DNP 840 Describe your leadership style based on the leadership assessment

Grand Canyon University DNP 840 Describe your leadership style based on the leadership assessment-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University DNP 840 Describe your leadership style based on the leadership assessment  assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for DNP 840 Describe your leadership style based on the leadership assessment                            

Whether one passes or fails an academic assignment such as the Grand Canyon University DNP 840 Describe your leadership style based on the leadership assessment  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for DNP 840 Describe your leadership style based on the leadership assessment                          

The introduction for the Grand Canyon University DNP 840 Describe your leadership style based on the leadership assessment  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for DNP 840 Describe your leadership style based on the leadership assessment                          

After the introduction, move into the main part of the DNP 840 Describe your leadership style based on the leadership assessment  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for DNP 840 Describe your leadership style based on the leadership assessment                          

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for DNP 840 Describe your leadership style based on the leadership assessment                            

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for DNP 840 Describe your leadership style based on the leadership assessment

Re: Topic 6 DQ 1

According to the foundations of nursing, my leadership style is a transformational leader.  Transformational leadership (TL) is known to be essential to achieving Magnet® recognition, an internationally prestigious status for nursing care excellence.  Moon et al. (2019), explains that since its inception in the 1980s, empirical studies have identified benefits of implementing the Magnet® Model involving improved patient care and nursing workforce outcomes. Transformational Leadership (TL) has been identified as one of the most effective leadership styles in health services. In TL, a leader mobilizes followers’ motivations toward an organizational vision by: empowering staff; challenging them beyond the status quo; and recognizing their individual needs and inspirations. This approach has resulted in positive organizational performance, such as improved nurse retention and care outcomes.

Another leadership style that I may consider to help during my project is a transactional leader.  Transactional leadership is a rewards-and-punishment-based system that is designed to motivate employees to achieve results. It’s a strict system that follows a rigid, pre-defined process: If you achieve what is asked of you, then you are rewarded. If you don’t, then you are punished. This will help build buy in as employees will note a reward for adhering to the new  changes. When comparing the two lets note that A person must establish, communicate, and inspire others to pursue a shared vision in order to be transformational leader. A transformational leader, according to idealized influence, must set an example. Physician leaders use their authority to establish a culture that encourages the pursuit of the ultimate goal, even during stressful times, by actively engaging in the desired behaviors. The recognition that each member of the team is a distinct individual with his or her own set of strengths, challenges, goals, and values is what transformational leaders rely on. Transformational pediatric leaders can increase the effectiveness of their teams by recognizing the individuality of their coworkers and then addressing and taking advantage of these differences by customizing motivational styles or role distributions. Physician leaders in teams that are more fluid and frequently change members may find this aspect of transformational leadership particularly daunting. Pediatric leaders may be able to focus more intently on individual consideration behaviors if they are aware of the difficulties associated with this aspect of teams. Intellectual stimulation is the final component of transformational leadership. On the other hand, transactional leadership is particularly useful when directing and motivating individuals to complete their clearly defined tasks with the fewest mistakes possible. providing resources in exchange for performance) are two examples of this. Social resources like praise and tangible resources like vacation time or bonuses are examples of resources. Transactional leadership focuses on motivating the team to maintain the status quo and to avoid backsliding, whereas transformational leadership focuses on motivating the team or unit to pursue a distant, shared vision while navigating uncertain waters.

Dawes, D. (2015). Leadership development – Test one – What is your leadership style? Foundation for Nursing Leadership.

Moon, S. E., Van Dam, P. J., & Kitsos, A. (2019). Measuring Transformational Leadership in Establishing Nursing Care Excellence. Healthcare (Basel, Switzerland), 7(4), 132. https://doi.org/10.3390/healthcare7040132

Richards A. (2020). Exploring the benefits and limitations of transactional leadership in healthcare. Nursing standard (Royal College of Nursing (Great Britain) : 1987), 35(12), 46–50. https://doi.org/10.7748/ns.2020.e11593

Sample Answer 2 for DNP 840 Describe your leadership style based on the leadership assessment

