Assignment Prompt & Instructions
**files (3)**
– ## Assign.3NursingMR.docx
– ## cf_western_medical_enterprises_questionnaire1.docx
– ## cf_Exemplar_MHA-FPX5001_Assessment_4.pdf
**## Assign.3NursingMR.docx**
Assignment 3
Imagine that over the past few months you have participated in several organizational projects and met many new people. The opportunities to collaborate and demonstrate your emerging skills as a leader prompted you to think about applying for a new position. After exploring online job postings, you prepared a resume and submitted the application to Western Medical Enterprises. A few days later you received the following e-mail:
_Dear Applicant,_
Thank you for your interest in employment at Western Medical Enterprises. We have received your application packet. The next step for all potential employees is to provide a narrative response to the questions in the attached document. Please return your completed document to me by replying to this e-mail.
Once we receive your responses, we will review them and notify you of the next steps.
Good luck!
Sincerely,
Thomas Hardy
Human Resources Recruiter
Western Medical Enterprises
Respond to the scenario by completing the
[Western Medical Enterprises Questionnaire [DOCX]](https://courseroom.capella.edu/courses/65183/files/12952164?wrap=1) [Download Western Medical Enterprises Questionnaire [DOCX]](https://courseroom.capella.edu/courses/65183/files/12952164/download?download_frd=1). Be sure to follow the prompts in the document and, when complete, submit it for this assessment.
You will use one of the resources found in the
[Assessment 4: Ethics](https://capella.alma.exlibrisgroup.com/leganto/public/01CAPELLA_INST/lists/2619011910006731?auth=SAML§ion=2619323450006731) reading list to complete Section 2 of the questionnaire.
Refer to the rubric for details on how your assessment will be evaluated.
You may use the
[Assessment 4 Example [PDF]](https://courseroom.capella.edu/courses/65183/files/12952159?wrap=1) [Download Assessment 4 Example [PDF]](https://courseroom.capella.edu/courses/65183/files/12952159/download?download_frd=1) to give you an idea of what a Proficient or higher rating on the rubric would look like.
**## cf_western_medical_enterprises_questionnaire1.docx**
**Remove or Replace: Header Is Not Doc Title**
Western Medical Enterprises
## Applicant Questionnaire
**_Directions:_** _Please provide responses to the two sections below. The expectation is that each response is from 1–2 pages in length (not including the information already present in this document, which is approximately 1 page). You are expected to support your assertions, ideas, or opinions with at least two scholarly or professional resources where appropriate using current APA style and formatting._
**Section 1: Leadership and Collaboration Experience**
Briefly describe an instance where you were required to lead and motivate a team of professionals to collaborate. It does not need to be in a health care setting. If you have not led a team of professionals before, use a different example.
Next, analyze your approach to the challenge using specific examples. It is not important whether or not your efforts were successful. What is important is the approach you take to appraising your leadership and collaboration decisions and actions. Do the following:
1. Analyze your leadership of the project. Consider the following:
a. What was the purpose or shared vision of the team?
b. The effectiveness of your leadership approach and style. Did you get “buy in” from stakeholders?
c. Decision-making processes and outcomes. What were your good decisions? What would you have done differently?
d. How did you communicate your vision, values, decisions, information, et cetera?
2. Analyze your approach to fostering collaboration and motivation among stakeholders. Consider:
a. How well you facilitated member or participant collaboration and engagement with one another. Did participants communicate effectively?
b. Actions you took to motivate people to realize your vision or tactics. Did the team or participants feel motivated and energized by you? Why or why not?
**[Enter your response for Section 1 here.]**
**Section 2: Ethics Experience**
Briefly describe an ethical dilemma that demonstrates your application of ethical principles in the health care setting. Next, analyze your response or actions (even if there were none) to the event against one of the reference points below. Were your (in)actions or choices supported by the chosen framework? Be specific and include two references citing one or more of the following.
· Any workplace code of ethics (consider choosing one from a place you work or have worked).
· The Professional code of ethics for your profession.
AND one of the following:
· Levitt, D. (2014).
[Ethical decision-making in a caring environment: The four principles and LEADS.](https://journals-sagepub-com.library.capella.edu/doi/10.1016/j.hcmf.2014.03.013) Healthcare Management Forum, 27(2), 105–107.
· American College of Healthcare Executives. (n.d.).
[ACHE code of ethics.](https://www.ache.org/about-ache/our-story/our-commitments/ethics/ache-code-of-ethics) Retrieved from https://www.ache.org/about-ache/our-story/our-commitments/ethics/ache-code-of-ethics
**[Enter your response to Section 2 here.]**
**References**
1
1
## image1.emf
**## cf_Exemplar_MHA-FPX5001_Assessment_4.pdf**
1
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Self-Assessment of Leadership, Collaboration, and Ethics
Learner’s Name
Capella University
MHA-FPX5001
Foundations of Masters Studies in Healthcare Administration Learners
Instructor Name
December 1, 2022
2
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Self-Assessment of Leadership, Collaboration, and Ethics
A leader is responsible for promoting collaboration and fostering trust among team
members. Trust among team members reflects mutual confidence in each other’s experience and
expertise, thereby encouraging interdependence. Collaboration within the team helps achieve
organizational goals. The first section of this assessment will address the importance of
leadership, styles of leadership, styles of decision-making, forms of communication, and
importance of collaboration. The second section will address the relevance of ethics. The
sections will discuss collaboration and ethics in a way that represents answers to a questionnaire
provided by Western Medical Enterprises.
Section 1: Leadership and Collaboration Experience
Three years ago, I started working with ABC Laboratories Inc. as a marketing manager
for its Houston branch. ABC Laboratories Inc. is a pharmaceutical company with its
headquarters in New York City. The company has 24 branches across the United States of
America. I was leading a team of 11 members when a new project was initiated. This project
involved marketing a new drug for influenza that was introduced by the laboratory’s research
and development department. The objective of the new project was to understand the product
and the target market and create a marketing plan within 3 months. As the leader of the
marketing team, I was responsible for communicating the objective of the new project to the
team. It was important to highlight the various processes that would be followed. The team was
informed that the project would require not only collaboration within the marketing team but also
collaboration with professionals from other departments such as sales, finance, and research and
development.
3
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
To meet the objective of the new project, I decided to follow the democratic style of
leadership. My team comprised members from different age groups and ethnic backgrounds. I
wanted to involve each one of them and benefit from their experiences, creativity, and
professional expertise. The democratic style of leadership encourages team members to be more
participative and provide suggestions when required. I was responsible for ensuring that there
were no deviations and hiccups in the course of the project. Following the democratic style of
leadership created an open-door policy for communication with the team members, encouraging
the exchange of ideas and feedback (Kaleem et al., 2016). This not only motivated team
members but also helped them develop a sense of ownership towards the project because their
inputs were genuinely considered during decision-making. This, in turn, decreased absenteeism
and employee turnover and improved the team’s efficiency in meeting project objectives.
