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Week 7: Reflection on Learning Start Assignment · Due Aug 14 by 11:59pm   · Points 100   · Submitting a file upload Purpose The purpose of this activity is to deepen learning through reflective inquiry. It will allow for expansion in self-awareness, identification of knowledge gaps, and assessment of learning goals. Course outcomes: This assessment enables the student to meet the following course outcomes:       • Compare and contrast theories of organizational behavior and leadership. (PO 6) • Investigate the role of advanced nursing practice in innovation and transformation to propose solutions impacting healthcare systems. (PO 6) • Differentiate attributes of effective leaders and followers in influencing healthcare. (PO 6) • Assimilate attributes for intra-/inter-professional collaboration across healthcare settings (PO 8) • Formulate selected strategies for leadership and influence across healthcare systems. (PO 8)   Due date: Sunday 11:59 p.m. MT at the end of Week 7. The Late Assignment Policy applies to this assignment. Total points possible: 100 points Preparing the assessment: Follow these guidelines when completing this assignment. Contact your course faculty if you have questions. It is the students responsibility to save and maintain all artifacts requires in the e-Portfolio. 1. Write a brief 1-paragraph weekly reflection addressing each question posed in the Reflect section of the weekly module. 2. Include the following sections in your Reflection. Week 1 · As you assess your learning, provide one specific example of how you achieved the weekly objectives by participating in the weekly readings, discussions, or activities (the weekly objectives are found in each weeks Student Lesson Plan for Learning Success). · How does leadership formation influence the dynamics and culture of the organization in which the leader operates? · What do you value most about your learning this week? Week 2 · As you assess your learning, provide one specific example of how you achieved the weekly objectives by participating in the weekly readings, discussions, or activities (the weekly objectives are found in each weeks Student Lesson Plan for Learning Success). · What coaching or leadership development do you believe would help you to reach a new level in your leadership formation? · What do you value most about your learning this week? Week 3 · As you assess your learning, provide one specific example of how you achieved the weekly objectives by participating in the weekly readings, discussions, or activities (the weekly objectives are found in each weeks Student Lesson Plan for Learning Success). · As a leader, how might you use a professional practice model to influence the culture and sustainability of an organization dedicated to transformation? · What do you value most about your learning this week? Week 4 · As you assess your learning, provide one specific example of how you achieved the weekly objectives by participating in the weekly readings, discussions, or activities (the weekly objectives are found in each weeks Student Lesson Plan for Learning Success). · How will you use your leadership tools and influence to build ethical, high-value healthcare organizations? · What do you value most about your learning this week? Week 5 · As you assess your learning, provide one specific example of how you achieved the weekly objectives by participating in the weekly readings, discussions, or activities (the weekly objectives are found in each weeks Student Lesson Plan for Learning Success). · What are the leadership competencies that support the creation of an innovative, high-value healthcare culture? · What do you value most about your learning this week? Week 6 · As you assess your learning, provide one specific example of how you achieved the weekly objectives by participating in the weekly readings, discussions, or activities (the weekly objectives are found in each weeks Student Lesson Plan for Learning Success). · Identify one theory or framework addressed this week. Identify what behaviors you will emphasize or de-emphasize based upon this theory or framework. · What do you value most about your learning this week? Week 7 · As you assess your learning, provide one specific example of how you achieved the weekly objectives by participating in the weekly readings, discussions, or activities (the weekly objectives are found in each weeks Student Lesson Plan for Learning Success). · As a DNP leader, how might you incorporate transformational leadership in strategic planning? · What do you value most about your learning this week? Writing Organization and Mechanics · Grammar and mechanics are free of errors. NR703 Week 7 Reflection on Learning Rubric NR703 Week 7 Reflection on Learning Rubric Criteria Ratings Pts This criterion is linked to a Learning OutcomeWeek 1 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience 13 pts Highest Level of Performance Includes no fewer than 3 requirements for weekly reflection. 11 pts Very Good or High Level of Performance Includes no fewer than 2 requirements for weekly reflection. 