Analyze The Organization You Assessed In Week 2 Apply Leader

Analyze the Organization You Assessed In Week 2 Applyleadership Theor

Analyze the organization you assessed in Week 2. Apply leadership theories and approaches to support organizational change that aligns to the organization’s mission and values. You will be measured on how you justify your assessment of the leadership approach. Write a 700- to 1050-word paper for your Leadership Styles Rationale. In your paper, complete the following: 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.

Paper For Above instruction

The contemporary organizational landscape is marked by rapid change, increased competition, and a constant need for innovation. To effectively navigate these complexities, organizations must not only adapt their structures and processes but also embrace leadership styles that foster change, drive engagement, and align with the core mission and values. In this paper, I analyze the organization I assessed in Week 2, focusing on the proposed change initiative and the leadership approach best suited to facilitate this transformation sustainably. This analysis is grounded in leadership theories explored in Week 3, emphasizing how specific styles can support organizational success and stakeholder value.

The organization under review is a mid-sized healthcare provider aiming to improve patient outcomes through the integration of new digital health technologies. The needed change involves transitioning from traditional care delivery models to a more patient-centric, technology-enabled approach. This shift aims to enhance service quality, increase efficiency, and promote better patient engagement, aligning with the organization's mission to provide compassionate, innovative healthcare. Restating this change underscores its strategic importance in maintaining competitiveness and fulfilling the organization’s commitment to excellence.

In analyzing leadership styles suitable for this change, I explored transformational, transactional, servant, and participative leadership styles. Each approach interacts distinctly with organizational culture and the elements of the change process. Transformational leadership, characterized by inspiring followers to exceed expectations through vision and motivation (Bass & Avolio, 1995), aligns well with fostering innovation necessary for digital transformation. This style encourages a shared vision, promotes buy-in, and motivates employees to adopt new practices willingly. Conversely, transactional leadership focuses on structured tasks and extrinsic rewards, which may not foster the cultural shift needed for technology-driven change. Servant leadership emphasizes serving others and creating a supportive environment, conducive to building trust, but may lack the necessary drive for rapid technological change. Participative leadership, involving stakeholders at all levels in decision-making, ensures diverse perspectives and fosters buy-in but may slow decision processes.

Based on this analysis, the transformational leadership style emerges as the most appropriate to support the organization’s digital health initiative. Transformational leaders can articulate a compelling vision of the future, inspire innovation, and motivate employees to embrace change proactively. Such leaders cultivate a culture of continuous improvement, which is essential for sustaining the transformation beyond initial implementation. Evidence suggests that transformational leadership positively impacts organizational performance, employee satisfaction, and adaptability (Judge & Piccolo, 2004). These outcomes align directly with the organization’s goal of sustainable success through continuous innovation.

Furthermore, transformational leadership integrates seamlessly with the organization’s mission and vision. By emphasizing shared purpose and inspiring followers toward a common goal, this style reinforces the organization’s commitment to compassionate, innovative healthcare. Leaders adopting transformational approaches can articulate how technological advancements serve the organization’s core purpose—improving patient health and experiences—satisfying stakeholder expectations of quality and compassion.

Implementing transformational leadership will also enhance stakeholder value. Stakeholders include patients, employees, healthcare providers, regulators, and the community. Engaged and motivated employees are more likely to deliver higher-quality care, adopt new technologies efficiently, and contribute to a positive organizational climate. Patients benefit from improved service delivery and engagement, while stakeholders such as regulators and community partners observe a commitment to innovation and excellence. This holistic value creation is central to sustaining organizational success and competitive advantage in a rapidly evolving healthcare industry.

In conclusion, for the healthcare organization’s digital transformation, transformational leadership offers a compelling approach to facilitate change while aligning with the firm’s mission, vision, and stakeholder expectations. It fosters a culture of innovation, motivates staff engagement, and sustains performance through continuous improvement. As organizations face ongoing disruptions, adopting adaptive leadership styles like transformational leadership is vital for long-term success, stakeholder satisfaction, and fulfilling the organization’s purpose of delivering compassionate, innovative healthcare services.

References

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