nursing
Emotionally incompetent behaviors can destroy a team’s ability to achieve a specific goal. Consider the following list of emotionally incompetent behaviors (Porter-O’Grady & Malloch, 2018).
Acting as a devil’s advocate
Displaying a bad attitude
Displaying a superior attitude
Tolerating errors
Failing to balance work and relaxation
Select one behavior from the list above, and complete the following.
1. State the selected behavior.
2. Develop a fictitious example that demonstrates the selected behavior.
3. Considering your selected leadership style that was identified in Week 1, describe two techniques that a leader could use to help develop the individual.
Explain how the techniques are reflective of the leadership style you have identified.
How will these techniques be useful in your future role as a MSN-prepared nurse leader?
Include current, peer-reviewed scholarly support (outside of class resources) to validate your work.
This is my leadership style from week 1:
Snezana Pavicevic
A leadership theory that aligns with my philosophy and leadership stance and how it applies to my MSN role
Transformational leadership is the leadership style that best suits my concept and attitude. Using a transformational leadership style encourages employees to take ownership of their job, which results in going above and beyond what is expected of them. Transformational leadership encourages employees to think for themselves rather than follow orders. They are known as quiet leaders since they do not speak up in front of others. Nursing transformational leadership promotes and motivates personnel to discover better ways of achieving a goal since these leaders are excellent at resolving disputes. Through effective rapport, they may organize individuals into workable groupings that improve a group’s overall well-being, morale, and motivation. In the future, I aim at a transformative leadership style to motivate my subordinates and inspire them with a vision and goals. I intend to lead by example and assist others in learning new skills and broadening their knowledge to improve patient outcomes.
My current formal and informal leadership roles
I now hold several leadership positions, including the following:
Communication is critical in every business, which is why I’m in charge of ensuring that messages are sent out on time and to the correct recipients.
I also show leadership by donating my time to causes other than those related to my job. This has allowed me to learn and socialize with my coworkers, both of which have considerably benefited my overall job experience and skills.
In addition, I demonstrate leadership through disseminating my thoughts: New fresh, inventive ideas are required for an organization to develop.
The implications of my future MSN leadership role for individuals, teams, organizations, and communities?
I plan to take on the following leadership positions in advanced nursing practice in the future:
New nurse mentorship: All new clinical practitioners, including nurses, require mentoring. As they gain knowledge and experience, they better grasp how to provide safe and effective treatment while also advocating for the needs of their patients.
Working as a strategist entails coming up with strategies for my company while collaborating with other team members. I’ll be in charge of laying out the particular objectives of my organization and figuring out the measures other workers, and I must follow to reach those objectives.
Taking up the role of a delegator, In other words, is a natural companion to the word coach. You can’t do everything as a leader, and you shouldn’t try to do everything yourself either. Those who excel in their careers know their limitations and understand when someone else can do a task or undertake it more effectively than they are.
My leadership style in my future MSN job will have the following effects on individuals, teams, companies, and communities:
The development of solid alliances and the establishment of mutual trust between personnel and the company as a whole.
Patient safety is improved with fewer mistakes and better results, which benefits the entire community.
Organizational growth as a result of more effective teamwork, creative thinking, and good morale.
Transformative leaders’ employees put in substantial effort to make the business successful, and as a result, they’re more likely to stay with the company long term.
References
Doody, O., & Doody, C. M. (2012). Transformational leadership in nursing practice. British journal of nursing, 21(20), 1212-1218.
Ferreira, V. B., Amestoy, S. C., Silva, G. T. R. D., Trindade, L. D. L., Santos, I. A. R. D., & Varanda, P. A. G. (2020). Transformational leadership in nursing practice: challenges and strategies. Revista Brasileira de Enfermagem, 73.