10 pts Acceptable Level of Performance Includes no fewer than 1 requirement for weekly reflection. 0 pts Failing Level of Performance No requirements for this section presented. 13 pts This criterion is linked to a Learning OutcomeWeek 2 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience 13 pts Highest Level of Performance Includes no fewer than 3 requirements for weekly reflection. 11 pts Very Good or High Level of Performance Includes no fewer than 2 requirements for weekly reflection. 10 pts Acceptable Level of Performance Includes no fewer than 1 requirement for weekly reflection. 0 pts Failing Level of Performance No requirements for this section presented. 13 pts This criterion is linked to a Learning OutcomeWeek 3 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience 13 pts Highest Level of Performance Includes no fewer than 3 requirements for weekly reflection. 11 pts Very Good or High Level of Performance Includes no fewer than 2 requirements for weekly reflection. 10 pts Acceptable Level of Performance Includes no fewer than 1 requirement for weekly reflection. 0 pts Failing Level of Performance No requirements for this section presented. 13 pts This criterion is linked to a Learning OutcomeWeek 4 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience 13 pts Highest Level of Performance Includes no fewer than 3 requirements for weekly reflection. 11 pts Very Good or High Level of Performance Includes no fewer than 2 requirements for weekly reflection. 10 pts Acceptable Level of Performance Includes no fewer than 1 requirement for weekly reflection. 0 pts Failing Level of Performance No requirements for this section presented. 13 pts This criterion is linked to a Learning OutcomeWeek 5 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience 13 pts Highest Level of Performance Includes no fewer than 3 requirements for weekly reflection. 11 pts Very Good or High Level of Performance Includes no fewer than 2 requirements for weekly reflection. 10 pts Acceptable Level of Performance Includes no fewer than 1 requirement for weekly reflection. 0 pts Failing Level of Performance No requirements for this section presented. 13 pts This criterion is linked to a Learning OutcomeWeek 6 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience 13 pts Highest Level of Performance Includes no fewer than 3 requirements for weekly reflection. 11 pts Very Good or High Level of Performance Includes no fewer than 2 requirements for weekly reflection. 10 pts Acceptable Level of Performance Includes no fewer than 1 requirement for weekly reflection. 0 pts Failing Level of Performance No requirements for this section presented. 13 pts This criterion is linked to a Learning OutcomeWeek 7 Reflective Inquiry Requirements: 1. Addresses all aspects of the weekly reflection 2. Assesses own learning 3. Assesses value of the learning experience 13 pts Highest Level of Performance Includes no fewer than 3 requirements for weekly reflection. 11 pts Very Good or High Level of Performance Includes no fewer than 2 requirements for weekly reflection. 10 pts Acceptable Level of Performance Includes no fewer than 1 requirement for weekly reflection. 0 pts Failing Level of Performance No requirements for this section presented. 13 pts This criterion is linked to a Learning OutcomeWriting Organization and Mechanics Requirements: Grammar and mechanics are free of errors. 9 pts Highest Level of Performance Presents information using clear and concise language in an organized manner (0-1 error patterns in English grammar, spelling, syntax, and punctuation). 8 pts Very Good or High Level of Performance Presents information using clear and concise language in an organized manner (2-3 error patterns in English grammar, spelling, syntax, and punctuation). 7 pts Acceptable Level of Performance Presents information using understandable language; information is not organized (3-4 error patterns in English grammar, spelling, syntax, and punctuation). 0 pts Failing Level of Performance Presents information that is not clear, logical, professional or organized to the point that the reader has difficulty understanding the post (5 or more error patterns in English grammar, spelling, syntax, and/or punctuation). 9 pts Total Points: 100 2 The Self-Aware Leader Applied Organizational & Leadership Concepts 07/08/2021 Hello tutor and Class The recommendations one put for change require concrete evidence and support from scholarly work. Scholarly practice ensures the proposed interventions have high success levels. They are backed up with a significant length of expertise in a leadership role (Canterino et al., 2020). The paper will explore how the organization perceives recommended changes, how time challenges the implementation process of proposed interventions, insights to effective implementation of change, and how external forces influence the expectation of self-leadership. Consider a time when you led change at the organizational or individual level. What were the results? Looking back, what could you have done