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Introduction
When appropriate leadership is used, it becomes possible to constructively address the given complication, ensuring that the necessary changes are introduced effectively and remain in place for a significant amount of time. In the Hospital case study, the difficulty with encouraging a collaborative and patient-centric working environment among the clinical workers could be manifested by implementing the correct values. The current paper outlines the planning, coaching, and summative evaluation activities as the most suitable strategy for improving the hospitals productivity, increasing the staffs motivational levels and improving conflict resolution efficacy in the workplace. As suggested by the hospitals clinical team, the core challenges faced by the corporation related to the surgeons engagement levels and the overall quality of the employees interpersonal relationships and patient handling.
Executing the Leadership style in the Hospital
The City Center Hospitals leadership team stated that team meetings conducted have not been able to address the emerging complication. Considering that the organization faces an issue in the workers interpersonal relationships and inappropriate discharge of patients, a chain of command could be formed. The change of command allows for preventing early or wrongful discharge of patients. At the same time, fostering empathy for patients and building trust among the clinical professionals could aid in resolving such instances by improving communication.
Another critical aspect to consider is the control over information, which prevents misinformation and is significantly based on the issues characteristics. In a hospital, the group-level intervention is an excellent fit that directly engages the employees and addresses the problem according to the patients demands and needs. As stated by the hospitals clinical team, the quality of interpersonal relationships is a considerable challenge that might be contributing to the surgeons personnels lack of morale and ignorance. Therefore, a group-level intervention is necessary to adequately address the diminishing quality of interpersonal relationships and patient handling. For a leader, it is vital to have the referent power to foster trust within the workforce. Furthermore, leadership should implement an inclusive vision, and if the workforce fails to display the desired values, disciplinary actions or even termination.
Conclusion
To conclude, this paper discusses a hospitals case in detail, outlining the problem statement, leadership, and summative evaluation activities as the core endeavors to be completed to address the companys issue adequately. Improving the enterprises productivity would require an effective leadership style, vision, and fostering trust to yield the expected results.
References
Borkowski, N., & Meese, K. A. (2020). Organizational Behavior in Health Care. Jones & Bartlett Learning.
Handbook of principles of organizational behavior. (2012).
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