Running head: LEADERSHIP

An Insight into Nursing Leadership

Diana C. Pulido
Old Dominion University

Running head: LEADERSHIP

2
Nurse Leader Interview
490 Nursing Leadership

Purpose of Assignment
To assess leadership style and skills in a current nursing leader and identify
areas for personal growth related to nursing leadership.
Student Approach to Assignment
In order to advance toward the purpose of this assignment, an in person
interview was performed to a Navy veteran who is a leader for a telemetry
unit of a local hospital. It was assumed that by interrogating a person
presently under this position can provide a fresh outlook and evidence. After
analyzing the key components provided from the interview and from past
theorists, I concluded to appropriately manage a leadership position, it is
crucial to develop an inspiring vision to set direction to move forward, an
appealing style is to become receptive while preserving authoritarian
posture.
Reason for Inclusion of this Assignment in the Portfolio
This assignment allows the reader to familiarize with the concept of
leadership in a feasible manner as it is assumed that understanding the key
elements of this role will grant a stable foundation for novice nurses.
Performing this interview symbolizes the significance I have toward
becoming part of leadership model.
Leadership
o Demonstrates self-direction, professional accountability, and
advocacy adhering to legal and ethical nursing practice as a novice nurse.
Demonstrated self-direction by performing an independent
confrontation with a superior using theoretical points that could
support my perspective when there were misunderstanding of concept.
Accountable for adhering to the legal and ethical regarding to nursing
by choosing the appropriate candidate as mentor for professional and
personal growth as Mr. Munoz was described in this assignment.
Critical Thinking
o Revise actions and goals based on evidence rather than conjecture.

Running head: LEADERSHIP

Evaluated the outcome of the leaders vision goal and consistency in

the application of his subjective data by observing his units structure
and the efficiency of his subordinates during the department tour after
interaction.
o uses nursing and other appropriate theories and models to guide
professional practice.
Used the appropriate nursing leadership styles such as quantum,
transactional, transformational and shared presented in the reading as
guidance to analyze and perceive the intended meaning of the
interviewed leaders theory and style.
Communication
o Express oneself and communicates effectively with diverse groups
and disciplines using a variety of media in a variety of contexts.
Communicated effectively with a leader who became part of the
hospital administrative governance. The communication style used for
this assignment was based on a dispute interaction and the usage of
theoretical and conjunctive framework.

Running head: LEADERSHIP

An Insight into Nursing Leadership

The role of nurse manager of an acute or critical care unit is one of the most difficult
roles in healthcare today (the nurse, n.d.). Juan Munoz has been exposed to the leadership
position for more than 15 years. The majority of his leadership skill he learned was during his
NAVY career. Now, he currently works as a manager for a local hospital in Hawaii. Part of his
responsibility is to make sure his telemetry unit has the necessary tools and personnel to provide
exceptional quality care. Beside been a great leader at his workplace, he is also a great leader and
father for his family members;: his wife and four children. Mr. Munoz (2016) believes:
Leadership is a learned skill in which is obtained through experience, it requires commitment,
sacrifice, responsibility and accountability. Some examples he provides include; staying after
hours at work to accomplish what the goal was for that day instead of pushing it to the next day,
working on his days off to avoid work accumulation, volunteer at work events as he believes it
provides interest in the company. Mr. Munoz (2016) highly recommended to include the family
as much as possible. Mr. Munoz expresses how he always and up to this point takes his family
to all work related events as he believes having balance between work and family. Currently, Mr.
Munoz still mentor junior sailors, participates at quality improvement activities for his hospital,
is actively involved at his church events and often assist his family members financially when in
times of need. I chose Mr. Munoz not only because he is my brother in law but because besides

