Engagement in medical care abates year in a year out in direct proportion to growth of necessity in such personnel. This trend dictates a strong requirement in development and support of leadership and management processes, to maintenance proper salubrious climate within a team and personnel motivation. The analysis of recent research has shown that just over 10 % of engaged workers in the area of health care strive to take leading positions and assume additional risks and responsibility (Bulmer, 2013, p. 133-134).
Importance of Leadership in Medical Care
Specialists of healthcare realm are verily doomed for the lifelong education and self-perfection. Therefore working as a nurse carried with constant stress by high daily workload and some percentage of risk. When taking an additional role of nurse leader it is getting to be even more stressful. It can be attributed with fear to find oneself without any support from the side of family or supervisors, through the anxiety to fail, worries for outcomes. The latest studies has shown that young specialists, who have two years of experience or less, consider a possibility to become a leader, whether formal or informal, with much stronger optimism and hunger, than their much more experienced and knowledgeable colleagues. Besides, a dual risk and responsibility considered as inalienable part of career promotion (Bulmer, 2013, p. 133-134). Thus, it is reasonable to assert that exactly young specialists, with high level of ambitions, have to become an engine of leadership progress.
Leader is the one who is able to inspire co-workers for innovations, to find the right words for each member of a team. Working in a team is sometimes a double pressure, since you have to find the balance and appropriate form of exactingness. The ability to think coherently and impartially is another important feature of a genuine leader. Effective team leader is the one who is attentive to achievements of his peers, who demonstrates recognition of somebody’s endeavors, assurance in aptitudes (if needed), and support in ambiguous situations. Any leadership has to be based on solid knowledge and experience, yet not only on personal charisma. (Desjardins, 2012, 20-38). It makes sense to state, that the presence of talented mentor within a team of nurses leads to proper and well-timed connection with a team of managers.
Management and its distinction from leadership.
In general, management is an administrative function, which is focused on designing and spreading methods of productive work organization, shaping reasonable, attainable and intelligible goals, upgrading time effectiveness, discovering blind sides in customer service. Overall, good management helps to understand an importance of accountability and responsibility (Thompson, 2009). Theoretically, it makes sense to assert that manager is the one who endowed with formal authority to give directions. However, practically, authority is often being shared (Janice & Hartley, 2004, p. 491-492).
Whereas manager is formally responsible for work organization, doing things right and according to the instruction, than leader has no formal responsibility, no official education or diploma. Leader can take any position, yet to be a head of a team, but not conversely. According to Bennis (2009) one of the points from the list of differences is “The manager does things right, the leader does the right thing”. An ideal situation is when these two qualities combined in one person. Thought, it happens quite seldom. In addition, these two representatives should work in cooperation. In order, one side is to inspire nursing staff to adhere devised rules and methodologies, and other side is to detect weak side in organization and react with generation of possible solutions.