Behaviourist Learning Theory Directed Nursing Practice Nursing Essay

Behaviourist Learning Theory Directed care for Practice Nursing EssayAccording to professional standards of the College of Nursing of Ontario, the cartroading expectation is non limited to nurses who are in formal leadinghip positions all nurses, no matter of what kind the positions they are, beget obligation to demonstrate attractership. Leadership requires knowledge to agnize not only our own beliefs, values and behaviour affecting others, but also others beliefs, and values to build respect, trust, and integrity in a health vexation team. This course requires students choose a theory-basedal framework to guide evolution a knowledge figure, and then applying the theory to a exercise regurgitate for the target of expanding their perspective of nurse practice as an independent thinkers in the organizational or global level of hospital or community setting. My project repute result review and analyze how behaviourist acquire theory (bacon-lettuce-tomato sandwich) directs my learning activities in clinical practice as an independent thinker to prepare my self in optimizing my hereafter nursing practice. It includes two components knowledge and application. The knowledge component will affect reviewing and comparing relevant content about the correlativity between the contemporariess of nursing manpower and prize of drawing cardship air from five recent scholarly members, identifying their strength and limitation, as well as guiding my nursing practice to obtain my learning goals. The application component includes how the acquired knowledge was holdd to guide my critical thinking make for figuring out the avowedly reality of correlation in works setting between the generations of nursing workforce and choice of leaders flare, as well as the take exceptions I have beard. association circumstancesBLT views learning as the product of the stimulant conditions and the say its focus is mainly on what is directly observable. Behavi ourist may closely observe responses and then talk through ones hat the environment to triage more in demand(p) stimulus to bring the intended change (Bastable, 2008, p. 54). That is the inspiration I choose the stimulant conditions different choice of leadership musical mode from different generation of nursing workforces in my questionnaire fall over project, and the response my learning outcome from the project, as the core concept from BLT as literature interrogation topic to acquire related knowledge and apply it to my project about the correlation between generational diversity and choice of leadership in my clinical placement setting.Literature Review / Five Relevant scholarly ArticlesIn her article, Hahn (2009) clearly recognize todays reality is that nursing workforce is made up of multigenerational stave. Nursing managers and their team members might hold different attitudes, beliefs, work ethics, and job expectations. The generation gap increases and creates more opportunities for misunderstanding and conflict. For both leaders and team members, the understanding generational differences would benefit in creating strength and opportunity or a source of stifling stress and conflict. How to deal with the altercate from the multigenerational diversity and develop a extremely functioning and cohesive nursing team are current focuses for the nurse manager to be an impressive leader. Although Hahn did not directly explain which leadership style would fit current workforce situation, the suggested strategies in her article for managers to effectively manage a multigenerational team indicate the transformational leadership to be the choice as an effective leader. Her argument was supported by previous look intoes done by Ulrich (2001), Zemke, Raines and Filipczak (2001).According to the research done by Cummings, MacGregor, Davey, Lee, Wong and Lo, et al (2010), some forms of leadership might be possible to lead to negative outcomes. They made t heir research from 10 electronic databases that include 53 published quantitative studies, then used content summary to analyze these studies 64 outcomes emerged from their analysis were classified into five categories (1) work environment factors, (2) productivity and effectiveness, (3) cater relationships with work, (4) staff satisfaction with work, role and pay, and (5) staff health and wellbeing. Their research found the leadership styles that focused on people and relationships, such as transformational, resonant, supportive, and consideration, were reported in 24 studies, which were associated with higher nurse job satisfaction whereas the leadership styles that focused on tasks, such as dissonant, instrumental and management by exception, were reported in 10 studies, which were associated with lower nurse job satisfaction. Therefore, they concluded that the leadership that focused on task completion alone is not sufficient to achieve optimum outcomes for the nursing workfor ce transformational and relational leadership are needed to enhance nurse satisfaction, recruitment, computer memory, and healthy work environments, specially in this current multigenerational workforce.Differently, Stanley (2008, 2010) argued that congruent leadership will be the one that can facilitate greater effectiveness when traffic with generational issues. Because this approach of leadership rests on the leaders values and beliefs that are demonstrate on leaders role modelling of their ain nursing / health care or organizational values the actions of this leadership style are matched (or are congruent) with followers values and beliefs when dealing with multigenerational employees. Followers who have the same or similar values will support and follow these leaders because of their own values alignment. While realizing the difference of values and beliefs