Shared Leadership Case Study

Part 1: Is shared and distributed leadership the only way forward for leadership within the current health and care context?

If the team leader has poor skills of leadership, this model of healthcare delivery is totally affected. Moreover, its efficiency requires more since the leader of the team has to coordinate and supervise all the members of the

Leadership is a very broad concept, distributed leadership is a new form of leadership that is gaining popularity (Harris, 2004). There is a great interest in the perception of distributing leadership although interpretations of the term vary (Harris & Spillane, 2008). According to Spillane (2006) Distributed leadership is the “collaborations between leaders, teachers and their situation” (Spillane, 2006, p. 26) and distributed leadership perspective recognizes that there are multiple leaders (Spillane et al., 2004) and that responsibilities of leadership are widely shared within and between organizations (Harris, 2007). In distributed leadership, leader give importance to interactions, rather than the actions, between

This approach allows individuals to work together to better communicate amongst one another while also allowing these individuals to make their own informed decisions. This particular form of leadership can enhance healthcare management as well. Supportive dialogue between several stakeholders, sharing different experiences; and reducing complex situations within the healthcare system are all factors of collaborative leadership. Individuals with leadership authority need to be able to engage with the leadership process so that they are continuously involved in ratifying and altering practices the best way they see fit. Collaborative healthcare leadership requires an interdependent environment where different groups and organizations work together for an effective process. In order to raise motivation within the organization leaders need to demonstrate collaborative behaviors amongst healthcare

2. In the project management field, why is it important to differentiate between these two perspectives?

I, Destin Mizelle, am extremely enthusiastic to provide this letter of recommendation for Alexus Durr! I am a second year psychology major with a minor in African American studies and I also have the honor of serving as a Resident Assistant in Brumby Hall at the University of Georgia. I am both honored and elated to have the opportunity to provide Alexus with a letter of recommendation for a Resident Assistant

“You don’t lead by pointing and telling people some place to go. You lead by going to that place and making a case.” This quote makes the point that to be an effective leader, it is vital to be independent and have the ability to take action. These actions are most effective as a leader when they are used to help the citizens under this leadership. Authoritative leadership is effective in some circumstances, however, for the most part, collaborative leadership is the strongest way to lead because at times it is necessary to exercise control, power and fear in order to maintain decency and respect. This claim can be supported by Macbeth, The Five Similarities between Leadership and Parenting excerpt, Plato, and the Leviathan excerpt.

Perhaps more so than any other profession, nursing has been described as a caring profession and defined by an ethos of care. When asked why they entered the profession, many nurses will respond that they simply love caring for people. However, nursing has also struggled for legitimacy and respect over the years and sometimes resisted being solely defined as a caring vocation. Particularly, nursing leaders have struggled to merge caring and evidence-based practice as they

SELF DIRECTED TEAMS- Ralph Stayer article focuses on goals, viewpoints, frameworks, actions, and learning, and the performance as the key to organizational success, in addition, to leader 's responsibility to establish the state of creating outstanding performance that serves both members and company interest. Reflection: To "influence what people expect, and you influence how people perform" (Stayer, p. 301). My associates work as a team without a formative managerial structure. We incorporate rules and guidelines for tasks, knowing what each member brings to the table, and when problems arise, we solve them collectively. We thrive on our principles, values and our mission, which defines the purpose, and meaning of our existence. That includes,

One of our assigned mentors was Anita Despues-Watson at LA Care Health Plan. Anita works as a director, within the provider network management department. As the director of this department, Anita worked to manage contracting different medical groups/networks to LA Care. She discussed with us the inner workings of her position at LA Care and what she has done in the past. It was evident, through her job experience and current management position. Not only did she hold management positions within LA Care, she had leadership qualities that were discussed in our theory class. These leadership qualities include the ability to “empower others, maximizes workforce effectiveness, and implements planned change for improvement within a system” (Marquis & Huston, 2015).

Team leadership encompasses many things. It may seem like a simple and small task, but in a real sense, it is complex and comes with responsibilities, and commonly, it determines the success of any team or a group. However, the value of teamwork should not be overemphasized considering that all organizations need individuals and personnel who are willing to share ideas, listen to others and contribute to the problem solving of any given group or a company. Team leaders should have the ability, authority, and power to analyze data and information with a team of people with a common aim and objective as well as issues. The leader should understand the dynamic patterns, the connections and relations between paramount factors in these objectives, aims and issues that help in the analysis process. On the same note, a team leader should be efficient and effective in the provision of guidance, instructions, direction and leadership to his or her team for

Helen Keller once said, “Alone we can do so little; together we can do so much.” This quote means that collaboration can lead to a more effective and productive society, rather than working alone and having a much less productive society. Is it better to have a more successful society or less successful society? The answer is obvious. Collaborative leadership is clearly much better than authoritative leadership. Authoritative leadership is less effective than collaborative leadership because fear and power create anarchy and dissent, while respect and decency create a harmonious society. This claim can be supported by Hobbes, Macbeth, and Plato.

We are experts in dealing with getting our imported products in the hand of customers directly. The teamwork in the workplace is essential to the success of business. When the team work together, we understand the strength and weakness of each team member. It mainly depends on the team leader in dividing up the tasks and getting things done by through the qualified members. Delegation of responsibilities has been practising in each team. Human Resource Department recruits the potential employees and trains the staffs to engage their commitment in achieving targets. The well-trained and competent work group and team carry out and complete the sales target that is set weekly/ monthly by management that is tailored to generate more revenue.

Distributed leadership is one form of leadership. It highlights leadership as an emergent property of a group networking of interacting individuals. The concept of distributed leadership has swept through the theory and practice of educational leadership. It has become the theory of choice for many (Lumby, 2013). It is a very dominant type of leadership. Distributed leadership’s attraction in education lies in its potential to bring about school improvement (Harris, 2007).

Frequently referred to as a managerial approach to leadership, the transactional leadership style is centered on improving efficiencies within an organization or team (McShane & Von Glinow, 2015). Leaders practicing the transactional approach focus on the details of the step by step processes and workflows using a reward and punishment system to encourage workgroup production (Dartey-Baah, 2015). As errors and inconsistent results are part of the expected norm, transactional leaders succumb to the belief that employees require ongoing monitoring and supervision to ensure compliance with the expected work practices. When used with an experienced high performing staff, the constant supervision and punitive nature of the transactional leadership style can be counterproductive, causing a decrease in production and satisfaction among some groups. In contrast, when used with newly formed production units, the transactional style has been known to improve employee engagement and response (Breevaart et al., 2014).