Final answer:
The conflicts within the staff indicate a lack of optimal team functioning, hinting that members might be working independently or just as a group. For effective team development, the nurse manager must address individual needs for leadership, encourage interdependence, and use communication and trust-building strategies.
Step-by-step explanation:
The nurse manager who is trying to develop a team using a shared leadership model is looking to empower the staff. The fact that there are conflicts suggests that the staff members are not functioning optimally as a unit. The ideal situation in a shared leadership model would be for staff members to function interdependently; however, due to the conflicts mentioned, it is possible that they are currently functioning independently or just as a group rather than a cohesive team. To enhance teamwork, the manager may need to employ strategies such as better defining roles to reduce ambiguity, improving communication, and building trust to promote a stronger, positive leader-follower relationship.
In a modern workplace, it is essential for managers and employees to form collegial relationships and for employees to have some autonomy. Some employees require more leadership than others, responding better to structured environments with clear responsibilities. It is important for the nurse manager to recognize these differences and adapt her leadership style to meet the individual and collective needs of her team members, thus moving the staff from functioning independently or just as a group to functioning as an interdependent team.