NHS FPX 5004 Assessment 3 Attempt 3 Self-Assessment of Leadership Collaboration and Ethics

NHS FPX 5004 Assessment 3 Attempt 3 Self-Assessment of Leadership Collaboration and Ethics

NHS FPX 5004 Assessment 3 Attempt 3 Self-Assessment of Leadership Collaboration and Ethics

Self-Assessment of Leadership, Collaboration, and Ethics

NHS FPX 5004 Assessment 3 Attempt 3 Self-Assessment of Leadership Collaboration and Ethics

Healthcare professionals have to display leadership qualities to encourage the ongoing growth of employees’ understanding, capabilities, and talents to nurture the quality of care, safety, compassion, and patient satisfaction. They continually support, inspire and encourage innovation and offer new and better functioning methods. It is a known fact that leaders bear the utmost responsibility to create and realize the vision of working towards accomplishing the desired goal (Poikkeus et al., 2018). In addition to this, the leaders encourage the followers to work towards achieving the common desired goal. However, effective leadership calls for reflecting a perfect assessment of their level of effectiveness and efficiency. Several leadership styles exist, and each leader may have different leadership styles. Thus, a leader’s self-awareness about the leadership skills and style and the ability to conduct self-assessment plays a vital role in a leader’s leadership and ethical experiences. The current assignment is based on scenario-based leadership qualities and moral understanding self-assessment. The term may help the Master’s preparation students to understand the importance of self-reflection on leadership and ethical experience in professional life.

NHS FPX 5004 Assessment 3 Attempt 3 Self-Assessment of Leadership Collaboration and Ethics

Own Leadership Qualities and Actions Relative to a Specific Experience.

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The essence of self-assessment being a leader calls for leadership competencies. The ability to conduct a self-assessment serves as the source of motivation. This is because the leaders can keep a clear track of their progress and motivate themselves with the progress they make. I had an opportunity to lead a team in a healthcare setting called the “Quality assurance team” to ensure the operational quality to provide the best healthcare service to the patients and ensure quality and patient satisfaction. The team had different inter-disciplinary stakeholders such as doctors’ nurses, IT specialists, etc. The team met twice a month and was briefed on the activities (Poikkeus et al., 201. The team’s purpose was to ensure the overall quality of the care delivery system in the hospital operations. By analyzing the leadership in the project, it can be stated that it was a great experience to effectively and accurately analyze the required level of leadership in the preparation and presentation of the project work. 

I found that he possesses a delegative leadership style. Delegative leadership is a style of management in which the leader abstains from direct involvement in decision-making and instead relies on the input of others in the group. Generally, this leadership style results in a high level of performance among group members. The leadership style was appropriate; each member was assigned different tasks. The members had the freedom to initiate their ideas and recommendations. Each member was allowed to deliver their ideas and suggestions. Being a delegation leader, possible directions were given, and I complied with the proposal. This method was very effective in motivating the team. A great leader requires establishing excellent decision-making skills to ensure effective and efficient output. The delegative leadership accounts for sound decision-making, and if wrong decisions are taken, they should be able to identify those and establish the desired decision to be made (Belrhiti et al., 2018). It was a collective mode, and the decision-making process was effective. According to the collective decision amendments, effective changes would have been added if a failed decision had been reviewed in future meetings. The vision, values, judgments, etc., were communicated through face-to-face discussions. The online-based platforms were also used to display routine affairs. In addition to this, the leaders should also be open to receiving feedback on the level of performance and the areas that require enhancement to establish the desired output level (Wei, 2022). 

Approach to Fostering Collaboration and Motivation Among Stakeholders.

Enhancing the self-assessment of the inspiration and leadership quality is vital to improve the overall outcome of any teamwork (Wei. 2022). This can be led to an enhanced quality of leadership. As discussed earlier, the members were very collaborative and communicative. I believe that the delegating leadership style is appropriate in an interdisciplinary-based stakeholders’ group. The members were allowed to talk and discuss their ideas which may contribute to decision making. In identifying the approach to foster collaboration and motivation among stakeholders, it is essential to state answers to the extent the facilitated member or participant collaborated and engaged with each other. In addition to this, it is necessary to express whether the facilitated member or participant maintained the desired level of communication. The team members were found to be motivated to contribute their ideas. The team was very effective, and the communication between the members was found to be very fruitful in achieving the overall goals.