Decision-making is a major element of leadership, and I chose the analytical and the
behavioral styles of decision-making. Following the analytical style, I ensured that I collected
and analyzed all project-related data to make decisions. Although time consuming, this decision-
making style helps cover possible loopholes when considering a course of action. The behavioral
style helped me foster trust in the team as I consulted the team members before finalizing any
decision (Azeska et al., 2017). This helped assuage concerns members might have had and
helped them stay up-to-date with the project’s progress. Although the project was successful, in
hindsight, I would have employed the behavioral style of decision-making a lot more than the
analytical style. This would have reduced the time I spent during the planning phase, which
would have helped the team achieve the objectives of the project in a shorter time span (Azeska
et al., 2017).
4
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Communication is essential for the successful completion of any project. Effective
communication ensures that team members are aware of objectives and that there is no
redundancy in the course of action. It was important to ensure that communication between the
marketing team members was clear. It was also essential that communication between the
marketing team and the teams from other departments was clear and objective. Transparency in
communicating project requirements promoted coordination between the team members. As a
leader, I was assertive while communicating. Consequently, I could express my ideas and
provide feedback in an honest and direct manner while also respecting my team members’
suggestions and opinions (Bocar, 2017). This was consistent with my chosen style of leadership
and decision-making. I also made sure that all channels of communication, formal or informal,
were open, ensuring clarity in the tasks that needed to be performed. Team members were
assured that they could approach me to discuss any problems or grievances, which made them
feel more valuable to the organization. This made the team feel more confident in my position as
a leader.
The right blend of communication and leadership styles was reflected in the commitment
the team had to completing the project efficiently and effectively. As a leader, I was responsible
for ensuring effective collaboration between team members from different ethnic backgrounds,
age groups, and specializations. Such collaboration was important for knowledge sharing and
fostering mutual trust, which led to the successful achievement of targets and objectives. To
encourage team members to perform better both individually and as a team, a team-based reward
system was introduced. In this reward system, all monetary or nonmonetary incentives were
linked to the achievement of team goals. This encourages team members to collaborate, develop
confidence in each other’s skills, and delegate tasks based on the expertise of team members.
5
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
This leads to the achievement of project objectives and enables team members to rely on each
other’s work. High interdependence, within the team and with other departments, and an
environment requiring cooperation promote collaboration (Gomez-Mejia & Franco-Santos,
2015). Using the team-based reward system, I was able to develop a concept of “we” rather than
“me” in my team. This approach was initially resisted because the team was concerned about
below-average performers bringing down the entire team’s incentives. However, through one-on-
one conversations, workshops, mentoring, and outbound training, I was able to make the entire
team believe in each other’s strengths and encourage them to help one another. My experience in
this project made me realize the importance of understanding the team’s requirements and
ensuring their involvement in achieving a project’s objectives.
Section 2: Ethics Experience
As a health care executive, I have faced ethical challenges that can directly impact the
lives of patients and their families. To handle these challenges effectively, I refer to the code of
ethics devised by James Childress and Tom Beauchamp in Principles of Biomedical Ethics. This
code of ethics outlines principles designed to help professionals in health care settings handle
ethical challenges with integrity and honesty. The code of ethics document presents four
principles: autonomy, justice, beneficence, and nonmaleficence. When two or more of these
ethical principles conflict with one another, an ethical dilemma arises. When I face an ethical
dilemma in my professional life, I use the LEADS framework, which stands for lead self, engage
others, achieve results, develop coalitions, and systems transformation, to make a fair decision
(Levitt, 2014). The LEADS framework describes the abilities, skills, and knowledge an ethical
leader requires at all levels in an organization.
6
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
The fundamental aim of the health care sector is to sustain or improve the overall quality
of life and create a health care system that is affordable, efficient, and accessible. As a marketing
manager, I recently faced an ethical dilemma regarding a new drug that was introduced by our
company to treat the influenza outbreak in the United States of America. This drug showed
promising results in its testing stages and was approved for sale. The drug was a combination of
three compounds that could treat influenza and was priced at $1,500 for five pills. For the
effective treatment of influenza, an individual would likely need to consume at least 15 pills. An
assessment of the local target market revealed that 62% of the patients affected by influenza
were from low-income households. These individuals found it difficult to afford such an
expensive drug.
Justice, an ethical principle, emphasizes that medicinal resources and medical facilities
should be fairly and equally distributed among all individuals who require it. Similarly, the
principle of nonmaleficence emphasizes that a health care executive should act keeping a
patient’s welfare in mind and actively work toward preventing harm to the patient (Levitt, 2014).
On understanding the target audience, I realized that marketing an expensive product to a mostly
low-income population went against the ethical principles of the health care profession. During
an internal survey, we noticed that the drug was distributed unequally. Individuals from high-
income households could easily afford the drug. However, individuals from low-income
households, who were mainly affected by the disease, could not afford the drug and became
critically ill. The ethical principles of justice and nonmaleficence conflicted with the project’s
initial objectives and posed an ethical dilemma.
The main issue with this drug was its affordability. To resolve this, I set up a committee
that comprised members from the research and development, sales, and finance teams. The
7
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
committee’s purpose was clearly communicated. The committee devised processes to make the
drug more affordable and to increase its potency so that a smaller dosage could be effective.
After carefully considering ethical principles, the committee agreed to outsource the research and
development of the drug to another organization. This organization was able to develop the drug
at a much lower cost. Another method that we implemented to reduce the drug’s cost was to use
a cheaper, but equally effective, alternative to one of the compounds used in the drug. Thus, the
cost of the drug was reduced to $750 for 10 pills, which was affordable for low-income
households. Since the influenza outbreak was massive, these drugs were sold throughout the
country and generated large profits for the company. I was able to efficiently resolve the ethical
dilemma by following the LEADS framework.
Conclusion
The leader of a team of diverse individuals must understand the right leadership styles,
decision-making techniques, and forms of communication. This helps in motivating the team and
making them feel connected to organizational goals. While motivation is an important
responsibility of a leader, it is also important to ensure that actions are ethical. A leader is not
just responsible for the morale of the team he or she manages; the leader also has a responsibility
to the stakeholders of the organization, whether internal or external. Following a defined
framework of ethics sets an example for the team and the rest of the organization about the
importance of ethical decision-making.
