It should be 8 pages (NOT including cover page and resources)

It should be 8 pages (NOT including cover page and resources).  Written in APA format.  

Role of Health Care Managers in Ensuring High Authenticity

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Role of Health Care Managers in Ensuring High Authenticity

Alkaabi, O., & Wong, C. (2019). Relationships among authentic leadership, manager incivility, and trust in the manager. Leadership in Health Services. Retrieved from https://www.emerald.com/insight/content/doi/10.1108/LHS-06-2019-0030/full/html

Alkaabi Wong (2019) affirms that the growing concerns about manager incivility towards the new graduate nurses could hinder the adaptation of the new graduate nurses from adapting to the workplace environment. This is because manager incivility impairs the relationships between the nurse managers and the staff. To foster higher levels of authenticity, nursing managers have a responsibility of facilitating new graduate nurses’ transition into the nursing profession. Manager incivility was negatively associated with authentic leadership. Authentic leaders foster an environment of increased trust in their relationships with the new graduate nurses. This creates an environment where the new graduate nurses can develop higher levels of authenticity. There was also a positive correlation between positive relations among the nurse managers and the new graduate nurses, leading to a healthy workplace environment. Therefore, it is the role of the healthcare managers to establish positive relationships with the new graduate nurses in order to develop higher authenticity.

This article is current and credible as it is a part of the thesis and dissertation. The article will be sued to illustrate the important role that healthcare managers have to play in promoting higher authenticity among new graduate nurses.

Figueroa, C. A., Harrison, R., Chauhan, A., & Meyer, L. (2019). Priorities and challenges for health leadership and workforce management globally: a rapid review. BMC health services research19(1), 1-11. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-019-4080-7

Figueroa and colleagues (2019) assert that healthcare managers continue to face numerous challenges in managing the workforce in diverse contexts and in health systems at various structural levels. Therefore, capacities are needed for healthcare managers and leaders to be able to effectively respond to the merging and current issues in the healthcare system. There are trends in the global health management workforce, including the perceived changes in promoting efficiency, change, and human resource management. The healthcare managers have their roles ever-evolving and expanding to meet the new priorities. Healthcare leaders and managers are thus expected to be flexible in addressing the changing structures, shifting roles and expectations, as well as intensified management. Therefore, healthcare managers who are adaptable and have relevant capabilities could help to ensure a higher quality of healthcare systems in the healthcare industry, such as promoting higher levels of authenticity in the industry.

This journal article is peer-reviewed and current. The journal will be used to illustrate the important role of healthcare managers in being flexible and adaptable towards ensuring higher levels of authenticity.

Garrett, H. (2021). Authentic Leadership in Nursing. Retrieved from https://rn-journal.com/journal-of-nursing/authentic-leadership-in-nursing

Garett argues that effective healthcare managers must possess certain skills in order to be considered to be effective leaders in ensuring high authenticity in the workplace. Garett argues that healthcare managers are intended to venture out and take risks with a goal that exceeds the expected standards of care. To create authentic leaders, it is thus imperative that the nurse managers be able to enact measures to ensure the growth and development of a healthier work environment. Garett proposes that healthcare managers should attempt to build trust while establishing a healthier work environment that promotes the safety of the patients and excellence in terms of caring for and retaining staff while acting as role models in setting high moral and ethical standards. Caring and enacting measures to retain the staff could help healthcare managers to effectively ensure higher levels of authenticity among the employees. Therefore, it is imperative that healthcare managers attempt to implement a balance in processing information, developing relational transparency, depicting authentic behaviors, and being self-aware to foster authenticity in nursing.

Hallie Garett is a student at Kean University and has been in the nursing profession for over 20 years. This article is readily available online, published under the RN Journals. It will help to understand how healthcare managers could foster authenticity through effective leadership traits.

