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Leadership and talent planning

Good leadership and talent planning are very essential for the success of any organization. The realization of results in any organization is basically influenced by the efficiency and the effectiveness of the leadership styles adopted. In this case, the success and sustainability of results in the health care sector is very crucial since human life is involved. Specifically, the Bay Shore community hospital in New Jersey has been in the health care industry for quite some years where it has shown excellence in provision of health services.

The main focus of this paper is to preview the leadership style in the Bay Shore community hospital and identify the impact of the current leadership style to the success of the organization (Shortell, 1999). Generally, there exists a varied scope of leadership styles used in human organizations. Based on this scenario, leadership styles have been narrowed to; transactional and transformational leadership styles. The Bay Shore community hospital in New Jersey has widely adopted the transformational leadership style.

Transformational leadership style seeks to empower individuals in an organization through motivation and revealing their value thus modeling them to be leaders. This leadership style bests suits the Bay Shore hospital and has lead to realization of

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higher developments. The management of Bay Shore hospital has managed to develop its workers through involving them into daily execution of activities, motivation, training and solving weaknesses encountered by the workers (Aarons, 2006). The transformational leadership has greatly boosted the organization’s performance since workers get inspired and feel part of the organization.

This will ensure cooperation and efficiency in the execution of daily tasks because every worker feels responsible and accountable of the results. It should be noted that, the transformational leadership style is very effective in Bay Shore hospital in that it has helped in building the hospitals image. This can be attributed to efficient performance and cooperation of workers which have led to provision of quality medical services. The transformational leadership style has also been very productive in Bay Shore in that it has incorporated teamwork which has greately improved service delivery (Boerner, 2007).

The transformational leadership style best suits the Bay Shore hospital in that it best gives solutions to the many problems and challenges faced in the health sector. It should be noticed that, nurses and any other attendants in Bay Shore hospital need frequent motivation and inspirations in carrying out of their duties. In this case, these challenges have been effectively answered by the leadership style adopted by the Bay Shore management. Firstly, this leadership has instilled pride and esteem to the workers thus improving their performance.

This can be attributed to the efforts the management of Bay Shore has shown in allowing the workers to carry tasks without intimidation or fear. In this case, the working environment has been developed thus leading to admirable results (Beam, 2006). With the adoption of the transformational leadership in Bay Shore, the management has gained trust and respect among its workers and clients. On this regard, the managers are very active in daily routines through their constant interaction with workers thus ensuring efficiency.

Importantly, the immense interaction of workers and managers ensures that problems in the system are identified and necessary remedies taken. It should be noted that, the duties and responsibilities of workers at the Bay Shore hospital are clearly stated; which in this case leads to convenience in execution of duty and avoids cases of miscommunication (Aarons, 2006). With the adoption of transformational leadership in Bay Shore hospital, talent planning has been very effective. This is evident from the well stipulated structure on staffing and hierarchy in the management of the hospital.

With this kind of leadership model, human resource development is well provided for. It is clear that, nurses, doctors and other workers recruited in the Bay Shore hospital are continuously given training within and out of the hospital in order to increase their productivity. This can be credited to the efficient management structures adopted in this hospital. Further, it should be noted that, recruitment and promotion are basically done on merit thus guaranteeing success (Beam, 2006). Good leadership in this organization has lead to excellent talent planning; whereby workers have been prioritized as the biggest asset to the organization.

In this regard, a lot of efforts are directed to human resource development through constant training and motivation. First, the worker’s welfare is well catered for which ensures that all the working force is fully motivated. This ensures that, the organization doesn’t lose any of its workers due to competition from other organization. The Bay Shore hospital has managed to built and plan talents through adequate investment in its workers; thus ensuring that changes in staffing will not affect its performance (Boerner, 2007).

After keenly inspecting the leadership in the Bay Shore hospital, it’s with no doubt that this kind of leadership has brought about significant benefits on the performance of the hospital. The concept of leadership and management has been well outlined and utilized in the Bay Shore hospital. In this case, there has been a healthy and productive integration of leadership and management in this organization which have led to good results. The adoption of the transformational style of leadership can be related to the success of the organization and the good relationship among the members (Shortell, 1999).

In my case, transactional leadership style best fits my way of management. This leadership style was developed by Max Weber on principles borrowed from other scholars including Pavlov. According to Pavlov, human beings can perform better on motivation thus this principle can be used as guideline to successful leadership. In my case, the transactional leadership style will better suit many organizations since it’s clearly stipulated and easy to be administered. Bearing in mind that, the duties and responsibilities are clearly stated; every member of the organization will be able to know the extent of his actions.

This will help reduce commotion and bring a sense of harmony in the organization (Beam, 2006). Transactional model of leadership can easily be administered in the process of producing commendable results. Based on this, every worker is fully responsible of his line of duty; this means that one is accorded the necessary benefit or punishment for his actions. Unfortunately, this leadership style can be criticized for poor management of workers which may result into wrangles in the organization.

Further, this leadership style can be criticized for poor talent planning since the organization may loose most trained workers (Boerner, 2007). Conclusion In conclusion, the transformational leadership style practiced in Bay Shore hospital can be perceived as a very successful one due to the significant improvements it has yielded. It should further, be noted that adequate strategies should be put in place in Bay Shore so as to ensure talent planning is sufficiently addressed. Reference list Aarons, G. A. , (2006). Transformational and transactional leadership: Association with

attitudes toward evidence-based practice [Electronic version]. Psychiatric Services, 57(8), 1162-1169. Retrieved August 7, 2009, from http://proquest. umi. com/pqdweb? index=11&did=1157308581&SrchMode=1&sid=1&Fmt=6&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1218837863&clientId=29440 Beam, L. (2006). Hiring and keeping the best people. Long Term Living. Retrieved August 7, 2009, from http://www. ltlmagazine. com/ME2/dirmod. asp? sid=9B6FFC446FF7486981EA3C0C3CCE4943&nm=All+Issues&type=Publishing&mod=Publications%3A%3AArticle&mid=8F3A7027421841978F18BE895F87F791&tier=4&id=669B020DE62D452BA7E66F4049BF1764

Boerner, S. , Eisenbeiss, S. A. , & Griesser, D. (2007). The impact of Transformational leaders [Electronic version]. Journal of Leadership & Organizational Studies, 13(3), 15-26. Retrieved August 7, 2009, from http://proquest. umi. com/pqdweb? index=0&did=1220188091&SrchMode=1&sid=2&Fmt=6&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1218838004&clientId=29440 Shortell, S. & Kaluzny, A. (1999). Health Care Management: Organization Design & Behavior. New York: Delmar Cengage Learning press.

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