Essential Theories of Motivation and Leadership, Essay Example

Charismatic Leadership: Application of Principles in Actual Scenario

Being a manager requires one to be a good leader (Hersey, et al, 2008). Given the chance to manage at least 10 to 12 individuals in a healthcare directed workforce requires that the manger not only be attentive to protocol operations but also towards how each individual work towards the betterment of the whole team. As a charismatic leader, I do feel that the need to correlate with the people is an important part of my job. I do feel that with the connection I have with my teammates, I would be able to help them realize their value in the organization and how their work helps a lot in determining the goals of the institution in serving the needs of the public. In the presentation below, I shall outline some of the basic operations I shall take into account as I intend to lead 10 to 12 employees as they engage in regular medical procedures that would address the healthcare needs of the public or the community we are aiming to serve.

Day 1:

Dissemination and Orientation of basic procedures and operations:

In this phase of my duties, I aim to help my teammates realize the importance of every single protocol we have to follow as part of the operational competence we have to handle. For instance, this would include a distinct presentation on how taking medical data from the patients should be handled in a competent and accurate manner. I shall also disseminate with the members of the team some of the most basic points of consideration they have to know of especially the policies they have to follow while operating in the organization.

Completing this duty during the first day is necessary and essential for the smooth transition of operations in the days, weeks and months of operations to come. It will make it easier for the employees to find a way to become more considerate about the way they treat each other and the way the treat the patients accordingly (Hersey, et al, 2008).

Day 2:

Presentation of Basic Operations based on Actual Application

Considering that the team would be undergoing actual operations already, the second-day task would be dependent on overseeing how the team members would actually apply what they have learned during the first day of orientation. Challenging the capacity of each individual to apply basic practice of good patient service should be given attention to through a motivational approach rather than reprimand-system (Miner, 2005). Being a strict leader, I also make sure that my connection with my team as a leader is vivid and clear to them especially through the reward options I am giving in relation how they work they way through recognition.

Day 3:

Overseeing Actual Operations with Lower Supervision

Letting the teammates work on their own should be a gradual process. It should never be assumed that the new workers would get what they have to do during the first try.  Giving them a leeway to improve themselves and the way they handle their responsibilities shall give them time to see to it that they work well (Miner, 2005). With lower supervision, their actual work could be seen directly as well as to how well they apply what they have learned during the past two days. Still implying careful application of rewards system, good performers during the third day would be given a specific point of recognition that they deserve.

Day 4:

Development of operations based from Past two days of principles and policies application

During the fourth day, the team members shall be guided accordingly as to what they were good at and what they need to improve on. This brief discussion during the beginning of the day shall provide them a clear understanding on how they are likely to develop their work for the day.

Day 5:

Discussion of important points and orientation on what else needs to be done in future operations

For the fifth and final day of operation, at the end of the day, the team members shall be oriented with what they have accomplished during the first week. They shall be presented with a chart of development and improvement that they have completed and what else needs to be done. Giving them an ideal pattern of development they could use for the upcoming days of operation, I, as the leader, shall set the proper pattern of operation for them to follow.

Overall, the different schedule of tasks I have set for myself to follow as the leader of the team shall provide me and my mates with the proper capacity to hold on to our promise of serving the public with the healthcare services they are in need of. With proper motivation and assistance, the team members I am working with are expected to become more competent in completing their duties as time passes and they become more affectively connected to their jobs.

References

Hersey, Paul; Blanchard, Ken; Johnson, D. (2008). Management of Organizational Behavior: Leading Human Resources (9th ed.). Upper Saddle River, NJ: Pearson Education.

Miner, J. B. (2005). Organizational Behavior: Behavior 1: Essential Theories of Motivation and Leadership. Armonk: M. E. Sharpe.