1. What are the four main types of organizational culture according to the Competing Values Framework?

Explain each type briefly and give an example of a nursing setting where it would be suitable.

- Clan culture: A culture that values collaboration, cohesion, and participation. It is characterized by a

family-like atmosphere, high trust, and empowerment. A clan culture would be suitable for a nursing setting

where teamwork, communication, and innovation are important, such as a primary care clinic or a

community health center.

- Adhocracy culture: A culture that values creativity, flexibility, and risk-taking. It is characterized by a

dynamic and entrepreneurial environment, low formalization, and experimentation. An adhocracy culture

would be suitable for a nursing setting where change, adaptation, and learning are essential, such as a

research laboratory or a specialized unit.

- Market culture: A culture that values competitiveness, achievement, and results. It is characterized by a

goal-oriented and customer-focused environment, high standards, and accountability. A market culture

would be suitable for a nursing setting where efficiency, productivity, and quality are critical, such as an

emergency department or a surgical ward.

- Hierarchy culture: A culture that values stability, order, and control. It is characterized by a formal and

structured environment, clear rules and procedures, and centralized authority. A hierarchy culture would be

suitable for a nursing setting where safety, reliability, and compliance are paramount, such as an intensive

care unit or a regulatory agency.

2. What are the five core principles of transformational leadership according to Bass and Riggio (2006)?

Explain each principle briefly and give an example of how a nurse leader can apply it in practice.

- Idealized influence: The leader acts as a role model for followers by demonstrating high ethical standards,

integrity, and confidence. The leader also shows concern and respect for followers and builds trust and

loyalty. An example of how a nurse leader can apply this principle is by adhering to the code of ethics for

nurses, sharing their vision and values with the staff, and acknowledging their contributions and

achievements.

- Inspirational motivation: The leader motivates and inspires followers by providing them with a clear and

compelling vision, challenging goals, and positive feedback. The leader also encourages followers to be

optimistic, enthusiastic, and committed to the common purpose. An example of how a nurse leader can

apply this principle is by articulating the mission and vision of the organization or unit, setting SMART

(specific, measurable, achievable, relevant, and timely) objectives, and celebrating successes and learning

from failures.

- Intellectual stimulation: The leader stimulates followers to think critically, creatively, and independently.

The leader also challenges followers to question assumptions, seek new perspectives, and generate

innovative solutions. An example of how a nurse leader can apply this principle is by fostering a culture of

inquiry and evidence-based practice, encouraging staff to participate in research or quality improvement

projects, and providing opportunities for learning and development.

- Individualized consideration: The leader attends to the diverse needs, interests, and abilities of followers.

The leader also provides followers with personalized coaching, mentoring, and support. An example of how

a nurse leader can apply this principle is by conducting regular performance appraisals, identifying staff

strengths and areas for improvement,

and facilitating career advancement or role transition.

- Idealized influence: The leader acts as a role model for followers by demonstrating high ethical standards,

integrity,

and confidence.

The leader also shows concern

and respect

for followers

and builds trust

and loyalty.