Globalization Essay

Introduction

Various issues have been known to relate with globalization, power, followership and change. According to a health leader’s point of view, it is very important to figure out health as a responsibility of the whole world, because the world is undergoing globalization (Marshall, & Marshall, 2011, p.9). The interaction and integration of the states worldwide has shifted out so many people who were poor has diminished both hunger and cases of contagious diseases, therefore, enhancing the quality of existence among people.

Wealth among people because of social and economic growths has also propelled forward cases of non-contagious diseases such as obesity, cancer, cardiovascular diseases and many others (Weinstein, 2005 p. 26). The wide forces in the world of exchanging goods freely, growth in economy and rapid growth of cities and towns have greatly influenced what people are consuming and aided in diversifying technological advancement (Kickbusch, 2013, p. 13). These variations are steering the increase in obesity cases around the world since food in cities and towns together with new technological advancement related to dwelling in cities have led to consumption of low quality foods and heightened sedentary kind of life style (Marshall & Marshall, 2011, p. 19).

Decentralization also involves changes in the manner in which the services of the public are financed and managed. Reallocating duties or works have effects to the health personnel and it is managed. Moreover, the idea of followership has a crucial role in any group achieving its objectives (Zachary, 2008 p.2 3). Services of health worldwide would not be effective if most of the health care staff would not support those in leadership or power. This involves those junior or in lower positions engaging positively with those in superior positions with the sole aim of ensuring that a certain task is performed in order to meet the objective of the health system (Weinstein, 2005, p. 3).

Since followers who are good account for any actions they undertake, they have the possibility of determining the leader’s opinions (Ayoko & Callan, 2010, p. 3). Those who are in lower positions should have the ability to critically examine, adjust and be responsible for their own deeds, and by understanding a decision and having their doubts answered to their satisfaction, they ought to support the final outcome projected by the leader (Kellerman, 2008, p. 76). Physical and cultural aspects of a person or a general condition of a community as well as virtues in someone like behavioral trends determine the status of health of a person.

The influence of culture in a person determines the kind of behavior he or she will possess as far as the state of physical, social and mental well-being of an individual is concerned (Reviews, 2014, p. 4). Consequently, social beliefs and other factors within the beliefs of the community provide a means in which diseases can be controlled and spearhead state of well-being among people physically, socially and mentally (Ayoko & Callan, 2010, p. 8). Those people who like doing work with members of the community should critically analyze common traits as well as those that differ in their view in order to provide health activities or services that are suitable with the beliefs and norms of a particular society.

This, therefore, implies that programs of health are formulated in accordance with the society’s beliefs and frameworks. It is very important to figure out health in a worldwide context rather national since the planet with its economic aspects is becoming more interactive and integrative (Kickbusch, 2013, p. 14). The health of the whole world participates greatly not only in bringing peace worldwide but also ensuring that people of the US are safe. There are diseases that have developed while others have re-developed and both have hugely threatened the whole world and the US people (Marshall & Marshall, 2011, p. 9). The US should spearhead the capacity in the world to counter these threats posed by the infectious diseases.

It should be a leader in enhancing effective and thorough systems for monitoring worldwide diseases that are infectious and coming up with effective drugs. This, however, has had an impact in the US health care system since they have to pay more for their medical expenses to cater for the financial incentives for the companies that manufacture drugs to come up with effective and great new drugs. Additionally, this implies that they pay greater prices to lower drugs for the rest of the world (Kickbusch, I. 2013 p.5).

Majority of the US agencies have provided funds and other important resources in terms of personnel and supported various techniques to health interventions across the world. This, therefore, resulted in the US making announcement in 2010 of new health formulations to assist interaction with other states in the world in order to make better health impacts by enhancing the strength of various fields of health (Kickbusch, 2013 p. 12). Another concern of health that has affected the world is the increase in responsibility of the health workers who are the immediate personnel to patients. They are the first people to offer care to many people in rural areas.

This resulted in efforts through campaigns by union of health personnel to formulate decisions demanding the US corporations to integrate their work to assist third world states. Furthermore, there is an urge to have more of health personnel at the community level due to scarcity of competent and self-driven health personnel across the world (Lussier & Achua, 2010, p. 4). Various promotions in the US have encouraged many citizens to be health personnel.

Worldwide burden brought about by non-contagious diseases another factor of concern in health across the world (Kickbusch, 2013, p. 17). Many people in the world are working to alter their characters and the way they live, and this will make health personnel want newly developed trainings to aid them in educating their clients on disease control as well as reacting to the long term illnesses and offering care. Transformational leadership is a kind of leadership manner where leaders try to achieve their objectives in bringing up junior or lower staffs to a higher level of having knowledge concerning factors of outcome (Ayoko et al., 2010).

Several constructs in this kind of management are related to each other. However, they differ in some instances too (Weinstein, 2005, p. 3). The construct of putting into consideration an individual or a person involves a manager to consider the need of every person and being a model to that person. He or she pays attention to the lower staff needs and provide support. It also involves the importance for respect and values personal contribution provided by each individual to the whole organization (Marshall & Marshall, 2011 p. 4). Those who follow have the desire and determination to develop them and possess the inner drive to perform their duties.

