Country Club Leadership Style in Finance of Healthcare

Country Club Leadership Style in Finance of Healthcare

Principles of Leadership for healthcare Organizations

  Benefits of Country Club leadership style in Finance of Healthcare

For an organization to be successful it’s greatly dependent on which leadership style that is used by the managers within that organization. There are various styles of leadership that are being utilized by different individuals. What works for others may not work for certain situations and environments. Country club style is one leadership style that can enhance patient care, that in turn boost profits in the healthcare setting by giving attention to its member’s characteristics. There is a relationship between leadership and organizational culture, the culture can be manipulated and dependent based on the ability and skills of the leader. Thus, success can be maximized base on the performance of the staff. When implementing changes in a healthcare organization, various problems and risks often arise. Especially in the form of resistance, and lack of commitment to work may lie in the lack of effective leadership. Inevitably, the introduction of small or big changes directly influence people, and consequently also influences their work ethics.

Get Help With Your Essay

If you need assistance with writing your essay, our professional essay writing service is here to help!

Essay Writing Service

Since adequate leadership is a required characteristic in the management of organizational changes, inadequate leadership could contribute to (in)voluntary reversal of the process of change. According to the Blake Mouton Managerial Grid, the Country Club or “accommodating” style of manager is most concerned about her team members’ needs and sentiments A country club leader believes that if their employees are happy and assured, they will work hard. Therefore, the country club behavioral leadership style focuses on happy employees, making it the best method to enhance patient care, which in turn will increase profit margins for the hospital.

Every healthcare organization struggles to keep up with the constant modifications in the system. For it to run efficiently, new leadership styles emerge and are being utilized to accommodate the change. With country club leadership there is a demand to place interpersonal relationship within its organization. This style engages its team members to work together by allowing them to share their thoughts and feelings on how to make the company run smoothly. In return, leaders can modify their operations based on what was discussed and attempt to apply it accordingly. Whether the new procedures work and be completely used as part of the organization will be at managers discretion. But having involved the employees in the process may prove to be a worthwhile effort to secure positive working environment. The motivation of its workers is there because its leaders place high regard on their sentiments. Employees work they’re hardest knowing that there is considerable support shown by its leaders. Country Club leadership style focuses on the relationship of their team members and their feelings. They place value on being there for their employees at all time, which makes the hope that staff should provide excellent services to their clients as a domino effect, thus improving hospital revenues from satisfied customers.

Effective leadership plays a vital role in dealing with the issues that are faced in healthcare presently. One being managing health care to boost its financial aspect. General management and leadership competence, which comprised time management, interpersonal skills, strategic mindset, thinking and application skills, and human resource management, was notable and common to all the studies. Because tasks and responsibilities vary by level within the organization, the need for and application of competence also vary for different managers (McGurk, 2010). In order to a successful country club style leader, multiple skills are required to effectively run an organization. Some may say that leaders are born due to their innate capabilities to work with people. But there are also individuals that are trained leaders by exemplifying on the qualities and skills mentioned in the previous text. Being knowledgeable of its members’ personalities, traits and culture will determine how much productivity can occur at a given setting.

In a typical healthcare setting, the management and leadership role are based on profession. Physicians and nurses are trained differently in their roles as leaders which results inequities and results are critical. Physicians provide services in treating patients with which the hospital makes its profits. On the other hand, nurses are trained to take care of the needs of the patients and advocate for their patient as much as they can. This sometimes may result in a conflict because of two opposing opinions from two different professions. Inadequate management and leadership can be an issue and is still under scrutiny. (Pillay, 2008; McCallin and Frankson, 2010; Ackerly et al., 2011; Townsend et al., 2012).

Deeply institutionalized organizational routines, professionalism and growing specialization within the boundaries of clinical departments are strong cultural features in hospitals that affect management and managerial work (Fältholm and Jansson, 2008). As a solution, organizational management and leadership trainee programs and clinical supportive supervision have been implemented to promote the management and leadership role. In challenging professions, managerial work requires indispensable management skills. Also, clinical expertise needs to be strengthened by management and leadership competence (McCallin and Frankson, 2010). Conflictingly, the competence-based approach to leadership and management has not been unconditionally accepted.

Formal programs to develop management and leadership competence have not been as remarkably influential as informal approaches used, for instance, by mentors and coaches (Pillay, 2008; McCallin and Frankson, 2010; Straus et al., 2013). Mentors plays a vital role in training leaders because of the deep-rooted experiences they gained throughout their careers. They can use those experiences to personalize it to a specific avenue in terms of where their mentee is heading. Competence-based leadership development programs for clinicians have been established in Europe, the USA and Canada (Jahrami et al., 2008; Ackerly et al., 2011; Berkenbosch et al., 2013b), as exemplified by the Medical Leadership Competency Framework (MLCF) and the Royal Australasian Medical Management Framework.

