Business Finance Homework Help

I’m trying to study for my Management course and I need some help to understand this question.

The reading/viewing this chapter addresses Transformation Leadership specifically as it relates to healthcare.

Based on the information from these and your text consider this question:

What do you feel is the priority quality of a transformational leader?

Please submit your post ( 4 paragraphs or so) with substantiation (citations as needed).

READING

New Leadership for Today’s Health Care Professionals Chapter 101

Chapter 10: Transformational Leadership

Objectives:

After completing this week , the student should be able to:

• Explain the differences between a transactional and transformational leader.

• Discuss the history of leadership theories and the movement toward transformational leadership.

• Identify and explain strategies for transformational leadership.

• Understand personal strategies that can be used for change in the workplace.

Changing political climates driving constant changes in healthcare

Some relationships between leader and employees:

Quid pro quo – give something in exchange for something in return – a transaction.

McGregor Theory of motivation:

Theory X – people do not enjoy work and wouldn’t if have money to live so no loyalty or motivation to work – need be “controlled.”

Theory Y – People want to work and derive value from it – willing to accept responsibility so need little supervision.

Path to Transformational Leadership:

From McGregor to Burns (1978) – exchanges made by transactional leader to further his/her interests while followers comply to advance theirs by accommodating.

Transactional leaders less effective/relevant since employees motivated by training and passion to provide best patient care.

Transformation leadership – employees seek respect and approval.

Davis Taylor – The Imperfect Leader (2007) – proposed transformational leadership focuses on employees and their mission and be driven by leader who possesses vision, character, humility and core values.

Transformation leader in health care transforms people and work culture so motivation based on individual needs and aspirations of employees.

Peter Northouse (2017, 2018) – traditional notion of leader as drive of change short-sighted and incorrect. Transformational leadership can be incorporated only when employees and leaders work closely together to drive change. Traditional notions of power and hierarchy challenged and essential involvement of works in decision0making and acclimation to change is acknowledged. Leaders = social architects – build trust and foster collaboration.

Transformation Leadership and Motivation

Motivational studies show pay and benefits much less important than personal fulfillment.

Good news for leaders but challenge to identify what employeesvalue and how to enhance experiences and opportunities.

Studer recommends “rounding” or “walking around” management to see and be seen by employees to demonstrate interest and support.

Transformational Leadership Strategies

1. Integrity above all else – dishonesty and inconsistency destroys trust and confidence.

2. Get down in the “trenches” – pitch in when needed.

3. Communicate, communicate, and communicate – major key to good leadership. Listen, clarify, be clear.

4. Have a meeting – involve followers in matters and decisions relative to their work.

5. Keep mission of organization in mind – reinforce core values.

Leading Through Change – table of changes in U.S. Healthcare System on p. 199

Future challenges –

• aging of population

• aging of healthcare workforce

• shortage of healthcare providers and pharmaceutical

• and continuing rapid technological advances

Become a Game Changer

Develop a personal and organization action plan:

1. Continuously working to motivate employees to higher levels of personal achievement.

2. Staying happy.

3. Considering employees’ health and wellbeing through empowerment

4. Considering safety promotion

5. Developing ability to move even most challenging employee personalities toward team goals.

6. Staying step ahead of game

7. Recognizing importance of culturally competent organization. Cultural competency = ability of systems to provide care to patients with diverse values, beliefs, and behaviors, including delivery of care to meet patients’ social, cultural, and linguistic needs.

8. Keeping finger on pulse of legislative action.

Greatest challenge and greatest opportunity for transformational healthcare leaders is effectively managing in times of chaos and uncertainty

VIDEOhttps://m.youtube.com/watch?v=mOZUg23xrH8