Additionally, cognitive motivation encompasses managers challenging those who follow them to come up with new ways and do not demoralize them in public for committing wrongs. Instead, the manager directs them in coming up with new ways to solve a previous problem (Kickbusch, 2013, p. 15). The construct of inspiring people who follow involves the manager championing a goal that appeals and encourage them. The subordinate are inspired to put more efforts and display hope about the objectives of the future. They are motivated and are ready to put more efforts to meet their goals (Marshall & Marshall, 2011 p. 24). They trust in their talents.

Furthermore, the construct of influencing the ideas of those who follow involves the manager working hard towards establishing a state of idealized impact through showing a great standards of ethical as well as moral values, promoting the idea of working together with commitment and explaining the goals of the organization together with ways to achieve them in a friendly manner. Despite their differences, these constructs involve motivation of those who follow to alter what they expect, their attitudes and hence encouraged to work towards attaining the shared objectives of the institution (Kickbusch, 2013, p. 18). Moreover, they are similar in that they articulate respect, encouragement and the influence that is involved in this kind of leadership.

Elements of Culture and Diversity in Modern Healthcare Organization

The first element is treasuring the differences that exist in the health organization and it encompasses utilizing the different abilities possessed by each individual personnel of health. This may involve a council that ensures that patients and staffs’ wants are achieved (Weinstein, 2005, p. 10). It also employs, develops and possesses a workforce that have common mission and objectives across all levels, form associations with organizations that represent different groups, and provides treatment equally to all people irrespective of their different traits (Lussier & Achua, 2010, p.9).

Another element includes possessing the capacity for self-assessment of culture. This is where the health organization is able to assess its views, behavior, regulations, structures, and human resource (Lussier & Achua, 2010, p. 5). It provides a means to correct bias or differences in delivery of health services. In addition, incorporating cultural knowledge in the institution is also another element. This may include involving the community in planning and delivery of health services within facilities (Kickbusch, 2013, p. 19). It also incorporates the capability of health personnel to interact with patients, and try to find their beliefs, norms, behavior and to establish common basis concerning their plans for treatment.

Below is a table showing the cultural attributes to be cognizant of:

Categories of Leadership Styles across the World

There are several leadership styles across the world based on the use of power, technology and knowledge management. Directive style of leadership involves the leader giving instructions on what the junior members ought to do. The head formulates the kinds of work to be done and assigns the tasks of completing these jobs to the junior staffs. They practice rigid regulations. This style cannot utilize talents of an individual (Kessler, 2009 p. 7).

Participative style encourages junior staffs to express their views in discussions and motivates employees to reply (Lussier & Achua, 2010, p. 8). The heads collect inputs from the juniors. Another style of leadership empowers the employees in making resolutions that is otherwise reserved for the head. Employees are trusted more in making decisions or in circumstances. Furthermore, charismatic kind of leadership involves initiating a future goal and strengthens others to work towards achieving it (Kessler, 2009 p. 8). It allows junior members to think how they can achieve.

Human-oriented approach encompasses the head providing support of any kind and guiding their staff. Self-protective styles make sure that the members of the team are free from any threat, i.e. are secure whereas team-oriented style of leadership construct groups that succeed by initiating duties and work so that everybody determine the time to complete their tasks and how (Weinstein, 2005, p. 17).

Various leadership approaches have been utilized to put into practice change in a place. One approach includes developing urgency. Since a change can happen when the whole organization wants it, the kind of system comes up with a feeling of urgency to aid in igniting the first motivation for things to work (Kessler, 2009 p. 11). This can be achieved by pin-pointing possible insecurity and coming up with phenomena depicting what could occur in coming days and scrutinize chances that can be used. Another approach involves developing short-term gains. This incorporates giving the organization a chance of success early in the process of change so that staffs can notice (Ayoko & Callan, 2010, p. 120). Develop goals that can be achieved shortly since each achievement you make can further give morale to the whole staff. Identify objectives that can be implemented with no assist by avoiding expensive targets at the beginning (Lussier & Achua, 2010, p.11). Analyze the advantages and disadvantages of the objectives and reward people who assist in meeting the targets.

References

Ayoko, O. B., & Callan, V. J. (2010). Teams’ reactions to conflict and teams’ task and social outcomes: The moderating role of transformational and emotional leadership. European Management Journal, 28(3), 220-235.

Kessler, E., & Wong-MingJi, D. (2009). Cultural mythology and global leadership. Cheltenham, UK: Edward Elgar.

Kickbusch, I. (2013). Global health diplomacy. New York, NY: Springer New York.

Lussier, R., & Achua, C. (2010). Leadership. Australia: SouthWestern/Cengage Learning.

Marshall, E., & Marshall, E. (2011). Transformational leadership in nursing. New York, NY: Springer.

Reviews, C. (2014). Studyguide for global health care. [S.l.]: Academic Internet Publish.

Weinstein, M. (2005). Globalization. New York: Columbia University Press.