How do servant leaders, as compared with leaders who follow the transformational model of leadership, manage organization dynamics and lead change to ensure the continued success of the stakeholders to be served? Is servant leadership or transformational leadership the best approach to these tasks? 1 page, 2 sources. APA.

 

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Provide at least a 50 word reply to discussion question answer below in apa format with in-text citations:

 Servant leadership and transformational leadership can be described as similar. The definition of transformational leadership is “a leadership approach that causes change in individuals and social systems” (Stone, Russel & Patterson, 2003). Transformational leadership focuses on the organizations goals and then works on empowering the individuals within the organization to meet this organizational goals (Stone, Russel & Patterson, 2003). “Transformational leaders transform the personal values of followers to support the vision and goals of the organization by fostering an environment where relationships can be formed and by establishing a climate of trust in which visions can be shared” (Stone, Russel & Patterson, 2003). Essentially where servant leadership focuses on the individuals first, transformational leadership focuses on the organization first. Both forms of leadership can be effective, but one may be better to use in a situation over the other. Each form of leadership has unique characteristics that make it beneficial to use in any given situation. There are four behaviors that are part of transformational leadership. These include “1. idealized influence (or charismatic influence), 2. inspirational motivation, 3. intellectual stimulation, and 4. individualized consideration” (Stone, Russel & Patterson, 2003). We are familiar with the principles and attributes of servant leadership, and while they are similar, there are differences. I personally think that in many situations for continued success, servant leadership would be more beneficial. I believe this because servant leader builds up, inspires and focuses on individuals rather than an organization. If we focus on individuals then we are building them to be successful and to be able to handle continuing changes and new initiatives within the organization. Focusing on the individuals gives them the tools to adapt to change and continue to be successful. 

Original Question:

How do servant leaders, as compared with leaders using the transformational model of leadership, manage organization dynamics and lead change to ensure that the continued success of the stakeholders will be served? Is servant leadership or transformational leadership the best approach to these tasks? Why?

 

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Provide a response of at least 150 words to the following question in apa format with in-text citations and references:

How do you serve others in the profession of nursing? Explain how the way you serve others in the profession of nursing could become more closely aligned with the issue of serving as explained by the servant-leadership paradigm. How does the issue of serving differ from the secular view of power?

 

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1. Read this article  https://www.theatlantic.com/sexes/archive/2013/05/when-men-experience-sexism/276355/ 

 

“Women have been fighting against sexism for a long time. If men can learn from them, it will be to everyone’s benefit.”

— Noah Berlatsky, The Atlantic, 2013.

• What is meant by this statement?
• Cite specific examples from the article to support your conclusions.
• Your essay should be 1-2 pages in length.
• Remember to use appropriate formatting as per APA (6th ed.): https://owl.english.purdue.edu/owl/resource/560/0

 

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Assignment: Sexual Harassment in the Workplace

Julie has been a nurse at Memorial Hospital for three years. During that time, she has developed productive relationships with her colleagues and has earned a reputation for providing exceptional care to patients. One day she approaches you, her manager, and asks to speak in private. Once you are alone, Julie explains that over the past couple of months she has heard a physician and two nurses repeatedly make disparaging remarks about people who are homosexual. She appears visibly upset as she tells you this. Julie says that the situation has become so uncomfortable that she no longer feels safe in this environment.Does this scenario reflect a possible case of sexual harassment? How would you respond to Julie, and what steps might you take next?

Sexual harassment is an important topic in today’s organizations–one that is often addressed through HR presentations and trainings. However, even for experienced nurse managers and HR professionals, it can be challenging to recognize some of the behaviors and actions that may indicate sexual harassment. Nurses in leadership and management positions have a critical responsibility to become attuned to the various interactions that can be problematic, including inappropriate remarks and jokes, improper fraternization, quid pro quo situations, and potentially offensive images.

