Personal Leadership Profile and Organizational Culture Analysis, Lecture notes of Financial Accounting

Download Personal Leadership Profile and Organizational Culture Analysis and more Lecture notes Financial Accounting in PDF only on Docsity! Running head:ORGANIZATIONAL CULTURE AND CLIMATE 1 NR534 Organizational Culture and Climate Chamberlain College of Nursing NR534:Healthcare Systems Management ORGANIZATIONAL CULTURE AND CLIMATE 2 Advanced Communication in Systems Leadership The purpose of this assignment is to identify and discuss leadership styles and how they are related to personality profile. In this paper the results of a leadership style based on the Blake and Mouton Manager grid. The personality profile will also be evaluated and discussed. With these results a leadership profile will be created. Three reflective practices will also be reflected upon and discussed. Lastly, a summary of advanced communication in leadership will be explored; focusing on two self-discovery points and how they pertain to the leadership profile. Personal Leadership Profile After completion of the Blake and Mouton Managerial Grid: Leadership Self-Assessment Questionnaire the “Team Leader” was the outcome. The team leader leads by positive example and fosters an environment that focuses on team work. These types of leaders focus on individuals reaching their highest potential both personally and professionally; leading to higher productivity levels (BUMC, 2010) According to Carl G. Jung's theory of psychological types people can be characterized by their preference of general attitude of extraverted vs. introverted; sensing vs. Intuition; thinking vs. feeling; and judging vs. perceiving(Jung, 1971). Results of the personality test yielded the result of the INFJ personality; Introverted, Intuitive, Feeling, Judging. Individuals with this personality type are often deeply concerned with relations with individuals, have a wide range of talents, and tend to be idealists (Human Metrics, 2018). ORGANIZATIONAL CULTURE AND CLIMATE 5 When I was a charge nurse on a busy med-surg unit I had a registered nurse and a nursing assistant who didn’t get along, most times they put it aside and kept it professional. There was a situation that occurred where the nursing assistant didn’t pick up a meal tray and the nurse verbally expressed, in a patient care area, that the assistant was terrible at her job and needed to be disciplined. As the charge nurse I quickly intervened and deescalated the situation, especially since this occurred in a patient care area. Reflection The quick intervention and ability to deescalate the situation was a positive in the situation. Based on the personality profiles I would say the profile of the nurse was ESTP; individuals with this personality are spontaneous and get great satisfaction from acting on their impulses(Human Metrics, 2018). These individuals thrive on activities that involve having power, and the situation proved exactly that. The nursing assistant I would guess has an ESFP personality. These individuals are spontaneous, love to have fun, and are impulsive. People with this personality are incoherent listeners and struggle to skip impulses(Human Metrics, 2018). Both of these personalities lead to a failure of communication, leading to the argument. The nurse and the tech both struggled with the sending, receiving, and processing of the conversation aspect of the communication cycle because they were both defensive and acting on impulses. It was the characteristics of their personalities that alerted me to be firm in deescalating the situation. Implications Through reflection of this conflict I learned that I left all feelings out of this situation and deescalated the situation appropriately. Using the strategy of concrete and specific ORGANIZATIONAL CULTURE AND CLIMATE 6 communication ensured the receivers understood the message being sent. Humility is an important part of leadership, understanding myself and my leadership and communication skills allows me to better understand peers. Reflection Practice Three,Leading a Team Experience When I took the role of the clinical coordinator of the urgent care facility wait times were terrible, after a few months in my role I was tasked to address the way the daily assignments worked. Using a system I was familiar with in the ED, I tried to implement a system where each LPN was assigned 3 urgent care rooms. This was different than what the staff had previously been doing of just picking up charts and completing the task. With the new system staff were held accountable to complete all tasks with the patient in their assigned room; taking the guess work out of who should be doing which task. The facility also offers occupational medicine services, such as pre-employment physicals and drug screens. There were members of the team who were apprehensive about the change, but once the improved workflow was visible they identified it made their day more organized. There were members of the team who couldn’t get passed the “we have always done it this way” mentality. There were also members of the team that flat out refused to try the new system. Reflection There was a plan in writing that outlined the flow of how the new room assignments would go, the plan took into considerations those who expressed ideas. I believe these were both items that went well with the exchange. There were various personality profiles involved, ESFJ; extraverted, sensing, feeling, judging and ENTP; extraverted, intuitive, thinking perceiving are ORGANIZATIONAL CULTURE AND CLIMATE 7 the ones that will be discussed. ESFJ personalities take pride in traditions, enjoy being in charge, and bear string allegiance to rights of seniority(Human Metrics, 2018). This explains the apprehension of trying a new system. Individuals with an ENTP personality generally love to argue, can become petulant about small setbacks, and tend to have little patience with situations that seem unintelligent. The idea of changing the work flow caused many arguments amongst the team, and there was little patience with working out the finer details, this lead to poor communication among the team. Implications When I was sending the communication it was received in a defensive way based on the personality types. In return as I processed the feedback I became more concerned about the relations with others and how they would perceive me as a leader who only saw things my way; and the project failed. Reflecting back expressing I feel it would have beneficial to not allow the tug of war between the goal of the project and the relationship with coworkers occur. The defensiveness of the other personalities alerted me to back down in the situation. Summary In summary, my personality profile was identified as INFJ, which can be defined as introverted, intuitive, feeling, and judging. As an INFJ, I prefer to not speak in large groups, have a strong ability to take the idealism and translate it into action. As a perceiver, I am concerned with failure or relations with others. I am an advocate for my staff, and strive for them to be successful in whatever they encounter.