8
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
References
Azeska, A., Starc, J., & Kevereski, L. (2017). Styles of decision making and management and
dimensions of personality of school principals. International Journal of Cognitive
Research in Science, Engineering and Education, 5(2), 47–56.
https://doi.org/10.5937/IJCRSEE1702047A
Bocar, A. C. (2017). Aggressive, passive, and assertive: Which communication style is
commonly used by college students? SSRN Electronic Journal.
https://doi.org/10.2139/ssrn.2956807
Gomez-Mejia, L. R., & Franco-Santos, M. (2015). Creating a culture of collaboration, innovation
and performance through team-based incentive. In Berger, L., & Berger, D. (Eds), The
Compensation Handbook (p. 199–203). McGraw-Hill Professional.
https://www.researchgate.net/publication/280309572_Team-
based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance
Kaleem, Y., Asad, S., & Khan, H. (2016). Leadership styles & using appropriate styles in
different circumstances.
https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_S
tyles_in_Different_Circumstances
Levitt, D. (2014). Ethical decision-making in a caring environment: The four principles and
LEADS. Healthcare Management Forum, 27(2), 105–107.
https://doi.org/10.1016/j.hcmf.2014.03.013
[https://doi.org/10.5937/IJCRSEE1702047A](https://doi.org/10.5937/IJCRSEE1702047A)
[https://doi.org/10.2139/ssrn.2956807](https://doi.org/10.2139/ssrn.2956807)
[https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance](https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance)
[https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance](https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance)
[https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances](https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances)
[https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances](https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances)
[https://doi.org/10.1016/j.hcmf.2014.03.013](https://doi.org/10.1016/j.hcmf.2014.03.013)
**## cf_Exemplar_MHA-FPX5001_Assessment_4.pdf**
1
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Self-Assessment of Leadership, Collaboration, and Ethics
Learner’s Name
Capella University
MHA-FPX5001
Foundations of Masters Studies in Healthcare Administration Learners
Instructor Name
December 1, 2022
2
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Self-Assessment of Leadership, Collaboration, and Ethics
A leader is responsible for promoting collaboration and fostering trust among team
members. Trust among team members reflects mutual confidence in each other’s experience and
expertise, thereby encouraging interdependence. Collaboration within the team helps achieve
organizational goals. The first section of this assessment will address the importance of
leadership, styles of leadership, styles of decision-making, forms of communication, and
importance of collaboration. The second section will address the relevance of ethics. The
sections will discuss collaboration and ethics in a way that represents answers to a questionnaire
provided by Western Medical Enterprises.
Section 1: Leadership and Collaboration Experience
Three years ago, I started working with ABC Laboratories Inc. as a marketing manager
for its Houston branch. ABC Laboratories Inc. is a pharmaceutical company with its
headquarters in New York City. The company has 24 branches across the United States of
America. I was leading a team of 11 members when a new project was initiated. This project
involved marketing a new drug for influenza that was introduced by the laboratory’s research
and development department. The objective of the new project was to understand the product
and the target market and create a marketing plan within 3 months. As the leader of the
marketing team, I was responsible for communicating the objective of the new project to the
team. It was important to highlight the various processes that would be followed. The team was
informed that the project would require not only collaboration within the marketing team but also
collaboration with professionals from other departments such as sales, finance, and research and
development.
3
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
To meet the objective of the new project, I decided to follow the democratic style of
leadership. My team comprised members from different age groups and ethnic backgrounds. I
wanted to involve each one of them and benefit from their experiences, creativity, and
professional expertise. The democratic style of leadership encourages team members to be more
participative and provide suggestions when required. I was responsible for ensuring that there
were no deviations and hiccups in the course of the project. Following the democratic style of
leadership created an open-door policy for communication with the team members, encouraging
the exchange of ideas and feedback (Kaleem et al., 2016). This not only motivated team
members but also helped them develop a sense of ownership towards the project because their
inputs were genuinely considered during decision-making. This, in turn, decreased absenteeism
and employee turnover and improved the team’s efficiency in meeting project objectives.
Decision-making is a major element of leadership, and I chose the analytical and the
behavioral styles of decision-making. Following the analytical style, I ensured that I collected
and analyzed all project-related data to make decisions. Although time consuming, this decision-
making style helps cover possible loopholes when considering a course of action. The behavioral
style helped me foster trust in the team as I consulted the team members before finalizing any
decision (Azeska et al., 2017). This helped assuage concerns members might have had and
helped them stay up-to-date with the project’s progress. Although the project was successful, in
hindsight, I would have employed the behavioral style of decision-making a lot more than the
analytical style. This would have reduced the time I spent during the planning phase, which
would have helped the team achieve the objectives of the project in a shorter time span (Azeska
et al., 2017).
4
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Communication is essential for the successful completion of any project. Effective
communication ensures that team members are aware of objectives and that there is no
redundancy in the course of action. It was important to ensure that communication between the
marketing team members was clear. It was also essential that communication between the
marketing team and the teams from other departments was clear and objective. Transparency in
communicating project requirements promoted coordination between the team members. As a
leader, I was assertive while communicating. Consequently, I could express my ideas and
provide feedback in an honest and direct manner while also respecting my team members’
suggestions and opinions (Bocar, 2017). This was consistent with my chosen style of leadership
and decision-making. I also made sure that all channels of communication, formal or informal,
were open, ensuring clarity in the tasks that needed to be performed. Team members were
assured that they could approach me to discuss any problems or grievances, which made them
feel more valuable to the organization. This made the team feel more confident in my position as
a leader.
The right blend of communication and leadership styles was reflected in the commitment
the team had to completing the project efficiently and effectively. As a leader, I was responsible
for ensuring effective collaboration between team members from different ethnic backgrounds,
age groups, and specializations. Such collaboration was important for knowledge sharing and
fostering mutual trust, which led to the successful achievement of targets and objectives. To
encourage team members to perform better both individually and as a team, a team-based reward
system was introduced. In this reward system, all monetary or nonmonetary incentives were
linked to the achievement of team goals. This encourages team members to collaborate, develop
confidence in each other’s skills, and delegate tasks based on the expertise of team members.
5
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
This leads to the achievement of project objectives and enables team members to rely on each
other’s work. High interdependence, within the team and with other departments, and an
environment requiring cooperation promote collaboration (Gomez-Mejia & Franco-Santos,
2015). Using the team-based reward system, I was able to develop a concept of “we” rather than
“me” in my team. This approach was initially resisted because the team was concerned about
below-average performers bringing down the entire team’s incentives. However, through one-on-
one conversations, workshops, mentoring, and outbound training, I was able to make the entire
team believe in each other’s strengths and encourage them to help one another. My experience in
this project made me realize the importance of understanding the team’s requirements and
ensuring their involvement in achieving a project’s objectives.
