, compare and contrast the leadership style and applied leadership theories of your classmates’ chosen leader

Assignment: Review your classmates’ posts below and respond in" rel="nofollow">in a min" rel="nofollow">inimum of 68.75 words numbers 1, 2, 3, and 4. In your responses, compare and contrast the leadership style and applied leadership theories of your classmates’ chosen leader and your #1: In chapter five you get a full understandin" rel="nofollow">ing of what leadership is and what leadership theories are about. Assignment one for this week will be based on a bit of research on an organization whether nonprofit or for-profit of my choice. In doin" rel="nofollow">ing some research I was able to fin" rel="nofollow">ind an amazin" rel="nofollow">ing organization that got me excited to know that there is an organization as this one that are touchin" rel="nofollow">ing hearts. In this assignment i will touch base on which leadership theory best describe the organization that I found. In addition to that I will support why which best theory fits this organization. In chapter five there are three theories; 1. Great Man Theory-the idea of great men or heroes help shape history through a combin" rel="nofollow">ination of their in" rel="nofollow">individual qualities and divin" rel="nofollow">ine in" rel="nofollow">inspiration. 2. Contin" rel="nofollow">ingency Theory-claims there is no best way to organize a corporation to lead a company, or make decision. 3. Path Goal Theory- based on expectancy theory, which proposes that employees are in" rel="nofollow">increasin" rel="nofollow">ingly motivated. The organization I found is called Children’s Health Fund located in" rel="nofollow">in Austin" rel="nofollow">in, Texas. In readin" rel="nofollow">ing what they are about I was enthusiastic about their organization. John Mackey which is co-founder and Co-CEO of Whole Food Market developed this great drive. The organization developed a 44’ medical clin" rel="nofollow">inic mobile that reaches out to teens, low poverty families and Hispanics and African American children. Along with doin" rel="nofollow">ing so they have combin" rel="nofollow">ined with Dan Truett Cathy who is CEO of Chick Fi A and Denise Morrison, President and CEO of campbells soup. Assurin" rel="nofollow">ing that when the medical clin" rel="nofollow">inic is on the road they have food to feed those who can’t afford a nice hot meal or those who may not have the time to cook because they are workin" rel="nofollow">ing many jobs to make ends meet. To spark your in" rel="nofollow">interest even more Dr. Maryly Doyle, Medical Director of the CHF Program took matters in" rel="nofollow">into her hands to ensure the best medical help possible. This great organization goal was to help end extreme poverty by elimin" rel="nofollow">ination of that bracket of the global population that earns less than $1.90 per day. In addition they have helped a teen mom stay in" rel="nofollow">in school and gave her child the medical attention that the baby needed. They also supplied daycare for her child so she could fin" rel="nofollow">inish school. In readin" rel="nofollow">ing, the organization and havin" rel="nofollow">ing a understandin" rel="nofollow">ing of what the theories are, I believe the best theories that describes this organization is Path-Goal Theory and Best Man Theory, given the facts of the organization John Mackey collaborated with several others to upstream this great organization makin" rel="nofollow">ing it a path goal and best man theory. Path goal theory; all employees are in" rel="nofollow">increasin" rel="nofollow">ingly motivated and best man theory is in" rel="nofollow">individual qualities and divin" rel="nofollow">ine in" rel="nofollow">inspiration. Different people from different companies comin" rel="nofollow">ing together to make somethin" rel="nofollow">ing great. That rationale that supports my fin" rel="nofollow">indin" rel="nofollow">ing is all stated in" rel="nofollow">in the body of my discussion. In short this organization actually motivated me to engage in" rel="nofollow">in such an organization like this one. Also in" rel="nofollow">in readin" rel="nofollow">ing chapter five I was able to get a good concept of defin" rel="nofollow">inition leadership and its theories. References: Frates, J. (2014). Health care management: Theory in" rel="nofollow">in action. San Diego, CA: Bridgepoin" rel="nofollow">int Education, Inc. Johnson, J. A. (2009). Health organizations: Theory, behavior, and development. Sudbury, MA: Jones and Bartlett Publishers. Childrenshealthfund.org #2: The president and chief executive officer of Christus Spohn Health System in" rel="nofollow">in Corpus Christi, Texas is "Kathryn J. McDonagh, R.N., CNAA, FACHE, FANN." Christus Spohn is a six hospital system that has been servin" rel="nofollow">ing South Texas for 30 years. Ms. McDonagh worked both in" rel="nofollow">in admin" rel="nofollow">inistrative and clin" rel="nofollow">inical roles, which in" rel="nofollow">included nursin" rel="nofollow">ing director, registered nurse, senior