The path a leader would pursue to address the issue differs from the manager’s approach to resolving bullying. For example, the former would adopt a strategy that involves seeking the views of members of the staff so that they can address the issue together. This shared approach to resolving the problem can bring lasting solution because each employee would strive to protect and support the recommendations made to address it. Rather than involve the staff, a nurse a nurse leader would come up with the rules of engagement, and punish those who fail to comply with anti-bullying policy (Peláez Zuberbuhler, Salanova, & Martínez, 2020).
When addressing the issue, the roles of the leader and the manager would diverge. The nurse leader would adopt a role in which they participate in initiatives focused on finding solutions to bullying. In this case, they don’t impose the code of behavior on nurses, but instead, they work with them to find a compromise so that they can resolve the problem.
On the contrary, the manager’s role in this case involves warning the staff the measures the organization intends to take to curb bullying. Unlike the leader who may want to listen to what the bully may say why they are bullying others, a manager would dismiss an employee or administer other forms of punishment to deter bullying as a behavior (Forouzadeh, Kiani, & Bazmi, 2018).
Ensuring Professionalism throughout Diverse Health care Settings
In their bid to manage the issues, nurse leaders and managers would use different strategies. When it comes to mitigating bullying, a leader would take time to find out why bullying is happening, and they would ensure professionalism in this case by providing a platform for everyone to contribute their opinions.
They would approach the issue in a constructive manner by coming up with a program that trains workers on how they can engage each other in a positive manner. When confronted with the issue, a manager would focus on talking to employees about the dangers of bullying, and delegate the task of addressing the issue to an individual below them (Brennan, 2016).
Leadership Style that would best address the Issue and why the Style can be Successful
As a leader, I would prefer to be democratic in terms of how I handle bullying. I feel that this style is suitable in this case because it is through sharing ideas that people can find solutions to the common issues they have to deal with. Everyone participates in finding the solution to the issue, and a key benefit of this style of leadership is that it provides a pool of choices for a leader to choose. Having multiple perspectives on how to address the issue, and settling on the most important recommendations can lead to success in terms of addressing the problem (Sansone, & Sansone, 2015).
Conclusion
In conclusion, the way a manager may approach a case in which a staff member bullies a colleague, is different from the way a leader would approach the same. While a leader would encourage workers to participate in determining what can work in terms of resolving the issue, a manager would be more focused on enacting policies to curb the vice.
Comparing the leader and the manager’s strategies, the strategy a leader uses in this case is likely to have lasting impact, and help create a positive organizational culture in which workers respect each other.
References
Brennan, M. D. (2016). The Role of Professionalism in Clinical Practice, Medical Education, Biomedical Research and Health Care Administration. Journal of Translational Internal Medicine, 4(2), 64–65.Doi: https://doi.org/10.1515/jtim-2016-0017.
Edmonson, C., & Zelonka, C. (2019). Our Own Worst Enemies: The Nurse Bullying Epidemic. Nursing administration quarterly, 43(3), 274–
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