The culture of an organization is made up of the values and beliefs that are shared by the members of the organization (Huber, 2010, p. 56). Values are an integral part of the culture. They are concepts or beliefs that regulate or guide behaviors or events. Core values are those values that overtake most other values in the organization’s value system. They support the organization’s mission as well as the vision. Core values guide organizational decision-making and do not change. Additionally, they are what effectively motivate employees in their job (Van Rekom, Van Riel, & Wierenga, 2006). This presentation will examine the values of an organization, and the values of a nurse leader. It will explore opportunities for the nurse leader to align her values with the organizational values and effectively manage her team. Lastly, it will look at an example from the author’s past where she was able to utilize her core values, which lined up with the organization’s values, to deal with conflict. Communication techniques that help overcome workplace challenges, encourage collaboration, and promote problem solving will be addressed throughout the PowerPoint. Core values can be found within each and every employee.
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Like organizational values, they are guiding principals in people’s lives. They drive behavior, including behavior in the workplace. It is a leaders responsibility to bridge the value of the individual with the organizational values. The leader should aim for the development and maintenance of shared values (Huber, 2010, p. 67). The interaction of personal and organizational vision values is important to organizational commitment (Abbott, White, & Charles, 2005). An employee’s commitment to an organization is closely tied to the organizational climate. The climate is defined as the way one perceives the environment. It is how the nurses “feel about the practices, procedures, and rewards” (Huber, 2010, p. 56) and is closely tied to job satisfaction and patient mortality. An organization with caring values is reflected in the way they treat their staff (Huber, 2010). Compassion is a value that connects the human spirit to the human condition (Frost, 1999). It is the quality that leaders need in order to empathize with the employees and build a culture in which everyone aligns themselves with the values of the organization (Allio, 2005). In this slide, Crissie compassionately explains that no matter what happens that day, she will be there with the team. Crissie believes in the team and does everything she can to bring out the best in her staff. She is a servant leader. She builds trust by selflessly serving others first. Servant leaders encourage others through building self-confidence, providing information, inspiring trust, and serving as a role model (Liden, Wayne, Zhao, & Henderson, 2008). As Crissie triages this challenging patient, she is modeling the core value respect. Modeling good behavior is essential to leadership. The leader’s behavior has an impact on the “team’s attitude and behavior, and character of work life” (Huber, 2010, p. 4). Leaders that model behavioral integrity will instill that value in their followers. Furthermore, leaders who appreciate and recognize individual contributions, and formally celebrate accomplishments, are demonstrating leadership excellence (Huber, 2010, p. 8). As Crissie recognizes the integrity in her coworker, she commends her behavior. This reinforcement, positive feedback, and encouragement are leadership strategies that help promote organizational values. Spirituality, as an organizational core value, speaks of the organization’s philosophy. This is important as one explores their own philosophy and how it aligns with the organization. An …show more content…
In this slide, Crissie listens to the frustration one of her coworkers when her teammate cannot be found. Although she is being yelled at, she maintains an even temperament, knowing that self-awareness is critical to being a good leader. Self-awareness is one of the four components of emotional intelligence. Reflecting things over and not reacting impulsively and having a deep understanding of one’s strengths, values, and motives are traits associated with self-awareness (Goleman, Boyatzis, & McKee, 2002).
Social-awareness is another crucial component of emotional intelligence and leadership. It is the awareness of how others feel, being empathetic, being approachable, listening and responding appropriately (Goleman et al., 2002). Crissie recognizes Tim’s enthusiasm and does not want to squelch it. She remembers being a new ER nurse and remembers the excitement of critical patients. However, the needs of the team he was assigned to are the priority, and she gently suggests that Tim return to his
Like organizational values, they are guiding principals in people’s lives. They drive behavior, including behavior in the workplace. It is a leaders responsibility to bridge the value of the individual with the organizational values. The leader should aim for the development and maintenance of shared values (Huber, 2010, p. 67). The interaction of personal and organizational vision values is important to organizational commitment (Abbott, White, & Charles, 2005). An employee’s commitment to an organization is closely tied to the organizational climate. The climate is defined as the way one perceives the environment. It is how the nurses “feel about the practices, procedures, and rewards” (Huber, 2010, p. 56) and is closely tied to job satisfaction and patient mortality. An organization with caring values is reflected in the way they treat their staff (Huber, 2010). Compassion is a value that connects the human spirit to the human condition (Frost, 1999). It is the quality that leaders need in order to empathize with the employees and build a culture in which everyone aligns themselves with the values of the organization (Allio, 2005). In this slide, Crissie compassionately explains that no matter what happens that day, she will be there with the team. Crissie believes in the team and does everything she can to bring out the best in her staff. She is a servant leader. She builds trust by selflessly serving others first. Servant leaders encourage others through building self-confidence, providing information, inspiring trust, and serving as a role model (Liden, Wayne, Zhao, & Henderson, 2008). As Crissie triages this challenging patient, she is modeling the core value respect. Modeling good behavior is essential to leadership. The leader’s behavior has an impact on the “team’s attitude and behavior, and character of work life” (Huber, 2010, p. 4). Leaders that model behavioral integrity will instill that value in their followers. Furthermore, leaders who appreciate and recognize individual contributions, and formally celebrate accomplishments, are demonstrating leadership excellence (Huber, 2010, p. 8). As Crissie recognizes the integrity in her coworker, she commends her behavior. This reinforcement, positive feedback, and encouragement are leadership strategies that help promote organizational values. Spirituality, as an organizational core value, speaks of the organization’s philosophy. This is important as one explores their own philosophy and how it aligns with the organization. An …show more content…
In this slide, Crissie listens to the frustration one of her coworkers when her teammate cannot be found. Although she is being yelled at, she maintains an even temperament, knowing that self-awareness is critical to being a good leader. Self-awareness is one of the four components of emotional intelligence. Reflecting things over and not reacting impulsively and having a deep understanding of one’s strengths, values, and motives are traits associated with self-awareness (Goleman, Boyatzis, & McKee, 2002).
Social-awareness is another crucial component of emotional intelligence and leadership. It is the awareness of how others feel, being empathetic, being approachable, listening and responding appropriately (Goleman et al., 2002). Crissie recognizes Tim’s enthusiasm and does not want to squelch it. She remembers being a new ER nurse and remembers the excitement of critical patients. However, the needs of the team he was assigned to are the priority, and she gently suggests that Tim return to his