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- MBA FPX 5007 Assessment 2
Leader’s Performance Evaluation
From the scenario concerning Jackie’s leadership performance, issues of concern arise in the following aspects. Firstly, she disapproves of the nursing staff for defying patient-related matters and has not been supportive or helpful to the nursing staff.
For instance, the nurse, Kyle, who had been assigned to deal with a patient by the name of K. C., complained of his inability to handle the patient to his superior, Jackie. Still, instead of offering him the appropriate assistance, Jackie dismissed him. Such inadequate support interferes with the caring role that Kyle plays in providing proper care to the patients and results in frustration and confusion for the nursing staff (Lindgren et al., 2020).
Moreover, Jackie’s interpersonal skills have been notably lacking in the aspect of communication in the given scenario. She did not think of the efficiency of communication and proper coordination by not canceling the patient care conference and not informing Kyle and the recreational therapist. This created confusion for the participants, who were expecting the meeting as the other team was unprepared. Further, her inability to reply to the email from Kyle asking her for a meeting highlights one of the biggest problems with her communication: her lack of it, and she rarely responds when she should.
MBA FPX 5007 Assessment 2 Managing the Toxic Leader
Jackie’s performance as a leader in the psychiatric unit reveals violations of two essential standards of professional performance: stress management, efficient communication, and general support and leadership to specific members of her team, namely her subordinates. The ANA claims that collaboration, error prevention, and safe and effective care depend on proper communication (ANA, 2020). Jackie’s inability to relay crucial details, including cancellation of meetings, has interfered with the team’s operations and learning capacity, which is detrimental to the patient’s well-being (Moreira et al., 2019).
In addition, as the head of the facility, Jackie is responsible for her team or group of workers, especially on issues related to patient care, including the situation described above. The ANA states that nursing leadership ought to enhance the environment to support nurses’ practice, development, and patient advocacy before reviewing staff health requirements (ANA, 2020).
Conclusion
It is essential to have a thoughtful and unbiased analysis of Jackie’s leadership performance within the unit specializing in psychiatry; it has some issues. Her poor support and direction of the nursing team, specifically in handling aggressive patient incidences, is not expected of a leader.
Moreover, her weakness in communication, since she rarely communicates on time a/d or even replies to emails, which are crucial in the functioning of the unit, also makes her a lousy team player. It can now be seen from the identified leadership criteria or standards that Jackie is lacking in some ways.
One crucial aspect that is important for a leader to influence is communication, by which they can encourage and coordinate the team’s activities (Schot et al., 2019). In addition, assistance and mentorship of the team members, especially in regard to patient care issues, are among the prime roles of the nurse manager (Wei et al., 2019).
Implications of Jackie’s Behavior
Jackie’s behavior has undertones that affect the organizational task, notion, and objectives of delivering superior healthcare in a supportive environment and ensuring a quantifiable positive difference in peoples’ health within the populations of the served community.
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Effects on Patients and Their Perceptions
The results indicate that Jackie’s weak support and direction to the nursing staff could likely impact the patient care and the kind of experience that the patient is to undergo.
In the absence of the proper leadership support and direction, the following shifts occur reduced levels of patient satisfaction and poor patient safety (Albalawi et al., 2020). This is contrary to the mission of the organization to provide the best healthcare services, and the general well-being of people in society is impacted negatively.
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Impact On Professionalism and Quality of Care
Hence, Jackie’s actions detract from the envisioned statement of creating exceptional patient care facilities proffered by healthcare personnel who are committed to performing at their best in terms of clinical quality and safety.
She may take more extended periods before they convey and perhaps resolve patients’ care concerns, thus compromising the clinical standards and protection of the organization.
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Impact on Staff Satisfaction and Well-being
Jackie’s lack of respect, communication, support for, and attentiveness to staff present an opposing view and poor satisfaction and well-being of the staff. The lack of a positive organizational culture set and promoted by the leader in relation to the practice of teamwork is likely to reduce the level of job satisfaction and organizational commitment and increase stress. This situation directly opposes the objectives of protecting the patient, doctor, and staff’s health and safety (Søvold et al., 2021).
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Implications and Consequences
‘s documented behavior of Jackie has several logical implications and consequences for the organization Documented behavior of Jackie has logical implications and consequences for the organization:
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Lower Patient Satisfaction and Trust
Preventing communication and failure in addressing the patient care issues coming from Jackie’s carelessness and lack of support from staff are likely to disappoint patients, which would reduce satisfaction and erode the organizational trust.
Healthcare consumers or patients expect that their healthcare practitioners and leaders or managers will take good care of them and be responsive, polite, and concerned about their welfare (Irshad et al., 2021). If Jackie were to miss her obligations and fail to attend to some issues, the outcome would be detrimental to the patients since they are bound to receive unsatisfactory experiences that would leave them expressing little or no confidence in the organization.
