According to Click et al. (2014), the Instituteof Medicine (IOM) report, tasks the professional nurse to boost the leadershiproles given to nurses within the healthcare field. The primary goal of performinga study like this was to evaluate the various self-perceived leadership activitiesof registered nurses (RNs) involved in a clinical ladder initiative.
As definedby the Affordable Care Act (ACA), RNs are obligated to lead clients towards positivehealthcare outcomes. However, it is imperative for the healthcare organizationsto have a true critical understanding of how the nursing process developsdecisions related to nursing patient care.The authors employed many different avenues for the purpose of collectingnecessary data, such as: correlational, descriptive and cross-sectional studiesto assess the self-perceived behaviors of RNs enrolled within a ladder careerpathway. Moreover, a self-report survey had been performed using demographicquestionnaires and the leadership practice inventory.The results of the study revealed the existence of an intimaterelationship between categorical and continuous demographic factors.
Inaddition, Click et al. (2014) found that RNs who have attained higher levels ofexperience inversely have developed low perception of various leadershipbehaviors. Transformational leadership is defined as a critical element towardsenhancing the effectiveness of communication and collaboration in thehealthcare field. Therefore, RNs must be required to proficiently collaboratewith other healthcare providers, families, and patients given that they areidentified as the change agents who can transform the experience of patients(Click et al.
, 2014),In conclusion, the development of leadership and is fundamental fornurses in the various fields of practice. Therefore, the finding from thisstudy offers evidence of the benefits and drawbacks related to leadershipbehaviors of employees in clinical RNs because they are the ones who are on thetip of the spear in regards to making decisions regarding patients.