Table of Contents
Overview episode of the leadership
Impact/Consequences of Leadership
Leadership within the acute mental health services is described as managing the staff along with providing the optimum care for the patients. The purpose of the essay is to determine the leadership skills and the styles within the acute mental health settings. In the acute mental health services, often the challenge is to understand how the management can exist within the society and how the individuals in the social organization can be working in line to the goals that are defined within the given society and as per the human activity (Winterbottom, 2019). Management along with the leadership is understood to be how there can be potential ways to do things right in the given framework. It is also an obligation to correct the employees to take care of the patients in the right manner. It is important to obligate and also do the right thing at the right time. Effective leaders, in the acute mental health settings, often obligate to taking the necessary actions which should be best in the interest of the clients, employees and of the staff (Williams, 2019).
Handel et al (2005) have described how the relationship in the acute mental health settings can be purely based on the leadership styles and also depending on the choice of the strategy it is important to understand how to manage conflict management in the nurse managers while taking care of the patient. For example, a case of the elderly patient who showed a violent behaviour against a staff, created conflicts among the nurses, as to how to take care of the patient and correct his behaviour through the seclusion part or by giving him meditation. As per the study in the clinical settings, the role of the leaders is often how the head nurses in general hospitals have to deal with the conflicts on the daily basis and also depending on the choices, it is important to draw an effective choice of the management. In the case, finally, it was concluded, to influence the elderly patient by leading a similar patient example, who was showing aggression and how he was controlled with what technique.
The role of the management is to understand how to overcome complicated situations and also can create a choice of conflict management mode. It is also an important way to handle nurses effectively. The choice of conflict management and depending on the complicated situations, another interpretation is the managerial effectiveness and how three can be the likeliness of the nurses (Wester, 2019). The dependent ability which would be a likeliness of the conflict situations would be due to the constructive and effective outcomes that can be a standard requirement (Rwafa-Madzvamutse, 2020). The role of the nurse is to how there can be a perception of the transformational leaders in the clinical setting which can be likeliness of the transactional leaders. Depending on the conflict management strategy that can be helpful in the compromise that would be nurses which would be due to the one mode of conflict management. Transformational leadership can be adopted as to how the transactional style of leadership that would be accounted with the conflict strategy, the likeliness of how there can be mental health and psychiatric patients, that can be caused due to the conflict management on account of the violent behaviours in patients that would be challenging. It is also how to handle the conflict and likeliness of the head nurses and how to adapt the style of leadership and also how there can be a conflict management approach (Ryan, 2019).
Nguyen (2019) has identified the violent behaviour within the acute mental health settings that have to be controlled and balanced, to create the differences in incidence and also in the distribution. Deepening on the varying patterns of how there can be staff behaviour, management styles, a social organization that is dependent on the units of violence. The role of the leadership would help to suggests conclusively that, ‘violence is a symptom of disorder not only in the biological and psychological field but also in the socio-cultural field (Ng et al, 2019). Experiencing the Violent behaviours in patients and how there can be the frequency inwards and how there can be staff functions who would be unclear, which can describe as to how there can be no predictable staff-meeting interaction and due to the slackened and the unstructured leadership or management approach can cause a problem.
Depending on the acute mental health, the role of each leadership is dependent on the personality in transactional along with transformational leadership (Looi, 2019). As per the leadership and the likeliness of the ratings of the transformational along with the transactional leadership behaviours, it is important to understand the five-factor model and how the likeliness to influence the personality traits can be purely due to the 3 dimensions of transformational leadership and how to have the influent-inspirational motivation or charisma and also the likeliness of the intellectual stimulation and examining the individualized consideration. The leadership can be identified as the 3 dimensions of transactional leadership that can be identified as the contingent reward and how there can be management by exception-active and it would be presented as the passive leadership (Layton, 2019). Extraversion can also major personality traits that can show a consistent approach to how there can be a correlation to transformational leadership that would be related be charisma that is the likeliness of the style of leadership. In the acute mental health settings, it is important to have subtle personality traits sand depending on identifying how there can be unobvious characteristics and also the determinants of transformational along with the transactional styles of leadership.
