Kate Cooper Case Essay

Green Meadows Hospital is sweetly constructed community hospital possess by Southern Hospitals Corporation. Kate Cooper was precise excited when she got a new position at Green Meadows as a Manager of Adult Services. They started hiring mountain and were getting ready to open the hospital. However, things did not go well as they planned and wanted to. Therefore, Kate had to resign. The whackinggest problem that I see in this was their unorganized concern skills and communications skills. They should have more prepared since they were new hospital and related to hoi pollois lives but from the beginning, it seemed like they did not think that it was a big of deal and on the nose went it the flow.Communications at Green Meadows Hospital is more likely virtuoso expression communication. It started out with 2 way communication mystify somehow, but it ended up having just one way communication model. At first, Alan seemed like he understood Kates situation and encouraged her wit h her getting higher education and seemed like he was going to be a strong supporter. However, it didnt re every last(predicate)y sound out. It was always him giving her too untold work when level she told him that she does not think that she freighter handle all the responsibilities and works due to her duties and school. Also, There were never really clear communication or/and understanding among Doug, Alan, and Kate.2 way communication model would have fixed their problems. Even though one way communication is a lot easier and faster, victimisation 2 way communication is more accurate, can make fewer mistakes, and leave behind have fewer problems. They could have asked questions to each other, clack about concerns, and even make suggestions or modifications if they needed to. That would have helped them to understand each other, information that they should know about, and what is being communicated. This could have help them to share information effectively and the squad could have performed better.I would have to say that Doug and Alan both have the SIL style of between S1 and S2. They both are somewhat directing and coaching at the aforementioned(prenominal) time. They seem like they are seeing to their followers but the result shows us that they didnt really. At first he seemed like he was very encouraging and supporting his followers and he turned out to be very egotistic and self-centered leader. To be a S3 or S4 leaders, they need to listen to their followers more since they are working with their patients directly and might know better than them. However, decisions were never made with the followers, rather the leaders made most of the decisions and just announced it. On the other hand, Kate is in the level of D2. She has had some experiences as a charge nurse and a house supervisor.Kate has some relevant skills with the new position but since she was new to this position and to the hospital, she needed some help from her leaders. I woul d say Peter is in the level of D4. He just knew what he was doing and seemed like very confidence 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 making decisions followers can 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 perform better.First guess is expectancy theory. If people put their effort into something and they perform to get the result. Between putting effort and performing they think that their effort will mak e them to resonate their goals. Also between their performance and outcome, they expect specific result. Maslows Need Hierarchy is the next theory. People have to have the low level of need 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 exchangeable to Maslows theory but slightly different. It has three sets of needs existence, relatedness, and growth. Unlike Maslows law ERG theory states that several different needs can be done 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 balk 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 wait for one thing to get done and go onto another. At the hospital they work with people. They should applaud each other, not just respect the le aders but withal leaders should respect the followers. And also they should have relationship that includes all the employees and share their thoughts, discuss problems together, and try to find the solutions together. And people need some kind 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 unprofessionally and unconnectedly. No body was really getting on well. b. Fear of Conflicts They should have worked as a team but see ms like to me they were just working as an individual. They didnt respect each other, didnt sustentation about each other, and ignore some issues that they were having. They didnt really try to fix problems but just coered 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 lack 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 well and resulted in Alan overstepping Dougs positions. e. Inattention to results Because of all of the above, it got to t he point 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 continue 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 most needed solution is communication.Communication is always important in any kind of situation. If they start communicatin g as a team, having regular meetings that will build 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 caper, 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.