NURS FPX 5007 Managing the Toxic Leader in Healthcare Essay Example

NURS FPX 5007 Assessment 2 Managing the Toxic Leader

NURS FPX 5007 Managing the Toxic Leader in Healthcare Assignment Brief

Course: NURS FPX 5007 Leadership for Nursing Practice

Assignment Title: Assessment 2 Managing the Toxic Leader

Assignment Overview:

In this assignment, students will explore the concept of managing toxic leadership within healthcare settings. Through comprehensive research and analysis, students will look at the detrimental effects of toxic leadership on organizational culture, employee morale, and patient care quality. Moreover, students will develop strategies for effectively addressing and mitigating toxic leadership behaviors to promote a healthier and more productive work environment in healthcare facilities.

Understanding Assignment Objectives:

This assignment aims to accomplish the following objectives:

• Identify and define toxic leadership behaviors commonly observed in healthcare settings.
• Examine the impact of toxic leadership on organizational culture, employee well-being, and patient care outcomes.
• Analyze case studies or real-life examples of toxic leadership within healthcare organizations.
• Develop strategies and interventions for managing and mitigating toxic leadership behaviors to foster a positive work environment and enhance patient care quality.
• Demonstrate critical thinking skills by synthesizing research findings, theoretical frameworks, and practical insights to propose evidence-based solutions for addressing toxic leadership in healthcare.

The Student’s Role:

As a student enrolled, your role is to act as a healthcare management consultant tasked with addressing the prevalent issue of toxic leadership within healthcare organizations. Drawing upon your knowledge of leadership theories, organizational behavior, and healthcare management principles, you will conduct an in-depth analysis of the impact of toxic leadership on various stakeholders, including healthcare professionals and patients. Additionally, you will propose evidence-based strategies and interventions for managing toxic leadership behaviors and promoting a supportive and collaborative work environment conducive to high-quality patient care delivery.

Your analysis and recommendations should be grounded in scholarly literature, empirical research, and best practices in healthcare leadership and management. You are expected to critically evaluate existing literature, synthesize key findings, and apply relevant concepts to real-world scenarios. Your final submission should demonstrate a comprehensive understanding of the complexities surrounding toxic leadership in healthcare and showcase your ability to propose effective solutions for addressing this critical issue.

NURS FPX 5007 Managing the Toxic Leader in Healthcare Essay Example

Effective leadership is crucial for the success and well-being of any organization, particularly in healthcare settings where patient care is paramount. Competent leaders have the ability to motivate their teams, improve productivity, and reach organizational objectives. They create long-term plans, collaborate with others, identify challenges, set goals, and establish deadlines to ensure positive outcomes. In hospitals and healthcare facilities, leadership plays a significant role in shaping the workplace culture. Effective management involves working closely with the team and maintaining open communication, especially during both successful and challenging times (Monroe, 2019). It is essential for leaders to create a supportive environment for healthcare workers to meet standards and enhance nursing practice.

Improving Working Conditions and Cultivating a Collaborative Culture

The primary goal is to enhance working conditions and foster a collaborative work culture among nursing staff. Stress is a major concern for nursing professionals who often work long hours without adequate support and breaks. Without proper support from management, nurses may struggle to cope with these challenges. Despite advocating for healthier lifestyles, nurses often neglect their own well-being while on duty. Research indicates that healthcare facilities that promote healthier lifestyles, productive work environments, and collaborative workspaces tend to have higher levels of employee satisfaction, increased engagement, and improved patient care outcomes (Miles & Scott, 2019).

Case Study: Evaluation of Head Nurse Performance

The psychiatry unit initially adopted a primary healthcare nursing model to ensure optimal patient experience and care quality. Collaboration and the development of interdisciplinary professional teams were essential for achieving these goals. The healthcare facility, along with its workers and patients, would all benefit from the head nurse’s support in promoting collaboration and coordination among administration, supervisors, and executives. Unfortunately, in the case study provided, the leadership style of the nurse manager contradicts the facility’s established guidelines. Jackie, the Nurse Manager, is responsible for leading patient care conferences, yet she seldom attends these thrice-weekly sessions designed to address complex cases and encourage cooperation to deliver effective patient-centered care.

In addition to her absence from these crucial sessions, Jackie’s behavior is unprofessional. She fails to communicate schedule changes to her team, which hampers the quality of nursing practices and neglects to acknowledge the team’s efforts, affecting their morale and productivity. Jackie’s habit of arriving late for work further impacts the quality of care delivery as staff members must wait to consult with her, leading to delays in patient care. Additionally, she fails to respond to emails from nursing professionals, and her attire at work is unprofessional, including revealing clothing, large hoop earrings, and high heels. Furthermore, her inappropriate interaction with a staff member named ‘Martin’ violates the American Nurses Association (ANA) regulations and professional conduct standards, which encompass evaluation, diagnosis, goal setting, strategy development, and care coordination (Monroe, 2019).

Jackie, as the Nurse Manager of the psychiatry unit, demonstrates behaviors that contradict the organization’s established guidelines and professional standards. Her frequent absence from patient care conferences, unprofessional conduct, and failure to communicate effectively with her team undermine the quality of nursing practice and create a negative work environment. Her behavior not only impacts staff morale and productivity but also raises ethical concerns regarding her interactions with colleagues and patients.

