different contexts and situations. Nurse leaders may be required to apply different leadership models in diverse professional settings in order to satisfy certification requirements (Specchia et al., 2021). Today’s nurse leaders need to define their personal models of leadership including the personal worldview that influences their leadership behaviors.
Model of Leadership: Part A
Personal Model of Leadership
The leadership model that best defines my leadership style and behaviors is the democratic leadership model. I believe in strong leadership roles, including leading by example and allowing those who work for me to feel extremely valued. If I demonstrate to them that they are valued and that I am committed to them, they always return to be loyal to me and others. I always listen to my employees giving them an opportunity to present their concerns and give their opinions. Leading by example enables me to build flexibility and influence my followers to take responsibility for their actions. As supported by Khoshhal and Guraya (2017), the democratic leadership model is perceived to be superior to other commonly known styles of leadership. The reason is that democratic leaders encourage participation among their followers and give their followers an opportunity to deliberate and share discussions whenever they are faced with situations that require sharing of ideas. The democratic leadership model has enabled me to improve performance in my organization. It has ensured the smooth running of operations within the organization and across all departments. In addition to promoting employee involvement, the democratic model of leadership facilitates effective conflict resolutions in the organization (Houghton et al., 2021). The fact that democratic model guides me to lead by example and directs me to create an environment in which all employees are valued, it encourages employees to remain united and to work toward the realization of the organization’s mission, vision, and goals.
Leadership Model Comparison
Notable similarities and differences exist between the democratic leadership model and the servant leadership style. For example, both servant and democratic leaders place priority on the interests of followers. They also recognize the important role that followers play in supporting the realization of organizational goals and objectives. Again, in both democratic and servant leadership models, leaders usually involve followers in decision-making (Canavesi & Minelli, 2021). The main difference between the two leadership models is that as opposed to democratic leaders, servant leaders usually prioritize the needs of followers ahead of those of the organization.
The democratic leadership model also compares with the transformational leadership style. A key element that is shared by the democratic leadership model and transformational leadership style is the involvement of employees in the decision-making regarding issues that are affecting the organization (Sfantou et al., 2017). As such both democratic and transformational leaders work closely with followers to support change implementation within their settings. However, one notable difference between the democratic and transformational leadership styles is that democratic leaders make the final ruling which may or may not be aligned with the opinions presented by followers whereas transformational leaders consider employee opinions and ideas when making the final ruling (Sfantou et al., 2017). However, it is important to note that both forms of ruling are aimed to improve organizational or system performance.
Nurse leaders should understand the similarities and differences between the democratic leadership model and the transactional leadership style. Both democratic and transactional leaders focus on achieving optimal performance among their subordinates. Their primary goal is to ensure that followers are adequately equipped to perform their duties effectively (Specchia et al., 2021). The primary difference between democratic and transactional leadership styles lies in the approaches used by leaders to achieve optimal performance among employees. As Specchia et al. (2021) point out, transactional leaders utilize recognition, corrective actions, as well as rewards and punishment to instill the desired behaviors among subordinates. On the other hand, democratic leaders shape their followers to perform optimally by leading by example and by listening to their opinions and concerns (Khoshhal & Guraya, 2017). Nurse leaders can realize organizational goals by applying more than one leadership style at a time.
Diverse Teams and Interdisciplinary Collaboration
The democratic leadership model prepares me to implement leadership strategies that are aimed at effectively leading diverse teams and approaches that foster interdisciplinary collaboration when executing my leadership roles. The model directs me to perform key leadership functions namely; delegation of tasks and responsibilities, employee empowerment, and involving followers in decision-making. According to Fakhri et al. (2020), democratic leaders successfully lead diverse teams and support interdisciplinary collaboration by distributing tasks equally to all team members. The leader does not separate team members by their social and educational statuses but he or she believes that they have the capacity to perform the assigned duties. As a democratic leader, I empower employees and team members to accomplish tasks to the best of their abilities and involve them in the decision-making processes on matters concerning the organization (Fakhri et al., 2020). My leadership behaviors have fostered interdisciplinary collaboration among team members. They have also helped me to get respect from every employee. Generally, through the democratic leadership model, I have been able to promote cultural diversity in the organization.