differently to improve results? The way an organization operates and runs its activities determines the shift and focus of organizational change processes. The moment the transition process is not carried effectively, the change process, according to Douglas et al. (2021), receives much resistance and opposition. Human beings develop habits that make them comfortable with the routine. As a result, if things deemed normal are withdrawn from their comfort, the eventual impact has unstable life. In the end, something new or unknown is born. I have not been appointed to serve in a leadership position in my current organization since I am still a newbie in the job market. But when I was in college, I served as a student leader. My leadership role was defined by my ability to link students with the administration. My primary role was to air students’ grievances. However, most of the time, the school would lag in responding to presented complaints. As a result, I started a movement with several students demanding modification and change of how the school authority received and responded to students’ grievances from the reporting system. It opened opportunities for quick and effective communication in resolving students complaints. The movement results were positive because, after the change initiative was implemented, students grievances were taken with outstanding attention, and the response communication system acting with immediate effect. Consider when you knew you needed to make a change but chose not to due to time constraints. What was the result? How might you make time to work on necessary personal changes to support your leadership formation? Currently, I am working at a local outpatient hospital. For the past 2 months, I have been working in a project team to improve the schedules of patient appointments within the facility while still meeting the quality standards of care and productivity. However, the project did not complete on time because there was a delay in approving the project documents from necessary clinic authorities due to late communication. The uncertainty persisted, which negatively affected the progress of the proposed plan until I decided to spare my own time and present the idea to the management. As stipulated by Douglas et al. (2021), any leader should have proper time management skills. Therefore, to polish my leadership skills, I must delegate and schedule some of my roles according to the time plan accorded. Consider a time when you led change effectively. List the key insights gained from this effort. How can you use these insights to lead future change efforts?  At last, the project was successfully implemented because the scheduling and planning of appointments became effective. According to Breevaart & Bakker (2018), the key defining aspects of this project essential in every change management include personal commitment, teamwork, effective and timely communication.   What important external expectations determine the expectations you have for yourself as a leader?  Any projects leadership and success are trademarked with important external expectations of empowering and motivating others to feel part of the transformation process. Therefore, I plan to go beyond the norm of guiding others and start exercising servant leadership roles. That forms the basis of why I am continuously committed to training and guiding others through interactive activities. References Canterino, F., Cirella, S., Piccoli, B., & Shani, A. B. R. (2020). Leadership and change mobilization: The mediating role of distributed leadership. Journal of Business Research, 108, 42-51. Douglas, S., Merritt, D., Roberts, R., & Watkins, D. (2021). Systemic leadership development: impact on organizational effectiveness. International Journal of Organizational Analysis. Breevaart, K., & Bakker, A. B. (2018). Daily job demands and employee work engagement: The role of daily transformational leadership behavior—Journal of occupational health psychology, 23(3), 338. 2 Week 2: Nursing Leadership Presence Student’s Name Department, Institutional Affiliation Course Title Tutor’s Name Date The features of emotional intelligence portrayed by Nurse Ratched and the features that are lacking In One Flew over the Cuckoos Nest, Nurse Ratched is portrayed as a villain. She is a soft-spoken nurse who appears to be cruel, cold-hearted, and is emotionally detached. She is a non-caring head of nurses within the psychiatric institution. She lacks most of the five elements of emotional intelligence. This means that Nurse Ratched is lacking empathy, self-regulation, self-awareness, motivation, and social skills (Demir et al., 2019). Her leadership style is based on covert manipulation and causing psychological torture to people around her including the patients. Even though she lacks self-awareness and social skills, Nurse Ratched still considered herself to be helping the patient as opposed to the evil deeds of the clients. The lack of emotional intelligence such as self-awareness, social skills, empathy, and self-regulation made her humiliates patients like