Nursing Leadership Essay

Nursing Leadership Essay


Case Study #2

In this case study, the nurse manager wants to engage the charge nurses to find out the reasons for the fall in patient satisfaction ratings. The nurse manager, Mary asked three different charge nurses, Christina, Rhonda, and Gina who used three different styles to acquire participation and responses from the nurses in various shifts. Through their different methods of management and leadership, the charge nurses achieved certain levels of success and participation.

Management Styles Used by the Charge Nurses

Mary charged the charge nurses with the responsibility of finding out the reasons for the fall of the patient satisfaction ratings and improving the score in the future. Christina used a democratic leadership style. In this style, the leader ensures individualized considerations and enable individual to provide their inputs for the best outcomes (Specchia et al., 2021). Christina encouraged the nurses to participate independently in her quest for their ideas on the requirements by the nurse manager. She compiled the views from other shift nurses to come up with her top differentials on the reasons for the fall of patient satisfaction ratings.

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Rhonda used an autocratic management style to get feedback for the nurse manager. In this style, the leader ensures little input from their subjects (Collins et al., 2020). They indulge in little input from their subjects. Rhonda came up with her own list of top reasons for the problem and communicated to her shift nurses about them. She did not require their input but would not take responsibility for the responses (Aspen University, 2021). Therefore, her style would also be described as passive-avoidant: because she doesn’t want to take responsibility for her team’s actions.

Gina used an authentic management style to get responses from her nurses. The authentic style uses an honest and direct approach. This style promotes self-awareness and ethical responsibility (De Simone et al., 2018). Gina made the intention of her quest clear to the muses in her shift. She encouraged them to forward honest personal responses and that she would stand behind them. The concept of transparency is also evident in her style because she advises her nurses to exercise their freedom and willingness to participate.

My Comfortable Style

I would be comfortable with Gina’s style of leadership and management. As a student, I would require the freedom to participate in making a decision and team contribution and own them up per my leader’s requirements. However, there are situations where I would require supervision, mentoring, and guidance from my nurse leader and seniors. Transformational leadership and Christina’s style would be helpful in my development as a young nurse and student.

Effectiveness of Each Charge Nurse’s Style

Christina and Gina achieved 100% response from their shift nurses but Rhonda did not. This is because of their difference in their styles of management. Integrity, communication, and professionalism are some of the myelitis of a good nurse leader that reflects on their success. Some styles take longer to achieve set goals while some require very short durations to achieve the set objectives. Christina achieved full participation of her nurses but she took longer than the other charge nurses to conclude her findings. Nevertheless, Christina’s and Gina’s styles were effective in achieving conclusion findings that were representative. Rhonda’s style was not representative of her shift nurses’ inputs but she managed to achieve her conclusion in the shortest time possible.

Using Transformational Leadership Style

The transformational leadership style would be applicable in solving the issue at hand in this nursing setting. By applying a transformational leaderish style, the nurse leader would analyze the current situation (Collins et al., 2020), set visionary objectives in collaboration with the shift nurses, and plan appropriate actions to solve the issues as a team (Texas A&M International University, 2021). In so doing, the nurse leader will inspire the shift nurse to improve patient satisfaction through collaborative ways. Inspiration and motivation of the employees will remain key to organizational success.

Powers of the Nurse Leaders

The nurse manager and the charge nurses have various powers in management. Mary has demonstrated legitimate and coercive powers (Polat & Sönmez, 2018). She used commanding language to ensure the charge nurses do her will. At the same time, her position is legally and structurally recognized. Coercive powers are also shown by Rhonda in her process of forcing her shift nurses to own her decisions without discussing the decision with the shift nurses. Christina and Gina demonstrated referent powers because of their interpersonal skills. they can maneuver their ways to ensure full participation from their charge nurses willingly.

