DNP 805 Sources of Organizational Toxicity

Want create site? With Free visual composer you can do it easy.

DNP 805 Sources of Organizational Toxicity

DNP 805 Sources of Organizational Toxicity

Remember to submit your work following the file naming
convention FirstInitial.LastName_M01.docx. For example, J.Smith_M01.docx.
Remember that it is not necessary to manually type in the file extension; it
will automatically append.

Start by reading and following these instructions:

1. Quickly skim the questions or assignment below and the
assignment rubric to help you focus.

2. Read the required chapter(s) of the textbook and any
additional recommended resources. Some answers may require you to do additional
research on the Internet or in other reference sources. Choose your sources
carefully.

3. Consider the discussion and the any insights you gained
from it.

4. Create your Assignment submission and be sure to cite
your sources, use APA style as required, check your spelling.

Assignment:

Review the ten sources of organizational toxicity described
in Peter-O’Grady and Malloch and describe the ways in which these can be handled
by leaders to make the organization healthy. (This should be approximately
1,000 words)

Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS:DNP 805 Sources of Organizational Toxicity

Strategies to Transform Toxic Thinking

Dysfunctional behaviors that can quickly derail the very best efforts within healthcare organizations are numerous.   Antisocial behaviors, toxic mentoring, and neurotic/ self-defeating habits are just a few.  Healing is our business and yet, paradoxically, the working conditions in healthcare organizations are generally NOT healthy!

10 Sources of Organization Toxicity

1.  Vertical authority structure.
2.  Inequitable reward and recognition practices.
3.  Abuse of power.
4.  Lack of respect for the workforce.
5.  Failure to manage unmotivated employees.
6.  Tolerance of antisocial behavior.
7.  Toxic mentoring.
8.  Inconsistency & dishonesty.
9.  Imbalance between work and personal life.
10.  Advocacy gone awry.

Minimizing Dysfunctional Behaviors

1.  Know thyself.
2.  Walk the walk.
3.  Be willing to listen.
4.  Value the truth of the whole.
5.  Empower employees.
6.  Build relationships on respect.
7.  Act as an agent of transformation.
8.  Expect accountability.
9.  Screen job candidates for dysfunction.
10.  Reward value-adding behaviors.

Conflict, simply put, is unavoidable.  Finding ways to grow and transform should allow conflict to be used as yet another tool for the Quantum Leader to progress toward positive change (Edersheim & Drucker, 2007).

 

Did you find apk for android? You can find new Free Android Games and apps.