Strategic Analysis and Leadership Interventions

Strategic Analysis and Leadership Interventions



Based on the case analysis, it is very clear that the writer’s ex-nursing supervisor was a very authoritative leader, who majorly believed in accomplishment more than the welfares of the workers. His failure to attend and care for the needs as well as the concerns of his staff tells it all. According to the case analysis, there is a good dynamic harmony within the workplace including all the staff members and the leader (Bustillos, 2012). When this harmony is overlooked by leaders like the narrator’s ex-nurse supervisor did, and then actual work is given more attention at the neglect of workers. As a result, the working environment develops an atmosphere of high stress. Considering the work issue identified in the case above, the issue is appropriate with the information professions leadership. This leadership model encompasses all the aspects of accomplishments in leadership, the people, as well as transformation aspects of leadership.

According to the national center for healthcare leadership (NCHL), the distinctions of healthcare managerial competencies are measured through accomplishment, people and transformation levels under that leadership. Information professions leadership model list these competencies as the primary concerns for development as well as better healthcare provisions among health professionals. Through transformation arm, this model provides for the elements of vision, energy, and change process stimulation that join together various health stakeholders surrounding the management (Bustillos, 2012). Accomplishment arm of the model provides for the translating aspects of the visions and strategies into the real optimal organizational performance. The model also advocates for the creation of the organizational culture that motivates workers by valuing their contribution to the success of the organization. Clinically, creation of a working environment that values employees’ background as well as providing them with an energizing environment, as opposed to the narrator’s ex-supervisor’s case, is the key of better performances and success. Leaders should provide should, as included in the model, understand his or her impact on the employees as well as improve the capabilities of everybody.

It is pretty clear from the case that the narrator’s ex-supervisor needed to learn some transformative techniques in her or his style of leadership. The information professions leadership model would help him realize that the ability to understand a situation, a problem or an issue within an organization is one of the transformative steps of a leader towards the success and sustained service deliveries (Michael & Jean, 2006). Yes it is true that service delivery is measured by achievements and accomplishments. However, these accomplishments and achievements depend on the level of inputs of the employees. This model is also supported by equity theory by John Adams that states that employees will perform highly or poorly when they are motivated or less motivated. Notably, he argues that employees become more or less motivated based on the degree or level by which they feel and believe they are being treated equitably by those around them, especially leaders. The aspects of demoralizing employees by the narrator’s ex-supervisor, although within his context of accomplishments, made most of the workers felt their efforts were not rewarded appropriately thus negative relationship between the supervisor and the workers like the narrator existed.

Real accomplishments in an organization according to the information professions leadership model are based on the leadership communication perfections, organizational awareness, accountability, leadership change, as well as collaboration in the management. Passing the relevant information downwards to the workers and being accountable to the standards of performance are effective and just one aspect of transformative leadership (Michael & Jean, 2006). However, having the ability to identify real decisions and creating awareness of the organization through understanding the relationship of the different stakeholders make the transformative aspect of the model complete. Health professionals such as nurses depend on a transformative and collaborative leader in order to deliver effectively and feel appreciated at the same time. Out of their potential, when they are fully motivated, many lives can be saved as opposed to when they are demoralized like the narrator seemed to have been demoralized by his ex-supervisor who personalized his leadership and thus became very authoritative. Therefore, nurses need a more of democratic leadership, a leadership that believes in worker motivation and knows that workers seek autonomy and opportunities to prove their worth (Tomey, 2009). They also need leaders who are considerate and share the responsibilities with their followers. This is the leadership style advocated by the information professions leadership model.

The other model applicable in this case is the curriculum model. This model outlines the intersection between the management leadership and the information science addressing the curriculum. It also integrates different disciplines which are generally semi-organized towards political contexts. The model has a chronological contextual illustration of history, current frameworks, as well as potential changes within an organization. A health center, just like any other organization, has its historical, current, and future visions that require aspects of logical and strategic arrangements (Bustillos, 2012). The model also illustrates principles of leadership at the local, regional, national, as well as global levels of performances. In the same, every organization subscribe to some social and ethical responsibilities to the society. Nurses too have some social responsibilities and their impacts to the organization and the health institution are subjects to the society as well. Finally, the curriculum model relates to the perspectives of other theories and practical stakeholders.

Nursing according to Tomey (2009), is one of the professions that require high levels of criticality, intelligence, strength, compassion, as well as flexibility. In the modern world, nurses of today value their time and contribution at work and thus require a collaborative, vibrant, transformative, and involving leadership. Their work levels are measured in terms of the patients’ inflows out of their effectiveness. Under the circumstances of the case analyzed of the narrator, the following interventions are necessary in order to make the nurses very motivated and involved.

Choosing the leadership style that is the most appropriate to nurses – the responsibility of health management is to provide quality patients care with the utmost urgency, respect, and a timely manner. This responsibility requires a more transformative and collaborative leadership style.

Describing the major tenet of each leadership style – In this case, it is realized that democratic leadership motivate workers very well and give them opportunity to prove themselves.

Explaining how leadership style applies to the situation – In this case, leaders should treat suggestions and opinions with the utmost attention they deserve.

Explaining the advantages of the leadership style adopted – Leadership style like information professions leadership style provides and harmonious leadership necessary for the situation.

Explain the disadvantages of the leadership styles – Information professions leadership style is more applicable in organizations with vertical management. This is more suitable for the nurses in situations like this (Tomey, 2009).

Embracing workplace cultural diversity – Where independent of one’s cultural background, his views, or opinion are not subjected to his cultural beliefs or orientation.

The leadership style employed should advocate for gender equality – Both men and women within the working environment should be accorded equal privileges, opportunities, and remunerations.


Bustillos, M.A. (2012). When Healthcare Reimbursement is Tied to Patient Outcomes and Satisfaction. Retrieved from:

Michael, W & Jean, G. (2006). Nurse or Nurse Leader? Leadership Challenges in Building Healthcare Organizations. The Business Review, Cambridge; 6 (2).

Simmons College Graduate School of Library and Information Science. (2006). Managerial Leadership in the Information Professions. National Center for Healthcare Leadership.

Tomey, A.M. (2009). Guide to nursing management and leadership. St Louis, MO: Mosby Elsevier.

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