Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless.

Organizational cultural factors that might hamper the nursing leaders include the following:

 Resistance to Change

 Description: Consequently, organizational culture that is bureaucratic and slow to change pose challenges to nursing leaders who require to bring changes or enhance on some aspects. This resistance might ensue from past practices, standard procedures, or bureaucratic procedure, or simply from not knowing better.

 Impact on Nursing Leaders: Managers and nurses may feel helpless when implementing EBP or the new protocol in practice, and none or little support is given. This may result to frustration of the leader and feeling of hopelessness in the process of implementing the changes since the ideas of the leader might not be welcomed in the organization.

 Hierarchical Structure

 Description: In organizations where there is higher level of structural formalization, there is tendency for decision making to also be highly centralized. This can hinder the independence as well as the decision making abilities of nursing leaders may be compelled to consult superior officers even for minor alterations.

 Impact on Nursing Leaders: This hierarchical barrier of communication can keep the nursing leaders from addressing some emergent concerns or making decisions that have impacts on the patients. This requirement of multiple authorities means that change can be slowed down by the necessary approvals and weakens the punctual responses of the leader.

 Another effect of having subpar Leadership and Management is that there is minimal support for Professional Development.

 Description: Congruencies in organizational culture that fail to embrace or foster continued professional development of the leaders can be damaging to the advancement and productivity of the nursing leaders. The lack of training or mentoring or any continuing education that the formal education system offers can limit the knowledge and practice the leaders have of current theories and practices.

 Impact on Nursing Leaders: Lack of support for professional development in nursing might create a situation where nursing leaders lack necessary skills and manage to face employ situations or even to effectively lead. Failure in the development of these areas can lower the confidence and the perception of inadequacy to combat the challenges.

 Inadequate Communication Channels

 Description: Some organizations have failed communication structures and this becomes a hindrance to nursing leaders since it hinders the processing of information. When the communication is centralized and not done with full disclosure, the nursing leaders may not get some important updates, or feedback or resources which are available to other members.

 Impact on Nursing Leaders: Lack of communication breaks down the link between the nursing leaders and the organization causing the leaders to lack a proper understanding of the goals and decisions made by the firm. This can result in passive experiences of the lack of ability to support their staff or their patients, because they do not have adequate information.

 englisms and reward systemsunsupported

 Description: When the nursing leaders are not appreciated and promoted within the organizational culture of an institution, their morale and power can be reduced. When proper achievements and efforts are not appreciated it causes a worthlessness and uselessness sensation on the side of the leader.

 Impact on Nursing Leaders: This leads to lowered morale and general implications of being underrated or out of recognition, especially to the nursing leaders. This can undermine their self-confidence and decrease their motivation on how to steer the organization, while at the same time increasing feelings of powerless.

 Measures to Mitigate These Barriers

 Fostering a Culture of Change: Underline the best and successful changes and have the human resource fully participate in the change strategies.

 Promoting Shared Governance: Promote the ideas of the shared governance system that provides more autonomy and decision-making responsibility for the nurse leaders.

 Investing in Professional Development: Provide for continuing education and training for the nursing leaders so as to be able to improve on their competency levels.

 Improving Communication: Whenever it may be appropriate, resolve communication structures to finality and guarantee that nursing leaders obtain the requisite information and be in a perfect position to offer feedback on the extremely.

 Recognizing and Rewarding Contributions: It is important to promote such things as award and recognition in order to motivate the leaders and other members of the nursing team.

 By minimizing these barriers, it is possible to support the nursing leaders and make them more productive in the organizations and enhance the outcomes of the patients that they handle and also the performance of the organizations as a whole.