BSN 415 Assignment 1: Management and Leadership

Management and Leadership

Student name

Post University

SIMPATH_BSN415

Prof. name

Submission dat

One of the keys to realizing is that in every diverse workplace, there will be conflict. Conflict may arise because of differences in the individual’s orientation (business or personal), such as background, business or personal experiences, or perception. i.e., it is inevitable that conflicts will arise, and as such, one ought to handle them suitably in order to perform the planned purposes of the organization. This policy incorporates management and employee expectations and requirements in conflict and workplace violence resolution processes guided by the Nurses’ Code of Ethics, leadership, and communication skills.

Conflict and Workplace Violence Description

 Conflict is any fight or dispute that can lead to trouble between entities or individuals. In the workplace, a conflict can arise from value differences, personality differences, goal differences, need differences, and/or differences in expectations. A conflict can have a positive effect if the parties learn from their conflict and reach a resolution, but a negative effect if the conflict leads to hostility and less cooperation (Huang et al., 2022). Workplace Violence refers to physical assault or threatened physical assault, and other threatening behavior or acts of violence in the workplace.

Policy Statement

Purpose

 The aim of this policy is to provide guidance and direction regarding ways of handling conflict or violence in our health care organisation. Creating a safe and healthy workplace to support staff and provide quality patient outcomes should be one of the organization’s priorities.

Scope

 This policy applies to all employees, contractors, volunteers, and any others who are involved with the activities of our organisation. It refers to anything that happens outside of the workplace or online.

Policy

Commitment to a Safe and Respectful Workplace

 At present, the organization strives to safeguard the rights of all employees, and intolerance for any form of discrimination is strictly zero. Our ability to provide quality care to our patients is what makes us successful in diversity and inclusion.

Zero Tolerance for Workplace Violence

There are behaviors that are not permitted, including violence, sexual harassment, bullying, and other threatening or disruptive behaviors in the workplace. Violence that occurs at the workplace (Lim et al., 2022), either as verbal abuse or physical attack, or is threatened, intimidated, or any action that may be a threat to the employees or their productivity.

Conflict Resolution

We promote the policy of colleagues reporting grievances and airing their grievances over unresolved issues as a measure of employee assertiveness (Millar et al., 2021). Conflict management begins at the most basic level of arguing from one’s own position to the other party’s position and seeking a solution that all parties involved in the conflict can live with.

Leadership Responsibility

 It is the role of the leaders and managers to ensure that they foster a culture of respect and valuing of other people in organizations (Nicola et al., 2020). They should always be on the lookout for any signs of conflict and should be able to prevent the escalation of such conflicts. The intentions, policy, and available support regarding this should be disseminated throughout the team.

Leadership Actions and Ethical Principles (Strategies)

The concept that will be followed during the implementation of the leadership action in conflict management will be the following, as per the Nurses’ Code of Ethics.

Training and Development

 Continued education and leadership training should be available to enhance the skills and knowledge available (Saha et al., 2019). Get involved in workshops and seminars that are related to competencies for leadership and management.

Mentorship Programs

Encourage mentorship programmes as mentorship gives young, talented, and promising leaders a mentor (Saha et al., 2019). This helps to promote the transfer of information and experience to the new leaders and supplies them with assistance.

Encouraging Autonomy

 Empower leaders and managers to independently implement and manage projects and other assignments (Kuenzi et al., 2020). Autonomy promotes innovation and diverse outcomes in solving issues.

Fostering a Culture of Feedback

Foster a culture of learning that encourages positive feedback from others and from subordinates (Kuenzi et al., 2020). Encouraging management to schedule ordinary feedback meetings for development and enhanced performance.

Recognition and Reward

Develop appreciation processes that are aimed at rewarding leadership performance and activities (Alayoubi et al., 2020).

Promoting Transformational Leadership

 Encourage the evaluation and utilization of leaders as transformational leaders as well as support structure (Alayoubi et al., 2020).

Becoming a Transformational Leader

To be a Transformational Leader, you have to have strengths and develop a Developing a Clear Vision. Communicate a vision effectively that will be congruous with the intent and culture of the organization. Encourage other team members to set goals that they can commit their effort towards (Usman, 2020). Encourage the members to express ideas freely and come up with a team-oriented approach.

Leadership Style

One of the leadership styles that I would adapt the most is Transformational leadership, which involves motivating and influencing them in reaching a higher level. As a transformational leader (Steinmann et al., 2019), I will be quick to encourage communication, allowing everyone to speak freely about their ideas and opinions, and giving everyone ears to listen to what others have to say.

Maintaining Relationship Integrity

In my capacity as a nurse leader, I will ensure that I observe relationship integrity, especially by being considerate towards the persons involved in the conflict, as well as promoting efficiency and effectiveness in the handling of conflicts, and promoting transparency and fairness in the handling of conflicts (Steinmann et al., 2019). Actively informing the audiences continuously through open and regular communication and dispelling any doubts or diseases, guaranteeing that the audiences obtain solid information.

Effective Communication Skills

There are some fundamentals of communication that tend to highlight how conflicts can best be resolved. Active listening is when a person must listen to others and must understand their ideas, concepts, and actions, and provide suitable responses. This skill is appropriate in developing a positive attitude towards people with skills that help to open a communication channel (Jafari et al., 2021).

Conclusion

 It is crucial to distinguish between leadership and management, to exercise transformational leadership, and to apply the strategies to empower leaders and managers in the current health system. Implementing these principles in organizations will enhance a culture of innovation, teamwork, and leadership, thereby enhancing patient care and organizational outcomes.

References

Lim, M. C., Jeffree, M. S., Saupin, S. S., Giloi, N., & Lukman, K. A. (2022). Annals of Medicine and Surgery, 78(103727), 103727. https://doi.org/10.1016/j.amsu.2022.103727

Millar, A., Cortright, D., Kroc, Schirch, L., & Fink, N. C. (2021). Peace policy: Solutions to violent conflict, September 2021. Figshare. https://doi.org/10.7274/r0-gz27-fj26

Ronquillo, Y., Ellis, V. L., & Toney-Butler, T. J. (2023, July 3). Conflict management. National Library of Medicine; Stat-pearls publishing. https://www.ncbi.nlm.nih.gov/books/NBK470432/

Saha, R., Cerchione, R., Singh, R., & Dahiya, R. (2019). Effect of ethical leadership and corporate social responsibility on firm performance: A systematic review. Corporate Social Responsibility and Environmental Management, 27(2), 409–429. https://onlinelibrary.wiley.com/doi/abs/10.1002/csr.1824

Steinmann, B., Klug, H. J. P., & Maier, G. W. (2019). The path is the goal: How transformational leaders enhance followers’ job attitudes and proactive behavior. Frontiers in Psychology, 9(2338). NCBI. https://doi.org/10.3389/fpsyg.2018.02338

Usman, M. (2020). International Business Education Journal, 13(1), 95–107. https://doi.org/10.37134/ibej.vol13.1.8.2020