Moreover, the strategies adopted motivate people to recognize and understand the desired vision and tactics. The Delegative leadership continues the motivation process of fellow members by giving them equal opportunities to prove themselves. The Delegative leadership style motivates the remembers because it offers responsibilities to prove, and they are acknowledged whenever needed (Wei. 2022).

Section 2: Ethics Experience

It is worth mentioning that the ethical experience reflects a unique link between psychology and philosophy. Desirable and appropriate moral qualities and values lie within the ethical experience. Leadership calls for an enhanced level of an ethical framework that deals with the purity of the individuals. It is clearly understood that the ethical strategies played the role of guideline that reflects the analysis of good and bad factors. The basic principles of the ethics, such as autonomy, justice, beneficence, and non-maleficence, were followed in the caregiving settings (Cardenas, 2021). When working with the quality improvement team, I have noticed specific ethical issues related to the patient’s confidentiality and autonomy. The case periodic discussion revealed the patient’s identity, which is against ethical principles.

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NHS FPX 5004 Assessment 3 Attempt 3 Self-Assessment of Leadership Collaboration and Ethics

The issue was a technical problem, and later I have identified it and directed to mask the identity of the patients. The issue regarding the patient identity and confidentiality protection was identified. As soon as the problem was detected, it was discussed with the concerned team members and hospital authorities. The software team was called to point out the problem in the second step. The team worked with the software team and made crucial changes to the data access profile. The patient personal data were masked in every access, and it was only opened for the concerned healthcare team. The hospital initiated the resolving statement and changes. The code of protecting identity and confidentiality was respected in the context. The professional code of ethics is very much applicable in the given context. In my opinion, the principles of ethics, mainly autonomy and justice, were violated. As a result, it can be stated that the ethical environment within the framework of an organization is reflected in the leader. This is because the leader builds and is developed by a leader. This is possible because the leaders possess an influential role within the framework of an organization.

Apart from these, Factors and qualities like integrity, responsibility, honesty, justice, fairness, accountability, and empathy are directly associated with the ethical framework of leadership (DeCamp et al., 2018). The answers in the questionnaires reflected the fact that maintaining integrity, virtuous qualities, and moral behavior builds the roadmap to ethical aspects of a leader. The value of ethical leadership is an essential factor that supports the ethical environment of a workplace setting. The reactions to the professional code of ethics to the professions of the facilitated member or participant answering the questionnaire helped to identify that leadership is all about the moral and ethical aspects, which are directly associated with the purity of the minds of the individuals and their intentions. 

Conclusion

The leadership quality needs to be appraised and reflected for better leadership outcomes. The assignment prepares the Master’s, preparing students to build awareness about the importance of leadership and ethical principles in modern healthcare settings. The identity of a leader and the role played by a leader reflects the virtuous qualities of the leader and play a vital role in maintaining an ethical framework within a workplace setting. In addition to this, a leader’s actions and behavior shape the ethical framework within a workplace setting. 

References

Belrhiti, Z., Giralt, A. N., & Marchal, B. (2018). Complex leadership in healthcare: a scoping review. International journal of health policy and management, 7(12), 1073.

NHS FPX 5004 Assessment 3 Attempt 3 Self-Assessment of Leadership Collaboration and Ethics

Cardenas, D. (2021). Ethical issues and dilemmas in artificial nutrition and hydration. Clinical Nutrition ESPEN, 41, 23-29.

DeCamp, M., Lehmann, L. S., Jaeel, P., Horwitch, C., & ACP Ethics, Professionalism and Human Rights Committee*. (2018). Ethical obligations regarding short-term global health clinical experiences: an American College of Physicians position paper. Annals of Internal Medicine, 168(9), 651-657.

Poikkeus, T., Suhonen, R., Katajisto, J., & Leino-Kilpi, H. (2018). Organizational and individual support for nurse’s ethical competence: a cross-sectional survey. Nursing Ethics, 25(3), 376-392.

Wei, H. (2022). The development of an evidence-informed Convergent Care Theory: Working together to achieve optimal health outcomes. International Journal of Nursing Sciences, 9(1), 11-25.

NHS FPX 5004 Assessment 3 Attempt 3 Self-Assessment of Leadership Collaboration and Ethics

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