Application of Borrowed Theory to Problem and Conclusion

Summary of the Nursing Problem

Nurses form an essential element of the health care framework. These professionals are responsible for providing direct care to the patients. Besides acting as caregivers, nurses are also involved in other activities including education, advocacy, and innovation aimed at promoting care delivery and improving the outcome of patient care. The world today has a clearer understanding of the role played by nurses on health care. Unfortunately, the nursing profession faces a wide range of challenges. Some of these challenges include a lack of resources, limited support from health care administrators, the resistance of the patient to certain treatment interventions, cultural barriers and the shortage of nurses

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This paper will address the shortage of nurses which is experienced in almost all health care settings globally. Shortage of nurses is a major issue since it is affecting both the health care organizations and the existing individual nurses (Haddad & Toney-Butler, 2018). It is irrefutable that the growth in human population has contributed to an increase in patient populations. Furthermore, the use of modernized health care strategies has somehow improved the life expectancy. This implies that the number of elderly persons in the community has increased. Since the elderly form the largest portion of health care users, their search for health care services has increased the workload for the current nurses significantly (Cherry, 2016). Various factors including a lack of sufficiently trained nurses, poor perception of the nursing profession among potential nurses, high turnover and numerous challenges during practice are believed to have contributed to the nursing shortage being experience currently (Haddad & Toney-Butler, 2018). The Watson’s Theory of Human Caring is one of the theoretical perspectives that can be applied to resolve the issues revolving around the nursing shortage. This theory can reduce turnover and improve the commitment of nurses towards care delivery regardless of the workload.

Borrowed theory: Transformational Leadership Theory

Theoretical perspectives from other disciplines are usually applied in the nursing domain to resolve various issues. These theoretical frameworks are used together with nursing theories to inform and guiding practice. Borrowed theories have also been applied extensively in the development of nursing. One of the borrowed theories that can be applied in resolving the nursing shortage issue is the transformational leadership theory. The transformational leadership theory is an inspiring theoretical framework whereby the leader works collaboratively with the team members to identify the areas that need change besides s creating a vision to guide the change through inspiration (Avolio & Yammarino, 2013). The leader also works together with the members to execute any proposed organizational change. This theory is an integral component of the full range leadership model which serves to enhance the morale, job performance and motivation of team members through diverse mechanisms (Doody & Doody, 2012). This, the theory applies to resolve the nursing shortage since its principles focus on teamwork, motivation, and morale. It also improves the nurses’ sense of identity thus decreasing turnover and improving commitment to practice.

A Brief History of the Transformational Leadership Theory's Origins

The term transformational leadership was coined by James Downton in (1973) and developed further by James MacGregor Burns in 1978 (Avolio & Yammarino, 2013). Burns pointed out that transformational leadership is experienced when leaders and team members interact collaboratively to assist each other advance to a higher level of morale and motivation (Avolio & Yammarino, 2013). Burns made it clear that a transformational leader is the one who implements measures aimed at changing the lives of the people and organizations. Such a leader is capable of changing the people’s perceptions, aspirations, and values for the greater good of the organization. Burns ideas regarding transformational leadership were later on expanded by Bernard Bass (Avolio & Yammarino, 2013). Bass argued that it is practical to define transformational based on its implications on team members. Bass explained the psychological mechanisms underlying transformational leadership noting that leaders garner respect, trust, and admiration if they demonstrate the capacity to create a cohesive transformational force (Avolio & Yammarino, 2013).

