Ethical Leadership In Nursing

Management or leaders will need to demonstrate a priority on ethics, thoroughly communicate the expectations on ethical practice, have ethical decision making. And support the local ethical programs. Having a manager or leader that has accountability with ethical consideration has a balance of holding one true to its values and having ethical considerations on the different cultural backgrounds. This is a critical and key factor to a successful health care organization. Knowing, and understanding as a manager and influencing employees to follow standards that when something is misunderstood or unknown, owning up to its behavior on the situation can be corrected and guided to what is expected from the leader or manager and down to the employees.

Moreover, it might require a constant responsibility to, and reflection upon individual qualities and moral practices that impact ethical choice making. Moral courage must be produced and fortified through general application. It is noted that healthcare experts need to perceive their obligation to address unethical practices in the work environment. At the point when attendants are guided in creating moral courage, they come to learn and grab hold of new practices, for example, making a move when unethical practices are observed.

 The development of a code of ethics should be an inclusive and consultative dialogue/ process between all key stakeholders (i.e. leadership team, clients, suppliers, communities and employees) to determine how each interprets ethics and morality in order to find the closest applicable understanding that can be agreed on by most and understood by all concerned parties.  Leadership alignment and agreement to remain consistent and credible role models of the type of ethical behaviour the organisation expects from all stakeholders. To understand the impact of leadership on the overall effectives of ethics training in an organisation, Smit, P.J., Cronje G.J., Brevis, T. and Vrba, M.J. (2011) argue that: The first and most important requirement for fostering a culture of good ethics in an organisation is leading by example…the chief executive officer and senior managers need to be openly and strongly committed to ethical conduct and should provide constant leadership in reinforcing ethical values in the organisation. They should communicate this commitment as often as possible in speeches, directives, and organisational publications. It is essential that their actions should set the example for ethical standards in their

Ethics is the sole base of distinguishing between right and wrong; however, right and wrong are controversial issues that usually are determinate through other words like good and bad. It is clearly evident that the context within a sentence can determine the actions done were good or bad. For example, Chaloner stated, “It was so good of you to bake me a cake”, but there is a possibility that the ingredients in the cake were bad so the context indicated good but in reality is was not a good deed. Laws are usually based on good ethics; therefore, it is sometimes easier to make decisions because certain laws require certain actions to be completed. Although problems arise when ethics and the law are controversial, there is usually an ethical

Thus make being an ethical leader slightly harder than a normal ethical person. So, we must take a deep interest in this topic. Having to know the traits that describe ethical or unethical leadership will make us more careful in acting as a leader, or choosing someone as a leader. Of course we don’t want an unethical leadership or being an unethical leadership. Because the effects or consequences is not only on us, but to others, especially those who work under the

Leaders set the example and represent the entire organization. When you have an ethical leader, it is more likely that you will have a much more productive and collaborative body of workers. Also, ethical leaders create ethical cultures that influence followers to behave more ethically and to refrain from behaving unethically (Schaubroeck et al., 2012). Therefore, core values of an organization must always be exemplified by ethical leaders. Two key principles of ethical leadership include integrity and respect.

Ethical leadership is related to employee job satisfaction by impacting a positive influence on employee performance (Resick et al., 2011). The ethical leadership also found to increase the intrinsic motivation and job responses (Piccolo, et al., 2010). The willingness of the employee to report any concern and problem also depends on the organization culture and leadership behavior (Brown et al., 2005). It is also studied that a leader with strong ethical traits can affect positively to task significance and autonomy of the employee job (Ruiz, Ruiz & Martinez, 2011). According to them, the followers have willingly perceived the good traits of their leaders and thus good moral, values are practiced in an organization that can shape the overall

The virtue ethics perspective focuses on moral character (Stephany, 2012) and affirms that good people will make good choices (Pollard, 2014). It is less focused on what an individual does and more on their way of being (Stephany, 2012). Virtues are character traits, such as “honesty, courage, compassion, generosity, fidelity, integrity, fairness, and self-control” that guarantee ethical outcomes (Pollard, 2014, p. 116). Correspondingly, nurses are considered a moral agent—an individual with the power to do the right thing (Pollard, 2014). Nurses are strong patient advocates exemplifying the virtue ethics perspective. Nurses demonstrate fidelity by being loyal and following through with promises made to patients (Stephany, 2012). Providing

To get the effectiveness of in attaining its goals with regard of ethics in workplace, McMahone (2012) emphasizes the need to have an evaluation techniques for level of effectiveness. Wright (2013) highlights that it is necessary to have leaders to act as roles models to guide their followers. But that is easier to be said than done it might be a real challenge in reality. It is needed to give leaders tools and techniques to guide with the complex challenge of ethics. Therefore, it is not for just taking courses about ethics, it requires continuum learning and development to reinforce skills and

Whilst, a manager devotes to control and manage the human and material resources by applying leadership skills to accomplish the organizational goals. Hence, understanding the existing works of literature; a nurse leader and a manager work in coordination toward a common goal although, their position within the health care hierarchy is different. According to AANAC (2014) there are five major leadership styles namely, democratic, autocratic, transformational, servant and lassies-fair leadership. No leadership style can be said the best suit to be employed because it depends on the circumstances and the nature of the organization (Burn 2003). However, the author argues that an ideal style that a nurse leader can use is the transformational leadership style which is characterized by building the inter-professional relationship, motivating and encouraging the staff in decision making, being confidence in action and sharing the visions and missions (AANAC

Amidst a whirlwind of change, nurses continue their roles as competent, honorable professionals. A relatively new issue, cultural integrity, correlates with the Code regarding “treatment of the human response.” The American Nurses Association’s “Code of Ethics for Nurses with Interpretive Statements”, also called the Code, highlights nurses’ consensus on professional principles. Nursing ethics guide how practitioners treat their patients and peers. Sensitivity to individual societal, familial and cultural background plays an important role in organizational integrity. By observing the following six practices, nursing professionals make life choices that promote individual and societal wellbeing.

INTRODUCTION: The quality of care in Singapore have certainly improved significantly and is widely known to be safe and efficient. The quality of care is essentially derived from the satisfaction and experience of the clients with the hospital and its staff, mainly doctors and nurses (M.K Lim, 2004).

The ethical theories and principles are implemented with patients, family members, peers, colleagues and health care providers in various clinical settings. More so, the nurses face moral stress involving two ethical principles that compete in the same situation. An example is the respect of patient autonomy and provision of health care that is in the best interest of the patient.

Background The ability to recognize, understand and treat symptoms related to illnesses, along with crafting the right questions in order to promote optimal care is considered a fine art in the field of healthcare. However, sensitive and time-critical conditions can pose questions that could challenge the status quo in relation to healthcare policy and decision making. Challenging circumstances often call for drastic measures that make difficult to decide right vs wrong. An ethical dilemma defines this decision-making process.

Many times nurses are faced with dilemmas at work. Whether due to culture or a difference of values, patients need to be treated individually, and with respect. This paper will discuss an ethical dilemma I faced during my nursing practice. Furthermore how the family perceived the dilemma, conflicting values and beliefs held by me and the family, and the data that was missing. Lastly the definition of culturally congruent care.