Question.5215 - CASE STUDY ANALYSIS: Boldly Go: Character Drives Leadership at Providence HealthcareMGMT 6150Enable Others to ActCase Study AnalysisBoldly Go: Character Drives Leadership at Providence HealthcareCase Study Analysis InstructionsInstructionsBy the end of day (11:59 pm) Sunday (Mountain Standard or Mountain Daylight Time), submit a persuasive, well-constructed written case study analysis. The case study analysis should clearly state your position, include supporting evidence from the case study, and demonstrate your mastery of the material by appropriately applying concepts from the reading assignments. The case study analysis should be at least 600 words, but no more than 750 words, in length. Please include the word count as part of your written case study analysis. Use proper grammar, spelling and punctuation. Please include your name on the assignment.Grading of AssessmentGrading will be based upon the attached rubric. Refer to this grading rubric in preparing your case study analysis assignment.Please note that the grading rubric is divided into the following sections:Quality of Response (25 points)Application of Principles (50 points)Clearly Stated Course of Action (15 Points)Grammar, Spelling, Punctuation and Word Length (10 Points)Descriptions of each of these four sections are provided in the grading rubric.The written case study analysis will be worth a maximum of 100 points. Late assignments can be submitted up to one week after the due date and receive a maximum of 50% credit.Enable Others to Act Principles OverviewEnable Other to Act is The Fourth Practice of Exemplary Leadership from The Leadership Challenge by Kouzes and Posner, and includes the following two Commitments of Exemplary Leadership:(1) Foster Collaboration: Foster collaboration by building trust and facilitating relationships.Create a Climate of TrustInvest in trustBe the first to trustShow concern for othersShare knowledge and informationFacilitate RelationshipsDevelop cooperative goals and rolesSupport norms of reciprocityStructure projects to promote joint effortEncourage face-to-face and durable interactions(2) Strengthen Others: Strengthen others by increasing self-determination and developing competence.Enhance Self-DeterminationProvide choicesStructure jobs to offer latitudeFoster accountabilityDevelop Competence and ConfidenceEducate and share informationOrganize work to build competence and ownershipFoster self-confidenceCoachNote: the 15 principles underlined above are the principles you can choose from for purposes of your discussion and case study analysis. BackgroundThe president and CEO of Providence Healthcare needs to devise a plan to sustain positive change at the healthcare company. In just four years, she has led the organization through massive change and turnaround, from potential crisis to financial health and innovation. She now needs to consider how to integrate and embed the values that helped her drive change and foster collaboration, both at Providence and with its key partners. What more can she do to sustain positive change at Providence Healthcare through her values-based leadership and to win the support of key stakeholders well into the future? Much of the success thus far has depended on her values and character as a leader."Facilitating relationships is how leaders build a climate of trust in the team.""To collaborate, people have to be able to rely and depend on one another. They have to appreciate that they need each other to be most successful. To create conditions in which people know they can count on each other, a leader needs to develop cooperative goals and roles, support norms of reciprocity, structure projects to promote joint efforts, and encourage face-to-face interactions." "The Leadership Challenge" by James M. Kouzes and Barry Z. PosnerAssignmentUsing two (2) principles from the reading materials AND at least three (3) specific examples (courses of action) per principle to support your arguments, what should Josie Walsh do to use the principles from "Enable Others to Act" more effectively moving forward to sustain the momentum and build the future for her company? Make sure you support your arguments by integrating the reading material into the principles and the specific examples.(Please see 'Kirby's Guidelines and Tips for the Case Study Analysis' (in Module 1) for additional details on the structure of the Case Study Analysis, the application of principles, and the course of action (specific examples). Please do not restate or summarize the details of the case study, but instead focus on applying the principles from this module as explained in 'Kirby's Guidelines and Tips' and the assignment rubric below.)
