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NHS FPX 5004 Assessment 4: Self-Assessment of Leadership, Collaboration, and Ethics

Assessment 4: Self-Assessment of Leadership, Collaboration, and Ethics

Name

Capella University

FPX-5004

Professor’s Name

December 2023

Self-Assessment of Leadership, Collaboration, and Ethics

Self-assessment of leadership, collaboration, and ethics represents a pivotal dimension in the realm of organizational development and personal growth. The multifaceted self-reflection process not only cultivates a deeper understanding of one’s strengths and areas for improvement but also serves as a mechanism for fostering continuous learning and adaptability in dynamic professional environments. Leadership self-assessment involves scrutinizing one’s ability to inspire and guide others, collaboration assessment explores interpersonal skills and team dynamics, while ethical self-evaluation delves into the alignment of personal values with ethical principles (Willman et al., 2020). As workplaces increasingly value well-rounded skills, assessing our leadership, collaboration, and ethical behavior becomes essential for those aiming to navigate the challenges of modern work environments and contribute positively to team cultures. I have applied to Western Medical Enterprises with the goal of leveraging my leadership skills to contribute to the growth and development of the enterprise. In the upcoming phase of my application, I will be addressing the questionnaire included in the feedback email I received.

Analysis of My Leadership Qualities and Actions

I have been actively involved in promoting diversity and inclusion at Lakeland Medical Clinic, aiming to create a workplace that embraces a variety of backgrounds and perspectives. This initiative was driven by the need to establish a safe and inclusive environment for professionals across various fields, including medical practitioners, nursing staff, and managers (Chauhan et al., 2019). To achieve this, I introduced diverse staff representing different races, ethnicities, genders, ages, and religions. In the pursuit of this objective, I have chosen to adopt the transformational leadership model, recognizing its efficacy in inspiring and empowering employees to attain higher levels of performance. Transformational leadership serves as a guiding framework for this endeavor, emphasizing the leader’s role in motivating and encouraging individuals within the organization (Anser et al., 2020). Specifically, this model encourages a proactive approach to knowledge acquisition and exceptional performance. Drawing from the transformational leadership literature, this leadership style is identified as a catalyst for organizational success, promoting a culture of continuous learning and adaptability. 

The selection of the transformational leadership model aligns with its documented effectiveness in achieving short-term objectives, a critical aspect for gaining a competitive advantage in contemporary organizational settings. This leadership style not only emphasizes the importance of the leader’s active participation in the work but also encourages employees to strive for excellence (Manzoor et al., 2019). As a result, the adoption of the transformational leadership model in the pursuit of diversity and inclusion at Lakeland Medical Clinic not only addresses immediate organizational goals but also underscores a commitment to fostering a workplace culture that values and leverages the diverse talents and perspectives of its members. I played a pivotal role in both introducing the diversity initiative and applying the transformational leadership style. The achievement of several goals, including enhanced communication among staff, patients, and their families, highlights the success of this inclusive approach.

From a leader’s perspective, I sought feedback from team members representing diverse backgrounds to discern the challenges they faced related to their cultural origins. Employing a transformational leadership style facilitated enhanced communication within the team, enabling me to initiate discussions focused on promoting safe practices and effective communication. This proactive approach contributed to improved interpersonal collaboration between patients and staff (Wang et al., 2021). The creation of a welcoming environment, characterized by friendly relationships among representatives of different cultures, not only fostered patient comfort but also stimulated collaboration among diverse individuals. Consequently, patient satisfaction increased, leading to a notable upswing in revenues. The success of these strategies was underpinned by a commitment to effective communication, productive discussions, and a focus on team collaboration, ultimately resulting in heightened productivity and positive outcomes. 

