Purpose Of Assessment: Analyze The Organization You Assessed

Purpose Of Assessmentanalyzethe Organization You Assessed In Week 2 A

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

In the contemporary organizational environment, effective leadership is pivotal in facilitating change initiatives that align with an organization’s mission and values. The organization assessed in Week 2, a mid-sized healthcare provider, is undergoing a significant transformation to improve patient care delivery through the integration of advanced health IT systems. The needed change involves transitioning from a predominantly paper-based record-keeping system to a comprehensive electronic health record (EHR) system. This change aims to enhance data accuracy, streamline workflows, and improve overall patient outcomes. Given the complexity of healthcare environments, selecting an appropriate leadership style is critical to ensuring successful implementation, staff buy-in, and sustainable organizational success.

The exploration of various leadership styles in Week 3 provided insight into different approaches that can influence organizational change. Transformational leadership, characterized by inspiring and motivating employees to exceed expectations, is particularly effective in healthcare settings where complex, rapid change is common (Bass & Riggio, 2006). Servant leadership, emphasizing the needs of others and fostering a service-oriented culture, also aligns well with healthcare organizations’ core values of care and compassion (Greenleaf, 1977). Conversely, transactional leadership, which relies on exchanges and rewards for performance, tends to be effective in routine operations but may lack the motivational quality needed for transformational change initiatives.

Analyzing these styles in the context of the healthcare organization and its proposed EHR transition, transformational leadership emerges as the most suitable approach. This style facilitates vision sharing, encourages innovation, and fosters a culture of continuous improvement, all vital for complex technological changes. Transformational leaders articulate a compelling vision of improved patient care through technology, motivating staff beyond routine tasks. They promote team collaboration and create an environment where staff feel valued and empowered, which mitigates resistance and fosters engagement. This approach aligns with the organization’s mission to deliver compassionate, patient-centered care and drives cultural change necessary for adopting new systems.

Supporting sustainable organizational success, transformational leadership cultivates a proactive capacity for change, adaptability, and resilience within the organization. As staff members internalize the vision and understand the long-term benefits, the change becomes embedded in the organizational culture, reducing the risk of rollback. Leaders modeled behaviors such as transparency, active listening, and recognition, which reinforced commitment and trust—key ingredients for sustained success (Avolio & Bass, 2004). This consistency ensures that the organization can continue to evolve and improve post-implementation, maintaining a competitive edge in healthcare delivery.

Moreover, this leadership style integrates seamlessly with the organization’s mission and vision by emphasizing innovation, excellence, and compassion. The vision of becoming a technologically advanced healthcare leader becomes tangible through transformational leadership, inspiring employees to align their efforts with organizational goals. Leaders motivate staff to see beyond individual tasks and recognize their role in achieving superior patient outcomes, thus creating a shared sense of purpose that resonates with the core organizational values.

In addition, transformational leadership enhances stakeholder value by fostering an environment of trust, accountability, and continuous improvement. Patients benefit from higher-quality, safer care due to more accurate and accessible health information. Staff experience increased job satisfaction and professional growth, which reduces turnover and associated costs. Stakeholders, including health authorities and payers, see a more efficient and effective organization, strengthening financial stability and community reputation (Kaiser, 2018). By promoting an inclusive, empowering leadership style, the organization can sustain success and meet evolving healthcare demands.

In conclusion, the application of transformational leadership in the healthcare setting undergoing EHR implementation uniquely supports the organization’s strategic goals. This approach enables a cultural shift aligned with the organizational mission to deliver compassionate, innovative care while ensuring sustainable growth and stakeholder value. Effective leadership in times of change requires not only technical understanding but also the ability to inspire and motivate staff toward shared goals. As demonstrated, transformational leadership offers a compelling framework to achieve these objectives and foster long-term organizational resilience.

References

• Avolio, B. J., & Bass, B. M. (2004). Multi-factor leadership questionnaire manual. Mind Garden.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press.
• Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist Press.
• Kaiser, S. (2018). Leadership styles and their influence on healthcare outcomes. Journal of Healthcare Leadership, 10, 89–98.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Bass, B. M. (1995). Theory of transformational leadership redux. Leaderhip Quarterly, 6(4), 463–478.
• Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
• Yukl, G. (2012). Leadership in organizations (8th ed.). Pearson.
• Harvard Business Review. (2017). The power of transformational leadership. https://hbr.org/2017/09/the-power-of-transformational-leadership
• Vroom, V. H., & Yetton, P. W. (1973). Leadership and decision-making. University of Pittsburgh Pre.