Q

In this assignment, I will mainly focus on my experiences and reflections during my work in the immunization department

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My Experience
Nursing is a dynamic practice and demands effective leaders who would inspire and encourage the employees to rise beyond their self-interests and help achieve the set goals. In this assignment, I will mainly focus on my experiences and reflections during my work in the immunization department at San Antonio Metro Health District. I will evaluate how effective our Immunization Clinical Supervisor resolves conflicts within the Immunization department. Moreover, I will reflect on my nurse manager's leadership skills and compare them with my leadership skills. In the end, I will provide a summary of my leadership aspirations and approaches I intend to adopt for self-development and professional growth.
Observation
The Immunization department is relatively small with only 14 employees and the supervisor. Therefore, I was able to work closely with Martha and observe her as she went along with her supervisory duties. As to the moment, Martha is the Immunization clinical supervisor in charge of 14 departmental members. She practices a transformational leadership style to manage here staff members. As explained by Sullivan (2012), in transformational leadership, leaders go beyond transactional duties of management to motivate and inspire followers. Transformational leadership mainly focuses on building interpersonal relationships between the leader and subordinates and encouraging employees to work towards a common goal.
In the department, the fourteen employees are divided into smaller units of four people each, and then Martha joins them to ensure that five nurses are on duty each day. Joining the group members enables her to monitor, coach closely and inspire dedication among the staff members. Besides, Martha encourages responsibility in the firm. Rather than blaming individual employees for their mistakes, she always creates forums for open discussions with the team members to brainstorm on the best ways to avoid errors and improve on service delivery to the clients.
During my observation week, there were two specific situations where I saw Martha solve conflicts among the staff members. The first conflict-related to lack of cooperation among the clinical specialists. During immunization, some members could promise to help their colleagues in handling stubborn children, only to decline to offer support at the last minute. This caused a conflict between two particular employees with one of them reporting the matter to the supervisor. Upon receiving the complaint, Martha organized a closed-door meeting with the two employees and solved the issue without involving other staff members. Surprisingly, the other staff members did not like it. Most of the staff members complained that they usually solve problems among themselves without involving their superiors and that it was wrong for their colleague to report the matter to the supervisor. This was, therefore, another conflict related to group gossip and Martha had to intervene again. She called a meeting with all the staff members and advised them on the importance of cooperating as a group, and created a memorandum explaining to the staff members to develop a culture of teamwork and cooperation.In the end, all the staff members agreed to cooperate and assist each other in handling different clinical duties. I felt that Martha was effective in addressing these two concerns, thus improving group unity.
Reflections
Initially, I had believed that the role of a nurse manager is to conduct all the transactional duties like planning to set achievable objectives, organizing to establish the organization in the right direction, commanding to give orders and clear instructions to the employees coordinating activities and controlling to ensure that the duties are conducted in the correct way. However, from working closely with Martha and noticing her involvement in inspiring and motivating the staff members, coaching them and solving conflicts, my view of management has changed. Besides, I have understood that nursing is not just a task-oriented job, but a profession that demands accurate knowledge of leadership and effective interpersonal and problem-solving skills (Sullivan, 2012). For instance, Martha not only supervises the daily activities of the staff members but also indulged in some activities like solving employee conflicts, motivating and inspiring them to provide excellent client services.
I have always believed that participation is a primary prerequisite for effective leadership. Therefore, I feel that my most appropriate leadership style would be shared leadership. Ideally, this is a leadership style characterized by partnerships, dialogues and understanding boundaries (Sullivan, 2012). Furthermore, nursing as a practice consists of well-educated professionals who are dedicated and equipped with leadership skills. All the nurses must assume responsibility for the performance and fate of the organization (Scully, 2015). Because the Immunization Clinic department is small and entails only 14 employees, I believe my leadership style would complement the unit and ensure effective decision making. I also think that problems facing employees are diverse and can only be solved by incorporating different inputs from employees.
Communication
According to Sullivan (2012), communication is a dynamic process in which different parties involved in a meaningful interaction with the aim of reaching a common understanding. At my level, I do not believe I can qualify as an immunization clinical supervisor. Given that I am only one year into the nursing profession, I need to gain more knowledge and experience in both professional and educational fields before developing plans to rise to the level of a supervisor. A clinical supervisor is a complex role that requires expertise in decision making, supervising, effective communication and team management. Therefore, I need first to complete my degree program and earn a BSN. I also need to take a course in communication to improve my communication skills and then practice for at least two years to be familiar with supervisory roles, conflict management, and team management. It is then that I will strengthen my passion for becoming a clinical supervisor.
Conclusion
In a nutshell, my experience in the immunization department has dramatically opened my eyes to leadership in the nursing practice. Healthcare organizations require nurse leaders who can inspire, motivate and coach their employees to offer excellent client services. Besides, my encounter with Martha has made me appreciate the role of effective leadership in aiding organizational teamwork and cooperation. Admittedly, Martha who is my role model, is an effective leader, as depicted by her leadership skills. I, therefore, need to finish my degree and gain more industrial experience to be able to rise to Martha's position as a supervisor in the future.

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