Unveiling the Philosophy, Style, and Organizational Dynamics of Hackensack Meridian Health - Essay Sample

Introducion

Hackensack Meridian upholds brand value objectives and works towards satisfying its mission and vision statement. The healthcare facility objectives state that the company's brand must be fully represented by the people representing it. Therefore, to achieve a relevant, likable, and innovative brand, the company focuses on developing methods in the central organization to exceed customers' expectations. Since healthcare deals with offering care on patients, the company believes that every daily interaction must be unique to impact lives positively. The paper focuses on leadership style and philosophy for the Hackensack Meridian Health organization.

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Leadership Style

Based on its mission and vision statement, the leadership style exercised within the organization is transformational leadership. In transformational leadership, the core values employed include employee empowerment, mentorship, and collaboration. As stated earlier, the organization upholds a strong culture of working as a team to achieve the organizational goals rather than individual input. Employees are, therefore, empowered to become better individuals by maximizing the interaction with clients and provide unique services to retain the company's brand. As observed in the organizational culture, all members are actively involved in reaching corporate goals (Adero, 2020). Having the same ideologies is an essential aspect in healthcare facility since it promotes making a critical decision which only aims at improving outcome rather than offering a one-time solution. Opposed to other leadership styles such as the coercive style, transformational leadership ensures all the employees are motivated continuously since all individual ideas are valuable instead of a case where employees are mandated to adhere to specific set directives (Adero, 2020). The general output of the employees is determined by how well a given organization considers individual effort and whether members have any source of motivation. In the coercive form of leadership, all members are subjected to defined rules hence little instances of personal information.

Leadership Philosophy

Hackensack Meridian Health center practices transformational leadership philosophy. All the leaders work with their respective team members to create a vision and promote change. They always dedicate themselves to assisting their employees' aspiration to accomplish change with committed tandem group members. The transformational leadership philosophy used can be related to a full-range leadership model since it focuses on group welfare and satisfaction rather than setting rules which might confine member's innovation (Leclerc, 2020). The organization leaders serve an example by developing organization culture and expect the team members to performed beyond the perceived capabilities. The employees within the healthcare facility are, therefore, motivated to achieve remarkable and unexpected results. Each worker within the organization has autonomy on a certain job as well as personal perception and ideas hence actively participate in deciding once training has been done. The company is, therefore, able to induce a positive change to the whole subjects, thus achieving a collective organizational change. Leaders within the organization act as the reference for the entire workforce by embracing individualized consideration, intellectual stimulation, idealized influence, and inspirational motivations ((Leclerc, 2020).

Transformational leadership helps enhance followers and leaders to be aligned with an individualized task, which contributes to general performance. Each member develops a sense of identity hence working concerning the organizational needs rather than working to satisfy the leaders. By adopting a transformational leadership theory, the entire organization has established itself as a leading and motivating working environment where every individual counts. The leaders within the organization also flexible enough to adopt different conditions. They are also able to uphold a healthy inspiration, self-management, and share collective consciousness while leading a large employee group.

Leadership Quality

Based on the leadership style and leadership theory described above, the company's CEO and top executive acts as servant leaders. The company leadership is based on a robust inspirational leadership where leaders lead by example. Servant leadership involves leaders being able to pinpoint the best individual interest rather than themselves. Servant leaders have vital attributes such as a sense of appreciation to others, able to teach, encourage, have self-affirmation in stewardship, and believe in trust and acts ad visionary for the people they lead (Campos-Moreira, 2020). When the defined leadership attributes are aligned, it can be discovered that the leaders in the healthcare organization are based on company vision while stressing on team performance. The company has been able to achieve comprehensive employee's performance improvement since leaders do not set rules for their subordinates to follow. Instead, the company believes that it is essential for every member to feel appreciated. The entire organization has recorded a close relationship and inter-dependence between the employees and the leaders, which have consequently contributed to high-quality services.

