HCA 615 What would be an effective communication plan at this point to address the discontent among the employees?

HCA 615 What would be an effective communication plan at this point to address the discontent among the employees?

HCA 615 What would be an effective communication plan at this point to address the discontent among the employees?

As a female in this example they should definitely manage the relationships in an all male group because the women ar elooked upon as not as smart as men. In most health care fields men are in the majority and are generally looked upon as the more stronger, smarter sex. We know that to not be true as recently women are making a resurgence in all facets of health care becoming nurses, doctors, lawyers, even president in some countries. If a woman is in charge and they are the only female in the group among males women should be careful not to step on any toes because already the men are looking down on her as why does she have this position and what did she do to get it.

As a male I dont think a woman should act differently if managing me because it should not matter what sex you are but as long as you can do the job respectfully and with utter confidence there should be no issue. It depends on who the man is and if they are secure in not havinbg an isue with a female supervisor. Some men may try and take advantage of and play games with their female supervisor if they want to get them in trouble and get them out of the job so a guy can get the same job.

I feel Dr Gerbering telling her experience of discrimination and how she overcame it made it more likely she did not manage the male management team well. What I mean is that she didn’t take into consideration how men would take it such drastic moves during a time when all was going well and no calamity was taking place that was on a global scale. Dr Gerbering should have followed the poll she took and realized that it was not going to be a popular move among staff and when you have staff not fully in on working hard the business and work ethic will suffer. The biggest losers are the people in the surrounding communities who relied on the job/business to keep them safe and to provide a positive outlook.

To address the concerns of the remaining staff who didn’t resign Dr Gerbering should have a meeting and make it an open forum. In that forum all employees who have somethign to say whether negative or positive should be free to speak without any repricussions. Dr Gering should also have experts/pundits that agree with her moves to shrink the departments and have them try and sway the crowd to her way of thinking. You may not get all the staff to believe in the process but if you get a majority that is always a good starting point.

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“Similarly, most stereotypes would have us believe that female leaders excel at “nurturing” competencies such as

HCA 615 What would be an effective communication plan at this point to address the discontent among the employees
HCA 615 What would be an effective communication plan at this point to address the discontent among the employees

developing others and building relationships, and many might put exhibiting integrity and engaging in self-development in that category as well. And in all four cases our data concurred — women did score higher than men.

But the women’s advantages were not at all confined to traditionally women’s strengths. In fact at every level, more women were rated by their peers, their bosses, their direct reports, and their other associates as better overall leaders than their male counterparts — and the higher the level, the wider that gap grows (see chart; click on the image to view a larger chart):

Specifically, at all levels, women are rated higher in fully 12 of the 16 competencies that go into outstanding leadership. And two of the traits where women outscored men to the highest degree — taking initiative and driving for results — have long been thought of as particularly male strengths. As it happened, men outscored women significantly on only one management competence in this survey — the ability to develop a strategic perspective (see chart; click on the image to view a larger chart).” (Zenger, Folkman, et al 2012)

Zenger, Jack; Folkman, Joseph (2012, 15 Mar) Are Women Better Leaders than Men? Retrieved from https://hbr.org/2012/03/a-study-in-leadership-women-do

 

More women are earning college degrees and entering the workforce, yet woman only make up 4% of the CEO’s in fortune 500 companies, and  17% of Congress (Simon, 2016).

Despite these statistics, a leader wether male or female, should always stay true to themselves regardless of who they lead. It should not matter if you are leading all men, woman, Caucasians or African Americans.  However, adjusting your communication style to meet people where they are at should always be a part of a leader’s toolbox.  It is important that a leader is cognizant of their teams’ cultural beliefs, and the world views that drive their behaviors. Understanding these things about their team allows the leader the ability to connect with her team in a way that drives engagement and organizational performance.  Therefore, a good leader is constantly adjusting their communication approach.  This is not to say they are changing who they are at their core.  It is to say they understand the idiosyncrasies of their team and the best way to work with them.  If a woman has an all-male leadership team, like any other team she should learn what matters to the team and to the individuals that make up the team. A senior management team will have different goals, and the leader will never meet each team members expectations, but they can create a shared vision (Burke & Freidman, 2011).  In the case example the two male directors that left, did so because they felt the focus of the organization was moving away from scientific inquiry (Burke & Freidman, 2011).  The question becomes was this due to an inherent bias that women are not as adept in science, feeding into Dr. Gerberding’s experience or was it because they felt the reorganization would take precedent over research.

Dr. Gerberding’s experience in the past may have influenced how she led.  She may have felt that she needed to prove herself as a leader and a female scientist. Especially with a team of all-male leaders reporting to her.  However, as the leader I would put the onus on her to understand those biases in herself and come to the table with a clear vision for her team. As the leader she needs to model the behaviors she expects from her team. If she came in making sweeping changes with out buy in from her team or creating a clear vision the team will come to their own conclusions as to what those changes could mean.

If I were in Dr. Gerberding’s position, I would regroup before rolling out the reorganization. It appears her team does not feel it aligns with their mission, they are worried about their jobs, and they simply don’t understand the need for the change.  Per the survey the employees took, she has not done a good job of getting buy-in for the reorganization. It would serve her well to assess her team, from senior leaders to front line staff. She should spend some time listening to their concerns. This could be done via town halls with individual teams or departments.  She needs a better feel for her current culture before she makes big changes. And she needs to include them in the change.

 

Burke, R. E., & Friedman, L. H. (2011). Essentials of Management and Leadership in Public Health. Retrieved from http://gcumedia.com/digital-resources/jonesandbartlett/2011/essentials-of-management-and-leadership-in-public-health_ebook_1e.php

Simon, C. (2016). Men still dominate the top; adjusting everyday norms could prompt change, analysts say. The Harvard Gazette. Retrieved from https://news.harvard.edu/gazette/story/2016/03/the-costs-of-inequality-for-women-progress-until-they-get-near-power/