Introduction
Leadership in the healthcare sector is a multidimensional phenomenon encapsulating the core values of interdependence among all professionals. I choose my supervisor as the best leader for the project. The main reason encapsulates his appeal to enhancing transformation among his subordinates through a transactional model. In this case, he focuses on the essentials of motivating the worker by providing incentives such as performance appraisals. As a visionary, John, my supervisor, ensures that he collects opinions from different group members before making the ultimate decision. In the study by Fusari et al. (2021), the researchers indicate that the best managerial practice anchors from three crucial facets. The pillars enshrine proficient science-based knowledge, human behavioral acknowledgment, and the quotients of enhancing patients’ satisfaction. Despite the hallmark of excellent leadership being communication and teamwork coordination, the integration of transactional and transformative styles contributes to the development of a diversified and inclusive organizational culture in the hospital institution.
Discussion
John is a hardworking medical professional, whose desire entails intensifying shared values with colleagues. I have personal knowledge about John due to the frequent engagements steering the sharing of individual life experiences and insights on dynamic topical issues. An excellent example regards his opinion on democracy and aristocratic governance systems. He argues that despite aristocracy being efficient based on developmental initiatives, it is crucial to advocate for innovation and creativity within the democratic framework. Primarily, the professional appreciates the inclusivity of different stakeholders toward promoting diversity and social equity. John inspires a shared vision by creating socializing platforms among the group members. As a supervisor, the management assigned John to a team to mentor on the institution’s culture and operational objectives. Therefore, the employee champions discussions among their counterparts during leisure time as a benchmark for the personnel.
In a different spectrum, John challenges distinctive protocols and processes to empower other practitioners through the optimized acquisition of knowledge and skills. John argues that apart from the provision of medical care, it is important to establish relationships and connections with the clients. It is crucial to humanize the healthcare service provision structure. It is evident from a scholarly text by Petrun Sayers et al. (2021) that developing culture-centered solutions for local communities boosts inclusivity and engagement levels. Therefore, it is the responsibility of key stakeholders to institutionalize leadership methodologies, such as transformative and transactional, to amplify the effectiveness of the strategic management perspective. John’s perspective on nurturing change encounters primal issues and opportunities. On the one hand, it is rigorous amplifying the effects for service quality due to the decentralized anchorage on the interaction among the workers. Essentially, the participants supporting John’s transformative concept confront discordance from professionals in other groups. However, there is an opportunity for John’s endeavor to encompass the remodeling of the practice for the entire institution’s scope.
One of John’s leadership traits that renders him successful in empowering his teammates enshrines excellent communication skills. The ability to communicate his visionary attributes to the colleagues following his lead and experiencing positive transformation along the gradient of transactional relationships. Davenport et al. (2022) postulate that the core initiatives that determine the success of a leader involve an intersection of noteworthy adjustments. The penetralia engulf such entities as the incentivization of professionals for higher scores on diversity exertion, holistic approaches to recruitment, and the creation of healthcare personnel variety mainly cognizant of local cultural practices. Fundamentally, a successful leader’s capabilities inundate the proficiency in understanding the significance of teamwork and the core objective of enhancing the integral participation of all stakeholders. John’s leadership charismatic trait is akin to my advocacy for teamwork. My preferential leadership outlier and ethical baseline are founded on the essence of coordination despite the sharing of ideologies.
I uphold the essence of principled compliance mainly because it is the bounds towards improving customer satisfaction and employees’ performance quotient. It is contrary to John’s appeal that the main goal of a medical practitioner engulfs promoting effective recovery among the patients. The difference is profoundly argumentative due to the shared visionary framework. While John advocates for diversified platforms in the service delivery system, my leadership characteristic of teamwork ensures optimal productivity to mediate the interests of all stakeholders. As a result, John and I focus on transforming the organizational culture along dynamic transactional paradigms of association and engagements.
Despite the preferential baseline to use transactional and transformative leadership styles, my leadership practice presents distinctive strengths and weaknesses. According to Nielsen et al. (2019), a transactional unit constitutes sanctions, material, and contingent verbal awards. The researchers notice that the exploitation of contingent verbal rewards fosters optimal transformation mainly because of the higher motivational outlier achieved. However, it is contrary to the use of material benefits to the employees. On the one hand, the critical strength of my leadership insight entails boosting the morale among healthcare professionals while advocating for diversity through contingent verbal recompense. As a result, it is the responsibility of the committee and me to establish vital initiatives on team-building activities and corporate social responsibilities regarding the participation of medical staff in Haitian cultural events and practices. The major weakness concerning the use of transactional and transformational leadership styles encapsulates an integration of a material reward system with transformation art. The perspective risks further complications in financial management in the institution due to decreased influx of clientele within the region.
Collaboration and Motivation
As a leader seeking to enhance apt evolution within the working environment, I must utilize the transformative style. Different communication technologies foster a significant impact on the functionalism of teams in hospital settings. Scholarly studies indicate that one of the profound techniques to intensify connectivity among practitioners encapsulates mobile phones (Martin et al., 2019). In this case, I will optimize enhancing communication with other committee members across different social media platforms, such as WhatsApp. Significant sharing of details and the procedures on the transformational program motivates the counterparts to utilize creativity and innovation to enhance the performance level of the mainframe.
