- Most Effective Style
In the following pages of this document two leadership styles will be espoused. Transformational Leadership will be integrated in a case study scenario. This would be done highlight the strengths and limitations of using this model in this particular case study. Next Transactional Leadership style will be compared to Transformational Leadership. It will be embraced in an effort to determine, which one of the leadership styles was most effective in the given case study.
45 year old Mrs. MX arrived at the emergency unit screaming for help. She was transported by the ambulance. A history of headaches; muscle spasms and aggressive behavior with family members was given. Upon arrival to the emergency she was placed in a unit and assigned a registered nurse to monitor her vitals and behavior progress. Nurses were apprehensive towards her expressing fear that she would become aggressive towards them.
She had an anxious look and kept staring at them asking to be sent home. The attending emergency unit physician had not seen Mrs. MX to evaluate her condition while this situation was escalating. After about half an hour more of intermittent screaming claiming that someone is pulling her up to the celling a physician arrived and ordered sedative medication. The assigned registered nurse approached Mrs. MX attempting an explanation that an injection was ordered. Mrs. MX upon hearing the very first words from the nurse, ‘Dr. has ordered’ sprung up from the bed where she was lying and firmly grabbed the nurse’s hand.
The nurse began screaming with such intensity that it was difficult to differentiate patent scream from nurse. Nurses began rushing to the scene. Mrs. MX held the registered nurse tight close to her body. They both fell to the ground. After about 30 seconds of suspense two security officers arrived at the scene, being called by the emergency unit nursing manager. They tried separating Mrs.MX from the nurse. both the nurse and Mrs.MX were helped up to safety. Another staff nurse was assigned to monitor Mrs. MX while an advanced nurse practitioner came and administered the sedative. As the emergency unit manager an incident report was forwarded to me for analysis and intervention.
There are four major elements of transformational leadership applicable to this case study that would build confidence in emergency unit nursing staff when confronted by clients/patents in the caliber of Mrs. MX. First the unit manager in executing transformational leadership offers individualized consideration towards the registered nurse (RN) assigned to Mrs. MX. The manager provided support in assigning another nurse to monitor Mrs. MX. Next she responded with intellectual stimulation by taking risk of sending security support. This was followed by asking an advanced nurse practitioner to administer the sedative instead of the registered nurse (Bass, 2008).
Inspirational motivation was communicated through the manager’s poise in addressing this situation. While the registered nurse was screaming along with the patient, falling to the ground and staff rushing towards the scene, she alerted help of security; reassigned Mrs. MX to another qualified nurse. Mrs. MX’s medication was still administered. In this case it was done by someone more capable of responding to Mrs. MX’s aggression. This demonstration exposed the idealized influence of the nursing manager in delegating staff to respond appropriately in a behavior emergency. Mrs. MX could have become violent to staff and self. However, the idealized influence of this nursing manager filtered the environment through the role modeling behavior in resolving the situation quickly (Antonakis et.al, 2003).
Transactional leadership urges managers to set goals, increasing efficiency in responding to situations such as Mrs. MX’s grabbing of the nurse and both of them falling to the floor. When applying transactional approach the registered nurse would have been censored for losing control and begin screaming as the patient. Nurses rushing to the scene in an effort to give assistance would have been asked to return to their respective sections and maintain the protocol for responding to emergency behavior. The nursing manager instead of being pro-active would have respond according to protocol (Johnson & Craig, 2009).
Perhaps, while trying to observe rules and goals set by the organization regarding emergency behavior response, Mrs. MX the emergency could have become more complicated. For example, Mrs. MX could have become more violent and try leaving emergency unit. A proactive leader would resolve the emergency by adapting an approach consistent with the events of the moment. Regardless of how perfect an emergency behavior plan might be it would not be relevant to every emergency. Therefore, in this situation supervising only without modeling calmness might not have been very effective (Schultz, 2010).
Most Effective Style
In my opinion given the case study regarding behavior emergency management in an emergency health care setting, transformational leadership is most effective. This is most important, when patients display unusual behavior in a non-psychiatric environment. Transformational leadership would empower staff towards critical thinking rather than responding to unexpected events based on goals set by the organizations. While respecting goals established by and for the health care institution has its significance; articulating a transformational approach enhances to performance levels above a reward and punishment model espoused by transactional leadership styles.
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examination of the nine-factor Full-Range Leadership Theory using the Multifactor
Leadership Questionnaire. The Leadership Quarterly, 14(3), 261-295
Bass, B. (2008). The Bass Handbook of Leadership: Theory, Research, and Managerial
Applications (4th edition). Free Press
Johnson, H., & Craig, M (2009). Leadership: A Communication Perspective. Long Grove, IL:
Schultz, D. (2010). Psychology and work today. New York: Prentice Hall.