Grand Canyon University NRS451VN Servant Leadership

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Grand Canyon University NRS451VN Servant Leadership ORDER NOW FOR CUSTOMIZED AND ORIGINAL ESSAY PAPERS ON Grand Canyon University NRS451VN Servant Leadership 6 Student Posts to reply 125 words no references needed please see attached. Thanks. attachment_1 attachment_2 attachment_3 Read Chapter 3 in Nursing Leadership and Management: Leading and Serving. URL: https://www.gcumedia.com/digital-resources/grand-canyon-university/2018/nursing-leadership-and-management_leading-and-serving_1e.php Read “Leadership, Leadership Styles, and Servant Leadership,” by Gandolfi and Stone, from Journal of Management Research (2018). Grand Canyon University NRS451VN Servant Leadership URL: https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=132968632&site=eds-live&scope=site Read “Integrating Servant Leadership Into Managerial Strategy to Build Group Social Capital: The Mediating Role of Group Citizenship Behavior,” by Linuesa-Langreo, Palomino, and Elche-Hortelano, from Journal of Business Ethics (2017). URL: https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=132789053&site=eds-live&scope=site Read “How Servant Leadership Influences Organizational Citizenship Behavior: The Roles of LMX, Empowerment, and Proactive Personality,” by Newman, Schwarz, Cooper, and Sendjaya, from Business Source Database (2017). URL: https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=125205769&site=eds-live&scope=site Read “Servant Leadership: An Ancient Style With 21 st Century Relevance,” by Gandolofi, Stone and Deno, from Review of International Comparative Management (2017). URL: https://lopes.idm.oclc.org/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=127809856&site=eds-live&scope=site Read “How to Write an Executive Summary,” by Berry, located on the Bplans website. URL: https://articles.bplans.com/writing-an-executive-summary/ Read “How to Write an Effective Executive Summary to Yield Results,” located on the Smartsheet website. URL: https://www.smartsheet.com/write-executive-summary-examples Original Posts these answers are in response to Describe the fundamental principles of servant leadership. Present two qualities of servant leadership and explain how they support interprofessional communication in providing patient care. Describe the characteristics of performance-driven team. Describe the difference between intrinsic and extrinsic motivation and explain why it is important in understanding the types of motivation when it comes to team performance. Grand Canyon University NRS451VN Servant Leadership DQ1 Suzanne Krachie 1 posts Re: Topic 3 DQ 1 Servant leadership focuses on serving followers before guiding and leading them. The servant leader’s priority is to encourage, support and serve others before serving their own wants and needs. This type of leadership was observed in the writings of the Bible. Jesus demonstrated servant leadership in order to gain trust and build relationships with those that followed him. In an organization with this type of leadership, leaders serve to build their followers through instruction and advisership. This is often done to render an organization’s mission and vision (Thomas, 2018). Servant leaders tend to display certain characteristics that support interprofessional communication and providing patient care. The qualities include listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment and building community. Stewardship is when a servant leader acts to first serve the need of others. This is evident in nursing practice by the provision of nurses in the care of patients. Servant leaders have an understanding of personal healing. This involves the “practice what you preach” method, beginning with healing. As nurses, it is our calling to heal people (Thomas, 2018). References Thomas, J. S. (2018). Applying servant leadership in practice. In Grand Canyon University (Ed.), Nursing leadership & management: Leading and serving . Retrieved from https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v1.1/#/chapter/3 DQ2 Francis Njinga Njinga 1 posts Re: Topic 3 DQ 1 In order to be an overall good leader an individual must be a good follower and a good servant, thus the term “servant leadership” (Whitney, 2018). Employees feel more valued under this type of leadership because they feel more supported and recognized for their efforts. Some qualities servant leaders tend to have are listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment, and building community (Whitney, 2018). Listening is a quality that allows for understanding in situations which require quick and fast thinking. A servant leader has: “an innate ability to hear what others are saying through both verbal and nonverbal communication and reflect upon what they hear to lead a group to its full potential.” (Whitney, 2018). By assessing both verbal and nonverbal skills