Labrague, L. J., Al Sabei, S. D., AbuAlRub, R. F., Burney, I. A., & Al Rawajfah, O. (2021). Authentic leadership, nurse‐assessed adverse patient events and quality of care: The mediating role of nurses’ safety actions. Journal of Nursing Management. https://doi.org/10.1111/jonm.13356

Nurse managers have a role to play in ensuring high authenticity. Labrague and colleagues argue that the nurse’s safety actions mediate the relationship between authentic leadership, nurse-assessed adverse events, and the quality of nursing care towards the patients. The authors concluded that the staff considered and perceived the nurse managers in Oman to be highly authentic. Therefore, authentic leadership played a critical role in predicting the safety actions by the nurses, shown in the decreased nurse assessed adverse events, while increasing the quality of care delivered to the patients. Therefore, authentic healthcare managers had to foster and create an environment with a culture of authentic leadership. For example, the organizations had to ensure that the authentic leadership style among nurse managers fostered safety actions among nurses and reduced adverse patient outcomes while promoting higher quality nursing care.

This article is a peer-reviewed journal available for free access online. The article will be used to illustrate the significance of building authentic leadership in promoting higher authenticity.

Nelson, K., Boudrias, J. S., Brunet, L., Morin, D., De Civita, M., Savoie, A., & Alderson, M. (2014). Authentic leadership and psychological well-being at work of nurses: The mediating role of work climate at the individual level of analysis. Burnout Research1(2), 90-101. https://doi.org/10.1016/j.burn.2014.08.001

Nelson and colleagues (2014) affirm that authentic leadership has a vital role to play in positively impacting the work climate. As such, healthcare managers should foster authenticity in the healthcare setting in order to increase the levels of psychological well-being of the other employees. Therefore, Nelson and colleagues (2014) assert that healthcare managers should reduce straining work conditions in the workplace as this was linked to negative impacts on the health of the nurses as well as their morale. Straining work conditions would put them at a higher risk of mental health issues, which would, in turn, impact their authenticity at work. The authors also identified the role of supporting colleagues and administrative leaders, improving relationships between doctors and nurses, improving autonomy, respect, and improved work climate could help the healthcare managers to improve authenticity in healthcare.

This research article is peer-reviewed and available online on various databases. The article will be used to demonstrate the role that healthcare managers will play in promoting authenticity.

Wong, C. A., & Walsh, E. J. (2020). Reflections on a decade of authentic leadership research in health care. https://doi.org/10.1111/jonm.12861

This article by Wong and Walsh defines authenticity simply as being oneself. According to the authors, the value of authenticity in the healthcare sector cannot be underestimated because it improves both personal health and well-being. The authors then identify some of the effective strategies that healthcare managers could use to foster higher authenticity in the nursing environment. For instance, the authors revisit one of their past articles to bring to attention the important role that building healthier work climates. Healthcare managers should thus be engaged in building healthy work, emphasizing staff development, and leveraging positive changes in the work environment in promoting authenticity in the healthcare environment.

This article is readily available online, is a recent article, and is very credible. It will be sued to demonstrate how building healthy work, emphasizing staff development, and leveraging positive changes in the work environment are some of the roles of the healthcare managers that can help to improve authenticity in healthcare.

References

Alkaabi, O., & Wong, C. (2019). Relationships among authentic leadership, manager incivility, and trust in the manager. Leadership in Health Services. Retrieved from https://www.emerald.com/insight/content/doi/10.1108/LHS-06-2019-0030/full/html

Figueroa, C. A., Harrison, R., Chauhan, A., & Meyer, L. (2019). Priorities and challenges for health leadership and workforce management globally: a rapid review. BMC health services research19(1), 1-11. Retrieved from https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-019-4080-7

Garrett, H. (2021). Authentic Leadership in Nursing. Retrieved from https://rn-journal.com/journal-of-nursing/authentic-leadership-in-nursing

Labrague, L. J., Al Sabei, S. D., AbuAlRub, R. F., Burney, I. A., & Al Rawajfah, O. (2021). Authentic leadership, nurse‐assessed adverse patient events and quality of care: The mediating role of nurses’ safety actions. Journal of Nursing Management. https://doi.org/10.1111/jonm.13356

Nelson, K., Boudrias, J. S., Brunet, L., Morin, D., De Civita, M., Savoie, A., & Alderson, M. (2014). Authentic leadership and psychological well-being at work of nurses: The mediating role of work climate at the individual level of analysis. Burnout Research1(2), 90-101. https://doi.org/10.1016/j.burn.2014.08.001

Wong, C. A., & Walsh, E. J. (2020). Reflections on a decade of authentic leadership research in health care. https://doi.org/10.1111/jonm.12861

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