Differing Roles of Leaders and Managers

Differing Roles of Leaders and Managers

The role of the leader is team-oriented while a manager focuses on the accomplishment of tasks. The disparity between the two renders the profound distinction in their duties and responsibilities in eradicating bullying. On the one hand, a manager mainly develops frameworks and targets for the relevant department to accomplish growth and development. On the other hand, a leader establishes the ideal variables to enhance the coordination among workers to enhance the coordination. Primarily, both entities provide platforms to foster positive change within an organization (Morsiani et al., 2017). Other duties of a captain enshrine ensuring compliance to the regulatory mainframe, setting up policies, and spearheading the transformation. The additional roles of an administrator include the scheduling of teams, assignment of duties to staff, and career opportunities for the workers. Although both positions dynamically contribute to the nursing profession, their coordination cultivates a significant eradication of bullying by boosting the interrelations among colleagues.

Ensuring Professionalism

Diversity management practices encompass the integration of dynamic activities that empower personnel with the necessary skills and knowledge. An effective diversity management practice should feature proactive measures. In this case, there are three phases in promoting diversity management practices. The first step enshrines the ability to recruit employees and managers with skills regarding various backgrounds. As a result, the employees emerged as the key organization’s asset due to the influence on customer service experience. Therefore, the presence of discriminatory behavior within a company threatens its competence level in the environment (Sim, 2020). The concept of diversity management practice is an issue that demands further exploration mainly because of the dynamic influence on employees’ performance and contribution to the evolutionary process.

Nursing is a field of expertise that involves the measurement of the quality of services and the consistency in the provision of the treatment plans to a patient. In this case, different theoretical frameworks establish the core factor that fosters quality improvement in the healthcare sector. Kryzanowski et al. (2019) postulate that various indicators determine the quality of healthcare services. These indicators include improved patient care, better population health index, lower hospital bills, costs, and a highly productive workforce. In this case, the critical healthcare issue to address entails the increasing rate of bullies in hospitals. A nursing facility renders a profound factor towards effective administration to deliver services to a significant percentage of the patients and equality among the practitioners.

Personal Leadership Style

The best leadership style that addresses the issue involves the transformational approach. This aspect enhances growth and development among all employees while acquiring advanced knowledge and skills. As a result, the nurses obtain objective essence for competition while sharing experiences for better performance. In this case, the cooperation to boost productivity becomes a pillar for emancipating teamwork and sustainable organizational culture. The methodology is a strategy that aligns the goals of a leader and manager towards spearheading positive change such as eradication of bullying.

Conclusion

Consequently, oppression among nurses is an issue that threatens the provision of quality patient care. The main reason involves the development of tension among the workers leading to poor communication and flow of vital information about the clients. In this case, compromising the value of medical care violates the ethical and professional aim to protect and prioritize the life of ill people. Bullying is a challenge that requires the coordination of leaders and managers to incorporate policies that eradicate its occurrence within the institution.