Self-Assessment of Leadership, Collaboration, and Ethics
The implication of self-assessment, collaboration, and ethical code of conduct among a team ensures the successful implication of the matters and better engagement of the interprofessional team to improve the quality of work. A leader should be self-aware of the attributes of their personality and should work relatively with the team members. Moreover, one of the most important factors is collaboration among the team members. Lastly, all matters should be conducted in light of the code of conduct, keeping the ethical perspective on the table (Ledlow et al., 2023). The study explains all the areas according to the questionnaire put forward by Western Medical Enterprises.
Analysis of Leadership Qualities and Actions
I have been working for the inclusion of diversity at the Lakeland Medical Clinic. This project was carried out to promote an inclusive and diverse environment at the clinic. A lot of reasons can be cataloged as to why the initiative was taken. The implication of a diverse and inclusive environment promoted a safe workplace for people from diverse professions, including medical professionals, nursing, and managerial staff. I took forward the step by introducing diverse staff belonging to various races, ethnicities, sex, age, and religions (Robbins & Davidhizar, 2020). I have utilized the transformational leadership style/model because bringing diversity requires motivation and encouraging behavior that only a transformational leader can support. Kotamena et al. (2020) helped in providing a review of antidemocratic transformational leadership because it promotes intellectual stimulation. It helps in identifying the importance of transformational leadership as it motivates and encourages the staff to work hard and achieve sustainability (Kotamena et al., 2020). I used the transformational leadership style because it inspires employees and empowers them to gain knowledge and perform exceptionally. This style is effective as it allows the leader to participate in work and encourages employees to achieve short-term objectives, which leads to gaining competitive advantages (Kotamena et al., 2020). The inclusion of diversity at the clinic promoted many health practices. NURS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics. The patients who have been admitted to the clinic were also from various backgrounds, and they felt at ease with the staff. The major outcomes of introducing this policy were the monetary benefits and the increased revenues. I played a key role in the project by introducing this initiative as well as utilizing the transformational leadership style. Several goals were put forward and achieved as a result of the inclusion of diversity. There was effective communication among the staff, the patient, and their families (Khan et al., 2019).
NURS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics
From a leader’s perspective, I took the feedback of the people who were from various backgrounds and studied how each of them was facing issues regarding their origin. The transformational style helps me to communicate better with my team, and I came forward to conduct a discussion where the implication of safe practices and effective communication was promoted. This helped in the interpersonal collaboration of the patients with the staff. Not only did the patients feel at ease with the medical staff and the friendly relationships among the representatives of the different cultures, but also this led to interpersonal collaboration among them. NURS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics. This eventually helped increase patient satisfaction and provided requisite assistance in better management. Resultantly, revenues increased too. Ultimately, the production of this project sky-rocketed and led to beneficial results. My strategies involved effective communication and productive discussion and communication among the staff members. The plan eventually resulted in the development of a bond among them which resulted in a constructive team dependent productively upon each other. Participating in communication was a good decision that helped me to inspire my team to do work effectively. I have used team meetings and questionnaire surveys to get feedback, which helped me discuss my vision, values, decisions, and information precisely. Even through difficult times, the team collaborated a lot and helped their colleagues, which resulted in the fast and effective resolution of matters among them, reducing the chance of conflict occurrence (Marcelin et al., 2019).
Leadership and Motivational Techniques for Stakeholder Collaboration
To attain an effective relationship with the stakeholders, I have utilized the research because it helped me gain knowledge and ideas regarding promoting efficacy and diversity. The inclusion of diversity in the setting was put forward as a to which no one can deny. This interested the stakeholders at a great level. The clinic had a diverse representation that abides by all the laws and principles of inclusivity. All such initiatives and incidents promoted productive benefits and meaningful representation of acceptance among the community, which was developed at the clinic. The effective collaboration and communication among the team gave a good message resulting in satisfaction among stakeholders as well (Figueroa et al., 2019).
Comparison of the most Productive Technique
My implication strategy was that of a communicative transformational leader. I took in all the responses from the patient, the staff, and the stakeholders. Filtering out all the noise, I made all the possible implementations that could address everyone’s issues. This resulted in the development of trust among the team members, me, and the stakeholder. Each and everyone knew where to address if they were facing a problem. On the other end, the stakeholder knew that I always made an authentic statement and effectively managed all such conditions. Henceforth, I took patient care and satisfaction under my wing, where I could monitor the factors and requirements that would improve the quality of care and the treatment provided. This gave me the authority to regulate matters on my end. So, the communication strategy was backed up by patient feedback, which resulted in a constructive loop in the setting (Tun, 2019). Thus, transformational motivations, constructive resolution of conflicts, and an open representation of all ethnicities are the major collaboration factors that I have utilized and helped me in the development of an ideal system that proved much to attain the trust of the stakeholders. I, as a leader, promoted team collaboration that was further enhanced by the conduction of open discussion and listening to everyone’s point of view on various matters. Through this technique, I was able to promote effective communication, and my participants started preferring open communication (Tun, 2019). My participants became more collaborative and enhanced their engagement because it helped them improve their decision-making. Discussing with each other enabled them to provide ideas and concepts which promote innovation and creativity in the center.
