There have been several changes in the Saint Louis Medical Clinic (SLMC) management. The new CEO will have to determine and implement various management styles in the clinic to make it more efficient. The organization structure will have to be redefined so as to come up with the best management team than the previous structures. The new CEO will use powers assigned to him to enable the SLMC to attain the set goals.
There are seven powers and strategies that the new CEO can implement or use. Through these powers, the CEO can be able to: reward power as obtained by the extrinsic and intrinsic motivation (Nicklin & Ford, 2014). In this strategy, subjects are supposed and expected to be loyal and devoted to the leader in charge. Secondly, the CEO will be able to punish the badly behaved subjects and the ones who misconduct in the clinic. Thirdly, the new CEO will have the legitimate power to control the hospital and make several changes in his capacity. Fourthly, the CEO can be able to promote his subjects when they perform well or improve from their previous performances. He or she will be able to reward workers depending on their abilities and their hard work in service delivery. The CEO will have power and mandate to extend charisma to the needy and deserving people on behalf of the hospital (Gittell, 2016). Finally, he or she will be able to convey some information that is necessary for the juniors to know and keep the confidential information confidential. The transactional theory of leadership is involved with various activities. It utilizes manipulation and oppression using the power assigned. This is not likely to benefit the hospital as most of the hospital goals are long-term but are required to keep valid (Meuser & Liden, 2014). The use of power to punish or reward the hard-working personnel within the hospital is a vital thing applied in an attempt to fulfill the short-term goals of the hospital. The SLMC goals are attained and attempt to maintain a magnet status. These goals often require a change in the culture of the institution through the motivation and punishments assigned to the leader. The hospital management requires a leader that can be able to extend the hand of charisma to the suffering and be of help to them.
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