Section 2: Ethics Experience
As a health care executive, I have faced ethical challenges that can directly impact the
lives of patients and their families. To handle these challenges effectively, I refer to the code of
ethics devised by James Childress and Tom Beauchamp in Principles of Biomedical Ethics. This
code of ethics outlines principles designed to help professionals in health care settings handle
ethical challenges with integrity and honesty. The code of ethics document presents four
principles: autonomy, justice, beneficence, and nonmaleficence. When two or more of these
ethical principles conflict with one another, an ethical dilemma arises. When I face an ethical
dilemma in my professional life, I use the LEADS framework, which stands for lead self, engage
others, achieve results, develop coalitions, and systems transformation, to make a fair decision
(Levitt, 2014). The LEADS framework describes the abilities, skills, and knowledge an ethical
leader requires at all levels in an organization.
6
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
The fundamental aim of the health care sector is to sustain or improve the overall quality
of life and create a health care system that is affordable, efficient, and accessible. As a marketing
manager, I recently faced an ethical dilemma regarding a new drug that was introduced by our
company to treat the influenza outbreak in the United States of America. This drug showed
promising results in its testing stages and was approved for sale. The drug was a combination of
three compounds that could treat influenza and was priced at $1,500 for five pills. For the
effective treatment of influenza, an individual would likely need to consume at least 15 pills. An
assessment of the local target market revealed that 62% of the patients affected by influenza
were from low-income households. These individuals found it difficult to afford such an
expensive drug.
Justice, an ethical principle, emphasizes that medicinal resources and medical facilities
should be fairly and equally distributed among all individuals who require it. Similarly, the
principle of nonmaleficence emphasizes that a health care executive should act keeping a
patient’s welfare in mind and actively work toward preventing harm to the patient (Levitt, 2014).
On understanding the target audience, I realized that marketing an expensive product to a mostly
low-income population went against the ethical principles of the health care profession. During
an internal survey, we noticed that the drug was distributed unequally. Individuals from high-
income households could easily afford the drug. However, individuals from low-income
households, who were mainly affected by the disease, could not afford the drug and became
critically ill. The ethical principles of justice and nonmaleficence conflicted with the project’s
initial objectives and posed an ethical dilemma.
The main issue with this drug was its affordability. To resolve this, I set up a committee
that comprised members from the research and development, sales, and finance teams. The
7
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
committee’s purpose was clearly communicated. The committee devised processes to make the
drug more affordable and to increase its potency so that a smaller dosage could be effective.
After carefully considering ethical principles, the committee agreed to outsource the research and
development of the drug to another organization. This organization was able to develop the drug
at a much lower cost. Another method that we implemented to reduce the drug’s cost was to use
a cheaper, but equally effective, alternative to one of the compounds used in the drug. Thus, the
cost of the drug was reduced to $750 for 10 pills, which was affordable for low-income
households. Since the influenza outbreak was massive, these drugs were sold throughout the
country and generated large profits for the company. I was able to efficiently resolve the ethical
dilemma by following the LEADS framework.
Conclusion
The leader of a team of diverse individuals must understand the right leadership styles,
decision-making techniques, and forms of communication. This helps in motivating the team and
making them feel connected to organizational goals. While motivation is an important
responsibility of a leader, it is also important to ensure that actions are ethical. A leader is not
just responsible for the morale of the team he or she manages; the leader also has a responsibility
to the stakeholders of the organization, whether internal or external. Following a defined
framework of ethics sets an example for the team and the rest of the organization about the
importance of ethical decision-making.
8
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
References
Azeska, A., Starc, J., & Kevereski, L. (2017). Styles of decision making and management and
dimensions of personality of school principals. International Journal of Cognitive
Research in Science, Engineering and Education, 5(2), 47–56.
https://doi.org/10.5937/IJCRSEE1702047A
Bocar, A. C. (2017). Aggressive, passive, and assertive: Which communication style is
commonly used by college students? SSRN Electronic Journal.
https://doi.org/10.2139/ssrn.2956807
Gomez-Mejia, L. R., & Franco-Santos, M. (2015). Creating a culture of collaboration, innovation
and performance through team-based incentive. In Berger, L., & Berger, D. (Eds), The
Compensation Handbook (p. 199–203). McGraw-Hill Professional.
https://www.researchgate.net/publication/280309572_Team-
based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance
Kaleem, Y., Asad, S., & Khan, H. (2016). Leadership styles & using appropriate styles in
different circumstances.
https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_S
tyles_in_Different_Circumstances
Levitt, D. (2014). Ethical decision-making in a caring environment: The four principles and
LEADS. Healthcare Management Forum, 27(2), 105–107.
https://doi.org/10.1016/j.hcmf.2014.03.013
[https://doi.org/10.5937/IJCRSEE1702047A](https://doi.org/10.5937/IJCRSEE1702047A)
[https://doi.org/10.2139/ssrn.2956807](https://doi.org/10.2139/ssrn.2956807)
[https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance](https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance)
[https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance](https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance)
[https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances](https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances)
[https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances](https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances)
[https://doi.org/10.1016/j.hcmf.2014.03.013](https://doi.org/10.1016/j.hcmf.2014.03.013)
**## Assign.3NursingMR.docx**
Assignment 3
Imagine that over the past few months you have participated in several organizational projects and met many new people. The opportunities to collaborate and demonstrate your emerging skills as a leader prompted you to think about applying for a new position. After exploring online job postings, you prepared a resume and submitted the application to Western Medical Enterprises. A few days later you received the following e-mail:
_Dear Applicant,_
Thank you for your interest in employment at Western Medical Enterprises. We have received your application packet. The next step for all potential employees is to provide a narrative response to the questions in the attached document. Please return your completed document to me by replying to this e-mail.
Once we receive your responses, we will review them and notify you of the next steps.
Good luck!
Sincerely,
Thomas Hardy
Human Resources Recruiter
Western Medical Enterprises
Respond to the scenario by completing the
[Western Medical Enterprises Questionnaire [DOCX]](https://courseroom.capella.edu/courses/65183/files/12952164?wrap=1) [Download Western Medical Enterprises Questionnaire [DOCX]](https://courseroom.capella.edu/courses/65183/files/12952164/download?download_frd=1). Be sure to follow the prompts in the document and, when complete, submit it for this assessment.
You will use one of the resources found in the
[Assessment 4: Ethics](https://capella.alma.exlibrisgroup.com/leganto/public/01CAPELLA_INST/lists/2619011910006731?auth=SAML§ion=2619323450006731) reading list to complete Section 2 of the questionnaire.
Refer to the rubric for details on how your assessment will be evaluated.
