NURS FPX 5004 Assessment 4

NURS FPX 5004 Assessment 4

NURS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics

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Self-assessment of ethics, leadership, and teamwork in healthcare is critical for engendering both professional and personal growth. Health care professionals can identify areas for development, improve their ability to manage and cooperate effectively, and ensure compliance with ethical standards by critically analyzing their strengths and weaknesses in these areas. The introspective approach, which is discussed by Cleary et al. (2020), promotes a well-rounded healthcare professional, empathetic and responsible. These experts stress the care to the patients and add a lot to a positive, pleasant healthcare environment. The key focus of this comprehensive analysis is in the way ethical principles are employed to bring out better outcomes and in the evaluation of leadership characteristics.

Collaboration and Leadership Qualities Relative to Specific Experience

In my role as a Team Manager associated to the hypertension drugs trials of our company, I strived to have my leadership behaviors depict on me as a healthcare professional and even the Transactional Leadership Model. The entire journey mainly based on integrity as one of my key personal beliefs. I ensured that our team followed the standards and ethical guidelines that control the conduct of medical research. This involved inculcating a climate of transparency and accountability so that all team members were cognizant of the importance of upholding the highest degrees of patient safety and data integrity.

In addition, I emphasized the importance of effective communication within the team and with external stakeholders. For everyone involved to know their roles and duties as well as the objectives of the tests, communication that was clear and simple was vital (Raurell-Torredà et al., 2021). I promoted an inclusive culture that was based on open discussions where ideas and fears could be freely presented and criticisms allowed. As a leader, I supported my team by providing them with the necessary tools and motivation to perform well in their roles. I ensured that each member received proper education and guidance and I created opportunities of professional development for overall expertise improvement. My purpose in helping their growth was the ability to help them to be a significant part of the success of the trials. The team’s backing in return, supported me to push through impediments and bring our objectives to a successful conclusion. A transactional leadership approach of setting clear expectations and appreciating accomplishments fostered a focused and motivated team spirit (Khairy et al., 2023). This approach was useful in tackling the complexity in conducting medical trials and ensured that our work was in sync with the broader goals of the company.

Leadership and Motivational Techniques

My Team Manager role within a hypertension trials team saw me using the approach of four Rs of motivation—Responsibilities, Relationships, Rewards, and Reasons—on stakeholder participation inside the organization (Pike et al., 2020). Initially, I ensured that every team member comprehended the role they play in achieving our objectives by assigning specific responsibilities to them, depending on their areas of expertise and abilities. Similarly to the Situational Leadership Model, this approach aligns the team members’ abilities and readiness with tasks (Wuryani et al., 2021). Secondly, I placed a lot of importance on developing strong connections among team members and with the associate external parties such as regulators, physicians, and researchers. I acted similarly to the tenets of transformational leadership that too puts a lot of focus on the creation of solid interpersonal bonds creating an atmosphere for cooperation through faith and honesty (Jeong, 2020).

Finally, to motivate and reward outstanding performances, I established a system of rewards and recognitions. This aligns with what the expectancy theory says, which ties rewards and recognition to performance and is designed to ensure consistent excellence and efforts (Gelle-Jimenez & Aguiling, 2021). To cap it all, the Motivation was presented uniformly; the clinical trials are essential in the development of hypertension treatment. The latter was consistent with the concept of charismatic leadership, which stresses the importance of an attractive vision (Salas-Vallina et al., 2020) and helped stakeholders to appreciate the broader impact of their work. I managed to create a productive team that worked in unity by integrating these motivational tactics into my leadership approach that attracted the stakeholders into an interest and commitment in the medical studies’ result. Not only did this approach help people work together more efficiently, but it also enhanced the efficiency and impact of our work in improving patient care and medical research.

NURS FPX 5004 Assessment 4

Actions Taken in Response to Ethical Dilemma

I was a Team Manager overseeing hypertension medical studies when I had to face a tough moral dilemma that required thoughtful analysis and commitment to ethical standards and leadership principles. This dilemma was that of the clinical trial’s suitability for subject selection, namely regarding informed consent and patient autonomy. I applied the beneficence, non-maleficence, respect for autonomy, and justice principles in an ethic context to resolve this dilemma as noted in our ethical code of our profession (Cheraghi et al, 2023).