vice president as well as chief operatin" rel="nofollow">ing officer. (Journal of Healthcare Management, 2004). Before Ms. McDonagh worked at Christus Spohn, she was president and chief executive officer at Sain" rel="nofollow">int Clare's Health Services in" rel="nofollow">in New Jersey. She also served as the foundin" rel="nofollow">ing president and chief executive officer at Sain" rel="nofollow">int Joseph's Mercy Care Service, which is a subsidiary of Sain" rel="nofollow">int Joseph's Health System. "Ms. McDonagh helped pioneer the system's shared governance model." Journal of Healthcare Management, 2004). Kathryn J. McDonagh is in" rel="nofollow">involved in" rel="nofollow">in numerous professional organizations, such as, the American College of Healthcare Executives, the Women Health Executives Network and the American Academy of Nursin" rel="nofollow">ing. Ms. McDonagh 's labor in" rel="nofollow">in healthcare along with her leadership skills has earned her awards that consist of " a Telly Award for creatin" rel="nofollow">ing and hostin" rel="nofollow">ing a national cable show (Focus on Health), a fellowship in" rel="nofollow">in the American Academy of Nursin" rel="nofollow">ing, and the YWCA Academy of Women of Achievement Award." (Journal of Healthcare Management, 2004). Ms. McDonagh is editor and publisher of "Nursin" rel="nofollow">ing Shared Governance: Restructurin" rel="nofollow">ing for the Future," and she has wrote many journals articles along with the book, "Patient-Centered Hospital Care: Reform from Within" rel="nofollow">in." Although Ms. McDonagh earned her graduate degree from the University of Michigan, she is still contin" rel="nofollow">inuin" rel="nofollow">ing her education at Touro University International, workin" rel="nofollow">ing on her PhD in" rel="nofollow">in health sciences. (Journal of Healthcare Management, 2004). Ms. McDonagh's leadership style starts with strong leadership behaviors and bein" rel="nofollow">ing a role model at all times. Ms. McDonagh leads with organizational goals as a priority, she builds her teams to share success with. She uses "a team-oriented approach that positions the organization well and allows succession plannin" rel="nofollow">ing to take place." She stands on in" rel="nofollow">integrity and honesty, always listenin" rel="nofollow">ing to the community, staff and leaders, the most important part of bein" rel="nofollow">ing a leader is havin" rel="nofollow">ing excellent listenin" rel="nofollow">ing skills. We must listen to what they are sayin" rel="nofollow">ing to make effective decisions. (Journal of Healthcare Management, 2004). Kathryn J. McDonagh used the Democratic leadership style, "Democratic leaders believe that followers are capable of makin" rel="nofollow">ing in" rel="nofollow">informed decisions as competent members of the team and encourage follower contributions and in" rel="nofollow">involvement in" rel="nofollow">in every facet of the work." They encourage followers in" rel="nofollow">in join" rel="nofollow">int and transparent communication and ensure that followers have a voice in" rel="nofollow">in goal settin" rel="nofollow">ing and decision makin" rel="nofollow">ing. (Frates, 2014. c 5.3). References Frates, J. (2014). Health care management: Theory in" rel="nofollow">in action. San Diego, CA: Bridgepoin" rel="nofollow">int Education, Inc. Interview with Kathryn McDonagh, FACHE President and CEO, Christus Spohn Health System, Corpus Christi, Texas, (2004). Journal of Healthcare Management,, 49 (1), 3-7 #3: I am in" rel="nofollow">in the negative group. What are the sources of power often seen in" rel="nofollow">in organization? When it comes to power, it is used to encourage people and groups to perform a company’s goals and in" rel="nofollow">intentions (Bewley, 2009). Accordin" rel="nofollow">ing to French and Raven (1959) power is a psychological relationship which can in" rel="nofollow">influence and change a person’s thoughts and behaviors. The French and Raven model is based on five social powers often seen in" rel="nofollow">in organizations which are coercive, legitimate, referent, expert, and reward. · Coercive is when in" rel="nofollow">individuals believe they are justified in" rel="nofollow">in punishin" rel="nofollow">ing others for noncompliance. · Legitimate is when people thin" rel="nofollow">ink that they have a formal right to make demands, and expect other to follow and comply with their demands. · Referent is based on an in" rel="nofollow">individual’s charisma and its effect on others. · Expert builds on the level of a person’s high level of skills, and knowledge. · Reward is based on a person’s ability to compensate others for their compliance. What are negative impacts on an organization when its members exercise power and play political games with Min" rel="nofollow">intzberg’s Political Game Playin" rel="nofollow">ing framework? A negative impact on an organizational politics is that it may cause employees to feel they are treated unfair and unjust. A person who plays power games can shape the work environment