1. What are the four main components of the transformational leadership model? Explain each component briefly and give an example of how a nurse leader can apply it in practice. (10 marks) Answer: The four main components of the transformational leadership model are: - Idealized influence: This refers to the ability of the leader to inspire trust, respect and admiration from followers by acting as a role model and demonstrating high ethical standards, integrity and competence. An example of how a nurse leader can apply this is by sharing their vision and values with the team, providing feedback and recognition, and being transparent and accountable for their actions. - Inspirational motivation: This refers to the ability of the leader to motivate and encourage followers to achieve a common goal by communicating a clear and compelling vision, expressing confidence and optimism, and challenging followers to excel. An example of how a nurse leader can apply this is by setting SMART (specific, measurable, achievable, relevant and time-bound) objectives for the team, providing regular updates and celebrating successes, and fostering a culture of innovation and creativity. - Intellectual stimulation: This refers to the ability of the leader to stimulate followers to think critically, creatively and independently by asking questions, soliciting feedback, providing coaching and mentoring, and encouraging learning and development. An example of how a nurse leader can apply this is by involving the team in decision-making and problem-solving, encouraging them to explore different perspectives and alternatives, providing them with opportunities for training and education, and supporting them to take calculated risks. - Individualized consideration: This refers to the ability of the leader to recognize and respond to the individual needs, interests and abilities of each follower by listening empathetically, showing respect and appreciation, providing personalized support and guidance, and facilitating growth and empowerment. An example of how a nurse leader can apply this is by conducting regular performance appraisals and career development plans, providing flexible work arrangements and reasonable accommodations, addressing any issues or concerns promptly and respectfully, and delegating tasks according to each follower's strengths and preferences. 2. What are the main differences between transactional leadership and transformational leadership? Which style is more effective in nursing practice and why? (10 marks) Answer: The main differences between transactional leadership and transformational leadership are: - Transactional leadership is based on the exchange of rewards and punishments for performance, while transformational leadership is based on the development of a shared vision and values that inspire followers to go beyond their self-interests. - Transactional leadership focuses on maintaining the status quo and achieving short-term goals, while transformational leadership focuses on creating change and achieving long-term goals. - Transactional leadership relies on formal authority and control, while transformational leadership relies on personal influence and empowerment. - Transactional leadership emphasizes task-oriented behaviors, while transformational leadership emphasizes relationship-oriented behaviors. Transformational leadership is more effective in nursing practice because it: - Enhances followers' commitment, satisfaction, motivation, loyalty, trust, creativity, innovation, learning, performance, quality of care, patient outcomes and organizational effectiveness. - Fosters a positive work environment that promotes collaboration, communication, teamwork, diversity, inclusion, ethics, safety, resilience and well-being.