SLP 2 Healthcare Leadership Problems and Remedial Action Plans - Research Paper Example

The high level of power that is established by the type of leadership leads to the supervisors overworking staff in the institution where human resource is scarce. The weakness has been identified as a demoralizing factor to the organization’s staff and has broken the link between staff members and supervisors to an extent that some staff does not report their problems to supervisors because of the strained relationship. Another leadership problem that is realized through the organization’s management structure is the extensiveness of its management.

The management is extensive in the sense that it incorporates even external stakeholders in its decision-making processes while having a wide management team for leadership is expensive and requires a lot of time in decision-making. Remedial action plan for the weaknesses One of the remedial action plan for the organization’s leadership weaknesses is a transition from its current leadership style that more transactional to a transformational leadership style. This may be achieved through either training the existing leaders to exhibit transformational leadership style as opposed to transactional leadership style that is more authoritarian, or changing the organization’s leaders for people with demonstrated transformational leadership qualities.

The remedial plan will ensure a group of leaders who are dedicated to influencing staff members into actions rather than forcing them into actions. It also involves empowering every personnel towards leadership abilities and self-reliance functionality. Implementing the change will also facilitate cohesion among workers due to a developed culture of strong relations between supervisors and the organization’s staff members (Rousel, 2006). Another possible remedial initiative is to change the organization’s management structure to a small management team that comprises of professionals in core managerial areas.

This will change the top leadership from a comprehensive structure that includes even external stakeholders who may not have any form of leadership or managerial competence. The new team will ensure quality leadership and management of the organization. Developing a level of independence between the organization’s leadership team and its external stakeholders also has the ability to develop a balanced team with required skills and qualities for running the hospital. This is because the current system may harbor external stakeholders, because of their interest, at the expense of the organization’s leadership and management.

A streamlined leadership will also induce investors’ confidence to attract more investors besides facilitating faster decision-making processes (Longenecker, Petty, Palich and Moore, 2009). Required resources for successful implementation of the action plan The scope of the remedial action plan identifies a number of resources that will be necessary for restructuring the hospital’s leadership. One of the resources is human resource that is applicable from two perspectives. A new set of leaders may be required to replace the old ones in order to develop the proposed leadership style.

Similarly, human resource may