Central to my leadership approach was the emphasis on communication, which proved instrumental in building a cohesive team. Leveraging team meetings and questionnaire surveys for feedback, I effectively communicated my vision, values, decisions, and pertinent information. This transparent communication approach was particularly crucial during challenging times, fostering a collaborative spirit within the team (Iqbal et al., 2019). The collective effort of team members in supporting and assisting each other contributed to swift and effective problem resolution, reducing the likelihood of conflicts. This collaborative atmosphere, marked by open communication and mutual support, not only bolstered team morale but also yielded tangible benefits in terms of conflict prevention and resolution, emphasizing the efficacy of a transformational leadership style in achieving organizational objectives.

Leadership and Motivational Techniques for Stakeholder Collaboration

In establishing a constructive rapport with stakeholders, I have leveraged research as a key tool to acquire knowledge and insights aimed at enhancing efficacy and fostering diversity. The proactive promotion of diversity within the organizational framework was a central proposition, universally acknowledged for its intrinsic value (Fareed & Su, 2021). This strategic focus captivated stakeholders, particularly due to the clinic’s commitment to upholding laws and principles of inclusivity in maintaining a diverse representation. The resultant initiatives not only yielded tangible benefits but also cultivated a sense of meaningful community acceptance. The clinic’s dedication to effective collaboration and communication within the team conveyed a positive message, culminating in stakeholder satisfaction. These efforts underscore the significance of research-informed strategies in cultivating stakeholder relationships, emphasizing the dual goals of promoting diversity and ensuring effective communication and collaboration within the organizational context.

Comparison of the most Productive Technique

As a communicative transformational leader, my strategic approach involved thorough engagement with feedback from patients, staff, and stakeholders, allowing for a discerning implementation of solutions that addressed diverse concerns. This meticulous process fostered trust among team members and stakeholders, establishing a clear avenue for addressing issues and ensuring authenticity in communication. By prioritizing patient care and satisfaction, I assumed a proactive role in monitoring and enhancing the quality of healthcare services, providing a basis for effective regulation. The communication strategy, informed by patient feedback, created a constructive feedback loop within the organizational setting. Transformational motivations, constructive conflict resolution, and an inclusive representation of all ethnicities emerged as pivotal collaboration factors, contributing significantly to the development of a trusted system (Al-Mansoori & Koç, 2019). As a leader, I facilitated team collaboration through open discussions and active listening, fostering effective communication and encouraging diverse perspectives. This approach not only enhanced participant engagement but also promoted innovation and creativity within the center, as team members felt empowered to contribute ideas and concepts, ultimately contributing to the establishment of an ideal system.

Employing strategies like promoting open communication, encouraging constructive criticism, and delivering motivational speeches proved instrumental in motivating my team towards realizing the envisioned goals. Additionally, recognizing the importance of employee well-being, I initiated discussions on key factors aimed at enhancing their knowledge and providing moments of relaxation. This multifaceted approach not only created a positive impact on their performances but also fostered a collaborative and supportive work environment. By fostering open channels of communication, team members felt empowered to share ideas and concerns, contributing to a culture of continuous improvement. The encouragement of constructive criticism further facilitated a culture of learning and adaptation (Awan et al., 2022). Simultaneously, providing motivational speeches served to inspire and align the team with the shared vision. In recognizing the significance of work-life balance, the initiative to discuss factors that enhance knowledge and offer relaxation underscored a commitment to employee development and well-being, ultimately contributing to improved individual and collective performance within the organizational setting.

Ethical Code of Conduct in Response to Ethical Dilemma

Effectively managing a team demands patience and ethical knowledge, aspects that become especially crucial when confronted with ethical dilemmas within the workplace, including instances of discrimination arising from hierarchical structures. Despite my commitment to fostering diversity and inclusion, a lack of awareness resulted in discriminatory decision-making practices, particularly where higher-ranking individuals were included in decision-making processes, while lower-positioned staff were excluded, fostering a toxic work environment. Employing ethical principles, specifically the justice principle advocating for equality, became imperative (Jia et al., 2021). This principle guided my decision to ensure the inclusion of all staff categories in decision-making meetings, thereby mitigating toxicity and promoting fairness. To address these challenges, I instituted mandatory weekly meetings where team members could voice concerns, ranging from workplace indifference to mistreatment by patients based on diverse backgrounds. The subsequent resolution of these matters through team collaboration not only fostered interdependence and effective communication but also upheld the ethical code of conduct, resulting in positive outcomes. Through the implementation of a friendly environment, an open-minded approach to problems, and communicative transformational leadership, I successfully navigated the challenges at hand and completed the project.

