Moreover, trusting the ability of such leaders to deliver has a positive effect on job satisfaction; nurses have a positive feeling about the ability of the transformative leader to fulfill their duties. Research shows that there is a close relation between trust, organizational citizenship, commitment, decisions to quit and the overall job satisfaction in followers (Wong & Cummings, 2009). Besides trust being important in the relation between nurse leaders and their followers, trust is also critical in the nurse- nurse relations for a quality health care setting. Work groups and ability of a follower to identify with a particular group is the glue that binds the leaders with followers, and will in addition create a favorable working environment among the followers themselves (Wong & Cummings, 2009).
Wong & Cummings observed that increased trust in the leadership is directly related to increased performance where the leader can link the shared interests, commitments and the organizational needs to their followers. As a result, there is better cohesion within the group, which leads to improved group performance (Mayer & Gavin 2005).
Research has shown that increased social support from working peers in a health care environment leads to improved performance, which can only be achieved through trust among the followers (Wong & Cummings, 2009) Nurses have to be professional in applying an extra-role behavior in the nursing setting, which is a critical form of discretionary and positive behavior that leads to improved performance in a nursing setting (Wong & Cummings, 2009). The major goal in patient safety is to eliminate the culture of blame games when errors occur, and instead employ a better approach in reporting errors in a more open manner.
There is need to have a routine where nurses in a team report such errors and come up with solutions that would lead to quality care (Peachey, 2002). Voice behavior is a positive behavior, which involves speaking up towards making the health care setting better, but not only when reacting to an injustice (Wong & Cummings, 2009). When individuals share their opinions for the betterment of the nursing practice, they help in making the practice safer and sensitizing others not to make similar misses.
To this respect, there has to be well developed trust in the leadership to wipe away any fears of the consequences of reporting such errors. A transformational leader would support such nurses to develop an organizational citizenship behavior that when applied will improve team working and the health care environment.
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