Transformational leadership is the most effective leadership style to retaining highly qualified nurses

 Transformational leadership is the most effective leadership style to retaining highly qualified nurses

Thesis statement: Transformational leadership is the most effective leadership style to retaining highly qualified nurses.

I.. Transformational leadership can be the most effective leadership style to positively affect the workplace environment.

1. Transformational leadership in nursing can be defined as leading “through inspiration, motivation, and building strong relationships” (Northouse, 2016, p.161). (1)
2. Transformational leadership influences employees’ work experience.
3. There is a significant difference between transactional and transformational leadership style and the effects they each have on employees. (5)

1. Transformational leadership improves nursing job satisfaction, performance, and retention.
2. Transformational leaders have the opportunity to improve nurse job satisfaction and performance.
3. The leadership style of the nurse managers can impact “a staff nurse’s decision to leave his/her current position.”

   Don't use plagiarised sources.Get your custom essay just from $11/page

   GET CUSTOM PAPER
4. Healthcare organizations have an important role in training leaders in the methods of the transformation leadership style to retain highly qualified nurses. (2)
5. Transformational leadership includes encouraging professional development and growth which in turn improves retention. (1)

1. A leaders’ relationship with their staff members can affect productivity levels. (3)

1. Transformational leadership helps to avoid turnover rate and keep employees engaged.
2. Engaged nurses directly affect continuity of care which provides better patient healthcare.
3. Nursing retention allows for cost effectiveness in healthcare organizations.

References

Cummings, G. G., MacGregor, T., Davey, M., Lee, H., Wong, C. A., Lo, E., … Stafford, E. (2010, March 2010). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International Journal of Nursing Studies, Volume 47(3), https://doi.org/10.1016

Faan, S. C. (2008, October 2008). Leaders Explore Nursing Retention Issues. AORN Journal, Volume 88, 639.

Gardner, B. D. (2010, August 2010). Improve RN retention through transformational leadership styles. Nursing Management, 9-12. https://doi.org/10.1097/01.

Hayati, D., Charkhabi, M., & Naami, A. (2014, January 10, 2014). The relationship between transformational leadership and work engagement in government hospital nurses. NCBI; a survey study. https://doi.org/10.1186/2193-1801-3-25

Northouse, P. G. (2016). Leadership: Theory and Practice, Seventh Edition. SAGE Publications, Inc.,20160211.

Ribelin, P. J. (2003, August 2003). Retention reflects leadership style. Nursing Management,  18-19. Retrieved from www.nursingmanagement.com

Tilliot, S., Walsh, K., & Moxham, L. (2013, March 2013). Encouraging engagement at work to improve retention. Nursing Management, Volume 19, 27-31.

Van Oyen Force, M. (2005, July/August 2005). The Relationship Between Effective Nurse Managers and Nursing Retention. JONA, Volume 35(7/8), 336-341.