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
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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 …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 …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