Looking for a scholarly response to the statement below with 2...

Question Answered step-by-step Looking for a scholarly response to the statement below with 2… Looking for a scholarly response to the statement below with 2 references to support the 3 statements. (Cand 1)Complete the leadership development questionnaire, “Leadership Development – Test One – What Is Your Leadership Style?” found in the study materials. Describe your leadership style based on the leadership assessment. Select a leadership style other than the style identified in the leadership assessment that you will use over the course of your DPI Project. Compare these two leadership styles and how they will be used within your DPI Project. My leadership style based on the completed assessment is a preference toward transformational leadership with a score of sixty-seven out of the eighty. The second highest score is for transactional leadership which is forty-two out of eighty. Transformational leadership would be ideal for me if it was a little higher mostly for the innovative outcomes for employees that can be attained. A research article identifies trust level as being higher among employees of a transformational leader (Dawers, 2015). As a leader, I would want that work for me to feel that they could come to me with concerns or problems or even with their ideas for improvement. I currently have an open door policy unless I am seeing a patient (telemedicine mostly now) (Xi et al., 2018). I do this so those that are on my team feel that they can interact with me more freely without the roles getting in the way (Al Khajeh, 2018). Another name for transformational leadership style is authentic leadership style because this fosters a well-structured more positive environment of for efficiency and outcomes for the facility (Tahhan, 2019). Another leadership style that will likely be utilized for the DPI is participatory leadership. This is because it is the motivation for the team and this allows the team to help with decision process and allows for increased creativity. (Guiquan et al., 2018*). Both participatory and transformational leadership will be a good match for the DPI, because participatory if motivating, and transformational is also motivating but also is inspiring. ReferenceAl Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of Human Resources Management Research. DOI: 10.5171/2018.687849Dawes, D. (2015). Leadership development – Test one – What is your leadership style? Foundation for Nursing Leadership.URL:http://www.nursingleadership.org.uk/test1.phpGuiquan, L., Liu, H., & Luo, Y. (2018). Directive versus participative leadership: dispositional antecedents and team consequences. 91(3).https://doi.org/10.1111/joop.12213Tahhan, B. (2019). The impact of authentic leadership on the work environment and patient outcomes in hospital settings : A literature study. Xie, Y., Xue, W., Li, L., Wang, A., Chen, Y., Zheng, Q., Wang, Y. & Li , X. (2018). Leadership style and innovation atmosphere in enterprises: an empirical study. Technology Forecasting and Social. 257-265. https://doi.org/10.1016/j.techfore.2018.05.017(OGO 1)Transformational leadership (TL) is my leadership style with 83% score. Based on my leadership assessment, I am the type of person that likes to get others in shared decision making and problem-solving duties. I also provide opportunities for team members to develop high sense of personal growth and job satisfaction. I like to encourage team members and help people out whenever possible, putting their needs above mine. I encourage team building and participation. Inspirational motivation (IM) is my best construct in TL because I like to motivate others to commit to the vision of the organization and encourage the team to reach new heights in service delivery (Lai et al., 2020). Servant leadership style will be a good fit for my DPI project because it will allow me to put the needs of others first, helps individuals develop and optimize performance, willing to learn from others while forsaking my personal advancement and rewards (Allen, et al., 2016).A servant leader shares powers, concentrate on performance planning, day-to-day coaching, and helping people achieve (Allen, et al., 2016). They provide vision, and their team understands their expectations and desired outcomes. The ultimate responsibility of the servant leader is the enduring investment of the leader’s life in the lives of those who follow (Allen, et al., 2016). Transformational leadership is a leadership model where leaders encourage, inspire, and motivate employees to be innovative in creating change that will help grow and shape the future success of the company using various behaviors to provoke better task performance and work engagement (Lai et al., 2020).Using Transformational leadership within my DPI Project will require me acting as change agent. I will foster higher level of intrinsic motivation and loyalty among nurses, and introduce American diabetes Association guidelines to help manage our type 2 diabetes care. I will promote critical thinking and problem solving to make my organization better. As far as servant leadership usage within my DPI project, I be a good listener, show empathy, persuade the nurses without being forceful to use of evidenced-based guidelines for management of diabetes. I will be aware of current issues and try to conceptualize and communicate my vision which is using ADA guidelines to establish standard of care in the management of Type 2 diabetes to improve clinical outcome, quality of healthcare and service delivery and reduce comorbidities. ReferencesAllen, G. P., Moore, W. M., Moser, L. R., Neill, K. K., Sambamoorthi, U., & Bell, H. S. (2016). The Role of Servant Leadership and Transformational Leadership in Academic Pharmacy. American journal of pharmaceutical education, 80(7), 113-120. Retrieved from https://doi.org/10.5688/ajpe807113Lai, F.-Y., Tang, H.-C., Lu, S.-C., Lee, Y.-C., & Lin, C.-C. (2020). Transformational Leadership and Job Performance: The Mediating Role of Work Engagement. SAGE Open, 10(1), 1-11. doi:https://doi.org/10.1177/2158244019899085(cand 2) Workplace behaviors that I will likely encounter are change management, possible communication issues, active listening, and candor (Ciocirtan, 2017). A key stakeholder for the DPI is in a position of leadership and has the title of assistant chief of staff for acute care services. He is over surgical services which encompass the coloscopy program. He is my direct supervisor. A way I have to not create conflict with my supervisor is to actively listen, and take notes, and make eye contact with him. He only wants a response if he asks a question and does not want my opinion. A strategy I would incorporate is self-regulation of my emotions regardless of my feelings or opinion. I will not get angry, hostile, or disrespectful in any way. The emotions that I may feel as previously stated are my problem and self-awareness of those feelings is important to understand (Issah, 2018). An example of this would be, if I got angry, I would be non-verbal, and look within, even pray about why I am feeling that way. Maybe go for a brief walk outside to get my mind in a better place. Personally, self-awareness for me, is me being aware of how I am feeling and how I am making others feel (Gilar-Corbi et al., 2019). Motivation is something that my supervisor wants to see. He is motivated to make processes smoother for providers and veterans. If I present the DPI process improvement as a way to streamline a process he will likely have more buy-in. The DPI will make the education for the colonoscopy bowel preparation streamline and improve outcomes.ReferencesCiocirlan CE. (2017). Environmental Workplace Behaviors: Definition Matters. Organization & Environment. 2017;30(1):51-70. doi:10.1177/1086026615628036Gilar-Corbi, R., Pozo-Rico, T., Sánchez, B., & Castejón, J. L. (2019). Can emotional intelligence be improved? A randomized experimental study of a business-oriented EI training program for senior managers. PloS one, 1 4(10), e0224254. https://doi.org/10.1371/journal.pone.0224254Issah, M. (2018). Change Leadership: The Role of Emotional Intelligence. SAGE Open. doi:10.1177/2158244018800910 Health Science Science Nursing DNP 840 Share QuestionEmailCopy link Comments (0)