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Description
Recently
it was announced that two major hospital systems would be merging their
services into one entity. Both are comprised of multiple hospital units and
specialty clinics. While on the surface, this has been touted as an economical
move with substantial savings to both parties and the potential to solidify
their market share, there are as yet many barriers to overcome.
For instance, one system has its roots as a Catholic entity, while the other
began with its origins as a Jewish facility.
The medical staff is divided on whether the merger is good for patients and
their practices. Both groups of employees are understandably unsettled as it is
uncertain who of the senior administrative staff will remain. The
organizational culture of both institutions is also of major concern.
Given these circumstances, what form or model(s) of leadership would you
bring to bear? Describe in detail the steps you would take to redirect the
mission and vision of this new emerging entity.
Revising
Organizational Culture
Name
Institution/Affiliation
1.0
Introduction
Democratic
leadership as a suitable type of leadership
This is a type of leadership style that allows members of
a particular group to be more involved and participate in the decision-making
process. As such, everyone in an organization is entitled to participate,
exchange ideas freely, as well engage in discussions (Pothukuchi et al., 2002).
For that reason, this will prove to be the most suitable model of leadership to
oversee the process that involves the merging of the two hospital systems so
that to overcome the various organizational cultural differences. More so,
since one of the systems has its roots as a Catholic entity, while on the other
hand, the other system is majorly of Jewish origin. In addition, this kind of
leadership tends to focus and uphold equality as well as the free flow of
ideas, with the leaders being able to offer valuable guidance and control. For
that reason, this kind of leadership will prove to be good for patients.
Dalkir and Liebowitz (2011), asserts that under
Democratic leadership the democratic leader is charged with the responsibility
of deciding who gets to participate in decision making. As a result, this model
of leadership can be termed as effective thus leading to higher levels of
productivity, better input and enhanced morale (Pothukuchi et al., 2002).
Considering, the merging of the hospital systems is touted as an economical
move aimed at reducing operational costs and potentially solidifies the market
share enjoyed by the two entities. However, Democratic leadership possesses
some potential downsides, for instance, most of the roles remain unclear, with
this model of leadership leading to communication failures and unfinished
projects. Therefore, democratic leadership is most suitable when the parties
involved are skilled and ready to share knowledge.
2.0
Steps to successful mergers
Step
One: Creating a new entity
A merger is aimed at transforming two or more entities into a new or single organization as such the new organization will bear different organizational culture different from the either hospital systems. Therefore, executive, medical practitioners and all involved parties from both the hospital systems will need to work side-by-side thus changing each other thereby establishing a...
