Leadership Styles In Nursing Research Paper Example | Topics and Well Written Essays - 1000 words

Leadership Styles In Nursing - Research Paper Example Among the leadership styles mentioned in those literatures, servant leadership is quite rarely mentioned from these literatures, and none of these mentioned be-know-do leadership style. This paper will be discussing these two less-frequently utilized leadership styles and will be dealing with their potential application as an addition to the more common leadership styles in the nursing setting in promoting a more effective nursing care planning and patient outcomes. Servant Leadership â€Å"And whosoever of you will be the chiefest, shall be servant of all.† (Mark 10:44, King James Version) Servant leadership is popularized by Greenleaf (1970) in the 21st century, but was already introduced by Jesus Christ about two thousand years ago, written in the gospels of the apostles in the Bible. A narrow idea of servant leadership is that the person taking the lead is assuming the role of a servant to his followers (i.e. a person leads because it is his duty as a servant to his followers). The leader using this style is motivated by his â€Å"deep desire to help others† (Greenleaf Center, 1999). What separates this leadership style from others is the incorporation of the concepts of values and morality, having focus on the aspects of trust, appreciation of others and empowerment (Graham, 1991; Russell, 2001). This style is based on teamwork, involving others, ethics and care, enhancing growth of followers, and improving quality (Greenleaf Center, 1999). ... Servant leadership is observed in the nursing profession and is seen as a feasible style in the nursing setting (Swearingen & Liberman, 2004). Be-Know-Do Leadership Originated from the United States Army (2004), this leadership style revolves in the concepts of â€Å"be†, â€Å"know† and â€Å"do† geared towards their purpose and direction. The leader assumes the role using his ability to influence others and learning the skills in gaining the trust and commitment of his followers for them to act according to their objectives (Department of the Army, 2006). The character and skills of the leader motivates the action performed by the team. Contrary to the common notion of military leadership, this style is not as simple as â€Å"bossing† with people, but every person in the team is assuming both as a leader and as a subordinate, wherein it is pictured as leading the leaders, even among the lowest ranks (Hesselbein & Shinseki, 2004). This style is also trans formational, but even if it is apparently autocratic, followers are expected to act instead of waiting for an order. There might be no literatures that support the utilization of be-know-do leadership in the nursing setting, many features of this style can be observed, like nurses being both a leader and a follower, the influential power of the nurse leader to achieve the objectives of patient care (Kelly-Heidenthal, 2003). Application of Clinical Example Servant leadership is more apparent on nurse-patient relationships. One of the nurses’ roles to her patients is being a leader in terms of caring. The nurse, being the patient’s manager of his care, exerts her duty in leading as a servant. An

Teacher Attrition Dissertation Example | Topics and Well Written Essays - 2500 words

Teacher Attrition - Dissertation Example The paper tells that this remains a widely acclaimed reality that maintaining a high level of teacher quality forms the critically important factor which ensures student achievement. With myriad types of demons endangering the teacher quality presently, students are consequently facing more and more problems to ensure individual academic accomplishments. The tendency of leaving schools and teaching profession by the learned and wiser teachers results in an inability to preserve an experienced teaching community and this produces many deteriorating influences on the students. What seems to come forward as a really deplorable reality is that many educational officials think that simply replacing those teachers lost to attrition by hiring new teachers could be an effective remedy. Presently, many authentic reports have denied such a fake proposition of undermining the critical nature of teacher attrition by easily hiring new teachers. Mississippi education administrators have taken a wi se decision to take the challenge of reducing the teacher attrition rates to a structural level. Still, a great deal needs to be addressed regarding the issue of teacher attrition and this research aspires to make a contribution to this ongoing effort with results based on certain questions. The fact that teachers constantly rotate with the experienced teachers leaving and new teachers entering the teaching process to leave it within a couple of years leaves the students with no proper education which seriously interferes with their academic dreams. This is exactly why teacher attrition is such a hotly debated issue and deemed to be such an emergency based situation in America for the past many years. This remains a research-based reality that high level of performance on the part of students is directly related with lower attrition rates. Teacher training plans based on longer time periods also greatly helps in provoking the teachers to continue teaching in schools and colleges wel l after the teaching training process ends. Research survey has also shown that stress plays a phenomenal role in promoting the teachers to quit teaching soon. Lack of confidence comes in handy with high level of stress and together they convince a teacher to ignore the students’ learning needs and consider them less important. This issue can be resolved significantly with the help of long teacher training processes which each teacher should be required to engage in prior to becoming a professional scholar. People come in the teaching profession with a sense of purpose very clear in their minds but due to lack of recognition, support, and salary issues, they get bound to leave much earlier than necessary thus increasing turnover rate among teachers. â€Å"Every year in the United States, schools conservatively spend $2.2 billion on the recruiting, hiring, and training of teachers to replace those who have left teaching† (Alliance for Excellent Education, 2005). Continu ous support is also found to have played a phenomenal role in reinforcing teachers’ self-esteems and their decisions to stay and continue teaching for the benefit of their students. This shows that teacher factors related to attrition come first and should not be ignored at any cost. Even a teacher being paid a top-notch salary can never be expected to continue teaching and unaffected all the time despite being discouraged and not motivated in a proper manner. In response to the first question, the factor of salary is found to be positively related with the teachers’ decision to remain in the profession and which also seems to be consistent with the past research done on the relation between salary and teachers’ decision to continue or quit teaching. â€Å"High teacher salaries result in increased commitment and