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Leadership strengths as a nursing leader
Leadership theories in nursing
Leadership theories in nursing
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Summary
This Journal Report is looking at how the managers work with their employees. It explores the differences people have even those working in the same organisation under the same management. However, this report gives a clear way of effective management. It also explores different ways of dealing with staff members who have different attitudes, values and beliefs, However, all these 3 are very close related.
Introduction
This paper is about a reflective report. This report should demonstrate my ability to reflect and think critically myself, about my values and also about my attitudes. It goes on to explain the differences between beliefs, attitudes and values. It will also assess the impact of beliefs, attitudes and values on my own behaviour. It will also discuss management theories relevant to my job. It will finally, conclude and evaluate how someone with different beliefs, attitudes and values might interpret the theory differently.
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Main body
Beliefs
A belief is an acceptance that something exists without proof. Christians believe that God exists and He is the Creator of the universe. Whereas, the atheists do not believe that. As a Christian Nurse, I believe in Christian outlook. And that helps me to show love to people and also to give them a listening ear to their problems. I also believe that patients, staff, relatives, should be treated with dignity, respect, and also with privacy. I also believe that Human Rights Act 1998 bears witness to that. I believe that these rights were created by God. People only discovered them and added some rights such as Article 8 (Rights to privacy) etcetera. And are now using those rights to manipulate the Criminal Justice System. It is God's w...
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...e done privately to accommodate other religions. Some people may force their religion claiming that they have got rights to freedom of speech and also to religion. However, freedom of speech and forcing their religion may impact the others. Smokers may have different attitude in the workplace if they are not provided with smoking areas. However, they may use freedom to put their own health at risk. Smokers being allowed breaks to smoke causes problems. They spend more time on smoking than on looking after patients. Whereas, non smokers take less time and that is not considered as a problem by the managers. If the manager encourages the staff to develop their skills they might interpret that differently. They may think that they are forced to learn or are told what to do. Some may not like their job to be monitored and believe that the manager is too much controlling.
The Values and Motives Questionnaire (VMQ) manual explained two types of reliability that they utilized to assess the consistency of the assessment: test-retest reliability and homogeneity reliability (Psytech, 2016). The test-retest reliability assesses compares the scales that occurred at two or more separate testings, whereas the homogeneity assesses if the items within the test are similar in their ability to test the target attribute. (Drummond, Sheperis, & Jones, 2016). The two types of validity the VMQ manual acknowledged wereconstruct and criterion validity (Psytech, 2016). Construct validity is an assessment that tests if the target attribute is effectively being measured. The test needs to reflect meaning and be consistent with other established tests measuring the same attribute. Criterion validity measures the tests ability to predict the target attribute successfully, this is especially important since most assessment are given in order to predict wellness or behaviors (Drummond et al., 2016). The primary reliability assessment used to portray reliability in the manual is the homogeneity. It was reported that all of the scales have a strong measurement, except for achievement and infrequency (Psychnet, 2016). This means that of all the sub-categories that are in the VMQ are asking questions that are similar in their measurement of the target category. For validity, the inter-correlations were assessed. The results indicated that the sub-scales did not directly impact each other and that they did measure the specific sub-scales they were intending to measure (Psychnet, 2016).
Religious Discrimination according to the Equal Employment Opportunity Commission, involves treating a person (applicant or employee) unfavorably because of his or her religious beliefs. It can also involve treating someone differently because that person is married to or associated with an individual of a particular religion or because of his or her connection with a religious organization/group. Today, most twenty-first century managers are familiar with Title VII of the Civil Rights Act of 1964, which states that failing or refusing to accommodate an employee’s religious practices, or taking adverse employment action based on a person’s religion can result in charges of discrimination (EEOC). Therefore, managers should not use or inquire about an individual’s religious beliefs unless an accommodation is requested.
Ettorre, B. (1996). Religion in the workplace: Implications for managers. Management Review. 85. (12). 15. 4. Retrieved from http://www.amanet.org/
The article “Faith in the workplace”, featured in The Economist, is about a new admonition that came up last month from America’s Equal Employment Opportunity Commission which stated that last year there were 3, 721 religious discrimination cases in the workforce, which makes the year 2013 with the most amount of religious discrimination cases. Therefore they enforced a law, because it’s a human right for firms to respect their workers and provide them with religious needs, that all the bosses and managers of the Western part of the world, must respect and have to allow their employees to display their religious faiths and beliefs and let them practice it while at work, for example: letting Muslim women wearing their Hijab (head scarf), letting people celebrate their special holidays. That is why all Business firms and companies have changed their rules in order to meet employee’s expectations such Abercrombie Fitch, because if they don’t meet their expectations and discriminate them they will have suffer from lawsuits and so on.
The Competing Values Framework is originated by Quinn and Rohrbaugh. It emphasizes the organizational problems and choices faced by managers. The framework is divided into various managerial roles corresponding situations, as well as specific organizational environments. For instance, the facilitator and mentor roles rely on cohesion and morale to bring about human resource development within the organization. While the innovator and broker roles rely on flexibility and readiness in order to receive the growth and resource needed to perform an effective organization. The director and producer roles are more applicable for planning and goal setting skills and will result in productivity and efficiency. The monitor and coordinator roles are intended to managing information and communicating. The framework can also be divided into two main roles. The first four mentioned above are the transformational roles, and the last four are the transactional roles (Belasen, 1996). The transformational roles are more aimed toward making changes and developments, while the transactional roles have strong emphasizes on managerial authorities. The key to becoming a master manager is to be a successful manager who is able to perform each role in order to cope with all difficulties being faced as a manager (Quinn, 1988). A successful manager is also someone who is perceived by others as performing all of the eight roles more frequent than a normal manager and recognizes each of its importance thoroughly (Denison, 1995). A study by Bono (2004) also shows that giving importance to any specific working environment, such as rational goal model, may lower the effectiveness of other areas. Denison and Spreitzer (1991) stated that when a manager does not gi...