NURS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics
All these actions, such as promoting open communication, constructive criticism, and motivational speeches, helped me to motivate my people to realize the vision (Top et al., 2020). Furthermore, to provide them with ease in their work, I also took the initiative of sparing time to discuss important factors that enhance their knowledge and give them relaxation, which creates a positive impact on their performances (Top et al., 2020).
Ethical Code of Conduct in Response to Ethical Dilemma
Managing the whole team requires patience and ethical knowledge, yet I have experienced a few ethical dilemmas in my workplace, such as discrimination due to hierarchical structure. I have tried my best to fit diversity and inclusion, but some lack of knowledge led to discrimination in decision-making. For example, the higher hierarchy took part in decision-making meetings and discussions, but the lower position staff was not included, creating a toxic workplace environment. However, to handle the situation, I induced ethical principles to reduce the negative impact on the organization’s performance. Ethical principles in which four types are included known as autonomy, beneficence, non-maleficence, and justice (Holmes, 2023). NURS FPX 5004 Assessment 4 Self-Assessment of Leadership, Collaboration, and Ethics. The justice ethical principle prefers equality among individuals despite their position in the workplace. This principle helps me to allow each category of people in the decision-making meetings, reducing the workplace’s toxicity. This ethical principle promotes fairness which also helps me to perform my task (Diversity of inclusion). To overcome the situation, I mandatorily introduced the conduction of weekly meetings where everyone would come forward with a problem they have been facing while working in the organization. The issues ranged from feeling indifferent at work to bad treatment at the hands of the patients due to diverse ethnic backgrounds. Further, I conducted the resolution of the matters through the teams. This promoted interdependence, effective communication, and constructive feedback among the team. The ethical code of conduct to manage and collaborate with an open mind in the work setting was implied, giving the best possible results. Thus, through the implication of a friendly environment, an open mind to the problems, and communicative transformational leadership, I successfully implemented the matter at hand and completed the project (Özden et al., 2017).
Conclusion
I have worked as a leader, taking in all the matters and problems of each person and solving them with the help of the team. I have also adopted the transformational model that helped me to encourage my team and resolve ethical dilemmas. Not only did it promote effective collaboration among the team, but also the inclusion of so many minds resulted in a broader perspective regarding each situation.
References
Figueroa, C. A., Harrison, R., Chauhan, A., & Meyer, L. (2019). Priorities and challenges for health leadership and workforce management globally: a rapid review. BMC Health Services Research, 19(1). Biomedcentral.
https://doi.org/10.1186/s12913-019-4080-7
Holmes, J. (2023). Ethical leadership: a phenomenological study of administrators’ principles for ethical decision-making. Doctoral Dissertations and Projects.
https://digitalcommons.liberty.edu/doctoral/4103/
Khan, M. S., Lakha, F., Tan, M. M. J., Singh, S. R., Quek, R. Y. C., Han, E., Tan, S. M., Haldane, V., Gea-Sánchez, M., & Legido-Quigley, H. (2019). More talk than action: Gender and ethnic diversity in leading public health universities. The Lancet, 393(10171), 594–600.
https://doi.org/10.1016/s0140-6736(18)32609-6
Kotamena, F., Senjaya, P., & Prasetya, A. (2020). International journal of sociology, policy and law (ijospl) A literature review: is transformational leadership elitist and antidemocratic?
https://www.ijospl.org/index.php/ijospl/article/download/15/7
Ledlow, J. R. R. R., Ledlow, G. R., Bosworth, M., & Maryon, T. (2023). Leadership for health professionals: theory, skills, and applications. In Google Books. Jones & Bartlett Learning.
https://books.google.com.pk/books?hl=en&lr=&id=Ro6kEAAAQBAJ&oi=fnd&pg=PP1&dq=leadership+in+healthcare&ots=rUEHK5B8Un&sig=FcSS-stPYOJZYQZfwktjrESRpFk&redir_esc=y#v=onepage&q=leadership%20in%20healthcare&f=false
Marcelin, J. R., Siraj, D. S., Victor, R., Kotadia, S., & Maldonado, Y. A. (2019). The impact of unconscious bias in healthcare: How to recognize and mitigate it. The Journal of Infectious Diseases, 220(2), 62–73.
https://doi.org/10.1093/infdis/jiz214
Özden, D., Arslan, G. G., Ertuğrul, B., & Karakaya, S. (2017). The effect of nurses’ ethical leadership and ethical climate perceptions on job satisfaction. Nursing Ethics, 26(4), 1211–1225.
https://doi.org/10.1177/0969733017736924
Robbins, B., & Davidhizar, R. (2020). Transformational leadership in health care today. The Health Care Manager, 39(3), 117–121.
https://doi.org/10.1097/hcm.0000000000000296
Tun, M. S. (2019). Fulfilling a new obligation: Teaching and learning of sustainable healthcare in the medical education curriculum. Medical Teacher, 41(10), 1168–1177.
https://doi.org/10.1080/0142159x.2019.1623870
Top, C., Mohammad, B., & Hemn, A. (2020). Transformational leadership impact on employee’s performance. Eurasian Journal of Management & Social Sciences, 1(1).
https://doi.org/10.23918/ejmss.v1i1p49