Billy in the presence of other patients who have just had a sexual encounter with the female patient that she would consider as a mother. Despite the request from Billy to inform her mother, Nurse Ratched refused to order him to be confined to the psychiatrists office (Lambe, 2019). Even though she considered this as a help to Billy, the display of her attitude is an indication of a lack of self-awareness, empathy, self-regulation, and social skills. How to use the change agent features from the nurses leadership role to support an individuals growth As a change agent, some actions should be ignored or controlled to help in the creation of an effective relationship with the patients. Nurse Ratched demonstrated poor leadership by threatening to report Billy to his mother for his actions. As a change agent, it would have been wise to lead with emotional intelligence. Personally, and as a leader for change, there will be a need to ensure that there is a presence of good judgment, stronger communication skills, and high respect for the patients being managed. Listening to the clients is important and it has to involve respectful and private talk without any form of judgment rather than humiliating them in front of other clients. Trust is important in the therapeutic process, therefore, trust with Billy together with other patients will be promoted (Lambe, 2019). The information provided by the client will always remain confidential without reporting or threatening the client for example Billy. Billy is an adult and human being who has rights, dignity, and respect. How the complexity theory or chaos theory is influencing the organization where Nurse Ratched is portrayed According to the show, it is evident that the ward headed by Nurse Ratched is under the influence of chaos theory. There is a lack of organization in the ward and everything seems not to be in order. There is an absence in the chain of commands with the hierarchical order, protocols, or policies. The ward is dysfunctional with power and authority under the possession of Nurse Richard. The situation in the ward appears to be complicated, unpredictable, undesirable, and unexpected and this leads to effects of the chaos theory for example the encounter between Murphy who is in outrage for the lack of emotional intelligence in Nurse Ratched (Lomas & Broughton, 2018). This is based on the action of Nurse Ratched after the suicidal attempt by Billy nearly straggled and killed Nurse Ratched under the watch of other patients. References Demir, M. S., Karaman, A., & Oztekin, S. D. (2019). Chaos theory and nursing. International Journal of Caring Sciences, 12(2), 1225-1228. Lambe, J. (2019). Memory Politics: Psychiatric Critique, Cultural Protest, and One Flew Over the Cuckoos Nest. Literature and medicine, 37(2), 298-324. Lomas, E., & Broughton, V. (2018). The Good, the Bad and the Ugly: A Study of the Organization through the Lens of Popular Films of the Western World. In Visual Ethics. Emerald Publishing Limited. https://doi.org/10.1108/S1529-209620180000019004 Emotional intelligence July 18, 2021 Three strategies to reduce friction The first strategy is to build self-awareness among the team members. The team as it is now does not consider its work in relation to the entire organization (Krén & Séllei, 2020). The team members has lack of self-awareness and this has detrimental effect on their ability to build trust and form relationships within the entire organization. If people do not understand how they are perceived in their work place, their action can be misconstrued. In this organization, lack of self-awareness is a cause of friction between teams and this has reduce their productivity. The second strategy is self-regulation. The team members choose different options which is not in line with the objectives of the entire team. The collectively rational choice is to have cooperation (Wieber & Gollwitzer, 2020). However, because the choice to follow one’s passion is tempting to the group members, it is important to have self-control. Emotional regulation will help the team members consider themselves as members of a larger family whereby an individual has control over his or her behavior in adapting to the social group. Self-regulation is a contributor to adaptive outcomes in teamwork, affecting emotionally influenced behaviors such as self-discipline and time management. The third strategy motivation. The team asked for assistance and none was provided. This could be a source of demotivation. The team should be motivated through team building. Some ways of motivating the team is by providing opportunities for the members to work together and giving them support when required. Outcomes to measure the strategies It is important to measure the outcomes of the above strategies to determine their effectiveness in reducing friction between the team and the entire organization. Motivation can be assessed or measure by considering: the degree of unsocial behavior and willingness to access projects or responsibilities. Self-awareness will be measured by considering the following