Leadership And Management Attributes

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Scenario
You have recently started a position as a department director with five managers reporting to you. Earlier today, one of your managers reports that a client expired on her unit. She suspects that a factor that may have contributed to the client’s demise may be related to the actions of a nurse on her unit. This nurse has several notes in her personnel file that reflect potential client abuse. You and the nurse manager both have concerns that this sentinel event must be investigated.

Later in the day, the Chief Nursing Officer asks you to speak to new nurse managers to share attributes of leadership with the plan of enhancing their leadership skills. You see an opportunity to combine the situation of the client with a bad outcome, due to the alleged influence of one of the nurses, while building information to share this real-life situation with new nurse leaders.

Instructions
As a follow up to the investigation of the client’s unexpected death, generate an internal memo to your managers to reflect leadership and management attributes and include steps taken to investigate this unfortunate situation. As you create this memo, keep in mind that you should include:

At least five leadership and/or management attributes for nurse leaders, as well as how they can improve client outcomes.
Steps you would take to ensure the collection of data regarding this incident.
Describe how transformational leadership style may influence the process of investigating this professional nurse colleague that reports to one of your unit managers.
Provides stated ideas with professional language and attribution for credible sources with correct APA citation, spelling, and grammar.

 

Sample Solution

Related to the mini-case discussed in class today: Is non-discrimination on the basis of classifications such as those protected under in the EEOC reading a fundamental universal right, regardless of the country/location/culture/religious context of a business or its home country?  Or is such non-discrimination variable as a right, depending on culture, etc.?  What if customers in a particular country or culture have a discriminatory preference-for example, if customers in a particular industry or culture statistically have a greater preference for interaction with someone of a specific gender, race, nationality, etc.?  Should companies be permitted to consider such a customer preference in their hiring and employment practices?  Why or why not?

Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. I believe that this should be enforced regardless of the country/location/culture/religious context of a business or its home country.

In the case, “Protecting Against Birth Defects”, discussed in class, the company had policies that prohibited women without proof of infertility from working with chemicals associated with birth defects. I disagree with the policy of this company because it discriminates on the basis of gender. Although the risks associated with the children of women working around these chemicals was higher, the offspring’s of men also faced similar risks. It is unfair to have this policy in place only for women. A fair policy would have been demanding proof of infertility irrespective of gender. The company will need to protect itself from future litigations if a child was born with defects. Although the company could have clearly stated the risks involved to all employees regarding birth defects, it does not protect the company against future lawsuits by th

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