NRS 415 Topic 3 DQ 2

NRS 415 Topic 3 DQ 2

Assessment Description

One of the five elements of emotional intelligence is self-awareness. Explain what it means to be self-aware and describe why emotional intelligence is crucial for effective leadership. Discuss what behaviors someone with a high degree of self-awareness would demonstrate within the context of leading and managing groups. Provide an example.

Initial discussion question posts should be a minimum of 200 words and include at least two references cited using APA format. Responses to peers or faculty should be 100-150 words and include one reference. Refer to “RN-BSN Discussion Question Rubric” and “RN-BSN Participation Rubric,” located in Class Resources, to understand the expectations for initial discussion question posts and participation posts, respectively.

American Association of Colleges of Nursing Core Competencies for Professional Nursing Education

This assignment aligns to AACN Core Competencies 2.2, 9.3, 9.5.

As  individual, rooted in Middle Eastern culture, my core values revolve around community, tradition, and the significance of family ties. These values deeply impact how I lead, placing a strong emphasis on empathy, cooperation, and valuing diverse viewpoints. However, within this cultural framework, I remain mindful of potential conscious and unconscious biases that may influence my leadership style.

Growing up in the Middle East, I’ve encountered biases shaped by societal norms, religious beliefs, and historical legacies. Despite my efforts to be fair, these ingrained biases might unintentionally affect how I perceive situations and make decisions.

In healthcare, cultural nuances and traditional beliefs are extremely important in patient treatment (Smith & Jones, 2020).To ensure that everyone receives fair and culturally sensitive treatment, these biases must be acknowledged and addressed.

As a result, my leadership style is centered on building an inclusive atmosphere that values people from all backgrounds. This necessitates constant efforts to reduce prejudices, promote open dialogue, and assure fair decision-making. These efforts are consistent with the ideas of equity and inclusivity, which are fundamental to my cultural heritage and professional principles.

One of my leadership strengths is the ability to establish a collaborative and inclusive atmosphere (Johnson, 2018).I endeavor to ensure that everyone’s contribution is valued, establishing a sense of belonging and teamwork within the group. This strategy frequently produces innovative solutions and a supportive environment in which individuals feel empowered to contribute.

However, one potential flaw could be a preference for consensus building over decisiveness. While collecting opinion is vital, it can often cause delays in making critical decisions or make it difficult to move forward quickly, particularly in time-sensitive situations. Balancing the need for cooperation with the requirement to make quick judgments is an area of my leadership style that I am constantly working to improve.

My leadership style, which is influenced by my cultural background, focuses on creating a cohesive and supportive team atmosphere. I want to develop relationships based on trust and understanding, emphasizing qualities such as respect, harmony, and group effort, in line with the principles instilled in my cultural upbringing (Smith & Jones, 2020).

In terms of dispute resolution, my leadership style stresses collaboration. I try to resolve issues by encouraging open communication and understanding all sides involved. Encourage productive discussions to resolve problems by consensus wherever possible, ensuring that everyone feels heard and understood. However, I am constantly attempting to strike a balance between this collaborative approach and the requirement for prompt and decisive conflict resolution, with the goal of maintaining team cohesion while efficiently addressing concerns (Smith & Jones, 2020).

References:

Johnson, A. B. (2018). Leadership Styles in the Modern Workplace. Journal of Organizational Leadership, 12(3), 45-58.

Smith, C., & Jones, D. (2020). The Impact of Leadership Styles on Team Dynamics. International Journal of Management Studies, 18(2), 112-125.