The American College of Healthcare Executives’ (ACHE) mission is to promote its members professionally and enhance healthcare leadership excellence through competent education and healthcare management research. It is an international professional organization of more than 48,000 healthcare executives who manage hospitals, healthcare systems, and other healthcare facilities (American College of Healthcare Executives (ACHE), n.d.). This organization ensures that its members are nationally connected as well as offers local and regional support. Once one becomes a member of the organization, they are entitled to enroll in one of the over 80 regional chapters of the organization (ACHE, n.d.). The regional chapters are responsible for providing members with local education programs, career advancement resources, and volunteer opportunities to get more involved as healthcare leaders in the local community to deliver to society professionally. Generally, organizational behavior models refer to the people and leadership’s reflection in a system (Land, 2021). They help solve problems related to human nature in an organization or a place of work. The organizational behavioral models in ACHE that positively impact the people and managers are the custodial, supportive, collegial, and system models.
The custodial model is majorly for the provision of financial support or economic security to the employees. The organization provides healthcare fund scholarships for its members to gain skills and training needed to navigate the ever-changing healthcare management field successfully. Through such support, several interested individuals have acquired the best leadership and management from the esteemed personnel that offers excellent knowledge in health care to enhance productivity in the sector’s outcome. This program enables individuals who are willing but unable to finance their further studies on healthcare leadership to acquire education, which is needed to effectively lead through today’s challenges and into the future management world. This model is crucial as it ensures that the people get enough leadership training even if they cannot afford to sponsor themselves. In return, many people could quickly join and get educated to manage healthcare organizations to promote proper service delivery effectively.
The supportive model focuses on leadership development as it tends to create the feeling of being there for one another. The essence of belonging always makes individuals feel entitled to all that is taking place in their surroundings, within the system or area of work, which improves the performance and participation of the members (Rosen et al., 2018). Once a leader treats the people with dignity and respect, a supportive atmosphere is created. Everyone feels valued and cared for; therefore, they will rally behind the organization for trusting in them. This style is essential in the sector because when it comes to patient relations, they will need someone who shows empathy and concern about their wellbeing.
The collegial model promotes togetherness and cooperation amongst the staff members in a system. Teamwork makes it easier for the organization to run efficiently and achieves its goals since the employees will be dividing work based on their specialization areas (Borkowski & Meese, 2020). Workers through collaboration can easily influence the output and performance through more comprehensive decision-making, as this will bring the staff and management to terms and make work easier.
The system model is portrayed through the overall structure of the ACHE organization. Within the system, there are different goals and individuals with different potentials and talents to achieve them. Therefore, the system model seeks to balance an organization’s goals with the ability of the employees. This model is like a partnership of managers and employees with a common goal, and where everybody feels that they have a stake in the organization. This cohesiveness is best achieved through inspiring one another in an organization.
How Attitude and Perceptions of Leadership Affect Workplace Communication
In most organizations today, leadership ability is majorly defined by the people’s current attitudes and perceptions in the system. These perceptions affect the working relationship in the organization. Attitude is the psychological construct, a mental and emotional entity that essentially characterizes a person. An attitude of a person can either be positive, negative, or neutral. On the other hand, perception refers to the organization, identification, and interpretation of sensory information to represent and understand the presented information. It involves signals that go through people’s nervous system, which in return generate some physical response.
In an organization, leaders are tasked with huge roles as they are the central coordinators of all operations performed within an organization. The relationship between the management team and the workers is significant, and it majorly depends on the organizational behavioral setup. When it is favorable, leaders will not be faced with resistance from the juniors as they will have a positive perception of all that is done within the organization. There will be a proper communication channel between the parties, limiting misunderstandings that can result in poor or bad thoughts.
Challenges Facing the ACHE
ACHE faces several and varied challenges as it supports health professionals around the country. Inadequate financial support is a challenge following the increasing number of members joining the organization and expanding its services to reach various districts (Land, 2021). Such expansion requires a lot of capital to be achieved plus money to maintain its operations effectively. It also needs to sponsor those who cannot afford to pay for their training and education. An insufficient workforce is another challenge as the organization cannot extend its operations to every corner of the country with a limited number of employees. Addiction issues among healthcare professionals also raise a challenge following the organization experts’ research, which showed increased addiction rates.
References
American College of Healthcare Executives. (n.d.). At a glance. ACHE.
Borkowski, N., & Meese, K. A. (2020). Organizational behavior in health care. Jones & Bartlett Publishers.
Land, T. (2021). Frontiers of health services management. Ovid.
Rosen, M. A., DiazGranados, D., Dietz, A. S., Benishek, L. E., Thompson, D., Pronovost, P. J., & Weaver, S. J. (2018). Teamwork in healthcare: Key discoveries enabling safer, high-quality care. American Psychologist, 73(4), 433. Web.