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Paul Levy

In: Business and Management

Submitted By pangela58
Words 2572
Pages 11
After several attempts by others to step in and help fix the situation at the Beth Israel Hospital and Deaconess Medical Center, Paul Levy stepped in and applied for the job. Paul’s willingness to attempt to undertake the situation at BIDMC and save the hospital from being sold to a for-profit organization is very much in line with this ambition. The hospital was in desperate need of a competent leader who possessed the qualities that would turn around and save the non-profit company. Before he was hired he made several demands and each of those demands showed effective forms of leadership as seen through the political and symbolic frames. He established himself as a strong leader with the power to be the deciding force in decision making. By making the demands that he did it gave Levy the upper hand in the struggle for power with the board even before he was ever offered the position. Also, symbolically, this showed all employees and the board of directors that he was going to be a powerful leader.
Picking the people who would be on the task forces was not an easy task. Paul did not want the steering committees to be too big because he wanted to make sure that people were productive and able to participate. He wanted to make sure that they had a broad representation of the hospital by the faculty and the administrative staff. There needed to be people who knew something about the area so they would know how to carry out the recommendations. The role of the steering committee was to be staff to the chiefs as well as approving major policy changes. If the chiefs were involved in too many task forces then it would undermine what Levy was trying to accomplish.
Paul announced that he did not want the COO and the CFO on the task force and they were quite offended. Their perspective was that they were going to be ultimately responsible for what happens so they

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