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Leadership is described as the behavior of an individual when directing the activity of a group towards a common goal (Al- Sawai, 2013). Healthcare system involves multiple related, interconnected relations with other departments and health care professionals from various cultural backgrounds; therefore, the understanding of individuals’ behavior and group dynamics within the healthcare organization is imperative for a leader and or organization to be successful (Bukowski, 2009). A transformative leader has the attributes that are necessary for twenty- first century leader to have to be an effective leader in a changing nursing service organization and the healthcare system. A transformative leader is a type of leader that collaborates, encourages, and motivates people adapt to changes with charisma (University of Kent, n.d). Study shows that some leaders fail because of …show more content…
their unwillingness or difficulty managing change, lack of teamwork, and poor interpersonal relations (Bukowski, 2009).
Future leaders need to be able communicate effectively, motivate, and lead a highly diverse and dynamic group of people in a complicated industry. A transformative leader needs to be culturally diverse because of the changing demographics in healthcare organization to avoid creating cultural barriers and conflicts in the workforce. When cultural values of individual staff members conflict. When cultural values of an individual staff member conflict with the organizational values of those held by coworkers, challenges, and misunderstandings can be unavoidable. A transformative leader can use such conflicts as an opportunity to foster cross cultural understanding among staff members from diverse backgrounds and to enhance cross- cultural communications (Andrew & Boyle, 2012). The increasing digitization and mobility of healthcare services vastly emerging future health care leaders also need to be technology savvy because most healthcare organizations are using electronic medical records (EMR) for billing and coding purposes and to provide care for their patients (Porter –O’Grady & Mlloch,
2015).
Like Klinger, Hitchcock agreed that in a managerial role is essential and performs a vital function, leadership must come first to make managing more effective. If management is efficiency in climbing the ladder, then it is leadership that determines whether the ladder is leaning against the right wall. To help individuals, teams and organizations to navigate the permanent white-water environment safely, Hitchcock (2013) suggested that there are three constants that provide stability in times of great uncertainty such as a change, a choice, and principles. This work considers each of these three constants, focusing mainly on the principles that underpin transformational and effective leadership in healthcare settings. (Hitchcock, Klinger, 2012)
The authors in this article aimed to discover nurse manager leadership styles and their outcomes. Nurses from hospitals in the Northeastern part of the United States were asked questions. The data was collected in a locked room, alone, so no one would influence the answers of someone else. The results were put into a software program and displayed for analysis. Results showed when choosing a nurse for a managerial leadership role, one should choose someone if they have the basic components of transformational leadership, not transactional leadership. The authors show that transformational leadership had revealed positive patient outcomes, retention, and satisfaction in the nursing staff. Those nurse leaders who have qualities of transformational leadership are encouraged to build on those skills constantly.
In this paper, I will inform you about issues in globalization, power, followership and cultural change in the perspective of a health leader. I will identify three major health issues that are global but has the potential to affect the United States health care system. I will describe these global health issues influence health leaders. I will relate global leadership with transformational leadership. I will illuminate three elements of cultural and diversity within health care organizations. You will find a table of cultural attributes to be made aware of. I will categorize the differences in global leadership according to power, technology, and knowledge management and will explain two leadership approaches for implementing change.
The leadership clinical preceptor that I have had the opportunity to work with throughout the semester considers herself to be a transformational leader (J. P., personal communication, March 23, 2014). The preceptor displays transformational leadership behavior characteristics such as showing charisma, inspiring and motivating the unit, viewing each employee as an individual (Yoder-Wise, 2011). For example, she makes an effort to get to know each employee individually by gaining knowledge about their personal lives such as likes, dislikes, hobbies, and family life front the point of hiring the employee (J. P., personal communication, March 23, 2014). She also promotes and encourages her unit employees to function as a team not as individuals (J. P., personal communication, March 23, 2014).
Why now? Why are we focusing on transformational leadership? Healthcare costs are continuing to rise. Some of the critical problems and active debates prevalent in many hospital organizations include the rapidly intensifying healthcare costs, funding and reimbursement cutbacks, and concern regarding the overall quality and safety of health care. “Healthcare systems have come under pressure to improve performance and manage productivity” (Botting, 2011). To be successful in the 21st century, there is a demand on healthcare systems to have a vision and executive and clinical leadership to inspire the change process and make the difference between success and failure in change.
According to Business Dictionary.com, leadership is defined as the individuals who are the leaders in an organization, regarded collectively. It also can be define as the activity of leading a group of people or an organization or the ability to do this. Leadership involves the establishing of a clear vision, sharing the vision with other so that they will follow willingly, providing the needed information, knowledge, and methods to realize the vision and coordinating and balancing the conflicts interests of all members and stakeholders.
Of the leadership styles, transformational leadership offers the greatest opportunity for flexibility in vertical relationships. Transformational leadership stresses the sense of greater purpose in the work, and extends beyond simply rewarding employees for meeting expectations (Weiss & Tappen, 2015). It is easy to imagine why, in this way; transformational leadership is uniquely suited for healthcare. As Weiss and Tappen point out, most people are motivated to enter the nursing field by a deep desire to help others (2015). Appealing to the greater good that nursing serves will likely be a more successful motivating force than that of simply rewarding desired behavior.
