Assignment Using Leadership to Improve Ethical Performance.docx

Assignment 3: Using Leadership to Improve Ethical Performance
Assignment 3: Using Leadership to Improve Ethical PerformanceORDER HERE FOR
ORIGINAL, PLAGIARISM-FREE PAPERS ON Assignment 3: Using Leadership to Improve
Ethical PerformanceInstructors, training on how to grade is within the Instructor
Center.Create five to seven (5-7) questions to ask your chosen leader to determine his / her
views of motivation, ethical leadership and performance. Then, conduct the interview based
on your selected questions.How would you define leadership?As a leader, what do you do
when people on your team aren’t pulling their weight?What is one of the greatest
leadership challenges you have ever faced? What did you do? What was the result?How
would you describe your communication style?Describe a situation in which effective
interpersonal communication skills contributed to your success.Describe your personal
actions by which you convey to your staff that ethics/ethical behavior is a high priority with
you and that you also expect it to be a high priority with your staff.Related to the previous
question, describe how your personal actions (demonstrating ethics is a priority) have
impacted your staff and/or colleagues.Describe a situation where you recognized a need to
communicate clear expectations for ethical practice. How did you recognize that
expectations had to be clarified? What did you do or say to clarify the expectations?Analyze
the leadership, motivation, and ethical values of the leader interviewed and assess its
impact in the ethical performance of the organization.Use at least two (2) quality academic
resources you have located using the Strayer Library resources / data bases in this
assignment. Note: Wikipedia does not qualify as an academic resource, and neither do web-
based blogs.Format your assignment according to the following formatting
requirements:Typed, double spaced, using Times New Roman font (size 12), with one-inch
margins on all sides.Include a cover page containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the date. The cover page is not
included in the required page length.Include a reference page. Citations and references
must follow APA format. The reference page is not included in the required page
length.Assignment 3: Using Leadership to Improve Ethical PerformanceDue Week 9 and
worth points 300At this point, you should have identified the leader you would like to
interview. You should also have already contacted him / her and have scheduled an
interview time / date. If not, do it as soon as possible. The intention of this assignment is to
describe leadership skills, ethics, and communication which impact motivation and improve
ethical performance. Assignment 3: Using Leadership to Improve Ethical PerformanceWrite
a three to four (3-4) page paper in which you:HINT: The following are some examples of

questions. Feel free to select them from here. However, we urge you to revise your
Assignment 2 for some ideas of what you would like to know from an experienced
leader.HINT: You should summarize the answers that you gathered in your interview.
Thereafter, you should compare and contrast his / her point of view about leadership with
your own perception of it. Assignment 3: Using Leadership to Improve Ethical
PerformanceThe specific course learning outcomes associated with this assignment
are:Click here to view the grading rubric for this assignment.By submitting this paper, you
agree: (1) that you are submitting your paper to be used and stored as part of the
SafeAssign™ services in accordance with the Blackboard Privacy Policy; (2) that your
institution may use your paper in accordance with your institution’s policies; and (3) that
your use of SafeAssign will be without recourse against Blackboard Inc. and its
affiliates.Assignment 3: Using Leadership to Improve Ethical
Performanceattachment_1attachment_2attachment_3attachment_4Unformatted
Attachment Preview1. Instructors, training on how to grade is within the Instructor Center.
Assignment 3: Using Leadership to Improve Ethical Performance Due Week 9 and worth
points 300 At this point, you should have identified the leader you would like to interview.
You should also have already contacted him / her and have scheduled an interview time /
date. If not, do it as soon as possible. The intention of this assignment is to describe
leadership skills, ethics, and communication which impact motivation and improve ethical
performance. Write a three to four (3-4) page paper in which you: 1. Create five to seven (5-
7) questions to ask your chosen leader to determine his / her views of motivation, ethical
leadership and performance. Then, conduct the interview based on your selected questions.
HINT: The following are some examples of questions. Feel free to select them from here.
However, we urge you to revise your Assignment 2 for some ideas of what you would like to
know from an experienced leader. 2. a. How would you define leadership? b. As a leader,
what do you do when people on your team aren’t pulling their weight? c. What is one of the
greatest leadership challenges you have ever faced? What did you do? What was the result?
d. How would you describe your communication style? e. Describe a situation in which
effective interpersonal communication skills contributed to your success. f. Describe your
personal actions by which you convey to your staff that ethics/ethical behavior is a high
priority with you and that you also expect it to be a high priority with your staff. g. Related
to the previous question, describe how your personal actions (demonstrating ethics is a
priority) have impacted your staff and/or colleagues. h. Describe a situation where you
recognized a need to communicate clear expectations for ethical practice. How did you
recognize that expectations had to be clarified? What did you do or say to clarify the
expectations? 2. Analyze the leadership, motivation, and ethical values of the leader
interviewed and assess its impact in the ethical performance of the organization.
Assignment 3: Using Leadership to Improve Ethical PerformanceHINT: You should
summarize the answers that you gathered in your interview. Thereafter, you should
compare and contrast his / her point of view about leadership with your own perception of
it. 3. Use at least two (2) quality academic resources you have located using the Strayer
Library resources / data bases in this assignment. Note: Wikipedia does not qualify as an
academic resource, and neither do web-based blogs. 4. Format your assignment according

