How Transformational Leadership Compares with My Leadership Style.
As a transformational leader, I actively solicit feedback and engage in collaborative goal-setting with staff rather than taking a top-down approach (Niinihuhta et al., 2022). Yet, working in a bureaucratic system, I occasionally find myself issuing directives from the administration in a transactional manner instead of working to translate and implement changes collaboratively with my team. As a result, most of my staff fear coming to me and reporting any safety issue they experience.
I strive to be a strong role model by demonstrating competence, integrity, and high ethical standards. But there are moments when the tremendous responsibilities of my role overwhelm my capacity. My vision is to build communication channels and support systems to empower nurses and nurse leaders to reach their highest potential while providing compassionate care. I aim to foster resilience within myself and my team. I believe that through open communication I aim to create, my nursing staff will be willing to share with me their plights.
Two Leadership Theories
Two leadership theories that can be used to address the problem are transformational and transactional. Transformational theory focuses on promoting innovation and change within an organization. However, transactional theory ensures that processes are implemented as quickly as possible. Transformational theory should effectively address workplace bullying by promoting teamwork and open communication.
Workers who learn to work as a team are less likely to bully each other (Niinihuhta et al., 2022). Also, this form of leadership promotes open communication and creates a safe space where workers can share their ideas, and thus, they are more likely to report when they are being bullied.
Transactional also addresses workplace bullying by promoting collaboration and teamwork. In this theory, staff is needed to work together and move quickly to achieve the goals of an organization. This theory also addresses the problem by clearly communicating rewards and consequences. Leaders can use this leadership style to effectively communicate the consequences of bullying each other in the workplace.
The Role of Nurses
Nurses have many roles in preventing workplace bullying to promote safe and quality patient care. One of the roles of nurses is to report any form of workplace bullying to the hospital authorities (Anusiewicz et al., 2020). Nurses are responsible for ensuring the health and well-being of each other. Thus, they must report any form of bullying.
Another role is to advocate for their fellow nurses. They can do this by confronting nurses who are bullying others. They also have a role of behaving professionally and respecting each other’s space in the workplace (Anusiewicz et al., 2020). Nurses are expected to maintain professional conduct by working with integrity and respecting each other.
Conclusion
Workplace bullying is a serious problem. It can lead to high nurse turnover, low patient satisfaction, and fatigue among nurses. It can also negatively impact morale of nurses and lead to physical injuries. It can be addressed by adopting a zero-tolerance to workplace bullying. Practicing transformational leadership can also help in addressing the problem.
References
Anusiewicz, C. V., Ivankova, N. V., Swiger, P. A., Gillespie, G. L., Li, P., & Patrician, P. A. (2020). How does workplace bullying influence nurses’ abilities to provide patient care? A nurse perspective. Journal of Clinical Nursing, 29(21-22), 4148–4160. https://doi.org/10.1111/jocn.15443
Jang, S. J., Son, Y. J., & Lee, H. (2022). Intervention types and their effects on workplace bullying among nurses: a systematic review. Journal of Nursing Management, 30(6), 1788-1800. https://doi.org/10.1111/jonm.13655