NHS FPX 5004 Assessment 4: Self-Assessment of Leadership, Collaboration, and Ethics Conclusion

The self-assessment of leadership, collaboration, and ethical considerations reveals the central importance of effective communication, the facilitation of stakeholder engagement, and the integration of ethical principles within a leadership framework dedicated to promoting diversity. During my leadership tenure at LakeLand Medical Center, a principled approach was consistently applied, manifesting in the recognition of inherent strengths in leadership methodology, the intentional cultivation of team member engagement and collaboration, and an unwavering commitment to upholding ethical standards. This introspective evaluation underscores the essential role played by strategic leadership, collaborative efforts, and ethical considerations in the nuanced realm of inclusivity within the healthcare landscape. It reinforces the notion that fostering diversity goes beyond rhetoric, requiring a comprehensive and principled leadership approach that actively incorporates ethical principles, effective communication, and collaborative initiatives to create an inclusive and equitable healthcare environment.

NHS FPX 5004 Assessment 4: Self-Assessment of Leadership, Collaboration, and Ethics References

Al-Mansoori, S., & Koç, M. (2019). Transformational leadership, systems, and intrinsic motivation impacts on innovation in higher education institutes: Faculty perspectives in engineering colleges. Sustainability, 11(15), 4072. https://doi.org/10.3390/su11154072

Anser, K., Shafique, S., Usman, M., Akhtar, N., & Ali, M. (2020). Spiritual leadership and organizational citizenship behavior for the environment: An intervening and interactional analysis. Journal of Environmental Planning and Management, 1–19. https://doi.org/10.1080/09640568.2020.1832446

Awan, H., Dunnan, L., Jamil, K., & Gul, F. (2022). Stimulating environmental performance via green human resource management, green transformational leadership, and green innovation: a mediation-moderation model. Environmental Science and Pollution Research. https://doi.org/10.1007/s11356-022-22424-y

‌Chauhan, R., Ali, H., & Munawar, A. (2019). Building performance service through transformational leadership analysis, work stress and work motivation (empirical case study in stationary distributor company). Dinasti International Journal of Education Management and Social Science, 1(1), 87–107. https://doi.org/10.31933/dijemss.v1i1.42

Fareed, Z., & Su, Q. (2021). Transformational leadership and project success: A mediating role of public service motivation. Administration & Society, 009539972110404. https://doi.org/10.1177/00953997211040466

Iqbal, K., Fatima, T., & Naveed, M. (2019). The impact of transformational leadership on nurses’ organizational commitment: A multiple mediation model. European Journal of Investigation in Health, Psychology and Education, 10(1), 262–275. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8314220/

Jia, Y., Chen, O., Xiao, Z., Xiao, J., Bian, J., & Jia, H. (2021). Nurses’ ethical challenges caring for people with COVID-19: A qualitative study. Nursing Ethics, 28(1), 33–45. https://doi.org/10.1177/0969733020944453

Manzoor, F., Wei, L., Nurunnabi, M., Subhan, A., Shah, A., & Fallatah, S. (2019). The impact of transformational leadership on job performance and CSR as mediator in SMEs. Sustainability, 11(2), 436. https://doi.org/10.3390/su11020436

Wang, F., Chen, C., Yang, H., & Juan, W. (2021). Relationship between transformational leadership and nurses’ job performance: The mediating effect of psychological safety. Social Behavior and Personality: An International Journal, 49(5), 1–12. https://doi.org/10.2224/sbp.9712

Willman, A., Bjuresäter, K., & Nilsson, J. (2020). Newly graduated registered nurses’ self‐assessed clinical competence and their need for further training. Nursing Open, 7(3). https://doi.org/10.1002/nop2.443

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