C-200 Managing Organizational and Leading People

Task One

Yatta M. Osigwe

Western Governors University

C-200 Managing Organizational and Leading People

Yatta M. Osigwe

721518

MBAHA

8/1/2017

Lori Britt

Abstract

   In this paper, you will be introduced to the various leadership styles of the Amerigroup health care insurance corporation.  In this task, I have identified the leadership trends of various directors. The leadership trend that most leaders within the Amerigroup organization exhibit are transformational and transactional. Additionally, the SWOT analysis revealed that there is room for improvement and potential growth.

Organization Analysis of Amerigroup

Organization Overview

     Amerigroup is a health insurance and managed health care organization that provides health care access for low-income families and individuals with disabilities.

Organization Description

     Amerigroup was ^[a]ini^[b]tially ^[c][d][e]named AMERICAID Community Care, and it in was formed in 1994. The organization provides care for individuals with healthcare problems. For example, the member focus was children, pregnant women, and mothers enrolled in Medicaid. In 2001, Amerigroup became a national publically traded business. In 2006, Amerigroup became a part of the Medicare Advantage program. Through this partnership, Amerigroup serves low-income members that are eligible^[f][g] for both Medicare and Medicaid. Amerigroup began the service of traditional Medicare plans in 2007.  As to date, Amerigroup offers healthcare services through three government programs that target different segments of the country’s low-income population: Medicaid, the Children’s Health Insurance Program (CHIP) and Medicare                 ( Amerigroup Corp, 2015). On July 9, 2012, Anthem Inc. (then known as WellPoint) agreed to acquire Amerigroup Corporation for^[h][i][j] $4.9 billion (Amerigroup Corp. 2015). Amerigroup seeks out new and better ways to improve member health outcomes and quality of life.  Amerigroup achieves positive results for^[k][l][m][n] its members and generates value for states through our innovative approaches.

Medicare -Medicaid Plan Department (MMP)

     Medicare-Medicaid Plan provides members Medicare, Medicaid, and prescription drug benefits in one plan that fit the member’s needs. The department consists of Vice President of Staff Ken Satrom, Medical director Dr. Geetha Subramanyam, Directors Rosalind Handy and Barbara Lowe, and service coordinators that are licensed nurses or licensed social workers.

Leadership Practices

     One leadership practice that is the responsibility of the Staff Vice President is to provide “strategic leadership” to the Medicare-Medicaid Plan department. As the Staff Vice President, Ken shapes the foundation of the department's mission while making decisions and implementing programs that will benefit members of the Medicare-Medicaid program. Ken’s strategic leadership practice outlines a skill of building and leading his team towards the future. The creation of a community of leaders (Senge, et al., 1999) can be valuable as strategic leaders, and influential members are found at different managerial levels (Johnson, et al., 2005; Yukl, 2009)^[o].

     The second leadership practice Ken displays is the use of “collaborative strategy “skill.  

Ken is hands-on with his team and views weekly one-on-ones and weekly staff meetings as an efficient way to build synergies within the team and other departments within the Amerigroup organization.  While being collaborative with his team, he ensures that^{[p][q][r][s][t][u]} the team understands the business needs and vision for the healthcare plan. Ken has an open-door policy, and he is ^[v]accessible to his team at any time.

   The third leadership practice that Ken uses is the "performance reward." Ken utilizes team and individual contributor performance rewards to empower his team. This provid^[w][x]es him an opportunity to do one-on-one coaching or team coaching on gains and losses. Ken offe^[y][z][aa]rs^[ab] positive and constructive criticism on how to move forward in opportunities of gains or losses. Also, Ken takes into consideration the abilities and attributes of his team and allows them to embrace their responsibilities in an efficient, creative manner.  ^{[ac][ad][ae][af][ag][ah][ai][aj][ak][al]}

Leadership and Organizational Culture  

    Team members know that Ken is the Staff Vice President and the culture of traditional supervisor-employee attitude has become more contemporary.  Ken team appreciates the modern approach, and it allows them to be vocal in meetings and implementation planning. Along with being vocal Ken's team respects that he takes their contributions and risks into consideration and supports their decisions. The Medicare-Medicaid Plan ^{[am][an][ao][ap][aq][ar][as]}(MMP) department loves the culture of easy to do business with and trustworthiness. This culture allows team members to be self-sufficient and not dependent on their direct supervisor. Ken provides inclusivity amongst the team in strategy building, which shows the team that they matter and their work leads to planning for the future.