Transformational Leadership And The Quality Of Lateral Communication Within Healthcare

There is a great importance put on business leadership, this is directly due to how a business not only functions but in how fruitful the company can become. A great leader essentially can take a business plan that is weak yet turn it into a success, whereas a poor leader stands a higher chance of ruining the best of business plans. That is why it is essential to develop effective leadership throughout a companies entire management program at all levels. How does one develop or retain strong leadership? Companies must be focused on hiring strategies that encompass very specific parameters, building from within whilst creating a strong foundation for employee development and succession planning. Leadership is essential in any organization. The style and theory embraced determines whether the company will or will not achieve their goals. in all cases theory must be embraced, as a companies theory, style, and strategy is greatly dependent on the industry the company is in (Sadler, 2014). “The behavioral theory is one of the widely used theories of management. It suggests that leaders are made and not born. It gives room for training to install leadership traits in leaders at the expense of denying them a chance. There are various leadership styles embraced by companies (Cyert, & March, 2005).”  This paper takes a look at the management styles of two specific

Transactional and transformational leadership were regarded as important leadership theory started from Political sociologists James

A1. Leadership Style Upon conducting research, it is clear that the definition of “leadership” is not agreed upon. It is fluid, based upon many perceptions, situations, and surroundings. According to Robinson (2010), adopting a specific style of leadership is rather futile as it is, “contingent on the personal traits of the leader, the people being led, and the nature of the activity.” Tools are available to help guide potential leaders in determining a preferred style of leadership. For example, utilizing the “Leadership Self-Assessment

Leaders are some of the most influential individuals in any society. They have the ability to influence those around them with various leadership styles including coercive, authoritative, affiliative, democratic, pacesetting, and coaching. Effective leaders consistently adapt to the environment around them to either enhance or correct any situation facing them. Within these leadership styles the most effective style has been considered that of the authoritative style. This style brings individuals together, builds self-confidence, and easily adapts to the environment around it.

Devine and Winter (2012, p. 25) state, “there is nothing magical about leadership, and there is nothing magical about teaching it or learning it.” They go on to define leadership as the ability to influence those who work for you to want to accomplish and strive to reach organizational goals and objectives. Those who influence others must understand the theories of motivation so that these theories can be applied, communicated and taught in order to motivate followers (Devine and Winter, 2012). Different from supervision, leadership implores the desires of those around you to want to succeed in meeting a goal through you the leader’s motivational abilities.

When looking back in one’s career, each manager in the organization leads and develops employees differently. A person can apprehend that each leader has their own leadership style with

Business leaders can get caught up in the overwhelming pressures of preparing their companies to grow and meet the challenges in a global economy. These leaders understand the need for organizational changes and adaptations but fall short of achieving their goals when their leadership styles do not inspire or motivate their followers. It is critical that leaders understand their particular style of leadership and the impact it has on employees, peers, and company success. The need for effective leadership is just as critical in the public sector as it is in business.

When it comes to the topic of leadership, most of us are curious about our leaders as well as critical of them and their actions. Leaders set the tone, vision, and goals of any organization. Hence, a leader’s behavior and leadership style are constantly scrutinized. Northouse (2009) has suggested that leadership has a huge impact on the culture of an organization and how people communicate within the organization. Therefore, the action of leaders should inspire also positively impact followers. After all, a leader’s approach and handling of adversities highlights many features of his/her character.

For youth, walking down the halls of a high school can be a terrifying experience. Living in an environment that fails to provide a sense of belonging, allow for individual growth, and cultivate a sense of purpose has become toxic to growth as well as productivity (Brendtro, Du Toit, 2005). In businesses, school, and our cultural construct we see a transactional approach based in coercion. Punishing those who fall out of line, and rewarding those who perform exactly how the leader wants them to (Wren, 1995). Researchers agree that the best way to cultivate a strong follower-ship is through the human approach adopted by transformational leaders (Nahavandi, 2015).

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.

Transformational leadership qualities are not only successful in healthcare agencies, but they are also affective in collaborative partnership settings. Unlike the hierarchical organizational structure that a leader is use to, with goals that satisfy the organization, collaborations require that there be no control over members, but instead a systems thinking that includes shared visions, collective powers and processed-based leadership (Alexander, Comfort, Weiner, & Bogue, 2001). Because so many community issues are social problems, involving non-profit agencies, it is often necessary to form partnerships so that resources can be shared, as well as goals within the team.

The purpose of this paper is to reflect and make an analysis of the general strengths and weaknesses of a leader, provide recommendations, thoughts of overall performance to improve on this person’s leadership style in which practices and theories were utilized most effectively. Upon such, draw conclusions and provide an integration of this leadership practice into my own leadership practice. The accomplishment of this will be achieved by identifying several key practices from published documents surrounding and encompassing the leader, and comparing them to known relative concepts for a holistic view of the approach.

Transformational leadership taps into the motives of followers in order to reach their goals, while transactional focuses on the exchanges that occur between leaders and followers (Northouse, 2013). The branches of the military in general would be considered transactional leadership organizations. This type of leadership encourages followers to perform tasks at a high level in order to achieve advancement or increase in pay or rank. Conversely, transformational leadership would be focused on creating a connection between the leader and the followers, in order to perform tasks in such a way as to increase the feeling of morality in both the leader and the follower (Northouse, 2013). Panorama did not exhibit any behavior that tried to motivate Bailey to feel a connection to him. Instead, Panorama tried to intimidate, coerce, and punish Bailey to execute the tasks he was required to perform.

Why are some employees happier and more satisfied with their work environment than others? Why are some teams within the same organization more productive than others? How can you get subordinates to trust your decisions, readily cooperate with others and follow your lead? The answer to these questions boils down to one thing; effective leadership. For our purpose, effective leadership can be defined as the art of influencing individuals and groups to accomplish the goals and objectives of the organization (Plunkett, Allan, and Attner, 2013). Effective leadership has a direct impact on the motivation, or lack thereof, of employees and how they interact with others within the organization. Followers will also act in ways that reflect their leaders example, whether it is positive or negative. It is obvious that the leadership culture within our organization is ineffective and employee productivity and morale has slipped to unacceptable levels. Because of our current situation, the following information is presented to you, as managers and supervisors, as a guide to help you become a more effective leader. There are many theories on how best to lead and motivate employees, however, for our purposes, we will concentrate our study and efforts on the situational leadership theories.

Campbell (1977) reflected that when managers use their leadership style to concern, respect and care for employees, it would boost staff interests in work and it will increase organizational promises, allowing them to create healthy environment and better performance in work place. Bryman (1992) , Howell and Frost (1989) also said that there is a positive relation between leadership style and the organizational