Sample Coursework Paper on Leadership Case Study: 27 Children abused in State Institution

 

Introduction

The practice of leadership constitutes one of the most crucial elements in all organizations. It provides the right directions in the operations of organizations. However, good leaders require experience and skills in order to have the capacity to manage the multiple organizational teams. In most occasions, leaders have shared perceptions with employees through the open communication (Prosser, 2014). Good leadership shows a competent, useful understanding of the organizations in terms of the purpose and goals. A good leader will always be focused on ensuring the success of the business and the achievement of the personnel ambitions. On the other hand, a bad leader leads the adverse effects and failures in the progress of the organization (Dinh & Lord, 2012). This paper’s focus is on providing a comprehensive discussion on the qualities of a good leader in relation to the specific case study of child abuse in a state institution.

Summary of Case Study 27

Our case study is about physical torture that kids at Hillmark Evaluation CTR were undergoing. The organization is responsible for taking care of the children who are disabled

Importance of Communicationy

. In the case study, Hillmark workers began abusing the children, for example by not attending to their daily needs. This is according to a former employee Jonathan Freeman. Freeman stated that the children were tortured by people leaving around the place with the approval of the organization. Jonathan Freeman reported the abuse to the media and this made its deputy director Derrick Sheffield to convene a meeting covered by the media to tackle the issue. Derrick approved the allegations but he said that they were not serious as put by the former employee. He said that the workers that had been abusing the children that had been fired. He also said that the organization was due for closure due to other problems, but that will not stop them from improving it. The deputy director formed a commission of inquiry into the matter. Among the suggestions given by the commission was firing all existing employees and bringing in new ones. The deputy director is therefore faced with the task of improving the facility through all his means. I p[]p]jhjo believe poor leadership may have caused this problem in the past. If leadership were effective, such a thing would not have happened.

Effectiveness of Relationships at Hillmark Evaluation CTR

From the case study discussed, there existed various relationships that were beneficial in the success of Hillmark evaluation CTR. However, it is clear that the deputy director did not have a smooth relationship with former employee, Jonathan Freeman and his works. It is crucial for the leaders to build a good relationship with employees to promote the success of the organization. First, effective relationships help to build trust between the management and employees (Brough, 2014). This involves the management involving the employees in the decision-making process. According to Siriwardena (2013), the failure to involve the employees in the decision making in the National Health Service has affected the quality of services in the organization. For instance, the involvement of employees in decision-making would have been an effective approach of tackling child abuse. One of the former employees suggested that giving the residents the role to eliminate child abuse was effective in tackling the problem in the organization (Aguirre, 2011). Derrick later appreciated the benefits of including other stakeholders in decision making when he formed a commission to deal with the matter (Aguirre, 2011).

Secondly, an effective relationship can be indicated by the commitment of employees to perform their work and enhance continuous improvement (Siriwardena, 2013).  At Hillmark evaluation CTR, workers were not doing their jobs well. Former employee Jonathan says that “children unable to take care of themselves were frequently left unattended, with some forced to sit or lie in soiled diapers for hours” (Aguirre, 2011). This shows that the employees did not have a good relationship with the deputy director and therefore they did shoddy work. Lastly, Siriwardena (2013) says that leaders may not want to have a good relationship with their employees for the fear of suffering defamation (Siriwardena, 2013). As it is said, charity begins at home and therefore if Derrick could not handle the relationship in his organization, then it would be difficult to have an effective relationship with the public. The case study indicates that the relationship of deputy director and the employees was not appropriate.

Managing Professional Responsibilities and Priorities at Hillmark Evaluation CTR

After understanding and recognizing the problem at Hillmark Evaluation CTR, the deputy director took immediate actions. The actions were appropriate in improving the professional responsibilities and priorities of the employees (Aguirre, 2011). First, the deputy director recognized the presence of child abuse problem at Hallmark and other problems could were substantial for the closure of the organization (Aguirre, 2011). Some of the employees were involved in child abuse, but it was not a new case. According to Luc (2011), he argued that a responsible leader acknowledges the existence of problems in the organization and works towards finding amicable solutions to the problems.

