Solution
Robert answered on
Dec 22 2021
DIFFERENT MANAGEMENT STYLES
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An examination of differences in employee disciplinary practices adopted by male and female managers in Acute Health Care Hospitals
Table of Contents
Chapter 1: Introduction
3
Statement of the Problem:
3
Research Hypothesis Statements:
5
Purpose of the Study:
5
Design and Procedure:
5
Significance of the Study:
6
Limitations of the Study:
7
Definitions of Terms:
7
Summary of Chapter:
8
Chapter 2: Review of Literature
9
Purpose of the Review:
10
Types of Managerial Styles adopted by Managers in Health care Industry:
10
Difference in the managerial styles in terms of gender to discipline employees’ acute health care industry:
12
Implications of differences in managerial styles to manage discipline in acute health care industry:
13
Chapter 3: Methodology
15
Research Design:
15
Variables:
15
Hypothesis:
16
Instrument:
17
Participants and Sample:
17
Data Collection:
18
Data Analysis:
18
Ethical Considerations:
19
References
21
Background of the study
The U.S. health care industry is vast. Understanding the basics of this industry how large it is, how it’s organized, what the various health sectors are remains key to making sense of an industry that affects the lives of all people living in the United States. One of the largest enterprises in the United States, the health care industry represents over 15 percent of all goods and services produced in the country. The primary providers of health services are health care organizations (HCOs). HCOs seek to maximize the efficiency and cost-effectiveness of health care by combining organizations into coordinated units. The entire health care industry is intended to promote and protect the health and well-being of the U.S. population. However, how and when people access health care, as well as the factors influencing the availability of care, impact the overall health status of the nation.
The health care system in the United States is a combination of public and private services. It is the only health care system of the industrialized nations that is not a public system with all of its citizens provided basic health care coverage. The cu
ent estimates are that 1 of every 5 citizens does not have health insurance coverage. This lack of coverage challenges all aspects of the industry. Four main issues face health care today, driving one of the largest industries in the nation: cost, access, quality, and safety.
The “system” of health care used to be comprised of the physician, the nurse, the hospital, and the insurance plan, which was either private or public. Today the system is extremely complex and involves an ever-expanding continuum of care with new technology, new medications, new techniques, new sites for services. Some argue that with the lack of integration of services in the public sector, the private sector, and public/private sector, no true health care system exists in the United States.
The Health care industry is sensitive and human-oriented because of the involvement of different aspects of human behavior. There are several factors which affect the practices of people in this industry such as unpredictability, uncertainty, high cost, involvement of technology, differences in need of each activity, and operations (Heilmann, 2010, p. 135). It is crucial to understand the need of different management styles in the acute health care industry in terms of gender and disciplining employees. Differences in management style, due to differences in the personalities of males and females are noted to have direct and indirect effect on the organizational practices and employees behavior. These differences also affect management style in the health care industry to ensure discipline among employees.
Conflict refers the disagreement between two people on some issue, event or behavior. A conflict can crop up within an organization whenever two people with diverse view interact with each other. Conflict arises due to misunderstanding that exaggerates the disagreement to a great extent. It is defined as a process in which a particular situation gives rise to the perception in the minds of one party, of negatively being affected or opposed by another party. A conflict can arise because of many reasons such as, differences in the interests, i.e. the interest of one is surpassed for the fulfillment of another, differences in the value system such as the inherent cultural or religious background opinion clashes. In an organization the major reason for conflict at the managerial level is the differences in the leadership and managerial styles. Clashes in the attitudes, personality traits, perception can be detrimental for the success of the organization.
For instance, in an organization, job is ca
ied out in groups or teams, in such a case it is essential to cooperate with each other, so that the goal goals lead to organizational goals. But many a times it is witnessed that the working styles of the members in the team may differ. This difference gives rise to conflicts in the team, hampering the performance, harmony and productivity of the organization on the whole. If an employee is very efficient in his working, presents all the reports and researches on time, and follows a task oriented approach, i.e. focusing on the task that is assigned to him, and considers it as a measure of success and performance. On the other hand, an employee who follows a participative, people oriented work style i.e. involving every other employee in the team, having a view of them in every decision and following a collective approach, may generate a ground of conflict for the same. As the two approaches of managing the team are totally different, and this difference in opinion of the members give rise to inter personal conflicts in the team.
Conflict is considered as the interaction of interdependent people who perceive a disagreement about goals, aims, and values, and who see the other party as potentially interfering with the realization of these goals. When there are conflicting thoughts and ideas then there are the issues in conflict interaction. When there are specific goals of interaction in that case conflict occurs. As working in a team there are different goals and set of options in that case, it might lead to conflict interaction.
Conflicts in the management team would have a severe impact for the stakeholder. Both environmental, and personality aspects are integrated into the health care industry to manage conflicts and indiscipline (Leah, 2005, p. 215). According to Kottler and Carlson (2009), management style of individual affect different factors such as traits, personality, situation, group approaches, perception as well as industry types and culture.
Statement of the Problem
In the acute health care industry, it is imperative that health care organizations have highly trained and supportive nursing staff. Employees have to work in various kinds of environments under different management styles so that they can improve their patient care services and ensure to maintain discipline. Although the differences in management styles due to gender differences have been observed by several authors, it is still a controversial issue for the industry to understand the implication of differences in management style and gender for employee discipline. The focus of this study will be in two hospitals of Bakersfield California to examine the differences of employee disciplinary practices between male and female managers within Acute Health Care Hospitals.
According to the available literature and data, attention to the issue of management style in terms of gender and its impact on disciplining employees has not been explored in depth. (Shadare & Chidi, 2011; Melero, 2004; Paton 2002). Powell and Graves (2003) explain that the “sex of the personalities who hold leadership positions should be of little concern. What should matter is how individuals, male and female, respond to the demands of the particular leader role that they occupy. The sex of leaders makes an emphatic difference to others” (p. 151). Management literature has been filled with the ongoing debate of whether female and male managers use different leadership styles. The supporters of difference in leadership styles between women and men include several writers of trade books who have drawn on their personal experience in organizations as well as informal surveys and interviews of managers (Eagly & Johannesen-Schmidt, 2001). These writers have claimed that the leadership styles of women and men are different, emphasizing that women leaders are less hierarchical, very cooperative, collaborative, and oriented to enhancing the self worth of others (Book, 2000; Helgesen, 1990; Rosener, 1995). Research has investigated the relationship between gender, management style and conflict resolution. Several studies have focused on management and leadership style of individuals in terms of job satisfaction, conflict resolution and labor relationship (Shadare & Chidi, 2011; Melero, 2004; Paton 2002).
Research Questions
1. What are the frequently used management styles adopted by managers in
health care industry? ...