MBA/MSC HCM

Assignment

Student Name:

Student ID:

Course Title:

Date:
 Sustainable Leadership & Organization

A. Leadership Qualities of A CEO in Healthcare - Leadership is the ability of a leader to

influence others on what needs to be done or how things can be done, it is the ability of

leaders to facilitate the collective effort of their subordinates, staff, or employees to

willingly participate and to achieve their common objectives. Leadership exists in a

group or organization there should be a process, influence, and involvement between the

leader and their followers (Forsyth, 2019). As a CEO of a large organizations in the

healthcare sector, effective leaders must ensure safe, quality, and compassionate care as

some of their priorities, and they must possess leadership qualities as follows:

Commitment and Passion – A CEO/ Leader must be committed to the entire organization to
take responsibility personally as part of their priorities. Aside from delegating other people in the
position and relying on their reports, the CEO must also

Sample Assignment: Part of the content removed

Accountability – The CEO must put the best interest of the organization morally and

ethically, especially their staff, customers, patients, etc. they are expected to be

responsible in their words and actions. For instance, they must ensure that they follow

government rules and regulations, and practice safety standard protocols but if they are

audited to fall short in some areas, the CEO/leaders must be accountable to recognize

their mistakes and make immediate adjustments to live up to the standard.

Inspire and Influence – CEO/leaders must be the source of inspiration during difficult

challenges and tough times, they should have the ability to stand up to the critical

situation to uplift the morale of their staff to influence them to be more positive, to learn

more, do more, to be resilience and achieve more. They should not be the ones to

demoralize or devalue their characters during critical situations. Dame Muriel Powell was

a Chief Nurse Officer at St. George Hospital in Britain during World War 1, but despite

this critical period, she was always present to visit sick patients and staff, and her

visibility influenced a significant inspiration, innovation, and open communication to all

nurses despite the critical situations (Harris et. al. 2014).

Sample Assignment: Part of the content removed

Creativity and Innovation – The CEO/Leader must be very creative and innovative to

stay up to date in the industry. Leaders like Bill Gates of Windows, Mark Zuckerberg of

Facebook, and Steve Jobs of Apple are world-famous CEOs and leaders because they are

often updated with innovative products and services. The Healthcare industry is often

bombarded with lots of challenges so the CEO/Leader must always be open and spend

time to adopt innovative products, services, systems, and processes that can improve

change and quality of their services (Stevenson & Kaafarni, 2011).

Good Decision-Making Ability – In a fast-paced environment in health care, the

CEO/Leader must still have a good decision-making ability to demonstrate and weigh

down the best decision during critical situations, emergencies, problem-solving needs,

handling difficult patients or staff, teamwork, and organizational needs. They have to

make decisions without bias but based on scientific evidence or balance condition in
 favor of all concerns and not based on personal belief while the lack of the ability to

make an immediate decision during a critical period can put the organization at risk.

Emotional Maturity – CEO/Leaders must not act harshly or be swayed by their

emotions. They must be professional in handling their thoughts, feelings, and emotions

through self-regulation, especially in critical decision-making and challenging situations

or it can greatly affect the quality and safety of healthcare. Study shows that self-

regulation and awareness can be learned and allow an individual to control their emotion

to improve their emotional maturity (Skarbaliene, 2019).

B. Leadership Styles of a General Manager in Healthcare – The General Manager

focuses on overall planning, organizing, directing, and control of operations to ensure

safe, efficient, sustainable, and profitable operations. They are expected to sustain

operational improvement, staff engagement, a good work environment, and support other

managers and supervisors. They may analyze their performance, identify weaknesses and

opportunities and provide the overall report of their performance, budget, human

resource, and other needs of the hospital or clinic. They can use different leadership

styles according to the needs of their organization as follows.

