- MBA FPX 5007 Assessment 3
Intervention Strategy
The aim of this evaluation is to establish the nursing leadership issue evident in a particular case study and come up with a solution to it. Since it is mindful of health care policy and law the focus or aim is to examine the effective strategy grounded on theories and strategies of leadership.
The combined utilization of case studies and presented theories will result in a formal intervention plan that positively impacts the nursing team which in turns leads to the change, cessation of leadership crisis. The evaluation will also look at how such important policies have influenced the solution and management of the problem.
-
Scenario
Circumstances at the hospital have changed Marty’s tasks, an African American nurse, from an independent function to an administrative one. Now she professionally takes care of the child during the day with caretakers and her parents whose health is declining. Only thing is Marty’s boss and co-workers have pointed out that she always arrives late for work, taking Mk time, this she sleeps on the job most of the time.
She has other challenges adhering to her doctor’s diagnosis of sleep apnea, primarily because the noise causes her a lot of stress, despite having a Continuous Positive Airway Pressure (CPAP) machine. The nurses consider Marty as being self centered and lazy. Her work and communication have angered the hospital’s case managers to the extent of reporting to her supervisor their displeasure.
Consequently, Marty took long leaves of absences and called in sick because of back pain and grief. The supervisor has not being responsive concerning Marty’s request on Family Medical Leave Act the DN has created an unfriendly workplace.
Leadership Theory or Strategy
One of the interventions that may be useful within this case study is the Situational Leadership Theory SLT, which postulates that the approach should be adjusted based on what the manager is facing. It is the leaders’ role to evaluate the conditions and capabilities of their subordinates, and then, make the necessary adjustments and encourage the followers to reach the goal.
Therefore, studying the leadership issues described in the case, it is possible to think of using the Situational Leadership Theory in solving them. Situational leadership, an important part of this thesis launched by Paul Hersey and Kenneth Blanchard, is based on the ideas that one has to select an appropriate leadership style that could be used in accordance with size of the followers’ preparation (Funk, 2022).
Therefore, the supervisor has the responsibility of assessing how prepared Marty is to handle the pathology situation and come up with a situation-based method of correcting her performance issues. By this, we can assume that Marty has some serious personal problems, related directly to her parents’ critical state. Thus, it could become appropriate to adopt a secondary position. When discussing the consequences of Marty’s behavior on the team dynamics and on the patient care, the supervisor can be supportive, understanding, and even sympathetic to her situation.
Consequently Marty could get more motivated and satisfied with work since she get special help based on her own conditions, in addition, there might be positive changes in the general relations in the team (Kock et al. , 2019). The increased pleasant working climate, subsequently improving performance and collaboration, can be reached with Marty’s troubles tackled and the help of the subsequently introduced SLT Model, which focuses on flexibility, and where a leader needs to adapt according to Marty’s needs (Wuryani et al. , 2021).
MBA FPX 5007 Assessment 3 Intervention Strategy
Thus, the supervisor should always remain in touch with Marty in order to initiate and facilitate proper understanding of her problems and concerns. Information on other caring burdens she may be facing, or what she can do to find help outside working hours, may help come up with better possible solutions.
Thus, the SLT may help the supervisor determine that he or she may have to adapt to Marty’s needs and circumstances, and offer the type of support and guidance that is needed. Better organizational climate and improved relationships with colleagues, increased levels of work satisfaction and productivity of Marty, improved outcomes of patients might be expected from such approach (Funk, 2022).
Application of Leadership Theory or Strategy
The following case of nursing leadership challenge may thus be resolved by the implementation of the SLT. While appearing to defend Marty, the supervisor can look at the employee’s personal problems and matters affecting performance. The supervisor could begin the process of discussing the challenges that Marty has while caring for her parents with her directly.
This will assist him or her to understand the reality of the matter at hand more so gain a better perspective about the same. By doing so, the supervisor may elicit the aspects of disclosure and create the comfort which allows Marty to talk about problems and worries if she has any. This approach shows understanding and acknowledgment of the situation she is in (Wuryani et al. , 2021).
The supervisor may also assess the readiness of Marty and also adjust the level of guidance and support provided depending on the assessment. The first solution is for Marty’s supervisor to sit her down and begin to explore how she can lessen the amount of care-giving outside working hours.
Some conceivable moves in this direction include going through proper counseling services available in the community, flexible working hours, or any other option. Marty’s difficulties will be easier for her to manage and she will receive higher performance if the supervisor provides her with practical help and instruction – Al‐Hamdan et al. , 2021.
Moreover, for correcting Marty’s performance issues, the supervisor may offer descriptive and impression management feedbacks constantly. If given a chance, Marty’s supervisor could enhance her nursing skills and the outcomes she provides with the following recommendations:
Specific course goals, achievable course goals, and positive feedback. In their paper, El Hussein and Ha (2023) offer simple and yet fundamental recommendations that indicate that Marty’s challenges should be met with timely communication and updates.
Are you Looking for guidance for MBA FPX 5007 Assessment 3? Our experts are here to assist you. Reach out to us for support today.