signs: ability of the team members to listen to their seniors, feedback asked and taken kindly, and reflection on organization values. Self-regulation can be determine by ability to regulate reactions to emotions such as anger, focus on the task, and control of impulses by the team members. Adversarial relationship Collaboration is important for successful functioning of any organization. Collaboration helps promote teamwork and productivity (Sadeghi & Ali Kiani, 2017). An adversarial relationship can exist when management fails to involve employee in an organization when implementing new systems. In my organization, the hospital purchase a dental unit without consulting the dental leadership. This action was not well received by the dental team and it caused conflict between the department and the hospital management. The failure to involve workers when making changes affect the organization. The noninvolvement is fostered through the hierarchical structure. The hospital should build a culture that foster relationship of trust between the management and non-managerial personnel. Cooperation between departments should also be encouraged to reduce politicking. I have developed the art of teamwork and emotional intelligence. I understand that the management and learn from the lower ranked staff. I believe healthcare workers wish the best for our clients and this can be achieve through collaboration and teamwork. Some of my leadership strengths include transparency, honest, and integrity. These virtues will help me gain trust from my team and influence their opinions. Moreover, I value and respect fellow healthcare workers. Respect is a motivation to workers and it will help decrease the adversarial relationship in the work place. References Krén, H., & Séllei, B. (2020). The role of emotional intelligence in organizational performance. Periodica Polytechnica: Social & Management Sciences, 29(1), 1-4. Sadeghi, T., & Ali Kiani, M. (2017). The relationship between emotional intelligence with administrators’ performance at mashhad university of medical science. Electronic Physician, 10(3), 6487-6493. Wieber, F., & Gollwitzer, P. M. (2020). Strategic Self-Regulation in Groups: Collective Implementation Intentions Help Cooperate When Cooperation Is Called for. Frontiers in Psychology, 20, 1-10. Running Head: ETHICAL DECISION MAKING 2 ETHICAL DECISION MAKING 2 ETHICAL DECISION MAKING Chamberlain University 07/25/2021 As the Chief Nursing Officer, my decision to disclose the incident to the media was an effective one due to the fact that it showed that the facility was mindful and measures were in place to ensure that such incidents are not experienced in future. Disclosing the incident to the media helped in ensuring that the trust and the confidence of the patients were build for the success of the healthcare facility to be achieved. However, this decisions influences value based healthcare in a positive way because it helped in ensuring that the patients are informed on the manner in which the facility valued the health and the lives of the people (Jae-Woo, 2021). As a result of the decision, there are different risks likely to be encountered. One of the risks is legal processes likely to be raised by the affected family. The legal processes might therefore end up affecting the financial performance of the facility as well as the life of the involved nurse. Moreover, reduced trust of the patients is the other risks which should be analyzed in ensuring that the performance of the facility is improved. The trust of the patients is important in ensuring that the facility is enabled to operate effectively. Again, the decision to disclose the incident to the media might affect me both professionally and personally. The impact of the decision to my profession is that it will ensure that backlashes are experienced hence reducing my performance. This will be experienced due to the negative feedback from the patients from different parts of the country. According to different nurses, the disclosure of the incidents should not have been carried out. This is due to the fact that when the incident is disclosed, the trust of the patients might be reduced. The reduced trust of the patients might therefore make it hard for the facility to experience the needed growth and development. In different cases, different leaders might end up withholding the issues as a way of ensuring that the needed growth is experienced. The other reason why the incident is withheld is to ensure that the image and the reputations of the facility are protected (Kim, 2021). The disclosure of the incident might destroy the reputation and the image of the facility hence affecting its growth and development. The chief nursing officers should work towards ensuring that the facility is protected from unnecessary issues which might reduce the numbers of patients served. On the other hand, this will influence value based healthcare in a negative manner therefore affecting the delivery of healthcare services to the patients. The negative effects to the value based healthcare is experienced