The Leadership Of A Healthcare Administrator

Leadership in a healthcare setting requires a great breath of knowledge specific to healthcare and but it also requires soft skills that can be translated to many other professional endeavors. This essay will examine the leadership style of a specific healthcare professional, the strategies and skills that she uses to motivate their staff members and the results or impacts of the application of the skills and knowledge of leadership. The interview of this leader allowed an insight into the inner workings of both the leader herself, but also into the challenges that her organization faces. A more thorough understanding of organizational leadership and culture in particular could benefit this leader and provide this leader with additional

The value and leadership skills in healthcare are both very professions are vital skills that are needed to provide everyday care (Graber, 2008). This literature review will explore the important values and leadership in health care. The review will provide the understandings of both topics. The term value can be determined by a person's standards and principles (Gaudine & Beaton, 2002). According to Grojean, Resick & Diskson (2004) leadership, is an actual way to improve patient`s. A good leader is said to reveal certain roles and behaviors that influence others in the way of positive change and direction. Viinamäki, (2009) back these same ideas but also have confidence in that there is a difference between value and leadership. They believe that leaders are viewed as individuals who can connect through motivation, visions, and inspire positive directions to generate company and organizational change. Graber (2008) impression of leadership can be understood as the capability of one person to impact the behaviors and actions of other people.

The leadership competency for development I chose to work on is Knowledge of the Healthcare Environment. I chose this competency because I have very little knowledge of the healthcare environment and feel it would greatly benefit me to broaden my knowledge in this area since I would like to work with the older population as a care manager/geriatric care manager type role in the near future.

Working in the health care environment the world needs effective, wise and visionary leaders, leadership matters in every organisation to change the health care environment so it may continue to grow to ensure it gives us better evidence based practice (Evans & M.L, 2015, p 34-50). All health care professionals are required at some point in their position to engage in management or leadership. As an AIN, EN or RN they all have a responsibility to educate, lead and manage within the health care profession (Innis & Berta, 2016, p.2-22). This allows each individual to develop useful and excellent leadership skills and management strategies to be able to educate and lead an exceptional team (Innis & Berta, 2016, p. 2-22). Although our greatest

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

The leadership and management dynamics of a physician run organization are complex and challenging. The biggest challenge is managing the differing opinions and perspectives of multiple physician owners. Up until recently, I have viewed my role with the physician owners as passive. My approach was to provide guidance with operational and strategic decision making and essentially let this group lead themselves. By shifting the style of my interactions with the physicians to a more active leadership role, I hope to improve the relationships and interactions within the physician group. These improvements will lead to a more positive organizational culture, more engaged employees and improved patient satisfaction. My vision is that by starting at the top of the organization any positive strides gained in improving the dynamics of the physician group, will have a trickle-down effect on the organization. Finally, championing this process will involve honing and fine tuning my own leadership skills.

A system seeking to improve chronic illness care must be motivated and prepared for change throughout the organization. Senior leadership must identify care improvement as important work, and translate it into clear improvement goals and policies that are addressed through application of effective improvement strategies, including use of incentives, that encourage comprehensive system change. Effective organizations try to prevent errors and care problems by reporting and studying mistakes and making appropriate changes to their systems. Breakdowns in communication and care coordination can be prevented through agreements that facilitate communication and data-sharing as patients navigate across settings and providers.

The cultural group that this paper will discuss is the healthcare administrators. A healthcare administrator is responsible for the planning, directing, and coordinating of healthcare services. A healthcare administrator usually doesn’t come in direct contact with the patient’s care. They job is to make sure the facility they work is marketed correctly, the employees are satisfied and working professionally, and the facility is meeting the projected finances (Explore Medical Careers, 2017). A healthcare administrator usually works in hospitals, physicians’ offices, home healthcare agencies, outpatient clinics or centers, nursing homes, and small or large group medical practices. They either manage the whole facility or a particular department

The healthcare industry is constantly and rapidly changing. With such change in the healthcare industry, strong leadership is required for a healthcare organization to reach its’ potential. The article discusses the Executive Leadership Development (ELD) program. The program expands opportunities for leadership and organizational growth. The program is relatively new and have proven effectiveness, and it is utilized more with small healthcare systems (McAlearney, 2010).

How does the leadership and governance of a health care organization influence the development and implementation of risk-management and quality-management policies?

Leadership needs to concentrate on the advancement of powerful communitarian connections through backing and errand designation, and this could be the premise for across the board execution of the common authority model inside the healthcare setting, as it supports shared governance, nonstop work environment learning and improvement of successful working connections. Shared leadership is an arrangement of group level administration/authority that enables staff inside the basic leadership forms. It offers the open door for people to both oversee and create inside a group and is powerful at enhancing the workplace and employment fulfillment. Powerful collaboration is vital to the common authority approach, with an emphasis on distinguishing group

Quint Studer founded Studer Group in 2000 (About Our Founder, n.d.). His prior experience as a teacher, department director, senior vice president and president of a hospital helped him build a platform for creating healthcare leadership tools, techniques and systems that aim to improve organizational performance and-most importantly-patient care (About Our Founder, n.d.). Improving a hospital's performance across all indicators can seem like a daunting challenge. But Quint Studer, founder and CEO of Studer Group, says findings from Studer Group's Learning Lab of nearly 800 healthcare organizations across the country indicate that it is possible (Dunn, 2011). In fact, three simple changes in the way you communicate with employees and patients

Although organizational under bureaucratic has usefulness in fast task execution, in mean time also raised skepticism due to being so mechanically. Furthermore, studies indicated that, over time, this type of leadership affecting the quality of patient care (Laschginger & Wong 2009). As happen in ward x, it’s probably that poor team work was due to staff over being mechanically. While under transformational leadership, the staffs are more motivated and have more initiative in a daily task (Cubbon, 2000).

In a health care setting, the transactional leadership commonly used to continue a pleasant relationship among the managers and the subordinates while keeping promises of rewards for performance. The expectations of performance and the resulting rewards remain clearly identified and delivered upon completion of the agreement. The employees are rewarded with values according to the accomplishment of the performance of the employee to the mission and objectives of the program. The effectiveness of the transactional allows the managers to facilitate employee performance, helping the employees plan and coordinate the assigned task and learn new skills.

As the healthcare industry continues to evolve, it requires people who attain great leadership qualities. The success of an organization depends on employees that can inspire people around them to achieve greatness and deliver quality care to the patients. Being in the healthcare industry, we have seen many changes recently. Therefore, by having a person with leadership qualities to guide others through these changes, while maintaining an organization that can deliver quality care is indispensable.