Effective Leadership & Management are quintessential aspects in terms of success of a healthcare organization. A great leader can discover what is universal and capitalize on it by motivating the employees towards a better future. Great leaders cut through the differences of race, age, sex, nationalities, and personalities; using stories and celebrating heroes (Buckingham, 2005). Whereas great managers know the unique ability and eccentricity of his/her employees, and can integrate them in a coordinated action plan (Buckingham, 2005). Buckingham (2005) further explains that identifying & capitalizing on each person’s uniqueness saves time and also it makes each person more accountable. Also by capitalizing, great managers build a stronger sense of teamwork and introduce a healthy degree of disruption essential for the success of any organization. Buckingham (2005) gives an example of how a customer service representative named Manjit in a Walgreens store in San Jose, California consistently outperformed her peers. Manjit was a normal performer until the store’s current owner Mr. Jim came on board. Mr. Jim turned out to be a great manager by quickly picking out on Manjit’s idiosyncrasies and translated them into outstanding performances. Manjit had a love for public recognition and Jim recognized this by highlighting her scores in red put up on the walls & also put up photos documenting her success. The other employees at the store came to understand quickly that Jim saw his employees as distinct individuals and evaluated them based on their personal strengths. As a result, the other employees started to perform well and soon Mr. Jim’s store became number one store of Walgreens as a result of his great managerial skills (Buckingham...
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In a firm, management and leadership are important and needed. Leadership and management are similar. Actually, leadership and management are totally different. The leadership would influence the firm. The leader would have difference leadership styles to lead the subordinate.
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The theory of emotional intelligence is relatively new, however the psychological theory has become prevalent and many entities have adapted the principles of this theory in order to enhance relations within the professional environment as well as increase performance which ultimately lead to a positive place of work. (Allan Chapman 2014)
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Emotions are frequent companions in our lives. They come and go, and constantly change like the weather. They generate powerful chemicals that create positive and negative feelings, which have a powerful effect on leadership. Some emotions can either facilitate leadership, while others can detract from successful leadership. This course, Emotionally Intelligent Leadership, has truly opened my eyes to the affects that emotions have on being an effective leader. Peter Salovey and John Mayer defined emotional intelligence as “the ability to monitor one’s own and other’s feelings and emotions to use the information to guide one’s thinking and actions” (p. 5). This definition in itself states that emotions, whether it be ones own emotions or those of others, is the underlying factor that directs the actions of a leader. Therefore, throughout the progression (advancement) of this course, I have learned the importance of the development of emotional intelligence for being an effective leader, and because of this I plan on developing the capacities that contribute to being an emotionally intelligent leader for my own success, now and in the future.
Dr. Sutton highlights what it takes to be a good boss. People that work for a good boss are 20 percent less likely to have a heart attack (Sutton, 2010). Dr. Sutton wrote that teams with stronger leaders cost the company less money and achieved their work better (Sutton, 2010). Engagement and performance of employees were based upon their direct boss and not if the company was good or bad (Sutton, 2010). Most bad bosses have employees who have check-out: actively disengaged, and undermine their co-workers accomplishments. Managers have to find the balance between performance and humanity to be successful. Performance is about doing everything possible to help followers do great work; while humanity is about employees experiencing dignity and pride. Treating managerial work as an endurance race instead of a sprint race with small wins will lead one to becoming a good boss called grit by Sutton. Sutton believes that good bosses walk a constructive line between being assertive and not assertive enough with guidance, wisdom, and feedback that he called Lasorda’s law (Sutton, 2010).
Our leadership in this world has changed and affected us greatly. Leadership is being about to lead an organization with many people and to have control in the right way. “ The Leader of the Future” a book by Peter F. Drucker gives us information on why and how it is to be such a great leader. We need better leaders and we need them to guide us and help us along the way. Without leadership, our world would be in such danger and we America would be going through a lot.
A manager’s leadership style must influence staff and others to take them seriously. A manager sets the tempo for the employees’ work ethic. Effective leadership from healthcare managers is important to the modern healthcare reform (Kumar, 2013). Leadership engagement in healthcare explains how a problem could affect a healthcare organization. Managers that hold leadership roles must adopt a certain style that can be functional for his or her initial organization to be successful. Performance improvement can be a very serious aspect of leadership engagement (Croxton, 2011). Healthcare managers need to have people from all areas involved to work effectively. Without the consistency of getting all staff and physicians involved, the organization may suffer greatly.
Leadership is the ability of a person to influence other people to perform certain tasks or behave in a certain manner in order to achieve a certain goal. A good leader should thus assess the different situations to determine what approach to get desired things done. Effective leaders are not usually born; they are made. This means no one is automatically a leader even with formal authority; learning how to deal with followers is what makes an effective leader. Any organization or group requires good leadership to succeed in achieving its goals. Leaders play the role of unifying all efforts by different individuals towards a common goal. The ability to make followers willingly forego and drop their personal goals and interests for the attainment of the common organizational goals is a key skill which effective leaders must posses. Effective leadership means getting out the best from the followers.
R.J House, "A Path-Goal Theory of Leader Effectiveness," Administrative Science Quarterly, September 1971, pp.321-338; and R. J. House, "Path-Goal Theory of Leadership; Lessons, Legacy and a Reformulated Theory," Leadership Quarterly, Fall 1996, pp.323-352
In this paper I will speak of my leadership experiences as well as how my particular leadership style will continue to enhance and shape my role in the culture of the organization which I serve. Over the course of this class we have learned the skillsets (hard vs soft) as well as characteristics traits which make a great leader. Through the assignments, interactions with discussions boards, and group projects I have been able to determine what leadership theory I am best associated with. As discussed in chapter fourteen, the theory which best fits my leadership style is The Path-Goal Leadership Model. According to our textbook Management: A Practical Introduction by Angela Kinicki and Brian Williams, Robert House created and redevised this
Many view leadership as an action or an event versus a method of interacting and engaging others on a daily basis. My personal leadership style as an outward demonstration of the values that I hold most dear. Being that my personal leadership style is a melding of the values of Spirituality, Family, Leadership, Learning, Trust, Responsibility and Accountability, leadership for me is who I am. I want to use who I am to develop and inspire others, establish long-lasting relationships, and be recognized, trusted and respected for my planning and decision making. My mission in life and in work is to make a difference in the lives of others by living, leading, caring and sharing. I will use every learning and experience in my Capella journey to build on the leadership skills I currently possess.
...In Too Many Bosses, Too Few Leaders, (Pashawaria, 2011) the author asks the question, “Of all the bosses you’ve had in your career, how many would you call truly great leaders? For the purpose of this question, a great leader is someone who inspired you to show up every morning and do your best possible work, someone who made you believe in yourself, someone who genuinely cared about your success, and someone whom you wanted to follow willingly.”
Bennis, W. & Nanus, B. (1985). Leaders: The Strategies for taking charge. New York: Harper Row.