Merging Leader Philosophy with Organizational Design

Organizational design is a very important basic framework that helps to encompass and devising the organization's goals. A corporate design plan can be used as a blueprint that describes the internal activities and how they react with the outside sources. When looking at the Hackensack Meridian Health Brand Center, it will give us a picture of its framework that will describe how the organization performs its operations and its leader's philosophy in governing the organization. Hackensack Meridian Health Brand Center is structured as a semi-formal business which is control through aboard.

The division of labor is mainly divided across all the board members. At the same time, the CEO is primarily responsible for developing various new methods of enhancing new drugs. Due to the different location of the sub-center of the organization, the complications that arise with the devising task is easily handled because most of the required operations, such as advertising, can be archived by while working remotely.

With a simple complexity, the organization advertisement can easily cover multiple locations, including most Southeast parts in the United States. When it comes to making decisions and choosing which path to take, the final call is provided from the main five board members because it is a centralized organization. The organization needs such a structure to be able to delegate action and authority.

Organization Purpose

Hackensack Meridian Health Brand Center's strategic intent can be categorized into two forms: The first form is to promote healthy lifestyle care and also provided economic empowerment to people of the community within. Before we define the purpose of the organization, we will first look at its mission and its main competitors. The main very important part of the organization's mission is the continuum of care. It develops acute care services and avails them in the appropriate locations to the communities.

Almost many health ventures share such acts. Still, for Hackensack Meridian Health Brand Center, its strategy is very simple: First, the organization brings more health care support to the communities through favorable locations and options to address the problems of health in the cities. The organization can archive this purpose through aggressive growth and expansion. The organization is currently maintaining a robust health care system in Ocean County and Monmouth. Still, it's planning to increase its operation area, mainly targeting the Southern Monmouth County and the Western Monmouth County.

Strategic Planning/ Organization Structure

The strategic planning mainly focuses on both internal and external influencers of the organization. In an organization, the strategic planning gives the formulated plan, how the program is executed, and the maintenance phases. Hackensack Meridian Health Brand Center targets most communities with health challenges and has low-income support for their medical bills. BY provision convenient medial health centers and services, the organization will get a higher competitive advantage against the health ventures that provide affordable services but in poor quality.

The organizational structure of Hackensack Meridian Health Brand Center is in a hierarchical format where two board members govern the office of Co-CEOS, then from the CEO's office, three-division are made. The first division is the Hospital division. The second division is the Human resource division, and the third division is the Population Health division. The Hospital division contains Physician Enterprise or research, Discovery and Innovations, and Academic Enterprise. Human resource has quality, strategy and marketing, corporate compliance, and Legal requirements.

The organization ensures all the company employees work collaboratively to achieve a common goal. The company has a unique transformational culture of "Together! Building Our Shared Culture of Transformation, Together!" Therefore, in everyday operations, every individual works to satisfy the organization's culture. By working as a team, the organization has been able to achieve most of its stated goals. The effort created by every single member participates in creating a shared culture healthy and vibrant enough to influence any potential worker. The company has an established brand that has been propagated even to other organizations.

Reference

Adero, F. (2020). Leadership Theories and the Desired Competencies of the 21st Century Organization Leader. International Journal of Business Management, Entrepreneurship and Innovation, 2(3), 16-35. https://journals.ijcab.org/journals/index.php/jbmed/article/view/115

Campos-Moreira, L. (2020). Making a Case for Culturally Humble Leadership Practices through a Culturally Responsive Leadership Framework. Human Service Organizations: Management, Leadership & Governance, 1-8. https://www.tandfonline.com/doi/abs/10.1080/23303131.2020.1822974?casa_token=a7hJhsIZSmMAAAAA:IHh28s98jw6MHcqTKEGThsc2nmmEV9hyfzgKZxSHRdtYI-KqDaxowRgN_SlmonAfNDMVTGUmK_nwn7TKgQ

Leclerc, L. (2020). HumanCentered Leadership in Healthcare: A Contemporary Nursing Leadership Theory Generated via Constructivist Grounded Theory. Journal of Nursing Management. https://onlinelibrary.wiley.com/doi/abs/10.1111/jonm.13154