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Impact of Healthcare News

Transparency can impact a health care institution. In every community and across the USA there can be a health news event that impacts a health care firm’s reputation or the health care industry in either a positive or negative manner. Health news events can impact leadership in preparing for change.


1. Find an article about a current health news event from one of the following sites:


CNN Health (view Top Health Stories)
Fox News Health
New York Times Health Index
NBC News Health


or from another reliable source.

Provide a brief summary of the current health news event article or media piece you selected. Be sure to give credit to the source in your work with in-text cites and have a detailed reference per APA at the end of your work.
In a few sentences explain why the current health care news event is interesting and important, as well as relevant to leadership and/or governance.
Identify at least two significant leadership/management issues.
Describe any interest groups that may be involved and their perspectives.
Describe one stakeholder and what you might provide as the leader to promote transparency.
Point out implications for the health care delivery system.
Indicate implications for healthcare consumers.


Discuss one personal strength and one weakness you have regarding professional presentations. Name one method for improvement for each of these and discuss why it is important for you to work on these skills if you want to present your findings in a more formal setting.

Sustaining change can be difficult, as there are many variables that can affect implementation. One critical component of EBP is to ensure that practice change is part of an organization’s culture so it will continue to impact outcomes over time. Name two potential barriers that may prevent your EBP change proposal from continuing to obtain the same desired results 6 months to a year from now, and your strategies for overcoming these barriers.

Requirements: APR

Sample Solution


Successful group outcomes involves harmonious group work in which the team members work together to achieve a common goal (Pieterse, van Knippenberg, Schippers, & Stam, 2009). One of the key factors that influences group success is the leadership style employed by the group members, as well as the overall management and cultural dynamics of the group; the most preferred leadership style is one that encourages and motivates the members of the team to perform at their peak (Pieterse, van Knippenberg, Schippers, & Stam, 2009). Effective leaders get to know their team members and recognise each person’s unique skill set and then build on this skill set and use the person’s strengths to help achieve the desired outcomes (Piccolo & Colquitt, 2006). The purpose of this industry reflection is to discuss the different leadership styles and cultural dynamics within the project group. The reflection will discuss the leadership and management styles, mainly transformational and transactional leadership styles, of the group members as well as the leadership practices that I demonstrated. Additionally, the cultural dynamics of the group will be discussed and how effective leadership practices can be used in future practices.


Leadership Styles and Practices

Within the current group there are six members including Ben Small, Margaret Strawbridge, Anna Spain, Nic Marie, Lorissa Garcia and myself. Ben, Margaret and Anna are the leaders of our group and to date, they have unmistakably fulfilled their roles. Due to the exceptional way that the leaders organised the group members and allocated tasks, it has been easy for myself and the learners to manage the workload and accomplish the goals set out each week. The leaders seem to have evaluated myself, Nic and Lorissa and worked out what our strengths are; they often allocate us tasks that are based on our strengths, as is common in transformational leadership styles (Piccolo & Colquitt, 2006). I was often delegated the research tasks, which I felt comfortable and confident with. The leadership demonstrated by Ben was reflective of a transformational style; he often has a futuristic attitude and talks to us about our long-term goals, reminding us of our RFS at each meeting. This is very motivating because it helps to be reminded of our overall aims so that we can stay focused. Transformational leaders inspire and empower others and they care about the group member’s needs and development (Gumusluoglu & Ilsev, 2009). Ben also made efforts to highlight important priorities about the RFS to the group members, which is also characteristic of transformational leadership style; this really helped our group to stay focused on our objectives.


Margaret took charge of the majority of processes within our group; I found that she demonstrated a characteristic transactional leadership style. Margaret supervised and organised each group member, especially the learners and myself. I also found that Margaret was focused on our overall group performance and would often remind us that we needed to be performing at a higher level. One of the most characteristic demonstrations was that I felt Margaret operated by promoting compliance with punishments and rewards, which is characteristic of a transactional leadership style (Aarons, 2006). For example, I was unable to attend many of the meetings due to professional reasons and as a result Margaret delegated me the most work out of all of the group members. Although I felt this was unfair, I do believe Margaret’s transactional leadership style kept us very productive and ensured that we always completed our tasks on time. I believe it is as a result of her leadership style that we were able to complete our presentation for the sponsors to a high standard.


The leadership demonstrated by Anna is very structured and she is always very organised and communicates with everyone frequently; this makes working through an online environment easy. Anna demonstrated a similar style to Ben and thus showed characteristics of transformational leadership. She often motivated others and tried to ensure that our personal development was a priority, as is characteristic of transformational leadership (Pieterse, van Knippenberg, Schippers, & Stam, 2009). In regards to my own leadership practices, I have found that it has been difficult for me to contribute as much as I would have normally liked. I believe this is because there are three leaders in the group and they like to take change, so at times it is difficult for others to have a chance at leading. Although I haven’t been able to specifically lead any tasks, I have done my best to support the leadership practices that Ben, Margaret and Anna have demonstrated; by showing support to the leaders I myself am demonstrating good leadership practices for the learners because I am demonstrating to them the importance of supporting our leaders. Supporting leaders at every level is important to ensure that the entire organisation is a strong unit (Drago-Severson & Blum-DeStafano, 2014); in this instance, my support towards the leaders helps to ensure the overall group is stronger because there is support at all levels. I have also taken charge in making many different suggestions to the group about directions we could take to meet the RFS and suggested ways we could expand our research.


When considering the leadership practices of the project sponsor professionals, it is difficult for me to comment on this because I was absent for many of the meetings due to professional commitments. However, based on the notes that we have received from the project sponsors I can see that they have taken a lot of time and put a lot of effort in to provide us with thorough direction to help us meet the RFS. All of our questions were answered with a lot of detail and they were clear to give us solutions to any problems we were facing. They have given us a lot of feedback, which has helped direct our activities and presentation. Providing feedback is an essential quality in a leader; providing feedback helps to give group members direction and provides them with more insight into their progress (Atwater, 2006). Additionally, providing feedback gives the group advice on how any problems can be solved. Thus I believe the project sponsors have displayed very good leadership qualities that have helped direct our group towards delivering the RFS.


Cultural Dynamics

The learners in the group include Nic and Lorissa; they have been attentive each week and have consistently made sure that meeting minutes and meeting agendas are completed and sent through to each group member. Each person in the group is very responsible and to date everyone has taken over their responsibilities and delivered their objectives to the group on time. Whenever someone is confused about their tasks or requires further clarification, they feel comfortable enough to ask the group. Furthermore, all of the group members respond and are very helpful in suggesting ways to clarify the task. When group members feel comfortable providing each other with help and feedback, this suggests a strong group culture and strong group dynamics because the members trust each other (Levi, 2016). The leaders in our group contact the learners and myself regularly to ensure that we are staying on top of our tasks; this ensures that we are always organised and overall this makes our group very efficient (Levi, 2016). Additionally, each week at the meetings we are able to share our information and gain feedback from each other, which helps us to build confidence as a group, which further enhances our overall group dynamic (Levi, 2016).