because the bad behaviors of the nurses will be encouraged. I think that the incident should be exposed to the media as a way of ensuring that the nurses are discouraged and enabled to remain effective in their delivery of the services. Imagining that I am the patient’s family, I would want the Chief Nursing Officer should handle the incident by punishing the nurse. The punishment will play important roles in ensuring that the incident is discouraged and the nurses encouraged to deliver effective and quality services to the members of the public. Moreover, the punishment of the nurse will help in ensuring that the image and the reputation of the facility are enhanced hence making it easy for the set goals and objectives to be achieved (Pak, 2021). References Jae-Woo Oh, H. J. (2021). A Study of Between Forensic Nursing Competence, Ethical Decision-Making Confidence, and Nursing Professional Value among Nursing Students. Annals of the Romanian Society for Cell Biology, 846-853. Kim, M. R., & Oh, J. W. (2021). The Relationship between the Degree of the Forensic Nursing Capacity, Ethical Dilemma and Ethical Decision-Making Confidence Perceived by Nurses: For Small and Medium Hospital Nurses. Annals of the Romanian Society for Cell Biology, 1203-1212. Pak, S. Y. (2021). The Influence of Nursing Students and Nurses Awareness and Practice of Emerging Infectious Diseases, and Ethical Awareness on Ethical Decision-making. Journal of the Korea Convergence Society, 12(5), 61-70. 5 Week 5 Discussion: Leading Innovation in Nursing Author’s Name Institutional Affiliation Course Name Instructor Due Date Week 5 Discussion: Leading Innovation in Nursing Value-based healthcare (VBHC) is increasingly gaining prominence as healthcare clients are getting more educated about their health statuses with healthcare providers increasing by the day (Catalyst, 2017). With many options to choose from, patients have the power to shun mediocre services and go for healthcare providers who offer them high-quality care. With VBHC, healthcare providers get compensated based on their ability to aid patients to enhance their health, lower the incidence/effects of chronic illnesses, and live healthier lives through evidence-based solutions (Catalyst, 2017). In this context, a future innovation that I may develop to facilitate VBHC is an Artificial Intelligence (AI) system. I would develop an AI system because I believe such a development would greatly improve the ability of healthcare providers to offer their patients VBHC. This innovation solves two major problems. First, it would greatly reduce clinical errors as physicians diagnose and medicate their patients. Often, many physicians make errors when diagnosing their patients. Also, physicians may be unsure of the accurate diagnosis to make if the symptoms presented can be attributed to diverse diseases (Sarwar et al., 2019). With an AI system, physicians will make be informed and better decisions since the innovation will help them to scan test results, analyze the results, and identify any anomalies that they may miss. AI systems can even reveal the likelihood of a patient developing a certain disease by comprehensively analyzing his/her healthcare data. Second, an AI system would greatly improve workflow processes in a healthcare institution. When combined with electronic health record systems, the innovation would enable the automation of certain processes such as billing and aid physicians in retrieving relevant data from other healthcare institutions to aid in offering the best treatment to their patients. If successful, this innovation would positively impact VBHC. For starters, there will be lower healthcare costs. For instance, in the management of chronic diseases, an AI system will monitor a patients vital signs in real-time using wearable devices and offer a course of action to be taken by both the primary care physician and the patient. This will lead to fewer visits to the doctors and less expenditure on medication. Second, there will be higher patient satisfaction levels. When patients effectively receive high-quality care but at a lower cost, they will be highly satisfied with the services received, which in turn will enhance their overall outcomes. Finally, there will be reduced risks during diagnosis and treatment. The AI systems will aid physicians in making accurate and informed decisions, which will lower the likelihood of adverse outcomes for patients. Additionally, this AI system would enhance my leadership capacity. For instance, the AI system will facilitate the automation of many tasks in the institution and make various decisions on my behalf. This will free me up to focus on high-level responsibilities, which involve the human aspect of innovation and management (Mansour et al., 2019). However, as a leader, there is one barrier, which I may have in the implementation of this innovation. There may be resistance to change from physicians who will not be confident in the AIs ability to make consistently accurate diagnoses of patients. To overcome this barrier, I could utilize the 5-Stage