Nurs 6035 Module 3 Response To Discussion 1

Nurs 6035 Module 3 Response To Discussion 1: Leadership Theories In Practice

Click here to ORDER an A++ paper from our MASTERS and DOCTORATE WRITERS: Nurs 6035 Module 3

Your assignment woes end here!

Question Description & Instructions

please respond to Frances Cornett and Sona Voskerchyan half a page each
RE: Discussion – Week 4
Practice Leadership Theories

According to Marshall and Broome (2017), leadership requires steadfastness, vitality, communication, integrity, and innovation needed to engage and manage individuals, resources, and knowledge. They also share that the concept is easily identified, but often hard to define. Leadership, is a discipline and art of directing, driving, encouraging, and inspiring a group through the prudent use of power toward the realization of shared goals (Marshall and Broome, 2017). Many theories are available touting the best development of leadership.

Leadership Key Insights

Marshall and Broome (2017) advise that leadership in healthcare requires understanding the culture, history, and dialect of leadership theories. They emphasize that using one theory as a guide is not wise and that true transformational leaders will develop a solid understanding of all multiple theories and utilize and integrate aspects of different theories best for their practice (Marshall and Broome, 2017).

Duggan et al., (2015) express the significance of leadership, as it is a maneuvering influence involving ample skills, practice capability, and the impact to inspire individuals to strive for implementation of best practices. Marshall and Broome (2017) stress that a precursor for all leaders in healthcare is to be grounded in the ethical standards and values of their field that will allow them to lead with dignity and honor. Hence, they say if leaders do not hold the best interest or trust of those they are leading and representing, leadership is not present (Marshall and Broome, 2017). True leadership is represented by good discernment, shrewd decision making, intelligence, instinctive wisdom and compassion to suffering, sickness, pain, grief, and anxiety (Marshall and Broome, 2017).

Leadership Behavioral Theories

One leadership theory listed by Marshall and Broome (2017) was the emotional intelligence theory which they explain the stance of the theory as emotional intelligence contributing to leadership expertise and knowhow. They say emotional intelligence magnifies ideas of the social and emotional aspects of relationships, complimenting leadership proficiencies (Marshall and Broome, 2017). Domains of the emotional intelligence theory include self-awareness, social-awareness, self-management, and relationship management (Marshall and Broome, 2017). Prezerakos (2018) completed research with the aim to review quantitative and qualitative studies regarding the of nurse leaders and their resulting evidence-based composition. During Prezerakos’ (2018) search on the topic, eleven studies were found with a publishing date ranging from 2000 through 2017. The research found that emotional intelligence is a valuable attribute of nurse leaders and decisively contributes to the triumph of effectual healthcare management (Prezerakos, 2018). Hence, nurse leaders should strive on improving their emotional intelligence.

Another leadership theory listed by Marshall and Broome (2017) was the Herzberg’s motivation-hygiene theory with the major precept of the leader meeting intrinsic and extrinsic needs of followers. They share that the motivation-hygiene theory persists to be foundational in organizations where efficiency is critical (Marshall and Broome, 2017). The theory was first conceptualized it in 1959 and then refined it over the next 24 years.

(Holliman and Daniels, 2018).

Motivation is the variable that is most often associated with job satisfaction and as used in the theory refers to the factors are related to a person’s job satisfaction and include advancement, the work itself, possibility of growth, responsibility, recognition and achievement (Alshmemri et al., 2016). Motivation factors are intrinsic to the job and lead to positive attitudes towards the job because they satisfy the need for growth or self-actualization (Alshmemri et al., 2016). Hygiene as used in the theory as extrinsic factors correlated with reducing the level of job dissatisfaction such as removing health hazards (Alshmemri et al., 2016). Hygiene factors are associated with the environment of the work itself, and include interpersonal relations, salary, company policies and administration, relationship with supervisors and working conditions (Alshmemri et al., 2016).