Applying Types of Power in Nursing

Different types of power apply successfully in different settings such as school, home, and work. Positional powers and positional powers would apply differently. At work, I would apply personal powers such as charismatic, expert, and persuasion power to influence teamwork and collaboration among workmates and other professionals in the unit (Polat & Sönmez, 2018). I will also require legitimate power in administrative positions to legally influence the activities in the unit. At school, I will require resource power to make friendships and collaborate with my peers.


Nursing leadership adopts various styles depending on the choice of the leader. The nurse manager and Rhonda used an autocratic approach while Christina and Gina used democratic and authentic styles. The powers of these leaders varied with their positions and their interpersonal characteristics. The choice of the leadership style can also detriment the powers a leader exercises over the employees.



Aspen University. (2021, January 13). 7 leadership styles in nursing: How do they impact you? Aspen University.

Collins, E., Owen, P., Digan, J., & Dunn, F. (2020). Applying transformational leadership in nursing practice. Nursing Standard (Royal College of Nursing (Great Britain): 1987)35(5), 59–66.

De Simone, S., Planta, A., & Cicotto, G. (2018). The role of job satisfaction, work engagement, self-efficacy, and agentic capacities on nurses’ turnover intention and patient satisfaction. Applied Nursing Research: ANR39, 130–140.

Polat, S., & Sönmez, B. (2018). The correlation between the power styles used by nurse managers and bullying behavior. International Journal of Organizational Leadership7(1), 84–98.

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 Health18(4), 1552.

Texas A&M International University. (2021, September 14). Transformational leadership in healthcare. Texas A&M International University Online.

Case Study #2

Read the case information below:

As a recent graduate nurse, you accepted a position on an intermediate care unit. At your first unit meeting, Mary Adams, unit manager, informs the nurses that the patient satisfaction rating fell two points from the previous month. She asks everyone to reflect over the past month and submit their top three concerns to their charge nurses by the next unit meeting. Mary states, “This is unacceptable. It is your problem, and it concerns me. We will increase our rating at least three points by the next quarter. I want reasons for this problem and expect each of you to submit your ideas to your charge nurses promptly.” Three charge nurses, one from each shift, were asked by Mary to make sure that the nurses addressed the issue.

Christina, the day shift charge nurse, decided to ask each nurse individually over the next month for her ideas on the problem. To encourage a higher response rate, Sherrie had pizzas brought in on the day she presented the findings. She compiled the responses and reviewed them with the day shift nurses with a consensus on the top three responses. Christina was able to obtain a 100% response rate by including all individuals in the decision.

Rhonda, the evening shift charge nurse, made a list of possible reasons and selected the top three. She then told the evening shift nurses what the three reasons were and that she would submit the list to Mary for them. She spoke only to the nurses working on a particular evening and, when questioned by the absent staff, Rhonda told them that they could speak to Mary individually. She added, “Like she said, it’s your problem. Do what you want, but I’m not responsible for whatever happens with Mary. As the midnight charge nurse, Gina let the nurses decide on reasons and submit the responses independently. She thought that the nurses had the right to accept or refuse participation and to be accountable as individuals. Gina stated, “The responses might be personal. I believe we have the right to stand up for our own conclusions and I will stand behind each of you.” Gina also achieved 100% participation by the nurses.


  1. What management style did each of the three charge nurses (Christina, Rhonda, and Gina) display? Give a rationale for your choices.


  1. What type of management style do you feel most comfortable working under as a student? Are there situations when you feel comfortable with a different type of management style?


  1. By looking at the outcomes from each shift, describe how effective each charge nurse was based on her management and leadership characteristics.


  1. How would using a transformational leadership style address the issue?


  1. What type of power does Mary, the unit manager, possess? What about each of the charge nurses? Give examples from the case study to defend your choices.


  1. Describe situations when you apply the different types of power. Use examples from areas such as home, school, and work.


Please complete this assignment in paragraph format, thoroughly explain and supporting your answers to each question. This assignment should be between 750-1000 words, excluding references. The case study should have a minimum of 2 scholarly sources in addition to the textbook. APA 7th edition formatting should be used for writing, citations and references. Please include a title page.


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