Assessment 4: Self-Assessment of Leadership, Collaboration, and Ethics Name Capella University FPX-5004 Self-assessment in leadership, collaboration, and adherence to ethical codes of conduct is crucial to creating a positive and productive work environment. This study examines how a leader’s self-awareness and personality traits can significantly impact team dynamics and results. It emphasizes teamwork’s significance in improving work quality (Horigian et al., 2023). Moreover, the study highlights the importance of conducting all activities within ethical guidelines to ensure that every decision and action aligns with the established code of conduct. This approach, analyzed through a questionnaire by Western Medical Enterprises, provides valuable insights into effective leadership and ethical practices in a professional setting.

Leadership Qualities and Actions Analysis

My experience at Lakeland Medical Clinic has been truly transformative, especially in my efforts to create an environment that values diversity and inclusion. I have always believed in the principles of transformational leadership, and my goal was to inspire and empower those around me to share this vision and bring about real change. When I began working to enhance diversity at the clinic, I quickly realized that this was more than just a policy change. It was about changing the clinic’s culture and creating a more welcoming and inclusive environment. To start this process, I began talking to people from various backgrounds and listening to their input. This wasn’t a one-time conversation but an ongoing dialogue that formed the foundation of our inclusion strategy. The insights we gained were incredibly valuable, highlighting areas where our clinic could be more accessible and sensitive to diverse cultural, ethnic, and social backgrounds. We implemented training programs to educate our staff on cultural competency, going beyond mere tolerance to embracing and celebrating differences (Ting et al., 2024). Overall, I’m so proud of our progress toward creating a more inclusive and diverse environment at Lakeland Medical Clinic. It’s been a challenging journey, but I’m excited to continue. As a leader at Lakeland Medical Clinic, I employed the transformational leadership model. My goal was to inspire my team by setting a clear vision of an inclusive clinic and leading by example to build trust and respect. I encouraged innovative solutions to address diversity issues, which intellectually stimulated the team and fostered a culture where creative ideas were valued. One of this initiative’s most significant outcomes was how it brought the team together, even during challenging times. We created a support system where colleagues helped each other professionally and personally. This unity extended into our interactions with patients, who began to notice and appreciate the inclusive environment (Esquierdo-Leal & Houmanfar, 2021). Our collaborative efforts paid off, and we saw improved patient satisfaction, particularly among those from diverse backgrounds who felt more understood and cared for. However, the journey was challenging. Resistance to change is a common obstacle, and we face our share. Overcoming these challenges required persistence, empathy, and continuous dialogue. Patience and continuous effort are key to fostering diversity and inclusion. My experience at Lakeland Medical Clinic has been deeply rewarding and educational. Leading the inclusion of diversity using a transformational leadership style enhanced our healthcare practices and enriched our team’s dynamics. It reinforced my belief that a diverse and inclusive environment is beneficial and essential in a healthcare setting, impacting both our patients’ well-being and our team members’ growth (Pearson, 2020).

Strategies for Leading and Inspiring Collaborative Engagement Among Stakeholders

Numerous studies have emphasized the significance of adopting a structured and systematic approach to ensure effective stakeholder engagement. This involves identifying the relevant stakeholder groups and determining the most effective ways to engage them. Furthermore, a scoping review focusing on stakeholder engagement in research highlighted several methods to evaluate stakeholder engagement. This review revealed that meaningful engagement in research evolves and is experienced differently by collaborators, underscoring the importance of varied and inclusive approaches (Wood, 2021). The research findings discussed here are useful for someone who utilizes transformational leadership to promote diversity and inclusion. The transformational leadership approach aligns incredibly well with the effective and inclusive stakeholder collaboration goal. By drawing on these evidence-based techniques, you can better structure your stakeholder engagement strategies, ensuring that they are comprehensive, inclusive, and aligned with promoting diversity and efficacy in healthcare settings. Leadership and motivational techniques for stakeholder collaboration are crucial for success in complex environments like healthcare (Millar et al., 2023). While various approaches exist, transformational and transactional leadership are the most prominent ones. Transformational leadership focuses on transforming and motivating stakeholders through a leader’s vision, charisma, and ability to inspire. These leaders are agents of change who energize and empower their teams, emphasizing intrinsic values. Effective Leadership involves four key elements:

1. Inspirational Motivation: Leaders set high expectations and use symbols and emotional appeals to motivate their team.
2.  Intellectual Stimulation: Leaders encourage creativity and inspire their team members to explore new ideas and question assumptions.
3. Individualized Consideration: Leaders create a supportive environment and consider the unique needs of each team member.
4. Idealized Influence: Leaders act as role models by upholding high ethical standards and morals.

Transactional Leadership is an exchange between leaders and followers. It consists of two components:

1. Contingent Reward: Good leaders set clear expectations for their team members, communicate performance levels and benefits, and outline rewards for exceeding expectations. This provides clarity and motivation for team members to perform their best.
2. Management by Exception: Leadership is about holding high standards and intervening only when those standards are not met. We inspire others to reach their full potential and achieve greatness through this commitment to excellence.

