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In a formal paper, using assessments in Modules 1-3, evidence from the Review Matrix, and taking into consideration what you’ve learned in your readings and assignments throughout the course, formulate a Personal Leadership Strategic Plan.

  • This may present for you an opportunity to incorporate the “burning question” that you developed in your Research course.
  • After thoughtful reflection of previously submitted Personal SWOT Analysis (mentally reflect on your strengths, how you can use your strengths to develop as a leader throughout your career, areas that you need to develop, and strategies that you can use to overcome limitations and enhance your leadership potential)
  • Construct the APA formatted narrative paper according to the following criteria:
  • Introduce your personal strategic leadership plan. Provide a thesis statement. (1 paragraph)
  • Write your personal leadership vision. Where do you see yourself in the context of leadership in the nursing profession in 10-20 years? How influential would you like to be in your community, nationally, or internationally? (1 paragraph)
  • Write your mission or purpose as a leader in the nursing profession. What do you want to be known for and why?

    For example:

    researcher, advocator, policy maker, educator, quality improvement specialist, formal leader.
  • Incorporate strengths of self-mastery from the book, Jesus CEO. (1-3 paragraphs)
  • Write SMART (specific, measurable, achievable, realistic, time tested) goals. Then list the actions you will take to achieve each goal and plot a timeline for each action. Incorporate strengths of action and strengths of relationships from the book, Jesus CEO. (2-6 paragraphs)
  • Provide conclusion; succinctly summarize key “take home” elements for reader. (1 paragraph)
  • Use all course readings and assignments; and incorporate evidence from “Review Matrix” assignment which includes literature to support your chosen vision, mission, goals, and actions.
  • Utilize APA format, grammar, punctuation, and mechanics including level headings.

· Jones, L. B. (1996). Jesus C.E.O.: Using Ancient wisdom for visionary leadership. New York: Hatchette Books. ISBN: 0786881267

