It has been argued that transformational leaders can help change an organizations course; especially amidst times of uncertainty. Humans have a potential for growth, integration, and well-being, while also being vulnerable to defensiveness, aggression, and ill-being (Vansteenkiste & Ryan, 2013)
, 2016). Contingency theory concludes that there is not a single best way to manage processes of organising, decision-making and leadership since different environments provide different antecedents (Volker, Blome, & Schleper, 2013)
It seems transformational leadership applies to Moldowsky the most. This theory emphasizes that a leader must hold a vision and mission that surpass the interpersonal relationships or the compensation of a job perfectly done (Ledlow & Coppola, 2011)
This is supported by the fact that Moldowsky is primarily driven by a desire to do good to others and for humanity. Under the transformational leadership design, Moldowsky treats all employees in an equal, friendly manner and with excellent communication skills acceptable to all (O'Brien, 2011)
In the face of this incident (and others), this nursing supervisor has been the epitome of a transformational nursing leader who is effectively changing hospital structures, human resources and quality, attending to the needs and motivations of the healthcare team under her supervision to raise each of us to higher levels of motivation, morality and action. She inspires through her optimism, educational leadership, encouragement of feedback and other input, and creativity (Kotter, 2012, p
How are they being implemented? The nursing supervisor, in particular, is in the initial stages of implementing the best practices. She acknowledge the importance of the family's thoughts, feelings and input (Yoder-Wise, 2015, p