- MBA FPX 5007 Assessment 1
Leadership Styles Application
For healthcare management to achieve sustainable improvement of patient quality of care and create a constructive environment in the constantly changing profession, strong leadership is essential. It is for this reason that nurses who find themselves in leadership positions are often faced with various multifaceted affairs with ethical ramifications that involve interpersonal relationships in the professional setting.
This can be observed in the case of Marty, a nurse who has recently been facing some performance problems and staff or personal issues, which makes her practically the center of attention in her work group. The problems raised in Marty’s case, such as truancy, inattention, and health problems evident by her sleeping during working hours, call for leadership interventions.
Such concerns do not only manifest themselves in reduced productivity in her capacity but also influence team relations and patient care. Hence, the case raises the question about the possibility of using proper leadership behaviors to treat both the manifest performance issues and the underlying individual issues.
Major Tenets of Leadership Styles
Organizational transformational leadership is defined by the need to engage the members of a team toward the delivery of better-than-expected performance and vision. The primary component of this style is inspirational communication which is a practice in which leaders convey a compelling image that supports organizational objectives by influencing the organizational members’ behaviors (Northouse, 2021).
This is done hand in hand with individual consideration which is the ability of the leader to understand the needs and problems of the specific person and to do something to help the person grow toward his/her potential (Bass & Riggio, 2019). Furthermore, the factor of intellectual stimulation creates new ideas since it comprises engagement with new ways of thinking that may change assumptions of solving problems (Northouse, 2021).
Mentoring is an effective way for the management to foster a change that will be beneficial for the organization, and in Marty’s case, a transformational leader would talk and understand her problems which would in return motivate her to do better and work towards the goal of the team.
While the first one is built on relational trust, the second one is based on formal authority and structures, and it works for transactions and control. This style especially uses contingent rewards in which leaders offer rewards if their expectations are met (Bass & Riggio, 2019).
Management by exception is done by checking on the performance levels often and taking action only if there are issues most probable by taking corrective measures and known procedures (Bass & Riggio, 2019). This style also entails open communication of expectations in that there is a spelling out of the expected behavior and performance standards for understanding the responsibilities of the members of the team (Northouse, 2021).
If transactional leadership is adopted to address Marty’s situation then the organization would have to establish operational performance expectations regarding attendance as well as productivity together with other forms of performance appraisals and follow-up actions where vital.
MBA FPX 5007 Assessment 1 Leadership Styles Application
Servant leadership pays particular attention to the growth and welfare of subordinates to put into consideration their welfare. The style is characterized by the identification that involves leaders expressing care about their subordinates and being supportive in both psychological and tangible ways (Greenleaf, 2020).
Listening is another important element because servant leaders strive to encourage and meet their subordinate’s and colleagues’ expectations and opinions (Greenleaf, 2020). Further, care and commitment extend to the growth of the people in terms of the person and the professional; it also implies the whole person’s health focus of the organization (Greenleaf, 2020). In Marty’s case, a servant leader would provide tools that can be used in the home, work as well and care to enable Marty to balance her home and work life.
Particular Leadership Styles
The practical application that would be most helpful in Marty’s case is Transformational Leadership, which aims at engaging and persuading people to perform beyond expectations. Based on Marty’s current problems with performance and relevant psychological disorders, a transformational leader would focus on the aspect of inspirational communication and rocking the vision that Personal and business-related goals can be achieved (Northouse, 2021).
This approach could change Marty back to an active employee and potentially increase her level of motivation and productivity among other employees. Applying the strategy that can be categorized as individual consideration, a truly transformational leader would acknowledge Marty’s problems that hinder her as a caregiver at home and provide suggestions for her to reduce the stress and thus, enhance her productivity at work (Bass & Riggio, 2019).
Transactional Leadership could also be useful in addressing Marty’s performance problems due to the predefined organizational structure of expectations and performance. This style uses contingent reward and management by exception, which may set definite standards for Marty’s attendance and working rates as well as give incentives for sticking to these standards (Bass & Riggio, 2019).
This type of leadership can help develop a framework that defines performance goals and consequences for deviation from those goals since corrective actions are always taken by the leaders in the transactional leadership style when expectations are not achieved. This would define a framework that would demystify the causes of poor performance and thus address the problems in the short run. While it does represent some effectiveness in the interaction, it may not adequately address Marty’s issues that lead to such behaviors, thus making the style somewhat limited in effectiveness if not accompanied by other support systems.
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Servant Leadership is particularly suitable for handling Marty’s situation because of its focus on compassion. This style entails focusing on the participant’s voices and needs as this is important to Marty’s current state and affects her productivity (Greenleaf, 2020).
Facilitating, like the variation of work schedules to make caregiving manageable for Marty or acquiring resources that would enable the wellness of Marty, are constructs of a servant leader’s self-organization to foster the development of individuals.
Positive and Negative Implications
From the perspective of the ingrained concepts, the positive implications of Transformational Leadership in handling of Marty’s case would be as follows. In this case, relying on inspirational motivation, a transformational leader is capable of reviving Marty’s interest in the given position, and its goals as well as her aspirations should be aligned with the organizational objectives (Northouse, 2021).
It could give her the boost and perspective to enhance her activity and productivity levels of participation. The individual consideration from the transformational leader helps the leader to understand and assist Marty in giving care for her sick mother while at the same time understanding that she has to cope with her problems herself (Bass & Riggio, 2019). Such an accompaniment can reduce pressure and improve her efficiency in achieving the tasks’ goals. Furthermore, harm reduction promotes thinking, which means that Marty will be able to approach her performance problems with uniqueness.
Costs are associated with transformational leadership as follows: It may not address needs for performance management and accountability as it concerns with motivation and support. It is uncertain if these motivational efforts will be sufficient to address Marty’s performance problems in the short-term, without strategic goals and necessary changes accompanying them. Furthermore, transformational leadership may not work well in the described situations as the stress test of Marty’s emotional status – if he has plenty of burdens and if his resources are sparse.
Transactional Leadership provides an organizational structure that can fit to sort out Marty’s performance problem. In a nutshell, the strategy of contingent rewards and management by exception will help a transactional leader set and communicate clear performance parameters, thus guaranteeing Marty would meet organizational requirements for work completion (Bass & Riggio, 2019).
This structured approach can respond to the potential concerns of her coworkers and supervisors because it establishes procedures for assessing and enhancing her performance. The laying down of clear standards and setting of organizational goals and their linkage with the organizational rewards may also enhance responsibility and productivity.
MBA FPX 5007 Assessment 1 Conclusion
In conclusion, Greenville’s leaders could approach Marty and his employees’ problems related to their performance and his persona, and reveal the pros and cons of applying various leadership models, including transformational, transactional, and servant leadership. The concept that has a clear application in the case of Marty is transformational leadership due to its focus on inspirational communication and individual consideration to meet the employee’s needs and focus on their trauma. Transactional leadership is more formal, as it is based on the exchange of rewards and penalties, as well as on the management of contingencies. This style enables the identification of certain specifications and penalties for the fulfillment or violation of these norms to manage Marty’s performance. Still, it might disregard the staff issues that may be seen to have an impact on her work and increase her stress levels while not providing her with the assistance she may require. Servant leadership seeks to meet organizational needs by customizing care and offering services based on need since it is rooted in empathy and listening. This approach can meet Marty’s and other employees’ personal and professional satisfaction, thus enhancing the morale of the whole team in the organization.
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MBA FPX 5014 Assessment 1 Executive Summary Table
References
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