Chin and Trimble (2015) explained that leaders in the health sector are generally focused on affordable healthcare, quality insurance, and reduced health care spending. More specifically the mission of a health organization is cost, quality, and access. Issues within healthcare in the 21st century has increased patient volume in hospitals or doctor’s offices. This can result in increased profits for healthcare organizations because the more frequent patients are visiting and screened for a plethora of testing, the health organization capitalizes at the patient’s expense. Furthermore, health organizational issues are ever-present with providers that target a healthier population. This means that those who do not have preexisting health conditions have lower premiums or deductibles. The Affordable Health Care Act released in 2010 was developed to help create a balance for everyone. This policy was developed to help protect all individuals and avoid discrimination against those with disabilities or other health-related issues and to provide accessible healthcare to everyone. While there are still issues with the U.S. healthcare system, there are some health providers and organizations that exhibit a caring leadership style to protect individuals. I do believe that this style of caring brings a humanistic approach to leading in the healthcare industry and over time, people can trust their healthcare system. I also believe that transparency is key for all populations.
Historically the corporate sector has focused on profits and losses. The leaders in this environment are performance and task-oriented. This type of leadership style has also received undertones of autocratic behaviors. In some cases like factories, this is well received because internal constituents appreciate the directives and clarity of knowing exactly what to do. In other cases, it has been less humanistic and consumer needs are forgotten about. In the 21st century, customer service, product availability, and quality are increasingly more important. Performance and task completion are still at the top of the leaders’ list, however, corporate leaders are taking on more of a diversity and inclusion perspective towards their leadership to better serve people from all backgrounds. Diversity enhances workplace teams for creativity. This mindset also produces social responsibility among companies. Corporate structures are learning to do business domestically and globally from a culturally competent approach (Chin & Trimble, 2015).
Higher Education Sector
Chin and Trimble (2015) found that higher education environments dedicate their mission to creating knowledge and training students to becoming contributing citizens in society. Educational institutions place a community-centered mission on diversity. Chin and Trimble (2015) stated: “Speaking from a feminist perspective, the primary defining trait of successful universities will be a nurturing institutional culture” (Chin & Trimble, 2015, p. 158). In higher education, there are 3 C’s to consider in diversity which are climate, composition, and curriculum. These speak to the campus environment, enrollment and recruitment regarding affirmative action, and diverse teaching from human experiences around the world. I think the authors explained it well and I agree with them that higher education leaders are mentors, they are advisors who provide a nurturing and supportive landscape for learning and development.
I feel that as leaders we identify bias by simply acknowledging first our own dispositions and then second being open to learning the viewpoints of others. We must identify what makes us the type of leaders that we are. Complete a self-analysis of where we stand on our beliefs and issues and then ask ourselves if we are open to the views and beliefs of others. Sometimes it is hard to understand the position of others because we are very deeply rooted in our own however having a global mindset can help reduce bias.
Chin, J. L. & Trimble, J. E. (2015). Diversity and leadership. Los Angeles, CA: Sage.
Question # 1
Leadership styles are said to be methods a leader uses for giving directions, fulfilling plans, motivating, and engaging people. According to Chin and Trimble (2015, p. 134). Paternalistic authority is an example of a leadership style. This leader gives out strong discipline and authority and expects for all workers to obey the commands and directives issued without asking questions (Chin & Trimble, 2015). Paternal leaders take a personal interest in the lives and well-being of the workers. This type of leadership is built on the premises of a family approach where the leader is viewed as a father figure and the workers are the family members. Another approach is the collaborative leadership style which recognizes the importance of intrapersonal relationship where leaders take on a less directive and a more participatory role. It is about a team approach and leaders acknowledge the input of their workers. Every member of the team works together for the success of the organization (Chin and Trimble, 2015). A collaborative leadership environment seeks to respect the culture, identities and skill set that each worker possesses. Then there is the transformational leadership which is influenced by the authority the leader has on the workers. The leader has a vision about and for the organization and inspires and labors with the workers to bring the vision into fruition. The outcome of this leadership style is usually very positive as both the leader and the workers consult with each other and action any activity that they deem useful for organizational success.
There are no one leadership style that is a better match or fit for an organization as today’s leaders are expected to mentor, support and coach their workers. They also ensure success by challenging the workers to think critically for themselves. The global workplace and force is now made up of a more diverse group of individuals and they want leaders to look at the organization as well as their personal needs.
Question # 2
Organizational bias is said to be a silent at times, unidentifiable and a difficult problem to correct. According to Chin and Trimble (2015) there is an unconscious bias to which individuals are unaware of and it happens automatically. For example, one bias is that people think and believe that men are better leaders and are more task oriented than women. To address bias in the workplace managers, have to implement strategies which include policies to address this and ensure that workers are aware of biases and measures to manage and correct same.
Chin, J. L. & Trimble, J. E. (2015). Diversity and leadership. Los Angeles, CA: Sage.
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