Autocratic Leadership – They can lead with a high level of control, especially for new
employees. Autocratic leaders are often dominant and most of the time they make centralized
decisions with or without the support of others. This leadership style is best used by Managers
training new staff or employees, they should be the source of knowledge to train others and to
accomplish certain tasks and objectives until they learn. The new staff is required to attentively
listen to their Autocratic Managers to influence them until they gain familiarity in their line of
work. However, autocratic leadership is not recommended used by being a bossy type or taking
advantage of staff and new
 Sample Assignment: Part of the content removed

Transactional Leadership – The General Manager must also practice transactional

leadership knowing that they also face business partners, suppliers, and other

stakeholders so they must be good at negotiation. Transactional leaders are creative to

negotiate with employees they are good at providing rewards and punishment, and they

can also motivate others by negotiating achievable goals. They have clear instructions to

eliminate confusion, and they are often focused on the adoption of quality system and

process that usually increases organizational performance and productivity. However,

some of the common weaknesses of transactional leaders are that they have limited focus

on empathy, and they can place more value on productivity and efficiency that they may

tend to punish those who fall short of their standards so they must watch out not to fall in

this shortcoming (Kaleem et. al. 2016).

C. Strategies of Operations Managers in Public Hospitals – Operations Managers in

healthcare focus on smooth operations and high-quality care, they facilitate daily tasks,

be engaged with administrative tasks, keep good inventory and supplies according to

schedules and reduced costs, and update and monitor patient records and other

information. They also develop and implement policies and case resolution and find

innovative ways to control their employees and they may also be involved in hiring,

recruiting, and promoting employees. If there are difficult people that do not cooperate,

the General Manager can use the following strategies to handle the situation.

1. Identify the problem – The General Manager must identify the situation of the seven

difficult people to identify the problem of why some employees are resistant to

participate or cooperate. For example, they can conduct an observation, interview, or

 survey to identify the source of the problem or challenges according to their specific

behavior and use the result to mitigate a resolution (SHRM, 2022).

Sample Assignment: Part of the content removed

2. Communicate and Negotiate the Problems Fairly and Effectively – After the

identification of the problem and understanding the situation the Manager must

communicate the urgency of the issue to their employees and make appropriate

arrangements that are equally and fairly beneficial to everyone. Listening to their

demand or needs makes a two-way communication to solve the problem. For

example, Since the company lacks manpower, employees are encouraged to take a

second shift or they can also promise to offer a night differential or other rewards for

those who are willing to be assigned to the night shift. The General Manager can

successfully negotiate the mutual benefits of the offer.

3. Recognize those Who are Willing to Participate – Aside from offering additional

benefits, employees who exert extra effort beyond their duties should be recognized

to maintain their high morale and motivation. For example, just a simple pat on the

back, a treat of coffee or a simple thank you a letter, etc., or as high as offering them

an opportunity for promotions can make a big difference to recognize and encourage

employees to increase their participation.

D. Importance of Emotional Intelligence to be A Successful Leader – Emotional

intelligence is the ability and skills of a leader to manage and control their feelings and

emotions, especially during this current and past few years when the level of emotions is

overflowing because of the previous pandemic that devastated the entire healthcare

industry. Leaders and subordinates must show strong emotional composure and learn to
 control their lack of motivation, anger, and other negative emotions. They must be open

to change so that they can handle the most difficult challenges and demands that may

come along. A lack of emotional intelligence can be a risk factor that can lead to more

anger outbursts, irritability, lack of confidence, anxiety, depression, and other negative

thoughts. However, a study shows that emotional intelligence is a good strategy to help

healthcare professionals to overcome tough challenges most of the time (Skarbaliene,

2019). For example, the emotional awareness and self-regulation of a nurse leader allow

them to make effective decisions with a calm and cheerful disposition and they can

remove bias, worries, doubts, etc. which are not healthy means to effective healthcare.

However, a nurse leader under the influence of high emotions can greatly affect their

decision-making to act impulsively based on what they feel and not necessarily on what

the organization need (Skarbaliene, 2019).

People, nurses, employees, and even leaders who have trouble managing their emotions

can have a direct or indirect impact to suffer from mental imbalance and depression that

often leads to a lack of competence, low esteem, or low self-confidence and they are

easily affected and offended by other people that can pressure them to be more

ineffective (Tandon et. al. 2019). The study also shows that emotionally intelligent nurses

or leaders influence employees' and patients’ high satisfaction when they can provide

support and show awareness of their emotions because they can lightly handle more

pressure and stress and turn them into less stressful environments.

