Constructing Team Values in Healthcare

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Constructing Team Values in Healthcare

Table of Contents

Introduction
Brief Recap of both Leaders Styles
Daniel Roths Approach to Change and Conflict Management
Sam Hazens Approach to Change and Conflict Management
Conclusion
References

Introduction

A leader in the healthcare industry must possess certain leadership traits and skills in order to promote healthy team values and implement organizational changes successfully. In particular, a leader has to demonstrate interpersonal connection through listening and showing respect, exhibit commitment to the goal, have decent emotional intelligence, and be willing to cooperate and strengthen the teams cohesiveness (Dye, 2010). In this regard, Daniel Roth and Sam Hazen can be considered examples of two healthcare leaders who act differently yet demonstrate similar high effectiveness in change and conflict management

Brief Recap of both Leaders Styles

Previously, Daniel Roths leadership style was found to be primarily based on integrity. Roth utilizes employee empowerment in order to encourage his subordinates to achieve their maximum potential. In addition, he emphasizes emotional intelligence by seeking participation from his followers. In this regard, Roth demonstrates authentic leadership traits he is self-aware, transparent, and has an internal moral perspective to which he stays committed (Alilyyani, 2018). In contrast, Sam Hazen builds his leadership on personal charisma and well-functioning organizational culture. Hazen prioritizes confidence and clarity, as he expects high levels of commitment from the employees. Therefore, Hazens style can be considered traditional since he uses natural charisma as a primary instrument for strengthening organizational values and desirable work ethics.

Daniel Roths Approach to Change and Conflict Management

Successful implementation of organizational change in healthcare demands transformational leadership skills from a leader. According to Al-Hussami et al. (2018), transformational leaders facilitate positive change by inspiring, motivating, and building trust within the team. In this regard, Daniel Roth demonstrates the skills of a transformational leader since he actively empowers his subordinates and encourages them to participate at all levels. As such, he overcomes potential skepticism and resistance since the employees see that organizational changes are not merely imposed on them.

In terms of conflict management, Roth handles workplace conflicts through collaboration with his employees. The collaborating approach aims at resolving conflicts through highly-assertive dialogue, in which both parties perspectives are merged to develop a mutually beneficial solution (Piryani & Piryani, 2018). Therefore, Roth manages conflicts by empowering his subordinates and appreciating their opinions. Consequently, he achieves better employee engagement and commitment to the organizations mission.

Sam Hazens Approach to Change and Conflict Management

In contrast to Daniel Roth, who prioritizes integrity in his leadership style, Sam Hazen emphasizes personal commitment and strength of the organizational structure and culture. As such, Hazen can be considered a traditional charismatic leader. He utilizes personal charisma to increase the employee dedication and commitment to change, thus increasing the overall support for change within the organization. In particular, Hazen overcomes the potential employee resistance by explaining the essence of change in detail. Consequently, he boosts the employees confidence as their preparedness to change improves significantly.

Regarding conflict management, Sam Hazen prefers to resolve workplace conflicts by preventing them from happening. Hazen creates conditions for pre-emptive conflict management by building a solid organizational culture. This strategic approach aligns with proper and impartial implementation of the professional code and internal disciplinary mechanisms, which prevent confusion and disagreement the primary sources of conflict (Piryani & Piryani, 2018). In this regard, Sam Hazens method of conflict management can be considered especially effective.

Conclusion

In summary, one can claim that both leaders demonstrate the essential competencies, such as interpersonal connection, commitment to the organizations goals, and the willingness to cooperate. However, Daniel Roth puts these concepts into practice through a more direct and empathetic style, whereas Sam Hazens leadership is built upon a solid organizational culture. Overall, Roths and Hazens examples confirm that both methods of conflict and change management can be applied successfully if the leader possesses the necessary personal values and skills.

References

Al-Hussami, M., Hammad, S., & Alsoleihat, F. (2018). The influence of leadership behavior, organizational commitment, organizational support, subjective career success on organizational readiness for change in healthcare organizations. Leadership in Health Services, 31(4), 354-370. Web.

Alilyyani, B., Wong, C. A., & Cummings, G. (2018). Antecedents, mediators, and outcomes of authentic leadership in healthcare: A systematic review. International Journal of Nursing Studies, 83, 34-64. Web.

Dye, C. F. (2010). Leadership and management: Essential values and skills (2^nd ed.). Health Administration Press.

Piryani, R. M., & Piryani, S. (2018). Conflict management in healthcare. Journal of Nepal Health Research Council, 16(41), 481-482.