The development of a leadership culture
HCA 817 Full Course Assignments GCU
HCA 817 Full Course Assignments GCU
HCA 817 Module 2 Leadership Culture
Details:
The development of a leadership culture serves as the foundation for continuously improving quality and safety in health care. Therefore, health care leaders must consider how to develop a culture of leadership in the organizations in which they serve. In this assignment you will discuss the development of a leadership culture in a health care organization.
General Requirements:
Use the following information to ensure successful completion of the assignment:
• Instructors will be using a grading rubric to grade the assignments. It is recommended that learners review the rubric prior to beginning the assignment in order to become familiar with the assignment criteria and expectations for successful completion of the assignment.
• Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.
• This assignment requires that at least two additional scholarly research sources related to this topic, and at least one in-text citation from each source be included.
• You are required to submit this assignment to Turnitin. Refer to the directions in the Student Success Center.
Directions:
Write a paper (1,000-1,250 words) that addresses the development of a leadership culture in a health care organization. Include the following in your paper:
1. A definition of leadership culture.
2. A statement of the conditions that must exist in the organization to develop a leadership culture.
3. A discussion of how a leadership culture creates an environment of continuous improvement in quality and safety.
ADDITIONAL DETAILS
The development of a leadership culture
Introduction
The development of a leadership culture is one of the most important aspects of building an organization. It’s not just about growing talent; it’s about developing leaders who will lead the organization into the future. In this article we’ll discuss what makes up a good leadership culture, how to create one, and how to measure its effectiveness over time.
What is a leadership culture?
A leadership culture is the way people act and behave in a particular organization. It’s the values, behaviors, and environment that leaders create to guide and inspire others.
Leadership can be defined as “the process of influencing others to achieve common goals through influence.” The key components of leadership are motivation (the desire to do something) and influence (the ability to get someone else’s attention).
A leader is someone who inspires their team members by setting an example for them to follow; they help shape the direction of their organization; they challenge assumptions about what should be done; they provide guidance on how things should be done; or sometimes even when those two things don’t exist at all—they make decisions based on what works best for everyone involved rather than just themselves!
Developing a leadership culture
A leadership culture is the way that an organization’s employees view their leaders, managers and leaders’ managers. It’s a set of beliefs, expectations and norms that guide how people work together in order to achieve a common goal.
There are many benefits to having an effective leadership culture:
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Employees feel more engaged when they work in an environment with positive attitudes toward their company’s goals and mission
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Employees perform better because they know their contributions are valued by management
Leadership team planning
As a leader, you need to be clear on the key results that will be measured and what your organization’s priorities are for the year. To do this, you’ll need to review your organization’s strategic plan and identify:
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The key results that will be measured (for example, customer satisfaction).
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The key priorities for the year (for example, increasing sales by 10 percent).
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The critical success factors for each priority (for example, increasing sales by 10 percent).
In addition to reviewing its own strategy plans and identifying their performance targets, an organization should also work with stakeholders across departments or functions so they can fully understand how their work contributes directly towards achieving those goals.
The organization’s planning process.
Planning is a continuous process, and it’s important for leadership to ensure that the planning process continues throughout the year. Through regular meetings with your team, you can help them understand what they are doing well and where they need improvement. You’ll also be able to identify opportunities for growth and development in your organization by listening to their perspectives on current issues facing them within the company.
If you want your team members’ input on how best to accomplish goals set out by management, then giving them opportunities for participation during these meetings will increase their involvement in decision making processes within their departments or divisions as well as across departments/divisions/companies overall!
Building accountability toward results.
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Set and achieve clear goals.
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Ensure that everyone has a role in the organization and understands their responsibilities.
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Regularly review performance, both on an individual level and as a team. Use 360 degree feedback tools such as surveys and self-assessment tools to identify strengths, weaknesses, opportunities for growth and areas where improvement may be needed. Make sure you’re giving employees information about things like compensation packages so that they can make informed decisions about their careers—not just when making career moves but also when deciding which jobs would be best suited for them personally (and which ones aren’t!).
Share values and expectations.
Share values and expectations with employees:
The first step in developing a leadership culture is to share your company’s core values with everyone on the team. Asking each employee to write down what they think are the most important things about working for your company can help you identify where there may be gaps or areas of confusion in the way people view their work environment. Once you have some basic ideas from which to build, it’s important to make sure those shared principles are clearly communicated throughout all levels of the organization so everyone understands what makes it special. This can be done by having managers take part in discussions about these topics at team meetings, or by sharing them via email blasts or other forms of communication (like posters). The more often we talk about these things outside of formal training classes—and especially when we ask our peers for feedback—the easier it will be for us as leaders within organizations like yours develop high quality cultures that focus on collaboration rather than competition
Monitoring and assessing the leadership culture.
Once you have a leadership culture, it’s important to monitor and assess the leadership culture. To do this, observe how people interact with each other and use 360 degree feedback. You can also use surveys, focus groups or interviews.
You might also want to observe what is happening in your organization by using observation or asking someone who works there if they would mind giving you some advice?
A leadership culture takes time to develop, but it can be done with good planning.
A leadership culture is a set of shared values and expectations that permeate an organization. The leadership culture is a reflection of the organization’s mission, vision and strategy. It can be developed over time through good planning and communication with employees.
A leadership culture takes time to develop, but it can be done with good planning.
Conclusion
So there you have it, the benefits of a leadership culture. It truly is an amazing way to get your organization moving in the right direction. The next step is up to you—make sure that your team knows what they need to do and how they can be held accountable for their successes.
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