Transformation Leadership Paper Part 2

Transformation Leadership Paper Part 2

Self-careis human regulated function which is self-initiated, deliberate and individually controlled.Self-care is also well-defined as the voluntary regulation of one’s individual function to maintain health, life and well-being.Self-care is a continuous process where a patient learns and gets used to the modern life. In self-care, patients make choices about theirmedical management and controls medical regimen (Morton, 2007).

The philosophy of this agency is ensuring that the staff and patients learn the ethics in self-care. This mainly involves the different philosophical techniques involved in listening, dialogue and contemplation.The incorporation of this philosophy into the organization ensures that the staff attains good conduct of themselves and self-control.Patients also learn the major ways of attending, caring and working on individual. Focus on this philosophy is to make people in the agency realize that caring oneself helps one throughout his or her lifetime and could not be provided in education curriculum(Rokeach, 2010).

Failure of an agency to follow the ethics of self-care by its staff may result to bad results on the part of the organization. It may lead to misunderstanding between the staff and the patients or the failure by the staff to deliver their duties to patients fully. Also, loss of ethics in self-care may expose a different picture of the staff to clients yet they are supposed to be role models. This may demean the reputation of the agency as the many clients may not be satisfied by the services given by the agency(Goleman, 2004).

Comparing the two agencies discussed in the part 1 and part 2 of the transformation stories, we can see that there are some differences in the way staff conduct themselves. This is mainly because of the difference in the values of the organization. Some of the values that are exhibited in the two agencies are patience and politeness, engaging in improvement systems, practicing to be reflective and not over reaction to crises, and learning to be comfortable with work place discussions(Rokeach, 2010).

Thesecond agency shows some reforms in terms of the organization of staff and employees. This is due to the fact that they observe these values in their activities. By engaging in improvement systems, the agency is able to focus on things that will help increase the quality of services offered to client by the agency. This is also seed by the overall commitment as observed by Nick in the agency. The management is also steadfast in ensuring that all of its employees follow the right procedures that will ensure improvement in management(Rokeach, 2010).

By ensuring that staff learn to be comfortable with the discussion that are usually encountered in the work place, the organization is able to have ensure that the staff is able to handle clients with diverse problems. Most clients who visit these agencies usually have problems that are hard to think about and it is good for staff not to ask questions that may directly affect the client or shift blames to the guardians or family members of the patients.Also, the organization people should try to focus on practicing not to be reactive to crises but rather be reflective. In this way this will enable one to clearly think and act appropriately or make wise decisions. This will also help the staff in communicating effectively which is a requisite of their work(Goleman, 2004).

The staff in this agency value politeness as one of the key thing to help patients. Being polite by staff help reduce conflicts and hence fast resolution of disagreements between staff. In addition to that it helps the patients in the agency to see and realize the importance of the treatment they are undergoing.Politeness involved the ability of a person to exhibit self-control. It helps staff in having good communication with patients, senior management and also among themselves. Politeness helps them keep them manageable and calm in situations (Morton, 2007).

Organizations that fail to ensure their employees are patient and polite tend to have problems among themselves. If we compare the two agencies, it is evident that in the first agency, the staffs were not as polite as in the second agency. Though the staff appeared to be committed in their work in both agencies, the first agency was marked by conflicts and disagreement that even led to the indefinite ending of a meeting that was originally meant for the discussion of important activities that affected the agency. In the second agency, Nick explores it and finds that the staffs are much organized and politeness is highly valued philosophy there(Rokeach, 2010).

Self-awareness plays a major role in the development and the observation of the various values in the organization.Self-awareness can be likened to a phase that one must undergo in order to achieve other achievement and ethics in the work place. The staff should be first self-aware for them to understand how they need to tackle different circumstance arising from the major crises they experience every day in the work place.Self-awareness is also significant in that the staff is able to realize his or her short coming and hence struggle to learn how to cope with the situation (Morton, 2007).

While trying to learn on different ways to cope with the work place, it is important for them to consider major ways in which understanding oneself is important to them. It would be hard for staff to understand a client if he or she does not understand himself or herself. The staff and management in the agency in part two of the story shows a big sense of the story in that the value the take as an individual has resulted in the overall efficiency of the organization(Goleman, 2004).

In the agency part two of the story, the employees have developed there professional ways to help them work appropriately and in a way that they can perform their duties appropriately. In trying to find ways that will suit their career, they have practiced n activities that will shape their minds and help them focus on the issues affecting clients without experiencing a hard time on their part (Morton, 2007).

To conclude, as discussed above, the difference observed between the two agencies shows that the values and philosophies of an agency can affect the relations existing among staff, staff and client or staff and their seniors. It is therefore important put in place measure that will improve the workability of staff and the ways to manage clients. It would be necessary for the organization to organize for seminars and workshops for its staff for them to learn more and receive training on many activities regarding their job.

References

Goleman, D. (2004). Emotional Intelligence. Bantam Books: 1995..

Morton, D. (2007). Working people (5th ed.). Montréal [Que.: McGill-Queen’s University Press.

Rokeach, M. (2010). The open and closed mind; investigations into the nature of belief systems and personality systems.. New York: Basic Books.