Being a manager at HealthPort in Providence Hospital, it is important that I stay on top of things to keep my employees, patients, as well as the hospital satisfied. Due to the fact that I am over Client Service Representatives, my main goal is to oversee the accuracy of getting the patient fully discharged from the hospital’s hands and getting everything transferred over to both them and their insurance companies in order to assure that their financials are covered from their visit or extended stay within the hospital.
The first theory that I would chose to manage the Client Service Representatives at HealthPort is the Path-goal theory. The path-goal theory is a theory is one that describes how leadership effectiveness in influenced by the interaction between four leadership styles and a variety of contingency factors (Kinicki, Angelo, Fugate, M., 2011 p. 372). This type of theory focuses on employee characteristics and environmental factors which lessens the hassle of the employee’s satisfaction when it comes down to making progress. Each employee employed at HealthPort has some type of medical background but different types of experience from the particular areas in which they originated from. Considering that the path-goal theory is made up of a number of leadership styles, it gives the employees an actual chance of staying within their comfort zone in order get their work done rather than sticking to one particular method which may make their job a bit difficult.
The second theory that I would chose to manage the Client Service Representatives at HealthPort would be the Behavior Styles Theory. The Behavior Styles Theory is one that reveals that there is no one best style of leadership (Kinicki, Angelo, Fugate, M., 2011 p. 370). This type of theory implies that the leadership styles may depend on the situation at hand. There is not a particular type of leadership to work from. This is essential for those working as a Client Service Representative due to the fact that there is always room for progress within HealthPort, therefor if an employee wanted a higher position there will be a leadership style in place to better their skills to get them where they need to be in order to move to the next level and get them prepared for the line of work ahead of them.
As a manager, I would definitely anticipate needing different leadership methods according to ages, races, national origin, cultures, genders, educational backgrounds, or job types of the Client Service Representative. As I mentioned above, each individuals that works within HealthPort has some type of medical background but not everyone has the same experience. With that being said, it is sometimes best that the employees are given options as to how they are willing to or are able to take in the information needed to get their jobs done. For example, HealthPort doesn’t require an actual degree in the field of healthcare, they only require experience pertaining to the medical field and be 18 years of age (HealthPort, 2016). Since this is true there are individuals arriving who has obtained an actual degree concentrated around the work that they’re going to be doing, and on the other hand there are individuals who are arriving straight out of high school with only some type of volunteer experience. Of course the two individuals are on two different levels are far as their understanding of their experience on things, so the numerous leadership methods will give those who lack knowledge about the system a better chance to progress just as well as those who came into the role with a degree. Another example is the level of progression each employee is looking to reach. For instance a lot of individuals are coming in for a job looking to get experience for another job without the intentions of actually staying with the company, others are on the job starting off in an entry level position looking to build their way up within the company this causes the need of different types of leaderships because one has to get prepared to progress to the next level when the other is comfortable staying in the entry level positon.
I was a volunteer in my county memorial hospital for around roughly 5-6 years, the manager that I worked under gave individuals a chance to experience as much as we could being a student in order to prepare us for our near future. She opened doors for students which gave them a look at what all the medical field actually consisted of instead of just having to read about it on paper and being undecided on what there really is to do within a job title. Her style of management was very flexible because she gave all of her students a chance to float around in different departments to get a better understanding of what everyone does. This was a successful style of management because it offered limitless experience and gave everyone a look on the inside of things.
The leadership theory that I would recommend for my previous boss would have to be the Leader-Member Exchange Model. The reason I would recommend this type of leadership model is due to the fact that my former boss would give us the opportunity to be satisfied within a department that we really liked, while still being able to effectively do her job being over the volunteer program. She built a relationship with her volunteers both young and old, and opened the door for opportunity in which a lot of individuals are not fortunate to have. Complications on the job were kept to a minimum when volunteer students came in because they were able to move around to different areas to find one that they felt and would work their best in. My suggested theory differs from the manager’s current leadership style due to the fact that she doesn’t actually follow any type of leadership style, she just does what suits her volunteers as well as her. I prefer the Leader-Member Exchange Model over not having a type of leadership style because it gives some type of formation to what it is that her job consists of. This also officially presents her with a leadership style, which may help the program grow and her become more successful at what she does.
References
Kinicki, Angelo, Fugate, M. (10/2011). Organizational Behavior: Key Concepts, Skills & Best Practices, 5th Edition. [VitalSource Bookshelf Online]. Retrieved from https://digitalbookshelf.southuniversity.edu/#/books/0077623762/
CIOX Health | Health Information Management. (2016). Retrieved March 19, 2016, from http://www.cioxhealth.com/
Volunteer Opportunities. (n.d.). Retrieved March 19, 2016, from http://www.newberryhospital.org/volunteer/opportunities
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