LDR4400- Discussion 7
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Galen College of Nursing *
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Course
4400
Subject
Health Science
Date
Feb 20, 2024
Type
docx
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2
Uploaded by Kareberry218
Sometimes an employee can be excellent at what they do yet be a loose cannon.
Provide a healthcare example when you have witnessed or received a report of this occurrence.
Describe how you would utilize the leadership traits from
Creating Magic
to address the situation.
Cockerell (2008) discusses a situation where he had a chef who was terrific at his job but caused issues with staff and patrons due to his aggressive and demeaning nature, eventually leading to a decline in business. Ultimately, they decided to terminate the chef. I completely agree with that decision. The workplace has no room for negativity and disrespect, whether in restaurants or hospitals. That kind of employee causes a rift in the organizational culture.
We have a similar situation at my current place of employment. A unit secretary on our unit has the worst attitude I have worked with in 20 years. She is constantly having an attitude with co-workers, fire rescue, doctors, and patients. The problem is that she has been in our unit for so long that she is very close friends with some higher-up people. Not only is she rude and very aggressive, but she also is not very good at her job. In the Charge nurse position, we rely heavily on our unit secretaries to answer the phones and direct the calls, register the patients coming in from rescue, and answer call lights. When all those duties are handled, it allows the charge nurse to focus on the flow of the emergency department and ensure that patients receive high-quality, patient-centered care. When this unit secretary is working, she doesn’t answer calls or call lights because she is generally on the other line on a personal phone call. I have witnessed her sit on a personal call at the desk for over 40 minutes. For most of the shift, she is nowhere to be found and is not at her desk handling her job responsibilities. This forces the charge nurse to sit at the desk and handle her job responsibilities.
Unfortunately, this is still an ongoing issue within our unit. As a leader, I have tried discussing this issue with the unit secretary, only to be met with disrespect and aggression. After speaking with upper management, I was told to document and notify whenever a situation occurs with the employee. In our corporation, there has to be a significant amount of documentation to terminate an employee. I have utilized multiple of Cockerell’s (2008) strategies to handle this situation. First, Cockerell (2008) suggests that as a leader, you should never tolerate bad performance from an employee. Secondly, Cockerell (2008) indicates that you should coach employees on the spot, verbalizing ways to improve their performance. I have never tolerated this employee's bad
performance. I have always tried to talk to her in real-time when I see something that needs improvement. It has never been received well, but it is
always attempted. Many co-workers have said, “That’s just how she is.” I do not accept that as an appropriate answer. If a person is hired to do a job, they should perform all that role's responsibilities.
Reference
Cockerell, L. (2008).
Creating magic: 10 common sense leadership strategies from a life at Disney.
New York, NY: Doubleday Publishing Group/Random House, Inc.
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