留学生essay代写:分布式领导

2020-01-08 14:58

有人认为，分布式领导既不是一种模式，也不是一种风格，而是一种思考领导力的方式。这将注意力从传统上转移到个人技能和能力上(Spillane, 2005)。在我研究国王基金的过程中，我了解到它也反对必须有一个领导者和一个追随者的观点。它支持Spillane(2005)的思想，即重点应该转移到组织中所有层次之间的关系和交互上。它认为，集体领导，而不是命令和控制结构，为关怀文化提供了最佳基础(国王基金，2019年)。国王基金创建的一个项目已经到位，以帮助卫生保健专业人员与患者领导人进行更多的合作。这包括医生、临床医生、执业经理和病人。该方案的目的是帮助上述人士建立富有成效的关系，并探讨不同的作用和观点如何能成为推动变革的建设性力量。除了Spillane(2005)的观点外，Bennett等人(2003)确定了分布式领导的三个主要要素。首先，当应用分布式领导时，可以增加组织中指定领导角色的个人数量。相比之下，国王基金认为领导力是团队努力的结果。它承认“NHS董事会对制定连贯、有效和前瞻性的集体领导策略负有最终责任”(国王基金，2018年)。在为分析而评估这一点时，我倾向于认为，当个人以一种汇集其专长的方式进行合作时，其结果是力量和活力的产物，大于个人采取的类似行动的总和。然而，值得注意的是分布式领导确实有一些局限性。只有当每个人都认同这一理念时，领导力分配才能发挥作用。它必须由组织中最高级别的人来引导。通过这种方式，如果它在高层得到推广和实践，就有更多的机会让个人成功地采用这个概念。
留学生essay代写:分布式领导
It has been suggested that distributed leadership is neither a model nor a style but instead a way of thinking about leadership. This moves attention away from the traditional focus on one’s individual skills and competencies (Spillane, 2005). During my research into The Kings Fund, I have come to learn that it too rejects the notion that there must be a leader and a follower. It supports Spillane’s (2005) ideology that the focus should shift onto the relationships and interactions between those at all levels of an organisation. It believes that collective leadership, as opposed to command-and-control structures, provides the optimum basis for caring cultures (The Kings Fund, 2019). One of the programmes created by The Kings Fund was put in place to help health care professionals work more collaboratively with patient leaders. This includes doctors, clinicians, practice managers and patients. The aim of the programme is to help those aforementioned to build productive relationships and explore how different roles and perspectives can be a constructive force for change.In addition to Spillane’s (2005) ideas, Bennett et al, (2003) identifies three main elements of distributed leadership. Firstly, when applied, distributed leadership increases the number of individuals with designated leadership roles within an organisation. In comparison, The Kings Fund sees leadership as a team effort. It accepts that the ‘NHS boards bear ultimate responsibility for developing strategies for coherent, effective and forward-looking collective leadership’ (The Kings Fund, 2018). When evaluating this for the purpose of analysis, I like to think that when individuals work together in a way that their expertise is pooled, the result is a product of strength and vigor that is greater than the sum of similar actions carried out by individuals. However, it is worth noting that distributed leadership does have some limitations. A distribution of leadership can only work if everyone is on board with the concept. It must be channeled from the most senior level in an organisation. This way, if it is promoted and practiced at a senior level, there is more chance that the concept will be successfully adopted by individuals.