NR 504 Week 4 Discussion Emotionally Incompetent Behaviors

NR 504 Week 4 Discussion Emotionally Incompetent Behaviors Recent

Emotionally Incompetent Behaviors

Emotionally incompetent behaviors can destroy a team’s ability to achieve a specific goal. From the following list of incompetent behaviors (Porter-O’Grady & Malloch, 2015), select one behavior, develop a fictitious example that demonstrates the selected behavior, and then identify two techniques that a leader could use to help develop the individual. Scholarly support is required.

Emotionally incompetent behaviors:

Acting as devil’s advocate

Displaying a bad attitude

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Displaying a superior attitude

Tolerating errors

Failing to balance work and relaxation

Emotionally Incompetent Behaviors

Displaying a bad attitude is an example of an emotionally incompetent behavior that a person exhibits in a particular environment whether in school, at home or workplace (Porter-O’ Grady and Malloch, 2015). Just working is not enough; therefore, a person must have the right attitude at work. A bad attitude, on the other hand, negatively affects performance. Notably, in a particular organization, every single employee might have different lifestyles or personal opinions on various issues. Ideally, one of the most disturbing negative attitudes to display is to disrespect or fail to acknowledge other people’s needs or request.

For instance, in an office where hundreds of employees work together, some employees might need to take a break from work for one reason or the other, mainly to attend to their personal emergencies. In such cases, some employees, especially those in senior positions may fail to respect or appreciate their team member’s decision, owing to their bad attitude towards them. They disrespect them by making neglecting such genuine requests. This kind of bad attitude is prevalent among employers in a given place of work.

Notably, a good leader is tasked with the responsibility of identifying several techniques that can be used to help change the person from displaying bad attitude. First, the manager needs to talk to the employee personally because speaking in private is sometimes helpful especially when tackling out such a problem (Umphress and Bingham, 2011). Advise the person on the need to have a good attitude towards other people to create a safe working environment. The second technique to b used by the leader is to explain to the person how his or her bad attitude might affect other colleagues and the organization’s overall performance at large.

In addition, the administrator is tasked with the responsibility of telling the employee how important it is to be disciplined at work which gives a good impression to the manager thus one can easily get promoted.


  • Porter-O’Grady, T., & Malloch, K. (2015). Quantum Leadership: Building Partnerships for Sustainable Health.
  • Umphress, E. E., & Bingham, J. B. (2011). When employees do bad things for good reasons: Examining unethical pro-organizational behaviors. Organization Science, 22(3), 621-640.

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