Secondly, the deputy director took a bond step in communicating and clarifying with the media the issues facing the organization (Aguirre, 2011).  In one of the statements, he said, “2 attendants were found to be encouraging physical abuse among the residents, but both were terminated earlier this month” (Aguirre, 2011). This indicates his good leadership qualities, in which he accepted responsibility for the allegations made against the organization. Thirdly, Derrick made quick efforts to solve the problem at hand. He formed a commission of inquiry into the matter and even made added more workers to the organization (Aguirre, 2011).  A responsible leader takes quick measures to solve a problem existing in the organization (Luc, 2011). Finally, a responsible leader will immediately analyze the advantages and disadvantages of a problem once it is identified (Luc, 2011). Derrick said that a few problems in the company child abuse being one of them would lead to the closure of the company (Aguirre, 2011). He also said that the claims by the former employee will only damage the reputation of the company but will not help in its growth (Aguirre, 2011).  Based on the above reasons, it is clear that Derrick took responsibility of the allegations and took appropriate actions in their resolution.

Importance of Communication at Hillmark Evaluation CTR

Based on this case study, it can be understood that Derrick had took all relevant measures in enhancing communication in the organization. First, Derrick clarified all controversy with the media, which was necessary clearing any allegations against the organization (Aguirre, 2011).  For instance, Derrick was bond to discuss on the closure of the organization’s operations and firing of the employees (Stevens & Karp, 2012). The media communication and clarification was necessary and effective in dealing the controversy facing the organization. Secondly, Derrick also established a commission of inquiry into the matter (Aguirre, 2011). The commission was comprised of qualified professionals who are were able to communicate their effective decisions to the organizations. Also, Derrick informed the commission on the recent employment of new employees to the organization. Since, it was a crucial element in overall decision making of the commission (Aguirre, 2011). Lastly, the decision by Derrick to open communicate and discuss the inherent problem in the organization was relevant in transforming the overall work situation.  It enhanced the performance of the organization in a large extent.

 The Effectiveness of the Solution at Hillmark Evaluation CTR

In order tackle the problems affects Hillmark, several changes were made that were very effective. First, the two employees who were found guilty of perpetuating child abuse were fired. This was a relevant decision, as it would issue a stern warning for any other persons practicing child abuse in the area. The remaining employees would careful to promote ethical responsibility and leadership in the organization (Siriwardena, 2013). Second, the manager employed additional workers who were qualified enough to avoid straining the existing employees (Aguirre, 2011). The decision was critical in improving the current level of productivity in the organization. Lastly, the management also consulted experts who had performed research on the problems providing quality solutions (Siriwardena, 2013). The changes were effective in bringing about improved quality of services at Hillmark.

Conclusion

In summary, the paper indicates that leadership discusses the aspect of responsibility to the employees and duties in the organization. Thus, a leader is responsible in the success or failure of the organizations. The good leaders contain a better understanding of the organizations in terms of the purpose and goals. The open communication and discussion of the inherent problem in the organization was relevant in transforming the overall work situation. The actions were appropriate in improving the professional responsibilities and priorities of the employees. The changes made in the organizations were effective in bringing about improved quality of services at Hillmark. As a result, the qualities of a good leader in relation to the specific case study of child abuse in a state institution.

References

Aguirre, K. (2011). Managing in the Public Sector. Case Study 27.

 Brough, A. (2014). Leadership, Negotiation and Stakeholder Collaboration. Brough Leadership Institute.

Dinh, J. E., & Lord, R. G. (2012). Implications of dispositional and process views of traits for individual difference research in leadership. The Leadership Quarterly, 23(4), 651-669.

Luc, E. (2011). The 5 qualities of a Responsible Leader. .

Prosser, D. A. (2014). Effective leadership in policing: Successful traits and habits. Policing: An International Journal of Police Strategies & Management, 37(4).

Siriwardena, N. (2013). Leadership, Organizational Culture and the Continuing Cultural Divide in UK Health Services. Retrieved from www.omicsonline.org/open-access/leadership-organisational-culture-and-the-continuing-cultural-divide-in-uk-health-services-1479-1064.1000e203.pdf

Stevens, D., & Karp, J. A. (2012). Leadership traits and media influence in Britain. Political Studies, 60(4), 787-808.