Organization Leadership Model
Leadership model for merging entitiesThe best form of leadership model is transformational leadership. The model is relevant because there are many circumstances to be considered during the merger since both hospitals comprise of multiple hospital units and specialty clinics. Also, the leader needs to ensure suggestions are heard since the root of both systems is different to ensure both entities have an equal chance. The purpose of merging is for an economic benefit such as increasing market share, improving profit, and also provide a favorable competitive environment. Transformational leadership is a leadership model that embraces teamwork to create a vision through inspiration, to identify needed change, and to execute the change through committed team members. It is a new leadership approach that focuses on creating a positive change among its members, impacting positively on the performance of the merging hospitals. To merge simply mean two organization coming together to create one new organization. James MacGregor Burns first introduced the model, and later, Bernard M. Bass expanded the original idea. The transformational leadership model is the best model, where two organizations merge. It comprises different elements that help to address all staff’s inclusivity, focusing on skills, knowledge, and organization capability. To begin with, the first element, we have intellectual stimulation whereby transformational leaders encourage all staff to explore new opportunities and a new way of doing things. It is of great importance during the merging of two organizations since it helps remove the differences in terms of the root system by giving all members an equal opportunity to contribute despite the difference in system origin. The second element is individualized consideration, which implies giving support and encouragement to all members and recognizing each member’s contribution through keeping the lines of communication open to all members. It is essential because it helps to listen to every staff suggestion and to communicate all relevant information for a satisfactory decision leaving every member satisfied eliminating doubts. Then there is inspirational motivation, which enhances equal motivation and passion through clear goals and vision. It is vital since it helps to address any uncertainty in the organization (Fischer, 2016). Finally, idealized influence where the leader serves as a role model, and members internalizes the leaders’ ideals. It is essential since it helps develop a common culture in the organization to achieve the organization’s goals. Therefore transformational leadership is the best model for merging organizations to address all the barriers.
- Vision and mission redirection steps
The first step I would take to redirect the new emerging entity vision and mission is to redefine the merged organization culture. Redefining the culture enables one to encourage specific behavior change to align with the new entity objectives. The two organizations had different unique cultures before merging; therefore, redefining the culture helps redirect the vision and mission of the merged organization, through knowing how to set new values, expected goals, and vision. Secondly is making the culture redefinition detailed and linked to specific actions, which involves establishing standard operation procedures helping to set long term goals and objectives. The third is involvement and engagement. It entails frequent communication and engagement of every member on the new entity; Therefore keeping every member on the same page (Bryson, 2018). Then there is giving the vision and mission life through expanding it from each organization to one shared vision and mission. It entails developing a common shared interest by all members to work in achieving the future goal of the organization and have a shared vision of the organization. Finally is a collaborative implementation of the new entity goals and objectives. The implementation includes putting to work every strategy and intervention geared toward the success of the organization.
References
Bryson, J. M. (2018). Strategic planning for public and nonprofit organizations: A guide to strengthening and sustaining organizational achievement. John Wiley & Sons.
Fischer, S. A. (2016). Transformational leadership in nursing: a concept analysis. Journal of advanced nursing, 72(11), 2644-2653.