Organization and Leader Analysis

The agency prides it’s self on it equal opportunity standards as well as its internal culture to promote staff based on their qualifications and technical skills without bias or favoritism. The Objectives The organization currently has four objectives, health protection and promotion, financial and business excellence, service to customers and community, and workforce development. To meet the organization’s objectives, the director and board members disseminated the objectives into smaller goals that would be met through the collaboration of all departments.

Health protection and promotion focused on prevention, reduction of chronic disease morbidity and mortality, improving maternal and child health, and lastly assure a community prepared for all hazards. Financial and business excellence focused on improving efficiency and effectiveness, maximizing funding to accomplish the public health mission, promoting a culture of organizational excellence, and optimizing communication. Service to customers and community focused on promoting an integrated public health system and assuring access to essential public health services.

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The last objective is workforce development and the focus is to attract, recruit, and retain a competent workforce while ensuring partnerships, systems, and processes to support the future workforce. All four objectives are evaluated early to ensure they are being met, and that the organization is up to par with state, federal and local mandates. Every year there is a departmental review to analyze each objective, by breaking down objectives for each department the organization is able to utilize all its resources and ensure each member is a part of the organization’s success.

There are timeliness that put into place to meet these objectives, as well as smart objectives for each individual employee. Leadership Practice Visionary The director of the PACED is an exemplary leader who believes she can make a difference by inspiring a shared vision. She believes that by creating an image of what the organization can become, employees will be inspired to work towards the organization’s mission while maintaining the vision.

The director consistently inspires her employees by giving herself to the community and the needs of her employees. On a weekly basis the director sends out newsletters via email to all Health Department staff providing information on educational tools that will be beneficial to the employee’s career development; she includes inspiring quotes to lift the spirits of her employees by doing so she has strengthened the trust between the employees and the organization.

The director’s vision is clear and purposeful; her goal is to strengthen the relationship between the community, partners, the organization and the employees. She has set goals for herself and encourages each staff to set personal goals as well as work related goals that will improve organizational productivity. She believes in her staff and motivates them to believe in themselves. Renee Harness wrote in an article that “challenging times like these are the most difficult in which to lead.

However, in this environment, it is even more critical that leaders inspire people to give their best” (Harness, 2015). Achievement drive, desire to excel As the healthcare industry experience constant changes its sometimes difficult to manage a healthcare organization, however the leader of the PACED believes in challenging the process. She is constantly seeking out innovative ways to improve the organization; she has created new programs, eradicated old ones, created teams and challenged each new team to bring something new to the organization.

In the past the health department depended on customers to come to them, recently the health department as established a new outreach program in which employees’ ventures out in the community and provide educational services, dental service and even immunization services. This new program has not only improved the health of the county, but has also reduced the number of patients that seeks care at the health center, because of that the director was able to see a reduction in spending by the clinics.

The director was one of the first Health department directors to introduce a clinic within a local high school for high impact teenagers providing, immunization, birth control, and HIVE testing. The director challenges the staff every year to completing the employee satisfaction survey, a survey that helps the organization determine the quality of work life the staff has with the organization.

She sets a goal of 100 percent and provides and incentive to each department that secures the 100 on the survey, in order to achieve said goal, monthly managers meetings are held where each manager has the opportunity to discuss issues in their departments that may prevent them from achieving their goal. Recently the director challenged the department of epidemiology to create a program that ill track how employees use their time, and how the community will receive test results.

The new program created a challenged, but in the end was nominated by the state for bringing innovation to the health department during a time when state and local agency face budget cutbacks and staff layoffs. The PACED was the first to use technology in providing the public with test results, and now other counties are looking into adopting that service. Desire to lead The leader of the PACED believes in one TEAM, teamwork, Excellence, accountability and motivation, she enables others to act, and to be accountable for the work they contribute to the organization.

The director requires each department to have quarterly symposiums to educate, strengthen, and motivate each employee. She encourages middle managers to develop a level of trust within their own department so that staff feels comfortable being at work. In 2014 she charged each department manager to create smart objectives for themselves and each of their employees, at the end of 2014 each employee had 4 smart objectives that needed to be met, and after the first evaluation since the smart objective each employee has seen an increase in their performance.

