Michelle Macias Week 3 Assignment Paper LDR 711A PDF

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Download Michelle Macias Week 3 Assignment Paper LDR 711A PDF

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Transformational Leadership

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2 Transformational Leadership The healthcare industry is rapidly evolving to meet the changing demands of the population. New technologies and systems that enhance organizational efficiency are often met with resistance from the staff. Transformational leadership is an effective approach to navigating organizational changes.

Organizational/Industry Problem One issue experienced in the workplace is scheduling challenges. The organization is a kidney specialty medical practice with 20 staff members. The goal of practice includes with a seeing a target of 30 patients daily and 150 patients weekly. To meet the target, the leadership introduced a new patient scheduling system. The system was intended to reduce patient congestion and facilitate a smoother workflow among the staff and medical personnel. However, the system brought confusion, as the staff were inadequately skilled to operate it. Unfortunately, close to half of the medical personnel are reluctant to use it, preferring to rely on the old scheduling system. Appointment scheduling is an important factor in healthcare as it allows an organization to increase the number of patients that receive care, thereby increasing its profits. Since there are several other organizational changes, introducing the system resulted in resistance from the workforce, which reduced its efficiency. Transformational leadership can adequately address scheduling challenges in the workplace. Leadership Theory to Address Problem Effective management and leadership heavily rely on communication. Robbins and Davidhizar (2020), explain that the healthcare industry has traditionally relied on transactional leadership strategies. The approach focuses on the day-to-day functioning of the organization.

3 The leadership uses a reward and punishment strategy where goals are set and the staff must comply with them. Transformational leadership allows the leader to inspire transformation by collaborating with the staff to achieve the set goals. Transformational leadership theory focuses on the vision and cultivates an environment that fosters responsibility and a sense of belonging (Robbins & Davidhizar, 2020). Faupel and Süß (2018), explain that transformation leadership is critical during organizational changes as it cultivates employees’ commitment and readiness for change and encourages them to be more receptive to change. Employees have a profound impact on the success of organizational change, and all must realize planned changes at the individual level will spark success at the organizational level. Employee behavior and motivation affect how they react to organizational changes (Faupel & Süß, 2018). Transformational leadership impacts employees’ attitudes and cultivates positive perceptions about organizational change. Transformational leaders rely on charisma to develop a positive vision of change that cultivates inspiration among employees, which reduces cynicism towards the change and encourages innovative problem-solving among employees. Faupel and Süß (2018) report studies that contend that transformational leadership creates perceptions of desirable consequences and boosts employee motivation, thus enhancing support for organizational change. Additionally, transformational leadership promotes a learning culture that incentivizes employees to be receptive to training. Bligh et al. (2018), report that encouraging learning when people make mistakes is critical to realizing a successful organizational change. Consequently, the approach is instrumental in solving the scheduling problem in the organization. First, a transformational leader would positively shape the attitudes of the staff towards the scheduling system, and help them see the importance in reaching office goals and the organizational vision

4 in the long term (Bligh et al., 2018). Secondly, transformational leadership would encourage participation in training to help all staff members adept at using the system effectively. Thirdly, transformational leadership would inspire charisma that reduces the staff’s resistance to the change (Bligh et al., 2018). Conclusion The healthcare industry is rapidly evolving to meet the changing demands of the population. Organizations strive to keep up by introducing new technologies and systems of doing things that enhance organizational efficiency. However, such changes are often met with resistance from the staff. Transformational leadership is an effective approach to navigating organizational changes. The strategy cultivates a sense of belonging and responsibility that encourages the employees to collaborate and realize the organizational vision. Transformational leadership also reduces resistance to change as a transformational leader can positively influence employees’ attitudes by being charismatic hence; transformational leadership theory can effectively resolve the patient scheduling issue in organizations.

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References Bligh, M. C., Kohles, J. C., & Yan, Q. (2018). Leading and learning to change: The role of leadership style and mindset in error learning and organizational change. Journal of Change Management, 18(2), 116-141. https://doi.org/10.1080/14697017.2018.1446693 Faupel, S., & Süß, S. (2019). The effect of transformational leadership on employees during organizational change–an empirical analysis. Journal of Change Management, 19(3), 145-166. https://doi.org/10.1080/14697017.2018.1447006 Robbins, B., & Davidhizar, R. (2020). Transformational leadership in health care today. The Health Care Manager, 39(3), 117-121. https://doi.org/10.1097/HCM.0000000000000296...