Leadership Experience

Western Health System provided the management staff with good salaries and benefits, but this was not enough to keep them motivated. The managers were looking for recognition, growth opportunities, and additional

I have chosen to analyze an organization that has helped millions of individuals in Utah and Idaho with their healthcare needs, Intermountain Healthcare, (IHC). For the specific purposes of this paper I will be representing the homecare department of IHC, located in Ogden, Utah. The individual I have selected to analyze is the branch manager who is over the Ogden branch. I have selected this organization and leader as I had the opportunity to work for this company for over 3 years. I have a high level of insight and personal experience that I can bring to this paper which I feel is very advantageous. I hope to learn how to improve the organizational performance of this branch by analyzing previous management and leadership methods.

The organizational culture at Weslaco is poor with a major level of doubt in the staff just concentrating on self-pick up, a defensive, or self-protection approach in the everyday workload. The organization has a statement of purposes of conveying superb medical services with a "We Care" patient's first mentality. Be that as it may, with the authority neglecting to legitimately prepare the staff either because of absence of the vertical information in every forte, absence of time, or disregard. The staff sees this as an absence of supervision, which can prompt pomposity and disregard of employment obligations. Be that as it may, a large number of the staff feel underestimated and question how an organization can neglect to offer any preparation of new gear or two new contracts. The staff has created doubt of the authority's sense of duty regarding the association's statement of purpose.

Health care is in a constant state of change. Health care organizations must recognize that change is needed to improve the quality and safety of patient care, retain employees, and restructure the organizational chart to maintain their viability. When changes are carefully and deliberately thought through using the knowledge and skill of leaders, this is considered planned change. The change agent plays a major role in the outcome of the change; whether the change is successful or unsuccessful (Marquis & Huston, 2012). The purpose of this paper is to identify a deficiency within a department of a healthcare organization. A description of the planned change to address the deficiency will be

There are many avenues to cross in pursuit of an established healthcare facility. The premise of leadership begins with moral practices, combined with, knowledge of succession planning. With changing healthcare laws such as HIPAA, Healthcare Affordability Act and the process of maintaining OSHA compliance, it is key that those placed in healthcare leadership grasp not only the significance of such laws, but understand how it compliments safety while preventing harm and legal issues. Planning is key and maintaining a succession plan will assist in preventing a lapse in leadership in the event of a staff crisis.

The adaptability of healthcare industries in an evolving world of change requires dynamics to identifying weakness and distinction. Often times, these organizational modifications mirror changes in the society. They are inspired by collective experiences, perceptions, norms, values, economics and political forces at a given particular period (Thomas, 2014). The purpose of this paper is to explore the organizational structure and leadership style of Greater Baltimore Medical Center (GBMC), identify its culture, mission, values and goals. The complex adaptive system, level of greatness and readiness for change will also be addressed.

Changes are the only constant that is happening in healthcare leadership. Leaders are motivated to transform their organization to be more patient centered amid the complexity of regulations and policies that our health care leaders encounter (Rice, February 13, 2016). Our healthcare industry caters to a very diverse culture and ethnicity, whether in the C-suite or management position, the clients that we have in the hospital setting or in our community. I work in the Neonatal Intensive Care Unit (NICU); our leadership changed so much in the last two years. Nurses now are empowered to suggest changes on how we deliver and take care of our patients. Not only the physicians and management make the decision. Furthermore, we created a culture that everyone is involved and all parties give a better service to our patients and

A successful and societally beneficial healthcare organization must have a leader who has a sense of right and wrong, exhibits restraint, dispenses wisdom, and is a visionary that guides the organization to reach its maximum potential. The role of a successful leader is dependent upon employees that embrace the organization’s culture, mission, and direction. An effective leader rallies employee support and allegiance to the organization’s cause. An influential leader can elicit employee positivity and dedication, and has the ability to engage employees in achieving goals set forth by the organization and leadership.

The key to the success of a healthcare organization is defined by the many qualities and attributes its leaders possess when overseeing patient care. Such care, whether executed at the micro, meso, or macro level, can be beneficial to an organization, or results in the failure when change is inappropriately addressed. A strong leader is one who can manage change, and direct care throughout all the numerous levels of an organization by utilizing values that are a reflection of the bureaucratic thoughts and principles, or the complex adaptive system.

For years in the United States healthcare industry, leaders were not hired with formal training already under their belts, but were thrust into management. This under sight has now started to change because of the new health care laws. The healthcare field has realized that employee turnover was high, and costs were out of control. A main cause of such problems were discovered to be due to a lack of proper guidance and leadership. Healthcare leadership has many challenges “healthcare executives are expected to lead their organizations and their employees with integrity, honesty, energy, and enthusiasm” (McAlearney, 2006, p. 979). Until recently this was hard without competent leadership.

In many different types of health care settings there will be a chain of management and four major functions of management that will help the business flow smoothly in the right direction for the managed care of the patients that they will receive from the facility, and this structure will also allow the organization to grow as a team, and benefit the facility and the community at the same time in a cost effective way. This paper will identify the major functions, and how it applies to managing others, and it will also explain what the most important role for a health care manager and leader in the diversified health care industry. I will

Different systems in healthcare dictate the quality of services available to their respective clients. One of the common systems in medical practice is the primary healthcare delivery. This system is comprised of primary care institutions, nursing homes, hospitals, and intensive care units. Within the primary healthcare system, different professionals use their managerial competencies and skills in order to ensure quality services are available to the targeted patients. A wide range of policies in healthcare have emerged in order to ensure more people receive quality medical support (Ratnapalan & Uleryk, 2014). In order to ensure this goal is realized, management has become a powerful policy agenda in the primary healthcare setting. The term “health system” refers to the organization of institutions, resources, and professionals that offer sustainable services to support the medical needs of the target population. This definition explains why there are numerous types of health systems. For instance, the nature of laws and care delivery models in a given nation define its healthcare system. This discussion focuses on the issue of leadership within the realm of management and its role in the changing healthcare environment.

The process of implementing a change within the obstetrics and pediatrics units in this case study can impose a positive or negative feeling for the nursing staff in both units. With that being said, the nurses from the obstetrics units may have the feeling of being unwanted or not as important. This could be based on the fact that the facility has not made it their priority to improve the accomendation and equipment needed for obstetric patients. However, the pediatrics unit is continuously recognized by the facility and provided the necessary equipment to provide pediatric trauma services (Shaw & Carter, 2016, Chapter 19). However, with the implementation of uniting the two units together could cause negative results. While the nurses

Describe a specific example(s) of your personal growth and development through your leadership experiences in college. See the help text for additional direction.

The purpose of this personal assessment is to devalue an incident in which I believe I performed my very best, within my leadership capability, according to organizational policies, and lawful regulatory compliance while protecting cultural competence and our organization from any legal repercussions. Business environment will continue evolve and it is pivotal to the success of the organization that all potential leaders acquire the fundamentals of understanding human behaviors within a multicultural atmosphere. Different situations will arise in which leadership will need to focus on the many aspects of one’s personal beliefs, culture as a whole, and productivity at the least. What is evident is the diversity within