Feb 23, 2024 HCA 545 Assignment: Cultural Leadership Strategies
HCA 545 Topic 7 Assignment: Cultural Leadership Strategies HCA 545 Assignment: Cultural Leadership Strategies Cultural Leadership Strategies Organization leadership must put into place strategies that aim to sustain any challenges that may arise and help the organization in addressing them before they become a crisis. Therefore, adapting leadership models that are appropriate in providing strategies that are successful and provide guidance is crucial in an organizational setting. In order to improve the community within which they operate, health care management should formulate leadership models that help in reducing illness and improving the community health. The dynamic cultural model and the omnibus leadership model are applied differently in addressing issues in a healthcare organization. However, both models seek to maintain the cultural element in an organization that is crucial in improving community operations as well as in achieving common goals. Clarity of Mission There is need for a clarity of mission in any organization. The reason for this is found in the fact that it defines the organization’s reason for existence and brings focus to its operations. One of the fundamental roles of leadership is to provide direction within an organization. The above can be achieved by providing clarity on how to achieve targets, values, and strategies within an organization that is characterized by dynamism (Allen et al., 2016). A dynamic model is very consistent with the above organizational mission. This is due to the fact that the dynamic culture leadership model uses a leadership process that is established through communication improvement, strategic planning, and team assessment. The model strives to clearly state and define an organization’s mission to its employees for better understanding thus achieving positive patient outcomes through better services (Chatterjee et al., 2018). On the other hand, the omnibus leadership model evaluates its leaders and their style of leadership. This means that under the omnibus model, the organization’s mission is only clarified if the organization has the requisite resources. Education of all Organizational Levels Including Governance Conformity in a healthcare setting is very crucial, and this is only achieved if there is appropriate education in all organizational levels, including governance, to maintain consistency when taking care of patients and their families. According to Allen et al. (2016), employees have to be creative and autonomous problem solvers, which can only be achieved through education including one on governance. The dynamic model ensures that all employees in an organization, regardless of their levels, including governance, are educated. Moreover, education at all levels ensures that the employees are motivated, there is employee enhancement as well as learning improvement, which ensure positive patient outcomes at heath care settings. For instance, patient safety is prioritized, and thus, the provision of services to patients should be per laid down procedures. However, under the omnibus leadership model, employees are allowed to obtain an education that helps them achieve vital skills. This ensures that employees in the organization are updated on what new skills and knowledge they need to possess to serve patients better. Struggling to Meet Your Deadline? Get your assignment on HCA 545 Assignment: Cultural Leadership Strategies done on time by medical experts. Don’t wait – ORDER NOW! Meet my deadline Workplace Should Reflect the Community It Serves A healthcare organization’s strategies and applications should reflect the community it serves. For this reason, it is essential that such organizations support services that benefit the community they serve since it offers the organization with an opportunity to grow. Under the dynamic model, organizational leadership offers services that can be utilized by the community they serve and this provides the organization with a chance to thrive and grow in the given society (Oduwusi, 2018). Moreover, the dynamic culture model argues that an organization should offer services that are specifically needed by the community they serve. For instance, such services include providing sanitation services for the poor in the community. Nevertheless, the omnibus model establishes organizations within the community that offers the services that are needed by the community in general. Such services can be offered to other communities even if the organization moves its base of operations. Organizational Redesign to Meet Recently Enacted Healthcare Reform Healthcare organizations should redesign to meet reforms implemented recently. Under the omnibus model, its functions are redesigned in a way that it adapts well to reforms implemented which reforms produce the desired positive effects. On the other hand, the dynamic model has redesigned its services in a manner that they are utilized appropriately per enacted healthcare reforms. Cultivation of High-Potential Employees High potential employees are crucial for the growth of an organization. This is because an organization will need future leaders who understand the organizational dynamics. When hiring new employees, the omnibus model screens them and ensures only qualified and experienced employees are hired. This ensures high potential employees are integrated into the system early enough. The model then offers the employees with training that develops and nurtures their leadership skills early enough. However, under the dynamic model, employee development is the key to cultivating high potential employees. Therefore, the organization ensures that it has a strong foundation that helps in developing their employees to their full potential. Such development does not only motivate them but also ensures they reach their optimum potential (Ledlow & Stephens, 2017). For instance, in a healthcare setting, an employee who diligently shows potential is guided to achieve the necessary expertise needed for next-level growth. Development of Succession Plans Every organization should develop succession plans that ensure an organization has the right employees with capabilities, experiences, and proper skills, thus ensuring certainty for the future. According to Oduwusi (2018), it is paramount to identify potential successors for the success of organization. Under the dynamic model, a succession plan is formulated with focus on the patients’ wellbeing as well as the organization’s survival, thus ensuring its continuity. However, the omnibus model’s succession plan is adopted to ensure organizational sustainability is achieved. Reduction of Turnover Organizations should find ways to reduce employee turnover. An organization’s leadership should ensure there is a retention increase by adopting