Evaluating Leadership Approaches for Organizational Change- A Mission-Driven Perspective

Evaluating Leadership Approaches for Organizational Change- A Mission-Driven Perspective

Restate the needed change within the organization

Change is needed within the organization to effectively create a caring service environment while ensuring that individual differences are valued at every level of the organization. There is also a need to enhance collaboration between patients, staff, community, and healthcare providers to achieve the desired outcome of the change, which includes transparency in healthcare, reduced cost of healthcare, improved quality of healthcare, proper flow of information within the organization, enhanced employee commitment and a more diverse workforce and representation of diverse groups in decision making. Another need for change is to enable the organization to meet its mission of inspiring hope and contributing to health and well-being by providing the best care to every patient through integrated clinical practice, research, and education, and the vision of providing an unparalleled experience as the most important trusted partner for healthcare. The organization, therefore, needs to promote collaboration between healthcare providers and patients to create transparency in the healthcare environment and build trust between healthcare providers and patients. It also needs to reduce the cost of healthcare by collaborating with health insurance companies to create flexible payment plans and collaborating with community members to identify the healthcare needs in the community.

Analyze the various leadership styles you explored in Week 3 in the context of the organizational culture and proposed change

According to Skea (2021), leadership plays a significant role in organizational change by reducing resistance to change and ensuring that the change is aligned with an organization’s vision, mission, policies, and procedures. The main leadership styles that are appropriate based on the organization’s culture and proposed change are transformational leadership and transactional leadership. Transformational leadership focuses on aligning the needs and aspirations of followers with anticipated organizational outcomes hence promoting commitment to the organization and inspiring followers to exceed their expected performance. In the proposed organizational change, transformational leadership is ideal because it creates an idealized influence, which includes formulating and articulating the organization’s vision and challenging goals while motivating employees to work beyond their self-interests to meet the shared goals. The transactional leadership style, on the other hand, includes offering rewards to employees to encourage them to embrace the necessary change. In the proposed change, the organization will be rewarding employees who exhibit a high level of adherence to the organization’s values to facilitate the change aimed at enhancing transparency, respect, and integrity. Transactional leadership is also ideal because it clarifies the work that should be done to meet organizational goals.

Justify which leadership style or approach would best support the organizational change

Although both the transactional and transformational leadership styles facilitate effective change management, the transactional leadership style is the best. This is mainly because the proposed change includes altering the way employees operate within the organization. It would, therefore, be important to ensure that they understand their new roles and responsibilities and receive appropriate guidance on what to do to ensure that the proposed change is effectively implemented. The transactional leadership style also allows the leader to provide negative feedback, corrective criticism, and negative reinforcement to ensure that the proposed change is effectively implemented (Moss, 2019). This would, therefore, help in ensuring that employees work towards doing what is expected of them to avoid negative feedback and receive the rewards given for doing what the organization expects them to do.

Discuss how this style will support sustainable organizational success

The transactional leadership style will support sustainable organizational success by ensuring that the proposed change confirms to existing organizational structure. The style will also support sustainable organizational success by measuring the success in the implementation of the proposed change based on the organization’s system of penalties and rewards. The transactional leadership style will additionally support sustainable organizational success by ensuring that organizational policies and procedures are followed. This will reduce disruptions that could create resistance to change, particularly if the disruptions entail setting new rules for employees. The organization will also be in a better position to achieve short-term goals faster hence having more time to focus on long-term goals. Creating collaboration between leaders and employees will also promote the efficient flow of information, thus making it easier to implement the proposed change and monitor the change to ensure that it is implemented as expected.

Discuss how this style integrates the organization’s mission and vision

The transactional leadership style integrates the organization’s vision and mission in different ways. To begin with, it allows collaboration between leaders and employees, thus promoting the exchange of information required to enhance transparency in healthcare. The style also integrates the organization’s vision and mission by fostering trust. This is achieved by the exchange of information within the organization. Employees will also be motivated to adhere to the organization’s policies and procedures due to the rewards provided to recognize their efforts towards implementing the proposed change.

Discuss how this style will increase value for stakeholders

Transactional leadership mainly focuses on improving the performance of employees by motivating them to do what is expected of them. This plays a significant role in enhancing the general performance of the organization, thus increasing stakeholder value. The transactional leadership style will also increase value for stakeholders by promoting transparency which will be achieved through collaboration among all stakeholders, including employees, patients, and healthcare providers. It will also ensure that employees are satisfied with the work environment hence enabling them to be more productive. Increased employee productivity plays a vital role in increasing value for stakeholders by increasing returns for stakeholders.

References

Moss, G. (2019). Transactional leadership and its impacts. Inclusive Leadership, 47-77. https://doi.org/10.4324/9781315108575-3

Skea, R. (2021). What are leadership and organizational change? Leadership, Organizational Change, and Sensemaking, 3-16. https://doi.org/10.4324/9781003022503-1-2

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In this assignment, you analyze the organization you assessed in Week 2 and apply leadership theories and approaches to support organizational change that aligns with the organization’s mission and values. You will be measured on how you justify your assessment of the leadership approach.

Write a 700- to 1,050-word paper for your Leadership Styles Rationale. Address the following in your paper:

Restate the needed change within the organization.
Analyze the various leadership styles you explored in Week 3 in the context of the organizational culture and proposed change.
Justify which leadership style or approach would best support the organizational change.
Discuss how this style will support sustainable organizational success.
Discuss how this style integrates the organization’s mission and vision.
Discuss how this style will increase value for stakeholders.