You may use the
[Assessment 4 Example [PDF]](https://courseroom.capella.edu/courses/65183/files/12952159?wrap=1) [Download Assessment 4 Example [PDF]](https://courseroom.capella.edu/courses/65183/files/12952159/download?download_frd=1) to give you an idea of what a Proficient or higher rating on the rubric would look like.
**## cf_western_medical_enterprises_questionnaire1.docx**
**Remove or Replace: Header Is Not Doc Title**
Western Medical Enterprises
## Applicant Questionnaire
**_Directions:_** _Please provide responses to the two sections below. The expectation is that each response is from 1–2 pages in length (not including the information already present in this document, which is approximately 1 page). You are expected to support your assertions, ideas, or opinions with at least two scholarly or professional resources where appropriate using current APA style and formatting._
**Section 1: Leadership and Collaboration Experience**
Briefly describe an instance where you were required to lead and motivate a team of professionals to collaborate. It does not need to be in a health care setting. If you have not led a team of professionals before, use a different example.
Next, analyze your approach to the challenge using specific examples. It is not important whether or not your efforts were successful. What is important is the approach you take to appraising your leadership and collaboration decisions and actions. Do the following:
1. Analyze your leadership of the project. Consider the following:
a. What was the purpose or shared vision of the team?
b. The effectiveness of your leadership approach and style. Did you get “buy in” from stakeholders?
c. Decision-making processes and outcomes. What were your good decisions? What would you have done differently?
d. How did you communicate your vision, values, decisions, information, et cetera?
2. Analyze your approach to fostering collaboration and motivation among stakeholders. Consider:
a. How well you facilitated member or participant collaboration and engagement with one another. Did participants communicate effectively?
b. Actions you took to motivate people to realize your vision or tactics. Did the team or participants feel motivated and energized by you? Why or why not?
**[Enter your response for Section 1 here.]**
**Section 2: Ethics Experience**
Briefly describe an ethical dilemma that demonstrates your application of ethical principles in the health care setting. Next, analyze your response or actions (even if there were none) to the event against one of the reference points below. Were your (in)actions or choices supported by the chosen framework? Be specific and include two references citing one or more of the following.
· Any workplace code of ethics (consider choosing one from a place you work or have worked).
· The Professional code of ethics for your profession.
AND one of the following:
· Levitt, D. (2014).
[Ethical decision-making in a caring environment: The four principles and LEADS.](https://journals-sagepub-com.library.capella.edu/doi/10.1016/j.hcmf.2014.03.013) Healthcare Management Forum, 27(2), 105–107.
· American College of Healthcare Executives. (n.d.).
[ACHE code of ethics.](https://www.ache.org/about-ache/our-story/our-commitments/ethics/ache-code-of-ethics) Retrieved from https://www.ache.org/about-ache/our-story/our-commitments/ethics/ache-code-of-ethics
**[Enter your response to Section 2 here.]**
**References**
1
1
## image1.emf
**## cf_Exemplar_MHA-FPX5001_Assessment_4.pdf**
1
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Self-Assessment of Leadership, Collaboration, and Ethics
Learner’s Name
Capella University
MHA-FPX5001
Foundations of Masters Studies in Healthcare Administration Learners
Instructor Name
December 1, 2022
2
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Self-Assessment of Leadership, Collaboration, and Ethics
A leader is responsible for promoting collaboration and fostering trust among team
members. Trust among team members reflects mutual confidence in each other’s experience and
expertise, thereby encouraging interdependence. Collaboration within the team helps achieve
organizational goals. The first section of this assessment will address the importance of
leadership, styles of leadership, styles of decision-making, forms of communication, and
importance of collaboration. The second section will address the relevance of ethics. The
sections will discuss collaboration and ethics in a way that represents answers to a questionnaire
provided by Western Medical Enterprises.
Section 1: Leadership and Collaboration Experience
Three years ago, I started working with ABC Laboratories Inc. as a marketing manager
for its Houston branch. ABC Laboratories Inc. is a pharmaceutical company with its
headquarters in New York City. The company has 24 branches across the United States of
America. I was leading a team of 11 members when a new project was initiated. This project
involved marketing a new drug for influenza that was introduced by the laboratory’s research
and development department. The objective of the new project was to understand the product
and the target market and create a marketing plan within 3 months. As the leader of the
marketing team, I was responsible for communicating the objective of the new project to the
team. It was important to highlight the various processes that would be followed. The team was
informed that the project would require not only collaboration within the marketing team but also
collaboration with professionals from other departments such as sales, finance, and research and
development.
3
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
To meet the objective of the new project, I decided to follow the democratic style of
leadership. My team comprised members from different age groups and ethnic backgrounds. I
wanted to involve each one of them and benefit from their experiences, creativity, and
professional expertise. The democratic style of leadership encourages team members to be more
participative and provide suggestions when required. I was responsible for ensuring that there
were no deviations and hiccups in the course of the project. Following the democratic style of
leadership created an open-door policy for communication with the team members, encouraging
the exchange of ideas and feedback (Kaleem et al., 2016). This not only motivated team
members but also helped them develop a sense of ownership towards the project because their
inputs were genuinely considered during decision-making. This, in turn, decreased absenteeism
and employee turnover and improved the team’s efficiency in meeting project objectives.
Decision-making is a major element of leadership, and I chose the analytical and the
behavioral styles of decision-making. Following the analytical style, I ensured that I collected
and analyzed all project-related data to make decisions. Although time consuming, this decision-
making style helps cover possible loopholes when considering a course of action. The behavioral
style helped me foster trust in the team as I consulted the team members before finalizing any
decision (Azeska et al., 2017). This helped assuage concerns members might have had and
helped them stay up-to-date with the project’s progress. Although the project was successful, in
hindsight, I would have employed the behavioral style of decision-making a lot more than the
analytical style. This would have reduced the time I spent during the planning phase, which
would have helped the team achieve the objectives of the project in a shorter time span (Azeska
et al., 2017).
4
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Communication is essential for the successful completion of any project. Effective
communication ensures that team members are aware of objectives and that there is no
redundancy in the course of action. It was important to ensure that communication between the
marketing team members was clear. It was also essential that communication between the
marketing team and the teams from other departments was clear and objective. Transparency in
communicating project requirements promoted coordination between the team members. As a
leader, I was assertive while communicating. Consequently, I could express my ideas and
provide feedback in an honest and direct manner while also respecting my team members’
suggestions and opinions (Bocar, 2017). This was consistent with my chosen style of leadership
and decision-making. I also made sure that all channels of communication, formal or informal,
were open, ensuring clarity in the tasks that needed to be performed. Team members were
assured that they could approach me to discuss any problems or grievances, which made them
feel more valuable to the organization. This made the team feel more confident in my position as
a leader.
