Leadership Evaluation代写 The paper evaluates the components of the leadership performance appraisal form for University Hospital, Newark, New Jersey.
The paper evaluates the components of the leadership performance appraisal form for University Hospital, Newark, New Jersey. The organizational structure of this hospital ran from the chief executive officer down to the support staffs (“University Hospital, Newark, NJ,” 2018). Through the philosophy of leadership evaluation and development, according to Le’Elef (2004), leadership can be learned. The hospital formulated a standardized technique to evaluate leadership competence.Leadership Evaluation代写**格式
In essence, the appraisal form constituted two parts, that is, executive competencies and performance goals. The executive competencies measured administrative competencies, leadership, and organizational and strategic competencies. Each one of these sub-categories has evaluation features of the leader related to it and the organization. They also have selection box to mark the presence of the feature to a specific leader or lack thereof. Each feature present in a leader is then given a rating which is later summed to give category score. The performance competencies, on the other hand, focus on the set goals for performance.Leadership Evaluation代写**格式
The executive is given a chance to list their performance goals with the most important ones given the priority (priority 1) to six. Each of these goals is valid for one year, but they can change given the dynamics of the organization or new responsibilities/roles assigned. Here the executive (the leader), has a chance to set his/her own goals which are SMART because the performance will be measured on them. The evaluation does also identify the development needs of the leader. The evaluator gives an opinion on the leader evaluated in the form to help in leadership development. Lastly, the leader is given an opportunity to offer an opinion in the evaluation criteria and how the leadership performance can be optimized.
The Gap in the Evaluation Leadership Evaluation代写
The appraisal form has achieved criteria for evaluating the hospital leadership effectiveness. However, it has not given much thought on assessing decision-making and critical thinking skills of its leaders. The two skills are necessary for any leader for the identification of problems and opportunities and plan for the course of action. A leader with these skills can maneuver the politics of the organization without getting neither distracted nor causing chaos. On the other hand, a critically thinking leader can negotiate and enter a deal regardless of the difficulties present.Leadership Evaluation代写**格式
The form also left another essential skill of resilience and change management skills. A leader ought to be an effective change manager. These skills help in among others accepting the positive changes in support services and programs, can change constructively, and communicate change. Good change management can respond efficiently to ideas. Therefore, skills should be evaluated for more understanding on organizational leadership and also to make improvement in performance and create efficiencies.
Comparisons Leadership Evaluation代写
As there is no perfect leadership assessment technique, many techniques are used to measure the progress made in leadership. However, there are best-recommended practices in leadership assessment which include the use of assessment tools synthetically, simulations, and questionnaire with employee participation. Although these techniques are recommended, there challenges which can make leadership development and evaluation ineffective (King & Nesbit, 2015). Real-time contacts and survey are used, unlike the performance appraisal form.Leadership Evaluation代写**格式
Use of Assessment Instruments Synthetically
The approach is important given that human beings are dynamic and therefore the need for holistic assessment is necessary. The approach is discussed by Richard (2010). He states the assessment uses different tools and methodologies to help the organizations have a comprehensive understanding of the organizational leadership and how it has been effective.
Simulation Techniques Leadership Evaluation代写
The technique is a traditional approach to leadership assessment and which is costly compared to the evaluation form. In practice, the leaders are observed in simulated exercises. It is conducted in a single location, with many leaders and observers working together. The leaders are put into multiple simulated situations for three to four days from where their behavior is observed. The method is effective as the leaders are observed in all aspects of leadership in different condition.Leadership Evaluation代写**格式
However, this approach to simulation is expensive to the organizations. Marilyn, David, and Mitchel (2008) expound on each of these techniques. From their work, the alternatives were developed the first one being the Telephone Assessment Program (TAP). The method is conducted live in special specific positions. And lastly, the use of video camera to record as the leader performs the tasks.
The approach needs the questionnaires prepared with employee participation. The questionnaire is then used to carry out a survey in the organization with the employees being the primary respondent. The method is effective because the questionnaire includes evaluation in context with organizational structure and traditions which has been identified by the employees.
Improvement Needed in the Evaluation Process Leadership Evaluation代写
There are no comprehensive assessment criteria for leadership because of the dynamic nature of people as well as organizations and their environment. The appraisal form used by the University Hospital can be improved. First, the organization policy should make it compulsory to have leadership evaluation regularly. This will keeps leadership in check and up to the expected standards. The organization should also involve employees in the evaluation process so that to identify weak areas those need improvement and changes. The two improvements to the process will make the leadership appraisal effective.
Recommendations Leadership Evaluation代写
The organization should make the evaluation process open and online. Doing so will make the process take less time and save on cost. It will also help reduce any form of intimidation or biases because there is no face to face interaction. The evaluator should also be neutral so as not to appear to favor some in the organization. The process should be done in phases either quarterly of half a year to make changes in the performance goals and leadership development strategies.Leadership Evaluation代写**格式
To sum up, leadership is key to the success of any organization or institution. When the top command fails, the whole organizations are also doomed to go down. Setting up regular leadership evaluations is essential in maintaining the leadership competencies and performance goals.
References Leadership Evaluation代写
King, E., & Nesbit, P. (2015). Collusion with denial: Leadership development and its evaluation. The Journal of Management Development, 34(2), 134-152. Retrieved from https://search.proquest.com/docview/1650519418?accountid=45049
Marilyn, K., David, M., Mitchell, G. (2008). The next generation of leadership assessments: Some case studies. Public Personnel Management. 37(4) 435-455.
Warrick, D.D. (2016). Leadership: A high impact approach (electronic version). Retrieved from https://content.ashford.edu/
Richard, K. (2010). Narrative 360° assessment and stakeholder analysis: How a powerful tool drives executive coaching engagements. Global Business& Organizational Excellence. 29(6) 25-37.
University Hospital, Newark, NJ. (2018). Retrieved from http://www.uhnj.org/
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