NURS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics

To begin with, following the principle of autonomy, I ensured that all potential participants were duly informed about the aim of the trial, potential risks, and advantages. hence, this needed to ensure that people receive detailed and clear information allowing them to choose whether to participate or not by themselves (Xu et al., 2020). Additionally, I ensured that the experiment was performed with the welfare of the participants as the top priority and that risks were minimized and potential benefits maximized, emphasizing beneficence and non-maleficence. I also applied some elements of LEADS leadership model, in particular coalition building and results orientation (McLean, 2023). In order to ensure that our hiring processes met both legal and ethical requirements, I closely cooperated with our ethics committee and regulatory agencies. In an attempt to promote the notion of justice, I established collaborative links and received feedback from a number of stakeholders that assured an equal and fair treatment of each participant.

Finally, the responses to this moral dilemma indicated and alliance to decision-making of moral nature in a caring environment, influenced by the guiding and fundamental principles of our sector in addition to traits of a good leader. This approach focused on the independence and welfare of the participants along with the trial’s integrity.


In summary, the importance of aligning personal principles with professional guidelines has been realized after reflecting on my leadership, teamwork, and moral decisions as a Team Manager in the hypertension clinical trials. I integrated moral precepts and leadership styles into my approach in order to develop an ethical and united team climate. Moving on, I’m still committed to self-betterment and I will employ these awarenesses to confront new challenges honestly and empathetically.

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NURS FPX 5004 Assessment 1


Cheraghi, R., Valizadeh, L., Zamanzadeh, V., Hassankhani, H., & Jafarzadeh, A. (2023). Clarification of ethical principle of the beneficence in nursing care: An integrative review. BMC Nursing, 22(1), 1–9.

CLEARY, M., KORNHABER, R., THAPA, D. K., WEST, S., & VISENTIN, D. (2020). A Systematic review of behavioral outcomes for leadership interventions among health professionals. Journal of Nursing Research, Publish Ahead of Print(5).

Gelle-Jimenez, M., & Aguiling, H. M. (2021). Leveraging human resources management (HRM) practices toward congruence of values. International Journal of Research in Business and Social Science (2147- 4478), 10(1), 85–94.

Jeong, S. (2020). A cross‐level analysis of organizational knowledge creation: How do transformational leaders interact with their subordinates’ expertise and interpersonal relationships? Human Resource Development Quarterly, 32(2).

Khairy, H. A., Baquero, A., & Al-Romeedy, B. S. (2023). The effect of transactional leadership on organizational agility in tourism and hospitality businesses: the mediating roles of organizational trust and ambidexterity. Sustainability, 15(19), 14337.

McLean, K. (2023). LibGuides: LEADS in a Caring Environment: Home.

Pike, M. A., Hart, P., Paul, S.-A. S., Lickona, T., & Clarke, P. (2020). Character development through the curriculum: teaching and assessing the understanding and practice of virtue. Journal of Curriculum Studies, 53(4), 1–18.

Raurell-Torredà, M., Rascón-Hernán, C., Malagón-Aguilera, C., Bonmatí-Tomás, A., Bosch-Farré, C., Gelabert-Vilella, S., & Romero-Collado, A. (2021). Effectiveness of a training intervention to improve communication between/awareness of team roles: A randomized clinical trial. Journal of Professional Nursing, 37(2), 479–487.

Salas-Vallina, A., Simone, C., & Fernández-Guerrero, R. (2020). The human side of leadership: Inspirational leadership effects on follower characteristics and happiness at work (HAW). Journal of Business Research, 107, 162–171.

Wuryani, E., Rodlib, A., Sutarsib, S., Dewib, N., & Arifb, D. (2021). Analysis of decision support system on situational leadership styles on work motivation and employee performance. Management Science Letters, 11(2), 365–372.

Xu, A., Baysari, M. T., Stocker, S. L., Leow, L. J., Day, R. O., & Carland, J. E. (2020). Researchers’ views on, and experiences with, the requirement to obtain informed consent in research involving human participants: A qualitative study. BMC Medical Ethics, 21(1).

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