Healthcare

INSTRUCTIONS

In addition to your initial post, make sure your reply to at least two of your peers and use at least 3 different citations and references in your responses with one of your citations being included in your initial post.

RESPONSE 1

Employees do not need to be micromanaged when performing their assigned duties. Instead, they can be assigned a project and a deadline, and will motivate themselves to complete their tasks. Leaders can use this time to foster a culture of collaboration and community, allowing their employees to flourish and creating an environment where employees want to come to work (TEDx Talks, 2016). Switching the mindset from managing to leading and trusting employees to get their work done can help improve productivity. An example can be found at the start of the COVID-19 pandemic, where millions quickly shifted from an office setting to full time remote work. Many expected productivity to tank during this timeframe, as employees could not be monitored like they could in an office, however studies have shown that organizational performance improved significantly when management provides sufficient support for remote workers (Chatterjee et al, 2022). Employees who like their jobs will not want to lose them, and will not need to have someone breathing down their neck in order to finish their tasks. By focusing on promoting a healthy and happy work environment, leaders can ensure that they reach maximum productivity. Obviously, this way of thinking will not work with all employees, which is why some monitoring is needed. If an employee is not completing their work within the deadline, adjustments will need to be made. These adjustments do not need to be punishments, but rather changes that help an employee get their work done. An employee who is working from home may be too distracted, so having them change the room they work in or switch to a hybrid schedule may help. In general, the pandemic has proven that employees can be trusted to finish their work in a timely manner regardless of the work setting. Leaders should focus on giving their staff the tools they need to be successful, and the staff will repay them with strong work outcomes.

RESPONSE 2

After watching the Tedx talk, I agree with the speaker's assertion, where even before watching this video, I have always applied this to my own life. It is essential to achieve what you want out of life and what is needed to make that progress if it matters to you. Knowing why you do what you do helps you in the journey even more significantly and helps to keep you on the path (Scape, 2022). You may not understand the why all the time; however, the actions can sometimes make you feel lost and stuck, where you may have to change the plan you set forth or start over again. The loss of valuable resources such as time, money, time, and labor can have its downside.

                It is biology, the power of why. Understanding how our brain rationalizes decisions can influence our emotions as well. Situations require us to reassess our emotions before making decisions, big and small. The saying "do not make permanent decisions on temporary emotions." Motivators come from internal and external sources, which helps you think about your results. Manipulation and power may help to increase the following in companies where people may be afraid of being terminated more than motivated by the company's ideals (Folkman, 2013). Although I agree with having outstanding leadership with values embedded in their followers, this cannot be the only factor to explain why people do anything they do

                Some followers are born great leaders due to their relating to a person's values. It is less critical to a leader than the why, which is why a great leader can inspire action. Inspiration personally from a great leader helps you remember the philosophy given that made an I pact on an individual. An ideal leader impacts their followers and can make a difference in highlighting the value of people and what they can do.