Case NR 534 Week 7 Discussion: Attributes of a Transformational Healthcare System. What are the attributes of the learning organization and how does it align (or support) the complex adaptive healthcare system? What leadership styles are inherent in lear

Case NR 534 Week 7 Discussion: Attributes of a Transformational Healthcare System. What are the attributes of the learning organization and how does it align (or support) the complex adaptive healthcare system? What leadership styles are inherent in learning organizations that may not be totally supported in a traditional organizational culture? Using the cultural assessment you did a few weeks ago, how does your current organizational culture and climate align with the learning organizational attributes? What other information might you need before you could make that determination? Where would you obtain it? How does your philosophy of leadership and personal leadership profile align to the attributes of the learning organization? What is the role of the nurse leader in leading and creating a shift toward becoming a learning organization? In order for healthcare professionals to grow and develop in their careers, they need to be given opportunity and experience. This is done in a learning organization, as learning and teaching are essential to the development of continued healthcare. A learning culture is one that focuses on the organizations goals, value and mission. It supports practice that encourage both individuals and the organization. Going further, this then benefits the goals and achievements of the organization and empowers change and innovation. A true organizational culture in leadership enables staff to challenge the status quo, critically think and empower staff to be the best version of themselves. Within a complex adaptive system, there are multiple apparatuses that produce a successful leadership organization. A leadership team must have a strong foundation within an institution and encourage staff who are learning to promote organizational change and follow along with the mission and values. This creates a guide for those to follow with specific goals in mind to meet. As I reflect back to my cultural assessment, the organization I work for is a learning organization that empowers its employees. This is specifically done through shared governance. This organization empowers nurses to be on committees, creates opportunity and encourages individuals to be involved. I think this is personally what I love about my job. I have previously worked for an organization that did not allow staff to have a say or be involved in any decision making. This creates job dissatisfaction and an overall poor morale in the department. As for the leadership within each unit, this must be done by leading by example – beginning with leadership from the most senior and all the way down. Learning and development is essential to the organization’s success, this must be reflected from those who are superior. Leadership must make it part of their strategy and culture and make it highly visible and transparent in order to achieve success. Reference: Barasa, E. W., Molyneux, S., English, M., & Cleary, S. (2017). Hospitals as complex adaptive systems: A case study of factors influencing priority setting practices at the hospital level in Kenya. Social Science & Medicine (1982), 174, 104–112.