Depending on Marty’s circumstances and needs, the supervisor may use the SLT to successfully adjust leadership outcomes. The fundamental principle of this kind of approach is the assumption that people are diverse, and, therefore, need directions and help in dissimilar ways. The results showed that the supervisor role may help to shape the environment that fosters Marty’s manifested work happiness and professional success as a nurse by combining positive feedbacks and constructive critiques.
The technique called SLT is beneficial for addressing the case study focus on the nursing leadership issue because of the foundational principle of the method of matching the leadership style of the leader with the follower’s needs and circumstances (Funk, 2022). To solve the problem of Marty’s low performance, help her, and create a positive and efficient working environment for her and the rest of the team, the supervisor should support her and, at the same time, consider her personal challenges.
-
Theory’s Applicability
The current literature reveals that SLT may be helpful in mechanizing change in healthcare setting with regard to the concerns with nurses’ leadership. The notion of career advancement with help of the SLT can be illustrated with the works of Alsaqqa & Level (2020) where the authors highlight the role of the SLT in the health care organizations.
Some authors emphasize that the chaos frameworks suggest that leaders must make changes according to the fact of real healthcare settings. To understand why Marty’s current leadership style is unhelpful, we must delve into the nature of caregiving as well into the specific circumstances of Marty’s life. The team might have to implement the SLT to adjust the support towards the employee or the extent of his/her preparedness, which the supervisor might apply to Marty.
However, Kozachuk and Conley (2020) have provided the details of the use of the SLT for the monitoring of the counselor education. Hence, the findings of this research reveal how the SLT may increase performance and facilitate development. The role of the supervisor in relation to Marty indicates that the supervisor can assist in increasing Marty’s competencies as a nurse, address performance issues, and work through challenges effectively.
By so doing, it is as per these findings that the SLT can be applied as in the case study of this research. From literature findings, we can conclude that the study confirms that the nursing leadership challenge is being addressed by the SLT through the utilization of the adaptive leadership approach; it also provides the needed support and fosters Marty’s professional growth and success.
Organizational Change Model
Considering Lewin’s Change Management Model might significantly affect the intervention strategy of the problem present in the case study on nursing leadership. According to Etareri (2022), there are three phases to Lewin’s model: They are known as the three Rs of organization change: unfreezing, altering, and refreezing. Every process when it comes to change management is important in the firm.
Before changing the behaviour of subordinates, the supervisor is required to bring about consciousness and convince why it is essential. In turn, it shall involve hearing from Marty’s teammates on the impact that her poor performance is having to the group (Santos et al. , 2022).
The supervisor can initiate communication and open the channels of communication to focus on what Marty’s actions have done to patient care, interactions with co-workers, and the unit’s productivity as a whole. Superiors are able to find it much easier to change an organization once they have been able to align the attitudes of the subordinates towards change.
The final process of redesigning comes after the formulation of the preceding problems through the activities and interventions as laid down below. The source cited is Tang 2019. Here, the boss may state the organizational strategies that Marty is supposed to achieve and form goals and objectives to the plan by establishing PIP.
For this reason, it could be required to create an accountability structure that will ensure that Marty fulfills her professional responsibilities, help her to find another way to reduce her fears regarding sleep apnea, assist her in additional training or finding literature to increase her efficiency. To complement this, the supervisor may also build a healthy working relationship with a view of actively participating in organizational cooperation and support.
The last one is referred to as refreezing which aims to ensure that the changes made is the organization becomes a way of life within the firm (Tang, 2019). If Marty starts making changes, his supervisor should observe him, criticize him gently and commended him when he does.
In a way, through positive reinforcement of good behavior at the workplace, the managers might assist in the process of value assimilation, as far as the new organizational culture is concerned. Thus, it is significant to stress change leadership during the activity of all the stages in Lewin’s model.
The means of doing so involve the identification of supervisor as a leader of the transformation process and as a person who is expected to motivate a team, facilitate the communication and set the goals. This means that it is necessary to navigate the climate of acceptance, patience, and collaboration in referring to Marty’s challenges. Supervisors should also engage their team in the decision-makers since everyone would want the chance to contribute to the change process and feel that they own the change initiatives (Etareri, 2022).
Health Care Policy and Legislation
The FMLA shapes the nature through which Marty’s boss addresses poor performance issues in this case. FMLA as such gives special rights related to qualifying family and health situation and makes unpaid leave possible (Case & Newquist, 2019). The supervisor has not answered the performance complaints against Marty because the latter has threatened to file an FMLA for benefits with the company.
On the same note, this policy may mean that Marty can be allowed to be away from work to address her issues such as caretaking for parents or mourning for a sister. The FMLA is a wonderful resource for employee assistance with most personal and health issues, but it becomes an issue for Marty’s supervisor as it relates to performance issues (Case & Newquist, 2019).
Several existing laws and regulations provide for the case study’s solution or management of the nurse leadership challenge; one of these is the Family Medical Leave Act (FMLA). There is legislation such as the Medicare Access and CHIP Reauthorization Act (MACRA) that aims at helping improve on the discourse of care coordination and expanding the access and quality of care (Kelley et al. , 2019).
