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Revising Organizational Culture

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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



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...


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