Specific steps you need to put in place to regain the power and direction of the organization
According to Lussier and Achua (2015), "effective leadership is a role of the interactions between followers and their leaders." Followership and Leadership represent dynamic and active roles at every organizational level. Leaders possess different skills, which cover every avenue within their work environment. A great leader is required to be versatile. He or she should encompass the core competencies to solve problems, lead, and creatively progress the business. Therefore, different steps that an individual can use to regain power and direction within an organization includes beating the communication barrier, planning one’s action, selling the change, and collaborating smartly. Nurses' leadership skills emphasize critical and ethical decision-making, maintaining and initiating effective work relations, utilizing mutual respectful collaboration and communication in Interprofessional groups, creating conflict resolution plans, delegation, and care coordination (AACN, 2008).
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The type of leadership style, or styles, which would best work to manage within this organization
For a successful direction and power regain of an organization, one has to implement Bolman and Deal's (2013) strategy of empowering employees as the most significant trait of the frame. Bolman and Deal’s (2013) Human Resource Frame assumes that businesses exist to cater for human needs and not the needs of the organization and views people's commitment, energy, attitudes, and skills as important assets capable of either breaking or making an enterprise. By dwelling on people's commitment, attitudes, energy, and skills , the organization will eventually be successful because it is catering for human needs and not that of the organization for success.
Bolman and Deal (2013, p.19) mention that the ideal metaphor for associations in the Human Resource Frame is "Family." The primary goal of the Human Resource Frame is to empower people. According to Bolman and Deal (1991), the HR Frame views people's commitment, energy, attitudes, and skills as critical assets capable of either breaking or making an enterprise.
The structural changes that must take place within the organization's current employee hierarchy
To improve a nonpunitive culture of safety, I would indicate that individuals analyze errors and provide feedback once near misses and errors have been reported . There should be just, and a fair response to Reported Errors since Trust is a significant factor in establishing an efficient error-reporting system. Organizational culture is a structure of shared beliefs, values, and assumptions that govern individuals' behavior in an organization. The shared values possess a strong influence on people within the organization, dictating how they perform, act, and dress.
Describe your implementation strategy and timeline for your plan
The primary focus of transactional leaders is on continuing normal workflow operations. These kinds of leaders can use awards, disciplinary powers, and different incentives to help motivate their employees in giving their best performance. Transformational leaders focus on satisfactions quotas on a daily basis. Additionally, transformational leaders usually go beyond the regular day-to-day routine and mainly focus on developing a strong team of followers by encouraging team building activities. According to Northouse (2013), transformational leaders inspire their staff by implementing incentives, setting goals, and offering opportunities for professional and personal growth. As mentioned, the relationship, which develops between the leader and a follower, influences a follower's job performance, commitment, and satisfaction (Lussier and Achua, 2015). Therefore, the plan could take six months.
References
American Association of Colleges of Nursing. (2008). “ The Essentials of Baccalaureate Education for Professional Nursing Practice. ”
Bolman, Lee G. & Deal, Terrence E. (2013). Reframing Organizations: Artistry, Choice, and Leadership (5th Ed) San Francisco: Jossey-Bass. ISBN: 978-1118573334/
Lussier, R. N., & Achua, C. F. (2015). Leadership . Boston, MA: Cengage Learning.
Northouse, P. G. (2013). Leadership: Theory and Practice (6th ed.). Thousand Oaks, CA: Sage Publications.