The overall performance for the organization has increased over 10 percent in only one quarter. Leadership effect on culture The foundation of the organization are built on the mission and vision of the Florida Department of Health. The day-to-day operations of the organization is built on the idea of protecting promoting, and improving the health of all people in Florida through integrated state, county, and community efforts.

The culture of this organization is an integrated culture with the workforce being made up Of a very diverse population, employees are able to bring their win ideas and opinions to the organization knowing their opinions will be valued. The current leadership has provided the appropriate tools to managers so they can empower staff in both managerial and non-managerial position to function in their capacity.

One culture of this organization is to have staff being held accountable for their own work, by providing each staff with a job description they are made aware of what is required of them, each staff is evaluated yearly to show their strengths and weakness they are given the appropriate tools to assist them in areas they need improving. The PACED open door policy allows employees to feel comfortable discussing both professional and personal issues with managers, each employee’s opinion are valued and most often included in upper management discussions.

Decision making is a collaborative effort by the staff that will be directly affected by the decision; middle managers use a review process to ensure the decisions are in the best interest of the organization. Major decisions are made by upper management and relayed to middle manager who then passes decisions down to operations staff. Titles are of significance n this organization, employees are paid by their title however it’s their qualification and skills that gives employees their titles.

Customer service is another important trait Of this organization; it is the tool that drives the organization and its employees. The current leadership believes in motivation, the executive boards and director encourages managers to provide support to their staff, and be a beacon of hope when things get tough. This organization has withstood the test of time because of the dedicated efforts by the department’s executive leadership team and quality nuncio; in a time when so many other health departments are laying off employees PACED has not experienced any layoffs in over 5 years.

This is solely due to the organizational culture that believed in cutting cost and reducing spending in other areas that doesn’t require an employee losing his/ her job. Ovid Insolence and Ion Verboten said “Organizational culture resides in all the values, beliefs, aspirations, expectations and behaviors shaped over time in each organization within it and the prevailing conditions its functionality and performance directly and indirectly” ( Trestle, 2014).

SOOT Analysis Strengths Community partnership is essential to public health, especially with divisions such as communicable diseases, maternal and child health, and early childhood education which are major parts of the PACED. The agency has been able to substantially maintain a strong partnership relationship with the community, through educational tools and community meetings. The agency has partnered with many agencies across the county; these partnerships enable the health department to be more efficient in delivering quality healthcare.

In 201 3 the Healthcare district of Palm Beach County collaborated tit the agency to take over the women’s health and primary care departments that allows the agency reserve much of its resources. Technology has changed the way organizations operate, the use of technology has eliminated long wait time, human error, postage mail dependency and the PACED have been able to keep up effectively with the use of technology. The agency currently operates out of 11 buildings all of which are connected through a network.

The agency has been able to improve how it delivers services to the community and improved the work life of its employees. The agency continuously works on strengthening its genealogy department and providing continuing education in information technology because “Improvement in productivity is due not only to technology, but also to how it’s integrated into the organization’s” (Again & dragon). Weaknesses Communication Effective Communication continues to be a weakness in the organization despite the great efforts of the leadership team, in providing the necessary resources needed for communication to be effective.

Division such communicant blew disease suffers the most because of their busy daily schedules, keeping them in the community more than in the office where hey are able to check and respond to emails. Communication is important for the day to day operation of a healthy organization; however the breakdown of communication continues to cause a negative consequence for this organization. The poor communication from operational managers makes it difficult for non-managerial staff to perform their jobs efficiently, resulting in lower performance.

A vertical communication failure directly affects the organization finances and performance, because ignoring upward and/or downward communication that flows among every employee means that critical input from staff could be missed. Ambiguity and meanings also play a role in the breakdown of communication because employees often forget that people apply different meanings to different words. The failure to communicate effectively has negatively affected the organization, however with the continuous work towards building stronger communication efforts the organization will see growth.

Workforce issues The workforce is one factor that seems to be the most challenging weakness for the organization. The workforce is affected not only by internal factors raises, benefits, and rewards, but also external factors such as the economy, intention, non-qualified applicant and not enough applicants. In the past, due to the state’s budget cuts the agency had been forced to reduce its workforce resulting in massive layoffs resulting in an organizational change which affected productivity and employee’s health due to higher levels of stress.

