Leadership is paramount in the more globalized economic structure. Companies are now expanding into emerging markets at a very rapid pace. Competition from markets including China, India, and Brazil, now create a more competitive dynamic in regards to labor. Companies need leaders who can flourish irrespective of their geographic locations. Leaders now must also be cognizant of cultural values as they attempt to inspire and motivate their personnel. An awareness of individual leadership strength and weaknesses is therefore needed to navigate a constantly changing and dynamic environment. A self inventory of corresponding strengths and weaknesses will allow the future leader to be better prepared for many of the more complex aspects of leadership (Spillane, 2004). While reading the leadership styles inventory, a litany of concepts emerged. For one, my style is not that of an authoritarian but rather that of a cooperative, collectivistic leader. I prefer to work alongside my employees rather than directing them. By working alongside those I supervise, it allows me to establish both a rapport and a bond with the overall team. This bond will become paramount as employees are more productive...
I addition, I tend to explain the reasons "why" a particular action is needed. Research has proven that when employees understand the reasoning behind a particular objective, they are more apt to work towards that particular objective. My leadership strength therefore comes from my ability to build rapport with my employees. In addition, my ability to effectively communicate and understand my employees is integral to my overall leadership style. These strengths create a work environment which is enjoyable for all stakeholders. However, all stakeholders also understand what is expected of them in regards to performance. This combination of understanding, communication, enjoyment, and rapport will be the cornerstones of my leadership style (Lewis, 2006).
Conclusion Prejudice and ethical/leadership issues with healthcare are nothing new but the fight to keep those standards and ethics on an even keel and prevent racism, bigotry and predudice of any sort including based on class, money, political ideology, nationalism, and so forth should be stomped out and eviscerated whenever it can be. People are people and should treated with dignity and respect regardless of their race, gender, beliefs and so
The idea with this part of the strategy is to be able to form some kind of a partnership with these individuals. This will help to push for a transformation inside the organization. As, these people will help to provide everyone with: a reason for adapting and pushing others to do so (indirectly). (Turner, 1999, pp. 162 -- 163) Once this occurs, you could then have these individuals become a
Healthcare Leadership Leadership and Management in Healthcare Effective Leadership and Management Leadership is much like communications in regards to the complexity inherent in these concepts. There are many different perspectives that are used to examine these issues and researchers study leadership and management from such disciplines includes Industrial and Organizational Psychology, Social Psychology, Business, and Sociology. There have been somewhere in the neighborhood of six to eight major approaches, depending on the vantage
..above all - its situation." (Ibid) II. Leadership Strategy for Transition or Change Watkins proposes 'Five Fundamental Propositions' in his work and the first is which that the "root causes of transition failure always lie in a pernicious interaction between the situation, with its opportunities and pitfalls, and the individuals with his or her strengths and vulnerabilities." Or otherwise stated no superheroes exist and the leadership is not a complete failure but
(Preist, 2007) The different issues that are affecting the facility are: directly tied to a lack of leadership inside the organization. This is problematic, because the staff members will often look to upper management and supervisors to determine how they should be interacting with patients. When they see that managers do not care, they will exhibit similar kinds of views as part of their job. This is the point that
As David Logan mentions in the 2009 TED talk called “Tribal Leadership,” most people are in what he called Level Three Tribes: functioning at a high level of personal and professional performance but lacking the broader visions that can unite people and change the world. Reflecting on Logan’s message, I have become more aware of the ways I remain stuck at either Level Two or Level Three throughout my life
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