ACTIVITY 1:

Nurse A is the nurse manager of a 68-bed respiratory unit with 95 employees. Nurse A tailors her
leadership style according to the employees needs, experience, and situation. She is helping a
graduate nurse who is in orientation to learn how to use the documentation forms. Nurse A
provides detailed instructions to the new nurse, explaining step-by-step the process for
documentation.

In another situation, Nurse A asks a seasoned clinical nurse to take responsibility for the total
quality improvement process. She provides the nurse with information and offers to assist anytime
the clinical nurse needs consultation.

Nurse A promotes Nurse B, a clinical nurse to a 2-10 pm charge position. Because this is Nurse
As first management experience, Nurse A is providing a structures orientation but is giving Nurse
B the opportunity to seek out the information she needs and to design learning objectives to meet
her needs.

QUESTIONS:
1. What type of leadership theory is Nurse A using?
Based on the situation given, as Nurse A considers the employees needs,
experience, and situation shows that she exhibits Gardners Leadership Attributes. Some
of the qualities or attributes that portrays this type of leadership includes:
Intelligence and action-oriented judgment
Eagerness to accept responsibility
Task competence
Understanding of followers and their needs
Skill in dealing people
Capacity to motivate people
Decisiveness
Self-confidence
Assertiveness
Adaptability/flexibility

2. What are the benefits of changing the leadership style based on the employees
experience, knowledge, and situation?
Kenneth and Heresy assert that; The effective leader must be a good diagnostician
and adopt style to meet the demands of the situation in which they operates. Different
leadership styles are used that fit to employees on the basis of amount of directions,
empowerment, and decision-making power. An administrative phenomenon reflects the
contingency of leadership, and style, situation and performance criteria have been left to
 suffocate on their own. As a result, employee performance was affected due to lack of
proper direction and application of strategic style in managing daily duties.
The Fred Fiedler presents the theory of Fiedler leadership contingency model
theory in which he proposed that effective employees performance depended upon the
proper match between a leaders ability to lead is contingent upon situational factors that
include the leaders capabilities, preferred style, and behavior, competency of employees.
Leadership is increasingly understood to involve persuasion and explanation as
well as ability to identify, affirm, and renew the values of the group the leader represents.
An effective leader has a responsibility to provide guidance and share the knowledge to the
employee to lead them for better performance and make them expert for maintaining the
quality. The introduction of the clear standards of leadership promotes the core values and
maturity on their role and responsibility.

3. What is the relationship between followership and leadership?

Without followers, a leader is a lonely figure. There is a dynamic relationship of
mutual benefit and support between the leader and the follower. They both need each other,
and the task, organization, business or cause that they serve needs them both.
It is necessary to distinguish between followers and subordinates. Subordinates are
in an inferior position in a hierarchy and are expected to obey commands from the person
in the position of leader. The leader has authority and the subordinate is expected to submit
to that authority. A follower, on the other hands, follows because they wat to. There may
still be a hierarchal structure in place, but they follow because they want to and not because
they have to.
It cannot be assumed that people will follow a leader. The follower has needs tthat
must be satisfied by the leader or they will cease to follow. When they do so, they become
a leader either leading themselves and others away from the organization or leading the
organization in another direction.

4. Define your leadership style, what type of leadership do you work best?
During my 3 years in the university, I have grown as an individual and I believe
that I have become a better and mature person through those years. I have met people and
been inspired by them. I think I am a democratic-type of leader. Some of the qualities I
read that I exhibit are: (1) people oriented, primarily concerned with human relations and
teamwork, (2) more participative and far less concerning, (3) considers each group
members as a unique individual, (4) fosters communication that is open and usually two-
way, and lastly, (5) rather than issuing commands, leader offers information, asks
stimulating questions and make suggestions to guide the work of the group.
 5. Think about people you know in management positions. Are any of them leaders as well?
Describe the characteristic that makes them a leader?
I cant really think of someone I know personally, but I thought of someone else,
someone who I really respect and look up to, which is the executive director of the school.
She is someone I just met recently, and look forward to knowing more. She shows
exemplary leadership and communication skills. She doesnt look like her age, and had
never acted like one. I think what makes her a leader is her assertiveness and integrity. She
stands for what is right and what would never harm others. She trusts and respects her
followers, that makes her followers trust and respect her too. She is honest and
understanding. She is the type of leader who will guide you through the end.

6. Think of people who are not in management positions but are leaders nonetheless. What
characteristics do they have that makes them leaders?
I thought of my mother who is working in a company. She is not in a management
position, but she works like one. Her position does not exactly match what she does at
work. One thing the company has kept her for almost 10 years is her leadership and
management skills. She was not able to finish a 4-year course but she surpassed those who
has. What makes her a leader is her analytical judgment, charisma, flexibility, and high
level of personal drive. The owners of the company loves and supports her for her level of
competency and attitude at work. Most important of all is that even though she spends her
time working competently, she never forgets to provide time to care for us and be a mother.
I think that is the most important characteristic that made her a leader.

REFERENCES:
https://www.omicsonline.com/open-access/effect-of-leadership-style-on-employee-
performance-2223-5833-1000146.php?aid=58917
https://www.knockalla.net/followership-is-as-important-as-leadership/
 NCM -107

Nursing Leadership and

Management

Submitted by:

Ysmael, Ma. Jorgia Nichole L.

BSN-4A

Submitted to:

Ms. Arlene B.Masiado