for example if your manager does not like you on a personal level he can make you quit your job. In other words, people with power can abuse it when used on a personal level. I believe that when a manager uses fear such as the threat of bein" rel="nofollow">ing fired by tyrannizin" rel="nofollow">ing and flauntin" rel="nofollow">ing power this action has a negative impact in" rel="nofollow">in exercisin" rel="nofollow">ing and play political games with Min" rel="nofollow">intzberg’s Political game playin" rel="nofollow">ing framework. I remember when a manager of min" rel="nofollow">ine did not like one of two patient assistants under her authority. Every time the employee she did like would go to lunch, she would call her off her lunch for a road trip, and the girl was about eight months pregnant. She even caused a huge disagreement between the two coworkers when the staff member she disliked complain" rel="nofollow">in about her favorite employee. She told her favorite what the other coworker had said in" rel="nofollow">in confidence. The manager eventually got the pregnant employee fired. The type of action was flauntin" rel="nofollow">ing and abusin" rel="nofollow">ing authority. The employee who got fired sued and won her case, but opted not to come back to the organization. References: Bewley, L. D. (2009). Power and politics. In J. A. Johnson (Ed.), Health organizations: Theory, behavior, and development (pp. 137–148). Sudbury, MA: Jones & Bartlett. French, J. R., Jr., & Raven, B. (1959). The bases of social power. In J. S. Ott, S. J. Parkes, & R. B. Simpson (Eds.), Classic readin" rel="nofollow">ings in" rel="nofollow">in organizational behavior (3rd ed.), 400–410. Belmont, CA: Wadsworth/Thompson. 2017-05-11_1356 #4: What are sources of power often seen in" rel="nofollow">in organization? Theories have paired power and in" rel="nofollow">influence together, and within" rel="nofollow">in this structure analysis of in" rel="nofollow">individual power bases and the power players allows one to understand how they leverage their power. Organizations use power to encourage in" rel="nofollow">individuals and groups to act in" rel="nofollow">in accordance with the company’s goals and objectives (Bewley, 2009). The French and Raven Model is based on five social powers often seen in" rel="nofollow">in organizations which are coercive, legitimate, referent, expert, and reward Coercive in" rel="nofollow">involves the drivin" rel="nofollow">ing agents scope of power and the strength of the belief that punishment can be avoided by conformity. A primary factor in" rel="nofollow">in this social power is the relationship between the drivin" rel="nofollow">ing agent and the recipient(s) of force, and derives from a threat that is established should the recipient not comply with the wishes of the drivin" rel="nofollow">ing agent (Frates, 2014). Legitimate power comes from social and cultural norms which also in" rel="nofollow">involves loyalty, social rank, and the organizational hierarchy which rationalizes the drivin" rel="nofollow">ing agents use of power (Frates, 2014). Referent power the agent uses their personal charisma to in" rel="nofollow">influence others (Frates, 2014). Expert power is how the recipients perceives the agent's knowledge (Frates, 2014). “ Reward power provides an in" rel="nofollow">incentive for the person on the receivin" rel="nofollow">ing end of in" rel="nofollow">influence to change his or her behavior, expectin" rel="nofollow">ing to receive a reward or recognition” (Frates,2014). What are negative impacts on an organization when its members exercise power and play political games with Min" rel="nofollow">intzberg’s Political Game Playin" rel="nofollow">ing framework? Political games can cause a negative impact on an organization because the employees could start losin" rel="nofollow">ing trust in" rel="nofollow">in their leadership. Staff sometimes feel people get promoted to higher positions because of who they know not what they know. For example, a new position for a congested heart failure coordin" rel="nofollow">inator was open on the floor I currently work on. Several staff nurses within" rel="nofollow">in the department and from other floors applied in" rel="nofollow">in hopes they could get this promotion. Staff Nurses with 12 plus years of experience applied for this position. Leadership hired a nurse from outside the hospital comin" rel="nofollow">ing from another facility. There were rumors that the reason she obtain" rel="nofollow">ined this position was that she knew one of the leaders personally. This could be a negative impact because the staff who applied feels like there is no growth within" rel="nofollow">in the organization because of politics and personal relationships. References Bewley, L. D. (2009). Power and politics. In J. A. Johnson (Ed.), Health organizations: Theory, behavior, and development (pp. 137–148). Sudbury, MA: Jones & Bartlett. Frates, J. (2014). Health care management: Theory in" rel="nofollow">in action. San Diego, CA: Bridgepoin" rel="nofollow">int Education, Inc.