NR 504 Week 4 Discussion: Leading Others: Implications of Personal Leadership Style (Summer 2022)-Chamberlain College Of Nursing/Already Graded A

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Running head: EMOTIONALLY INCOMPETENT BEHAVIORS 1 Emotionally Incompetent Behaviors Carole Bingley Chamberlain College of Nursing NR 504: Leadership Winter 2017 This study source was downloaded ... by 100000831988016 from CourseHero.com on 04-24-2022 09:41:48 GMT -05:00 https://www.coursehero.com/file/21817296/Week-4-DQ-Emotionally-Incompetent-Behaviors/ EMOTIONALLY INCOMPETENT 2 Emotionally incompetent behaviors can destroy a team’s ability to achieve a specific goal. From the following list of incompetent behaviors (Porter-O’Grady & Malloch, 2015), select one behavior, develop a fictitious example that demonstrates the selected behavior, and then identify two techniques that a leader could use to help develop the individual. Scholarly support is required. Emotionally incompetent behaviors:  Acting as devil’s advocate  Displaying a bad attitude  Displaying a superior attitude  Tolerating errors  Failing to balance work and relaxation Week 4 DQ Emotionally Incompetent Behaviors How one behaves in the workplace is crucial in determining not only his performance but also the performance of those he works with at the firm. Bad behavior has an adverse impact on business, and if not stopped in the long run the results might be irreparable. Example of incompetent behavior in the workplace Displaying bad attitude Jack has been working for an financial consulting firm for eight months and already his colleagues want nothing to do with him. This is because Jack always has a bad attitude towards his fellow co-workers and gossips about them to employees in other departments. When given a task, he acts with arrogance and pretends he could care less whether it is done or not. The other day at noon he was assigned some paperwork to complete, but he stood up and left the office stating that it was lunch time. He didn’t return until 3PM at which time the deadline had already passed. The work was handed over to one of Jacks’ frustrated co-workers in his absence because the paperwork was urgent. In teamwork, he is always negative and disrespectful to his fellow employees making them feel incompetent, and the work given to them takes longer than it should have, due to how This study source was downloaded by 100000831988016 from CourseHero.com on 04-24-2022 09:41:48 GMT -05:00 https://www.coursehero.com/file/21817296/Week-4-DQ-Emotionally-Incompetent-Behaviors/ EMOTIONALLY INCOMPETENT 3 difficult it is to work with Jack. Jack has a bachelor’s degree in accounting, an MBA, and is a certified public accountant and financial specialist. Prior to accepting this job, Jack was employed at a competing financial consulting firm for 5 years. At the previous firm, Jack was difficult to engage with and his co-workers had difficulty performing teamwork projects. Prior to leaving Jack felt his work was professional and great, but he was never considered for promotion and couldn’t understand why. His previous employers had never discussed his bad attitude and lack of teamwork with his co-workers because Jack did exceptionally well with big ticket clients and could acquire large accounts with Fortune 500 companies. Jack could prove to be an invaluable employee, but his bad attitude affects the performance of everyone around him. Techniques that could be used to develop Jack Using performance improvement plan A performance improvement plan outlines in writing the managers expectations and the goals to be accomplished by the difficult employee (Lieber, 2011, p. 100). It clearly describes the expected conduct and performance of an employee and outlines the steps a manager has undertaken to help improve him (Lieber, 2011, p. 100). A performance evaluation will help to identify Jack’s performance deficiencies and arrange appropriate goals to reach. Jack can also be included in creating the goals for his improvement plan. This approach could encourage Jack to follow and accomplish the guidelines he set for himself. If Jack cannot meet the expectations of the performance improvement plan within a measurable amount of time, then measures should be taken for disciplinary action (Lieber, 2011, p. 102). Focus on Strengths Not Weaknesses This study source was downloaded by 100000831988016 from CourseHero.com on 04-24-2022 09:41:48 GMT -05:00 https://www.coursehero.com/file/21817296/Week-4-DQ-Emotionally-Incompetent-Behaviors/ EMOTIONALLY INCOMPETENT 4 On the other hand, there is literature discussing that too much time is focused on improving an employee’s weaknesses and trying to make them stronger, rather than capitalizing on their strengths (van Woerkom, & Meyers, 2015, p. 82). Every employee’s talents are unique, including Jack’s. His greatest potential for growth in the company is to recognize the area of his greatest strength. Jack’s strongest skill is that he does well with clients of the large companies. If Jack’s management team wants to capitalize on his talents they need to monitor his behavior, skills, and abilities over an extended period (van Woerkom, & Meyers, 2015, p. 84). Once Jack’s strengths have been identified measures can be taken to maximize them to his full potential. A formal strengths-based performance appraisal should be provided to discuss Jack’s talents and how to motivate him to continue positive workplace activity (van Woerkom, & Meyers, 2015, p. 84). Lastly, development practices aimed at expanding Jack’s talents instead of repairing his faults, such as task allocation or complementary partnering, will keep Jack productive, energized, and satisfied (van Woerkom, & Meyers, 2015, p. 85). References Lieber, L. D. (2011). Performance evaluations: More important than ever in 2011. Employment Relations Today (Wiley), 38(1), 99-105. doi:10.1002/ert.20337 van Woerkom, M., & Meyers, M. C. (2015). My Strengths Count!. Human Resource Management, 54(1), 81-103. doi:10.1002/hrm.21623 [Show More]

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