Application Of Leadership Theory Paper

Chapter four will define the plan of action to interview Chad Brake, the first shift Senior Supervisor for the Equipment/Component Preparation departments at Pfizer Corporation in McPherson, Kansas. The interview will be designed to pinpoint three key objectives based on the three leadership principles brought together in chapter two and chapter three. The purpose of the interview is to obtain responses from Chad Brake that will validate the importance of the objectives from a leader’s perspective. And lastly, this chapter will demonstrate the objectives that will be presented and documented as quantifiable analyses.

Ethical issues have always affected the role of the professional nurse. Efforts to enact this standard may cause conflict in health care settings in which the traditional roles of the nurse are delineated within a bureaucratic structure. Nurses have more direct contact with patients than one can even imagine, which plays a huge role in protecting the patients’ rights, and creating ethical issues for the nurses caring for the various patients they are assigned to. In this paper I will discuss some of the ethical and legal issues that nurses are faced with each and every day.

When we think about what a leader and manager is, most of us will use the same meaning. But in actual fact this is incorrect. We have to look at these two terms differently. What is a manager? A manager is someone who is responsible for directing and controlling the work and staff of a business, or of a department within the organization. So what is a leader? A leader is someone whom people follow, somebody who guides or directs others. Looking at both terms they both are very different. The question is always asked is a manager can be a leader and leader a manager. The true answer is managers are not always leaders, while leaders can be

There are many different careers which entail much more than just a particular degree from a post-secondary education program. Typically, all careers have a specific code and level of ethics which are incorporated into the daily responsibilities one is expected to perform in their chosen field. For the basis of this paper, I have chosen to write about the nursing code of ethics. Nursing has a professional code of ethics along with the level/employee behavior usually being currently attainable, meaning that the behavior expected is normally exhibited by individuals. (Manias 508). However, although nursing seems to require behavior that is “normally” exhibited and tends to be one of the most popular medical fields, there are numerous amounts of ethical issues which have emerged in this field of work since the few being noted in Florence Nightingale’s Notes on Nursing. (Ulrich et al. 2).

This paper will an analysis one of the nine provisions found in the American Nurses Association (ANA) Code of Ethics and compare it with the provision of the American College of Healthcare Executives (ACHE) Code of Ethics. Both codes of conduct serve as guidelines for ethical and moral dilemmas registered nurses may face. They both offer vague statements allowing for interpretation which will ensure “merit the trust, confidence, and respect of healthcare professionals and the general public (American college, 2016).” This is why Americans view the nursing profession as one of the most honest (Winland-Brown, Lachman,& O’Connor Swanson, 2015).

This paper is a critical analysis of the article “Spirituality as a Predictive Factor for Signing an Organ Donor Card”. The research was preformed by Anat Peles Bortz, RN, PhD, Tamar Ashkenazi, RN,PhD, and Semyon Melnikov, RN, PhD. The research was accepted for publication in 2014. The research was presented at the 25th International Nursing Research Congress Symposium in 2014 in Hong Kong. The research appears in Sigma Theta Tau International, Journal of Nursing Scholarship 2015. The research looked at two groups of people in Israel, those who signed an organ donor card

Nurses are at the front line of care and are the ones responsible for the safety and protection of a patient. Principals that are involved in this situation are "beneficence, nonmaleficence, ethical fading, fidelity, rationalization, boundaries" (Porter-O'grady & Malloch, 2016, pg. 215). While these are the primary principles there seem to additional principles that are involved; these are organizational integrity, ethical erosion, moral reasoning, whistle-blowing, and autonomy. In school many nurses are taught autonomy and to use critical thinking skills; currently many nurses in hospital feel that they are not encouraged to use these skills which contribute to job dissatisfaction and dilemmas (Van Oostveen, Mathijssen, & Vermeulen, 2015).

Similar to other health practices, ethical issues in nursing arises chiefly with the changing environment within the medical professional as well as technological advancements that come with it. Different individuals have different principles that might completely vary from other people. As a result, an organization or a sector in the economy needs to for and develop ethical standards that should be followed by every employee in that organization and sector. Ethical principles give guidelines on how to behave appropriately in front of patients and fellow workers. Ethical issues present dilemmas for nurses and require a nurse or the whole health care facility to choose between alternatives that must be evaluated as right or wrong.

The health care profession has many positions within the interconnected team that make up the field. Some personnel never place a hand on patients but others including nurses and physicians are always in contact with them. This interconnected world of study and practice places large amounts of stress on all members to maintain professional conduct and to follow management, hospital policy, and national board regulations. The legal and ethical obligations that are to be upheld by healthcare members, especially nursing staff, make for added pressure. This pressure, however, places many members in an uncomfortable position allowing them opportunities to either easily break regulation or uphold their ethical obligations. Uniquely, this position is where many tend to fail.

Codes of ethics contain a coherent set of normative principles underlying a nurse’s purpose and associated values (Vanlaere and Gastmans, 2007). Two perspectives of ethics are the ethics of justice and the ethics of care (Botes, 2000). The ethics of justice constitutes an ethical perspective in terms of which ethical decisions are made on the basis of universal principles and rules, and in an impartial and verifiable manner with a view to ensuring the fair and equitable treatment of all people (Botes, 2000). The ethics of care, on the other hand, constitutes an ethical approach in terms of which involvement, harmonious relations and the needs of others play an important part in ethical decision making in each ethical situation (Botes, 2000).

The causes and consequence of staff turnover are multifaceted. Not only is the facility’s bottom-line affected, the emotional cost for the remaining staff and the facility residents is prodigious. Staff turnover is caused for several reasons, such as low wages, lack of training and lack of respect for the nurse aide. In addition, staff turnover can be the result of the organization. This occurs when an organization is bought out by another and there is a loss of standards and procedures. Job satisfaction and morale travel together, where one goes so does the other. When job

Introduction: Healthcare profession is considered as one of the most trusted and Noble profession among other jobs. Nurses, are the people who have close association with the patients and engage in continuum of their care. They play a pivotal role in systematic assessment, designing a comprehensive plan and providing holistic care. They are bound by legal framework and expected to work within their scope of practice. However, in many circumstances the nurses fail to comply within the scope that lead to many legal and ethical issues.

Healthcare is costly not only to the patients but also to the hospital in regards to the hiring of new staff. An organization with a high turnover will have to spend additional money to hire new employees therefore its essential to retain the current employees instead of constantly having to recruit new ones which can results in decline the morale of the current staff.

The employee turnover in health care industry is very high. In fact in some of the US states, it is double the national average of 15.6%. The statistics related to employee turnover rate are highly alarming and are growing even worse day by day. While on the one hands it would appear that the chief reason behind this phenomenon is the relatively short supply of talented individuals or workers(Jones, 2000). But over time research has identified another important factor behind this phenomenon which is the mismanagement of human resources in health care sector. Limited talent supply coupled with poor human resource management have led to compounding the problem. Due to poor health care workforce management the turnover rate in this sector has remained high. An aging talent pool which is not being replaced at the rate it is depleting has compounded the problems being faced by the health care industry.

Chapter sixteen discusses various leadership theories which can implemented by leaders to achieve success. The choice of leadership theory differs from leader to leader as they possess different vision and way of managing. A theory isn 't always perfect in itself, it is the endless effort of the leaders which makes the theory a perfect one. Two approaches of leadership that I prefer are Situational Leadership Theory and Servant Leadership Theory. Among many theories I prefer these two because I tend to practice those principles most of the time and I assume these are theories that I truly tend to continue in a long run.