Introduction
In nursing, a specialist requires professional experience, qualifications, and leadership skills. These skills ensure that the nurse can create a pleasant, safe, and respectful work environment around her. In the medical and health department, leadership can be improved in several ways, including showing respect to colleagues, promoting a culture of care and safety, and supporting and actively involving each employee in the improvement process. The improvement plan was designed to address the problem of bullying nurses in the workplace, which led to layoffs, as in the case of Tina, a nurse from the Philippines.
The Respect Needs of Every Team Member
The main criterion for a safe working environment is cultivating respect for each other. Leaders play a vital role in this context, as they should develop these qualities with colleagues. Quality leadership ensures that nurses trust managers, increasing productivity and patient care quality (Alilyyani, 2022). Practical leadership skills are characterized by the honesty and openness of the manager to their team members, which ensures an environment of mutual respect in the team.
In Tina’s experience, it is evident that the team lacks a sense of value and respect for each employee, as the girl was bullied and did not appreciate her morale. In this case, the leadership had to make an effort to provide immediate help and respond to the situation to make amends to Tina constructively and without unnecessary trouble. This approach would allow the girl to feel comfortable in the team and create an atmosphere of continuous training of employees instead of reprimands for any mistake.
Creating a Safe Corporate Culture
Creating a culture of care and security is particularly important for health facilities, as it affects not only staff job satisfaction but also patients’ health and life. The scenario under consideration demonstrates the problem of workplace bullying, which indicates that the working environment is as toxic as possible and unacceptable to the operation. A leader must actively promote a culture of care and respect to implement a zero-tolerance policy towards unethical personnel behavior.
Leaders’ intervention in the work process may include training on ethics in the workplace, as well as on the peaceful resolution of conflicts without humiliating the other person. Nursing leadership of the 21st century should be characterized by emphasizing the quality of care provided to the patient and the workplace for nurses (Anders et al., 2021). Thus, constant monitoring of corporate behavior will ensure maximum comfort during work for each person.
Diversity of the Working Environment and Leadership Role
Today, the health sector is where people of different cultures and nationalities work. This is a modern reality that patients needing treatment and colleagues at work must get used to. The leadership role in this context is to create the most comfortable and inclusive environment in which each team member is supported and valued without regard to their background. For example, in the case of Tina, whose country is the Philippines, the leader should have ensured that she was well included in the team and constantly monitored her colleagues’ attitude towards the new worker.
Cultural sensitivity is essential to preventing workplace discrimination and contributes to an inclusive work environment. Since nurses can work not only in medical institutions but also in patients’ homes, it is also necessary to consider that leadership should reflect the team’s inclusiveness values (Jordal et al., 2022). In this case, Tina’s management had to train their team to be culturally sensitive so that each employee could tolerate people of different backgrounds without prejudice.
Participation in Creating a Healthy Working Environment
In a healthy working environment, workers feel comfortable and want to achieve new results. However, such an achievement cannot be achieved through leadership alone, as the process is more comprehensive. Every employee should take part in creating a comfortable environment, and the leader should become the primary motivator on the way to positive changes. Every workforce member, including nurses, must contribute to a supportive environment where mutual respect and support prevail. In this way, the concept of cooperation will be actively developed, which will not allow anyone to feel superfluous in the team.
To ensure that every team member is actively involved in creating a new corporate environment, management must commit to encouraging any contribution to improvement. To do this, the leader can encourage building and support activities within the team and create feedback mechanisms for each employee to share their problems directly with management. Teamwork and constant companionship within the group are essential components in the management and safety of patients and professionals working in the institution (Murray, 2017). In the case of Tina, the leadership could set up a meeting of the entire team to discuss openly the problem of bullying in the workplace and the need to address the issue.
Possible Actions in the Case of Tina by a Party to the Guidelines
In the event of Tina’s dismissal due to the hostile atmosphere in the collective, the leader could have taken some actions that could have prevented negative consequences. First of all, immediate feedback and support should have been provided. In a confidential setting, a senior nurse with more experience could have informed Tina of her mistake when she administered the wrong medication to the patient. Calm on the part of management would show an appropriate level of respect for employees and their learning process, and this is an essential step towards creating trusting relationships in the team.
The second action would be to introduce training to combat unethical attitudes of employees towards colleagues. Training programs for staff on appropriate behavior should be submitted by management to increase their awareness of the consequences of bullying and its invisibility in the workplace. Finally, a third vital part could be the introduction of training on the importance of recognizing inclusiveness in the team. Leaders were to conduct training on recognizing cultural sensitivities in a group to create a more diverse work environment. In such an environment, each team member should feel valued as part of the team, regardless of origin and external features.
Conclusion
In conclusion, creating a healthy working environment is a shared responsibility in the health sector. Team leaders and every employee involved in the organizational culture should be responsible for ensuring a comfortable work process. In Tina’s case, there was no effective intervention by the management, which resulted in the girl being forced to resign. To prevent such situations in the future, the health facility should pay special attention to the respect and safety of each staff member, and an inclusive and friendly culture should be established. Implementing the proposed methods will help create a healthy working environment that will positively affect the quality of life of patients and nurses.
References
Alilyyani, B. (2022). The effect of authentic leadership on nurses’ trust in managers and job performance: A cross-sectional study. Nursing Reports, 12(4), 993–1003. Web.
Anders, R. L., Jackson, D., Davidson, P. M., & Daly, J. P. (2021). Nursing Leadership for 21st Century. RevistaLatino-Americana de Enfermagem, 29. Web.
Jordal, K., Saltveit, V., & Tønnessen, S. (2022). Nursing leadership and management in home care: A qualitative scoping review. Journal of Nursing Management, 30(8), 4212–4220. Web.
Murray, E. (2017). Nursing Leadership and Management for Patient Safety and Quality Care with DavisPlusResources. F. A. Davis Company.
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