Previous Application of the Transformational Leadership Theory

The transformational leadership theory has been applied to various health and nursing related issues in the past. For instance, Vaismoradi, Griffiths, Turunen, and Jordan (2016) describe the use of transformational leadership in nursing and medication safety. The authors noted that transformational leadership could be applied in nurses training and educational initiatives on safe medication management. Vaismoradi et al. (2016) noted that the four main elements of transformation leadership that are applicable in educating nurses and other health care workers on medication safety are the idealized influence, intellectual stimulation, individualized consideration, and inspirational motivation. Vaismoradi et al. (2016) asserted that these aspects encourage nurses to value improvement and change, besides getting committed to medication safety. The authors noted that the application of transformational leadership for medication safety is typified by a focus on the role played by mentors and educators in developing the nurses’ capabilities. Vaismoradi et al. (2016) noted that the application of transformational leadership to teach nurses on medication safety calls for a collaborative approach between educators, nurse managers, and policymakers. Another way by which transformational leadership has been used in the past is the development of magnet hospitals. Sherman and Habel (2018) noted that over twenty years ago, the American Academy of Nursing realized that hospitals that had retained a large number of highly qualified nurses had so much in common. These commonalities which were referred to as forces of magnetism led to the development of The Magnet Program. This program was expanded to include international healthcare organizations and long-term care facilities. Transformational leadership is believed to be the key success factor in these organizations since their working environment is characterized by turbulence and uncertainty (Sherman & Habel, 2018). Sherman and Habel (2018) noted that nurses should learn the principles of transformational leadership from the magnet program 2lto support patient care and professional practice.

The Application of the Borrowed Theory to the Identified Problem

Transformational leadership can be used to address various issues that result in the nursing shortage. This leadership style emphasizes the use of a collaborative approach between the leaders and followers to address existing challenges. Transformational leaders specialize in four key areas that could result in increased nurses’ enrolment, retention of nurses, decreased turnover and increased commitment to practice (Avolio & Yammarino, 2013). These areas are identifying the areas that need change, working together to change the system, maximizing the teams’ capability to address major issues and using appropriate strategies to solve challenges.

Organizational challenges are the main factors that have contributed to the shortage of nurses.

Many nurses feel that their work environment is not favorable. Others feel that they are not given an opportunity to maximize their potential. These nurses end up leaving the nursing career thereby leaving a huge staffing gap (American Nurses Credentialing Center, 2013). The high turnover rate makes potential nurses stay away from this professional to avoid following a similar route. However, the application of the transformational leadership theory can address these challenges. For instance, this leadership style establishes the base for communication and exchange of ideas between leaders and team members. Nurses are, thus, given an opportunity to air their views on how the work environment can be changed to improve their experience (American Nurses Credentialing Center, 2013). Since transformational leadership is pegged on mutual trust, it establishes a strong coalition thereby making the nurses feel that they are an integral part of the health care system. Transformational leaders use high levels of integrity and emotional intelligence to support nurses going through challenging experiences. They also assist nurses in setting short-term and long-term goals to keep them focused in practice.

How Would Your Practice Change By Incorporating This Theory?

The integration of this theory into practice is highly likely to change the style of practice. I believe the incorporation of this theory has the potential to change the mode of interaction between the nurse and other healthcare providers. In environments where this theoretical framework has been implemented to guide practice, care providers do not work as individual entities but rather as a team. Transformational leadership develops a platform on which team leaders and team members can interact positively to identify practice-related problems and develop long-lasting solutions (Doody & Doody, 2012). The use of transformational leadership can also improve a nurse’s practice by increasing involvement in activities aimed at developing a supportive organizational culture. A supportive organizational culture allows team members, to be honest, have integrity and treat each other with respect (Doody & Doody, 2012).

The Application of Human Caring Theory and Transformational Leadership Theory to Create an Appropriate Solution to the Nursing Shortage

The Watson’s theory of Human Caring and the Transformational Leadership Theory can be integrated to create an appropriate solution to the shortage of nurses. The two theories focus on the use of nursing and leadership skills and competencies to create a favorable working environment that guarantees the delivery of quality care to improve the outcome of patient care. The theory of human caring recognizes the responsibility and commitment of nurses to the safe and effective care of the patients (Redlands Community Hospital, 2018). The principles of this theory discourage nurses from leaving the profession. This theory recognizes nursing practice as a calling rather than a career. Nurses, who are informed by the Watson’s human caring theory, find it easier to return to their deep professional roots and values of providing care to the vulnerable in society (Redlands Community Hospital, 2018). These professionals are also able to embrace their work besides work collaboratively with other stakeholders to achieve universal health objectives. The transformational leadership theory, on the other hand, highlights the importance of nursing leaders to develop a working relationship with the nurses to make them understand their integral role in practice (Doody & Doody, 2012). The two theoretical perspectives can be used to reduce nursing turnover which contributes significantly to the nursing shortage. Retention of highly qualified nurses has the potential to resolve a wide range of practice issues, thereby streamlining the nursing practice