Management problem concerning leadership
Successful leadership entails ensuring that the organizational operations are run as expected. It is all about ensuring that the employees are comfortable, and their work environment is conducive. Their remuneration should be remittedawareness andtheir all. No matter how successful an organization may portray its leadership, hiccups are bound to occur at some point. The paragraphs below look into a management problem concerning leadership, the root cause of the problem, potential solutions, and the factors that will lead to a successful intervention.
Nature of Problem and Contributing Factors
The most common problem that an organization can face at any given time is the absence of a clear direction. This problem comes from two primary causes. The first one is that leaders rarely discuss an intentional strategy or direction for the future of the organization. In most circumstances, the message that they communicate concerning the strategy that all members of an organization should adopt is not coherent (Healey, 2017). In cases where an organization has many activities to implement, it could lack the alignment that it needs to attain traction, which will help the organization to adapt, transform, and shape its future. These activities would see to it that the organizations achieve their long term and sustained growth. The bottom line is that when an organization has too many individuals and functions, it will experience a lack of understanding of how they matter and they will fit (Healey, 2017). Therefore, people will become complacent, show up at their workplace for the sake of it, take care of the day’s business in the hope that someone will be in the wheelhouse to steer the ship.
Potential Solutions
Evidence-based management indicates that managers should appraise and use empirical evidence that they gather from management research as they practice. Managers should always get ready to systematically record and evaluate their actions and decisions in such a way that it will further enhance the evidence base for efficient and effective management practices (Healey, 2017). When managers sit in a meeting, they should come up with lasting solutions to these problems, and ensure that they write things in chronological order. They should also agree on a certain course of action all the time, and make sure that none of them disagrees with what is laid down.
Steps to be Taken
The management should follow the organizational hierarchy, and ensure that they participate collaboratively to conclude. Whatever conclusion they manage to arrive at, they should see to it that the junior managers execute them to the employees. The purpose of the meeting is to come up with decisions that will elevate the organization to greater heights. All managers often want to ensure that they thrive in their departments, and record unimaginable level of prosperity (Healey, 2017). An internal competition within the organization is healthy. When the decision of the managers get to the employees, they have to set their goals and make sure that they attain them within the stipulated time. These goals have to be SMART, and the managers in charge of the employees should execute them tactfully for the success of the organizational operations. The success of a leader is also evident in the outcome of the employees’ work.
Possible Resources
Managers need resources to put their plan into action. As they come up with a strategy, they should ensure that they have a realistic budget, which they will work on. They should make a budget that they will not exceed because they are not expected to allocate any funds aside in case they do not meet their budget (Healey, 2017). Misappropriation of funds often come from these actions, and managers should be very strict with the finance department. Once they have their budgets, they should have a follow up to ascertain that nothing was left. The budget should also match the outcome that the managers expect.
Potential Obstacles
As much as managers can try their best to record success, they are bound to face obstacles. The first one is that empirical evidence relating to effective management practices, which exists is not easy to locate. Management literature has been indexed poorly for practical applications. Besides, it is not synthesized and reviewed easily (Healey, 2017). Many managers do not have the necessary training or experience in using such evidence to make management decisions (Trevor, & Varcoe, 2017). Managers come from various professional training and background. Some of the management training emanates from practical experience in workplaces rather than from professional education (Tafti, Mahmoudsalehi, & Amiri, 2017). The decision-making practices of managers are not independent. Management decision are made by groups, and it involves compromise or negotiation, which is characterized by many constraints in the organization.
Techniques of Team Building
Effective team building techniques is ideal because it brings a clear definition of the direction that the medical practitioners should take in the healthcare facility This process is interactive, and it requires all employees to cooperate (Aga, Noorderhaven, & Vallejo, 2016). It is a good avenue that leaders use to get these practitioners on the same level. A strong manager indicates a strong team. Everyone has the responsibility of doing good work but the manager or the leader has to set the tone. Communication is an essential technique in building a strong team. Gossip can kill the spirit of a team faster than expected (Aga, Noorderhaven, & Vallejo, 2016). It results in a lot of speculation, which can divert the attention of the members. A successful leader will never tolerate this trap into the team. Leaders should always learn to value everyone(Trevor, & Varcoe, 2017). When medics are happy, they will serve patients well, and to their satisfaction. The best way that managers can establish a happy team is creating a valuable environment (Aga, Noorderhaven, & Vallejo, 2016). Members of the team should have an opportunity to present their insights. The last technique is setting goals, which gives employees a direction that they should follow.
Critical People for a Successful Intervention
The critical people who can successfully intervene are the managers in every department. These people gather their juniors and ensure that they are comfortable with their work environment (Alford, 2019). They also help to give direction because they tell the junior what is expected of them. Any employee in the hospital will take instructions from their immediate supervisors, which subsequently, come from the top-level managers (Healey, 2017). It is a network that breaks down from the hierarchy in the healthcare organization.
In conclusion, a successful leader is one that has the interest of the organization at heart, as well as that of the employees. Such leaders should ensure that they implement the decisions as discussed, and oversee the execution of the objectives set. The output of employees define the kind of leaders that they have. They draw their motivation from their leaders and can work exceptionally well if they are under good leadership care.
References
Aga, D. A., Noorderhaven, N., & Vallejo, B. (2016). Transformational leadership and project success: The mediating role of team-building. International Journal of Project Management, 34(5), 806-818.
Alford, B. (2019). LEADERSHIP PRACTICES FOR EQUITY AND EXCELLENCE. Educational Leadership, Culture, and Success in High-Need Schools, 85.
Healey, B. J., (2017). Principles of Healthcare Leadership by Bernard Healey
Tafti, M. M., Mahmoudsalehi, M., & Amiri, (2017). Critical success factors, challenges, and obstacles in talent management. Industrial and Commercial Training.
Trevor, J., & Varcoe, B. (2017). How aligned is your organization? Harvard Business Review, 95(1), 2-6.