Alshmemri et al. (2016) researched nurse job satisfaction in three main hospitals in Saudia, Arabia using the motivation-hygiene theory as its theoretical framework. A mixed method design was used as two hundred seventy-two nurses completed surveys to distinguish items associated with job satisfaction (Alshmemri et al., 2016). The findings of the study asserted that the motivation-hygiene theory was important in job satisfaction, but the motivations aspects were found to be more important to employees than the hygienic aspects (Alshmemri et al., 2016).

Nurse Leadership Experience

In the clinic where I work, I see emotional intelligence displayed daily. We have meeting each morning at the beginning of the shift and during that time if an error has occurred, a complaint has been received from a collaborating partner, or a patient has occurred, the incident is discussed along with solutions. The clinic manager is an advance practice registered nurse, who also owns the clinic. The clinic is small and many areas of multitasking are required daily. She always discusses the issues straightforwardly without blame or anger. Then she pleasantly discusses what we might do to avert the incident in the future, allowing for input from employees.

In looking at the motivation aspects of the motivation-hygiene theory, with working in the clinic, I enjoy the work, the responsibility, and the outside collaboration with pharmacists, hospital personnel, and physicians who are in my local area. I am left with a positive attitude daily. In looking at the hygiene aspects of the motivation-hygiene theory, I experience no work hazards beyond what is typical in a clinic setting, the relationship of personnel is good, and company policies are in place and practiced. Salary of working in a clinic would be the negative aspect of hygiene in the clinic setting. However, the salary is comparable to what is being paid locally and have a routine schedule is a good thing while I am in school.

Click here to ORDER an A++ paper from our MASTERS and DOCTORATE WRITERS: Nurs 6035 Module 3

Your assignment woes end here!


Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2016). Job satisfaction of Saudi Nurses working in Makkah Region Public Hospitals, Saudi Arabia. Life Science Journal, 13(12

Duggan, K., Aisaka, K., Tabak, R. G., Smith, C., Erwin, P., & Brownson, R. C. (2015). Implementing administrative evidence-based practices: Lessons from the field in six local health departments across the United States. BMC Health Services Research, 15(1). doi:10.1186/s12913-015-0891-3. Retrieved from

Holliman, A., & Daniels, J. (2018). Faculty motivation in challenging times: Do leadership and cconomic conditions matter? Planning for Higher Education, 47(1), 49–62.

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert clinician to influential leader (2nd ed.). New York, NY: Springer. Chapter 1, “Expert Clinician to Transformational Leader in a Complex Health Care Organization: Foundations”

Prezerakos P. E. (2018). Nurse managers’ emotional intelligence and effective leadership: A review of the current evidence. The open nursing journal, 12, 86–92.

Sona Voskerchyan
RE: Discussion – Week 4
“A leader is one who knows the way, goes the way, and shows the way.” This is a famous quote from John C. Maxwell that I encountered when reading the textbook for my Evidence-Based practice class (Melnyk & Fineout-Overholt, 2018, p. 373). The quote caught my attention and I made sure I read it to my supervisor and tell him that this quote was about him. There are many leadership theories ranging from behavioral, trait, situational, constituent, and interaction leadership models that can be encountered in today’s’ modern literature (Marshall & Broome, 2017, pp. 8-12). According to Marshall & Broome (2017), transformational leaders are able to guide others toward a desired result and they have a good judgment, knowledge, wisdom, wise decision-making ability, sensitivity to others’ situation, they have emotional intelligence, they pay attention to people’s spiritual sides and they have the ability to empower others (pp. 14-15).

To me, a true leader is one who has emotional intelligence and has empowering skills. An emotionally intelligent person has the ability to relate with others and themselves in daily pressures of lives, they are aware of their needs as well as the needs of others (Huand, et al., 2018). Although some people are born with this trait, emotional intelligence can be achieved by empathic listening to others as well as to self (Marshall & Broome, 2017, p. 14). I started my discussion post by a famous quote that reminded me of my supervisor. To me, he is an ideal supervisor. Although he meets all the above-mentioned descriptions, his emotional intelligence and the empowering skills are what I value the most. He is approachable, trustworthy, has the ability to listen to others’ needs, assist, advocate, and empower them when there is a need.

