Empowering Healthcare Through Democratic Leadership

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The Democratic Leadership Model is an example of a style applied in leadership where all the members of a specific group or organization are involved in making decisions. Their views and opinions are considered since they could give them a better approach to certain situations. Discussions among the participants are encouraged, and they are free and fair. Everyone is treated equally, and there is room for set rules and standards adjustment. It is also known as shared or participative leadership. This model can be applied in nursing since it is very efficient. I chose this model since it focuses on the free flow of ideas and group equality. This leads to higher productivity, group morale, and a conducive working environment.

A critical framework and procedure are provided by the democratic leadership approach, which can be followed in advanced nursing. Most importantly, leaders are encouraged to adopt this model to achieve the set goals and objectives. Decisions are decentralized, whereby every person’s ideas are considered before making a final decision. In case of differences and arguments, issues can be solved in a friendly manner. Through this, every employee feels their presence and contribution and feels appreciated. The working environment creates less tension, enabling full potential utilization and specialization in some fields.

Democratic Leadership Model Characteristics	Application to the Family Nurse Practitioner Role
Teamwork among employees is highly creative (Baker & Alshehri, 2020).	The various departments of a hospital setup must work together to achieve their primary goals. All members, from the healthcare providers to the support staff, are encouraged to share opinions and ideas to provide quality services. In a pediatric clinic, the FNP collaborates with nurses to treat the patients (Elkefi et al., 2021). Additionally, collaboration gives the employees opportunities to know each other well. They learn to appreciate their differences, enabling them to work effectively. Support staff help is also critical as it enables a smooth flow of daily activities by giving necessary help. Patients benefit from their services indirectly, implying that they should also be appreciated.
Decision-making is done through a decentralized approach (Hossny & Sabra, 2020).	In this type of leadership, decisions are made based on the ideas given by the team members. Their views on incoming projects and events are considered before they are laid out. Through this, the members feel appreciated and part of the organization, making them more productive. For any sick person who needs some special care, healthcare practitioners must share ideas before coming up with a final decision (Alessy et al., 2021). For instance, a patient in critical condition may need the support of more health workers who can share knowledge and experience to decide on a better treatment plan.
When giving suggestions, freedom of expression is practiced without judgment (Kilicoglu, 2018).	Since the hospitals receive patients from diverse backgrounds, cultural diversity may arise. Some have beliefs that hinder them from taking medications since they trust traditional herbs. Such situations need patient education which the doctors can offer. Further, they can be convinced that they can heal faster if they take drugs as prescribed. During the diagnosis session, FNPs must create a friendly environment with the patients such that they can give private information concerning their health (Alpin et al., 2019). In some cases, such as rape and existing conditions, nurses should not be judgmental but rather encourage the patients. Further, they should inform them of the emergency numbers to call in case of emergencies to seek help.
Creativity among the workers is encouraged due to job proficiency (Maelany et al., 2022)	Leaders give their employees the freedom to give their opinions and suggest possible solutions. In case of emerging issues in the hospital, they can invent new preventive measures to prevent the spread of diseases. Further, the team members may come up with new ways of treating patients and the inclusion of technology. This saves time for the patients as they receive services without delay. Information on the patients can be stored online for easy retrieval. The management must use strong passwords to protect the data from unauthorized individuals. The emergence of disease needs adaptation of healthcare workers and protection from contracting the pandemic since they are at high risk (McDonald et al., 2022). Most of them were able to come up with rules like constant handwashing and wearing of face masks. Patient education enabled them to learn about these preventive practices, reducing cases of sick individuals in the hospital units. Additionally, patients were encouraged to practice these precautions at home and in their places of socialization.
Job satisfaction is highly encouraged (Albagawi, 2019).	Any organization that values its staff is likely to succeed since they feel appreciated. Most importantly, when they are encouraged to participate in mentorship programs and coaching processes, they learn how to adapt to some risky situations. They get to learn protective and self-defensive mechanisms. To increase the morale of workers, rewards should be implemented for those who take their duties responsibly and timely (Hilton et al., 2021). FNPs interact with patients with different character traits, some of which can be violent or emotional during diagnosis. They learn how to handle them to evade cases of self-injury and common laboratory accidents.
Increased output is realized from the employees (Naseem et al., 20218)	Specialization leads to perfection in specific skills and competencies needed in any company. In a hospital setting where the democratic model is applied, healthcare professionals are given the ability to practice their duties efficiently. FNPs in different departments coordinate and allocate specific services to save on time spent on patients. In intensive care units, more critical patients should be prioritized to increase their chances of survival (Nedelko & Potocan, 2021). The most vulnerable in intensive care units can also receive specialized treatment.