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Compromised Patient Safety
Unresponsiveness and inability to professionally handle issues related to patient care expose various patients to the risk of being harmed by the negligence of their practitioner. There cannot be any compromise to patient safety in any unit of a healthcare organization.
Thus, patient safety leadership is critical since it entails the coordination of all others to ensure that guidelines and procedures are implemented correctly. This factor erodes the organization’s ability to safeguard patient safety and could lead to catastrophic events such as patient harm and medical errors that prove costly to the organization.
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Decreased Staff Morale and Engagement
Jackie’s discourtesy and lack of concern, as well as neglect to respond to staff matters, may contribute to the demotivation and demoralization of the healthcare personnel. The personnel depends on the management for direction, backing, and appropriate organizational culture (Wisetsri, 2020).
When Jackie devolves her leadership responsibilities, she experiences demoralized staff, low job satisfaction, and possibly low job performance among the workers. It can also affect the efficiency of the organization in a wide range of ways since it influences the operating systems.
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Negative Organizational Culture
Some of the pitfalls evident in Jackie’s scenario include modeling and/or reinforcing an adverse organizational climate. Leaders of organizations are directly responsible for an organization’s culture. Jackie’s behaviors and actions at work may lead to undesirable effects such as employees’ distrust, disinterest in work, and poor communication within the organization. This can lead to an unhealthy working environment, affect the interaction of staff within the organization, and set back the attainment of the laid organizational objectives and aims (Hamouche, 2021).
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Possible Grease and Erosion Concerns
Nonetheless, Jackie’s behavior and continued inability to address other serious issues relating to patient care can create legal ramifications for the organization. Failure to provide proper care and protect patients brings about legal consequences, probes by authorities, and penalties or sanctions from authorities. These consequences have the propensity to damage the organization’s reputation, alter its financial position, and compromise its capacity to deliver quality care (Gaur et al., 2021).
Action Plan
The performance improvement plan model that may be used in the described scenario is the GAP or GROW model to enhance Jackie’s leadership performance. The GROW model, which is an acronym for Goal, Reality, Options, and Will, is an objective method that defines goals, evaluates the current position, finds possibilities of development, and measures the readiness of a person to change (Ibarra & Scoular, 2019, p. 98).
The implementation of the action plan will be made in 40 days so that it does not spread out and the most proportionate changes can be made. However, in this general period, particular objectives and activities will be defined to measure the effectiveness of the progress and tweak the actions toward improvement.
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This is because, as a leader, Jackie should exhibit certain behaviors and qualities as the organization’s strategic direction unfolds. Such expectations are expected to include communication, teamwork, team conflict management, leadership, and appraisals (De Brún et al., 2019). Enhancing Jackie’s leadership performance will have the potential to improve healthcare delivery as well as outcomes among the patients (Atiemo, 2023).
The leader also bears a lot of responsibility in determining the atmosphere and condition in which work is to be carried out in the organization. If Jackie strengthens her leadership effectiveness, she will encourage everyone at her establishment to work in a positive environment that embraces cooperation and regards the welfare of others. This, in return, brings about effective coordination of health workers and the end-client outcomes, thus improving the health care services attained (Gottlieb et al., 2021).
Moreover, Jackie’s more effective leadership performance can also positively impact patients’ outcomes in the sense of patient safety, satisfaction, and well-being. Structural and procedural patient-centeredness, leaders’ direct action and reaction to patient aspirations and concerns, formal and informal patient-centeredness, and patient-centeredness as a virtue and value.
Thus, with the help and explanation, Jackie will be able to become a leader who will think only about patients’ needs and work to provide them with high-quality healthcare services and create a safe and positive environment (Özyurt et al., 2021).
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Assumptions
An assumption in the action plan for the improvement of Jackie’s leadership performance is that Jackie can receive feedback and reflect on her conduct. It is imperative to understand that the plan focuses on Jackie, assuming that she understands the areas that require change and wants to change for the better. It presupposes that she has time and willingness to advance herself professionally and appreciates the significance of leadership in the healthcare system and its outcomes for patients.
Also, the plan involves the expectation that Jackie will be able to participate in leadership training and coaching, as well as having sufficient organizational support and the possibility of a favorable environment promoting the enhancement of the organization.
MBA FPX 5007 Assessment 2 Conclusion
The evaluation of Jackie’s performance as a leader identifies deficiencies, improper actions, and non-activities that are not in compliance with professional performance requirements. Her conduct and activity have proved to be counterproductive to the accomplishment of the organization’s mission, vision, and objectives. Basically, Jackie has a command of sustainable resolutions when establishing a broad action plan to tackle the above problems: this way, she creates scope to transform into a superb leader, giving a shot at bettering the health care and, in extension, enhancing the patient’s health.
However, the implementation of this action plan depends on Jackie, and so it is up to her to transform and develop. Thus, the organization needs to support and promote guidelines for Jackie’s leadership growth. The organization can try to attain high standards in performing its function, offering health care services while also aiming to enhance the welfare of the patients.
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References
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