The diagnosis of psychiatric emergencies can include a wide range of problems—from serious drug reactions to abuse and suicidal ideation/behaviors. Regardless of care setting, the PMHNP must know how to address emergencies, coordinate care with other members of the health care team and law enforcement officials (when indicated), and effectively communicate with family members who are often overwhelmed in emergency situations.
In this week’s Discussion, you compare treatment of adult psychiatric emergency clients to child or adolescent psychiatric emergency clients.
Compare treatment of adult psychiatric emergency clients to child or adolescent psychiatric emergency clientsAnalyze legal and ethical issues concerning treatment of child or adolescent psychiatric emergency clients
According to Graen and Uhl-Bien (1995), leadership research should not put its focus on the leader only. They argue that leadership consists of three domains: the leader, the follower, and their relationship. This taxonomy could be seen as the foundation of LMX theory, since the most differential aspect of the theory is the emphasis that is laid on the leader-follower dyadic relationship. LMX proposes that leaders do not treat all their followers in the same way. They split their followers into two groups: in groups and out groups. The followers that are categorized into the in groups are given more time and attention than those categorized into the out groups. Furthermore, the performance of in group members is often evaluated as higher than that of out group members, and in group members seem to be more satisfied with their LMX relationship compared to out group members (Varma & Stroh, 2001). Scholars suggest that leaders’ classification into in and out groups is mostly based on factors that are unrelated to performance, and one of these seems to be gender (Graen, Liden, & Hoel, 1982; Dienesch & Liden, 1986). In the following paragraphs, the role of gender will be discussed from different perspectives. Gender stereotypes Despite numerous awareness campaigns, feminist initiatives, and other attempts at bringing more equality onto the work floor, gender stereotypes still play a significant role in this world. Both men and women are often expected to act a certain way, and these expectations can have more influence on their evaluations than their actual performance and/or behaviour. Eagly, Makhijani, and Klonsky (1992) found that women using an autocratic leadership style were rated as less effective than men using the same style. They explain that autocratic leadership behaviours are seen as more masculine, and that male leaders are seen as more effective than women, because these behaviours seem “more fitting” for men, regardless of their actual performance. On the other hand, women were rated more favourably than men when adopting a transformational leadership style, because this style is seen as more feminine. These findings depict how gender-based expectations play a role in evaluations of leadership. Supervisors are rated higher when they comply to the expectations for their gender. This concept is also known as role congruity theory (Douglas, 2012).>GET ANSWER Let’s block ads! (Why?)