that are genuinely existed between the generational groups, Stanley emphasized that leaders core nursing / health c are values are likely to offer earthshaking common landed estate for this leadership approach to ensure it will be employed successfully. Kowalski, Bradley and Pappas research (2006) seems to be in a supportive position to Stanleys argument.In her article, from the efficiency and absolute outcome of management in a health care organization, Robbins and Davidhizar (2007) joint there is a direct link between leadership style and staff retention, satisfaction and long-suffering satisfaction. Currently, the changing faces in health care workforces pushes the management of nursing on the edge of the change in management strategy using effective and appropriate leadership to prompt greater success in gaining and maintaining staff satisfaction, staff retention, and then, in long run, improving patient satisfaction. Staff retention and satisfaction are the driving forces for achieving the patient satisfaction. Comparing with transactional leadership in leadership strategy, mission and vision, communication, relationship-building, they argued that transformational leadership is more effective in gaining and maintaining staff satisfaction, retention, and patient satisfaction in health care organizations. Poor leadership on a nursing unit leads to unhappy, unmotivated, and less dedicated staff. The underlying fundamental is that a transformational leader has the ability to effectively communicate the vision, mission, and empower nursing staff, which in turn build and promotes a healthy working environment for the entire team.Generally, Arsenault (2004) realized that todays workforce is more diverse than ever. There are many diverse issues. One of them is generational differences, which is created by a shared collective field of emotions, attitudes, selectences, and dispositions. Relatively, the differences in the unique attitudes, values, and beliefs of each generation determines how each generation views leadership, and ranks admired leadership characteristics, w hich correlates to their choice in leadership style and favourite leaders. He concluded that generational differences are a legitimate diversity issue that must be recognized and understood by organizations and needs to be addressed in developing current and future leaders. The leaders of organizations need to recognize and understand that a unique persona, which is developed from generational difference and already translated into a mind-set that demonstrated in different emotions, attitudes, beliefs, values, preferences, and embodied activities in working setting. Accordingly, this mind-set creates differences in leadership style how a person of a generation will lead or how they prefer to be led.In summary, five researches reached the common port, that is, the generational diversity is a current issue in workforce that organization and leaders must recognize and understand in designing effective and productive leadership strategy and style in creating a healthy working environme nt. However, for what is the correlation between generations and choice of leadership style, Stanley (2008, 2010)s articles reached his unique port it argued the congruent leadership will be the one that can facilitate greater effectiveness when dealing with generational issues. The research done Cummings, MacGregor, Davey, Lee, Wong and Lo, et al (2010) clearly reached the conclusion that transformational and relational leadership styles will enhance nurse satisfaction, recruitment, retention, and healthy work environments in todays multigenerational workforce because their research was based on extensive search of related database, so their conclusion derived from the evidence-based literature review is highly credential and statistically significant. Also, Hahn (2009) and Robbins and Davidhizar (2007) generally articulated the nursing leaders should take transformational leadership as the core concept of their management, but their articles do not show strong evidence to support their argument. Arsenaults article emphasized the generational diversity of workforces and its impact on leadership, but he actually did not figure out which leadership could be the effective in current working environment.Summary of Behaviourist Learning Theory (BLT)According to Bastables book (2008, p.54-55), whether dealing with animals or people, BLT views the learning touch as a relatively simple chain or cycle the focus of BLT is mainly on the phenomenon that is directly observable stimulus conditions and the associations formed in the learning process the learning process is understood as the product of the stimulus from the environment and the responses. In order to enhance the learning process leading to the desired result, behaviourists or learners can closely observe and manipulate the environment by utilizing operant conditioning techniques of positive or negative reinforcement (Skinner, 1974, 1989) to increase or decrease the stimulus, thus, to reinforce or decrease th e responses to bring about the intended change.Plan of Implementation ground on my learning goal (see appendix A), I applied the acquired knowledge of BLT to my learning process through a survey project about the generational difference in the perceptive response in their admiring leadership style based on their different emotions, attitudes, beliefs, values, working ethics, preferences, and embodied activities in working setting. Each answer to the survey questionnaire is one of the stimuli for my learning process. What I learned form the project is the response of the learning process. I designed a survey questionnaire (see appendix B) about the correlation between generational difference and choice of leadership styles, randomly distributed to 55 staff in two medicine