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- NURS FPX 5007 Assessment 2 Managing the Toxic Leader.
Assessment 2 – Managing the Toxic Leader
Student Name
Capella University
NURS FPX 5007 Assessment 2 Managing the Toxic Leader
Prof.
Date
Managing the Toxic Leader
Necessary businesses want successful executives. An Institution with management competencies empowers others; they work magnificently to enhance productivity and achieve goals. Such executives establish and implement long-term plans, interacting with individuals who contribute their self-discipline to the workplace’s success. Top managers will collaborate to gather data, identify troubling situations, define goals, and establish deadlines for achieving preferred results.
Team members will collaborate to create and implement techniques. The enterprise company flourishes even as people cooperate and try in the path of shared desires. A health facility’s control establishes the lifestyle of the workspace. Manage, collaborate effectively with the company, coordinate, and communicate whether or not there are any failures or successes (Monroe, 2019).
Manage the need to promote a supportive environment for their healthcare staff that enables them to meet the benchmark and enhance the needs of nursing practice and care transportation. The intention is to improve walking conditions and allow the nursing workforce to lead a green and collaborative work lifestyle. Pressure is an excessive problem for nursing professionals. Nurses work unscheduled extended shifts with inadequate help, except when taking breaks.
Except for help from manipulation, employees’ nursing frames can also make it difficult to overcome the boundaries they encounter. Nurses inspire a healthier lifestyle and well-being, but they often prioritize their work over their well-being while working. Researchers have determined that healthcare centers promoting a healthier lifestyle, a green environment, and a collaborative workspace enhance worker satisfaction and employee engagement, positively impacting individual care (Miles & Scott, 2019). Explore NURS FPX 5007 Assessment 1 Leadership Styles Application for more information.
Case Study – Head Nurse Performance Evaluation
The psychiatry unit first adopts the number one healthcare nursing model. Clinical employees must collaborate to build an interdisciplinary expert team, ensuring a seamless experience for affected individuals and delivering outstanding care. The healthcare facility, its personnel, and the patients will all benefit from the top nurse encouraging and facilitating collaboration and coordination among managers, supervisors, and administrators. Lamentably, the nurse manager’s management style, in this case, falls short of the established guidelines.
Jackie is a Nurse manager; she heads the patient care conferences. However, she only occasionally attends conferences held three times a week to address complicated cases and request strengthened cooperation to provide effective, patient-focused care. Like skipping this session, she behaves unprofessionally by failing to inform her enterprise about the scheduling of weekly classes.
Addressing Unprofessional Nursing Conduct
This behavior hampers terrific nursing practices, and the group is not identified. It likewise hinders the institution’s productivity and painting pleasure. Jackie arrives late for paintings, which affects the quality of care provided by the nursing staff who want to take their turn seeking recommendations from her, and causes care shipping delays for the patients. Jackie does not respond to emails from nursing specialists aimed at enhancing the quality of care.
She arrived at her place of work in unprofessional garb, including a revealing dress, large hoops, and excessive heels. In violation of the place of work’s ideas and professional behavior, the nurse manager had an incorrect interaction with a selected staff member named ‘Martin.’ The American Nurses Association (ANA) provides numerous tips and essentials necessary for professional competence in nursing.
NURS FPX 5007 Assessment 2 Managing the Toxic Leader
It involves assessment, diagnosing, identifying goals and strategies, putting one’s desires into exercise, and care coordination, among other vital requirements. The two necessities stated within the code of ethics that pertain to Jackie’s conduct are occupational responsibilities and relationships with co-humans, similar to the obligation to patients.
According to the ANA’s perception of the code of conduct, nursing employees desire respectful interactions and professional relationships with colleagues, superiors, and patients. The healthcare expert must establish supportive and caring connections, which incorporate all coworkers and individuals, and be committed to treating people well and with appreciation.
Restoring Professional Nursing Standards
It includes making compromises that uphold their dignity and addressing and solving disputes. In this situation, the nurse supervisor’s behavior suggests a lack of management expertise, a lack of commitment to the professional organization, and a lack of compassion for the employees(Monroe, 2019). The professional limitations described by the ANA set up terrific ethical and social policies that the practitioner recognizes and respects.
Placing appropriate limits on expert talk and interactions is more challenging due to the interpersonal aspects of caregiving. Healthcare experts ensure that limits are established and followed (Aghamohammadi et al., 2021). When values are violated, the healthcare practitioner should request guidance from superiors or take the necessary steps to prevent such activities (Olson, 2021).
This principle can be applied to interprofessional and interdisciplinary partnerships that may be interpersonal and overlooked beyond the scope of nursing practice, such as the nurse-patient relationship (Warshawsky & Cramer, 2019). To preserve Jackie’s process as a nurse manager, the behavior above and ethical suggestions breaches must be addressed and resolved, and an everyday performance development plan (PD) should be implemented. This technique will define duties and establish a timeline, allowing the nurse manager to demonstrate her professionalism and leadership.
