Abstract
This paper discusses the implementation of Daniel Roth’s and Sam Hazen’s personal values in their leadership styles. The paper analyzes particular leadership components defined by Carson Dye, namely integrity, interpersonal connection, commitment, and emotional intelligence. The results of the analysis demonstrate that both leaders value commitment and seek to achieve full dedication from their employees, while Daniel Roth’s leadership style is also based on integrity, and Sam Hazen efficiently employs interpersonal connection. They both prove to be effective leaders within their respective organizations.
Introduction
Personal values can often determine a leader, and leadership’s effectiveness may depend on the leader’s beliefs and how they implement their values into their leadership style. This paper discusses how two leaders in the healthcare sector, Daniel Roth and Sam Hazen, utilize their personal values while leading other people and how they integrate their beliefs into their leadership style to be effective. Roth and Hazen have similar personal values but different leadership styles, and they appear to use different methods of employing their beliefs in their work, leading their respective organizations by their own paths.
Daniel Roth’s Personal Values
The first leader to be discussed is Daniel Roth, the managing director of operations at Trinity Healthcare. Particular personal values implemented by Roth are integrity, which is the capacity to stay within one’s moral scope, and commitment, which is one’s dedication to their profession (Dye, 2010). Roth utilizes these core values while working with his juniors, making it easier to interact with them comfortably. His primary employed method is empowering and inspiring his followers in order for them to achieve their maximum potential. Additionally, Roth is not a manager but a servant leader whose leadership is grounded on the trait theory. He demonstrates emotional intelligence in building relationships with others, seeking participation from his juniors at all levels to ensure comprehensive results (Dye, 2010). For example, he has actively listened to his juniors’ concerns, significantly contributing to a sense of commitment among Trinity Healthcare’s employees. Roth appears as an effective leader who constantly implements his personal values to increase his leadership style’s efficiency.
Sam Hazen’s Personal Values
The next leader to be discussed is Sam Hazen, the head of the leading healthcare organization in the U. S. called HCA Healthcare. Hazen’s primary personal values in his leadership style are commitment, which was mentioned previously, and interpersonal connection: Hazen constantly aims to improve the relationships with his juniors (Dye, 2010). As a charismatic leader, he utilizes proper people skills to gain complete dedication and commitment from his followers. Hazen’s primary method of employing his personal values is based on confidence and clarity: he knows well what must be done and expresses it clearly to his employees to perform effectively and reach all set goals. In addition, it appears that Hazen is a traditional leader as he puts much effort into maintaining organizational culture. However, it seems like Hazen does not utilize emotional intelligence in his leadership style: he believes in the strength of the organizational structure, expecting high levels of commitment from his employees while performing their specific duties. Hazen’s charismatic leadership style is his primary instrument for maintaining a solid structure within HCA Healthcare while strengthening organizational values.
Conclusion
Overall, the personal values of Roth and Hazen have particular similarities, but each leader has his own vision of how their company should develop, which is why they implement their beliefs into their leadership styles differently. Regardless of these facts, it appears that Roth and Hazen efficiently utilize their personal values to reach the specific goals they have established for their organizations. Therefore, different personal values of leaders can make organizations follow different paths, but they can still reach equal levels of effectiveness within their particular sets of objectives if their leaders’ views correlate with organizational values.
Reference
Dye, C. F. (2010). Leadership and management: Essential values and skills (2nd ed,). Health Administration Press.