The primary purpose of this assignment was to identify a model which can be applied in the nursing field. The democratic leadership model was chosen since it provided alternative strategies for effective leadership (Putri et al., 2021). It fostered creativity, where new approaches to patient safety emerged. Advanced technology was incorporated to facilitate online patient data storage (Raupu et al., 2021). Further, the democratic leadership model allows for equal participation of all the workers in any organization to participate in decision-making. Sharing opinions is made friendly without judging the target individuals (Rentsch et al., 2021). This gives members a sense of belonging, improving their morale. High levels are realized as the workers develop new approaches to issues affecting them (Ustrell-Torrent et al., 2021). Job satisfaction is highly encouraged as the main of the leader is to make the working environment conducive to all individuals.

References

Albagawi, B. (2019). Leadership styles of nurse managers and job satisfaction of staff nurses: Correlational design study. European Scientific Journal ESJ, 15(3). Web.

Alessy, S., Lüchtenborg, M., Rawlinson, J., Baker, M., & Davies, E. (2021). Being assigned a clinical nurse specialist is associated with better experiences of cancer care: English population‐based study using the linked national cancer patient experience survey and cancer registration dataset. European Journal of Cancer Care, 30(6). Web.

Baker, O., & Alshehri, B. (2020). The relationship between job stress and job satisfaction among Saudi nurses: A cross-sectional study. Nurse Media Journal of Nursing, 10(3), 292–305. Web.

Elkefi, S., Yu, Z., & Asan, O. (2021). Online medical record nonuse among patients: Data analysis study of the 2019 health information national trends survey. Journal of Medical Internet Research, 23(2), 24-67. Web.

Hilton, S., Arkorful, H., & Martins, A. (2021). Democratic leadership and organizational performance: The moderating effect of contingent reward. Management Research Review, 44(7), 1042–1058. Web.

Hossny, E., & Sabra, H. (2020). Effect of nurses’ perception of workplace civility climate on nurse-physician collaboration. Nursing Open, 8(2), 620-627. Web.

Kilicoglu, D. (2018). Understanding democratic and distributed leadership: How is democratic leadership of school principals related to distributed leadership in schools?Educational Policy Analysis and Strategic Research, 13(3), 6-23. Web.

Maelany, I., Sukesi, N., & Prasetya, C. (2022). The relationship of the leadership style of the headroom with nurses’ work motivation. Indonesian Journal of Global Health Research, 4(1), 85-92. Web.

McDonald, C., Hart, S., Liew, S., & Heydenrych, I. (2022). The importance of patient mindset: cosmetic injectable patient experience exploratory study—Part 1. Aesthetic Surgery Journal Open Forum, 4. Web.

Naseem, S., Afzal, M., Sehar, S., & Gilani, S. (2018). Relationship between nurse managers’ leadership styles and staff nurses job satisfaction in the public hospital of Punjab, Pakistan. International Journal of Social Sciences and Management, 5(3), 201-208. Web.

Nedelko, Z., & Potocan, V. (2021). Sustainability of organizations: The contribution of personal values to democratic leadership behavior focused on the sustainability of organizations. Sustainability, 13(8), 4207. Web.

Putri, P., Tri Afandi, A., & Wahyu Fajaryanti, D. (2021). Relationship of leadership style to the completeness of filling in the early nursing assessment in hospital. Nursing and Health Sciences Journal (NHS), 1(1), 64-66. Web.

Raupu, S., Maharani, D., Mahmud, H., & Alauddin, A. (2021). Democratic leadership and its impact on teacher performance. Al-Ishlah: Jurnal Pendidikan, 13(3), 1556-1570. Web.

Rentsch, C. T., Beckman, J. A., Tomlinson, L., Gellad, W. F., Alcorn, C., Kidwai-Khan, F., Skanderson, M., Brittain, E., King, J. T., Ho, Y., Eden, S., Kundu, S., Lann, M. F., Greevy, R. A., Ho, P. M., Heidenreich, P. A., Jacobson, D. A., Douglas, I. J., Tate, J. P. Freiberg, M. S. (2021). Early initiation of prophylactic anticoagulation for prevention of coronavirus disease 2019 mortality in patients admitted to hospital in the United States: Cohort study. BMJ, n311. Web.

Ustrell-Torrent, J., Buxarrais-Estrada, M., & Riutord-Sbert, P. (2021). Ethical relationship in the dentist-patient interaction. Journal of Clinical and Experimental Dentistry, e61-e66. Web.

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Empowering Healthcare Through Democratic Leadership

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