Personal Worldview: Part B
Personal Worldview
My leadership approaches, actions, and behaviors are significantly influenced by my personal worldview. I have strong Christian values and I work hard at living a Christ-like life and want others to see that in me. I hold very tightly to my Christian values and speak openly about them. I pray over everyone who enters my office, as well as the patients who are in our facility. I believe that God provides me with the wisdom and strength that I need to perform my leadership roles effectively. I also view my followers as unique beings who need to be treated with respect. In this regard, I offer them the best support that they need to achieve personal growth and organizational development.
I believe that good leadership is shown by example. My staff is able to hold me to a high level of expectance as well because I embrace diversity. I always offer support and listen to every employee without discrimination. My cultural belief is inclined toward diversity and inclusion and I ensure that I keep my teams united at all times. I lead by example in my morals, integrity, and hard work. Although I do not conform to worldly views, I am cautious in allowing others to express their views and beliefs without fear of being treated differently. I adequately understand that as a Christian leader, it is not my job to judge others but love each person as they are. As Jurchak et al. (2017) explain, nurse leaders must have the capacity to evaluate different situations and implement strategies that do not harm people around them. I believe that being courageous, treating people with dignity, and demonstrating a high sense of morality are among the factors that have contributed to my leadership success.
Inspiration
My professional leadership behaviors guided by the democratic leadership model, usually inspire others to perform their roles effectively and work towards achieving organizational goals. One of the important qualities of a good leader is the ability to inspire and motivate subordinates to accomplish tasks that are aimed at meeting organizational goals and objectives (Ledlow & Stephens, 2018). As a democratic and a Christian leader, I usually lead by example and serve as a role model to my followers challenging them to face every situation that they encounter at the workplace. Leading by example has helped me to promote a positive spirit among subordinates.
Conclusion
Leadership models applied by leaders influence employee performance and determine organizational outcomes. Nurse leaders usually utilize leadership models that enable them to address issues that their organizations are facing at any given time. My personal leadership model is democratic leadership. Other leadership models that compare with the democratic leadership approach are the transformational, servant, and transactional leadership styles. Nurse leaders can realize organizational goals by applying more than one leadership style at a time depending on the circumstances that they facing. My leadership approaches and behaviors are guided by my strong Christian values and respect for subordinates. By leading by example, I always inspire others to engage in behaviors that contribute to both personal and organizational growth.
References
Canavesi, A., & Minelli, E. (2021). Servant leadership: a systematic literature review and network analysis. Employee Responsibilities and Rights Journal, 1–23. Advance online publication. https://doi.org/10.1007/s10672-021-09381-3
Fakhri, M., Syarifuddin, S., Winarno, A., Nurnida, I., & Hanum, S. (2020). Democratic leadership practice to construct clan organizational culture in family companies. Journal of Asian Finance, Economics, and Business, 8(1), 803-811. doi:10.13106/jafeb.2021.vol8.no1.803.
Houghton, J. D., Oxarart, R. A., Heames, J. T., Buckley, M. R., & Carbo, J. A. (2021). Leader Power and Agency-Communion Orientations as Moderators of the Effects of Organizational Characteristics on Workplace Bullying. Employee Responsibilities and Rights Journal, 33(3), 235–249. https://doi.org/10.1007/s10672-021-09379-x
Jurchak, M., Grace, P. J., Lee, S., Willis, D. G., Zollfrank, A. & Robinson, E. (2017). Developing abilities to navigate through the grey zones in complex environments: Nurses reasons for applying to a clinical ethics residency for nurses. Journal of Nursing Scholarship, 49(4), 445-455. doi:10.1111/jnu.12297.
Khoshhal, K. I., & Guraya, S. Y. (2017). Leaders produce leaders and managers produce followers. A systematic review of the desired competencies and standard settings for physicians’ leadership. Saudi Medical Journal, 37(10), 1061–1067. https://doi.org/10.15537/smj.2016.10.15620
Ledlow, G. & Stephens, J. (2018). Leadership for health professionals: Theory, skills, and applications (3rd ed.). Burlington, MA: Jones & Bartlett Learning
Sfantou, D. F., Laliotis, A., Patelarou, A. E., Sifaki-Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of leadership style towards quality of care measures in healthcare settings: A systematic review. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5746707/
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.