Question

Read the Hospital Scenario for this course and complete the following assignment:

Write a 500-750 word paper that addresses the following: APA style ( title: Leadership styles)

Evaluate the management styles and identify the positive and negatives of each manager’s characteristics.

Identify what transactional and transformational leadership theories are present.

Provide an example of how one leader mentioned in the case study could adapt the servant leadership model into practice, and how this change could have an impact on a quality improvement department within health care.

The Scenario:

Kalia recently accepted the chief executive officer (CEO) position at a steadily declining transitional care organization. After meeting with the board of trustees, she was eager to demonstrate how her vision would change the direction of the failing company. Her hope was to discover allies within the company that could help make it easier to put her plan for the company into action. However, she soon found that her formal authority as CEO had been severely undermined by the pervious CEO, whose practice had been to distribute power within the organization, but had poorly managed those to whom he gave power. During Kalia’s first week, she arranged her schedule so that she could meet with administrative staff as soon as possible. During the meeting, Kalia requested budget information for each manager. None of the administrative staff were able to obtain the information for Kalia. They told her that company financial information was considered classified and could only be accessed through Manny, the chief financial officer (CFO) – the managers were not able to monitor their own budgets. One individual volunteered that sometimes the CFO’s administrative assistant would allow people to review reports, if the CFO was out and “she liked you.” After the meeting, Kalia went to Dominic, the chief information officer (CIO), to see if a centralized shared network could be created so employees could access important and sensitive data necessary for staff to make business decisions. Dominic informed her that the system was complicated, and that he was the only one familiar with how it was set up. He also told her that he would be going on paternity leave, and no one else could be trusted with the system. Therefore, a project like that could not begin until he returned. Dominic suggested that, in the meantime, Kalia begin the request with Manny, the CFO, as he would need to approve the budget for the project because it would be costly. Kalia walked to Manny’s office. As soon as she walked in, Manny said, “I heard you don’t think that the way I handle finances is acceptable. I have 26 years of experience, plus dual master’s degrees in accounting and finance. I am surprised that a young woman starting out would consider herself an expert. Kalia was surprised by Manny’s comments, and she was equally surprised to turn and see two of her administrative staff sitting on the couch in Manny’s office. Uncertain of how to respond, Kalia turned and walked back to her office. In her office, Kalia sat down at her desk and put her face in her hands. She was now questioning everything she thought she knew about the company, being the CEO, and why she was hired.

Answer 1

Dissimilar kinds of leadership styles happen in work surroundings. The ethos and goalmouths of a group control which leadership style hysterics the firm finest, while behavior changes often command which is greatest frequently used. Roughly companies suggest numerous management styles inside the association, reliant on upon the essential errands to whole and departmental wants.

The Laissez-Faire Leader

A laissez-faire lead lacks straight management of personnel and flops to deliver steady response to those under his management. Highly knowledgeable and skilled staffs necessitating little management fall below the laissez-faire leadership style. Though, not all staffs own those features. This management style delays the manufacture of staffs needing management. The laissez-faire style crops no leadership or management labors from directors, which can principal to poor manufacture, lack of regulator and cumulative prices.

The Autocrat

The autocratic management panache permits managers to brand choices unaccompanied deprived of the contribution of others. Managers own total skilled and execute their will on staffs. No one tests the choices of autocratic leaders. This leadership style welfares staffs who require close management. Creative workers who flourish in group purposes loathe this leadership style.

The Participative Leader

Repeatedly christened the self-governing leadership style, participative leadership standards the contribution of team memberships and nobles, but the accountability of creation the last choice breaks with the participative leader. Participative leadership improvements worker confidence since staffs make aids to the decision creation procedure. It reasons them to texture as if their sentiments substance. When a business wants to make variations within the group, the participative management style assistances workers receive variations effortlessly since they show a part in the procedure. This style sees challenges when businesses essential to make a choice in a short period.

The Transactional Leader

Managers by means of the transactional leadership style receive certain tasks to perform and provide rewards or punishments to team members founded on performance consequences. Executives and team associates set prearranged goals composed, and employees decide to trail the course and management of the administrator to achieve those goalmouths. The manager owns control to appraisal outcomes and sequence or correct workers when team memberships fail to meet goalmouths. Staffs receive prizes, such as extras, when they achieve goalmouths.

The style of an organization's management is reproduced in together the countryside of that group and its associations with the public. If a leader is doubtful and envious of control, others in the society are probable to perform likewise, in commerce with both generations and the community. If a leader is cooperative and open, this conduct is probable to inspire the same arrogances amongst staff memberships, and to effort collaboratively with other administrations.

In many conducts, the style of its leader outlines a group. If the association is to be correct to its attitude and mission, its leader's style must be reliable with them. A despotic leader in a self-governing organization can make confusion. A leader worried only with the lowest line in an association constructed on the rank of human standards may weaken the determination of its effort. For that motive, being aware of together your own style as a leader and those of others you leasing as bests can be vital in custody your group on the right path.