A powerful headship in nursing is not just a sensible quality but a necessity for offering exceptional patient care and driving positive change within the healthcare industry. Leadership in nursing is a vital element that ensures that maximum-quality care is provided to patients (Al‐Ajarmeh et al., 2022). Potent leadership entails being capable of inspiring, encouraging, and guiding an individual towards a common goal. In nursing, headship can take on many sorts, like clinical leadership, administrative headship, including educational leadership. Clinical leadership entails being capable of making sound clinical decisions, care coordination, and ensuring patient safety (Stanley et al., 2022). Administrative leadership entails resource management, policies and procedures creation, and staff overseeing. Educational headship entails edifying and tutoring future nurses, enhancing lifelong learning, and promoting evidence-based practice. Potent nursing headship also entails communicating effectively, building a correlation with patients and their families, and working collaboratively with other healthcare professionals. Headship in nursing is vital in enhancing a culture of excellence, innovation, and continuous enhancement in patient care. This paper will review a case study on confronting sexual harassment for a female employee at Valley Medical Center’s intensive care unit who loved her job. From the case study, the paper will outline the appropriate course of action, the options to identify one’s responsibility, the driving and restraining force for action, and the organization’s responsibility.
As a nurse, it is essential to range the safety and well-being of patients and fellow workers. Accordingly, in such a situation, it is vital to confront Dr. Long’s behavior and take suitable action to ensure that it comes to an end. The first step would be to tabulate any occurrence of harassment involving the date, time, location, and details of the experience (Hatef et al., 2019). It is also essential to report such kind of behavior to a supervisor or human resources official who can institute an investigation and offer support. It can include avuncular or legal resources if necessary. It is vital to recall that sexual harassment is not admissible behavior, and it is the accountability of all staff to maintain a safe and respectful workplace. If Dr. Long’s behavior progresses, involving external authorities, like law enforcement or regulatory bodies, may be appropriate. In the meantime, it is essential to range self-care and look for support from trusted friends or workmates. Assaulting sexual harassment is never simple, but certifying a safe and supportive workplace for all staff and patients is appropriate.
In such a situation, numerous options can be taken into account, and one of the options is to confront Dr. Long directly and elucidate that his behavior is making one uncomfortable and that it must come to an end. A second option is to disclose the behavior to a supervisor or human resources spokesperson, who can institute an investigation and offer support (Chelladurai & Kim, 2022). Pursuing legal advice and including external authorities if appropriate is also feasible. Nevertheless, it is essential to recall that as a victim of harassment, the accountability does not lie with an individual to solve the issue. The accountability lies with the institution and its leadership to develop a safe and respectful workplace free of harassment. Accordingly, disclosing the behavior and pursuing support from trusted workmates, friends, and counselors is vital. It is crucial to range self-care and take steps to ensure personal safety, like avoiding being alone with the perpetrator. Sexual harassment is never bearable behavior, and it is the accountability of everyone to speak out against it developing a safe and supportive habitat for all staff and patients.
The driving forces of action in such a situation are the discomposure and anxiety that the nurse feels as an outcome of Dr. Long’s behavior towards her. She lacks romantic interest in him, making her uncomfortable by touching and teasing her. In addition, his commanding position in the unit makes her feel confined and powerless to overcome the situation. The constraining forces of action are the fear of estranging Dr. Long and the possible upshots of discl
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