Comparison:

Transformational leadership is a style that focuses on inspiring and motivating stakeholders through vision and enthusiasm. In contrast, transactional leadership relies more on tangible rewards and penalties to drive performance. Transformational leaders engage more deeply with stakeholders to understand their intrinsic motivations and align them with organizational goals. Transactional leaders may engage less personally, focusing more on performance metrics and outcomes. Transformational leadership can be more effective in rapidly changing environments because it encourages innovation and creativity. However, transactional leadership can be more effective in stable environments with clear rules and expectations. Studies suggest that transformational leadership is generally more effective in achieving higher levels of stakeholder satisfaction, commitment, and overall performance when compared to the transactional approach. However, a blend of both styles can be effective in practice (Petkovic et al., 2023). The choice between the two depends on the organization’s culture, task nature, and specific stakeholders involved. Leaders may use transactional techniques for day-to-day operations and rely on transformational strategies to drive significant changes or during times of crisis. Transformational leadership can be particularly effective in healthcare and stakeholder collaboration. Healthcare environments require rapid adaptation to new information, technologies, and patient needs, making transformational leadership’s inspiring and innovative aspects highly beneficial. However, the clarity and structure of transactional leadership can also be important in ensuring adherence to protocols and standards. Choosing between transformational and transactional leadership should depend on the specific context and goals of the stakeholder collaboration effort. Effective leaders often skillfully combine elements of both styles to suit their unique situations.

Guidelines for Ethical Conduct in Handling Ethical Dilemmas

To tackle workplace discrimination resulting from hierarchy, analyze actions based on ethical principles such as autonomy, beneficence, non-maleficence, and justice for an ethical solution (Collins et al., 2020). Firstly, the principle of autonomy emphasizes the importance of respecting the decision-making abilities of all individuals, regardless of their position in the hierarchy. Ensuring that each staff member has a voice in decision-making meetings demonstrates your commitment to this principle. This approach is essential in mitigating feelings of exclusion and fostering a sense of belonging and respect among all team members (Wood, 2021). Secondly, the principle of beneficence requires actions that promote the well-being of others. In a workplace setting, creating an inclusive and supportive environment where each team member feels valued, and their welfare is considered aligns with this principle. Your proactive measures to address workplace toxicity and ensure fair treatment exemplify this ethical commitment. Thirdly, the principle of non-maleficence involves an obligation to avoid intentionally causing harm. In your scenario, this means preventing discriminatory practices and unequal treatment based on hierarchical position (Cummings et al., 2021). Your efforts to treat all team members fairly and without bias are crucial in fulfilling this ethical obligation. Finally, the principle of justice emphasizes the importance of fairness and equality. By including staff from all levels in decision-making meetings, you are directly addressing the issue of hierarchical discrimination. This approach ensures that every employee, regardless of their position, has equal opportunities to contribute and be heard, promoting equality and fairness in the workplace. In addition, implementing transformational leadership strategies helped effectively resolve these issues. Transformational leadership prioritizes organizational success over self-interest. This leadership style promotes ethical standards and inclusive workplace culture. Applying these principles helped you successfully address the ethical dilemma (Petkovic et al., 2023). This method exemplifies a comprehensive understanding and application of ethical codes of conduct in managing workplace dynamics and fostering an environment of inclusivity, fairness, and productivity.

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

Transformational leadership and adherence to ethical principles effectively address workplace discrimination. This approach fostered a more inclusive and equitable environment and enhanced overall team collaboration and stakeholder satisfaction (Wood, 2021). The combination of ethical conduct and transformational leadership strategies proved crucial in navigating and resolving complex workplace dynamics, ultimately contributing to a more harmonious and productive organizational culture.

 References :

Collins, E., Owen, P., Digan, J., & Dunn, F. (2020). Applying transformational leadership in nursing practice. Nursing Standard, 35(5), 59–66. https://doi.org/10.7748/ns.2019.e11408 Cummings, G. G., Lee, S., Tate, K., Penconek, T., Micaroni, S. P. M., Paananen, T., & Chatterjee, G. E. (2021). The essentials of nursing leadership: A systematic review of factors and educational interventions influencing nursing leadership. International Journal of Nursing Studies, 115, 103842. https://doi.org/10.1016/j.ijnurstu.2020.103842 Esquierdo-Leal, J. L., & Houmanfar, R. A. (2021). Creating inclusive and equitable cultural practices by linking leadership to systemic change. Behavior Analysis in Practice, 14(2), 499–512. https://doi.org/10.1007/s40617-020-00519-7 Horigian, V. E., Perrino, T., Kornfeld, J., Schmidt, R. D., & Gonzalez, S. T. (2023). The Learning Collaboratory: developing and evaluating public health students’ skills while promoting community health. Frontiers in Public Health, 11, 1269840. https://doi.org/10.3389/fpubh.2023.1269840 Lisak, A., & Harush, R. (2021). Global and local identities on the balance scale: Predicting transformational leadership and effectiveness in multicultural teams. PloS One, 16(7), e0254656. https://doi.org/10.1371/journal.pone.0254656 Millar, R., Aunger, J. A., Rafferty, A. M., Greenhalgh, J., Mannion, R., McLeod, H., & Faulks, D. (2023). Towards achieving interorganisational collaboration between health-care providers: a realist evidence synthesis. Health and Social Care Delivery Research, 11(6), 1–130. https://doi.org/10.3310/KPLT1423