Kate Cooper Case Essay

Green Meadows Hospital is newly constructed confederation hospital owned by Southern Hospitals Corporation. Kate Cooper was genuinely turned on(p) when she got a new seat at Green Meadows as a Manager of Adult Services. They started hiring race and were targetting ready to open the hospital. However, things did non go well as they planned and wanted to. Therefore, Kate had to resign. The biggest problem that I see in this was their unorganized management skills and dis forms skills. They should adopt more than prepared since they were new hospital and related to peoples lives nevertheless from the beginning, it beted corresponding they did not conceptualize that it was a big of deal and just went it the flow.Communications at Green Meadows Hospital is more desirely bingle way communication. It started out with 2 way communication movement somehow, notwithstanding it ended up having just one way communication model. At first, Alan seemed like he unders besidesd Kates situation and encouraged her with her getting higher education and seemed like he was going to be a strong supporter. However, it didnt re exclusivelyy work out. It was always him well-favored her too oftentimes work when even she told him that she does not think that she heap spread over all the responsibilities and works due to her duties and school. excessively, There were never sincerely receive communication or/and understanding among Doug, Alan, and Kate.2 way communication model would brace fixed their problems. Even though one way communication is a lot easier and faster, using 2 way communication is more accurate, keep bind fewer mistakes, and will watch fewer problems. They could encounter asked questions to individually other, talk close to concerns, and even make suggestions or modifications if they inevitable to. That would fork out helped them to understand distributively other, information that they should know around, and what is world commun icated. This could have help them to share information effectively and the team could have makeed better.I would have to say that Doug and Alan both have the SIL style of in the midst of S1 and S2. They both are somewhat directing and coaching at the same time. They seem like they are listening to their followers but the result shows us that they didnt rightfully. At first he seemed like he was really encouraging and supporting his followers and he turned out to be very selfish and self-centered courseer. To be a S3 or S4 leadership, they take in to listen to their followers more since they are working with their patients directly and readiness know better than them. However, decisions were never make with the followers, instead the leaders made most of the decisions and just announced it. On the other hand, Kate is in the take of D2. She has had some experiences as a charge nurse and a dwelling house supervisor.Kate has some relevant skills with the new position but since she was new to this position and to the hospital, she carryed some help from her leaders. I would say Peter is in the level of D4. He just knew what he was doing and seemed like very say-so of what he was doing but like Alan, he was very selfish, seemed like he always thought about himself first instead thinking about the team as a whole. To help Kate and Peter, they could change their leaderships to S3. I think S4 would be too much for everyone with this situation, but having 2 way communication, when reservation decisions followers privy be involved, but still the leaders can make the final decisions. Instead of Doug and Alan telling Kate and Peter what to do, they all can be involved and talk about what is going on at the hospital and talk about it to make it better or make a better decisions. Kate and Peter will more feel like they are important and will be more motivated and action better.First opening is sojournancy theory. If people put their essay into something and they perform to get the result. Between putting effort and performing they think that their effort will make them to attain their goals. Also between their performance and outcome, they expect specific result. Maslows Need Hierarchy is the contiguous theory. People have to have the low level of necessitate to have higher needs. Also once a need is satisfied, it is not a powerful motivator anymore. Third is Alderfers ERG Theory. This theory is somewhat similar to Maslows theory but slightly different. It has three sets of needs existence, relatedness, and growth. Unlike Maslows right ERG theory states that several different needs can be do at once and at the same time because they are all connected. This can either motivate or demotivate people.They should use ERG theory to go on managers like Kate from resigning. Environment like hospitals should have existence needs, relatedness needs, and growth needs at the same time. They do not have time to stay for one thing to get don e and go onto another. At the hospital they work with people. They should respect separately other, not just respect the leaders but also leaders should respect the followers. And also they should have affinity that includes all the employees and share their thoughts, discuss problems together, and try to find the solutions together. And people need some charitable of motivations to work better with other people, be productive, or perform better. These can happen all at once. However, Kate did not get any respect from her co-worker or her leaders and also did not have any motivations. Alan just kept pushing her to the edge. He did not even ask her opinion and told her what to do. Again, there was no communication between them and that was the main problem that they had.a. Absence of Trust At first, they trust each other, but as time goes by, they didnt really talk about the problems. They didnt even try to help each other out. They didnt talk about when Alan behaved unprofession ally and inappropriately. No body was really getting on well. b. Fear of Conflicts They should have worked as a team but seems like to me they were just working as an individual. They didnt respect each other, didnt care about each other, and ignore some issues that they were having. They didnt really try to fix problems but just covered up when they should have talked about Alans behavior or Peter taking Kates orientation dates.c. Lack of Commitment Since they dont trust each other, dont respect each other, it led them to have neglect of commitment. No body really knew what they were really doing. Everyone was on their owns. There were no priorities, no directions, and had same problems over and over again Kate having too much responsibilities and work). d. Avoidance of Accountability Alan always gave Kate way too much work that she cannot even handle them. Alan and Dough were supposed to be communicating each other and lead them team but even they did not really communicate w ell and resulted in Alan overstepping Dougs positions. e. Inattention to results Because of all of the above, it got to the pip where Kate was told that she had to quit school. This clearly shows how Alans leadership style and ethics were very wrong.I would say, right now they are in the Storming stage. It is the stage when hostilities and conflicts arise, and people jockey for positions of power and status. They cant go on to the next stage that is Norming stage if they cant solve the problems. Peter and Alan being selfish and having a self-centered leadership, having no communication among the team members, giving too much work and all the responsibilities to one manager, leaders unprofessional/inappropriate behavior should be all solved for them to overlay to the Norming stage. At Norming stage, the team members share their ideas, thought, goals, and develop closer relationship, which will lead them to perform better, and success as a whole. For Green Meadows Hospital, the mos t necessary solution is communication.Communication is always important in any kind of situation. If they start communicating as a team, having regular meetings that will set up their trust. Trust is also important factor but with out communication, it cant be built. The leaders should have a heart for the company, should be able to motivate their followers, and should have right ethics. Leaders should not have any deception, fear, pride, or greed. Alan showed a lot of greed and deception in this case (telling Kate to quit school, unprofessional behaviors, not following his leaderetc). Of course it is important to have great leadership skills but without a heart, they will have no followers. To have faithful, committed followers, then leaders should do it first.