Dr. Wassmiah Is A Leader In A Local Hospital And Works Well

Dr Wassmiah Is A Leader In A Local Hospital And Works Well In The Env

Dr. Wassmiah is a leader in a local hospital and works within an environment characterized by clearly defined roles, minimal conflicts, and effective coordination among staff. The hospital’s environment emphasizes goal attainment through role clarity, responsibility, and streamlined workflow. She encourages high performance through rewards and sets short-term goals to motivate employees, providing clear directives when problems arise. However, she suspects that employees might not be working diligently when unsupervised. This paper analyzes the leadership style exemplified by Dr. Wassmiah, discussing its advantages and disadvantages, its impact on employee motivation, and potential complementary leadership styles.

In examining Dr. Wassmiah’s leadership approach, it appears to align predominantly with a transactional leadership style. Transactional leadership is characterized by clear structures, defined roles, performance-based rewards, and correction of deviations from standards (Bass & Riggio, 2018). Dr. Wassmiah’s emphasis on short-term goals, reward systems, and her quick responses to performance issues suggest a focus on maintaining order and ensuring task completion—hallmarks of transactional leadership. Her direct supervision and immediate corrective actions upon encountering performance lapses further reinforce this interpretation. The environment she fosters supports a structured and goal-oriented approach, typical of transactional leaders who operate effectively within well-defined roles and procedures.

The advantages of transactional leadership are significant, particularly in environments like hospitals where clarity, reliability, and efficiency are critical. This style facilitates straightforward communication, clear expectations, and quick problem resolution, which can enhance operational efficiency and ensure compliance with protocols. In the case of Dr. Wassmiah, her setting short-term goals and rewarding employees for meeting expectations can foster a performance-focused culture. Such a style can lead to high levels of compliance with rules and procedures, minimizing errors and ensuring patient safety. The structured environment allows staff members to understand their responsibilities clearly, reducing conflicts, and increasing productivity—beneficial in high-pressure settings like healthcare.

However, transactional leadership also has notable disadvantages. Its focus on compliance and short-term task completion can stifle intrinsic motivation and creativity among employees (Goksoy, 2019). Employees may perform only to meet specific standards or avoid reprimand rather than harboring genuine commitment or deriving satisfaction from their work. In the case, Dr. Wassmiah’s suspicion that employees are not working when unsupervised indicates a potential limitation of her leadership style: it may foster dependency on supervision and extrinsic rewards rather than fostering intrinsic motivation. This can lead to decreased engagement over time and may impede the development of problem-solving skills and initiative among staff.

The implications for employee motivation under a transactional leadership style are mixed. While some employees may be motivated by rewards and clear expectations, others may find this approach lacking in motivational appeal, especially if tasks become monotonous or if intrinsic motivators, such as personal growth or professional development, are overlooked (Amah & Osalor, 2020). In the hospital setting described, staff may perform adequately under supervision but may lack the incentive to go beyond what is required voluntarily. This can create a culture where employees do just enough to receive rewards, potentially impacting long-term morale and innovation.

To complement the transactional style, transformational leadership could be a valuable addition. Transformational leadership emphasizes inspiring and motivating employees through vision, intellectual stimulation, and individualized consideration (Bass & Riggio, 2018). Incorporating transformational elements could foster a sense of purpose, ownership, and intrinsic motivation among staff. For example, leadership that recognizes individual contributions, encourages professional development, and aligns staff efforts with a shared vision for patient care could enhance engagement and initiative. Such a hybrid approach would balance the structured efficiency of transactional leadership with the motivational and developmental benefits of transformational leadership.

Furthermore, servant leadership could also complement Dr. Wassmiah’s approach by emphasizing the needs of employees and empowering them to take initiative. Servant leaders prioritize the well-being and growth of their team members, which can lead to higher engagement and motivation (Greenleaf, 2018). Incorporating servant leadership principles could help address the motivation concerns associated with pure transactional leadership and foster a more committed, innovative, and patient-centered workforce.

In conclusion, Dr. Wassmiah’s leadership style aligns primarily with transactional leadership, characterized by structured roles, performance-based rewards, and immediate correction of performance issues. Its advantages include operational efficiency, clarity, and consistency, which are vital in healthcare settings. Nonetheless, its limitations involve potential drawbacks concerning intrinsic motivation, employee engagement, and innovation. Combining transactional leadership with transformational and servant leadership styles could create a more balanced and sustainable leadership approach, fostering both high performance and intrinsic motivation among hospital staff. Developing such a multifaceted leadership approach is essential in fostering a resilient, motivated, and innovative healthcare environment.

References

Amah, E., & Osalor, D. (2020). Leadership styles and employee motivation in healthcare organizations. Journal of Healthcare Management, 65(3), 198–209.

Bass, B. M., & Riggio, R. E. (2018). Transformational Leadership (3rd ed.). Routledge.

Greenleaf, R. K. (2018). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Paulist Press.

Goksoy, S. (2019). Analyzing the effects of transactional and transformational leadership styles on organizational performance. International Journal of Business and Management, 14(2), 12–22.