Leadership & Management in Nursing Shortage & Nurse Turnover
Staff members prefer managers who support and provide them with information, resources, and opportunities to enhance their status within the organization (Ribelin, 2003). Evidence has shown that effective leadership is an essential component in staff retention, leadership behaviors such as being fair, valuing and supporting staff contributions, and facilitating staff skill development (Kleinman, 2004). According to Kleinman (2004), transformational leadership is “being able to articulate a shared vision of the future of the organization and encourage creative problem solving that demonstrates support and encouragement of staff” (p. 129). Integrating relational leadership styles, such as transformational leadership, can have positive influences on both turnover and retention of staff nurses (Kleinman, 2004).
Compare & Contrast of Both Styles in Approaching Selected Issue In helping with the nursing shortage, leaders would look ahead, five, 10, & 20 years from now on finding solutions to this ongoing issue. Leaders would encourage nurses to pursue higher education, increase the number of nursing educators, and recruit more young people going into nursing (Kleinman, 2004). And for the nurse turnover and retention issues, leaders would survey each nurse and utilize the data to pinpoint some of the causes and ways to fix the problems. Leaders would invest in each nurse,