The right blend of communication and leadership styles was reflected in the commitment
the team had to completing the project efficiently and effectively. As a leader, I was responsible
for ensuring effective collaboration between team members from different ethnic backgrounds,
age groups, and specializations. Such collaboration was important for knowledge sharing and
fostering mutual trust, which led to the successful achievement of targets and objectives. To
encourage team members to perform better both individually and as a team, a team-based reward
system was introduced. In this reward system, all monetary or nonmonetary incentives were
linked to the achievement of team goals. This encourages team members to collaborate, develop
confidence in each other’s skills, and delegate tasks based on the expertise of team members.
5
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
This leads to the achievement of project objectives and enables team members to rely on each
other’s work. High interdependence, within the team and with other departments, and an
environment requiring cooperation promote collaboration (Gomez-Mejia & Franco-Santos,
2015). Using the team-based reward system, I was able to develop a concept of “we” rather than
“me” in my team. This approach was initially resisted because the team was concerned about
below-average performers bringing down the entire team’s incentives. However, through one-on-
one conversations, workshops, mentoring, and outbound training, I was able to make the entire
team believe in each other’s strengths and encourage them to help one another. My experience in
this project made me realize the importance of understanding the team’s requirements and
ensuring their involvement in achieving a project’s objectives.
Section 2: Ethics Experience
As a health care executive, I have faced ethical challenges that can directly impact the
lives of patients and their families. To handle these challenges effectively, I refer to the code of
ethics devised by James Childress and Tom Beauchamp in Principles of Biomedical Ethics. This
code of ethics outlines principles designed to help professionals in health care settings handle
ethical challenges with integrity and honesty. The code of ethics document presents four
principles: autonomy, justice, beneficence, and nonmaleficence. When two or more of these
ethical principles conflict with one another, an ethical dilemma arises. When I face an ethical
dilemma in my professional life, I use the LEADS framework, which stands for lead self, engage
others, achieve results, develop coalitions, and systems transformation, to make a fair decision
(Levitt, 2014). The LEADS framework describes the abilities, skills, and knowledge an ethical
leader requires at all levels in an organization.
6
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
The fundamental aim of the health care sector is to sustain or improve the overall quality
of life and create a health care system that is affordable, efficient, and accessible. As a marketing
manager, I recently faced an ethical dilemma regarding a new drug that was introduced by our
company to treat the influenza outbreak in the United States of America. This drug showed
promising results in its testing stages and was approved for sale. The drug was a combination of
three compounds that could treat influenza and was priced at $1,500 for five pills. For the
effective treatment of influenza, an individual would likely need to consume at least 15 pills. An
assessment of the local target market revealed that 62% of the patients affected by influenza
were from low-income households. These individuals found it difficult to afford such an
expensive drug.
Justice, an ethical principle, emphasizes that medicinal resources and medical facilities
should be fairly and equally distributed among all individuals who require it. Similarly, the
principle of nonmaleficence emphasizes that a health care executive should act keeping a
patient’s welfare in mind and actively work toward preventing harm to the patient (Levitt, 2014).
On understanding the target audience, I realized that marketing an expensive product to a mostly
low-income population went against the ethical principles of the health care profession. During
an internal survey, we noticed that the drug was distributed unequally. Individuals from high-
income households could easily afford the drug. However, individuals from low-income
households, who were mainly affected by the disease, could not afford the drug and became
critically ill. The ethical principles of justice and nonmaleficence conflicted with the project’s
initial objectives and posed an ethical dilemma.
The main issue with this drug was its affordability. To resolve this, I set up a committee
that comprised members from the research and development, sales, and finance teams. The
7
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
committee’s purpose was clearly communicated. The committee devised processes to make the
drug more affordable and to increase its potency so that a smaller dosage could be effective.
After carefully considering ethical principles, the committee agreed to outsource the research and
development of the drug to another organization. This organization was able to develop the drug
at a much lower cost. Another method that we implemented to reduce the drug’s cost was to use
a cheaper, but equally effective, alternative to one of the compounds used in the drug. Thus, the
cost of the drug was reduced to $750 for 10 pills, which was affordable for low-income
households. Since the influenza outbreak was massive, these drugs were sold throughout the
country and generated large profits for the company. I was able to efficiently resolve the ethical
dilemma by following the LEADS framework.
Conclusion
The leader of a team of diverse individuals must understand the right leadership styles,
decision-making techniques, and forms of communication. This helps in motivating the team and
making them feel connected to organizational goals. While motivation is an important
responsibility of a leader, it is also important to ensure that actions are ethical. A leader is not
just responsible for the morale of the team he or she manages; the leader also has a responsibility
to the stakeholders of the organization, whether internal or external. Following a defined
framework of ethics sets an example for the team and the rest of the organization about the
importance of ethical decision-making.
8
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
References
Azeska, A., Starc, J., & Kevereski, L. (2017). Styles of decision making and management and
dimensions of personality of school principals. International Journal of Cognitive
Research in Science, Engineering and Education, 5(2), 47–56.
https://doi.org/10.5937/IJCRSEE1702047A
Bocar, A. C. (2017). Aggressive, passive, and assertive: Which communication style is
commonly used by college students? SSRN Electronic Journal.
https://doi.org/10.2139/ssrn.2956807
Gomez-Mejia, L. R., & Franco-Santos, M. (2015). Creating a culture of collaboration, innovation
and performance through team-based incentive. In Berger, L., & Berger, D. (Eds), The
Compensation Handbook (p. 199–203). McGraw-Hill Professional.
https://www.researchgate.net/publication/280309572_Team-
based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance
Kaleem, Y., Asad, S., & Khan, H. (2016). Leadership styles & using appropriate styles in
different circumstances.
https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_S
tyles_in_Different_Circumstances
Levitt, D. (2014). Ethical decision-making in a caring environment: The four principles and
LEADS. Healthcare Management Forum, 27(2), 105–107.
https://doi.org/10.1016/j.hcmf.2014.03.013
[https://doi.org/10.5937/IJCRSEE1702047A](https://doi.org/10.5937/IJCRSEE1702047A)
[https://doi.org/10.2139/ssrn.2956807](https://doi.org/10.2139/ssrn.2956807)
[https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance](https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance)
[https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance](https://www.researchgate.net/publication/280309572_Team-based_incentives_Creating_a_Culture_of_Collaboration_Innovation_and_Performance)
[https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances](https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances)
[https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances](https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances)
[https://doi.org/10.1016/j.hcmf.2014.03.013](https://doi.org/10.1016/j.hcmf.2014.03.013)
**## Assign.3NursingMR.docx**
Assignment 3
Imagine that over the past few months you have participated in several organizational projects and met many new people. The opportunities to collaborate and demonstrate your emerging skills as a leader prompted you to think about applying for a new position. After exploring online job postings, you prepared a resume and submitted the application to Western Medical Enterprises. A few days later you received the following e-mail:
_Dear Applicant,_
Thank you for your interest in employment at Western Medical Enterprises. We have received your application packet. The next step for all potential employees is to provide a narrative response to the questions in the attached document. Please return your completed document to me by replying to this e-mail.