The agency has not laid off any employee recently, but many positions had to be eliminated as well as combining positions with existing ones resulting in staff being over worked and under paid. Workforce issues are sometimes driven by changes in the market, or legislative actions, the increase in competition for skilled staff sometimes require management to require new staffing strategies resulting in spending by the organization to provide training, benefit packages, and salaries. The workforce needs constant development and training because of grant funding, state regulations, and healthcare changes.

Opportunities Technology Technology has evolved over the last century, so much so that data is now being stored in the cloud, floppy disk is a thing of the past and medical records are no longer stored in file cabinets. Technology has created an opportunity for public health agencies deliver faster, more reliable health arrives to the community. Employees work life is more comfortable and stress-free especially with the use of new office soft;are, tablets and smartness, wife connection to laptop computers.

The use of technology has created a more secure way of keeping patient files through electronic health records, and not only does it provides security it allows easier access among healthcare providers to share information. The introduction of new technology is an innovative way for this organization to keep up with the times and be ready for the changes within the way health care is provided. Funding Opportunity for new revenue streams to support the core functions of public health is welcomed by the organization.

Agencies such as the CDC, NIH, and Healthcare district all provide new revenue streamline by which this organization could benefit. The ability for the organization to allocate funds through a fee scale system would offset the cost to run the organization and reduce the deficit or reduce the chances of dipping into reserves. The joint opportunities with community partners such as Compass, Found care, The Jerome Golden outreach center, and the local churches, all provide an opportunity to allocate new funding source.

Threats The organization relies primarily on government funding and grants in order to provide the quality of services it provides to the community, however with budget cutbacks and a slowly growing economy funding has become a threat to the organization. After the last fiscal budget the organization’s saw a 5 million budget cut, and is expected to continue seeing slight cuts to programs that is essential to the organization productivity.

Despite numerous negations, there seems to be no concrete resolution to these cuts. The agency has had to cut back on the type of services it provides, as well as the mount of training that is provided to employees. In January of 2015 the director has charged each department to seek out ways to reduce budget spending, whether it means recycling paper, or powering down computers at the close of business day as long as there is a reduction in the amount of funding that is needed to operate the organization.

Funding is an external environment that has been negatively affecting the organization’s ability to efficiently provide services to the community. Administration Having a strong leader is important, but so is having dedicated and knowledgeable people around, poor management decisions are always a wreath to an organization, I. E. : lack of motivation, poor leadership skills, not knowing the culture, and poor communication skills. Project management and manage by objective come into play, lack of planning and not giving clear directives could lead to disaster.

Management should be motivated enough to want the organization to grow internally and externally, but without proper management it will be near impossible for that to happen. A mismanaged administration will result in poor performance that will eventually spill over to customers if not handled immediately. In recent years, staff has suffered buses by middle managers for years and it went unnoticed by the organization, the abuse resulted in poor performance, but still no one noticed, it was due to poor leadership skills that allowed for such a misfortune.

Leadership Evaluation Strengths of the Leader “Transformation leadership is the ability to bring about innovation and change by creating an inspiring vision, shaping values, building relationships, and providing meaning for followers” (Daft, 2014). This leadership theory is the most widely researched leadership style, which involves leaders influencing their followers through idealized influence, inspirational titivation, intellectual stimulation and individualized consideration (Coacher, 2014).

To be idealized means that the leader acts in such a way that he/she is perceived by followers as an ideal role model, this type of person can involuntarily motivate followers to succeed, or follow in the footsteps of that leader. An inspirational motivation involves the way in which the leader communicates their vision to the team; the way the leader brings across a message to his/her team can shape how the follower perceive the leader. TO encourage independent and creative thinking allows the followers to use their intellect, this is called intellectual stimulation.

And lastly seeing people has individuals and caring and supporting each individual personal developmental needs proves that a transformational leader builds relationships with his/her followers. Inspirational Motivation The leader of the PACED has the ability to encourage positive work attitudes as well as increase performance by influencing followers through monopolizing meaning. She is able to do so by giving a new focus to the way things have been done in the past and creates images and meanings that provide a focus for new attentions (Piccolo, 2006).

