The main role of a leader in nursing is to offer inspiration to other people in the health facility, to make sure that they work together to achieve the organizational goals, like quality healthcare. Among the qualities that a successful nursing leader ought to have includes; integrity, courage, intuitiveness, as well as the capability to hold on the strain. To meet the organizational goals, the nursing leader ought to be a critical thinker, come up with goals, and to be a good communicator. One of the tasks of a nursing leader is to make sure that they do away with all the moral constrains, which hinder delivery of quality services. At the Billings Clinic, the major moral challenge is poor treatment of new employees. This paper will look at this moral challenge, its consequences, my role of a nursing leader in addressing it, as well as how my leadership style affect the handling of the dilemma (Patterson, & Krouse, 2015).
There is poor clarity in the explanation of the poor treatment of employees at the workplace, but it could be viewed as any vexatious behavior towards other employees that is repeated, unfriendly, and unwelcome. This includes verbal and non-verbal communication, as well as physical actions that are directed towards an employee that are considered to disregard their dignity, integrity, and whose results harm the working environment. Poor treatment also includes unfair and irrational treatment of employees by fellows. This is a common challenge in many places of work, where new employees feel that they are treated poorly, or that they are not treated as well as the older employees.
One of the main implications of poor treatment of employees is isolation. When an employee feel that they are not treated fairly, especially if they are in a new environment, they develop fear and feel inadequate. Employees who have witnessed poor treatment are often not ready to speak out, something that develops internal disapproval. The employees who treat the new ones poorly often are aware of their actions, but have an intention of making the new employees feel less important or under their authority. Ultimately, the new employees develop a negative attitude towards the workplace; thus, they isolate themselves from others (Makaroff, Storch, Pauly, & Newton, 2014).
When an employee is poorly treated, they develop thoughts of imminent doom. For instance, they could feel that they would not have the support of their fellow employees if they are faced with a major problem at the workplace. This could lead to psychological or occupational impairments, where one is either not ready or not in a position to perform. Most of them also opt not to turn up for work, fearing that they could be treated in a bad manner by their peers. If they turn up, they are often not comfortable working, especially if they work close to those who treat them poorly.
Employees who are subjected to poor treatment often show symptoms such as nausea, headaches, losing weight, lack of proper sleep, anxiety, depression, losing libido, doubting their selves, irritability, alcoholism as well as post traumatic syndrome. All these are illnesses related to stress, considering that poor treatment could increase the stress levels in an employee. Among the post traumatic syndrome characteristics that employees who are treated poorly face include; feeling anxious, being over-vigilance, avoiding events that are traumatizing, being hyper aroused, and having consistent flashbacks. It is estimated that at least a third of new employees who are absent from the workplace citing illnesses that are related to stress could have been treated poorly at the workplace (Makaroff, Storch, Pauly, & Newton, 2014).
Suicide is the ultimate consequence of poor treatment at the workplace and is common in instances where the defective conduct the employee is intense, like torture and harassment. Employees who are badly treated feel unwanted; develop low self-esteem, which reach a level where they feel that taking their lives would save them the trouble. Most of the new employees in the medical sector join employment with a lot of passion, enthusiasm as well as commitment, but when faced with severe mistreatment they are depressed and lose purpose in life (Education and Employment, 2012).
Role of the Leader
Leaders have an indispensable role to play, in making sure that poor treatment of employees at the workplaces is replaced with recognition, fair treatment, and respect. Besides, they should make sure that the perpetrators of poor treatment are helped, to make sure that a safe and productive working environment is created. This could be done by educating employees, coming up with legislations and celebrating positive employees.
The initial step in education is to instill knowledge on what new employees need to do when they are faced with poor treatment. They should be informed on what to do to the perpetrators, as well as the steps to take afterward. Other employees should also be educated, on what they should do in the event they notice that a colleague is being mistreated. One of the common mistakes that victims do to perpetrators is attempting to reason with them. However, being nice to them also boosts their self-esteem, as well as their superior attitudes (Quality of Life, 2012). New employees who are mistreated should always keep records and inform the friendly employees of these instances so that they could have sufficient evidence when required. Other aspects that need to be taught to employees includes; the meaning of poor treatment, legal and moral obligations, how to assess poor treatment, policies against mistreatment, and channels for reporting and making investigations (Populations, Community, and Service Systems, 2012).
The nursing leader should initiate a legislation making process, where laws and policies are developed to counter this moral challenge. The policies that are developed should give an opportunity to the employees to take responsibility for fair treatment of their colleagues. Such policies should create a working environment that encourages fair treatment of all employees while facilitating dignity and respect (Empowerment, Rights, and Ethics, 2012).
Lastly, as a nursing leader, I need to embrace positive environments, those that allow for fair treatment of employees and discourage poor treatment (Cognition, Communication, Social Impairment, 2012). Creating awareness on how to treat others in a fair manner, and allowing them to positively express themselves at the workplace should be one of my priorities, towards reducing this moral challenge.
Impact of my Leadership Style
Being a guardian, my leadership style would facilitate initiatives to eradicate the moral challenge of poor treatment. One of the main attributes of Guardians is their strict adherence to law and order and is the aspect that would facilitate activities to counter this challenge. Also, the adherence to respect for authority, as well as the fundamental sense of differentiating right from wrong, would be key attributes to counter the menace. With such attributes, I would be in a position to inspire change in the organization, and make sure that all employees realize that it is wrong to treat others poorly and to take the required legal strategies to stop this.