units of two hospitals, and 53 responses has been collected the statistically valid legate take size is 96.36%. Statistical analysis on the response has been done (Table 1). Poster presentation (Appendix C) has be en presented in my clinical placement unit for feedback.Application ComponentThe Rationale of Choosing Behaviourist Learning Theory (BLT)BLT suggests the learning process is the product of the stimulus from the environment and the responses to the stimulus it views the learning process as a re diering chain or cycle between stimulus and response through operant conditioning techniques of positively or negatively enhancing stimulus. Learning will occur while the stimulus is positively or negatively enhanced. Such a theoretic framework can be applied to health teaching process (Bastable, 2008, p. 54-60). The designation for students project from the course outline is about the learning from the project about a nursing issue in a global or organizational level of a hospital or community setting. Based on the acquired knowledge from BLT, my intention of my project design is to view the responses from the survey as stimulus for my learning about the choice on leadership style in a health care team staff would be any as a leader or a team member. Each response is one of the stimuli for my learning. More choice selectively occurred on one particular leadership style will become an enhanced stimulus for my learning that will give me the thought of which leadership is most admired in current health care team. In my future career, I would work as either a team member or a team leader I have to prepare my self to be knowledgeable for these two roles. I am trying to apply BLT to my self teaching and self learning process. Actually, teaching and learning are the two phases of one process.Summary of the Process Involved in Applying BLTFrom the literature review, the generational difference in the perceptive response in their admiring leadership style based on their different emotions, attitudes, beliefs, values, working ethics, preferences, and embodied activities in working setting was found (Stanley, 2008, 2010 Arsenault, 2004 Weston, 2006 Kramer, 2010 Swearingen Libe rman, 2004 Robbins and Davidhizar, 2007 Hahn, 2009 Cummings, MacGregor, Davey, Lee, Wong and Lo, et al, 2010). Based on this finding, my project designed a survey questionnaire to ask two questions (1) what is your generation? (2) transactional or transformational leader which one you would like to be or prefer? The answers to these two questions will give me two kinds of culture what is the content of current workforces and what kind of leadership style is admired more in the working setting. The answer for each respondent could be viewed as one of the stimuli for my response my learning result for my future choice of leadership in future career.55 copies of enquirer were randomly distributed to health care team of two medicine units of two hospitals, including nurses, social workers, physiotherapists, occupational therapists, speech therapists, manager, nursing educators, and unit supervisors / coordinators, clinical instructor, and nursing students. 53 copies of responses have been collected. Data has been coded and statistically analysed. The percentage of each generation in the health care teams, and the percentage of selecting transactional or transformational leader from each generation, and from the total try were calculated. The finding demonstrates the transformational leadership style is admired most in current working setting. This finding has been supported from the literature review of this report above.Discussion of how Gained Knowledge was Integrated into Learning ProcessThe major components of stimulus and response of BLT were used in my learning process. Before my project survey, I had qualitative appraisal about the generational difference in beliefs, values, employment expectation, working ethics and orientation, but no quantitative idea about such difference, and no idea about how much their difference was in choosing working sett leadership style. Through the survey, I get the idea about how much each generation constitutes the conte nt of health care workforce in these two units Veterans are retired, Baby Boomers is 19%, Generation X is 53%, and Generation Y is 28% the generation X and Y already constitutes 81% of the workforces. Among 10 answers from Baby Boomers, 2 answers chose transactional leader (20% of the generation), 8 answers chose transformational leader (80% of the generation) among 28 answers from Generation X, 4 answers chose transactional leader (14.3% of the generation), 24 answers chose transformational leader (85.7% of the generation) among 15 answers from Generation Y, 1 answer chose transactional leader (6.7% of the generation), 14 answers chose transformational leader (93.3% of the generation). Among the total samplings, 86.8% of answers chose transformational leader, only 13.2% of answer chose transactional leader. The finding also shows a trend of the major choices from each generation on the leadership style from Baby Boomers to Generation Y, the percentage of the responses decreases in choosing transactional leader, and percentage increases in choosing transformational leader. It clearly demonstrates the significant difference between generations in admiring leadership style based on their different emotions, attitudes, beliefs, preferences, and embodied activities in working setting. The information analysed and concluded from the survey is the treasured stimulus for my learning it gives me the idea which leadership style could be effective and productive in a health care working environment. The multiple kinds of information obtained from the survey like the enhanced stimulus positively manipulated by behaviourist to strengthen my response in advocating