One thing I noticed working as a nurse is that people are resistant to change whether it be an implementation of a new practice or a change to an old practice. It is easy to follow a leader when they have a clear vision and have good justifications of why changes need to be done and why things need to be done in a certain way. A leader is someone who makes people follow them in a place that otherwise people would not ordinarily go (Laureate Education, 2014). The ability to relate to others’ feelings, thoughts, and limitations as well as to be aware of your own feelings is a very important component in this process. It is also very important that the leaders communicate in an impowering manner. Acknowledging that it might be a difficult process for the followers to go through a change but let them know that they have the power, the knowledge, the ability, and the capability to do it, explaining clearly the evidence supporting the innovations, seeing the followers as partners, acknowledging each and every individual’s importance regardless of what position they hold is what true leadership is. This is the empowering skill of the leader; to make everyone feel important. A simple “hello partners” greeting words that my supervisor uses every time he enters the unit, makes us feel important, gives us a sense of power, and makes us feel appreciated.

Another leadership skill that I highly value is communication skills. The way and the tone of voice in which each message is communicated makes a huge difference in the outcome the messenger will get from the followers. If the change is communicated as a demand, something that needs to be done without any reasoning behind it, the resistance will be big. People who communicate the message in a soft voice, giving sufficient explanation as to why change needs to be done as well as listen to the arguments that the followers might bring up, are more likely to have a smooth implementation of their plans. I believe that the same message can work magics if communicated in a way that the receiver wants to hear it. This again leads to emotional intelligence, someone’s ability to relate to others’ feelings, emotions, and needs as well as your own feelings and needs.


Huang, S., Kuo, M., Yang, L., Hsiao, S., & Yang, T. (2018). The impact of transformational leadership and

empowerment perception on nurses’ job stress. IOSR Journal of Nursing and Health Science (IOSR-JNHS), 7(3), 23-29.

Laureate Education (Producer). (2014). Leadership (Video file). Baltimore, MD: Author

Marshall, E., & Broome, M. (2017). Transformational leadership in nursing: From expert

clinician to influential leader (2nd ed.). New York, NY: Springer.

Melnyk, B. M., & Fineout-Overholt, E. (2018). Evidence-based practice in nursing &

healthcare: A guide to best practice (4th ed.). Philadelphia, PA: Wolters Kluwer.

Click here to ORDER an A++ paper from our MASTERS and DOCTORATE WRITERS: Nurs 6035 Module 3

Your assignment woes end here!

Who We Are

We are a professional custom writing website. If you have searched a question and bumped into our website just know you are in the right place to get help in your coursework.

Do you handle any type of coursework?

Yes. We have posted over our previous orders to display our experience. Since we have done this question before, we can also do it for you. To make sure we do it perfectly, please fill our Order Form. Filling the order form correctly will assist our team in referencing, specifications and future communication.

Nurs 6035 Module 3


Is it hard to Place an Order?


1. Click on the  “Order Now” on the main Menu and a new page will appear with an order form to be filled.

2. Fill in your paper’s requirements in the “PAPER INFORMATION” section and the system will calculate your order price/cost.

3. Fill in your paper’s academic level, deadline and the required number of pages from the drop-down menus.

4. Click “FINAL STEP” to enter your registration details and get an account with us for record-keeping and then, click on “PROCEED TO CHECKOUT” at the bottom of the page.


100% Reliable Site. Make this your Home of Academic Papers.

Order Button Paypal

Always Order High-Quality Academic Papers from HERE 


5. From there, the payment sections will show, follow the guided payment process and your order will be available for our writing team to work on it.


We will process your orders through multiple stages and checks to ensure that what we are delivering to you, in the end, is something that is precise as you envisioned it. All of our essay writing service products are 100% original, ensuring that there is no plagiarism in them. The sources are well-researched and cited so that it is interesting. Our goal is to help as many students as possible with their assignments, i.e. our prices are affordable and services premium.

Looking for a Similar Assignment? Order a custom-written, plagiarism-free paper

Your assignment woes end here!

Get a 25 % discount on an order above $ 100
Use the following coupon code :