Concepts and Practice of Leadership.
Concepts and Practice of Leadership
Leadership is the term discussed for a very long time in many aspects of life. In the 21st century, the term popularity has increased vibrantly with thousands of scholar writing articles, book, and journal on the term. The term has two major definitions; the first definition is that leadership is the act of motivating others through encouragements and other persuasive technique to achieve the challenging organization objective. The second definition is that leadership entails arrangement of the work environment, effective allocation of resources, managing outside uncertainties so that the employees can work efficiently in the attainment of organization objective. A good leader is the one who needs to have the core leadership concept and practice them. Most of this concept and practice are in four main perspectives, which are transformational perspective, managerial perspective, implicit perspective, and personal perspective (Ivancevich, Matteson& Konopaske, 1990). A good leader should possess and apply the virtues of leadership and these virtues are humility, collaboration, accountability, competence, transcendence, integrity, humanity power, and courage. Competence and commitment are the key values that are necessary for transformational leadership. Josie Walsh applied these two value to be able to transform providence health care to be cost effective health center and offer quality services to the patients, client, and community.
Providence health care started in 1857 in Providence house, since then Providence has grown to become well-recognized health care in Ontario serving more five thousand patient every year. The hospital has four main department that is the inpatient, outpatient, acute care, and rehabilitation. It has extensive rehabilitation center with six unit of rehabilitation each offering a special rehabilitation cares. It has various stakeholders who support the health care to meet its goal of compassionate care and receptive innovation. In the year 2008, the hospital faced a financial crisis, which threatened pension of their employee and closure of some of the department of the hospital. The hospital management came up with transformation by design, which cut down expenditure, increase patient flow, and maintain the quality of services. Hospital administration resumed negotiation with the key hospital stakeholders to adopt the model. At this time Walsh was service as vice president of the health center, she was in the frontline to show rationale and practicability of transformation by design model. Planning of transformation by design was in the year 2009, piloting and designed followed in the year 2010 and 2011 after that it was the implementation of the program (Reddin, 2016).
According to Reddin, (2016) the transformation by design was a high-risk attempt because it proposes the change of many influential processes in the hospital such as management, infrastructure, and stakeholder. Initially, there were signs of failure, but after Walsh appointment as the president and C.E.O of the premises, the model made a massive success. Walsh applied various leadership skill such as corroboration, commitment, being accountable and trustworthy, handwork and communicating the change to stakeholder and employees to ensure the design was successful. By the year 2014, the transformation by design reported some of the success in reducing a number of beds from 347 to 245 in spite the increase in admissions, staff satisfactions, 90% staff commitment, 80% transformation among others.
Competence and commitment they are the key quality needed in transformational leadership. The competent leaders can have enough confidence in ways to achieve objectives of transformation because of the skill they possess. Giving the competent leaders the obligation to lead others they will share skills to others hence delegating the duties to others effectively. Transformational leadership requires a leader committed to all the activities and mission of the organization. The committed leader is accountable and responsible for their action and activities of the organization.
Reddin, C. P. (2016). Boldly go: Character drives leadership at Providence Healthcare. Retrieved from firstname.lastname@example.org;www.iveycases.com
Ivancevich, J. M., Matteson, M. T., & Konopaske, R. (1990). Organizational behavior and management. Bpi/Irwin.
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