transformational leadership as the style I will choose to be my favourite one in working environment.Challenge Encountered and Related ManagementBecause my project about learning process involves the questioner survey, the challenge comes from the design and implementation of the survey process.The first challe nge is the survey of this project is not a formal and academic survey. It is an anonymous mock survey. It does not involve in any interesting conflict and retain any private information about responders name, exact age, and gender, etc. Its purpose is limited to get the true information about the leadership style choice from different generation in the real working setting for my personal clinical learning process. So, it was not submitted to university ethics committee to seek pre-approval. The management strategy is anonymous survey and keeping the survey result within the learning process of this course.The second challenge is the design of the questioner survey. As a student project, there is no funding for rewarding the participants. Staff are busying with daily assignment and dont have throw in time and compassion to answer too complicated questioner. The management strategy is to simplify the questionnaire design as much as possible, but it is still remained in detail enough to collect enough information to meet my learning goal.The third challenge is the limitation of sampling size. As a student project, it is impractical to have adequate time and financial resource to take survey in multiple units of multiple health care facilities. The management strategy is to utilize the chance of my working unit at another hospital and clinical placement unit at St. Michaels hospital to take my survey so that the sampling process will be more statistically valid and the finding will be more statistically representative from the limited sampling size. solvent of the Project and EvaluationThe outcome of the project is the finding of my survey truly demonstrates the generational difference in choosing leadership style in real working environment, which is supported from the literature review. The outcome of the project also reached my learning goal of this project it uncovers the reality of generational difference in choosing leadership style and future trend in re al working environment and the finding is strong enough as enhanced stimulus to my response in my learning process based on BLT.Evaluation Criteria of Self-Evaluation of Learning Plan and Planning ChangeIn my learning plan, the criterion of self-evaluation for knowledge component was set up as able to select a specific theoretical model of leadership style based on current nursing environment. To better reflecting the learning recognise from the project, I will modify it as able to select related scholarly publication and a particular theoretical framework of leadership style based on current nursing working environment for literature review to acquire knowledge in guiding my learning process and practice project.For application component, the criterion of self-evaluation was set up as able to develop questionnaires of assessing staff nurses values, beliefs and expectation on their choice of leadership style. To better reflecting the learning experience from the project, I will mod ify it as (1) able to develop questionnaires of assessing staff nurses values, beliefs and expectation on their choice of leadership style and (2) able to analyze the survey result and figure out the significant finding.Personal Growth and DevelopmentBefore this clinical placement, I did have general idea about the generational difference in emotions, attitudes, beliefs, values, preferences, and embodied activities in working setting. However, I did not have clear idea about the generational difference in choosing leadership style in real working environment. Through applying BLT to assess staffs values, beliefs, expectation, attitude about the employment and work-life quality, and expectation of each generation on their choice of leadership style within the multiple generational cohorts, I found (1) current health care workforces is a three generation cohort, not a four generation cohort that was articulated in most of previous literatures, because Veteran generation is retired alr eady (2) from Baby Boomers to generation X and Y, the percentage of staff who choose transactional leadership style is linearly decreasing, the percentage of staff who choose transformational leadership style is linearly increasing (3) presently, generation X is the majority in health care workforce, and generation Y is in the second place in these two generations, the percentage of staff who chose transformational leadership style is 86% and 93%, which releases a clear information that transformational leadership style will work better for them. Totally, the outcome of the project tells me that in my future career, either as a team member or a team leader, transformational leadership was the style I should choose to work comparatively in a team or lead a team effectively.ConclusionAccording to the learning objective and teaching strategy of this course, a learning plan and practice project plan were developed based on the chosen theoretic framework. The project of survey was implem ented in two medicine units of two hospitals. The survey result was statistically analysed and poster presentation was presented in the clinical placement unit. This report summarizes the acquired knowledge through the reviewing of five scholarly articles and the chosen theoretic framework, discussed the rationale on theoretic framework choosing, and the major concepts of BLT stimulus and response, which have been applied in my learning process. Also, the outcome of the project, experienced challenges, possible personal growth and development obtained from the project are discussed.