we can gain a better picture on the situation at hand for the patient. The quality of foresight is another important asset a servant leader must possess. As a servant leader, you should be able to distinctly predict some of the most probable outcomes in any situation. This is done by analyzing and understanding how past trends and present actions affect future outcomes (Whitney, 2018). The gift of foresight allows for many opportunities in prevention of harm to the patient. For example, patients under chemotherapy are immunosuppressed. Therefore, a servant leader must take necessary measures and instruct about infection prevention and control regarding these vulnerable patients. Strict hand hygiene and PPE before and after care must be observed. Grand Canyon University NRS451VN Servant Leadership Reference: Whitney, S. (2018). Nursing leadership and management: Leading and serving. Retrieved from https://www.gcumedia.com/digital-resources/grand-canyon-university/2018/nursing-leadership-and-management_leading-and-serving_1e.php. DQ3 Fnu Yangchen 1 posts Re: Topic 3 DQ 1 Servant leadership theory is founded by Robert Greenleaf, expects leaders to act in a Christian like manner. One should listen to others and not pass judgment. It is important for one that practices Servant Leadership to choose their words wisely (Whitney, 2018). The are many principles of servant leadership and I would like to discuss on few principles as follows- Listening-Listening is at the heart of servant leadership. If a team member’s talking, give them your full focus and attention, don’t interrupt. It’s a simple way to make your team feel valued so they know you care. Empathy-A lot goes into empathy, but when it comes to servant leadership, it basically comes down to getting to know your team. Find out what makes them think, and learn their strengths and weaknesses. That way you can let your team members shine and maybe even help them turn their weaknesses into strengths. Grand Canyon University NRS451VN Servant Leadership Self-awareness=ake inventory of your own strengths and weaknesses, and figure out how you fit into the overall team. Then use yourself in ways that benefit the team and the company. Recognizing your own limitations can help you see opportunities to leverage your team’s strengths more clearly. Two qualities of servant leadership are- Servant-leaders put service before leadership because they focus on the needs of others, as Greenleaf wrote. Service is an inherent desire in such people, and leadership is a choice that follows later. Servant-leaders also build teams of senior individuals who contribute ideas. Servant-leaders make the final decisions, but only after considering what others want and what is best for them. They support interprofessional communication in providing patient care- Helping colleagues and employees grow is a natural consequence of the unselfish orientation of servant leadership. Worker fulfillment is just as important as customer satisfaction, servant-leaders give colleagues and employees a wide range of experiences and training. They help workers become engaged with the organization’s mission so they develop to their full potential. Servant-leaders mentor employees rather than controlling them. They allow others the authority to make decisions as soon as possible. Promotion from within is also an integral part of the program. Servant Leadership style helps their staff grow and succeed, including helping the staff grow as leaders. Reference- Whitney, S. (2018). Nursing leadership and management: Leading and serving. Retrieved from https://www.gcumedia.com/digital-resources/grand-canyon-university/2018/nursing-leadership-and-management_leading-and-serving_1e.php. Hales, J. (2018, June 28). The pros and cons of servant leadership [Blog post]. Retrieved from https://blog.zingtrain.com/the-pros-and-cons-of-servant-leadership DQ4 Norma Meredith 1 posts Re: Topic 3 DQ 1 Servant leadership, it is primarily based on the concept of, in order to be an overall good leader an individual will need to first serve (Whitney, 2018). Employees tend to feel more valued when under this particular type of leadership. A sense of more support and recognization for their efforts (Whitney, 2018). The qualities servant leaders possess are those which are in common with staff this helps in establishing trust with the individuals. Some qualities servant leaders tend to have are: listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment, and building community (Whitney, 2018). Listening is an important quality to have as a leader, this allows for understanding in situations which require quick and fast thinking. Grand Canyon University NRS451VN Servant Leadership What makes Servant leadership different from other styles of leadership is the primary focus on the follower first. Most styles of leadership direct their focus first on a mission and second on empowering followers to