to the following formatting requirements: a. Typed, double spaced, using Times New Roman
font (size 12), with one-inch margins on all sides. b. Include a cover page containing the title
of the assignment, the student’s name, the professor’s name, the course title, and the date.
The cover page is not included in the required page length. c. Include a reference page.
Citations and references must follow APA format. The reference page is not included in the
required page length. The specific course learning outcomes associated with this
assignment are: • • • • • Explain the variety of motivational theories and job design
considerations. Explain the variety of leadership theories and roles. Evaluate ways
organizational culture can be managed and promote ethics in an organization. Use
technology and information resources to research issues in leadership and organizational
behavior. Write clearly and concisely about leadership and organizational behavior using
proper writing mechanics. Click here to view the grading rubric for this assignment. 2. By
submitting this paper, you agree: (1) that you are submitting your paper to be used and
stored as part of the SafeAssign™ services in accordance with the Blackboard Privacy Policy;
(2) that your institution may use your paper in accordance with your institution’s policies;
and (3) that your use of SafeAssign will be without recourse against Blackboard Inc. and its
affiliates. Sandra Amores is a Registered nurse for Kaiser Hospital in Orange County,
California. She began her career in health care by working in the laboratory of a small
community hospital in Twin Falls, Idaho, when she was only 18 years old. Since that time,
she has logged nearly twenty-five years of experience in various areas of patient care (X-ray
technician, lab technician, medical assistant, critical care nurse, and labor and delivery
nurse). In addition to her extensive clinical experience, Sandra also has an outstanding
academic background that includes two bachelor’s degrees (a BS in psychology and a
Bachelor’s of Science in nursing) and a Master of Science in Nursing from the University of
Southern Florida. For many years, Sandra observed how many healthcare professionals
often overlook patients’ spirituality and the role it may play in their health care. In order to
feel better prepared to address these needs in her work with patients, Sandra accomplished
a second Master’s degree in Spiritual and Pastoral Care at the California Baptist University.
Running head: MOTIVATION AND PERFORMANCE IMPROVEMENT Using Motivation to
Improve Performance Liliana Pinzon Strayer University Dr. Derrick Ross February 11, 2017
MOTIVATION AND PERFORMANCE IMPROVEMENT Outline: Improving the Involvement of
Employees 1. Good Reward program: Give both monetary and not – monetary incentives I.
Recognize employee of the month or year II. Pay them their salaries and wages on time III.
Give gifts to those that meet their targets 2. Give them time to socialize occasionally so they
build on their teamwork I. II. Employee Appreciation Day/Prize giving day Team building
III. Ice cream social day / Dinner IV. Annual General Meeting 3. Foster a work-life balance
that is efficient I. II. Make use of technology for communication Give them a flexible work
schedule III. Offer services like day care for parents IV. Quality and not quantity work time
4. Make available professional and personal development opportunities I. II. Offer cross
training services Sharing of jobs III. Pay for conferences that relate to the function of the job
IV. Employ a bonus plan to reward the employees V. Pay for their further studies to advance
their skills on the job 2 MOTIVATION AND PERFORMANCE IMPROVEMENT 3 Good Reward
Program A good recognition and reward program is imperative if any organization is to

