How do servant leaders, as compared with leaders using the transformational model of leadership, manage organization dynamics and lead change to ensure that the continued success of the stakeholders will be served? Is servant leadership or transformational leadership the best approach to these tasks? Why?

How do servant leaders, as compared with leaders using the transformational model of leadership, manage organization dynamics and lead change to ensure that the continued success of the stakeholders will be served? Is servant leadership or transformational leadership the best approach to these tasks? Why?

At the core of servant leadership model is serving others by prioritizing their needs and concerns. Servant leaders in organizations can manage the dynamics and lead change differently from their counterparts using the transformational leadership approach as they focus on enhancing services to others by improving teamwork, individual growth and personal involvement. Servant leaders also handle and promote organizational dynamics and change through valuing and appreciating employees by focusing on their needs and listening to them (Saleem et al., 2020). Servant leaders ascertain the values of their employees and nurture them through professional and personal development so that they can attain their full potential (Eva et al., 2019). Servant leaders promote teamwork which allows employees to share a common vision required to attain organizational goals.

Conversely, transformational leaders value and embrace employee empowerment as an approach towards managing the dynamics within their organizations and leading change for effective growth and success for all stakeholders. through this model, employees get an opportunity to demonstrate their effectiveness and innovative ideas. Transformational leaders are change-oriented and focus more efforts on helping employees innovate and change the status quo for better performance and productivity. The implication is that unlike their servant counterparts, the transformational leaders focus more on effective performance of assigned jobs and the creativity associated with them (Siangchokyoo et al., 2020). Based on a sense of corporate culture, autonomy in the workplace and employee empowerment, transformational leaders help employees to change their workplace for increased productivity and performance.

Therefore, the use of transformational leadership approach is the most appropriate for the tasks since the model promotes innovation on dealing with dynamics and changes in the workplace and organization. Transformational leaders consider employees as strategic partners and empower them to lead changes while fostering ethical work environment based on clear values, priorities and standards. Transformational leadership also encourages motivation and positive development of subordinates.

References

Saleem, F., Zhang, Y. Z., Gopinath, C., & Adeel, A. (2020). Impact of servant leadership on

performance: The mediating role of affective and cognitive trust. Sage Open, 10(1), 2158244019900562. https://doi.org/10.1177/2158244019900562

Eva, N., Robin, M., Sendjaya, S., Van Dierendonck, D., & Liden, R. C. (2019). Servant

leadership: A systematic review and call for future research. The leadership quarterly, 30(1), 111-132. https://doi.org/10.1016/j.leaqua.2018.07.004

Siangchokyoo, N., Klinger, R. L., & Campion, E. D. (2020). Follower transformation as the

linchpin of transformational leadership theory: A systematic review and future research agenda. The Leadership Quarterly, 31(1), 101341. https://doi.org/10.1016/j.leaqua.2019.101341

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8.1

Communication in the workplace is essential to ensure that an organization runs effectively and deals with its stakeholders as expected. a core aspect of effective communication in the workplace, like nursing, is the management of crucial conversations which always elicit emotional responses and attitudes. Crucial conversations have opposing perspectives, are characterized by high stakes and robust emotional responses or attributes (Mitchell et al., 2018).  The implication is that one must know how to handle such conversations when dealing with patients. Therefore, effective dealing with these conversations require beginning from the heart to ensure that all personal and professional aspects are addressed.

Secondly, these conversations require staying in dialogue by active listening, and thirdly creating a shared pool of meaning to discuss the different aspects of any situation. Further, it is essential to attain safety when establishing successful communication bonds (Priftanji et al., 2020). There must be a safe environment for both employees and employers so that all can feel comfortable to express their concerns and derive appropriate solutions. It is important for those in such conversations to remain emotionally alert and avoid being hooked or hooking others based on their emotions. Finally, it is essential for stakeholders to attain a consensus based on their selected plan to enhance understanding of the crucial issues.

Communication plays a critical role in management of diverse teams based on issues like gender, culture and generation. For instance, gendered communication implores individuals and organizations to formulate their messaging targeted at either male or female audiences for better effectiveness and conveying of messages. Secondly, nurses deal with diverse populations and having communication approaches that cut across the diversity is essential to establish better relationships in care management.

Cultural competent training is a core aspect of attaining effective communication in diverse teams (Sibiya, 2018). For instance, leaders demonstrate effective communication when they provide guidelines to the employees and focus on execution of tasks through role assignments. The workplace environment in healthcare is demanding and nurse leaders should possess effective communication skills to attain better interactive situations with their subordinates as illustrated by my nurse manager in the ICU department.

References

Mitchell, L, Tam, S. & Gupta, A. A. (2018). Crucial Conversations. Clinical Journal of

Oncology Nursing, 22(5), 483-486. doi: 10.1188/18.CJON.483-486.

Priftanji, D., Hill, J. D., & Ashby, D. M. (2020). Managing difficult conversations. American

Journal of Health-System Pharmacy, 77(21), 1723-1726. DOI: 10.1093/ajhp/zxaa149.

Sibiya, M. N. (2018). Effective communication in nursing. Nursing, 19, 20-34. DOI:

10.5772/intechopen.74995

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Please respond to each question individually
7.1. How do servant leaders, as compared with leaders using the transformational model of leadership, manage organization dynamics and lead change to ensure that the continued success of the stakeholders will be served? Is servant leadership or transformational leadership the best approach to these tasks? Why?
8.1. Describe effective communication strategies to manage crucial conversations. What part does communication play in the management of a diverse work team (gender, culture, and generation)? Discuss a time in your professional life when a leader exemplified effective communication strategy in one of the above situations.