achieve that mission. Servant leadership directs its focus first on the ability of the individuals to succeed and then on the success of the mission. Servant leaders help their followers to grow and succeed, which in turn aids in accomplishing the organizational mission. The perception of a servant leader should be one of a courageous steward who holds people accountable for their own good. Servant leaders are those individuals who develop and empower others to reach their highest potential. This speaks directly to the individual potential of the followers rather than the organization. References Whitney, S. (2018). Nursing leadership and management: Leading and serving. Retrieved from https://www.gcumedia.com/digital-resources/grand-canyon-university/2018/nursing-leadership-and-management_leading-and-serving_1e.php. DQ5 Suzanne Krachie 1 posts Re: Topic 3 DQ 2 Performance driven teams, also known as high-performance teams, displays certain characteristics. These include a sense of purpose, open communication, trust and mutual respect, shared leadership, effective working procedures, building on differences, flexibility and adapting, and continuous learning. Members of a performance driven team share a vision, goals and values. They express their thoughts. They value and support others. Performance driven team members assume leadership. They encourage creativity. Individual members look at different points of view. They embrace change of opportunities. Finally, they learn from past experiences and errors (Neumann Leadership, 2014). Grand Canyon University NRS451VN Servant Leadership Intrinsic motivation is when you do something that is personally rewarding to you. Extrinsic motivation is when you do something because you either want to be rewarded or you want to avoid punishment. An example of intrinsic motivation is cleaning your nurse’s station so that you feel organized. An example of extrinsic motivation is researching a diagnosis to prepare for a patient that has this illness (Bernazzani, 2017). Is important to understand the types of motivation when it comes to team performance. The best way to motivate a team is by enhancing both intrinsic and extrinsic forces. Employees on the team can be recognized based on their achievements and output. This is extrinsic motivation. You can also recognize their inputs and actions that coincide with the company’s values. This is intrinsic motivation (7Geese, 2011). References 7Geese. (2011). Motivate your team intrinsically or extrinsically? Retrieved from https://7geese.com/intrinsic-vs-extrinsic-motivation/ Bernazzani, S. (2017). Intrinsic and extrinsic motivation: What’s the difference? Retrieved from https://blog.hubspot.com/marketing/intrinsic-and-extrinsic-motivation Neumann Leadership. (2014). 8 Characteristics of high-performance teams. Retrieved from http://www.neumannleadership.com/blog/2014/9/11/8-characteristics-of-high-performance-teams DQ6 Francis Njinga Njinga 1 posts Re: Topic 3 DQ 2 A performance-driven team is a group of goal-focused individuals with specialized expertise and complementary skills who collaborate, innovate and produce consistently superior results. The group relentlessly pursues performance excellence through shared goals, shared leadership, collaboration, open communication, clear role expectations and group operating rules, early conflict resolution, and a strong sense of accountability and trust among its members. Intrinsic motivation is driven by an interest or enjoyment in the actions required to achieve a goal, without relying on external rewards or pressures. Extrinsic motivation is the opposite and requires external rewards such as money, gifts, or external consequences such as promotions. The primary difference between the two types of motivation is that extrinsic motivation arises from outside of the individual while intrinsic motivation arises from within. Having an intrinsically motivated team is ideal; however, it is really hard to just relying on your team to be internally motivated. Without extrinsic drives such as goals and recognition, it is hard to turn the wheels of a business. The most effective way to motivate your team is by enhancing both intrinsic and extrinsic motivating forces, by creating a compelling vision and set clear goals (extrinsic) and enhance your company culture and working conditions so employees love what they do and set their own goals (intrinsic), and recognizing employees based on their outputs and achievements (extrinsic) and also on their inputs and behavior such as collaboration that are in alignment with your company values (intrinsic). Grand Canyon University NRS451VN Servant Leadership References Cherry, K. (2020). Differences of Extrinsic and Intrinsic Motivation. Retrieved from https://www.verywellmind.com/differences-between-extrinsic-and-intrinsic-motivation-2795384 Get a 10 % discount on an order above $ 100 Use the following coupon code : NURSING10