Abstract

Steady organizational leadership is crucial for progress, especially in MBA FPX 5007 Assessment 2 Managing the Toxic Leader advantage settings where it on an exceptionally essential level shapes working environment culture. This paper looks at the effect of unsafe leadership on nursing rehearses inside a mental unit and proposes a Performance Improvement Plan (PIP) to approach what’s happening. The conversation is grounded in appropriate philosophy.

On leadership, morals, and organizational strategy for overseeing acting. The execution and evaluation of the development plan will be framed by confirmation-based adventure structures, with a section on accomplishing organizational targets and guaranteeing ideal patient ideas.

Introduction

Critical leadership is a foundation for organizational achievement, expecting a focal part in trim work area culture, especially in clinical thought settings (Monroe, 2019). This paper looks out for a sharp evaluation including a Purposeful Chief, Jackie, whose leadership style clashes with spread-out rules, unfavorably influencing patient ideas and staff sureness. The going with segments look at the ethical violations, and organizational misalignment, and propose a Performance Improvement Plan (PIP) to address what’s happening.

Ethical Violations and Leadership Challenges

Jackie’s lead raises worries about ethical breaks, including abnormal methods for overseeing acting, weakness in conveying, and silly exchanges, dismissing the American Experts Partnership (ANA) rules (Monroe, 2019). Such activities compromise gifted endpoints and the social idea of giving thought, requiring mediation (Aghamohammadi et al., 2021; Warshawsky and Cramer, 2019). The ANA unites the meaning of remaining mindful of capable affiliations and resolving clashes, with Jackie’s system for controlling acting requests (ANA, 2015).

Organizational Misalignment

Jackie’s activities fight with the clinical advantages office’s central goal, objectives, and targets, affecting patient ideas and the work area climate (Huang et al., 2021). The association plans to give awesome patient ideas, work on succeeding, and make strong regions for a thought continuum (Huang et al., 2021). Notwithstanding, Jackie’s leadership comes up short concerning these objectives, upsetting advancement toward a dazzling, unsurprising, and enormous work area.

Performance Improvement Plan (PIP)

To address Jackie’s ethical breaks and work on her performance, a Performance Improvement Plan (PIP) will be done all through the level of the following month (Monroe, 2019). The PIP joins works out, for example, dispatching an Acting Expert Head, setting enduring quality standards, guaranteeing obliging correspondence, executing clothing rule orchestrates, and activating working environment morals. This plan lines up with check check-based joint effort structure and the TeamSTEPPS development to empower made exertion and work with exertion (Cooke and Valentine, 2021; Miles and Scott, 2019).

Evaluation and Conclusion

Near the certification of the PIP period, a party between Jackie, the HR delegate, and her controlling manager will assess her new turn of events (Oberle, 2022). The results will pick Jackie’s capacity to happen with her occupation as a clinical guardian chief, with a close impression of her leadership. The performance of the Acting Clinical escort Director will sensibly be shown for potential leadership positions.

In conclusion, focusing on terrible leadership is important for organizational achievement, especially in clinical thought settings. The proposed PIP plans to change Jackie’s leadership challenges and according to a general point of view influence her method for directing acting to organizational targets, guaranteeing ideal patient ideas and a consistent workplace.

References

American Nurses Association. (2015). Code of Ethics for Nurses with Interpretive Statements. Silver Spring, MD: Author.

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. https://doi.org/10.21203/rs.3.rs-121826/v1

Cooke, M., & Valentine, N. M. (2021). Improving teamwork and communication in schools of nursing: a quality improvement approach using TeamSTEPPS. Journal of Nursing Care Quality, 36(3), 285-290. https://doi.org/10.1097/ncq.0000000000000513

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. https://doi.org/10.2147/prbm.s311856

Miles, J. M., & Scott, E. S. (2019). A new leadership development model for nursing education. Journal of Professional Nursing, 35(1), 5-11. https://doi.org/10.1016/j.profnurs.2018.09.009

Monroe, H. A. (2019). Nurses’ professional values: influences of experience and ethics education. Journal of Clinical Nursing, 28(9-10), 2009-2019. https://doi.org/10.1111/jocn.14806

Oberle, C. D. (2022). Personal communication.

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. https://doi.org/10.1097/nna.0000000000000746