Assessment 1: Leadership Styles Application

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Student Name

Capella University

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Course Name

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Prof Name

MARCH 26, 2024

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Application of Leadership Styles
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Leadership challenges vary across different contexts, and in healthcare, leaders hold a vital role
in improving care quality and impacting patient outcomes. Effective leadership in this sector
involves managing workflows, ensuring employee satisfaction, facilitating information sharing,
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and achieving positive clinical results. Additionally, leaders contribute to shaping organizational
culture. Guiding and realigning staff in leadership roles is often necessary to maintain a
productive and safe workplace environment. Various leadership styles are recognized in
healthcare, and the ability to make informed decisions and prepare for potential challenges is
essential.
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Illustrative Case Study

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Consider Marty, an African American healthcare worker with over six years of experience caring
for rehabilitation patients at a university healthcare facility. Marty provides care independently to
patients admitted to hospitals across the town and has been employed in an office setting for
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over two years. Marty's mother was diagnosed with dementia three years ago, and Marty has
since assumed responsibility for her mother's daily care needs. This responsibility has led to
work-related challenges, with Marty consistently arriving late and leaving early. Despite
colleagues' frustration, Marty has disclosed a sleeping disorder but refuses to use a CPAP
machine.

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Colleagues and clinical staff have reported Marty's behavior to her supervisor, suggesting the
hiring of additional nurses due to her inability to fulfill responsibilities. However, Marty is
currently on Family and Medical Leave Act (FMLA), and her supervisor is aware of these issues
without taking any action.

Relevant Leadership Styles and Practices

Three key leadership styles relevant to this situation are democratic, transactional, and
transformative. Transformational leadership inspires change, builds trust, encourages creativity,
and empowers team members. This style enhances team performance, motivation, and

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psychological empowerment, and reduces work-related fatigue.

Transactional leadership focuses on daily tasks, emphasizing short-term goals, rewards,

recognition, and intervention as needed. Combining transactional leadership with other styles,

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such as transformational leadership, can yield better results.

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Democratic leadership involves inclusive decision-making and respect for employee input. It
fosters teamwork and empowers employees in policy development and implementation.
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Applicable Leadership Style in the Case Study

Considering Marty's situation, a transformational leadership style is most suitable for her
supervisor and colleagues. Despite Marty's FMLA status, implementing transformational
leadership can draw attention to the problems and motivate the team to address the issues
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causing a negative work environment. This approach can create a positive work environment
where employees' concerns and suggestions are considered, preventing feelings of neglect and
potential office issues. However, it may be challenging to inspire employee loyalty initially due to
prolonged inaction on Marty's behavior. Introducing a reward system with clear goals can
change the office culture, enhance performance, and encourage Marty to adhere to her
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schedule and reduce absences.

Positive and Negative Implications

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Implementing this leadership approach has several advantages, including recognizing and
rewarding employees for their extra efforts, fostering a healthy work culture, and enhancing
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knowledge and experience for all staff members. However, it is essential to monitor potential
occupational stress caused by transactional leadership, which may require employees to
consistently exceed expectations for gratification. Marty may not respond positively to this style,
resulting in continued dissatisfaction among her colleagues.

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A democratic leadership style is suitable for this situation as it allows employees to contribute to
decisions, addressing their concerns about Marty's work attitude and punctuality. Marty may
re-engage with her job by participating in decision-making processes and regaining a sense of
purpose.

Implementing this leadership approach can strengthen Marty's relationships with her colleagues
and supervisor, improve employee engagement, and promote effective collaboration without
causing issues. However, the democratic style's drawback is the time and patience required to
engage employees and obtain their input, which may be limited in this busy healthcare setting.

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References
Cummings, G. G., Lee, S., Tate, K., Penconek, T., Micaroni, S. P., Paananen, T., & Chatterjee,
G. E. (2021). The essentials of nursing leadership: A systematic review of factors and

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educational interventions influencing nursing leadership. International Journal of Nursing
Studies, 115, 103842. https://doi.org/10.1016/j.ijnurstu.2020.103842

Holmgren, J., Paillard‐Borg, S., Saaristo, P., & von Strauss, E. (2019). Nurses’ experiences of
health concerns, teamwork, leadership, and knowledge transfer during an Ebola outbreak in
West Africa. Nursing Open, 6(3), 824-833. https://doi.org/10.1002/nop2.258

Nawaz, S., & Khan, I. U. (2020). The Leadership Styles and Occupational Stress: The Mediating
Role of Emotional Intelligence. Academic Journal of Social Sciences (AJSS), 4(4), 906-917.
https://doi.org/10.54692/ajss.2020.04041198

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Oliveira, C. D., Santos, L. C. D., Andrade, J. D., Domingos, T. D. S., & Spiri, W. C. (2020).
Leadership in the perspective of Family Health Strategy nurses. Revista Gaucha De
Enfermagem, 41. https://doi.org/10.7748/nr.13.4.93.s13

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Richards, A. (2020). Exploring the benefits and limitations of transactional leadership in
healthcare. Nursing Standard, 35(12), 46-50. https://doi.org/10.7748/ns.2020.e11593

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Robbins, B., & Davidhizar, R. (2020). Transformational leadership in health care today. The
Health Care Manager, 39(3), 117-121 https://doi.org/10.1097/01.hcm.0000285014.26397.e7
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