Identification of the Problem
Health care centers are important institutions within the society that is aimed at ensuring each and every individual is healthy and appropriate medical assistance is provided promptly. Within the emergency department, the nurses and other personnel faces numerous challenges ranging from lack of an appropriate strategy to poor motivation. The employees are not motivated and lack the internal urge to accomplish assigned tasks and fulfill defined responsibilities. Therefore, there is a mismatch between job descriptions and their actual capacity to accomplish assigned tasks and duties.
Since the employees are not working optimally, numerous challenges and threats ...view middle of the document...
• Solution 2 – Reconfiguration of healthcare management and operational model – a model and approach in which the health facility employs should be reconfigured. It means reassigning duties and responsibilities, introduction of new personnel and eliminating certain positions or posts (Aulicino, 2006). This strategy is appropriate but may affect the organization because it would become more expensive especially when training the new employees. In addition, it is not guaranteed the employees would work optimally (Bass & Riggio, 2005). The benefit of the approach is the introduction of fresh human resource that would help the health care to continue operating effectively.
• Solution 3 – Transformative leadership style – management and leadership are two different approaches towards fulfilling the objectives and goals of the organization (Bass & Riggio, 2005). Changing the leadership style at the emergency ward is important because new ideas and strategies may be introduced, which resonates with other employees.
The Best Solution
Changing leadership style is important because it introduces new measures that help an organization to become successful. Transformative leadership style ensures that employees and the leader come together and develop attractive vision, which is also challenging. It will ensure the employees contribute positively towards achieving the given goals (Aulicino, 2006). The employee through the guidance of a transformative leader ties the vision strategy to predetermined objectives resulting in appropriately identified goals. Therefore, it is easier to identify the goals first then strategies towards achieving the identified goals. In addition, it is easier to translate the vision of the employees through identifying and acting on actions that lead an organization to achieve the goals (Bass & Riggio, 2005).
A transformative leader also structures a task into small steps that are adhered and followed. This means it is easy to celebrate small success that leads into successful implementation of any strategy (Gabriel, 2008). The employees would appreciate the acknowledgment from the leader through the expression of optimism, decisiveness and confidence towards the leader resulting in effectiveness in implementation of the vision (Bass & Riggio, 2005). Therefore, it is important to introduce transformative leadership in improving activities within the emergency department (Paludi & Coates, 2011).
Time and Cost Analysis
The time and cost frame in addressing the issue is provided:
• Time – A transformative leader should be introduced, and bi-weekly reviews are done to determine whether there are new changes and what support should be provided to the leader. The leader will be given three months before the final review is done to determine whether the leader is on the right track towards achieving the vision of the health care.
• Cost – Apart from operational costs, the transformative leader will be required to draft...