Once we receive your responses, we will review them and notify you of the next steps.
Good luck!
Sincerely,
Thomas Hardy
Human Resources Recruiter
Western Medical Enterprises
Respond to the scenario by completing the
[Western Medical Enterprises Questionnaire [DOCX]](https://courseroom.capella.edu/courses/65183/files/12952164?wrap=1) [Download Western Medical Enterprises Questionnaire [DOCX]](https://courseroom.capella.edu/courses/65183/files/12952164/download?download_frd=1). Be sure to follow the prompts in the document and, when complete, submit it for this assessment.
You will use one of the resources found in the
[Assessment 4: Ethics](https://capella.alma.exlibrisgroup.com/leganto/public/01CAPELLA_INST/lists/2619011910006731?auth=SAML§ion=2619323450006731) reading list to complete Section 2 of the questionnaire.
Refer to the rubric for details on how your assessment will be evaluated.
You may use the
[Assessment 4 Example [PDF]](https://courseroom.capella.edu/courses/65183/files/12952159?wrap=1) [Download Assessment 4 Example [PDF]](https://courseroom.capella.edu/courses/65183/files/12952159/download?download_frd=1) to give you an idea of what a Proficient or higher rating on the rubric would look like.
**## cf_western_medical_enterprises_questionnaire1.docx**
**Remove or Replace: Header Is Not Doc Title**
Western Medical Enterprises
## Applicant Questionnaire
**_Directions:_** _Please provide responses to the two sections below. The expectation is that each response is from 1–2 pages in length (not including the information already present in this document, which is approximately 1 page). You are expected to support your assertions, ideas, or opinions with at least two scholarly or professional resources where appropriate using current APA style and formatting._
**Section 1: Leadership and Collaboration Experience**
Briefly describe an instance where you were required to lead and motivate a team of professionals to collaborate. It does not need to be in a health care setting. If you have not led a team of professionals before, use a different example.
Next, analyze your approach to the challenge using specific examples. It is not important whether or not your efforts were successful. What is important is the approach you take to appraising your leadership and collaboration decisions and actions. Do the following:
1. Analyze your leadership of the project. Consider the following:
a. What was the purpose or shared vision of the team?
b. The effectiveness of your leadership approach and style. Did you get “buy in” from stakeholders?
c. Decision-making processes and outcomes. What were your good decisions? What would you have done differently?
d. How did you communicate your vision, values, decisions, information, et cetera?
2. Analyze your approach to fostering collaboration and motivation among stakeholders. Consider:
a. How well you facilitated member or participant collaboration and engagement with one another. Did participants communicate effectively?
b. Actions you took to motivate people to realize your vision or tactics. Did the team or participants feel motivated and energized by you? Why or why not?
**[Enter your response for Section 1 here.]**
**Section 2: Ethics Experience**
Briefly describe an ethical dilemma that demonstrates your application of ethical principles in the health care setting. Next, analyze your response or actions (even if there were none) to the event against one of the reference points below. Were your (in)actions or choices supported by the chosen framework? Be specific and include two references citing one or more of the following.
· Any workplace code of ethics (consider choosing one from a place you work or have worked).
· The Professional code of ethics for your profession.
AND one of the following:
· Levitt, D. (2014).
[Ethical decision-making in a caring environment: The four principles and LEADS.](https://journals-sagepub-com.library.capella.edu/doi/10.1016/j.hcmf.2014.03.013) Healthcare Management Forum, 27(2), 105–107.
· American College of Healthcare Executives. (n.d.).
[ACHE code of ethics.](https://www.ache.org/about-ache/our-story/our-commitments/ethics/ache-code-of-ethics) Retrieved from https://www.ache.org/about-ache/our-story/our-commitments/ethics/ache-code-of-ethics
**[Enter your response to Section 2 here.]**
**References**
1
1
## image1.emf
**## cf_Exemplar_MHA-FPX5001_Assessment_4.pdf**
1
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Self-Assessment of Leadership, Collaboration, and Ethics
Learner’s Name
Capella University
MHA-FPX5001
Foundations of Masters Studies in Healthcare Administration Learners
Instructor Name
December 1, 2022
2
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Self-Assessment of Leadership, Collaboration, and Ethics
A leader is responsible for promoting collaboration and fostering trust among team
members. Trust among team members reflects mutual confidence in each other’s experience and
expertise, thereby encouraging interdependence. Collaboration within the team helps achieve
organizational goals. The first section of this assessment will address the importance of
leadership, styles of leadership, styles of decision-making, forms of communication, and
importance of collaboration. The second section will address the relevance of ethics. The
sections will discuss collaboration and ethics in a way that represents answers to a questionnaire
provided by Western Medical Enterprises.
Section 1: Leadership and Collaboration Experience
Three years ago, I started working with ABC Laboratories Inc. as a marketing manager
for its Houston branch. ABC Laboratories Inc. is a pharmaceutical company with its
headquarters in New York City. The company has 24 branches across the United States of
America. I was leading a team of 11 members when a new project was initiated. This project
involved marketing a new drug for influenza that was introduced by the laboratory’s research
and development department. The objective of the new project was to understand the product
and the target market and create a marketing plan within 3 months. As the leader of the
marketing team, I was responsible for communicating the objective of the new project to the
team. It was important to highlight the various processes that would be followed. The team was
informed that the project would require not only collaboration within the marketing team but also
collaboration with professionals from other departments such as sales, finance, and research and
development.
3
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
To meet the objective of the new project, I decided to follow the democratic style of
leadership. My team comprised members from different age groups and ethnic backgrounds. I
wanted to involve each one of them and benefit from their experiences, creativity, and
professional expertise. The democratic style of leadership encourages team members to be more
participative and provide suggestions when required. I was responsible for ensuring that there
were no deviations and hiccups in the course of the project. Following the democratic style of
leadership created an open-door policy for communication with the team members, encouraging
the exchange of ideas and feedback (Kaleem et al., 2016). This not only motivated team
members but also helped them develop a sense of ownership towards the project because their
inputs were genuinely considered during decision-making. This, in turn, decreased absenteeism
and employee turnover and improved the team’s efficiency in meeting project objectives.
