Isaac has worked as a staff nurse on the telemetry floor for over 15 years. He holds seniority in the unit. His patient care is satisfactory; however, his interpersonal behaviors are becoming an increasing issue for his coworkers. He throws papers around the unit, gives short answers to questions, and seems generally miserable. He tells the staff that they are lazy and stupid. He is constantly questioning their decisions. You have come from another local hospital in the role of the assistant nurse manager. Based on your observations, you have met with Isaac informally and discussed his behaviors, but they have not changed. Now three new nurses have already come to you saying that this unit is a great match for them, except for one problem. Although they have not identified Isaac by name, they have told you that one of the nurses is extremely abusive verbally, and they have been calling in sick on the days they are scheduled to work with this person. 
1. What are your responsibilities as an assistant nurse manager in regard to Isaac’s behavior problem?
2. What is the next step in dealing with Isaac’s behaviors? 
3. How will you, as the manager, have Isaac develop more effective people skills?
This is your first position as a nurse manager. The holidays are rapidly approaching, and the hospital policy states that each unit will negotiate holiday coverage individually. You are already getting requests via e-mail and on Post-it notes for holiday time. Several staff members have come to you stating that they “never” seem to get their requests for holidays. Discussion among the staff members is creating dissension and conflict.
1. Discuss the potential impact of this problem on you and the unit staff. 
2. Describe a minimum of one positive consequence and one negative consequence of this conflict.
3. Select a model of conflict resolution and explain how you, as a nurse manager, might resolve this conflict.
Case scenario to be completed:
-APA Format.-Abstract or Introduction page-Summary or Conclusion page-Four Pages Minimum, not included abstract or introduction, Summary or Conclusion, and Bibliographic pages.-Completely unacceptable Copy and Paste from Internet, or other resources.-Bibliographic have to be in APA Format, minimum 3 references citations  with 3 or less years old. 
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Provide a response of at least 50 words to below response in apa format witn in-text citations:
The concept of internal consistency between words and actions is called integrity. Leadership integrity has been defined as the perceived pattern of alignment between the leader’s words and deeds or the extent that leaders are seen as practicing what they preach (Leroy, 2012). I have had occasion to witness this type of leadership behavioral integrity many times during my practicum experiences from my preceptor over the past 9 weeks. Since she assumed the role of CNO in her organization in 2017, she has espoused the importance of compassionate care, teamwork, collaboration and the critical role of RNs in the rehabilitation of patients. During countless meetings at all levels, with employees from all departments of the organization, I have witnessed her providing support, guidance, nonjudgmental critique and a willingness to roll up her sleeves and work alongside nurses to get the job done. The text states that the greatest threat to the servant leader is the craving for power (DelHousaye, 2004). I would argue that power is not something that needs to be craved, even by servant leaders, for they possess it already. The danger in power lies in how it is utilized. We all possess power in some form. When used with others in mind and for the good of others, power can be a positive thing. When used with integrity, honesty and charity, power can be a leadership tool.
Original Question:   
Servant leaders must be internally consistent with their words and actions. Describe a mentor that you have had that displayed this kind of credibility. Share an example of what you witnessed from this person. Based on the text, contrast your response to the secular view of power.
 

Describe how to assist others to generate their own evidence-based practice questions. Discuss the professional obligation as a DNP-prepared nurse is related to evidence-based   practice, patients, and other nurses? 
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Ethical Decision Making
Ethical decision making is a common dilemma in law enforcement. When it comes to conspiracies ethics are very important because undercover agents and confidential informants are often employed to aid in investigating this crime. This discussion question will compare and contrast ethical decision making as a member of the general public and as a police officer.
Please respond to the following: Read the Ethical Dilemma Number 1 located on page 347 in the textbook and answer the following questions: Is this ethical? Who does it really hurt, since Disney is a large company and the money amount is small? What message does this give to the children about cheating? Read the Ethical Dilemma Number 2 located on page 347 in the textbook and answer the following questions: Do you tell the clerk that you gave her a $10 bill instead of a $20? What if the dollar amount was different and she thought you gave her a $50 bill instead of a $10? Does your decision in Ethical Dilemmas Number 1 or 2 change if you are a police officer and are not on duty? Why or why not?
 
 
 
  Answer preview
Ethical Dilemma 1 Is this ethical?
This is not ethical. Ethics go hand in hand with honesty. Honesty is not portrayed in the situation in ethical dilemma 1. Honesty obliges individuals to have good faith when they have to convey the truth. It is not ethical to communicate in a way that deceives the organization. Who does it really hurt, since Disney is a large company and the money amount is small?
Such unethical behavior which clients commit hurts the profitability of the company which is Disney. Even if the amount of money is small, it has an overall impact on the profitability of the company……………
WORD COUNT:441WORDS
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