INSTRUCTIONS The following is the Part 1 of my assignment done by me, already submitted it to the university and been marked. (please discard it after my assignment immediately for PRIVACY and do not use it again-Thankyou) Now part 2 of the same assignment is due very soon. Please have a read of my WHOLE assignment properly especially part 2 because that’s what you are going to answer. As part 2 builds up on Part 1, so please do make sure that you do follow it up a little from the leadership and learning styles and challenges that I have already referred to in there. So that, part 2 does make sense about my styles and thoughts already been mentioned here in part 1. Do MAKE SURE to do “Further Research” about the assignment and do not be limited with only the styles I mentioned. Please read the assignment thoroughly, the task and the requirements. It does ask to reference at least 10 journal articles at minimum. I do want you to reference some points from my text book which is the following: Crisp, J., Douglas, C., Rebeiro, G., & Waters, D. (2017). Potter & Perry's fundamentals of nursing (5th ed., pp. 266-284). Chatswood, NSW: Elsevier. Australia Make sure everything is well referenced with proper in-text citations as well as the reference list. You can use the First person in the reflective parts of the essay. Please KEEP IN MIND the story which I chose to answer Part 1 is the following: - Mentor Unto Others” by Clola Robinson-Blake from Gordon, S. (2010). When Chicken Soup isn't Enough. Ithaca: Cornell University Press. docID=3138010 Part 1 of the same assignment (I have already submitted it and been marked ) I identify many things from the story “Mentor Unto Others” by Clola Robinson-Blake which are significant to myself as I am a strong believer of dignity, respect, equality, honesty and justice. I am also against stereotyping and various forms of discrimination which could be harmful to a person’s emotional, mental and physical wellbeing. (Crisp, Douglas, Rebeiro, & Waters, 2017) I feel that the new employees are also perceived as an easy prey for the veteran staff to take their personal frustrations and anger out on them. Those who are soft spoken and lack confidence could be vulnerable to bad behaviours by others. In relation to my chosen scenario, the issues aroused for me were the experienced staffs’ disrespectful, bullied, non- supporting, demeaning and patience less attitude towards the inexperienced staff. The experienced staff also complained intimidatingly and made derogatory comments right in front of the new staff which I believe are strongly disempowering, harassing and even holds a possible threat to the receiver’s emotional and mental health. New staff needs time to grow and function more easily. (Robinson, 2010) Additionally, the experienced staff seems less educated towards a positive, nurturing and welcoming orientation of the new employees. Perhaps, if in case, the management and other senior staff might have a role to play in their experienced staffs’ negative behaviour and being less vigilant. This could be due to the reasons such as personal friendships or sharing the same set of values and believes etc. Furthermore, the inexperienced staff drastically failed as a team to acknowledge the learning opportunity and the qualities which they could have gained from the new staff which might have been surprisingly useful to their own team. Another issue is the hospital’s very high staff turnover which was one of the many results of the poor behaviour of the veteran RNs towards the other RNs and nursing assistants. (Robinson, 2010) The learning styles which I would like to use for my self-development if faced with a comparable situation would be the critical reflection and the Johari Window. I would improve myself by trying to adopt the qualities of my fellow staff and supervisors, asking questions to clarify and develop my knowledge further and leave behind any assumptions and prejudices (if any) out of my workplace and enter my work with an open mind who is ready to learn and actively listen to others. I would ask for a feedback on my performance which could be beneficial to identify my own hidden strengths or errors (The Johari Window). My mother has always taught me that learning is a lifelong journey and one shall learn till his/her last breath. The leading style I would like to use is the SWOT analysis. I think it’s a great tool to start with when working in a team. This could help me to lead my team the best feasible way by identifying everyone’s strengths and weaknesses while also having a team’s collaborative views on our opportunities and possible threats. I would also like to implement “Model the way” leadership component, as discussed by Daly, Speedy & Jackson (2015), to my leading style as I strongly believe that the actions speak much louder than words. References: Gordon, S. (2010). When Chicken Soup isn't Enough. Ithaca: Cornell University Press. Retrieved from http://ebookcentral.proquest.com.ezp01.library.qut.edu.au/lib/qut/detail.action?docID=3138010 Crisp, J., Douglas, C., Rebeiro, G., & Waters, D. (2017). Potter & Perry's fundamentals of nursing (5th ed., pp. 266-284). Chatswood, NSW: Elsevier. Australia. Daly, J., Speedy, S., & Jackson, D. (2015). Leadership & nursing: contemporary perspectives. Chatswood, Sydney, N.S.W.: Elsevier. The Johari Window diagram SWOT analysis (Foundation of Nursing Studies 2015) – handout given in the workshops.