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Healthy working areas are necessary in preserving positive interactions amongst nurses and between the patients and the nurses. The stressors within nursing may cause burnout and nonattendance or absenteeism which then may cause a shortage in health care (Shirey, 2006). A leader is vital in helping to maintain retention of the nursing population as this person will have positive influence on the environment where nurses practice. A smooth operating environment is likely to have excellent results for the nurse and the patient.

This paper will talk about the nurse to patient ratio, describe leadership with management, along with a contrast and compare of the two. Furthermore, this paper will speak on the personal and professional methodology of leadership based on this writer’s philosophy. Nurse to Patient Ratio Nurses follow a mission when providing care to patients who need support and healing. Many times over, the patients outnumber the nurses in many communities and institutions. When these occurrences happen, it puts stress on the nurses, their nursing care, and on the leaders and managers.

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“Nursing shortages and health care reform have had a strong impact on the creation of current and evolving types of patient care delivery models” (Huber, 2010). In rearranging patient care, adding health care professionals with multiple skills is likely to help the nurse provide better patient care. The new arrangement created an undesirable effect with nurses and on the care of patients. “Nurse staffing intensity, which is expressed as the ratio of RNs to patient census in hospitals, has been associated with lower mortality in hospitals” (Huber, 2010).

With an increase in the nurse to patient ratio, the way nurses care for patients can be compromised with undesirable patient results. Leadership and Management Leadership Huber (2010) states “leadership is defined as the process of influencing people to accomplish goals. ” The sound voice of the group is the leader who acts as a cohesive bond for the group to hold strong together and support each other. As long as there is togetherness and support in the group, everyone can benefit personally and professionally including the patients. Leading others is about persuasion (Huber, 2010).

As leaders, wanting to collaborate, connect, form relationships, and share a vision is part of this process. The communication and personal association with group followers makes and builds close bonds that lead to friendships. The leader works to earn the trust of the group hoping to gather information; key information pertaining to how fellow coworkers are coping on the job personally and professionally. Management “Management is defined as the coordination and integration of resources through planning, organizing, coordinating, directing, and controlling to accomplish specific institutional goals and objectives.

” (Huber, 2010) The manager works as the supervisor on the unit. Most major problems are dealt with by management. The manager is seen on a higher level as a leader and focusses on goals and success (Huber, 2010). Managers look at the whole organization or company. They are not essentially thinking on the same level as employees. Leadership and Management Comparison and Contrast The approach of the leader in seeking a resolution regarding nurse to patient ratio may be an approached directly. Leaders have to be aware of the number of staff nurses needed to run a unit.

Leaders work extra hard in order for small miracles to happen to insure patient and employee safety. Part of insuring patients’ safety is having the proper number of health care workers on the unit. Nurse leaders give employees respect and strive to be fair (Shirey, 2006). This happens in a healthy working environment. Also, a leader values and cares about each employee as an individual person. Leaders possess the skill to empower each employee to make decisions that support professional and personal growth.

This given empowerment provides nurses a voice in speaking up about patient workloads. The manager approach to the nurse to patient ratio may be more indirect. Managers tend to communicate with nurse leaders regarding work conditions in the unit. At the level of management, performance matters most and patient satisfaction is important. As long as nurses perform to the best of their ability, patient satisfaction will increase. “In nursing, the management process consists of gathering data, planning, organizing and administrating staff, leadership, and control.

Viewed as a management activity, the allocation of staff entails the maintenance of a proper workers-to-work ratio and is therefore essential for a favorable outcome” (Fagerstrom, 2009). “Leadership is influencing people and in contrast, management involves influencing employees to meet goals and is focused primarily on organizational goals and objectives” (Huber, 2010). A few contrasts are mentioned within the textbook reading. “The leader focuses on people, whereas the manager focuses on systems and structures. A leader innovates whereas a manager administers.

And managers cope with complexity whereas leaders cope with change. ” (Huber, 2010) Approach to Leadership The leadership approach suits this writer’s nursing philosophy. This writer believes in similar values as that of a leader. This writer does her best work on the front lines of nursing; collaborating with teams, communicating with fellow nurses, and coordinating patient care. This writer is motivated by encouraging others to be the best and celebrates their accomplishments. This writer mentors nurses to help them reach their full potential.

This writer supports health care employees and is committed to creating a cohesive working environment. Professional and personal growth are the objectives here. Conclusion Leadership and management together perform a number of jobs and have plenty of expectations from the staff. Both leaders and managers encourage their staff to reach beyond their expectations in providing quality care to patients and looking each other when patients outnumber nursing staff. Happy, healthy staff members perform a job well. Without staff support, a business does not operate smoothly or at its best.

Those leading the unit must be attentive regarding staff conditions and staff workload. References Fagerstrom, L. (2009). Evidence-based human resource management: a study of nurse leaders’ resource allocation. Journal of Nursing Management, 17(4), 415-425. doi:10. 1111/j. 1365-2834. 2009. 01010. x Huber, D. (2010). Leadership and Nursing Care Management, 4th Edition. W. B. Saunders Company. Shirey, M. (2006). Authentic leaders creating healthy work environments for nursing practice. American Journal of Critical Care, 15(3), 256-268.

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