Managers have leadership qualities; Yet not all managers are leaders. This course has allowed me to challenge myself and learn about my strengths and weaknesses in a leadership role. Exploring the main three practices which include managing ethics and diversity, challenging the process and enabling others to act. This report is an analytical study of the leadership practices mentioned above; while exploring leadership practices, ways to improve them and new innovative ideas.
Faith in the workplace offers various degrees of complexity. The rights of individuals coupled with the requirements of organizations presents a daunting task. Hence, employers must utilize all the resources at their disposal such as the EEOC in order to fairly and adequately align business objectives with accommodating employee religious practices. Moreover, in order to manage conflict, resentment, and misunderstandings the organizational culture must transform into an environment of inclusiveness, understanding, and continuous communication.
To achieve equilibrium, H&M encourages open communication and employee engagement within the company to satisfy both goal and needs. They came up with an “open book principle” granting every employee the right to express their thoughts on work related issues directly with management. They, too, reinforce the Human Resource Management system by having performance appraisal, a method to evaluate job performance. H&M has done it by using the method of providing feedback as they believe in learning through their own mistakes. Besides, to ensure workers’ work-life balance, the company strongly discourage overtime work and endorse flexible working hours. Everyone in the company is given the opportunity to schedule around their personal and working responsibility. The company also provide comprehensive fringe benefits for their worker which includes staff discounts, incentive bonuses, maternity leave and many more. This is because the Human Resources in H&M emphasise more on job satisfaction rather than title or pay structure. Analysis indicates that H&M has incorporated job enlargement into their business whereby they increase task variety by combining two or more task for more experience working. However, the volume of task to be done is too gruelling for employees causing their company to be listed as one of the highest employee turnover and lowest labour morale in 2008. This shows they have poor job
...oyment. Under this act Employees cannot be forced to participate, or not participate in a religious activity as a condition of employment. Employers may not treat employees or applicants less - or more - favorably because of their religious beliefs or practices. Managers must also reasonably accommodate employees' sincerely held religious beliefs or practices unless doing so would impose an undue hardship on the employer. If other employees’ do not like the person the manager must do everything in his power to prevent religious harassment in the workplace (The U.S. Equal Employment Opportunity Commission).
Managerial communication and skills explains almost all the concepts on the effective management however some of the vital concepts I have learnt from the course include Effective managerial writing, Motivating employees, Managing Self Directed teams, Human Resource management and the competitive advantage, Communications across different departments, Communication through differences and communicating diversity in an organization, all these concepts taught me on how to reflect my learnings at my work and bring up the balancing status. There are numerous ways to get what we want from employs in assertive manner one among them is through recognizing their work and providing apprecia...
Vorys, Sater, Seymour and Pease LLP. (2002, October). Religious discrimination – Accommodating differences in the workplace. Retrieved from: http://www.vssp.com/CM/Articles/articles871.asp
Ever since I was young, I have always tried to be friendly and sympathetic- to bring someone to smile an extra time in their day. Throughout my junior and senior year, I was captain of my high school's tennis team. For four weekends, one every month, our team held a tryout tournament. I worked the tournament desk, and greeted the incoming freshman, along with their parents, both with worried looks on their faces. Sitting there at the desk, I reminisced on the nerves I felt that dreaded day of tryouts, so every child that came to the desk to check in, I introduced myself, and welcomed them to the tournament. It was clear to see that I eased their nerves. Even if it lasted only for a second, I knew that my welcoming them helped them feel more at home at seemingly nerve racking event.
Understanding who we are as individuals can be a struggle for people throughout life. It can be difficult to comprehend who we are and why we exist. There are daily outside influences that help create who we are and what our values are. Values play a significant role in our lives. They shape the choices we make and reveal a big part of our identity to the world. Some values may be more important than others, but they still manage to influence our lives in one way or another, whether we know it or not. Values can range from a tangible item to an idea that has influenced us to stand by and remember those values. The values we hold with the highest importance act as a guide and help us prioritize our purpose and goals in our daily life. My family has taught me a list of values and traits that have helped me become a well-rounded individual. I value my family more than anything because most of my core inner values have started from their teachings at one point or another. My top values that I have developed from my family are dedication, honesty, and wisdom. I will discuss who I am in terms of the important values that shape my personal belief system and decision making framework that, in essence, describes the direction of my life.
As a baby we start out as sponges learning to walk, speak, and read from our parents and education system. Imagine a baby growing up in the wild would they share the values many in our society have or would they have their own sense of right and wrong. Since we learn many of these basic functions from outside sources it raises the question do we learn our morals and values from our parents, society, or do we individually choose what we see as right or wrong. To answer this question I’ll be explaining where I learned my morals, why people do bad things, and if our actions are intentional or accidental.
I’ve learned so much through this course. This course helped me learn behavior and people around me. Now I can see how it is hard for the people to live with their disorders. The society treats those people like outcasts and most of them even laugh at their disorder. Every behavior can be explained by psychology.