Sample Nursing Essays on Nurse Leader as A Change Agent

In a new organizational environment, the objective of the businesses or even the leaders is to bring a positive change within the organization. As such, it is important for the organizations to recruit people who are capable of initiating and handling change effectively. However, the organization also has to identify the personality profile of a person able to fulfil the requirements of a given position. This paper mainly focuses on the role of the nurse leaders as a change agent to diverse populations.

Personal traits have over the years been associated with the requirements of a successful organization and career change. A nurse leader as a change agent should be flexible (de Caluwé & Vermaak, 2016). Being open to change often requires an effective and entrepreneurial attitude. The nurse leader should be able to adopt creative concepts into the organization to help grow and exploit more opportunities. Moreover, the nurse leader should have diversified knowledge. This means that a nurse leader should not just confine his or her knowledge within their industry but should also acquire relevant knowledge from other fields and try to spot new opportunities for growth. Priority and focus should also be a quality of an effective change agent. To create change, a nurse leader or a change agent should identify and focus on specific priorities to the overall business or organizational performance and goals. Furthermore, a nurse leader as a change agent should have effective listening skills (Black, 2015). They should explore various people’s perspectives as well as take them into account when making solutions for given business or organizational challenges. Nurse leaders as agents of change must be accountable for their team’s performance. They always have to make decisions that go against dissenting opinions and be ready to handle and account for any problems encountered within the organization.

Nurse leaders and managers often play a crucial role in creating an effective change in complex and diverse healthcare systems. They often play a consulting role, from which they keep the employees in touch with the data from the external environment. They also help the employees to generate data from the internal environment. These generated data often help the employees to find applicable solutions to various problems the organization might be facing. In addition, they act as trainers (Leathers, Spielfogel, Blakey, Christian, & Atkins, 2016). They often provide the employees with a new set of skills such as the ability to translate and utilize the generated data to find solutions for the organizations’ future problems. Also, they take the role of the researcher. They often explore new strategies and evaluation design that are used to solve the current as well as future organizational problems.

Diversity and quality health care are inseparable in the health sector. Both of them create a path that leads to improved health care services, eliminates the disparities within the sector, and increases the public’s access to care services. To achieve that, nurse managers often act as full partners with physicians and other health professions (Shpigelman, Zlotnick, & Brand, 2016). As such, significant redesign and reform efforts have been encountered across the healthcare system. Also, the nurse managers translate the research findings into the practice environment that helps the diverse relevant population to find solutions to current and future health care system problems.

In sum, change agents play a significant role in an organization’s performance. As such, before recruiting any person into an organization, the management should scrutinize the personality profile and skills of the individual before being given a position within the organization. Nurse leaders should also build a good working relationship with the health sector diverse population in order to enhance the health care system.

 

 

References

Black, S. A. (2015). Qualities of effective leadership in higher education. Open Journal of Leadership4(02), 54. Retrieved from https://pdfs.semanticscholar.org/04f0/3e5bcda6d3c05d6ef8ab80413f28122cffa9.pdf

de Caluwé, L., & Vermaak, H. (2016). Knowing Yourself as A Change Agent. Consultation for Organizational Change Revisited, 185. Retrieved from https://books.google.co.ke/books?hl=en&lr=&id=aAcoDwAAQBAJ&oi=fnd&pg=PA185&dq=5+Characteristics+of+a+Change+Agent&ots=ptw3hUPFFI&sig=3svh0–QSS23CeA2fg60ZGGkICc&redir_esc=y#v=onepage&q&f=false

Leathers, S. J., Spielfogel, J. E., Blakey, J., Christian, E., & Atkins, M. S. (2016). The effect of a change agent on use of evidence-based mental health practices. Administration and Policy in Mental Health and Mental Health Services Research43(5), 768-782. Retrieved from https://link.springer.com/article/10.1007/s10488-015-0694-1

Shpigelman, C. N., Zlotnick, C., & Brand, R. (2016). Attitudes toward nursing students with disabilities: Promoting social inclusion. Journal of Nursing Education55(8), 441-449. Retrieved from https://pdfs.semanticscholar.org/af81/67a0e7c6ffc4e1dd55fdcc1e075714249b77.pdf