Another key perspective to ensure the committee members’ motivation entails establishing an inherent recognition framework. The approach focuses on appreciating individual effort through mentions and opportunities to share the ideological paradigm during the committee meetings. Therefore, I will delegate different personnel to chair the meetings and share their perceptions and approach concerning the main issue of exalting Haitians’ diversity and inclusion in the hospital’s service delivery system. It is paramount to initiate the craft of sharing ideologies on enhancing change and promoting diversity through the creation of social media groups for the team. In this case, the personnel prominently share appeals and perspectives on diversity and inclusion of the medical care staff and the Haitian clientele baseline on the service provision spectrum. Ideally, the use of mobile phones and social media platforms as the primal communication technique renders an apt mainframe for interdependence and teamwork building.
As a leader, the main responsibility entails informing the counterparts concerning the objectives and the expected outcomes of an engagement. The main issue in the hospital involves poor structures elevating diversity and inclusion of the Haitian community in the service care. It is paramount to establish the core perspectives advancing accountability, decision-making, and the eventual delegation of duties. One of the continua entails the exploitation of key transformational identifiers. Prospectively, the indicators of change encapsulate an increase in positive client reviews, an influx of customers, and an improved satisfaction level among healthcare professionals. Therefore, the practice involves an in-depth evaluation of dynamic transactional quotients among the participants, that is, the Haitian community and the medical practitioners.
As a sustainable initiative, I will utilize transparent communication strategies to ensure effective outreach to all stakeholders. In this case, I will post updates and major issues across the distinctive social media platforms and use memos in the institution based on the implementation process of the program. Fusari et al. (2021) articulate that improving accountability among personnel contributes to the reduction of hospital-related risks while intensifying managerial practices. Despite establishing an engagement portfolio for individuals from different levels of service and departments, it is crucial to indicate the necessity of integrating the medical care spectrum. Therefore, I will incorporate measuring parameters to determine an improvement in performance outliers under the spectral view of clients’ reviews, committees’ satisfactory remarks, and the appeal from different practitioners.
My leadership quotient targets the advancement of diversity and inclusion among the different parties involved. Fundamentally, Nielsen et al. (2019) support that the effectiveness of the engagements among professionals mainly relies on the integral properties governing the relationship. Ideally, the researchers offer insight based on the preferential outline of ethical behavior (Nielsen et al., 2019). I will focus on maintaining the standard protocols during the involvement of community members during the implementation practice. As a teamwork advocate, I will align my efforts with the practicability of the process. Therefore, my intentions encompass inviting and incorporating measures to elevate the participation of Haitian community leaders during the process. The perspective is optimally sustainable mainly because of the correlation between the program’s implementation process and the culture-centered insight for the integration paradigm. The incorporation of accountability measures attributes to a profound perspective and approach regarding the advancement of organizational processes. As a practitioner, the key mandate invokes unethical behavior hence the necessity of integrating medical compliance frameworks with the socio-cultural settings of the local communities.
Conclusion
In conclusion, the collaboration and motivation towards achieving the main objective of improving diversity and inclusion entail a multisectoral participatory framework. My leadership efficiency relies on the compatibility of the styles and approaches toward distinctive matters. In this case, the hospital’s management identifies the main issue causing a decline in the clientele, mainly from the Haitian community. However, the implementation of the program, that is, transactional and transformational outliers on organizational culture, depends on the identification of key elements mediating interdependence. The vital mandate of improving the healthcare service delivery system involves the realization of cultural practices and beliefs among Haitians. It is a perspective that renders insights concerning the approaches to adjust medical ethics and foster the sustainability range factors.
References
Davenport, D., Natesan, S., Caldwell, M. T., Gallegos, M., Landry, A., Parsons, M., & Gottlieb, M. (2022). Faculty recruitment, retention, and representation in leadership: an evidence-based guide to best practices for diversity, equity, and inclusion from the council of residency directors in emergency medicine. Western Journal of Emergency Medicine, 23(1), 62.
Fusari, M. E. K., Meirelles, B. H. S., Lanzoni, G. M. D. M., & Costa, V. T. (2021). Best leadership practices of nurses in hospital risk management: Case study. Revista Gaúcha de Enfermagem, 42.
Martin, G., Khajuria, A., Arora, S., King, D., Ashrafian, H., & Darzi, A. (2019). The impact of mobile technology on teamwork and communication in hospitals: a systematic review. Journal of the American Medical Informatics Association, 26(4), 339-355.
Nielsen, P. A., Boye, S., Holten, A. L., Jacobsen, C. B., & Andersen, L. B. (2019). Are transformational and transactional types of leadership compatible? A two‐wave study of employee motivation. Public Administration, 97(2), 413-428.
Petrun Sayers, E. L., Bouskill, K. E., Concannon, T. W., & Martin, L. T. (2021). Creating culture-centered health and health insurance literacy resources: lessons learned from Haitian Creole, Mandarin, Native American, and Vietnamese communities. Journal of Communication in Healthcare, 14(4), 312-323.