Addressing Ethical Concerns

Jackie’s actions seem to breach two specific elements of the ANA’s code of ethics: professional responsibilities and relationships with co-workers, as well as patient responsibility. The ANA states that healthcare professionals should set boundaries and maintain professional interactions with colleagues, superiors, and patients. They should build supportive relationships with all co-workers and individuals, treating them fairly and respectfully. This includes preserving their dignity and addressing conflicts (Monroe, 2019).

In this scenario, Jackie’s behavior reflects a lack of leadership, professional conduct, commitment to her medical team, and empathy toward her staff. The ANA defines professional boundaries as the acceptable, ethical, and social limits that practitioners acknowledge and respect, which can be challenging due to the interpersonal nature of caregiving. Healthcare professionals must ensure these limits are established and upheld (Aghamohammadi et al., 2021).

When these values are violated, healthcare practitioners should seek support from superiors or take necessary steps to prevent such situations (Olson, 2021). This principle applies to inter-professional and interdisciplinary relationships, extending beyond the scope of nursing practice, as well as nurse-patient relationships (Warshawsky & Cramer, 2019). To address Jackie’s ethical breaches and enhance her performance as a nurse manager, a Performance Improvement Plan (PIP) must be established. This plan outlines specific initiatives and timelines to help Jackie demonstrate professionalism and commitment (Monroe, 2019).

Organizational Mission, Vision, and Goals

Jackie’s behavior contradicts the healthcare facility’s mission, goals, and objectives. The organization aims to provide exceptional patient care in a compassionate setting and improve the well-being of the communities it serves. Healthcare providers collaborate to enhance society’s health and well-being. However, Jackie’s actions and inability to collaborate with her team are detrimental to patients and contradict the institution’s mission (Huang et al., 2021).

The healthcare facility’s vision emphasizes better healthcare performance, improved care delivery, enhanced patient experiences, and increased employee satisfaction. Jackie’s unprofessional behavior does not align with the organization’s core values and objectives. Her actions compromise the high-quality care expected from the institution, impacting its ability to achieve its mission, goals, and objectives (Huang et al., 2021).

Developing a Performance Improvement Plan (PIP)

To address Jackie’s ethical breaches and improve her leadership performance, a Performance Improvement Plan (PIP) must be implemented. The PIP should include specific initiatives aimed at addressing Jackie’s behavioral issues, improving communication, and fostering a positive work culture. For instance:

1. Appointment of an Acting Nurse Manager: During the PIP period, an Assistant Head Nurse will assume the role of Acting Nurse Manager to ensure continuity of leadership and address staff concerns.
2. Attendance and Punctuality Guidelines: Jackie must adhere to designated work hours and attendance policies to avoid disruptions in patient care and team dynamics.
3. Communication Protocol: Jackie is required to respond to all communications from her team within 24 hours and provide timely updates on schedule changes or cancellations to facilitate effective planning.
4. Professional Conduct: Jackie must adhere to the organization’s dress code and ethical standards, refraining from engaging in unprofessional behavior or interactions with colleagues.
5. Performance Evaluation: At the end of the PIP period, Jackie’s performance will be evaluated based on her adherence to the established guidelines and improvement in leadership effectiveness.

Aligning with Organizational Mission and Values

Jackie’s behavior is incongruent with the organization’s mission, vision, and goals, which emphasize patient-centered care, collaboration, and professionalism. By implementing the PIP and holding Jackie accountable for her actions, the organization demonstrates its commitment to upholding ethical standards and ensuring high-quality patient care. Moreover, fostering a culture of accountability and continuous improvement reinforces the organization’s values and strengthens team cohesion.

Conclusion

Managing toxic leadership in healthcare organizations requires a systematic approach that addresses ethical concerns, promotes accountability, and fosters a positive work culture. By implementing a Performance Improvement Plan tailored to the individual needs of the leader in question, organizations can mitigate the impact of toxic behavior and uphold their commitment to excellence in patient care. Through effective communication, collaboration, and leadership development initiatives, healthcare organizations can cultivate a supportive environment where all team members thrive and contribute to the achievement of shared goals.

References

Aghamohammadi, F., Imani, B., & Koosha, M. M. (2021). Operating room nurses’ lived experiences of ethical codes: a phenomenological study in Iran. International Journal of Nursing Sciences, 8(3), 332-338.

Huang, N., Qiu, S., Yang, S., & Deng, R. (2021). Ethical leadership and organizational citizenship behavior: mediation of trust and psychological well-being. Psychology Research and Behavior Management, 655-664.

Miles, J. M., & Scott, E. S. (2019). A new leadership development model for nursing education. Journal of Professional Nursing, 35(1), 5-11.

Monroe, H. A. (2019). Nurses’ professional values: influences of experience and ethics education. Journal of Clinical Nursing, 28(9-10), 2009-2019.

Olson, L. (2021). Envisioning an ethical climate in nursing education programs. Online Journal of Issues in Nursing, 26(1), 1-10.

Warshawsky, N., & Cramer, E. (2019). Describing nurse manager role preparation and competency: findings from a national study. JONA: The Journal of Nursing Administration, 49(5), 249-255.

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