Marty’s situation relates well with MACRA’s goals concerning care coordination because she is an elder care-giver who must balance her working and caring for her family. If Marty cannot cope with simultaneous work and care for her parents, her supervisor may explain to her what foundations MACRA offers and which services they use.
Support services and Employee Assistance Programs (EAP) could provide employees with advice and help on numerous personal and workplace concerns and matters (Compton & McManus, 2022). Thus, employing EAP services may assist Marty in coping with such issues as stress, loss, and caregiving; such steps would be beneficial to her work productivity.
Further, eighteen tenets of the ANA Code of Ethics for Nurses (Linton & Koonmen, 2020) specifically emphasize the well-being of the nurse’s emotional and physical health. The particular legal authority the supervisor might use to confirm Marty’s safety and support at the workplace they might turn to the ANA’s Code of Ethics. It means that supervisors have the ethical responsibility to ensure that their nurses are well; they can thus support Marty regarding her sleep apnea and assist her in reducing her burdens at work.
MBA FPX 5007 Assessment 3 Conclusion
For the nursing leadership challenge of the case study, there is the need to apply an analytical and comprehensive strategy for it to be solved and addressed. When managers adopt the SLT model, they might assist nurses such as Marty to overcome the barriers to performance and their health. These strategies of intervention may be better served through other models such as Lewin’s transformation Management Model to enhance the probability of achieving organization transformation.
Furthermore, it is crucial to have awareness of the health care policy and law including FMLA, MACRA, EAP, and the ANA’s Code of Ethics that pays attention to the side of the employees, requirements of patients, and the company. Leaders may ensure provision of nursing staff and patients’ welfare and increase work performance through the following policies and methods.
If you need complete information about class 5007, click below to view a related sample:
MBA FPX 5007 Assessment 2 Managing the Toxic Leader
References
Al‐Hamdan, Z. M., Alyahia, M., Al‐Maaitah, R., Alhamdan, M., Faouri, I., Al‐Smadi, A. M., & Bawadi, H. (2021). The relationship between emotional intelligence and nurse–nurse collaboration. Journal of Nursing Scholarship, 53(5).
https://doi.org/10.1111/jnu.12687
Alsaqqa, H., & Level, M. (2020). The situational leadership for the three realities of healthcare organizations (a perspective view). Journal of Health Systems and Policies, 2(2).
https://dergipark.org.tr/en/download/article-file/1248916
Case, J., & Newquist, J. (2019). Family Medical Leave Act: The impacts on family relationships. School of Human Sciences Research Showcase.
https://scholarworks.sfasu.edu/shsrs/2019/poster/5/
Compton, R., & McManus, J. (2022). Employee Assistance Programs in a changing world. Occupational Health and Well-being: Challenges and Opportunities in Theory and Practice., 124–136.
https://doi.org/10.4324/9781003172895-13
El Hussein, M. T., & Ha, C. (2023). Facilitators and barriers to the transition from registered nurse to nurse practitioner in Canada. Journal of the American Association of Nurse Practitioners, Publish Ahead of Print (6).
https://doi.org/10.1097/jxx.0000000000000868
Etareri, L. (2022). An analysis framework of change management. Medicon Engineering Themes, 3(1).
https://doi.org/10.55162/mcet.03.056
Funk, P. (2022). Leadership theories traits into the situational leadership model. ScienceOpen Preprints.
https://doi.org/10.14293/s2199-1006.1.sor-.ppqzril.v1
MBA FPX 5007 Assessment 3 Intervention Strategy
Kelley, E., Lipscomb, R., Valdez, J., Patil, N., & Coustasse, A. (2019). Medicare Access and CHIP Reauthorization Act and Rural Hospitals. The Health Care Manager, 38(3), 197–205.
https://doi.org/10.1097/hcm.0000000000000267
Kock, N., Mayfield, M., Mayfield, J., Sexton, S., & De La Garza, L. M. (2019). Empathetic leadership: How leader emotional support and understanding influences follower performance. Journal of Leadership & Organizational Studies, 26(2), 217–236.
https://doi.org/10.1177/1548051818806290
Kozachuk, L. A., & Conley, A. H. (2020). Development-oriented situational supervision: A leadership approach to supervision in counselor education. Journal of Counselor Leadership and Advocacy, 8(1), 1–12.
https://doi.org/10.1080/2326716x.2020.1835586
Linton, M., & Koonmen, J. (2020). Self-care is an ethical obligation for nurses. Nursing Ethics, 27(8), 1694–1702.
https://doi.org/10.1177/0969733020940371
Santos, E., Queiroz, M., Borini, F. M., Carvalho, D., & Dutra, J. S. (2022). The journey of business transformation: Unfreeze, change and refreeze – A multiple case study. Journal of Organizational Change Management, 36(1).
https://doi.org/10.1108/jocm-03-2022-0063
Tang, K. N. (2019). Change Management. Leadership and Change Management, 1(1), 47–55.
https://doi.org/10.1007/978-981-13-8902-3_5
Wuryani, E., Rodli, A. F., Sutarsi, S., Dewi, N. N., & Arif, D. (2021). Analysis of decision support system on situational leadership styles on work motivation and employee performance. Management Science Letters, 11(2), 365–372.