Organizational Leadership and Inter-Professional Team Development
Camron Love
Western Governors University
Organizational leadership
According to Fryer (2011), leadership is a critical element in an organization owing to its ability to infuse values, accord transformation, and evoke purpose. In healthcare, the type of leadership would play a key role in shaping the decisions of the hospital in regard to patient care, quality of services offered, and the type of interventions. One of the critical features of organizational leadership is the combination of the processes and proximal outcomes characterized by employee commitment. These processes contribute to the realization of the purpose of an organization. In most cases, organizational
…show more content…
The structure and policies of an organization are also critical in the type of services that an organization can adopt. Sharfstein (2009) notes that transformational and transactional leadership are key in facilitating the adoption of policies that allow for the implementation of evidence-based practices in a healthcare setting. However, the two types of leadership are directed by different goals. Transformational leadership is inspirational while transactional leadership is directed by practical issues including goal setting (Sharfstein, 2009). Indeed, organization leadership is key in shaping the future of healthcare. For this case, it would be important to note that healthcare is one of the sectors that require total commitment from the leadership and stakeholders including patients. As such, leaders and managers in an organization have the responsibility of ensuring that efficiency is achieved in the sector. Healthcare leaders have the goal of keeping abreast with changes that are noted in patient and family tastes. However, it should be noted that some organizations do not respond to change. Therefore, it is possible that some institutions can remain adamant to adopt the practice of patient and family-centered …show more content…
The not-for-profit medical center has a bed capacity of 424. The hospital prides itself of the Gold Seal of Approval it received from The Joint Commission. Besides, for three years in a row following its clinical excellence, the hospital got a Healthgrades distinguished hospital award. The hospital is ranked highly in specific areas including Critical Care, Lung, Gastrointestinal, Heart, Hip, and maternity care (“Dignity Health | Hello human kindness,” n.d.). The hospital has an emergency department that is one of the two places in the San Fernando Valley that was accredited as trauma center. The American College of Surgeons recognizes the hospital as a Level II Trauma Center. Besides, the department is also the only one in the region that has been certified as the pediatric trauma center. The pediatric center provides lifesaving care at close proximity to homes as it receives patients through the 9-1-1 system. The other key feature that stands out in the hospital is the online risk assessment tool for the cardiovascular problems. The free cardiovascular risk educational tool helps people to assess their cardiovascular health conditions and identify the lifestyle issues that can result in development of diseases. Besides, the toll provides the action to be taken to avert the level of risk. At the Dignity Health-Northridge Hospital Medical Center, stroke management is of high standards with treatment
Coastal Medical Center was established a few years after World War II and began as a 100 bed, acute care hospital, serving the population of the tri-county area. Since conception, CMC significantly grew into a larger, more proficient hospital. However, in the past few years, Coastal Medical Center has become a declining 450-bed tertiary
Annual Report. Children's Miracle Network Hospitals. Retrieved April 6, 2014, from
The concept of transformational leadership relies on appropriate leadership approaches for mission success. AFDD 1-1 describes three leadership competencies: person, people/team, organization Effective leaders (tactical level) need to build face-to-face and interpersonal relationships that directly influence behavior and values. Effective leaders (operational level) need to build team dynamics for small groups and squadrons. Effective leaders (strategic level) need to build strategy and provide direction in a broad spectrum.
...llnesses. The medical center prides themselves to uphold the mission and vision of University of California has put in place. The strategic plan that UCSF has put in planned has already helped with patient satisfaction, and the increase in clinical and population research. To accomplish all of the goals that UCSF have set for themselves they would need to keep with improving and stabilizing patient care and their relationship with patients `who visit or use the facilities that are offered to them. Parnassus Heights and Mount Zion campuses have achieved over the years much recognition for superb research and for their clinical trials. These are the reason why University of California – San Francisco Medical Center is to be one top 100 hospitals in America. They focus not only the patients that use their facilities but also the community in the area of San Francisco.
Borkowski (2015) distinguished between transactional leadership and transformational leadership by explaining that: transactional leadership is directed toward task accomplishment and the maintenance of good relations between the leader and subordinates throw consideration of performance and reward. And, Transformational leadership, contrasting transactional leadership, is directed toward the influence and management of institutional change and innovation through revitalization and
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)
UPMC could not attribute that all these differences entirely to the use of the Transformational Model, in that other variables potentially could affect the outcome. However, if these only 30 percent of these differences could be accredited to the Transformational Model, the demonstrated cost and quality outcomes were operationally significant. THE TRANSFORMATIONAL MODEL IN HEALTHCARE 4 One healthcare organization that it seems not using Transformational Leadership is the long-term care facilities (LTC). The Joint Commission for Accreditation of Health Care Organizations (JHACO), release a revision of leadership found that what would many consider leaders are people doing managerial task and practices that do not fully align with leadership practices LTC facilities are focused on specific outcomes such as clinical measures or surveys deficiency.
According to Yoder-Wise (2015), a leader can be defined as, “an individual who works with others to develop a clear vision of the preferred future and to make that vision happen” (p 35). As employees, we often have our own ideal of a good leader, which may be influenced by experiences and perception of workplace norms. While one’s opinion of an effective leader may vary, there are several recognized leadership theories. The following will focus on the transformational leadership approach.
For the past 20 years, Heritage Valley Medical Center has always been known for their outstanding
Transformational leadership is one of the most popular leadership styles. According to Kendrick (2011), “Transformational leadership involves four factors: 1. idealized influence, 2. inspirational motivation, 3. intellectual stimulation, and 4. individual consideration.” These four factors make transformational leadership have an impact on followers. The goal of transformational leadership is to cause a positive change in individuals, help motivate them, and develop a leader within each individual.
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.
The Characteristics of a Successful Transformational Leader I Have Experienced. A transformational leader in education I experienced used several leadership approaches to form a team of teachers to change the school’s culture due to gang intrusion (See Table 2). How I would Use Four Leadership Approaches Within an Educational Setting of Interest I am a transformational leader. As a substitute after retirement, I had the opportunity to work in an alternative school to fill a position for six months due to the pregnancy of the teacher.
Leadership in the medical field is vastly overlooked. Many people view leadership in medicine as a rise in ranks, in positions of power within a hospital or organization. They look at it as personal gain, a title, and less like a chance to actually lead anything, to actually impact anything. Since taking these leadership course, I’ve come to view leadership in the medical field more like the model I recently learned about, Komives’ and Wagner’s Social Change Model of Leadership. In their book Leadership for a Better World: Understanding the Social Change Model of Leadership Development, ...
In conclusion, transactional and transformational leadership can be merged or used individually depending on various circumstances. However, they are partially correlated. In order to make the best use and get the desirable results out of these principles, leaders should attain a deep understanding of each theory as they are dissimilar in conducting. Moreover, an appropriate balance should be considered if leaders aim to integrate them together. In my point of view, either stand alone or combination usage would benefit to any organizations if the application of leaders was taken in proper situations.
). Burke et al (2006) suggested that transactional leadership, based on contingent rewards, can have a positive effect on followers' satisfaction and performance. However, a transactional leader focuses on management tasks, and will not identify shared values of a team. By contrast, transformational leaders inspire others with their vision and work together with their team to identify common values (Marquis and Huston 2009). The transactional approach is task-orientated and can be effective when meeting deadlines, or in emergencies such as when dealing with a cardiac arrest. This approach can lead to non-holistic patient care, because nurses focus on the task they need to complete, rather than the patient as a whole (Bach and Ellis 2011).