Leadership & Management Flashcards
Leadership
Leadership: ability to guide or influence others
Management
Management: coordination of resources (time, people, supplies) to achieve outcomes
People are led, whereas activities an things are managed
Power
Power: ability to motivate people to get things done with or without the formal right granted by the organization
Authority
Authority: legitimate right to direct others through an authorized position in an organization
Reward power
Reward power – ability to reward others for complying (money, desired assignments or acknowledgment)
Coercive power
Coercive power – Is based on fear or punishment for failure to comply
Legitimate power
Legitimate power – based on an official position in the organization. The manager has the right to influence staff members and staff members have an obligation to accept the influence
Referent power
Referent power – The admired and respected nurse is able to influence other nurses
Expert power
Expert power – If someone has an expert knowledge in something then they gain respect from others
Connection power
Connection power – Is based on the person relationship with someone who is powerful
Informational power
Informational power – A person possession of information that is needed by others
Transactional leader
is concerned with the day-to-day operations of the facility/unit
Transformational leaders
Committed to organizational goals and clearly communicate vision and direction
Empower the work group to accomplish goals
Impart meaning and challenge to work
Are admired and emulated
Provide mentoring to individual staff members on the basis of need
What are the three major areas required for effective leadership
- Technical skills: clinical expertise and nursing knowledge
- Human skills: ability and judgment to work with people in an effective leadership role (Maintain honest and integrity; create a learning environment, develop an open nonthreatening environment)
- Conceptual skills: ability to understand the complexities of the overall organization and to recognize how one’s own area of management fits into the overall organization.
Name and explain the 3 management styles
Authoritarian: makes all decisions with no staff input and uses the position to accomplish goals
Democratic: encourages staff involvement in goal setting, problem solving, and decision making
Laissez-faire: provides little direction or guidance and will forgo decision making
What are the five management functions
- Planning
- Organizing
- Staffing
- Directing
- Controlling
Explain Planning
Decide in advance what to do; how, when, and where it is to be done; and who is to do it
All management functions based on planning
Explain Organization
Establish formal structure to define the lines of authority, communication, and decision making
Define roles and responsibilities for each level of management and staff
Coordinate activities with other departments
Communicate to ensure a smooth workflow
Components of organizing:
Organizational chart
Policies and procedures
Job descriptions
Explain staffing
Determine the number and type of staff needed
Recruit, interview, select, and assign personnel
Orient, train, socialize, and develop staff members
Implement ongoing staff development programs
Implement creative and flexible scheduling
Explain Directions
Clearly communicate performance expectations
Create a motivating climate and team spirit
Positive reinforcement in the form of a sincere thank you is a powerful motivational resource
Role model expected behaviors
Manage conflict and facilitate collaboration
Explain Controlling
Ensure that employees accomplish goals while maintaining high-quality performance
Establish performance or outcome standards
Measure and evaluate performance against established standards
Determine an action plan to improve performance
Explain Lewin’s stages of change
Unfreezing stage: change agent promotes problem identification and encourages awareness of the need for change
Moving stage: change agent clarifies the need to change, explores alternatives, defines goals and objectives, plans the change, and implements the change plan
Refreezing stage: change agent integrates the change into the organization