Answer Below:
CASE xxxxx ANALYSIS xxxxxx Go xxxxxxxxx Drives xxxxxxxxxx at xxxxxxxxxx HealthcareSouthern xxxx University xxxx May xx IntroductionJosie xxxxxxx transformational xxxxxxxxxx has xxxxx Providence xxxxxxxxxx from xxx edge xx crisis xx renewed xxxxxxx financial xxxxxx and xxxxxxxxxx But xx keep xxx momentum xxxxx and xxxx in xxxxx the xxxxxx that xxxxxxx the xxxxxxxxxxxx through xxx turnaround xxxxxx application xx Enable xxxxxx to xxx from xxx Leadership xxxxxxxxx by xxxxxx and xxxxxx is xxxxxxxxx Kouzes xxxxxx Walsh xxxxxxxxxx may xxxx to xxxxxxx strengthen xxx fundamental xxxxxxxxxx behaviors xx building x resilient xxx values- xxxxx organization xxxxxx a xxxxxxx of xxxxx and xxxxxxx Competence xxx Confidence xxxxxxxxx Create x Climate xx TrustThe xxxx that xxxxx is xxx lifeblood xx collaboration xxx been xxx forth xx Kouzes xxx Posner xxxxxx Posner xxxxxx there xx trust xxxxxxxxxxxxx suffer xxxxxxxxxxxxx is xxxxxxxxxx and xxxxxxxxxx simply xxxxxx Walsh xxx undoubtedly xxx with xxxxxx and xxxxxxxxxxxx however xxxxxxxxxxx actions xxxx will xxxxxx constant xxxxxx of xxxxx are xxxxxx in xxxxx to xxxxxxx this xxxxxx of xxxxxx Be xxx First xx TrustWalsh xxxxx to xxxxxxxx the xxxxxxxx of xxxxxxxxxxxxx and xxxxxxxx For xxxxxxxx when xxxxxxxxxx future xxxxxxxxx planning xxxxxxxxxxx she xxxxxx begin xx stating xxxxx she xxxx gaps xx leadership xx performance xxxxxxx this xxxxx for xxxxx participation xxxx would xxxx that xxxxx is xxxxxx and xxxx being x leader xx not xxxxxxxxxx with xxxxx perfect xxxxxx and xxxxxx put xx this xxx Before xxxxxx others xx trust xxxx leaders xxxx demonstrate xxxxx in xxxxxx Kouzes xxxxxx Course xx Action xxxxx Knowledge xxx InformationThe xxxxxxxxxxx must xxxx in x transparent xxxxxx between xxxxxxxxxxx and xxxxx within xxxxxxxxxx Walsh xxxxx have xxxxx meet xx regular xxxxxxxxxxxxxxxx briefings xx provide xxxxxxx discuss xxxxxxxxxx and xxxxxxxxxxx lessons xxxxxxx this xxxxx not xxxx keep xxxxxx informed xxx it xxxxx foster xx environment xx psychological xxxxxx whereby xxx teams xxxxx feel xxxxxxxx in xxx broader xxxxxxx Kouzes xxxxxx Course xx Action xxxx Concern xxx OthersWalsh xxxxxx invest xx leadership xxxxxxxx beyond xxx performance xxxxxxx of xxxxxxxxxxx employees' xxxxxxxx and xxxxxx struggles xx embedding xxxxxxxx support xxx leadership xxxxxxxx into xxx management xxxxxxxx she xxxx reinforces xxxxxxx knowing xxxx people xxxxxx Kouzes xxxxxx It xxxxx breed x culture xx trust xxx allow xxxxxxxxx to xxxx risks xxx act xxxxxxxx in x supporting xxxxxxxxxxx Principle xxxxxxx Competence xxx ConfidenceThe xxxx of xxxxxxxxxx hinges xxx just xx Josie xxxxxxx persona xxx on xxx ability xx cultivate xxxxxxx at xxxxx level xxxxxx and xxxxxx explain xx enable xxxxxx leaders xxxx develop xxxxxxxx skills xxx foster xxxxx belief xx themselves xxxxxx Posner xxxxxx of xxxxxx Organize xxxx to xxxxx OwnershipRather xxxx assigning xxxxx to xxxxxxxxx with x strict xxx of xxxxxx instructions xxxxx ought xx delegate xxxxxxxx in xxxx a xxx that xxxx are xxxx to xxxxxxxxxx and xxxxxxxxx It xxxxx really xxxxx confidence xxx competence xx say xxxxxxxxxxxxxxx person xxxx assigned xx lead x system xxxx initiative xxxx enough xxxx to xxxxxx his xx her xxx goals xxx strategies xxxxxx Posner xxxxxx of xxxxxx Foster xxxxxxxxxxxxxxx through xxxxxxxxxxxxxxxx can xx integrated xxxx the xxxxx of xxxxxxxxxx development xx Walsh xxxxxxxxx these xxxxxxxxxx leaders-especially xxxxx outside xxx traditional xxxxxxxxx pipelines-is xxxxxxx so xxxx they xxxxx have xxx backing xxx perspective xx lead xxxx purpose xxxxxxxxx to xxxxxx and xxxxxx coaching xxxxxx both xxxxxxxxxx and x sense xx capability xx a xxxxxx Kouzes xxxxxx Course xx Action xxxxxxx and xxxxx InformationManagement xxxx now xxxxxxxx continuing xxxxxxxxxxxx development xx a xxx priority xxxxxxx constructs xxxxxxxxx workshops xxxx learning xxx peer xxxxxxxx circles xxx be xxxxxxx in xxxxxxxxxxx organizational xxxxxxxx and xxxxxx of xxxxxxx based xxxxxxxxxx across xxx departments xxxxxx Posner xx intentionally xxxxxxxxxx others xxxxx would xxxxxx reliance xx her xxxxxxxx leadership xxx create x legacy xx distributed xxxxxxxxxx reflecting xxx character xxx values xxxxxxxxxxxxxxx Walsh xxx demonstrated xxx role xx a xxxxxxxxxx leader xxxx a xxxxxx value xxxxxx For xxxxxxxxxx Healthcare xx flourish xxxx after xxxxx departure xxx must xxxxx the xxxxxxxxxx of xxxxxx Others xx Act xxxx further xxxxxxxxx she xxxx create x climate xx trust xxx developing xxxxxxxxxx and xxxxxxxxxx allowing xxx teams xx lead xxxx the xxxxxxxxxx and xxxxxxx Walsh xxxxxxx during xxx turnaround xx the xxxxx of xxxxxx andPosner xxxxxxxxxx is xxx about xxx It's xxxxx others xx she xxxxxxxx this xxxxxxxxxx the xxxx transformation xxx started xxxxx become xxx culture xxx others xx carry xxxxxxx Word xxxxx ReferencesM xxxxxx J x Posner x The xxxxxxxxxx challenge xxx to xxxx extraordinary xxxxxx happen xx organizationsMore Articles From MGMT 6150: Leadership
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