NUR 670 GC WEEK 14 DISCUSSION PAPER NUR 670 GC WEEK 14 DISCUSSION PAPER NUR 670 GC Week 14 Discussion Latest NUR670 How do you affirm people at work? When your coworkers talk about you, what do they say about you? Based on the textbook, relate your responses to the issue of preference according to the servant-leadership paradigm. Compare this form of leadership with the secular view of power as it relates to working relationships. CLICK HERE TO ORDER YOUR NUR 670 GC WEEK 14 DISCUSSION PAPER NUR 670 Leadership Journal: Example Details: Journaling provides a valuable tool for recording, reflecting on, and reviewing your learning. This approach provides an opportunity for you to ?connect the dots? and observe the relationships between and among activities, interactions, and outcomes. Unlike a personal journal of thoughts and feelings, this Leadership Journal is a record of your activities, assessments, and learning related to this academic experience. Journal entries should include a record of the number of hours spent with your nurse leader each week. Write a journal entry of 750-1,500 words on the subject of example, including the following: 1.???????? Provide observations and thoughts on the activities in Weeks 11-12. 2.???????? Identify three to five personal values or characteristics that you believe are critical components of a good leader, such as honesty, compassion, or fairness. How do you express those values in your professional life? 3.???????? Reflect on at least two things you learned from the ?Issue of Example? video. APA format is not required, but solid academic writing is expected. You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center. Week 14 Servant Leadership From a Christian Perspective: The Issue of Humility (Continued) NUR 670 Leadership Journal: Purpose Details: Journaling provides a valuable tool for recording, reflecting on, and reviewing your learning. This approach provides an opportunity for you to ?connect the dots? and observe the relationships between and among activities, interactions, and outcomes. Unlike a personal journal of thoughts and feelings, this Leadership Journal is a record of your activities, assessments, and learning related to this academic experience. Journal entries should include a record of the number of hours spent with your nurse leader each week. Write a journal entry of 750-1,500 words on the subject of purpose, including the following: 1.???????? Provide observations and thoughts on the activities in Weeks 5-6. 2.???????? Describe how your nurse leaders leadership style affects the people the nurse leads. Do staff members express feelings of support and helpfulness? Are there examples of leading rather than dictating? Did the leader say or do things designed to ?build up? staff or were there missed opportunities? 3.???????? Reflect on at least two things you learned from the ?Issue of Rule? video APA format is not required, but solid academic writing is expected. You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center. ? Order Now

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How do you affirm people at work?

Introduction

When we think of affirmation, we often picture someone giving us a pep talk or cheering us on. But there are many ways to affirm people at work that have nothing to do with words. These include consistency, socializing and believing in the long-term.

Consistency

You should be consistent in your affirmation of people at work. You should give praise regularly, in front of others if possible.

• Be specific about what you like about the person: Don’t just say “I love how hard you work!” Instead, tell them why you appreciate their effort (e.g., “I like how well you keep track of our inventory”).

• Make sure to affirm people in front of others: It’s important for employees to know that there are supervisors who care about them and will make sure that they get what they need from the company.

Socializing

Socializing is a good way to build relationships, trust and rapport. When you’re socializing with a group of people, it’s more likely that they will feel comfortable talking with you than if they were just sitting alone in their cubicle or office. This may be due to the fact that socialization helps build rapport between coworkers because there are other people around them who can support them when they need help or encouragement.

It also helps to keep them accountable by causing them to think about their behavior as well as how others’ may perceive theirs; this can give rise to positive associations between certain behaviors/people/events within our lives (such as attending an event together).

Believing in the long-term

Believing in the long-term means believing in your employees. It’s important to believe in people because it’s difficult for them to do their best work if they don’t feel like you believe in them, or have faith that they can succeed.

To make sure your employees are given opportunities and support, you should have a clear vision of where you’re going and what kind of company you want to create. A good way to start this process would be by having meetings with all of your team members where they can talk about what their goals are and how they might achieve them together as a team.

It also helps if everyone involved knows exactly why they’re working at this company (or any other), which will help keep morale high throughout the day!

Building a path for success

The first step in building a path for success is helping people to see their strengths.

When you can help them see the strength of their skills and abilities, they will be able to achieve more than they ever thought possible.

Second, it’s important that you help them set goals and make plans for achieving those goals. It’s also vital that you provide ongoing coaching as needed so that people can remain on course toward their long-term objectives.

Seeing people’s strengths

Seeing people’s strengths is a great way to build community. It’s important to understand the strengths of others, so you can’t help someone improve if you don’t know what they are good at. You can also help them improve by knowing what they are good at, and encouraging them to do more of that!

Honesty

Being honest with people is one of the most important things you can do for them. It’s not always easy, but if you’re willing to be open and straightforward with someone, they’ll appreciate it more than anything else.

When we talk about being honest at work, it’s usually in reference to our own actions or those of other employees within a company. But there are also times when being honest means telling your boss something that may make him or her uncomfortable—and that’s okay! Just remember: if something makes us feel bad about ourselves (for example: “I think I’m fired”), then we shouldn’t say anything unless we’re willing to face whatever consequences come along with it

Affirming people is a good way to help build better relationships at work

Affirming people is a great way to build better relationships with your co-workers. It can help them feel more confident and motivated, and it can help you build better relationships with them. The key is knowing how to do it, which we’ll get into below.

• Acknowledge their strengths: This is one of the easiest ways to affirm someone at work because it requires almost no effort on your part—you just need to acknowledge that they have strengths that aren’t always obvious! For example: “You’re really good at problem solving,” or “I’ve noticed how well you’ve been working lately.” This will make them feel appreciated for who they are rather than focusing on some specific behavior (like being late).

Conclusion

We hope you found this article helpful in affirming your employees at work. If you have any additional questions, feel free to reach out to us on social media or in the comments below!

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