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Kepemimpinan Dalam
Keperawatan

Debie Dahlia, SKp., MHSM., ETN
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Background
Nursing, in any role, is a people business
Nurses are becoming a part of a work group where members
spend at least a third of their day interacting with each other
Therefore, nurses must be prepared to use interpersonal,
leadership, and management skills to be effective in their role
as a provider of patient care

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Management versus Leadership
What Is the Difference Between Management and Leadership?

Although the terms management and leadership are
frequently interchanged, they do not have the same meaning.
A leader selects and assumes the role ; A manager is assigned
or appointed to the role
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Management versus Leadership
Managers have responsibility for organizational goals and the
performance of organizational tasks
Managers, as a providers of care, supervise a team of people
who are working to help patients achieve their defined
outcomes
Leaders are effective at influencing others
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The Functions of Management
Management is a problem-oriented process with similarities to the
nursing process
Management is needed whenever two or more individuals work
together toward a common goal
The manager coordinates the activities of the group to maintain
balance and direction
There are generally four functions the manager performs:
planning, organizing, directing and controlling
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What Is Meant by Management Style ?
The management style in nursing practice vary from
autocratic to laissez faire style
The autocratic manager uses an authoritarian approach to
direct the activities of others
This individual makes most of the decisions alone without
input from other staff members
The emphasis on the tasks to be done, with less focus on the
individual staff members who perform the tasks.
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On the other end of the continuum is the laissez-faire
manager, who maintains a permissive climate with little
direction or control exerted
This manager allows staff members to make and implement
decisions independently and relinquishes most of his or her
power and responsibility to them

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In the middle of the continuum is the democratic manager
This manager is people-oriented & emphasizes effective
group functioning
The goals of the group are identified, & manager is perceived
as a group member who is also its organizer & who keeps the
group moving in the defined direction.
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In choosing a management style, the manager must decide on
levels of control and freedom and then determine which trade-offs
are acceptable in each particular situation.
Leadership, in contrast, is a way of behaving; it is the ability to
cause others to respond, not because they have to but they want to
respond.
Leadership is needed as much as management for effective group
functioning but each role has its place.
The leader focuses a groups efforts on indentifying goals and
carrying out the activities needed to reach those
goals.
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According to Mannion (1998), the major differences between Manager
& Leader are:
Leaders focuses on effectiveness, and managers focus on efficiency
Leader ask what and why, managers ask how
Leaders deal with people and relationships, and Managers deal
with systems, control, and policies
Leaders initiate innovation, and Managers maintain the status quo
Leaders look to the horizon, and Managers look to the bottom line
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Surviving And Thriving As A Leader
1. The leader must maintain balance
2. The leader must generate self-motivation
3. The leader must work to build self-confidence
4. The leader must listen to his/her constituent
5. The leader must have a positive attitude
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The Nurse as Leader
Professional nurse assume leadership in relationship:
With clients
With peers
With other colleagues
With political leaders
With public at large
To influence change and
To enable client to make
optimal choices for health
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The Nurse As Leader
Leadership Within the Workplaces
Staff Nurse as Leader
Nurse Manager as Leader
Nurse executive as Leader
Nurse Student as Leader
Leadership in the Community
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Leadership is what gives nursing its vision and its abilities to
transform clients health.
This transformation occurs through the leaders translation of
vision into reality with clients.
In the transformational, the nurse leader is the coordinator of
communication.
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Both participants influence each other
Sharing of power rather than the wielding of
power by the nurse over the client
Transformational Leadership
Leadership in relation with client
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Role of the Professional Nurse as Patient care
Managers/Leaders
Nurse enters
Relationship
Assessment Nursing diagnoses
Evaluation
Planning
Implementing Intervention
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Peran dan Fungsi Kepemimpinan Dalam
Manajemen Keperawatan
1. Planning
2. Organizing
3. Staffing
4. Directing
5. Controlling
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Leadership Roles in Planning
1. Assesses the organization internal & external environment
2. Demonstrates visionary, innovative, and creative thinking in
organizational
3. Influences and inspires group members
4. Periodically completes value clarification to increase self-
awareness
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5. Encourages subordinates toward value clarification by
actively listening and providing feedback
6. Communicates and clarifies organizational goals and values
to subordinates
7. Encourages subordinates to be involved in policy formation,
policies, procedures, and rules
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Leadership Roles With Organizational Structure
1. Evaluates the organizational structure frequently to
determine if management position can be eliminated to
reduce the chain of command
2. Encourage employees to follow the chain of command
3. Supports personnel in advisory (staff) positions
4. Models responsibility and accountability for subordinates
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5. Assists nursing staff to see how their roles are congruent
with and complement the common organizational task
6. Facilities informal group structure
7. Encourages upward communication
8. Counsels employees who do not follow chain of command
9. Uses committees to facilitate group goals, not delay
decisions
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Leadership Roles in Organizing Patient Care
1. Periodically evaluates the effectiveness of the organizational
structure for the delivery of patient care
2. Determines if adequate resources and support exist before
making any change
3. Examines the human element in work redesign and supports
personnel during adjustment to change
4. Inspires the work group toward a team effort
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5. Examines the unit philosophy to ensure it supports any
changes in patient care delivery system
6. Uses scientific research to support changes in nursing care
delivery model
7. Ensures that nursing care delivery model advances the
professional nursing
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Staffing
1. Plans for future staffing needs proactively
2. Uses the interview process as a means to promote the
organizations image
3. Periodically review induction and orientation programs to
ascertain they are meeting until needs
4. Ensures that each new employee understands appropriate
organizational policies
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5. Infuses a team spirit among employees
6. Serves as a role model to all employees and a mentor to
select employees
7. Observes carefully for signs of knowledge or skill deficit in
new employees and intervenes appropriately
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Directing
1. Recognizes each worker as a unique individual
2. Maintains a positive and enthusiastic image as a role model
to subordinates
3. Demonstrates through actions and words a belief in
subordinates that they desire to meet organizational goals
4. Understands and appropriately uses the informal
communication network in the organization
5. Appropriately observes and interprets
verbal and nonverbal communication of
followers
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Controlling
1. Encourages followers to be actively involved in the quality
control process
2. Uses control as a method of determining why goals were not
met
3. Supports/actively participates in research efforts to identify
and measure nursing-sensitive patient outcomes
4. Uses the appraisal process to motivate employees and
promote growth
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5. Develops employee trust by being honest and fair when
evaluating performance
6. Provides ongoing support to employee attempting to
correct performance deficiencies
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Be A Good Leader
and
Manager