In my professional life as a nurse working in the emergency room, there was a specific incident where I distinctly felt used and manipulated by one of the leaders within the organization. The circumstances involved a situation where there was a shortage of staff members due to unforeseen circumstances, and as a result, I was asked to work additional shifts without proper compensation or acknowledgement. Despite feeling valued by my colleagues and patients, I did not feel the same level of support from this particular leader.
The incident occurred during a particularly hectic period in the emergency room, with a high influx of patients and limited resources. The leader in question, who had direct authority over the department, approached me and requested that I work extra shifts to cover the staffing shortfall. While I understood the urgency of the situation and the need for additional staff, the request was made without any consideration for my personal commitments or well-being. Furthermore, the additional work was offered without any additional compensation or time off in lieu. This created a sense of being used and manipulated, as it seemed that my needs as an employee were being disregarded for the sake of the organization’s demands.
In terms of feeling valued, my interactions with the leader during this incident did not contribute to a sense of appreciation or recognition. Instead, the focus from the leader was solely on the need to cover the staffing shortage, without any regard for the impact it had on me as an individual. This lack of consideration and acknowledgment left me feeling undervalued and as if my personal well-being was of little importance.
Drawing on the concepts presented in the textbook, the issue of purpose within the servant leadership paradigm could have led to a more beneficial outcome for both the leader and myself. According to the textbook, purpose in servant leadership involves aligning the organizational goals with the individual needs and motivations of followers.
In this particular scenario, if the leader had taken the time to understand my personal commitments and workload, they could have approached me with a more empathetic and supportive attitude. By acknowledging the additional burden that the request would place on me and offering some form of compensation or time-off in lieu, it would have demonstrated an understanding of my value as an employee, and fostered a greater sense of trust and respect.
Furthermore, by aligning the purpose of the organization, which was to provide quality patient care, with the individual purpose and needs of the followers, the leader could have encouraged a more collaborative approach to problem-solving. By involving me in the decision-making process and seeking my input on potential solutions, it would have created a more inclusive and empowering environment. This approach would have not only resulted in a better resolution to the staffing issue but also fostered a stronger sense of trust and satisfaction among the employees.
In conclusion, the incident in which I felt used and manipulated highlighted the importance of purpose in servant leadership. By considering the individual needs and motivations of followers, leaders can create a more beneficial and harmonious work environment. In this specific case, a greater emphasis on purpose would have resulted in a more empathetic and supportive approach from the leader, ultimately leading to a more positive outcome for both the leader and myself.