Leadership styles can have similar impacts and consequences on acute mental health settings. Such as the leadership performance and similar personality patterns along with the behaviours, can also be a similar overall performance that can result in determining both the transformational along with the transactional leadership styles (Layton, 2019). Another factual presentation is how there can be leadership styles and dependent on the ratings of the operating units, it is important to predict and identify the subsequent performance that can result in determining the high stress and overcoming some of the uncertainty patterns. Another part is to determine how the predictive relationships can help to examine how the transformational along with the transactional leadership styles can relate to the ratings of unit potency, and determine the cohesion and performance levels. As a result, often the leadership styles positively can be predicted inline to the unit performance and how to relate wit the transformational styles of leadership which can be similar be effective steps to improve the performance and how the entire nursing or clinical unit can improve substantially. Subsequently, how due to adapting effective leadership, it can be staff retention and job satisfaction that can work in style to the transformational leadership styles (Ng et al, 2019).
The leadership style can be measured organizational effectiveness and also identify how the transactional and transformational leadership in the settings, can be an influential factor. The relative influences of transactional (TA) along with the transformational (TF) styles of leadership that can manage the organizational effectiveness (OE), Often it can be measured as a result of the ways it can measure and how it can be helpful to determine the degree of goal attainment and also identifying the quality of nursing care (NQ) provided (Looi, 2019). To conclude, how the result of the TA and TF leadership styles had a low or significant connection that can help to overcome the organizational effectiveness which can be described within the company and how to determine the perceived understanding the relation of the organizations and clinical settings that would be dependent on the levels of transformational or transaction leadership behaviours which can also show the better organizational effectiveness (Nguyen, 2019).
It is recommended as to how there can be personality traits that can have the five-factor model which is identified per the transformational leadership patterns which can categorically be dependent on the behaviours (Gagnon et al, 2019). Often the personality traits can be shown as Extraversion, Agreeableness, and Openness that can also experience as to how there can be predication of the transformational leadership which can examine the traits related to the particular leadership style. Neuroticism and Conscientiousness can also be identified how there can be transformational leadership behaviours. Further, it is examined as to how there can be ‘transformational leadership behaviour which can examine how there can be outcomes reflecting leader effectiveness and it would be evaluated as to how the controlling factor can control the effect of transactional leadership (Layton, 2019).
To conclude, the role of the leadership in the acute mental health settings is to share the share a commitment evidence-based approaches and how to develop in link to the leadership, that can help to correspond with the effective team collaboration to treat the patients by a team including clinicians, managers, psychologists, practitioners and project managers., As per the leadership direction it is important to have the set of an agreement to relate with the organization who would consistently be trying to save, have a defined vision and also be in sync to the consistent with vision, values, and strategy. Alignment refers to effective coordination and integration of the work. Commitment is often seen in the organization that would be in a position to take the personal priority and to also ensure, the success of the organization can have in sync to the individual or immediate team's success that is part of the isolation. Leaders can follow an effective leadership policy. The leadership role is to focus on managing the staff, to follow the proper goals of assessment, and assist the activities of others or subordinates.
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Ryan, A., Rizwan, R., Williams, B., Benscoter, A., Cooper, D. S., & Iliopoulos, I. (2019). Simulation training improves the resuscitation team leadership skills of nurse practitioners. Journal of Pediatric Health Care, 33(3), 280-287.
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Williams, M. E., Joyner, K., Matic, T., & Lakatos, P. P. (2019). Reflective supervision: A qualitative program evaluation of a training program for infant and early childhood mental health supervisors. The Clinical Supervisor, 38(1), 158-181.
Winterbottom, P. (2019). Leadership and Management. In Seminars in the Psychiatry of Intellectual Disability (p. 222). Cambridge University Press.
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