The Traditional Management Style Used at Riverside State Hospital, I need some assistance replying to this post The management approach that seems to be used in the case study at Riverside State Hospital is the classical management style and can be considered traditional. This can be deduced by the fact that management, in this instance, is rigid (Eisenberg, 67). The levels of power and responsibility are clearly laid out. This established hierarchy determines which staff member will execute various duties, as well as how much employees are paid. This rate of pay was based on length of time working for the hospital and rank. On the note of rank, the hospital uses evaluations as a method of raising rank for staff members. These principles of management demonstrate the division of labor which increases productivity. By divvying responsibilities and tasks, each staff member having a particular duty allows the “top-down” strategy of management to increase organization and effective methods of care. By having this management style, there is a lack of strong and effective communication between staff and those in management. One reason for the ineffectiveness in this method, would be the sense that staff members on the lower end of the totem pole would feel unheard, unimportant, and disregarded. Lower level employees feeling used or unappreciated could cause a fracture in morale. In addition to this division of labor and lack of effective communicating, within the established bureaucracy at Riverside State Hospital, the use of evaluations and promotions can be problematic. This could cause a competitive and less collaborative work environment. This competitiveness would remove the willingness to share ideas, communicate, and exchange knowledge. This style of management could be limiting in the way that shared information would be hindered, collaboration would disappear, and there would be less innovation within the establishment (Eisenberg, 93).

The Traditional Management Style Used at Riverside State Hospital

The management approach used in the case study at Riverside State Hospital is considered traditional, as it follows the classical management style with rigid levels of power and responsibility (Eisenberg, 2016). The rate of pay is based on the length of time working for the hospital and rank, and evaluations are used as a method of raising rank for staff members. This division of labor increases productivity by having each staff member with a particular duty, but it also causes a lack of strong and effective communication between staff and those in management. Lower level employees could feel unheard, unimportant, and disregarded, which could lead to fractures in morale. Furthermore, the use of evaluations and promotions can create a competitive and less collaborative work environment, resulting in a lack of willingness to share ideas, communicate, and exchange knowledge (Eisenberg, 2016). This traditional management style can be limiting in the way that shared information and innovation within the establishment are hindered. Cont…