She changes followers’ ways of thinking by changing prevailing wisdom and create a new point of reference for followers to understand their day-to-day functions. This leadership strength has positively impacted the organization that employees who were once board with their jobs, now has a new perspective on their role in the organization and has the drive to want to exceed expectations. Individualize consideration The ability to listen to employees and understand their individual needs to perform their jobs is a valuable strength, one that is about building trust and lasting relationships in the workplace.

The leader shows great compassion in each of her followers and believes that if she led by example, then other managers will follow suite which will result in a dynamic organization. The leader understands that no two employees is the same and cannot be treated the same, she is a mentor to her employees and listens to their needs, because of that, the organization has seen a positive growth in employees as well as higher performance and better customer service because of the leadership style of the director (Coacher, 2014).

Intellectual Stimulation adhering is not about being a one man team, it’s about getting everyone involved in the process, a transformational leader uses the intellectual stimulation characteristic to get others thinking. Employees are able to brainstorm as a group to identify creative and innovative ideas, that will be reviewed and be a part of the organization’s decision making process. The BACH’S leader understands that many of her employees are proven critical thinkers that have the ability to apply their critical thinking skills to provide solutions to problems the organization may have (Piccolo, 2006).

Weaknesses of the Leader Misuse of risk As a transformational leader the director believes in taking risks, she is able to SE her charisma to act as a form of role model for the organization and as a result her employees respect her, and they may feel compelled to accomplish tasks with a lot of determination. As a leader the director feels the need to accept the risk of her employees, however excessive risk can become disruptive and possibly detrimental to the entire organization.

A transformational leader can become carried away by the idea that without taking risk the organization cannot grow, however the leader must also realize that she is accountable for not just herself but the people she leads, Hereford she should act responsibly at all times regardless of the organization’s situation. Loss of Inspiration Transformational leaders, create an environment for employees to work towards a shared vision. E/she inspire their followers by leading with great enthusiasm, leadership style such as that tends to inspire the employees to work towards a goal, however unreasonable deadlines with long hours tends to burn employees out. The clinic centers are prime examples of where this happens, the staff there is expected to work for ten hours each day, providing services to hundreds of customers per day, with minimal staffing and very a ere unreasonable amount of time for each client. The staff starts to become tired and less motivated to work or even Stay with the organization, as a result the organization faces a workforce threat.

Overemphasis of individuals Transformational leaders are mentors to the organization’s teams so they can work together to get the job done, however a transformational leader also provide individualized leadership. The leader considers individual employees’ needs and acts on those needs; he/she will offer her employee the opportunity to develop their career through training, internships, or even furthering their education. The problem with that is a leader, can overemphasized on one employee and not balance those same opportunities to everyone else, which can be seen as favoritism.

A leader must always be committed to offer diversity and not offer preferences to certain individuals, as that type of practice could be detrimental to employee’s career growth and the organization on a whole. Best Practices To become an effective leader, one must know what they are doing and should constantly be evaluating and comparing his/her own achievements and processes with other great leaders in their field of business. It is critical or that leader to search for best practices and methods and subsequently internalize them into his/her own way of getting things done (Doris, 2008).

Emphasize continuous skills upgrading The leader Of the Organization should place emphasis on continuous skills upgrading as one of her best practices, this does not only include wage incentives, but also providing an opportunity for training and retraining for all employees not only a few. This type of best practice is important for the overall organizational development because the more skills its employees possess are the more efficient and effective the organization will be to both he consumer and stakeholders. The leader should expect to see improvement in low performing areas and a more efficient customer service.

As healthcare providers each employee should be knowledgeable with the changes in the system and be ready to take on the challenges that come with the profession. Communicate continuously with employees Continuous communication between leaders and followers is an important best practice that should be adopted into every workplace, but especially one that provides direct service to the community. Communication should not just be something one does occasionally but something that is a part of the organization’s culture.

Continuous communication is a consistent application of information flowing from one level of the organization to the next, to bring awareness to each member of the team. This best practice is an important recommendation because the goal is to build the organizations team, keep the team and increase knowledge.