succeed in terms of achieving their human resource goals and objectives efficiently and
effectively (Armstrong & Taylor, 2014). Combining these monetary rewards with other
reward strategies like appreciation and commendation of the performance and
achievements of employees (nonfinancial recognition) have proven to work better than
monetary rewards alone. Some of the ways in which employees can be appreciated as
mentioned in the outline are paying them their salaries and wages in good time,
occasionally recognizing the employees that work hard during the year or a certain period,
and lastly gifting all the employees that work hard to meet their targets (Armstrong &
Taylor, 2014). Assignment 3: Using Leadership to Improve Ethical PerformanceIn a study
by Roberts, (2005) on the relationship between rewards, recognition, and motivation at an
insurance company in the Western Cape, it was established that there is a significant
difference between these variables. This means that reward, recognition, and motivation of
employees are highly related and a change in one of these variables has a significant effect
on the other variables. All these leads to a higher rate of employee satisfaction and
consequently involvement. In another study by Nelson (1995) of the potential incentives
that organizations can apply to their reward and recognition systems, it was established
that the top five potential incentives that were ranked by employees in terms of which one
motivated them the most were those that came from their bosses. These incentives were
those that did not require any money at all. Some of the incentive types categorized in this
study were being recognized publicly by the boss for exceptional performance, holding
meetings by senior management to celebrate employees’ good MOTIVATION AND
PERFORMANCE IMPROVEMENT 4 performance, congratulating those employees that do a
good job among other non-financial rewards. The two studies above clearly indicate that
employees need more than monetary rewards to get and remain motivated. Management
should work on training their managers in the best way possible so that they embrace a
culture of always commending the employees for work well done as this goes a long way in
ensuring that the employees are retained. A lower employee turnover rate is a good
measure of the motivation of the employees. By so doing, the intrinsic motivation of the
employees will be triggered in such a way to positively impact their attitude towards their
jobs. The results of this program will be seen in the performance of the organization as a
whole (Armstrong & Taylor, 2014). Professional and Personal Development Opportunities
This is the second aspect of employee motivation that organizations should embrace to
increase their employee involvement. As earlier established by previous studies, it is
guaranteed that organizations will be headed for a more cohesive work environment that
will boost the performance of individual employees if management is to focus on the
development of their employees both personally and professionally (Armstrong & Taylor,
2014). Some of the opportunities include taking the employees on workshops and
conferences that will ensure that their job skills are not only advanced but also sharpened
to fit the dynamic workplace. If they feel that their career growth is a concern to the
management, they are most likely motivated and end up sticking to the organization for
long. Another aspect of ensuring employee development is cross training and job sharing
(Armstrong & Taylor, 2014). These practices make the employees acquire multiple skills to
better understand the workplace MOTIVATION AND PERFORMANCE IMPROVEMENT 5

