Faculty of Health Sciences
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Item Leadership practices of nurse unit managers at a selected private hospital group in eThekwini District, KwaZulu-Natal(2022-05-13) Ngcobo, Thobani Patrick; Sibiya, Maureen Nokuthula; Naidoo, VasanthrieLeadership has become an important aspect of management practice in the changing health care environment. As health care organisations restructure to meet the demands for accessible, efficient, safe and affordable health care, nurses in management roles are under constant pressure to develop new skills and strategies to meet the challenges that accompany system change. Research has shown links between leadership styles in nursing and nurses’ job satisfaction, job retention, quality of care, and hospital costs. Nurse Unit Managers (NUMs) as first-line leaders have a responsibility to induce changes in the clinical or work environment, calling for their active participation in the development of healthcare policies and strategies. Aim of the study The aim of the study was to explore the leadership practices of NUMs that allow them to achieve success in their leadership roles. Methodology A qualitative design guided the study and data was gathered through one-on-one, in-depth interviews from NUMs based at a private hospital group in the eThekwini District in KwaZulu-Natal. Findings Exploring this topic provided an understanding of the current gaps in leadership in the nursing sector; in particular, to the private healthcare industry. The understanding of the challenges makes it possible for the suggestion of strategies to assist and meet the needs of future NUMs with regard to leadership roles. Conclusion Research findings showed links between leadership styles in nursing and nurses’ job satisfaction, job retention, quality of care, and hospital costs. Whilst, NUMs as first-line leaders have a responsibility to induce changes in the clinical or work environment, their roles and functions have been somewhat stifled as they have had to function with limited resources and constraints. This has led to decreased levels of job satisfaction, further limiting growth or enhanced professional roles.Item The leadership potential of generation Y practitioner nurses : basis for a developmental framework(2018) Manson, Theresa Anne; Sibiya, Nokuthula N.; Nkosi, Zethu Z.Background This study addresses the global leadership crisis in healthcare. Generation Y nurses are the face of the future for the nursing profession and they will soon form the majority cohort of nurses worldwide. Leaders look similar all over the world, and Filipino nurses are now working in most countries. Their leadership ability will no doubt impact on healthcare worldwide. There has been a lack of academic research focusing on the leadership needs of Generation Y nurses, and in particular a lack of mixed methods research in this field. Aim The aim of the study was to develop a sustainable, structured, Generation Y appropriate leadership framework for practitioner nurses, incorporating the knowledge, skills and abilities required so that they are adequately prepared to fulfil leadership at the bedside. Methodology The study design was a multistage mixed methods advanced framework, with concurrent and sequential phases. The design suitably addressed the quantitative and qualitative research questions. Integration occurred at multiple levels. The Relationship-Based Care (RBC) model was adapted to serve as the theoretical framework. Data was collected on Generation Y Filipino nurses working at a hospital in Saudi Arabia. The data collection methods included the online VIA-24 strengths survey, the American Organization of Nurse Executives (AONE) leadership survey on ‘the leader within’ using Benner’s rating scale, and semi-structured face-to-face interviews. The quantitative data was analysed using statistical measures, while the qualitative data was analysed using Tesch’s coding and thematic analysis. Findings The three sets of data revealed insights into the perceptions, leadership needs and leadership development of Generation Y nurses. The significant findings were that Generation Y nurse’s rate ‘fairness’ as the most important character strength and they want equal opportunity to take on leadership roles. The character of a leader determines leadership ability and effectiveness, and they believe they have leadership ability, and that anyone can lead. Generation Y nurses are keen to take the lead, but they need further personal and professional development, and a clear career plan. They value collaborative teamwork, relationships and good communication. They have a clear leadership vision, and strongly desire leadership education that is creative, innovative, technology-driven and fun. They want to learn through active learning and reflective practice. The outcome of the study led to the development of a leadership framework for practitioner nurses that can be used to prepare them for future leadership roles.Item Leadership competences of professional nurses in the eThekwini health district during the first year of registration with the South African Nursing Council(2018) Solwandle, Nomawonga Corona; Orton, Penelope Margaret; Razak, A.This qualitative research study was conducted to explore and describe leadership competencies of the newly registered professional (NRP) nurses during the first year of registration with the South African Nursing Council (SANC) in selected provincial hospitals in the eThekwini health district. A qualitative, exploratory, descriptive study methodology was used. Semi-structured interviews were used to collect data; open- ended questions provided participants with an opportunity to provide rich and detailed information about selected experiences as qualified professional nurses. The main objective of the study was to build on prior work in order to explore and describe selected leadership competencies of the NRP nurses, particularly those related to inability to manage conflict, uncertainty and fear of having to delegate, and observing unethical practice. Benner’s model of Novice to Expert nurse was used as the organising framework. The purposive sample comprised eight R425 trained professional nurses in their first year of registration with the SANC, who were working in the selected regional hospitals of eThekwini health district. All participants had completed one year of practice and reported believing that they were at Stage 3: Competent of Benner’s Stages of Clinical Competence model – from Novice to Expert. Six themes emerged, namely: support; uncertainty and fear of having to delegate; competence; transition to professional nurse; observed unethical practices; fear of victimisation; and difficult relationships. From the above stated themes fifteen sub-themes emerged. The results found that nurses are continuing to transition into Benner’s Stage 5: which requires continued support and integration as they evolve in their roles as professional nurses.