Innovation-Decision Process. First, there is knowledge. In this stage, I will use the physicians’ peers to educate them on the functions of the AI system and their role in it. Second, there is persuasion. The physicians will have to test the AI system comprehensively so that they can believe in its capacity to make good decisions. Third, there is decision. Here, I will lobby the physicians to embrace the new technology to support VBHC. Fourth, there is implementation. Sufficient training will be given to all relevant personnel to facilitate the smooth transition towards the use of AI. Finally, there is confirmation. A comprehensive audit and appraisal of the AI system will be conducted regularly to affirm its importance to achieving VBHC. References Catalyst, N. E. J. M. (2017). What is value-based healthcare? NEJM Catalyst, 3(1). Mansour, N., Rafeh, W., Afram, G., & Zaatari, G. (2019). The role of self-awareness, augmented artificial intelligence, and enhanced leadership competencies in developing future academic physicians. Middle East Journal of Family Medicine, 17(10). Sarwar, S., Dent, A., Faust, K., Richer, M., Djuric, U., Van Ommeren, R., & Diamandis, P. (2019). Physician perspectives on integration of artificial intelligence into diagnostic pathology. NPJ Digital Medicine, 2(1), 1-7. 4 Week 6 Assignment: Leading Toward Effective Management Author’s Name Institutional Affiliation Course Name Instructor Due Date Week 6 Assignment: Leading Toward Effective Management To: The Supervisor. Subject: Effective Management Solution to Handle the Members Providing Patient Counsel Inappropriately. Dear Supervisor, It has been brought to our attention that two members of this organization are providing patient counsel contrary to the agreed upon plan of care. The Interdisciplinary Team has taken an informal approach and asked them to adhere to the agreed upon plan of care in order to avoid any adverse legal and healthcare outcomes. Despite this effort to deal with the problem swiftly and informally, the members have not heeded our warning. Therefore, the members of the team have unanimously agreed to take a formal approach to handle the matter exhaustively and lay precedence for future occurrences of the same. Effective Management to Address the Issue There are four steps to be followed in handling this issue. First, there is the investigation. According to Okolie and Udom (2019), the institution must have a reasonable assertion that accused employees have a case to answer. The Interdisciplinary Team has already carried out an investigation and concluded that the two members have conducted themselves in contravention to the expectations of the institution. Therefore, they have a case to answer. Second, there is the informing of the employees of the allegations. This step has also been taken informally through word of mouth. However, at this stage, an official letter will be sent to the two employees outlining all the relevant events that have taken place so far involving their misconduct. Third, there is the holding of a disciplinary hearing. The Interdisciplinary Team will set a date when the two members are expected to reveal why they went ahead to continue offering patient counsel contrary to the agreed upon plan of care even though they were warned to halt this practice. The employees will be allowed to have companions at the hearings. These companions can either be trade union officials or work colleagues (Doherty, 2021). Any evidence to support their course of action will be tabled during the hearing. Finally, the Interdisciplinary Team will make a decision on the matter one week after the hearing. This period will give the team ample time to consider all the evidence tabled in the hearing to make a fair ruling. Although the two employees have done an action contrary to the set guidelines, there is a possibility that there are mitigating circumstances that forced them to do so. Based on the team’s findings, an appropriate action will be taken to remedy the situation. Theory Underpinning this Action The action above is based on the Bureaucratic Management Theory, which emphasizes on clear rules of governance (Abun et al., 2021). In this case, the action to remedy the situation is based on strict rules and meticulous documentation to ensure that the two employees are fairly treated during the disciplinary process. Micro, Meso, and Macro Level Interventions The micro-level intervention will involve each of the two members taking responsibility for his/her action and accepting the outcome of the hearing. The meso-level intervention will involve the department of the two members being subjected to a relevant action based on the outcome of the hearing. The macro-level intervention will involve the whole organization using this case as a precedence for similar infractions in the future. Yours Sincerely, The Interdisciplinary Team. References Abun, D., Calamaan, S. M. T., Magallanes, T., Encarnacion, M. J., & Sallong, M. (2021). Bureaucratic management style and workplace well-being of the Divine Word Colleges. International Journal of Research in Business and Social Science, 10(3), 477-489. Doherty, M. (2021). The first thing we do, let’s kill all the lawyers… Workplace discipline and legal representation. European Labour Law Journal, 12(2), 237-241. Okolie, U. C., & Udom, I. D. (2019). Disciplinary actions and procedures at workplace: The role of HR managers. Journal of Economics and Management Research, 90(8), 90-105. 