Please use a reference within 5 years and apa citation
Example to be used as your guide only:::
In journeying towards full emotional competence, people may exhibit behaviors that may depict emotional incompetence. One such behavior is displaying a bad attitude. Individuals having difficulty in participating in work processes tend to display behavior such as gossiping. The impact of such behavior ranges from impeding the progress of the team to decreasing the overall morale of the group. (Weberg, Mangold, Porter-O’Grady, & Malloch, 2018). . Some scholars believe that negative workplace gossip is a type of social undermining for employees (Duffy et al., 2002), and employees surrounded by such negative gossips will find it hard to trust others or establish good cooperative relationship (Aquino and Thau, 2009); meanwhile, negative workplace gossip can result in great side effects to employees (Baumeister and Leary, 1995; Ellwardt et al., 2012), such as lowering employees’ work efficiency and job satisfaction, etc. (Michelson and Mouly, 2000; Greengard, 2001) and bring about more harm than good to their team (Elias and Scotson, 1994).
Develop a fictitious example that demonstrates the selected behavior.
Nurse Shelley is an old nurse at Mary’s Hospital who likes to gossip on newly hired nurses. Nurse Minda recently got hired last week at the hospital and was assigned as Nurse Shelley’s ward. On her first day, Nurse Minda was asked to dispense medications for the whole ward. She asked a lot of questions just to assure that no mistakes would be made. This irritated Nurse Shelley. She began gossiping with her fellow nurses as to how Nurse Minda was very annoying with her questions. The following day, Nurse Minda overheard the other nurses talking about her and she later found out that Nurse Shelley was the source of gossip. Nurse Minda was embarrassed and anxious, and because of this, she stopped asking questions. This later led to more mistakes from her and a lower work morale.
Considering your selected leadership style that was identified in Week 1, describe two techniques that a leader could use to help develop the individual.
An International Journal of Human Resource Management paper found that “33 percent of the people who engage with the negative job related gossip were found to have cynical behavior against their organization and colleagues.” Therefore, as a leader, the following should be done:
Developing interpersonal relationships through collaborative interactions in the workplace
Effective mentorship
Explain how the techniques are reflective of the leadership style you have identified
Developing interpersonal relationships through collaborative interactions in the workplace should be the goal for nurse leaders because doing so is conducive to building a healthy work environment that ensures dedication and promotes positive work behavior. The AACN reports that these collaborations are among the most important elements in developing a healthy work environment.
Effective mentorship starts with evaluation of learning styles and forward planning; the mentor must recognize the mentee’s learning style to understand individual learning needs. This enables the mentor to design appropriate interventions and guidance, which support an individual’s progression.
How will these techniques be useful in your future role as a MSN-prepared nurse leader?
An essential component in developing interpersonal relationships is effective communication. Understanding the needs and wants of staff members and being able to recognize what motivates them is crucial for the nurse leader. When the employee perceives that his or her input is valued and has worth, this helps build trust and respect in his or her manager, which strengthens the work relationship. Positive relationships between the nurse leader and the nurse empower the nurse.
The Robert Wood Johnson Foundation asserts that mentoring benefits the profession as a whole by helping to develop nurse leaders, retain nurses, and diversify the nursing workforce. Mentorships help to cultivate collegial relationships, encourage professional growth and development, and improve self-confidence and overall morale
Step-by-step explanation
References used:
Brady Germain P, Cummings GG. The influence of nursing leadership on nurse performance: a systematic literature review. J Nurs Manag. 2010;18(4):425-439.
Contino DS. Leadership competencies: knowledge, skills, and aptitudes nurses need to lead organizations effectively. Crit Care Nurse. 2004;24(3):52-64.
Laschinger HK, Purdy N, Almost J. The impact of leader-member exchange quality, empowerment, and core self-evaluation on nurse manager’s job satisfaction. J Nurs Adm. 2007;37(5):221-229.
Porter O’Grady T, Malloch K. Quantum Leadership: Advancing Innovation, Transforming Health Care. 3rd ed. Sudbury, MA: Jones & Barlett; 2011.
McCloughen A, O’Brien L, Jackson D. Esteemed connection: creating a mentoring relationship for nurse leadership. Nurs Inq. 2009;16(4):326-336.
McCloughen A, O’Brien L, Jackson D. Nurse leader mentor as a mode of being: findings from an Australian hermeneutic phenomenological study. J Nurs Scholarsh. 2011;43(1):97-104.
29. Robert Wood Johnson Foundation. Mentoring: a boon to nurses, the nursing profession and patients, too. http://www.rwjf.org/en/about-rwjf/newsroom/newsroom-content/2013/01/mentoring-a-.
