Coupled Effect of Knowledge and Leadership, Essay Example

Introduction

Mintzberg’s ( 1990) Ten Management Roles include being monitor, disseminator; spokesperson; figurehead; leader; liason; entrepreneur; disturbance handler; resource allocator and negotiator ( Mintzberg, 1990). Even though these roles have been espoused theoretically as a nurse manager, it may not be necessary that all these roles are undertaken at any given time together. Most managers are forced to be negotiators; leaders of their teams; resource allocators; disturbance handlers; spokesperson and monitor.

Development (Strengths)

Strengths of mine pertain to executing a democratic leadership style and being a negotiator for my staff and pateints. According to Mintzberg’s (1990) Ten Management Roles theory a manager who is a leader must demonstrate qualities that provide motivation as well as possess the ability to train and advise. In applying democratic leadership my staff and pateints have opportunities of participating in planning care be it nurses for pateints or pateints for themselves. Subordinate staff understands that their contribution towards formation of polices on clinical areas and within the organization is essential.

The negotiator’s role takes me into being an advocate for both my subordinate staff and pateints. For example, whenMintzberg’s (1990) assumes leaders to be negotiators it means that they are expected to represent the department at union forums by defending the interest of the organization and employees. This activity is important and I am motivated when negotiations are made and decisions are made for enhancing of the organization’s progress, quality of pateints’ care and staff dedication to their duty(Akhtar, 2010).

Development (weaknesses)

However, my weaknesses lay in being a disturbance handler and resource allocator. In handling disturbances Mintzberg’s (1990) expects the leader to take corrective measures during a crisis; resolve conflicts among staff and adapt to external changes. The most difficult part for me is resolving conflict because some conflicts are not easy to resolve without creating some emotional adjustments. These take many forms inclusive of disciplining staff, which may affect their future on the job. Often when disciplinary actions are taken by a manager it creates difficult relationships with subordinate staff. Subsequently, an unhealthy/ tense industrial environment emerges (Akhtar, 2010).

Being a resource allocator is also a difficult role for me to execute efficiently. It is expected that the manager sets priorities, makes schedules, allocate duties and budget. It is common knowledge and human resource allocation in nursing science has its limitationsdue to immense shortages, attrition and difficulty retaining qualified staff. Importantly, when there is enough staff to manage a shift it is simple allocating resources. Also when there is enough money allocated to operate the organization this becomes an easy task. However 21^st century nursing managers do not have this luxury of enough human and financial resources.

Conclusion (steps intended taking to reinforce your strengths and correct weaknesses

To enhance my strengths it would be necessary expanding the democratic process encouraging more staff to take up leadership positions within the organization through training. Strategies will be developed to acknowledge subordinate staff‘s contribution to the decision making process by recognizing their effort by granting them an award. As negotiator, it would beworthwhile improving my negotiation skills by attending workshops that can facilitate the process.

In resolving my two weaknesses developing an effective communication mechanism to minimize conflicts within the organization and among staff/pateints and administration would be designed. An open channel of communication whereby grievances can be aired and resolved before escalating into conflict will be established. Most conflicts are due to poor communication tactics. With regards to allocation of resources in cases of shortages as a manager in such a situation adapting rationing techniques would be necessary. However, the can greatly compromise the quality of service pateints receive.

References

Akhtar, S. (2010). Coupled Effect of Knowledge and Leadership. Word Applied Sciences Journal, 10(2); 173-178.

Management tools (2014). Mintzberg’s Ten Management Roles. Retrieved on May 15^th 2014 from http://www.lmcuk.com/management-tool/mintzberg-s-ten-management-roles

Mintzberg, H., 1990. The Managers Job, Folklore and Fact. Harvard Business Review, 68: 2.