4 Week 7 Discussion: Global Healthcare Leadership Author’s Name Institutional Affiliation Course Name Instructor Due Date Week 7 Discussion: Global Healthcare Leadership Q1: Regarding the social boundary between people, this aspect has the potential to have a significant impact on my practice. According to Hicken et al. (2018), social boundaries present themselves when the social differences in the community result in unequal access to opportunities and resources. Examples of the related issues, in this case, are physical abilities, gender, and race. As a professional health practitioner, I need to serve all my patients equally and ensure each one of them has access to the best care and treatment available. However, a social boundary on the basis of race can lead to institutionalized racism where people from minority groups are prevented from accessing certain services at my workplace. Also, people from low socioeconomic backgrounds may be unable to afford the healthcare services I offer due to the government’s inability to provide universal healthcare to all citizens of the country. Consequently, there will be poor health outcomes in the community where certain groups of people are at risk of higher morbidity and mortality rates compared to the privileged ones. Q2: As a leader, there are certain actions I can take to have an impact on overcoming the social boundary. For starters, I can raise provider and public awareness of the current disparities in healthcare. Hamal et al. (2018) assert that the public’s perceptions about a problem tend to significantly influence policy changes and subsequent solutions. Therefore, by raising awareness, I will ensure people have the knowledge regarding the social boundary in society and help ignite the necessary changes to reduce or eradicate it. Second, I can push for the expansion of health insurance coverage. In the US, health insurance is vital in determining how people access healthcare services (Gong et al., 2019). Uninsured individuals have a lower likelihood of getting routine and timely care compared to the insured. Thus, a significant expansion of health insurance coverage will reduce the social boundary and help improve how minority groups access healthcare services. Finally, I can work with various stakeholders to enhance the number and capacity of providers in marginalized communities. For instance, I can push for rural communities to have more healthcare institutions to meet their needs adequately. Also, I can play an instrumental role in ensuring that things like language and cultural barriers are reduced in order to ensure minority races have better access to healthcare services. Q3: There are three inter-professional relationships, which I can foster to contribute to overcoming the social boundary. The first one is between healthcare practitioners and lawmakers. These two parties need to work together to create laws and policies, which adequately serve the needs of society. Healthcare practitioners will ensure that the policies adopted by lawmakers are founded on evidence from the grassroots (Oliver et al., 2019). The second one is between healthcare practitioners and patients. Patients can provide valuable information on the specific needs, which they feel are not appropriately met by their healthcare providers. This information will be essential in enhancing healthcare services in society. The final one is amongst healthcare practitioners. They can regularly brainstorm on ways to overcome problems to ensure all communities have equal access to healthcare services. Q4: I can leverage resources to overcome the selected boundary. This will entail concentrating the funds on key strategic goals. For example, I can leverage resources from various sponsors and donors in order to purchase medical supplies that can be used to provide healthcare services to marginalized communities. Such resources can be used for specific tasks such as maternal care or any other objective that suits a particular community. Also, there is the option of complementing one kind of resource with another to create higher-order value (Ertz & Patrick, 2020, p. 1). In this case, I can recruit volunteers to help the healthcare practitioners handle low-level tasks, which will free up the professionals to serve more clients as necessary. References Ertz, M., & Patrick, K. (2020). The future of sustainable healthcare: Extending product lifecycles. Resources, Conservation and Recycling, 153, 1-39. Gong, G., Phillips, S. G., Hudson, C., Curti, D., & Philips, B. U. (2019). Higher US rural mortality rates linked to socioeconomic status, physician shortages, and lack of health insurance. 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