Transformational And Team Concepts Of A Transformational Leader

Transformational leadership has been successful in the health care industry due to the visionary approach and adaptability when faced with obstacles. Transformational leaders succeed

The transformational leader induces employees to perform beyond expectations by empowering and motivating them, and sometimes by leading by example.

There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

Individualized consideration is the responsibility of the leader to provide training and mentoring, and the leader consciousness of and concerns for the needs of staff (Doody and Doody, 2012). Transformational leadership could be the greatest style to use while introducing any new innovation in clinical area as the essential goal of transformational leadership

Health leaders can use different strategies to create a culture for change in the health organization. A health transformation leader would have to be able to create trust, admiration, loyalty, and respect from their followers through the leader’s actions, behaviors exhibited and persona exemplified. Once a culture of change is learned and the pattern is exhibited it is shared by the members about what is right and what is good. Health leaders should be able to develop a predetermined organizational culture

A transformational leadership style along with good communication skills can be used to manage the multiples issues Hartland Memorial faces. “Transformational leadership involves anticipating future trends, inspiring followers to understand and embrace a new vision of possibilities, developing others to be leaders, and reward learners” (Hellriegal & Slocum, 2009, p. 301). Elizabeth and her associates should have the necessary qualities of a transformational leader; integrity, accountability, and motivation, so the staff can identify with them. The nurse manager could give nurses opportunities to demonstrate and experience leadership in their profession on a regular basis. Effective leadership is critical in delivering high quality care; equally

Transformational model can adopt instructive, or consultation functions, shared, relation-grounded, or task-oriented, very condition dependent, or self-character dependent (Molero, Cuadrado, Navas & Morales, 2007). Demonstrating transformational leadership, ethical behaviors, and obvious concern for others, leaders may gain organizational credibility. SAHC leaders must utilize attributes of transformational leadership to manage current challenges related to employee hiring and retention, diversity, electronic medical record management, and cost containment.

The transformational leadership style is a more contemporary style of leadership (Dahlkemper, 2013). The work by Burns (1978) gave the leadership style currency and lead to further nursing leadership research, “due to their emphasis on relationships as the foundation for effecting positive change our outcomes”(Cummings, 2010). Leadership can be defined as “a process whereby an individual influences a group of individuals to achieve a common goal”(Northouse, 2004) Transformation leadership works by creating a vision which usually correlates with the organisation and promotes motivation (Hutchinson, 2013; Murphy, 2005). This leadership style is one of the more popular styles used in the work place as it works by empowering and motivating employees

There are a lot of problems and challenges involved in implementing a clinical decision support system. It is important for medical staff (doctors, administrators etc.) to be an integral part in the implementation and development of CDSS. Our limited research concluded that acceptance of such technology is not easy amongst physicians. One of the main reasons for non acceptance is that the physicians want to be a standalone entity. We plan to investigate many challenges such as lack of technical expertise, cost, integration, misdiagnosis, speed etc involved in implementation of different types of CDSS in the health care industry today. Our research paper will focus on the different decision problems involved in these challenges.

In times of uncertainty and failure I believe that a transformational leader would inspire performance and creative behaviors in their employees to meet the emerging needs of their organization. I believe that the transformational leader would have the ability to motivate his or her employees and inspire them to trust and be loyal employees. Additionally, I think that a transformational leader would continue to maintain daily operations and continue to stimulate their employees to perform with confidence to achieve the goal and meet the standards of the organization.

to improve the morale of the entire hospital quickly reflected on the turnaround of all employees. The followers willingly accepted him, trusted the mission/vision he had and were emotionally involved in the process of change within the organization. In addition, they were transparent, they communicated well with the team, they articulated goals and most importantly, they gained everyone’s trust. According to Northouse, “a transformational leader would be a manager who attempts to change his or her company’s corporate values to reflect a more humane standard of fairness and justice. In the process, both the manager and the followers may emerge with a stronger and higher set of moral values” (Northouse, 2016, p.162-163). A transformational

Transformational Leadership can play a role in creating a successful team. It can also be the process that changes and transforms people dealing with emotions, values, ethics, and standards. Transformational Leadership is the process whereby a person engages others and creates a connection that raises the level of motivation and morality in both the leader and the follower (Northhouse , 186). This applies to a team because you always have to be able to connect and motivate others

Transformational leaders are able to inspire employees to work towards a common goal by changing their expectations, motivation and perception of why they are doing the work. Transformational leaders cultivate a commitment from their employees, which encourages them to put aside self-interest to work

A TRANSFORMATIONAL LEADER is a person who stimulates and inspires followers to achieve extraordinary outcomes (Robbins, 2007)It has been shown to influence organisational members by transforming their values and priorities while motivating them to perform beyond their expectations (Rowold, 2007)Increased levels of job satisfaction & reduced turnover intentions are consequences of transformational leadership. It is all about leadership that creates positive change in the followers whereby they take care of each other’s interests and act in the interestsof the groupas a whole (Warrilow, 2012)

Transformational leadership is an emerging type of leadership that is more adaptable the changing environment within healthcare and has the ability to guide and empower staff to embrace the changes (Finkelman, 2012). This type of leadership is especially important today with many nurses felling unsatisfied, or unappreciated. In order to have a successful organization, it must first have the ability to retain nurses through job satisfaction. Transformational leaders have the ability to encourage staff members to embrace the changes to come, by promoting such things as team work, and recognition of hard work done by staff members (Smith, 2011). Having the ability to recognize staffing needs along with the compassion to try and meet those needs while maintaining the functionality of the organization, is the key to future