functions and there can also be continuity in case of emergencies. This makes the employees
feel multifaceted and therefore valuable to the organization. Intrinsically, they are
motivated to work harder and even better to make the organization perform better
(Armstrong & Taylor, 2014). Lastly, management should ensure that all the efforts that are
put in the organization are recognized and rewarded. This is by giving bonuses to those that
perform well beyond their targets. This challenges even the other employees to work
harder in order to get the bonuses. To make these bonuses effective, they have to be
immediate (Armstrong & Taylor, 2014). Most organizations do not realize the effects of
delayed gratification as it does not have the same effect as that which is done on the spot.
Fostering an efficient Work-Life Balance A work schedule that is flexible should be
instituted so that employees are allowed to work during hours that best suit their family
situation and lifestyle. This can be done by management realizing the importance of quality
and not quantity. An employee may be in the office for 6 hours and do nothing. Options for
flexible working should be offered such as flex time. Employee motivation can be improved
because individuals are able to work during the times they are most effective (Armstrong &
Taylor, 2014). It does not necessarily have to be 9 to 5. Another aspect of flexibility is
making use of telecommunications. Employees could be allowed to work from anywhere
they are in case of any deadlines they have to meet (Armstrong & Taylor, 2014). Using the
latest technology plays an important role in ensuring flexibility in the workplace which
consequently boosts the motivation of employees to work. Since most of the employees are
parents, those with little children could be provided services like day care. It is sometimes
cumbersome to handle a small child while at the same MOTIVATION AND PERFORMANCE
IMPROVEMENT 6 time trying to get to work and meet a deadline. If management of an
organization could identify this gap and fill it by starting a daycare specifically to serve the
children of employees, it acts as a relief to the employees and so they are in a better position
to work without many interruptions. This is also a motivating factor as it gives the
employees peace of mind so they give their best to the organization Assignment 3: Using
Leadership to Improve Ethical Performance(Armstrong & Taylor, 2014). In summary,
employee motivation is all about how effective the leadership or management of an
organization is. Management has to realize that employees are human beings with needs
and should, therefore, be treated as such for the goals and objectives of the organization to
be attained. Employees will feel valued and appreciated in the workplace, a factor that will
directly translate to their performance in their various capacities. It is common knowledge
that a reward and recognition program is an imperative tool for motivating and
consequently retaining the employees. It is used by most organizations that have reported a
very low employee turnover rate over the years. MOTIVATION AND PERFORMANCE
IMPROVEMENT 7 References Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of
human resource management practice. Kogan Page Publishers. Nelson, B. (1995).
Motivating employees with informal awards. Strategic Finance, 77(5), 30. Roberts, R. L.
(2005). The relationship between rewards, recognition, and motivation at an Insurance
Company in the Western Cape (Doctoral dissertation, University of the Western Cape). a.
How would you define leadership? My leadership style is democratic as I believe the leader
sharing the decision-making abilities of my team members. I believe this promotes great

equality and increased interest in completing projects and getting work done. b. As a leader,
what do you do when people on your team aren’t pulling their weight? I address the issues
with the specific person that is not pulling their weight. I want to know what’s causing the
issue, what barriers are they encountering and make a plan on how to make it better. c.
What is one of the greatest leadership challenges you have ever faced? What did you do?
What was the result? One of the greatest leadership challenges I have encountered is
unmotivated team members. I have found a committee to be and advocate for nurses and
promote nursing recognition, such as our annual celebration for nurse’s week. The result
has been positive; a little recognition goes a long way. d. How would you describe your
communication style? I like to use a personal communication style. I value emotional
language and human connection. I’m a good listener and smooth over conflicts with
democracy. e. Describe a situation in which effective interpersonal communication skills
contributed to your success. When I’m in charge of my unit and a nurse has had a difficult
assignment. Whether it is a fatal loss or really sick patient, I’ve used communication skills of
being a good attentive listener with that nurse. Many times all that nurse needs is to vent for
emotional relief and continue doing her job effectively. f. Describe your personal actions by
which you convey to your staff that ethics/ethical behavior is a high priority for you and
that you also expect it to be a high priority with your staff. I provide the best patient care for
my patients and their families every day and I’m supportive of my staff so they can do the
same. I hold my staff accountable so that the welfare of the patient has top priority. g.
Related to the previous question, describe how your personal actions (demonstrating ethics
is a priority) have impacted your staff and/or colleagues. After any obstetrical emergency
where there is potential for a dangerous outcome to occur. A debriefing is completed with
all staff involved and is led by the charge nurse. During the debriefing, every staff member
talks about what they did for the patient and I ask what could have been done better for the
patient. It’s a learning tool to make emergencies run smoother. h. Describe a situation
where you recognized a need to communicate clear expectations for ethical practice. How
did you recognize that expectations had to be clarified? What did you do or say to clarify the
expectations? I witnessed a nurse give medication to a patient at a later time than the
scheduled time. The nurse documented that the medication was given to a patient at the
correct time. Even though no harm was caused to the patient, that nurse was altering a
medical record and that breaches our nursing code of ethics. I spoke to the nurse a reviewed
the ethical issue with her. I instructed her to ask for help in passing out meds in a timely
manner and document a late administer of medication truthfully if needed. …Assignment 3:
Using Leadership to Improve Ethical Performance

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