Leadership on Organization Effectiveness

Leadership on Organization Effectiveness

MedShare is an organization engaged in the provision of health care services. Recently, the company gave me an appointment as the Chief Financial Officer to manage the organization’s financial operations and lead it to a successful path. MedShare is the parent company of the subsidiary On-site Healthcare Facility that also owns www.onsite.com Domain. It is a global corporation with strong representation in leading markets throughout the United States. This is a Texas corporation with international headquarters in Texas. The business was organized in 2008. It has demonstrated itself as a top competitor in the healthcare industry since its inception. It made an initial public offering in 2009 and has proven to be a profitable business venture (Bass & Avolio, 2010). For this reason, investors were fast at purchasing stock and trusted the organization with their investments. MedShare services portfolio includes:

Cancer Services

II. Cardiothoracic Services

III. Children’s Services

IV. Clinical Support Services

V. Dental Hospital

VI. Dermatology

VII. Elderly Care Services

VIII. Laboratory Medicine

IX. Internal Medicine Services

X. Plastic and Reconstructive Surgery Services

XI. Radiology

XII. Regional Medical Physics

XIII. Renal services and XIV. Women’s Services (Ginter, Duncan & Swayne, 2013)

The business is committed to serving its clients with the best customer services possible: on-site experts are always ready to assist.

Empowering Leadership

Leadership empowerment is an integral component of organizational management because it enables team members to develop their leadership capabilities. Leadership empowerment concentrates on leaders giving more responsibility, sharing more power or giving more autonomy to employees (Ginter, Duncan & Swayne, 2013). A business, which executes leadership empowerment, cannot suffer from the absence of leadership and the consequence of poor management. Those institutions with a high level of leadership empowerment are able to outperform its competitors. This is because employees are more able to make wiser business decisions that will lead to a positive impact in the end. Given the advantages of leadership empowerment, leaders or organizations must instigate an empowering leadership to help organizations achieve their strategic management plans. Leaders who are willing to share responsibility enable a company to shift from the traditional hierarchy to a team-oriented organization where responsibilities are shared (Wiseman, 2009).

Effects in the Organization’s Culture

Leadership empowerment is likely to influence an organization’s environment and can affect its culture. Empowering refers to conferring responsibility and decision-making power from top managers to group members. In addition, it deals with connecting work activities to organizational goals. Leadership empowerment affects the culture of an organization in a manner that permits for freedom of choice. When members experience the freedom to make decisions, act, think and speak without being coerced, they are likely to feel of importance and motivated (Krause & Hidley, 2009). Naturally, human beings have the desire for liberty: when workers experience the autonomy of decision making in their companies, they will be more encouraged to go to work. Nevertheless, when employees are treated as robots, simply, their jobs become unattractive, boring and of less value to them. Experts contend that people must find meaning in their work: as such, for people to feel empowered, they must experience meaning in their jobs. This meaning can be achieved through leadership empowerment.

In essence, the attitudes of the management set the stage for a negative or positive organizational culture. If leaders are charged with the responsibility of delivering meaning to their followers, then they are similarly charged with the responsibility of bringing a positive cultural environment. When the management is dictatorial, tyranny and authoritarian, employees experience the impacts of a hostile atmosphere in the organization. In turn, this is likely to reduce their self-esteem. Group members together create and share the meaningfulness of their tasks (Bass & Avolio, 2010).

Sharing Leadership Responsibilities

Sharing the responsibilities of leadership is an integral approach that leaders must embrace. It can enable them relieve considerable pressures and can focus on areas where their efforts is much required. Since leaders provide effective decision-making authority to subordinates, it will allow them to be more relaxed and have more time and space to focus on the aspects that need in-depth analysis. Besides the need for relaxation, leaders can also nurture employees for the future and add value to the organization. Experts cite that empowerment is a critical element of management and leadership and thus presumed to contribute to organizational and individual effectiveness (Krause & Hidley, 2009). Since empowerment relates to autonomy in decision-making, workers experiencing leadership empowerment will not be hesitant in making decisions beneficial to the organization.

Similarly, with the knowledge that their decisions will have a negative effect on the company, employees will also be better prepared to settle on wise decisions as they will feel responsible to make decisions, which only add value to the business. With the power and freedom to make decisions in the company, employees will be able to execute the greatest gift to humanity; free will. Empowering members of an organization through freedom of speech is the least expensive and most effective approaches to empower workers. At the same time, this is a great strategy to improve individual and organizational effectiveness (Borkowski, 2009).

Probably, sharing leadership responsibilities attracts numerous advantages for the company. As such, leadership empowerment merits importance to nurture a positive organizational cultural atmosphere. Here, employees will feel appreciated, welcomed, have the power of decision-making and value to the organization. If employees are given the opportunity to contribute to the organization’s decision-making, it will connect positive attitudes and make them care more for the company. If workers experience the consequences of leadership empowerment, they will only take actions that benefit the company and stakeholders (Wiseman, 2009).

Empowering Creates Self-leadership

Leadership empowerment must aim to create self-leadership in employees for them to be adequately prepared for the succession of leaders. Organizational leaders cannot last forever because they will need to retire or move at some point. Thus, in the execution of leadership empowerment, the goal must be to create leaders who can guide the company in a successful path. No company should suffer from leadership capabilities given its management cautiously plans for the succession of their leaders. Indeed, leadership empowerment collaborates in the development of future leaders because team members experience common responsibilities of the leadership role (Ginter, Duncan & Swayne, 2013).