various mechanisms. The dynamic model uses benefits and compensation packages to reduce turnover. Offering employees more competitive salaries and benefit packages make certain that employees are not only productive but also motivated (Waldman et al., 2015). Under the omnibus model, when hiring new employees, the undergo screening which process ensures that only the right employees are recruited from the start. This ensures that only employees who have the needed skills and relevant experience are hired and thus reduce turnover since only the right employee is retained from the beginning. Processes to Effectively Implement New Strategies There are different processes that organizational leadership can adopt to facilitate growth needed when implementing new strategies. According to Ledlow and Stephens (2017), strategies help an organization to achieve its objectives. Thus, the omnibus model ensures that any strategy implemented is defined within its operations. The dynamic model, on the other hand, implements strategies that align with the needs of the organization and the community. Gender, Religious, Ethnic, and Racial Differences Diversity helps an organization to grow. Therefore, all the differences should be accommodated. In the omnibus model, addressing diversity is done through acceptance of various cultures. For instance, an organization will undertake team-building initiatives for employees to come together and relate well. In the dynamic model, employees are trained based on human resource’s provision regarding the necessity of diversity to ensure patient satisfaction as well as quality service provision. This is achieved by ensuring employees are integrated as one unit in the organization. Conclusion Any organization must understand which leadership model works best for its structural and operation needs. Both models are useful in achieving positive patient outcomes and, therefore, can be implemented effectively. Therefore, it is essential for an organization to implement a leadership model that helps it achieve its objectives. References Allen, G. P., Moore, W. M., Moser, L. R., Neill, K. K., Sambamoorthi, U., & Bell, H. S. (2016). The role of servant leadership and transformational leadership in academic pharmacy. American journal of pharmaceutical education, 80(7). Chatterjee, R., Suy, R., Yen, Y., & Chhay, L. (2018). Literature Review on Leadership in Healthcare Management. Journal of Social Science Studies, 5(1), 38-47. Ledlow, G. J. R., & Stephens, J. H. (2017). Leadership for health professionals. Burlington, MA: Jones & Bartlett Learning. Oduwusi, O. O. (2018). Succession planning as a key to effective managerial transition process in corporate organizations. American Journal of Management Science and Engineering, 3(1), 1-6. Waldman, D. A., Carter, M. Z., & Hom, P. W. (2015). A multilevel investigation of leadership and turnover behavior. Journal of Management, 41(6), 1724-1744. 1) Write a paper (1,000-1,250 words) that compares and contrasts the strategies and applications of the dynamic cultural leadership model with the omnibus leadership model. An effective health care organization must be committed to improving the health of the community. Discuss how the following issues are addressed by each of the leadership models: a) Clarity of mission. b) Education of all organizational levels including governance. c) Workplace should reflect the community it serves. d) Organizational redesign to meet recently enacted Healthcare Reform. e) Cultivation of high-potential employees. f) Development of succession plans. g) Reduction of turnover. h) Processes to effectively implement new strategies. i) Gender, religious, ethnic, and racial differences. 2) Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required. 3) This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment. Course Code Class Code Assignment Title Total PointsHCA-545 HCA-545-O500 Cultural Leadership Strategies 80.0 ORDER NOW FOR AN ORIGINAL PAPER!!! HCA 545 Assignment: Cultural Leadership Strategies Re: Module 7 DQ 1 We don’t believe that swift, wholesale culture change is possible or even desirable. After all, a company’s culture is its basic personality, the essence of how its people interact and work. However, it is an elusively complex entity that survives and evolves mostly through gradual shifts in leadership, strategy, and other circumstances. We find the most useful definition is also the simplest: Culture is the self-sustaining pattern of behavior that determines how things are done. The Clan Culture: This culture is rooted in collaboration. Members share commonalities and see themselves are part of one big family who are active and involved. Leadership takes the form of mentorship, and the organization is bound by commitments and traditions. The main values are rooted in teamwork, communication and consensus. A prominent clan culture is Tom’s of Maine, the maker of all-natural hygiene products. To build the brand, founder Tom Chappell focused on building respectful relationships with employees, customers, suppliers and the environment itself. The Adhocracy Culture: This culture is based on energy and creativity. Employees are encouraged to take risks, and leaders are seen as innovators or entrepreneurs. The organization is held together by experimentation, with an emphasis on individual ingenuity and freedom. The core values are based on change and agility. Facebook can be seen as a prototypical adhocracy organization, based on CEO Mark Zuckerberg’s famous admonition to, “Move fast and break things – unless you are breaking stuff, you are not moving fast enough.” The Market Culture: This culture is built upon the dynamics of competition and achieving concrete results. The focus is goal-oriented, with leaders who are tough and demanding. The organization is united by a common goal to succeed and beat all rivals. The main value drivers are market share and profitability. General Electric under ex-CEO Jack Welch is a good example of this culture. Welch vowed that every G.E. business unit must rank first or second in its respective market or face being sold off. Another example of the market culture is software giant Oracle under hard-driving Executive Chairman Larry Ellison. The Hierarchy Culture: This culture is founded on structure and control. The work environment is formal, with strict institutional procedures in place for guidance. Leadership is based on organized coordination and monitoring, with a culture emphasizing efficiency and predictability. The values include consistency and uniformity. Think of stereotypical large, bureaucratic organizations such as McDonald’s, the military, or the Department of Motor Vehicles (Klymovych, Oderov, Romanchuk, Lesko & Korchagin, 2019). Reference: Klymovych, V., Oderov, A., Romanchuk, S., Lesko, O., & Korchagin, M. (2019). Motivation of Forming Students’ Healthcare Culture on Principles of Interdisciplinary Integration. Sport Mont, 17(3), 79–83. Retrieved from https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx?direct=true&db=s3h&AN=139246447&site=eds-live&scope=site Criteria Percentage Unsatisfactory (0.00%) Less than Satisfactory (65.00%) Satisfactory (75.00%) Good (85.00%) Excellent (100.00%) Content 100.0% Compare and Contrast Strategies of the Dynamic Cultural Leadership Model With the Omnibus Leadership Model 40.0% Does not demonstrate understanding of the dynamic cultural leadership model including the implications. Does not demonstrate critical thinking and analysis of the situation, and does not develop effective answers to the questions, with rationale. Demonstrates only minimal understanding of the dynamic cultural leadership model. Demonstrates only minimal abilities for critical thinking and analysis of the case study, and develops weak answers to the questions, with minimal rationale Demonstrates knowledge of the dynamic cultural leadership model, but has some slight misunderstanding of the implications. Provides a basic idea of critical thinking and analysis for the questions, answers, and rationale. Does not include examples or descriptions. Demonstrates acceptable knowledge of the dynamic cultural leadership model (in own words). Develops an acceptable response and rationale for it. Utilizes some examples. Demonstrates thorough knowledge of the dynamic cultural leadership model and their implications. Clearly answers the questions and develops a very strong rationale. Introduces appropriate examples. HCA 545 Assignment: Cultural Leadership Strategies Integrates Information From Outside Resources Into the Body of Paper 30.0% Does not use references, examples, or explanations. Provides some supporting examples, but minimal explanations and no published references. Supports main points with examples and explanations, but fails to include published references to support claims and ideas. Supports main points with references, explanations, and examples. Analysis and description is direct, competent, and appropriate of the criteria. Supports main points with references, examples, and full explanations of how they apply. Thoughtfully, analyzes, evaluates, and describes major points of the criteria. Assignment Development and Purpose 7.0% Paper lacks any discernible overall purpose or organizing claim. Thesis and/or main claim are insufficiently developed and/or vague; purpose is not clear. Thesis and/or main claim are apparent and appropriate to purpose. Thesis and/or main claim are clear and forecast the development of the paper. It is descriptive and reflective of the arguments and appropriate to the purpose. Thesis and/or main claim are comprehensive. The essence of the paper is contained within the thesis. Thesis statement makes the purpose of the paper clear. Argument Logic and Construction 8.0% Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources. Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility. Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility. Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative. Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative. HCA 545 Assignment: Cultural Leadership Strategies Mechanics of Writing (Includes spelling, punctuation, grammar, language use.) 5.0% Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used. Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register), sentence structure, and/or word choice are present. Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct sentence structure and audience-appropriate language are used. Prose is largely free of mechanical errors, although a few may be present. A variety of sentence structures and effective figures of speech are used. Writer is clearly in command of standard, written, academic English. Paper Format (Use of appropriate style for the major and assignment.) 5.0% Template is not used appropriately, or documentation format is rarely followed correctly. Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent. Appropriate template is used. Formatting is correct, although some minor errors may be present. Appropriate template is fully used. There are virtually no errors in formatting style. All format elements are correct. Research Citations (In-text citations for paraphrasing and direct quotes, and reference page listing and formatting, as appropriate to assignment and style.) 5.0% No reference page is included. No citations are used. Reference page is present. Citations are inconsistently used. Reference page is present. Citations are inconsistently used. Reference page is present and fully inclusive of all cited sources. Documentation is appropriate and citation style is usually correct. In-text citations and a reference page are complete and correct. The documentation of cited sources is free of error. HCA 545 Assignment: Cultural Leadership Strategies ADDITIONAL INSTRUCTIONS FOR THE CLASS Discussion Questions (DQ) Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words. Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source. One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words. I encourage you to incorporate the readings from the week (as applicable) into your responses. Weekly Participation Your initial responses to the mandatory DQ do not count toward participation and are graded separately. In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies. Participation posts do not require a scholarly source/citation (unless you cite someone else’s work). Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week. APA Format and Writing Quality Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required). Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation. I highly recommend using the APA Publication Manual, 6th edition. Use of Direct Quotes I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly. As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content. It is best to paraphrase content and cite your source. LopesWrite Policy For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me. Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes. Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own? Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score. Late Policy The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies. Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances. If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect. I do not accept assignments that are two or more weeks late unless we have worked out an extension. As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading. Communication Communication is so very important. There are multiple ways to communicate with me: Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class. Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.
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