Cultural Leadership Strategies
HCA 545 Module 7 Cultural Leadership Strategies
Details:
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.
ADDITIONAL DETAILS
Cultural Leadership Strategies
Introduction
Being a leader is more than just hiring the right people, providing them with the tools they need to succeed, and then leaving them alone. It’s also about setting an example for your team members and being able to communicate effectively with them. Good leadership can make or break an organization—and it’s important that you know how to do it well! Here are some strategies for doing just that:
Strong leadership is essential to a healthy organization.
Leadership is a skill that can be learned. It’s not genetic or innate, but it’s also not something you’re born with either. Leadership is about the people you work with and how they support each other in their efforts to achieve the mission of your organization.
Leadership is about the culture of an organization—what does it stand for? What values do we hold dear as leaders? How do we treat others? These are all important questions when thinking about cultural leadership strategies: what makes up our culture and how does this affect our ability to lead effectively in different situations throughout life at work or elsewhere (for example, during holidays).
Here are some of the proven tactics for leaders to use:
Here are some of the proven tactics for leaders to use:
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Communicate that you truly care about your people. You can do this by showing up at work on time, giving feedback on a regular basis and letting your employees know how much they mean to you.
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Lead by example. Be honest and ethical in all decisions made within your company, not only while acting as an executive but also when interacting with others outside of work hours or during personal time away from work responsibilities (e.g., vacations). This will help create trust among employees who may otherwise feel suspicious about what’s really going on behind closed doors or behind their backs if they don’t see evidence of leadership integrity in action every day – so if there’s ever any doubt about whether someone else is being truthful then always err on the side of caution!
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Encourage team members to resolve conflicts together rather than taking sides yourself because this shows everyone involved that there’s no need for fighting — just working together toward common goals will get things done faster than two separate groups trying their hardest against each other! Plus it saves money too since most conflicts can be resolved without lawyers needing involved…that’s right NO COSTS HERE GUYS!!
Communicate that you truly care about your people.
The first step to building a culture of success is communicating your values and mission. This can be done in many ways, but the most important thing is to make sure that everyone knows what they are working towards. It’s also important to listen to employees and recognize their successes, as well as being transparent about how you’re doing things so that people know where they stand before making decisions on behalf of the company.
Lead by example.
One of the most important aspects of cultural leadership is setting standards for yourself, your team and your organization. This can be as simple as making sure you’re showing up on time for meetings or staying focused during presentations at conferences. It also means making it clear that there are expectations for everyone in your team—even if they don’t always meet those expectations themselves!
Lead by example with everything from how you conduct yourself at work (e.g., personal hygiene) to how you conduct yourself outside work (e.g., family relations). If one person doesn’t follow through on a commitment made by another person who has authority over them, then what kind of message does that send? What kind of example does it set?
Encourage team members to resolve conflicts.
As the team leader, you can encourage your team members to resolve conflicts themselves. But if you don’t take an active role in resolving conflicts, it’s likely that they will go unresolved and fester until they explode into something more serious.
Leaders need to be involved in conflict resolution because it helps them determine what is going on with the organization and who has influence over other people or groups. Leaders should also make sure that all parties involved understand how their actions impact others’ work environments so there are no misunderstandings when decisions need to be made about solutions for disagreements between those effected by certain behaviors (e.g., customer complaints).
Encourage feedback from employees and respond appropriately.
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Ensure employees feel safe to give feedback. This can be done by providing a safe space in which to discuss any concerns, or simply by explaining how being heard and having their opinions respected can make you better at your job. The key is to create an environment where people feel comfortable sharing ideas with you, rather than feeling embarrassed or worried that they’ll be criticized if they do so.
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Be open to receiving feedback from employees as well as soliciting it from stakeholders, customers and other external parties who may have valuable insights into the company’s performance (e.g., investors). When receiving these types of inputs from different groups within your organization, try not only listening but also acting on what comes out of them!
Create a corporate culture that is open and honest.
You can create a culture that is open and honest by:
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Encouraging criticism, feedback, and ideas from employees. This is important because it allows you to hear their thoughts on what needs to change in your company or organization. The more you value input from others, the better off you will be as a leader.
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Responding appropriately to employee concerns by listening first before speaking or acting on their suggestions—this shows that they matter enough for you to keep them informed about what’s going on in the workplace (and helps prevent misunderstandings).
To lead a healthy organization, it’s important to be transparent and have good interpersonal relationships with your employees.
To lead a healthy organization, it’s important to be transparent and have good interpersonal relationships with your employees.
Transparency is the foundation of leadership. When you are transparent with your employees and let them know what’s going on in the company, they will respect you more and feel valued by their work. The same goes for leadership: if you make sure that everyone knows about all decisions made by management, this creates an environment where people don’t feel like they’re being taken advantage of or left out of something important.
Leaders need to set an example for their teams by doing things like being kinder than necessary (which might mean being less pushy) or taking time out from meetings or projects to help staff members who need it most (such as those new recruits).
Conclusion
In today’s market, it is important for organizations to have strong leadership. In order to achieve this, companies must provide opportunities for leaders to connect with their employees and create a culture of trust. There are many ways that leaders can do this by providing feedback, encouraging feedback from employees and responding appropriately when employees are not satisfied with their performance or compensation package.
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