Influence of Leadership on Organization Effectiveness

Leadership remains a crucial factor of any company. When a company lacks clear leadership, it can result in uncertainty and confusion among investors, employees and other groups of stakeholders. With uncertainty, it is evident that most workers will begin to look for openings at companies, which can guarantee financial stability. Similarly, uncertainty at the leadership level of the company might link fear to investors leading them to withdraw their investments due to fear of degradation (Krause & Hidley, 2009). With the illustration of the Getwell Medical Center, in recent years, the company has been unable to establish a clear direction in the succession of its CEO. Coupled with other factors, this has contributed to a decline in its stock value because shareholders sent its stock on a downward trend. When an organization lacks leadership, it suffers the effects of such; Getwell Medical Center knows that well.

Absence of leadership can result in poor performance from the workers and the entire company. Leadership is engrained in action, vision, risk and interaction. Organizations desire to have a stable leadership for them to maintain their competitiveness and increase market share in respective industries. Certainly, the Getwell Medical Center has been affected with the inefficiency of its past leaders, but the business has been able to compete in the sector regardless of the various leadership mistakes. Obviously, effective leadership produces a positive impact on the company’s effectiveness as it enables the company to implement its management plan. When a company has enough and stable leadership, it is guaranteed that it will remain competitive and increase its market share (Ginter, Duncan & Swayne, 2013).

Recommendations

As the Chief Financial Officer of MedShare, to empower my team members and subordinates, I will require to implement leadership empowerment among the group. I will need to grasp the importance of leadership empowerment and its benefits to the business operations of MedShare. In my new position, I must set the stage for leadership empowerment thus I am required to share leadership responsibilities across all the management levels, including lower and upper management. I must create a room for developing internal talent to prepare the business for its roadmap for future leadership. MedShare Corporation cannot entangle itself in poor leadership because it will trigger a negative impact on the culture of the organization (Wiseman, 2009).

When implementing leadership empowerment, I must share decision-making authority with leaders who have the skills to improve and lead. Additionally, it is imperative for me to appreciate the importance of information sharing and implement it to attain leadership empowerment. Knowledge sharing cannot occur automatically among team members. Therefore, the team leader has a crucial role to play in making it a reality. As a result, knowledge sharing will be on potential benefits of leadership empowerment. It encompasses being honest and ethical with other employees (Bass & Avolio, 2010). As the Chief Financial Officer, I will avoid deceptive tactics to convince subordinates to behave in an unethical manner in business appointments of the company. As the team leader, I will need to set an appropriate example by being honest in all sections that might potentially affect worker morale and ultimately tamper with the organization’s reputation.

As an empowered leader, it is important for me to understand that power sharing is paramount. It entails delegation of authority and making employees accountable for their actions and letting them understand that their decision making power is critical. Because I am an empowered leader, I must remember that am required to lead the organization regardless of the fact that the responsibilities of leadership are shared across the entire group members. Subordinates and all other employees must understand that there is a leader to respect and follow respectively (Borkowski, 2009). Sharing the responsibilities of leadership, decision-making power, knowledge and with the freedom given to subordinates does not imply they are responsible for all decisions taking place in the strategic management plans of MedShare. Subordinates and employees are required to understand that their decision-making authority and power have limits. In case they are uncertain where to head, they must consult the team leader for directions. As a result, the team leader must be ready to implement the vision and strategies to lead the company to a successful path.

Leadership empowerment must enable MedShare effectively implement its business operations. In addition, it must permit the company to be better prepared when the times comes for the current leaders to leave or retire. Nurturing an internal leadership will be an effective approach to sustain leadership stability within MedShare. The company must invest adequate resources in the succession of its leaders because it is imperative for the business to achieve the roadmap to future success (Ginter, Duncan & Swayne, 2013). The organization must plan the succession of its leaders and must ensure that it creates the talent to maintain the effectiveness of the organization in all areas of business.

Conclusion

It is evident that leadership empowerment deals with delegating authority, sharing power, sharing decision making power, holding employees accountable for their actions, creating confidence and encouraging self-leadership among the subordinates to tackle important decisions for the company. Although an empowered leader shares power and authority, it is crucial for leaders to understand that their role as the leaders continue and must implement it as demanded and needed (Bass & Avolio, 2010). Empowered subordinates must understand the importance of their decision-making power and must use it with the sole intention of benefiting the company and its stakeholders, and not their personal interests.

Obviously, leadership empowerment can improve organizational culture because it supports freedom of choice and the place of work and employees have the autonomy to make decisions, which provide meaning to their work. Team members work collectively to create and share the value of their tasks. In order for MedShare to continue concentrating on its successful path, I will be required to implement a leadership empowerment style. It is vital to remain honest and ethical in all business activities while at the same time treating subordinates with dignity and respect. All the time, it will be important for the business to maintain a stable leadership because lack of one will create a negative consequence on the organization’s effectiveness, as in the case with Getwell Medical Center. On the other hand, an effective leader will be able to lead the company to a roadmap to future success.

References

Bass, B.M., & Avolio, B.J. (2010). Improving organizational effectiveness through transformational leadership. Thousand Oaks: Sage Publications.

Borkowski, N. (2009). Organizational behavior, theory, and design in health care. Sudbury, Mass: Jones and Bartlett Publishers.

Ginter, P.M., Duncan, W.J., & Swayne, L.E. (2013). Strategic management of health care organizations. San Francisco, CA: Jossey-Bass.

Krause, T.R., & Hidley, J.H. (2009). Taking the lead in patient safety: How healthcare leaders influence behavior and create culture. Hoboken, N.J: John Wiley & Sons.

Wiseman, A.W. (2009). Educational leadership: Global contexts and international comparisons. Bingley, UK: Emerald.

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