In a formal paper, using assessments in Modules 1-3, evidence from the Review Matrix, and taking into consideration what you’ve learned in your readings and assignments throughout the course, formulat
Literature Review Matrix Patience Nehikhare NURS5302: Leadership Quality, Safety, and Healthy Policy Houston Baptist University July 11, 2020 Literature Matrix Author/ Date Theoretical/ Conceptual Framework Research Question(s)/ Hypotheses Methodology Analysis & Results Conclusions Implications for Future research Implications For practice Perreault Baker Cohen Blanchard (2020) Self-determination theory What is the influence of social climate on leadership self-efficacy and transformational leadership behaviors in independent samples of university students? Hypothesis: The needs-supportive context would foster increased leadership self-efficacy, more transformational leadership, increased group satisfaction, and better/efficient team performance. Whereas psychologically controlling environments would lead to the smallest increase in leadership self-efficacy, least amount of transformational leadership manifestations, low group satisfaction, and poorer performance. A sample of 199 undergraduate students voluntarily took part in the cross-sectional experimental study. Compensation in the amount of 2% of the final grade was given. Self-efficacy was measured using the Singer scale and transformational leadership behaviors were judged by peers in a group task. Lastly, group satisfaction was measured. Levels of reported autonomy in the BNS condition were higher (M = 4.36) than BC (M = 3.65) or PC condition (M = 3.33), F(2, 196) 11.81, p < .001. There were lower levels of reported BC in the BNS condition (M = 2.35) than BC (M = 2.70) or PC condition (M = 3.15), F(2, 196) 14.77, p < .001. Lastly, higher levels of reported psychological control in the PC condition (M = 1.91) than BC (M = 1.21) or BNS condition (M = 1.20), F(2, 196) 17.20, p < .001. Participants from the needs-supportive condition manifested significantly more transformational leadership behaviours, as evaluated by their peers than participants from either of the other two conditions. Also, participants from the psychologically controlling condition manifested the least amount of transformational leadership behaviours of all participants. Future research should explore the effect of needs-supportive social climates on young adults from different populations including nonacademic, ecologically valid settings. Longer manipulation time needs to be investigated. Knowing how self-efficacy and transformational leadership affect one another could help with improving nursing leadership skills. Alhamami Ismail Kamarudin Abdullah (2020) Investigation of emotional intelligence on leadership skills This study attempts to link emotional intelligence and transformational leadership to job performance. The authors used Emotional Competence Inventory 2.0 (ECI-2.0) by Daniel Goleman’s model for the Emotional Intelligence items. ECI-2.0 measures Emotional Intelligence of individuals using eighteen competencies arrayed into four components including self- and social-awareness, and self- and relationship-management For TL items, the authors used the Multifactor Leadership Questionnaire. The survey method was used and respondents consisted of 293 males and 115 females, aged 22 to 31 years old (221), 32 to 41 years old (168), 42 to 51 years old (17), and above 52 years old (2) participants. The Cronbach Alpha, Guttman’s split half, and Spearman-Brown coefficients were used to validate reliability. Reliability in the Cronbach Alpha was 0.912 for Emotional Intelligence, 0.867 for Transformational Leadership, and 0.831 for Job Performance. The reliability of Cronbach’s Alpha was very high, confirming that survey reliability was very high. Emotional intelligence enhances Transformational Leadership capabilities. This study was conducted in one location in one country, so replication is needed. A larger sample size would also help with validating results. Understanding that having high emotional intelligence helps transformational leadership capabilities can help improve the leadership skills of transformational leaders. Wang Peng Xu Simbi Lin Teng (2020) Social cognitive career theory to explore the relationships between problem-based learning, teachers' transformational leadership, and students' self-efficacy and employability. Hypothesis 1: Teachers’ transformational leadership will positively predict student’s self-efficacy. Hypothesis 2: Teacher’s transformational leadership will positively predict students’ employability. Hypothesis 3: Teachers’ transformational leadership will positively predict students’ use of problem-based learning. Hypothesis 4: Self-efficacy will positively predict students’ employability. Hypothesis 5: Self-efficacy will mediate the relationship between transformational leadership and students’ employability. Hypothesis 6: Problem-based learning will positively predict students’ self-efficacy. Hypothesis 7: Problem-based learning will positively predict students’ employability. Hypothesis 8: Problem-based learning will mediate the relationship between transformational leadership and students’ employability. Hypothesis 9: Self-efficacy will mediate the relationship between problem-based learning and students’ employability. Participants were 619 undergraduates from 12 Taiwanese higher education institutions and researchers analyzed data by performing structural equation modeling. Out of the 1,000 sent out, 619 questionnaires were completed via either telephone or email. Structural equation modeling inflated some variables, so item parceling for the SEM was used. The chi square/degrees of freedom ratio of 2.47 was below the cutoff criterion of 3; the parsimonious normed fit index of .70 was greater than the minimum accepted value of .50; and the goodness-of-fit index of .97, adjusted goodness-of-fit index of .94, normed fit index of .98, comparative fit index of .99, and incremental fit index of .99 were greater than the minimum accepted value of .90. In addition, the root mean square error of approximation of .05 was below the cutoff criterion of .06. There were significant positive correlations between students' self-efficacy, problem-based learning, and employability, along with teachers' transformational leadership. Further, problem-based learning and the students' self-efficacy were key mediators of the relationship between teachers' transformational leadership and students' employability. There was a significant positive correlation between teachers’ transformational leadership and students’ self-efficacy, supporting Hypothesis 1. There was a significant positive correlation between teachers’ transformational leadership and students’ employability, supporting Hypothesis 2. There was a significant positive correlation between teachers’ transformational leadership and problem-based learning; therefore, Hypothesis 3 was supported. There was a significant positive correlation between students’ self-efficacy and students’ employability, supporting Hypothesis 4. The correlation coefficients of the effect of problem-based learning on students’ self-efficacy and students' employability were both positive and significant, so Hypotheses 6 and 7 were also supported. Hypotheses 5 and 8 were supported. Furthermore, the indirect effect of self-efficacy as a mediator of the relationship between problem-based learning and students’ employability was positive and significant, supporting Hypothesis 9. This research study is helpful to nursing educators as it will help guide curriculum development that will increase the employability of nurses. References Alhamami, N. M., Wan Ismail, W. K., Kamarudin, S., & Abdullah, F. Z. (2020). Linking Emotional Intelligence and Transformational Leadership to Job Performance in a Conflict-Stricken Environment. Talent Development & Excellence, 12, 2153–2163. Perreault, D., Baker, A., Cohen, L., & Blanchard, C. (2020). The influence of social climate on transformational leadership potential in young adults. Canadian Journal of Behavioural Science / Revue Canadienne Des Sciences Du Comportement. https://doi.org/10.1037/cbs0000182 Wang, S., Peng, M. Y.-P., Xu, Y., Simbi, V. T., Lin, K.-H., & Teng, T.-C. (2020). Teachers’ transformational leadership and students’ employability development: A social cognitive career perspective. Social Behavior & Personality: An International Journal, 48(5), 1–15. https://doi.org/10.2224/sbp.8594 In a formal paper, using assessments in Modules 1-3, evidence from the Review Matrix, and taking into consideration what you’ve learned in your readings and assignments throughout the course, formulat Running Head: SWOT ANALYSIS Personal SWOT Analysis Patience Nehikhare NURS 5302 Leadership for Quality, Safety, and Health Policy Houston Baptist University June 13, 2020 Personal SWOT Analysis Self-analysis is consistently needed to grow professionally and personally. As life happens and new experiences occur, a personal analysis can help determine whether a person is meeting their goals or what is needed to meet them. A SWOT analysis is a popular tool that organizations use to assess the individual capabilities of their employees (Madsen, 2016). After taking the DISC Personality Assessment, the Leadership Characteristics and Skills Assessment, and the Creative Ability Scale, I have discovered a clear picture of what things I do well and what things I need to improve on. This brief summary of my strengths and weaknesses was compiled from the results of the latter assessments. Strengths My personal analysis reveals that my greatest strengths are centered around objectivity and critical analysis. While I have a creative mind, I am a very intuitive person that likes to appropriately analyze situations before jumping to conclusions. Additionally, I flourish in a calm and peaceful environment and I work to create that space on a personal and professional level. I am also a fair person that thinks in a logical manner in all situations. People around me respect my intuitive and welcoming nature as they can ensure they will receive fair treatment. Weaknesses There are several areas where I could benefit from improvements to develop more in my career. To begin, I need to express my personal desires and creative nature more. I tend to fall into the background and quietly make moves rather than creating larger scale improvements. I need to be more vocal in my professional life as others are appreciative of my good ideas when they know about them. It would also be beneficial for me to take more risks and not always take the safe route to reach solutions. SWOT Analysis References Madsen, D. Ø. (2016). SWOT analysis: a management fashion perspective. International Journal of Business Research, 16(1), 39-56.