Organization Culture

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Status: Finished  |  Genre: Other  |  House: Booksie Classic

This essay is about the leadership styles that may be used in a health company that has been formed through the integration of two other companies.

Integration of Healthcare Systems Name Institution Integration of Healthcare Systems The integration of the two health systems means that the integral has become a single entity. The employees of the two health systems are anxious because they are not sure whether they will retain their jobs when the integral begins its operations. This anxiety is one of the reasons why workers do not have confidence in the new system. Customers are also confused about the new system because they come from different religious groups. The leaders of the new system need to make use of transformational leadership style to end the uncertainty of the company’s employees and customers. This form of leadership will inspire employees and customers to change their expectations, motivation, and perception so that they can be satisfied with the new system (Ledlow, & Coppola, 2014).

Transformational leadership that was developed by Burns Macgregor aims at changing the perceptions and expectations of individuals through motivation, influence, creativity, and consideration (Ledlow, & Coppola, 2014). The company should give leaders who have the ability to change others perceptions and expectations to educate customers and employees about the benefits of the new system. The leaders motivate employees to work towards providing customers with quality services to increase their satisfaction. The motivation may be through educating the employees about the new system and offering them rewards. The leaders should also train employees how to serve customers from catholic and Jewish religion. This ensures that workers serve customers in a way that respects their culture and way of life. Customers are also educated about what they should expect from the new system to avoid confusion and misunderstandings. This ensures that their expectations are based on the capability of the new company (Hone, 2008).

The management of the new company should undertake a comprehensive study on the mission and vision of the two previous firms. This study should involve the employees of the company because they are part of the integral. After a careful study of the two, the executives should then come up with a single vision and mission statement (Flower, 2012). The new mission statement should incorporate the aims of the two previous systems to ensure that all workers are satisfied. The involvement of employees in the process of formulating the vision statement ensures that the workers are aware of their duties and responsibilities. Once the process of creating a mission and vision is complete, all workers should be informed about it and be trained on how to use the system in a way that satisfies both the customers and the management of the firm (Ledlow, & Coppola, 2014).

The training that workers undergo enables them in developing an organization culture. The culture is then passed on to workers who join the company after it has begun its operations. Once the new systems starts working, the managers and employees may identify weaknesses and take corrective action. The corrective action may involve formulating new rules, which become part of the organization’s culture (Hone, 2008).

Integration of two hospital systems may cause confusion among employees and customers. This confusion arises among workers because they fear to lose their jobs while customers panic because they think that the new system may not respect their culture. Customers also fear that workers may not provide them with high quality services. Leaders of the new company may end panic among workers by leading them using transformational leadership style. This form of leadership changes the expectations and perceptions of employees and clients such that they are based on the capabilities of the new system. The executives of the new firm should formulate a mission statement that integrates those of the previous systems. The mission statement helps in creating an organization culture that is passed on to new workers.

References

Flower, J. (2012). Healthcare beyond reform: Doing it right for half the cost. Boca Raton: Taylor & Francis.

Hone, F. (2008). Why healthcare matters: How business leaders can drive transformational change. Amherst, Mass: Hrd Press. Ledlow, G. R., & Coppola, M. N. (2014). Leadership for health professionals: Theory, skills, and applications. Burlington: Jones, & Barltlett learning.

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Submitted: September 14, 2014

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