To prepare

Review the articles, “Sexual Harassment – A Touchy Subject for Nurses,” “Why Are Nurses Leaving? Findings from an Initial Qualitative Study on Nursing,” and “Bullying, Harassment, and Horizontal Violence in the Nursing Workforce.” Consider sexual harassment situations most commonly experienced by nurses.Think about a work environment with which you are familiar. Have you witnessed or experienced any behaviors that–perhaps with the benefit of hindsight and increasing awareness–may be construed as sexual harassment, even if you did not think of them that way at the time? Do you recall any instances in which you might have intentionally or unintentionally contributed to or participated in an environment that tolerated harassment against one or more individuals? If so, what were your thoughts and feelings at the time? How, perhaps, has your perspective since shifted?Select one of the following options:               

Option 1: Conduct research via the Walden Library, or other scholarly sites, to select an article that presents an authentic example of workplace sexual harassment.

Option 2: Identify an authentic example of suspected or proven sexual harassment from your professional experience.Conduct research related to your selected example to assess the ramifications that may result from instances of sexual harassment.

Consider how you could partner with HR to mitigate situations of sexual harassment in your workplace. In addition, think about specific steps you could take to diminish inappropriate behaviors in the workplace.

Submit a 3- to 5-page paper in which you do the following:

Describe an authentic example of suspected or proven sexual harassment.              

 Explain how this specific instance of sexual harassment impacted the workplace.Identify at least two legal ramifications that could have (or did) result from this situation and how they could (or did) negatively impact the workplace.

Briefly explain other ramifications (e.g., organizational culture, staff relationships, individual and team performances, patient safety, quality of care) that could have (or did) result because of this specific instance.Describe the actions that were taken to resolve the situation, if applicable.Formulate an action plan that can be used to mitigate and/or ameliorate behaviors that constitute sexual harassment.               

Based on your example, explain how you would educate staff on the identification and prevention of inappropriate behaviors. Describe at least two specific steps you would take to diminish similar sexual harassment situations.Describe at least two ways you could partner with HR to effectively accomplish your action plan.

NOTE: 

For the purposes of this assignment, please do not reveal the name of your workplace or the individuals involved.Reminder: The School of Nursing requires that all papers submitted include a title page, introduction, summary, and references. The Sample Paper provided at the Walden Writing Center provides an example of those required elements (available at http://writingcenter.waldenu.edu/57.htm). All papers submitted must use this formatting.

Required ReadingsLussier, R. N., & Hendon, J. R. (2016). Human resource management: Functions, applications, & skill development (2nd ed.). Thousand Oaks, CA: Sage Publications. Chapter 3, “The Legal Environment and Diversity Management” (pp. 78–117)                    Chapter 3 provides an in-depth overview of the laws that mandate equal employment opportunities in the workplace. The authors define discrimination and sexual harassment and explain how knowledgeable managers can detect and mitigate these behaviors in their workplaces.Cogin, J., & Fish, A. (2009). Sexual harassment – A touchy subject for nurses. Journal of Health Organization and Management, 23(4), 442–462. Retrieved from the Walden Library databases. This article describes a mixed-methods research study that was conducted to analyze the prevalence of sexual harassment in clinical settings. Findings indicated that patients and physicians are the primary instigators of sexual harassment. The article highlights ethical decision making and intervention techniques.MacKusick, C. I., & Minick, P. (2010). Why are nurses leaving? Findings from an initial qualitative study on nursing attrition. Medsurg Nursing, 19(6), 335–340.  Retrieved from the Walden Library databases. For this study, the researchers interviewed nurses who decided to leave the profession after only a few years of service. Study participants commonly cited one or more of the following reasons for leaving: unfriendly workplace (i.e., bullying and/or sexual harassment), emotional distress, and fatigue and exhaustion. Participants shared authentic examples and feelings about each factor.Vessey, J. A., DeMarco, R., & DiFazio, R. (2010). Bullying, harassment, and horizontal violence in the nursing workforce: The state of the science. Annual Review of Nursing Research, 28, 133–157. Retrieved from the Walden Library databases. Over the years, bullying, harassment, and horizontal violence (BHHV) among nurses has increased in health care settings. The authors of this article illustrate BHHV situations and solutions through the use of models and authentic examples.

 

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