Find Out How UKEssays.com Can Help You!

Our academic experts are ready and waiting to assist with any writing project you may have. From simple essay plans, through to full dissertations, you can guarantee we have a service perfectly matched to your needs.

View our academic writing services

Many healthcare organizations are forced to maintain or improve their performance and quality of care. This can be done only when employees are in an environment conducive to boost performance. That is where country club leader comes in, their emphasis is placed on making their employees happy, boost the quality and performance of care being rendered to their patients by their staff in each healthcare organization.

The recent change in healthy lifestyles contributes to the longevity of the people. But there is also increased co-morbidities associated for some which complicates the access to healthcare. The costs of healthcare are on the rise making it harder to access healthcare for those who need medical management. According to the Centers for Medicare and Medicaid Services, health care spending in the United States will grow at an average of 1.3 percent by the year 2025 (Prinsez, 2018). Thus, excellent leadership in healthcare organization should be a top priority in order to successfully manage this issue’

Finance in healthcare has become a huge issue even on a political stage. Policies are being implemented or disrupted causing healthcare leaders to inform themselves and staff as to how to deal with these changes. This can cause frustrations and confusion which is another challenge leader must face. With the pace of change beyond their control, a cohesive environment should be in place to aid in the relief of stress where it can be alleviated.

During an interview with the unit manager at my hospital, I noticed that the country club style is being utilized and works in conjunction with another type of leadership. The manager gathers her staff and reflects on what motivates them to come to work daily. An open conversation with the staff allows her to make changes in the unit that is both beneficial to the patients and staff. Employee retention is at its lowest since everybody is happy in their working environment. There is less stress among its employees and teamwork is at its highest. In return lowers the burden of cost in hiring and training of new employees.

      As stated, Country Club leadership style impacts their employees and the performance they bring to the organization. It is ok for leaders to sit back and allow their team members to breathe, and take some time to accommodate their needs, by doing so it allows relationship and team building. However, this cannot be a long-term strategy on its own because this can allow the lack of performance, laziness, and complacency amongst employees. A Country club leader places a high emphasis on their workers ensuring that they are happy in hopes that if their workers are happy and secure, they will work hard. This belief is not always correct due to lack of direction and control.

   In conclusion, a country club leader exhibit care and concern for people, they create a comfortable and friendly environment for both workers and patients alike which is a better method to enhance patient care, which will in turn boost profits for the hospital.

References

• Affordable Care Act (ACA) Tax Provisions. (2018, 11 5). Retrieved from IRS: http://www.irs.gov/affordable-care-act
• Blake, R. R., & Mouton, J. S. (1994). The managerial GRID. Houston: Gulf.
• Dobson, D. (2017) What’s the Best Leadership Style for Healthcare? (n.d.). Retrieved from   https://nchica.org/whats-the-best-leadership-style-for-healthcare/
• Gupta, A. (n.d.). Leadership Style. Retrieved from http://www.practical-management.com/Leadership-Development/Leadership-Style.html
• HFNA. (2018). Healthcare Financial management Association. Retrieved from https://www.htma.org/
• Kaufman, K. (2008). Americas. National Center for Healthcare Leadership and GE         Healthcare launch new Institute for Transformational Healthcare Leadership. Leadership in Health Services, 21(1). doi: 10.1108/lhs.2008.21121aab.002
• Northouse, Peter G. Interactive: Leadership: Theory and Practice Interactive eBook, 8th Edition. SAGE Publications, Inc, 02/2018. VitalBook file.
  Retrieved from https://vsaccess.vitalsource.com/#/books/9781544325194/cfi/
• Ogbonna, E., & Harris, L. C. (2000). Leadership style, organizational culture and performance: Empirical evidence from UK companies. The International Journal of Human Resource Management, 11(4), 766-788. doi:10.1080/09585190050075114
• Pihlainen, & Vuokko. (n.d.). Systematic Review of Nurses’ and Physicians’ Management and Leadership Competencies. Retrieved from https://stti.confex.com/stti/bc17/webprogram/Paper87704.html
• Schyvne, P. M. (n.d.). Leadership in healthcare. Retrieved from https://www.jointcommission.org/assets/1/18/WP_Leadership_Standards.pdf.Studer, Q. (2013). Results that last: Hardwiring behaviors that will take your company to the top. Hoboken, NJ: Wiley.