Professional Documents
Culture Documents
Esta, RN
Master of Arts in Nursing
EMPOWERMENT IN THE WORKPLACE
Laschinger, Heather L., Wong, Carol A., Cummings, Greta G., and Grau, Ashley L. (2014).
Resonant Leadership and Workplace Empowerment: The Value of Positive Organizational
Cultures in Reducing Workplace Incivility. Nursing Economics, 32(1), pp.5-15
1. The article elucidated how Resonant Leadership accompanied by Workplace
Empowerment reduce Workplace Incivility. The main problem that the article tackled is
workplace incivility which can be linked to negative organization outcomes such as
increased burnout and turnover intentions and decreased job satisfaction and
commitment (Lachinger, Leiter, Day & Gilin, 2009). These problems create financial
burden for health care organizations. But with the help of Resonant Leadership, a form
of positive leadership, it empowers nurses and discourage workplace incivility and
burnout through emphatic, passionate and committed attitude to maintain a supportive
professional practice environment.
2. The discussion that I like the most is the role of a nurse leader in maintaining a positive
organizational culture in the area. I think that it is one of the most crucial and pivotal
factor of the article for these leaders are the one in active mentoring with his
subordinates. These leaders must demonstrate and preserve the value of nursing as a
profession towards cultural advancements. They are the ones to monitor, spearhead
and implement their leadership style that will greatly affect the drive of staff nurses in
reporting for work and getting the job done. On the other hand, the least information
that I have noticed was on incivility. It was stated in the reading that there hasnt been a
concrete definition of what incivility is. There must be stable criteria to describe if a
negative act is considered uncivil that can predispose in the development of negative
workplace environment.
3. The setting of the reading is basically a health institution with nurses working in direct
patient care positions composed of nurse leaders and staff as stated in the
demographics of the study it was held in different unit specialty with greater percentage
in the area of medical-surgical (51.7% of the sample). The participants are currently
working, majority are female with (93.9% of the sample) and an average age of 41.52
years of age averaging 16.80 years of nursing experience.
4. The author made emphasis on the use of Resonant Leadership style and its effect in
promoting good working environments. The leadership style of nurse leaders will greatly
define how the staff will react and embody their work as a nurse. Satisfaction on the
workload and environment will coincide with the outcomes of clinical service. Having
been said these information, nurse leaders need to build an empowering work
structures by seeking feedback, supporting and role modeling teamwork within the
area, actively mentoring staff towards optimum performance and giving them freedom
to make important decisions. In this manner, it is not just the leader working for the
team but they act as one, hand-in-hand in attaining their goal of an outcome based
positive organizational culture.
Lachinger H. L., Wilk P., Cho, J., Greco, P. (2009). Empowerment, engagement and perceived
effectiveness in nursing work environments: does experience matter? Journal of Nursing
Management, 17, pp. 636-646.
1. The article discussed how staff nurses perceived workplace empowerment and
workplace engagement can affective their effectiveness in the area. It also compared
the perception of new graduates versus the perception on experienced nurses towards
empowerment and engagement. Workplace engagement is defined as a positive
fulfilling, work-related state of mind that is characterized by vigor, dedication and
absorption (Schaufeli and Bakker, 2004). On the other hand, Workplace Empowerment
is practicing autonomy in their field that provides high level of job satisfaction,
organizational commitment, organizational trust, justice and respect with low levels of
job strain and burnout (Lachinger et al. 2001, 20013). With this, the main course of the
journal surrounded the use of empowerment and engagement as they were perceived
by newly graduates (less than 2 years experience) and nurses with experience more
than 2 years. Based on the findings of the study, it was concluded that work
engagement plays a mediating role or mechanism by which empowerment affects work
effectiveness. Furthermore, the experienced group perceived the need for workplace
engagement and empowerment to perform tasks effectively while new graduates still
needs basic structural empowerment because of the dramatic adjustments upon
entering the field of work. Hence, work engagement has been positively linked to
employee satisfaction, organizational commitment, effective practice behavior,
self-efficacy and job performance to lessen turnover intentions, burnout and poor
health.
2. The discussion in the reading that I liked the most was the need of newly graduate
nurses to acquire structural empowerment that will enable them to practice according
to their learnings in their nursing education program for them to practice effectively. It
is the most crucial stage of their nursing career because they will start to handle
patients without the need for further supervision and of course relate to their
colleagues on different settings and scenarios. It is a must for new graduate nurses to
gel in the profession for they will become the future of our practice. Ample guidance,
trust and support (emotional or information-based) will highly aid these nurses attain
the goals of their practice. On the other hand, the least that I like in the discussion is
that whenever engagement and empowerment fails, nurses might lead to burnout, poor
health and turnovers. I myself have experienced such when I was still a newly graduate
profession but doesnt have to be the thing. In order for a person to attain his goals, he
must do everything with compassion and hardwork. Nothing comes out easily but with
continued a support from the manager, surely the nurse will still pursue the profeesion.
3. The readings study took place in the province of Ontario during the winter of 2005. The
sample were selected using a stratified sampling method. The first group, newly
graduate nurses, were randomly selected from the College of Nurses in Ontario registry.
Meanwhile, the second group composed on experienced nurses are all staff nurses
working in an acute care setting in the same province. They used 2 years as their
timeframe because based on evidence, newly hired nurses tend to leave their first
position within the first 2 years.
4. The issue and concern that the topic from this reading tackled was on the benefits of
empowerment and engagement on nurses effectivity in their task regardless if they
belong to the newly graduate nurses or an experienced one. It is further elucidated
these two factors, empowerment and engagement, uphold nurses intent to stay in their
jobs for nowadays, there has been a serious nursing shortage. This shortage might
greatly affect the quality of healthcare delivery. This article can greatly help future
researches and help the current state of the profession today. Managers can get
information to make the practice worthwhile and the staff satisfied with their jobs.