Running head: LEADERSHIP

his enthusiastic, humble character and leadership skills, for the past 10 years, he has been my
career and life coach.
According to Mr. Munoz (2016) part of his leadership traits, is the knowledge in when to
become authoritative or authoritarian or permissive. As a leader, it is important to keep in mind
the vision statement of the workplace, familiar with each employee personality, actively listen,
and be open mind for suggestions the front line knows best. Mr. Munoz believes for an
organization to innovate and continue to succeed, cooperation and coordination are required
within its associates. Mr. Munozs leadership style seen to have a mixture of quantum,
transactional, transformational and shared leadership (Sullivan, 42-44). Starting with quantum
leadership, he has used it during emergency situations,; perhaps administration leaders wants a
department change in a short amount of time, this places the manager in a position where the
focus is the product rather than the sacrifices and performance. Using the transactional style, he
takes the ultimate decision that maintain within the policy of the facility, not only to maintain
within standards of care but for legal purposes and for role modeling for his employees as he
(2016) believes this actions increase employees trust with his management. Mr. Munoz has
rewarded people who have performed their duty accordingly with early promotion, a day off, and
has facilitated with requested facility transfer. Transformational style, he makes sure all his
employees training and certifications are up to date. Often stimulates employees to suggest ideas
for innovation. Mr. Munoz (2016) believes that in order to be a good leader, leadership has to be
shared: you have to accept you dont know everything! He often ask other colleagues for their
perspectives and assistance, he remarks because it all comes down to quality care. His
leadership also requires to be empathetic and humble. It is normal for monotony to fade certain
emotions away which is why self-assessment is important. Lastly, he believes the external

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environment is what triggers our daily mood, and our mood is what dictates the quality of care
we perform.
This leader feels this organization has been more focused on the product rather than the
effort was used. He feels the reason for that is because this hospital bases its care using the
classical theory, where in order to achieve its vision statement and maintain coordination within
the facility, bureaucracy governance is used. This is beneficial to employees as hierarchy is clear
and reduces duplication of work as everyone know their job duties, the disadvantage is that each
specialty focus only on each department and teamwork within other departments decreases.
This facilitys governance is divided into the Chief Executive Officer, then, branching to the
Chief Nursing Officer, the Vice-President of Operations, the Chief Financial Officer, and the
Vice-President of Medical Affairs. This hospital uses a functional structure. Employees are
grouped per specialty and each specialty has its own manager. Its usual way of communication
flows vertically from the department heads to the top management. Staff authority, is also used in
this facility, if a physician is noncompliant with the department rules after several unsuccessful
interactions with the manager, the manager has authority to discuss the situation with the chief
medical staff.
According to Mr. Munoz (2016), to positively overcome a challenge, it is very important
to first identify what the barriers are, because once these are known, creativity and critical
thinking expands which provides solutions. For instance, if there is a new policy in the
department, but as times passes, it is noticed that staff has been noncompliant, instead of going at
each individual and ask them why? he focus on the external factors that are causing this policy
to be neglected. Part of Mr. Munozs management is to find out what is causing this
noncompliance; possible reason can be lack of understanding the new policy, lack of

Running head: LEADERSHIP

communication within the department, lack of training, etc. He believes it is very important to
assess the circumstances that shows care for the department and for the staff. Mr. Munoz believes
healthcare evolves based on errors, it is something inevitable, but does not mean it should
happen often,. He believes it is also very important to analyze employee compliance as this can
also help identify the root of the cause whether is personal negligence or the system been used.
References
Munoz, J. (2016, February 1). Personal interview
Sullivan, E. J. (2012). Effective leadership and management in nursing. (pp. 42-44).
Boston: Pearson
The nurse manager's role in creating a healthy work environment. (n.d.). In PubLMed.gov.
Retrieved February 1, 2016, from http://www.ncbi.nlm.nih.gov/pubmed/11759354

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I pledge to support the Honor System of Old Dominion University. I will refrain from any form of
academic dishonesty or deception, such as cheating or plagiarism. I am aware that as a member of the
academic community it is responsibility to turn in all suspected violators of the Honor Code. I will report
to a hearing if summoned.

Name: Diana Pulido

Signature: DianaCPulido
Date: 02/01/2016