The caring role is also affected if a healthcare professional lack emotional intelligence especially
if they are faced with demanding patients or client, their ability to handle their emotions may
arouse argument and unfriendly communication that can weaken their image and reputation. It
can also turn into a patient or client retaliation if they are not tolerant or emotionally unstable
because of their conditions. In the study of Ali Akbar

Sample Assignment: Part of the content removed

E. Qualities of Steve Jobs as a Great Leader – Steve Jobs is a college drop-out but was

still able to start a computer business with Steve Wozniak in 1976 together they

revolutionize the Apple brand by making innovative computers and gadgets suitable to

the needs of customers in different industries for daily needs. However, he was ousted in

1985 and returned in 1997 to rescue the company from bankruptcy. Because of Steve

Jobs's legendary contribution to Apple, these products or brands like Mac, iPhone, and

iPad are considered some of the most successful in the technology industry of today.

Steve Jobs is a highly passionate person with high consideration for perfection,

innovation, and persuasion (Toma and Marinescu, 2013). Some of the most important

contributions of Steve Jobs that can be adopted by other leaders are as follows:

1. Focus – Apple produce a variety of products and computer peripherals but Steve

believes that it is causing a lack of focus in the company and he recommended them

to focus only on the four primary products while other products should cancel

production to achieve focus, and due to this decision and implementation he saved the

company from near bankruptcy because they eliminated production cost while

focusing on producing only high in demand products.

2. Simplify Production – Steve also recommends eliminating unnecessary production

processes or components to simplify their production and operations, he also

 recommends simplifying the designs and eliminating clutters in the user interface of

their products like iPod and iPhone. For example, users should find it easy to navigate

to easily find videos, music, album, artist, and data on the screen so that it will not be

problematic to browse and with less disruption and complexity.

3. High Consideration of Quality – Steve often suggested the importance of high-

quality products as one of his primary motivations and to put quality first before

profit. His focus is not necessarily on the price but also the ability and integrity of

their products should not be compromised. This is the difference between Steve Jobs

to other Managers that sparked his ouster, although the company realized that Steve

Jobs is reasonable.

Sample Assignment: Part of the content removed

References:

Behbahani, A. A. (2011). A Comparative Study of the Relation Between Emotional Intelligence

and Employee's Performance. Procedia - Social and Behavioral Sciences, 30, (386-389).
Doi: 10.1016/[Link].2011.10.076
Forsyth, D. R. (2019) Group Dynamics 17th ED. US: Cengage Learning, pp. 265-266
Harris, R., Bennett, J., & Ross, F. (2014). Leadership and Innovation in Nursing Seen through A
Historical Lens. Journal of Advanced Nursing, 70(7), 1629-1638.
Isaacson, W. (2012) The Real Leadership Lessons of Steve Jobs, Harvard Business Review,
90(4) 92-102.
Kaleed, Y., Asad, S., & Khan, H. (2016). Leadership Styles & Using Appropriate Styles in
Different Circumstances. Sir Syed University of Engineering and Technology, Karachi-
Pakistan.
Skarbaliene, A. (2019) Emotional Intelligence in Healthcare, Medical Science Pulse, 13(1), 40-
41.
SHRM (2022) How Do You Deal with Difficult Employees, Retrieved 16 Oct. 2022 from:
[Link]
[Link]
Stevenson, J., and B. Kaafarani. 2011. Breaking Away: How Great Leaders Create Innovation
That Drives Sustainable Growth and Why Others Fail. New York: McGraw-Hill, pp. 1-4.
Tandon, P., Chauhan, R. K., Chaturvedi, V. (2019) Impact of Emotional Intelligence on
Healthcare Providers, International Journal of Mechanical Engineering and Technology,
10(1) 667-676.
Toma, S.G., and Marinescu, P., 2013. Steve Jobs and Modern Leadership. Manager, 17, 260-
267.