According to Dawes (2015) leadership development test the primary leadership style is transformational. The score obtained was 67 out of 80. The four elements of this model include idealized influence, inspirational motivation, intellectual stimulation, and individual consideration. Inspirational motivation and individual consideration had the highest score of 18. The element of inspirational motivation entails having the ability to motivate others to commit. In the individual consideration element leaders can act as a couch and advisor and encourage others to be successful within the organization. The third higher score was obtained in the idealized influence at a 16, which is the ability to be an exemplary model, thus allows for other ream members to be trusted and gain respect. Peers often trust that these individuals will make the best decisions.  The intellectual stimulation element was the lowest score of 15. In this section leaders can encourage innovation and creativity while challenging current beliefs of specifics groups. Intellectual Property stimulations promotes critical thinking and the ability to solved problems. Despite its benefits it is important that this approach is not transferrable to all scenarios. Understanding these limitations that exist help be better leaders. Known areas of which it may not be appropriate are when there is not enough time to gather everyone’s opinion, when it is simpler and more cost effective fore an executive decision to be made, and in short- term crisis. Understanding strengths and weaknesses as it is promising but some researchers argue it is debatable and increase practical usage is needed (Yaslioglu & SelenayErden, 2018). The leaner will be able to take staff perceptions and patients satisfaction and meet the institutions vision, mission, values, and philosophy (Alloubani, et al. 2019).

The second leadership style identified is the Transactional (Dawes, 2015). A score of 66 was obtained out of 80. A total of two elements are identified which include contingent rewards and management by exception. The highest score of 38 was in the contingent reward which describes that rewards are given only in circumstances where there is good performance, and accomplishments. A score of 28 was received in the management by exception where the leader does not seek to change current working environment if performance is meet and only intervene when something goes wrong. This is an additional leadership style that has been identified to be used over the course of the direct practice improvement. The benefit to this process is that it assists in dealing with individuals who do not know task to perform and procedures to flow. It also provides supervision and detailed orders and instructions and is effective when members do not respond to other leadership styles. Lastly it is beneficial in circumstances in which there is small amount of time to make decisions. With the strengths of both the transformational and transactional leadership elements the leaner will be able to effectively execute the future project in a professional and feasible manner.

References:

Alloubani, A., Akhu-Zaheya, L., Ibrahim, M. A., & Almatari, M. (2019). Leadership styles’ influence on the quality of nursing care. International Journal of Health Care Quality Assurance, 32(6), 1022-1033. https://doi.org/10.1108/IJHCQA-06-2018-0138

Yaslioglu, M. M., & SelenayErden, N. (2018). Transformational Leaders in Action: Theory Has Been There, But What About Practice? IUP Journal of Business Strategy, 15(1), 42–53.

Dawes, D. (2015). Leadership development – Test one – What is your leadership style? Foundation for Nursing Leadership.

DNP 840 TOPIC 6 DQ 2 Sample Answer

The healthcare setting has high work environment demands and responsibilities. Professionals are expected to be able to face death, illness, increase workloads, and provide care that demands time sensitive tasks. Organizations expect individuals to demonstrate strong technical skills but also deliver care in compassionate matter. Dugue et al. (2021) explains that compassionate care goes beyond showing respect and or support. The researchers describe that it also entails facial and body expressions. The ability to manage and balance all these factors are important as its effects quality of care and patient satisfaction (Gelkop et al., 2022). In simpler terms the individual is to be able to understand, identify, express, and regulate emotions that are personal and of others (Dugue et al., 2021). This is ultimately the core definition of Emotional Intelligence (EI). The skill ensures that adaptive functioning occurs in stressful situations with the ability to always cope with a difficult environment (Dugue et al., 2021). 

A workplace behavior that the learner can expect to encounter is difficulties with communication and follow up. Key stakeholders often have several of other responsibilities or organizational issues they are dealing with. Therefore, leadership staff can find their already identified professional goals of higher importance than the direct project improvement. The learner is to demonstrate EI by not talking this personal and understanding the responsibilities of stakeholders. Despite issues with communication the leaner is to demonstrate commitment to the project, a positive attitude, and continuous follow up and communication with the team. Another behavior that can be expected is criticism.  This is a term that can be independently categorized as a negative or positive factor. When the project is presented, the learner must be ready for judgement of the project. As the DPI is the sole responsibility of the learner the analysis or judgement of the project can feel very personal. It is important to remember that judgments made are just negative opinions or qualities identified, and that this is an opportunity for improvement of the project to fit the facility’s needs.  Making frequent and ongoing changes to meet the organizations needs can become stressful, however with the core values of IE the leaner can learn to become adaptive and make the project functional and specific to the organization’s needs. 

References: 

Dugué, M., Sirost, O., & Dosseville, F. (2021). A literature review of emotional intelligence and nursing education. Nurse Education in Practice, 54. https://doi.org/10.1016/j.nepr.2021.103124 

Gelkop, C., Kagan, I., & Rozani, V. (2022). Are emotional intelligence and compassion associated with nursing safety and quality care? A cross-sectional investigation in pediatric settings. Journal of Pediatric Nursing, 62, e98–e102. https://doi.org/10.1016/j.pedn.2021.07.020