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Assessment 2: Managing the Toxic Leader

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Student Name

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Capella University

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Course Name
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Prof Name
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March 12, 2024
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Addressing Toxic Leadership: An APA-Formatted Rewrite
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Abstract

Compelling hierarchical authority is basic for progress, especially in medical services settings
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where it essentially shapes work environment culture. This paper inspects the effect of harmful
initiative on nursing rehearses inside a mental unit and proposes a Presentation Improvement
Plan (PIP) to correct the circumstance. The conversation is grounded in significant writing on
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administration, morals, and hierarchical way of behaving. The execution and assessment of the
activity plan will be directed by proof based joint effort procedures, with an emphasis on
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accomplishing hierarchical objectives and guaranteeing ideal patient consideration.

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Introduction

Powerful authority is a foundation for hierarchical achievement, assuming an essential part in

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molding working environment culture, especially in medical care settings (Monroe, 2019). This
paper tends to a contextual investigation including an Attendant Chief, Jackie, whose initiative
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style goes against laid out rules, adversely influencing patient consideration and staff confidence.
The accompanying segments examine the moral infringement, hierarchical misalignment, and
propose an Exhibition Improvement Plan (PIP) to correct the circumstance.

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Ethical Violations and Leadership Challenges

Jackie's conduct raises concerns about ethical breaches, including unprofessional behavior,
failure to communicate, and inappropriate interactions, violating the American Nurses
Association (ANA) regulations (Monroe, 2019). Such actions compromise professional
boundaries and the interpersonal nature of caregiving, necessitating intervention
(Aghamohammadi et al., 2021; Warshawsky & Cramer, 2019). The ANA emphasizes the
importance of maintaining professional relationships and resolving conflicts, which Jackie's

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behavior contradicts (ANA, 2015).

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Organizational Misalignment

Jackie's actions conflict with the healthcare facility's mission, goals, and objectives, impacting

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patient care and the workplace environment (Huang et al., 2021). The organization aims to
provide exceptional patient care, improve well-being, and create a collaborative healthcare

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continuum (Huang et al., 2021). However, Jackie's leadership falls short of these goals, hindering
progress toward a pleasant, collaborative, and productive workplace.

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Performance Improvement Plan (PIP)
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To address Jackie's ethical breaches and improve her performance, a Performance Improvement
Plan (PIP) will be implemented over the next month (Monroe, 2019). The PIP includes actions
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such as appointing an Acting Nurse Manager, setting punctuality standards, ensuring timely
communication, enforcing dress code guidelines, and promoting workplace ethics. This plan
aligns with evidence-based collaboration techniques and the TeamSTEPPS framework to foster
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cooperation and teamwork (Cooke & Valentine, 2021; Miles & Scott, 2019).
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Evaluation and Conclusion

Toward the finish of the PIP time frame, a gathering between Jackie, the HR delegate, and her
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overseeing director will assess her advancement (Oberle, 2022). The results will decide Jackie's
capacity to continue her job as a medical caretaker director, with close perception of her
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initiative. The presentation of the Acting Medical attendant Director will likewise be evaluated
for potential administrative roles.
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All in all, tending to poisonous administration is essential for authoritative achievement,

especially in medical care settings. The proposed PIP intends to correct Jackie's initiative
difficulties and adjust her way of behaving to hierarchical objectives, guaranteeing ideal patient
consideration and a cooperative workplace.
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References

American Nurses Association. (2015). Code of Ethics for Nurses with Interpretive Statements.
Silver Spring, MD: Author.

Aghamohammadi, F., Imani, B., & Koosha, M. M. (2021). Operating room nurses’ lived
experiences of ethical codes: a phenomenological study in Iran. International Journal of Nursing
Sciences, 8(3), 332-338. https://doi.org/10.21203/rs.3.rs-121826/v1

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Cooke, M., & Valentine, N. M. (2021). Improving teamwork and communication in schools of
nursing: a quality improvement approach using TeamSTEPPS. Journal of Nursing Care Quality,

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36(3), 285-290. https://doi.org/10.1097/ncq.0000000000000513

Huang, N., Qiu, S., Yang, S., & Deng, R. (2021). Ethical leadership and organizational

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citizenship behavior: mediation of trust and psychological well-being. Psychology Research and

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Behavior Management, 655-664. https://doi.org/10.2147/prbm.s311856

Miles, J. M., & Scott, E. S. (2019). A new leadership development model for nursing education.

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Journal of Professional Nursing, 35(1), 5-11. https://doi.org/10.1016/j.profnurs.2018.09.009
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Monroe, H. A. (2019). Nurses’ professional values: influences of experience and ethics
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education. Journal of Clinical Nursing, 28(9-10), 2009-2019. https://doi.org/10.1111/jocn.14806

Oberle, C. D. (2022). Personal communication.

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Warshawsky, N., & Cramer, E. (2019). Describing nurse manager role preparation and
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competency: findings from a national study. JONA: The Journal of Nursing Administration,
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49(5), 249-255. https://doi.org/10.1097/nna.0000000000000746

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