Informed Concent

Informed Consent
Name of Student
Name of Institution
Conceptual Framework
Moral standards revolve around any conduct or behavior that is accepted in the society. Working as a nurse within the health industry requires them to have certain characteristics that affirm their moral standards (Woods, 2014; Kumra et al., 2014; Disch, 2014). For instance; principles such as nonmaleficence are necessary in nursing to ensure that no harm is caused on the patients (Cooper & Gosnell, 2015). The nurses should uphold their moral standards to eliminate any chance(s) of interfering with the patients’ well-being. If at all a practitioner in the nursing world engages in deliberate or non-deliberate harm of their patients; it is classified as unprofessional and lacking of moral standards. The nurses’ moral standards, in fact, demand them to ensure that patients in the emergency room have their medication(s) for pain. Proper behavior that is acceptable in different societies constitutes the conceptual framework of moral standards.
Work Environment
I have encountered an ethical dilemma that would have cost my job. Sexual harassment [and abuse] within the field of nursing is a commonality as workers have experienced the same (Wilson, 2013). It is unfortunate that I constantly witnessed some employees sexually harassing their fellow colleagues and ‘winning’ their silence through blackmailing techniques. Obviously; as a leader, I felt that this was a dilemma since most of these cases are often left in oblivion.

Such ethical concerns lead to the creation of a hostile work environment which works to the disadvantage of other employees (Martin, 2014). Both female and male nurses are susceptible to sexual harassment thus; it is necessary for the leaders to educate both parties on the same (Kumra et al. 2014; Cianci et al., 2014). It is unfair that other workers should be pressured [and stressed] to the point of leaving their jobs simply due to a particular group of people. Again; when issues such as sexual harassment and abuse arise in the workplace, it is possible for some nurses to be demoralized and demotivated to carry out their assigned duties.
Analyzing Implications
Expectedly, ethical dilemmas often have various implications including moral implications, ethical implications, and legal implications (Martin, 2014).
Moral Implications
Moral implications refer to any principles that define all the right choices made by individuals. There is the need for the supervisors to take responsibility and ensure that sexual harassment does not ensue in their institutions (Cooper & Gosnell, 2015). These nurses’ rights should be protected beforehand as it is possible for the supervisors to caution the sexual harassers and abusers about the consequences (Woods, 2014; Kumra et al., 2014; Disch, 2014). Morally also, it would be expected for the nurses to report any form(s) of sexual harassment in the workplace. They should not succumb to blackmailing techniques that may hinder them from reporting the cases of sexual abuse in their workplace.
Ethical Implications
Ethical implications refer to the principles that are considered right and wrong in the society (Cianci et al., 2014; Kelly & Tazbir, 2014). Unfortunately, ethical implications such as discrimination are affiliated with sexual harassment and abuse in the workplace (Woods, 2014; Wilson, 2013). It is stated clearly that no individual, regardless of sex, should be subjected to sexual harassment in the workplace. To be precise, discrimination may be realized when the employer ‘avoids’ promoting nurses that resist the uncouth sexual advances. These workers are evidently discriminated merely because they do not succumb to the sexual demands of either their fellow employees or the supervisors themselves. As explored already, the creation of a hostile work environment is also one of the ethical implications surrounding the dilemma. The employees cannot thrive in unity when sexual harassment of some nurses is the order of the day.
Legal Implications
Legal implications are the consequences or repercussions bestowed upon an individual that is involved with the law. It is inevitable to encounter these implications and consequences while dealing with the legalities affiliated with sexual harassment in the workplace (Wilson, 2013; Disch, 2014; Martin, 2014). Fore mostly, termination may be paramount for the nurses that are accused of abusing their fellow employees in sexual ways (Kumra et al., 2014). It is, however, regrettable that; it is not only the employees that face these consequences but also the specific institution. The repercussions affect the whole organization and not just a particular group of nurses.
Moral Agent
A moral agent is an individual that has the capability of understanding the right and wrong issues in society. For this particular issue of sexual harassment, my moral agency would be inclined toward the realization that it is uncouth in the workplace (Kumra et al., 2014; Disch, 2014; Woods, 2014; Cooper & Gosnell, 2015). I would not endorse those nurses that resort to keeping such delicate information from their supervisors. Regardless of the damage, as a moral agent, I should advocate for castigation and termination of sexual harassers in the workplace.
Leadership Style
I learned that I lean toward the democratic style of leadership. It is impossible for me to adapt an authoritarian leadership style since I support the idea(s) of team work and decision making from all the parties in the particular institution. Democracy does not allow for ‘single-handed’ decision making due to the importance of each person’s opinion (Marquis & Houston, 2017; Kelly & Tazbir, 2014). As a democratic leader, it is much easier to focus on the development of a team rather than the individualistic needs of only certain people (Cianci et al., 2014). A breakaway from authoritarian leadership has a great impact on the type of communication that is utilized in my nursing profession (Kelly & Tazbir, 2014; Cianci et al., 2014). When I stick to a democratic style, it is much easier to cultivate a culture of open communication and ensure that each employee is satisfied, accordingly.
My democratic leadership style did not act as a barrier during the dilemma since it played a significant role in coming to a consensus. Unlike with authoritarian leaders, a democratic leader has the ability of reasoning with various employees; even if they are the sexual harassers or abusers in the given institution. One of the advantages of a democratic leadership revolves around the increase of satisfaction in the workplace. Obviously, this counteracts the idea(s) that my leadership style acts as a barrier since it works toward eliminating the hostility in this particular work environment.
Conclusion
Before delving into the ethical dilemma of sexual harassment in the workplace, there was the need to understand the conceptual framework of moral standards. The dilemma was; in fact, more moral than legal or ethical hence looking into moral standards was more feasible. Furthermore, an examination of my leadership style was quite beneficial as it offered an overview of the ethical dilemma. Democracy is more reliable than authoritarianism particularly in the case where a group of people needs to make a decision. There was an exploration of ethical, legal and moral implications for a better comprehension of the ethical dilemma.
References
Cianci, A. M., Hannah, S. T., Roberts, R. P., & Tsakumis, G. T. (2014). “The effects of authentic leadership on followers’ ethical decision-making in the face of temptation: An experimental study.” The Leadership Quarterly, 25(3), 581–594. doi:10.1016/j.leaqua.2013.12.001. Retrieved from the Walden Library databases.
Cooper, K., & Gosnell, K. (2015). Foundations and adult health nursing. St. Louis, Missouri: Elsevier/Mosby.
Disch, J. (2014). “Using Evidence-Based Advocacy to Improve the Nation’s Health. Nurse Leader, 12(4), 28–31.” doi:10.1016/j.mnl.2014.05.003. Retrieved from the Walden Library databases.
Kelly, P., & Tazbir, J. (2014). Essentials of nursing leadership & management. Australia: Cengage Learning.
Kumra, S., Simpson, R., & Burke, R. J. (2014). The Oxford handbook of gender in organizations. Oxford; New York, NY: Oxford University Press.
Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins. (Chapter 4, 5, & 6).
Martin, M. B. (2014). “Transcultural Advocacy and Policy in the Workplace: Implications for Nurses in Professional Development. Journal for nurses in professional development, 30(1), 29–33.” doi: 10.1097/NND.0000000000000027. Retrieved from the Walden Library databases.
Wilson, F. M. (2013). Organizational behaviour and work: A critical introduction. Oxford : Oxford University Press.
Woods, M. (2014). “Beyond moral distress preserving the ethical integrity of nurses.” Nursing Ethics, 21(2), 127–128.