Organizational Mission, Vision, and Goals
Jackie’s concept set for her venture in the healthcare facility is struggling with its purpose, desires, and dreams. As stated in advance, the number one goal is to provide exceptional, personalized care in a compassionate setting and to significantly enhance the well-being of individuals within the communities that healthcare specialists serve. As healthcare organizations, we work collectively to provide the healthcare continuum that improves the health and well-being of society.
On the other hand, Jackie’s irresponsible moves and inability to cooperate with the crew are unfavorable for the patients. As a result, this method conflicts with the corporation’s project (Huang et al., 2021). Strong healthcare necessities are even noted within the healthcare facility’s imagination and vision, as demonstrated by higher healthcare standard performance, improved care delivery, enhanced patient experience, and employee satisfaction.
Jackie did not adhere to the center’s goals and values as a nurse manager. Such actions and irresponsible conduct no longer guarantee the maximum care or experience for the affected person and do not reflect nicely on the healthcare services and treatment she provides. The agency’s ultimate goal is to prioritize patients and their values. Jackie’s management role as a nurse supervisor of a psychiatric facility has fallen short of upholding the dreams of the group and the healthcare facility she represented.
Impact of Uncooperative Behavior
In line with the case study, she is more willing to attend to her subjects to communicate with the healthcare workforce. Consequently, she no longer improved within the organizational goal of creating an enjoyable, cooperative, and environmentally friendly workplace in collaboration with all professionals committed to patient care.
Jackie consistently exceeds the standard of care, starting with the beneficial resources of the healthcare company she represents and offers her services. As a result of her surrender, her actions impact the commercial enterprise organization’s ability to achieve its objectives and goals.
Action Plan to Improve Leader Performance
Effective nursing management enables nursing employees to create transformation by motivating colleagues and coworkers to strive toward achieving both their individual goals and the organization’s objectives. To maintain a management function in nursing, one needs to possess private control competencies with precise development and abilities. Every nurse is a leader in some way, whether as a nurse supervisor or in another role.
Attempting to persuade patients to adopt the proper route of movement as part of their remedy to repair or maintain their well-being iss an example of what this will likely incorporate. Serving as a functional alternative to non-skilled nurses or walking as a nurse supervisor are examples of what this entails. If moving into management is a nurse’s professional goal, six key areas for growing the nurse’s control capabilities will help in becoming a successful nurse. Supervisor and chief, advancing the profession and furthering personal and organizational goals. There are various methods to boost nursing control competencies and become a prepared chief in an agency organization.
NURS FPX 5007 Assessment 2 Managing the Toxic Leader
- The assistant head nurse will assume the role of nurse supervisor in the psychiatric unit while the general universal performance improvement design (PIP) is under pressure. The appearing nurse supervisor will lead the meetings and can track all court docket instances involving the organization’s personnel.
- Jackie must return and lower herself to the paintings at the specified time outlined in her employment agreement. The time at the window clock ranges from 07:55 to 08:15. In the event of three overdue arrivals, one unpaid absence may be considered, which could have additional organizational repercussions.
- All personnel communications may be finished within 24 hours. Jackie will be responsible for responding to all correspondence and emails from employees. She can notify the organization that she is aware of any sports or meetings that may be postponed or canceled earlier, so the organization can prepare correctly and make necessary adjustments to the agenda.
- Jackie will follow the pointers in the worker manual regarding apparel and the proper dress code. She dressed professionally and arrived at the artwork in a formal setting.
- After the artwork time is specified, Mrashehe can set up her appointments and conferences without interfering with her running schedule or normal performances.
- She shall adhere to the administrative center’s morals in the employee manual and refrain from engaging in unethical or improper interactions with personnel.
We will implement this motion plant next month, and it will be followed by the next month. Jackie will work during this time, inconsistent with the Healthcare Seven facility’s challenge, aim, and dreams, to ensure the best possible care, improve outcomes, and enhance the patient’s experience.
An evidence-based reality collaboration approach can enhance collaboration and cooperation skills, generating substantially successful medical experts who effectively utilize records, human bodies, and facilities to deliver the best contemporary outcomes for patients (Miles & Scott, 2019).
Implementing a Performance Improvement Plan
It will act as a driving force in decreasing the return on her paintings. The overall performance of psychiatric devices and clinical consequences will collect resources to enhance the traditional, well-known performance and individual protection approach, such as TeamSTEPPS, which was created for healthcare centers and promotes interactive collaboration among teams. To prevent this era of PIP, the human resource (HR) consultant will meet with Jackie and the supervisor to assess and observe her typical general performance (Oberle, 2022).
The final effects and stage of Jackie’s improvement will determine whether or not she can resume her work as a nurse supervisor. Her institution will look to her for control by examining how she conducts herself. After this test duration, the nurse manager’s overall accepted performance may also be assessed to determine whether they fit each specific management or managerial characteristic well.