According to McConell (2012), the difference in a leader and a follower determines the success of a person regarding leadership. This chapter helps explain the content of qualities and proficiency for healthcare managers to be effective. Once again, effective management skills or certain qualifications enhance a healthcare organization environment. Healthcare managers and supervisors must have the capacity to handle challenges while the organization objectives and regulations may change over a period of time. Effective healthcare management governs the success of a healthcare organization. There are many different skill sets and leadership styles to be effective as a manager. People are interested in knowing what strategies are effective in healthcare management.
Effective leaders require characteristics that allow them to commit to their passion and purpose. According to Guyton (2012), as a leader, there is an exceptional nature of soul that prompts one the desire to lead. For instance, most followers want leaders who are committed to coaching and developing individuals without the character of micro-managing but a spirit to inspire. Transformational nurse leaders have characteristics that permit them to recognize changes their environment need, manage the change by giving guided vision, and produce a sense of assurance to change (Smith, 2011). NJ affirms, an effective leader must have attributes that causes changes in people, makes significant and constructive change in the supporters with the
Transformational Leadership. The group agrees that being a transformation leader has great benefits in the workplace. A transformational leader inspires followers to higher levels of motivation which can transpire into higher levels of performance (Satterlee, 2009). Transformational leaders serve as the right hand for increasing subordinate performance level and job satisfaction while increasing their commitment to the organization (Khan, Khan, & Shahzad, 2013). The transformational leader values integrity, fairness, and trust which facilitate organizational commitment (Khan, Khan, & Shahzad, 2013). According to J.M. Burns (Drenkard, 2013), a real transformation can only happen when there is a relationship between the leader and the followers. The leader does not have all the power and authority. He or she creates an environment that brings the leader and followers together. An effective lead...
Molecular and Microbiology. Many people hear the major and shudder; thoughts of sleepless nights, studying for courses unintelligible by the ‘average’ person, mad scientists hunched over test tubes and doctors doing open heart surgery. Research science and medicine, that’s what my major is geared towards, and I’m pursuing the medicine side of it all. Maybe I’ll be that open heart surgeon that comes to mind, or maybe just a family practitioner, either way, I want more than anything to be a doctor, a great doctor, and while my M&M degree is the first step in making that happen, I’d have to say that being a Lead Scholar is the second. Many people may not see the medical profession as one that requires being a leader to others, as you make your own decisions and people feel that you work on your own. You consult patients, help them with their problems, you work on each one on your own. If there is any involvement with any other health professional, people think it’s more like a team, with little to no individual leadership. They’re wrong, and right. Being a doctor is being a part of a team, and being a part of a team¬ does take personal leadership.
Leadership can be described as an important quality of a person, a vital attribute for an organization or a key source for an effective team towards attaining success. In these ways, leadership occupies its space in different fields and proves to be important in several aspects. The role of a leader is very important in a management field in terms of taking the organization towards success or failure, as Drucker (1985) defines "Management is doing things right; leadership is doing the right things".
From the first day of class in August 2016, I have been apart of theCrew and through my love of the organization, I have had the pleasure of being a team mentor and now the Director of Operations.My favorite part of theCrew is that you not only do you make a positive impact on your student organization but to the entire campus community. I love making faculty, staff, students and visitors days just a bit brighter. During fall break in 2016, I had the chance to go on Leadership Adventures which opened up my eyes to how transformative Leadership development can be. I left the retreat feeling proud and confident in my newfound abilities. Leadership Adventures was an amazing opportunity that has had perfect timing in my life. So in the fall of
Leslie Haynes discussed how we can be an “inspirational leader” or a “transformational leader”. She discussed how we need to move from “I can do it”, “We can do it”, to “You can do it”. She talked about moving from an authoritarian type of leadership to a servant type leadership and how she learned that she needed to get out of the way and let others take responsibility. As discussed, “ Servant and transformational leadership have attributes that provide guidance and inspiration.” p. 1. She discussed how leaders own the “whys”, but workers should own the “hows”. She introduced a 4 for component model of leadership with overlapping sectors of the inner/outer self and the intellectual/emotional resulting in 4 basic components: think,
In a study of leadership and management within the National Health Service (NHS), the Kings Fund (2011) leadership is a shared concept which can’t rely solely on any one individual. In order for leadership to be effective it must be shared among teams and organisations. Timmons (2015) and Hersey (2008) elaborate how leadership within nursing is aimed at influencing a team and fosters a culture of continual learning and development, a culture that ensures that patients are the main focus to improving the planning and delivery of safe and compassionate quality care. While there are many types and theories of leadership. The two main types of contemporary leadership are as transactional and transformational. Transactional leaders give directions and set goals; they are task orientated and use rewards to meet goals, controlling both situations and followers. Transformational leaders are able to encourage and motivate performance by empowering others through their ability to influence attitudes (Marquis and Huston, 2012; McGuire and Kennerly,