Critical Thinking: I Need Help Writing A 4-Page Essay

Critical Thinking: I Need Your Help For Writing Essay 4 Pages Not Incl

In this critical essay, we need to analyze the leadership style of Wassmiah, a hospital leader described as having well-defined roles, encouraging productivity, and quick to direct employees when problems arise. The essay should explore the leadership style most likely exemplified by Wassmiah, its advantages and disadvantages, implications for employee motivation, and potential complementary leadership styles.

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Leadership plays a pivotal role in shaping organizational culture, employee morale, and overall effectiveness. In the case of Wassmiah, a leader within a hospital environment characterized by clear roles, minimized conflicts, and goal-oriented behavior, an analysis suggests that her leadership style aligns closely with transactional leadership. This style is primarily built on structured exchanges between leaders and followers, emphasizing clear expectations, rewards, and penalties to motivate staff (Bass & Avolio, 1995).

Wassmiah’s leadership approach, as depicted, involves setting short-term goals, closely supervising employee activities, providing direct instructions during problem-solving, and rewarding positive behaviors to enhance productivity. Her reliance on immediate supervision and her suspicion regarding employee motivation in the absence of oversight typify the transactional leadership model, which is grounded in contingent reward mechanisms and managerial control (Burns, 1978). Through these behaviors, Wassmiah establishes a clear chain of expectations, ensuring that employees understand what is required of them and are motivated by tangible rewards to meet these expectations.

The advantages of transactional leadership are evident in environments like Wassmiah’s hospital setting. This style fosters clarity, efficiency, and predictable performance outcomes (Northouse, 2018). With well-defined roles and responsibilities, employees are less likely to misunderstand their duties, leading to reduced errors and conflicts. The reward system incentivizes staff to perform well, which can boost morale and increase productivity. For instance, Wassmiah’s encouragement and reward of positive behavior likely enhance staff engagement and commitment in the short term, ultimately benefiting hospital operations.

However, there are notable disadvantages to transactional leadership that can impact long-term organizational health. Such a style can result in a lack of innovation, as employees tend to focus on routine tasks and standardized procedures rather than creative problem-solving (Ciampa, 2016). A dependency on supervision and rewards can also diminish intrinsic motivation; employees may work mainly for external incentives rather than personal or professional growth. Wassmiah’s suspicion that employees do not work without supervision exemplifies this dependency, which can foster a culture of compliance rather than accountability or initiative. Over time, this may inhibit critical thinking and adaptability among hospital staff, which are essential qualities in dynamic healthcare environments.

The implications for employee motivation under transactional leadership are complex. While tangible rewards and clear expectations can motivate employees in the short term, this approach may overlook intrinsic motivators such as personal growth, recognition, and purpose. If employees perceive supervision as distrustful or excessive, it may lead to decreased job satisfaction and disengagement over time. This may explain Wassmiah’s concern about employee motivation, despite her focus on immediate supervision and rewards. To foster sustainable motivation, leaders must balance extrinsic incentives with intrinsic motivators that promote professional development and a sense of purpose.

In terms of complementary leadership styles, transformational leadership can serve as a valuable addition to Wassmiah’s approach. Transformational leaders inspire their followers to transcend immediate self-interests for the good of the organization, fostering innovation, commitment, and a shared vision (Avolio & Bass, 1998). Integrating transformational elements can help mitigate some limitations of transactional leadership by encouraging employees to develop intrinsic motivation and engage in creative problem-solving. For example, Wassmiah could emphasize shared goals, recognition of individual contributions, and fostering a hospital culture that values continuous improvement and innovation.

Furthermore, servant leadership could complement her transactional tendencies by emphasizing the leader’s role in serving and developing employees. This style fosters trust, collaboration, and intrinsic motivation, which can lead to higher job satisfaction and loyalty in healthcare settings (Greenleaf, 1977). Encouraging participative decision-making and empowering employees can also reduce dependency on supervision and build a more resilient, motivated workforce.

In conclusion, Wassmiah’s leadership appears predominantly transactional, characterized by clear roles, supervision, and reward-based motivation. While this approach offers efficiency and clarity suitable for a hospital environment, it possesses limitations in fostering innovation, long-term motivation, and employee development. Incorporating transformational and servant leadership principles can address these shortcomings by inspiring intrinsic motivation, fostering creativity, and building a supportive organizational culture. Effective leadership in healthcare demands a nuanced balance between structure and inspiration, ensuring both short-term efficiency and long-term growth.

References

• Avolio, B. J., & Bass, B. M. (1998). The implications of transactional and transformational leadership for individual, team, and organizational development. Research in Organizational Change and Development, 4, 231-272.
• Burns, J. M. (1978). Leadership. Harper & Row.
• Ciampa, D. (2016). When charismatic leadership goes too far. Harvard Business Review, 21 November.
• Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.