Decision-making is a major element of leadership, and I chose the analytical and the
behavioral styles of decision-making. Following the analytical style, I ensured that I collected
and analyzed all project-related data to make decisions. Although time consuming, this decision-
making style helps cover possible loopholes when considering a course of action. The behavioral
style helped me foster trust in the team as I consulted the team members before finalizing any
decision (Azeska et al., 2017). This helped assuage concerns members might have had and
helped them stay up-to-date with the project’s progress. Although the project was successful, in
hindsight, I would have employed the behavioral style of decision-making a lot more than the
analytical style. This would have reduced the time I spent during the planning phase, which
would have helped the team achieve the objectives of the project in a shorter time span (Azeska
et al., 2017).
4
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
Communication is essential for the successful completion of any project. Effective
communication ensures that team members are aware of objectives and that there is no
redundancy in the course of action. It was important to ensure that communication between the
marketing team members was clear. It was also essential that communication between the
marketing team and the teams from other departments was clear and objective. Transparency in
communicating project requirements promoted coordination between the team members. As a
leader, I was assertive while communicating. Consequently, I could express my ideas and
provide feedback in an honest and direct manner while also respecting my team members’
suggestions and opinions (Bocar, 2017). This was consistent with my chosen style of leadership
and decision-making. I also made sure that all channels of communication, formal or informal,
were open, ensuring clarity in the tasks that needed to be performed. Team members were
assured that they could approach me to discuss any problems or grievances, which made them
feel more valuable to the organization. This made the team feel more confident in my position as
a leader.
The right blend of communication and leadership styles was reflected in the commitment
the team had to completing the project efficiently and effectively. As a leader, I was responsible
for ensuring effective collaboration between team members from different ethnic backgrounds,
age groups, and specializations. Such collaboration was important for knowledge sharing and
fostering mutual trust, which led to the successful achievement of targets and objectives. To
encourage team members to perform better both individually and as a team, a team-based reward
system was introduced. In this reward system, all monetary or nonmonetary incentives were
linked to the achievement of team goals. This encourages team members to collaborate, develop
confidence in each other’s skills, and delegate tasks based on the expertise of team members.
5
Copyright ©2019 Capella University. Copy and distribution of this document are prohibited.
This leads to the achievement of project objectives and enables team members to rely on each
other’s work. High interdependence, within the team and with other departments, and an
environment requiring cooperation promote collaboration (Gomez-Mejia & Franco-Santos,
2015). Using the team-based reward system, I was able to develop a concept of “we” rather than
“me” in my team. This approach was initially resisted because the team was concerned about
below-average performers bringing down the entire team’s incentives. However, through one-on-
one conversations, workshops, mentoring, and outbound training, I was able to make the entire
team believe in each other’s strengths and encourage them to help one another. My experience in
this project made me realize the importance of understanding the team’s requirements and
ensuring their involvement in achieving a project’s objectives.
Section 2: Ethics Experience
As a health care executive, I have faced ethical challenges that can directly impact the
lives of patients and their families. To handle these challenges effectively, I refer to the code of
ethics devised by James Childress and Tom Beauchamp in Principles of Biomedical Ethics. This
code of ethics outlines principles designed to help professionals in health care settings handle
ethical challenges with integrity and honesty. The code of ethics document presents four
principles: autonomy, justice, beneficence, and nonmaleficence. When two or more of these
ethical principles conflict with one another, an ethical dilemma arises. When I face an ethical
dilemma in my professional life, I use the LEADS framework, which stands for lead self, engage
others, achieve results, develop coalitions, and systems transformation, to make a fair decision
(Levitt, 2014). The LEADS framework describes the abilities, skills, and knowledge an ethical
leader requires at all levels in an organization.
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The fundamental aim of the health care sector is to sustain or improve the overall quality
of life and create a health care system that is affordable, efficient, and accessible. As a marketing
manager, I recently faced an ethical dilemma regarding a new drug that was introduced by our
company to treat the influenza outbreak in the United States of America. This drug showed
promising results in its testing stages and was approved for sale. The drug was a combination of
three compounds that could treat influenza and was priced at $1,500 for five pills. For the
effective treatment of influenza, an individual would likely need to consume at least 15 pills. An
assessment of the local target market revealed that 62% of the patients affected by influenza
were from low-income households. These individuals found it difficult to afford such an
expensive drug.
Justice, an ethical principle, emphasizes that medicinal resources and medical facilities
should be fairly and equally distributed among all individuals who require it. Similarly, the
principle of nonmaleficence emphasizes that a health care executive should act keeping a
patient’s welfare in mind and actively work toward preventing harm to the patient (Levitt, 2014).
On understanding the target audience, I realized that marketing an expensive product to a mostly
low-income population went against the ethical principles of the health care profession. During
an internal survey, we noticed that the drug was distributed unequally. Individuals from high-
income households could easily afford the drug. However, individuals from low-income
households, who were mainly affected by the disease, could not afford the drug and became
critically ill. The ethical principles of justice and nonmaleficence conflicted with the project’s
initial objectives and posed an ethical dilemma.
The main issue with this drug was its affordability. To resolve this, I set up a committee
that comprised members from the research and development, sales, and finance teams. The
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committee’s purpose was clearly communicated. The committee devised processes to make the
drug more affordable and to increase its potency so that a smaller dosage could be effective.
After carefully considering ethical principles, the committee agreed to outsource the research and
development of the drug to another organization. This organization was able to develop the drug
at a much lower cost. Another method that we implemented to reduce the drug’s cost was to use
a cheaper, but equally effective, alternative to one of the compounds used in the drug. Thus, the
cost of the drug was reduced to $750 for 10 pills, which was affordable for low-income
households. Since the influenza outbreak was massive, these drugs were sold throughout the
country and generated large profits for the company. I was able to efficiently resolve the ethical
dilemma by following the LEADS framework.
Conclusion
The leader of a team of diverse individuals must understand the right leadership styles,
decision-making techniques, and forms of communication. This helps in motivating the team and
making them feel connected to organizational goals. While motivation is an important
responsibility of a leader, it is also important to ensure that actions are ethical. A leader is not
just responsible for the morale of the team he or she manages; the leader also has a responsibility
to the stakeholders of the organization, whether internal or external. Following a defined
framework of ethics sets an example for the team and the rest of the organization about the
importance of ethical decision-making.
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[https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances](https://researchgate.net/publication/323797001_Leadership_Styles_Using_Appropriate_Styles_in_Different_Circumstances)
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[https://doi.org/10.1016/j.hcmf.2014.03.013](https://doi.org/10.1016/j.hcmf.2014.03.013)