This week, you have examined the theory of contemporary leadership and management models focusing on those specific to healthcare leaders. Your research has provided insight into how successful leaders analyze complex issues and make ethical decisions within their diverse organizations.
For this assignment, using your research findings, you will engage in discussion in the Forum found in the SHS Health Administration Forum in the Commons by sharing your synthesis of the contemporary leadership and management models found in your employment setting, interpreting your observation of one or more of these models in use.
In your post and subsequent responses, no organizations and/or individuals are to be identified by name or location. Use fictional names to refer to all entities, i.e., Mr. Leader in Hospital Z.
200-300 words and 3 scholarly sources
DISCUSSSION POST: FROM THE SOURCE
Using your research findings, you will engage in discussion by posting your synthesis of the contemporary leadership and management models found in your employment setting, interpreting your observation of one or more of these models in use. In your post and subsequent responses, no organizations and/or individuals are to be identified by name or location. Use fictional names to refer to all entities, i.e., Mr. Leader in Hospital Z.
Several leadership models exist, but choosing the right model is not always black and white a combination of models may suit an organization’s changing needs. From the beginnings with the Great Man Theory, that assumes leaders are born with certain characteristics that make them leaders to the Trait Theory that strives to Identify certain characteristics of leaders such as, confidence, high energy, creativity, decision-making ability, drive, and emotional intelligence. Then the Contingency and Situational Leadership developed in the 1940’s which says the environment chooses the style of leadership the leader should assume. Then, the Transformational Leader who inspires and coaches others to develop their own skills of leadership. On paper it may be easy to choose a leadership style, but different situations call for different approaches (Dye, 2017).
Within my organization of employment, there has been much struggle in the last few months as the guards have changed. In the past, the organization was led with a combination of transformational leadership and delegation. The staff was engaged, and their opinions respected, and tasks were often delegated to retain accountability. Frequently, staff was coached and inspired to become the future leaders of the organization. The environment and operations were laden with trust and loyalty. However, this has changed in the last few months with the changing of the guards. No longer are staff treated as the future leaders, they are constantly prodded by the autocratic style of leadership. It seems like this style has taken hold due to the chaotic atmosphere that has ensued. The environment seems to be riddled with low morale and a lack of trust in the organizational leader. Staff members are falling off like lemmings. What came first the style of leadership in place or the chaos? Having been removed from the situation for a month, it is hard to tell which came first. Is this authoritarian style of leadership merely a response to the chaos to regain control, or has the chaos been a result of the new leadership style? Either way, the organization is in turbulent waters, and the leadership needs to step aside and reconfigure (Dye, 2017). In this scenario, a contingency or situational leadership should be considered. According to Junquiera, Dutra, Filho, & Gonzaga (2016), helps the organization to adapt to the environment by modifying the approach to achieve the best results. This model of leadership recognizes that there is more than one way to lead an organization successfully. The leaders are called upon to look within themselves to determine what they should be doing and what their greatest strengths and weaknesses are. This leadership style requires the leaders to reconnect with the staff to reestablish organizational trust (Dye, 2017). As stated by Hill (1969), “Careful observation of leadership behavior indicates that no one style of leadership is always effective…”. The organizational leaders will benefit much from the unity of leadership decisions, but they must be adaptable to changing organizational behaviors to reestablish satisfaction and quality (Dye, 2017).
Dye, C. F. (2017).
Leadership in healthcare: Essential values and skills (3rd ed.). Chicago, IL: American College of Healthcare.
Hill, W. (1969). The Validation and Extension of Fiedler’s Theory of Leadership Effectiveness. Academy of Management Journal, 12(1), 33-47.doi: 10.2307/254670
Junquiera, E., Dutra, E.V., Filho, H.Z. & Gonzaga, R.P. (2016). The Effect of Strategic Choices and Management Control Systems on Organizational Performance. Revista Contabilidade & Financas-USP, 27(72), 334-348. Doi: 10.1590/1808-057×201601890 Wittney Jones