| Course | HCR 435 Leaders in Community Health |
|---|---|
| Module | Module 1 |
| Paper type | Team analytical paper |
| Length | About 582 words, 5 pages |
| Format | APA 7 student paper |
| School | Arizona State University |
| Program | BS in Community Health |
| Updated | October 2026 |
Free sample paper for HCR 435 Module 1
Leading by Example: Role Models, Values Clarity and Shared Values in Health Care Leadership
Student Name
BS in Community Health, Arizona State University
HCR 435: Leaders in Community Health
Instructor Name
Month Day, Year
Leading by Example: Role Models, Values Clarity and Shared Values in Health Care Leadership
Introduction
Leaders in community health rarely learn leadership from a textbook first. They learn it from people they have watched handle a crisis, treat a patient with respect or admit a mistake. This paper examines role modeling, values clarity and shared values as foundations of health care leadership, drawing on our course text and research.
The Importance of Role Models
Role models shape professionals in ways formal teaching cannot. A qualitative study of medical students and consultants found that positive role modeling influenced three things: the development of professional behaviors, the formation of professional identity and the shaping of career aspirations (Passi & Johnson, 2016). Learners absorbed not only what role models did but how they did it, such as how they spoke to patients and colleagues. For community health workers and coordinators, the same is true: a supervisor who listens to patients carefully teaches listening more powerfully than a lecture.
Values Clarity and Leadership Growth
Values clarity means knowing what one stands for and why. Kouzes and Posner (2017) describe clarifying values as the first step in modeling the way, since leaders cannot act consistently on values they have not named. Our team members each identified their top three values before writing this paper: respect, equity and honesty appeared most often. Naming them helped us see where our decisions had been inconsistent, for example saying we valued equity while scheduling outreach only during office hours, when many working families could not attend. Leadership growth begins with that kind of honest comparison between stated and practiced values.
Commitment to Values Versus Imposing One's Will
Commitment to personal values means acting consistently and explaining one's reasons. Imposing one's will means requiring others to adopt one's values or overriding their judgment. Consider a clinic manager who values punctuality and begins docking staff who arrive late, without asking why. Several staff members rely on a bus that runs every 40 minutes. The manager's commitment is real, but the action imposes a value without understanding others' circumstances. A values-based alternative would be to explain why punctuality matters for patients, ask staff what barriers they face and adjust schedules where possible. The difference is whether the leader invites others into the value or demands compliance.
How Shared Values Benefit Individuals and Organizations
When values are shared, people make consistent decisions without constant direction, trust grows and conflict becomes easier to resolve. Shared values also protect staff well-being. At the Mayo Clinic, physicians who rated their own supervisors highly on behaviors such as sharing information, thanking people for good work and supporting their careers reported less burnout and more satisfaction; the survey covered 2,813 physicians (Shanafelt et al., 2015). Nursing research points the same way: across many studies, leaders who build relationships rather than only directing tasks preside over more satisfied staff and healthier units (Cummings et al., 2018). Shared values are not uniform values; teams benefit when members hold different perspectives within a common commitment to patients.
Implications for Our Leadership
As future community health leaders, we will model values whether we intend to or not. We commit to naming our values, checking our practice against them, inviting others into shared commitments rather than imposing them and seeking role models while becoming them for others.
Conclusion
Role models teach leadership by example, values clarity makes consistent leadership possible and shared values turn individual commitment into organizational strength, provided leaders invite rather than impose.
References
Cummings, G. G., Tate, K., Lee, S., Wong, C. A., Paananen, T., Micaroni, S. P. M., & Chatterjee, G. E. (2018). Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review. International Journal of Nursing Studies, 85, 19-60. https://doi.org/10.1016/j.ijnurstu.2018.04.016
Kouzes, J. M., & Posner, B. Z. (2017). The leadership challenge: How to make extraordinary things happen in organizations (6th ed.). Wiley.
Passi, V., & Johnson, N. (2016). The impact of positive doctor role modeling. Medical Teacher, 38(11), 1139-1145. https://doi.org/10.3109/0142159X.2016.1170780
Shanafelt, T. D., Gorringe, G., Menaker, R., Storz, K. A., Reeves, D., Buskirk, S. J., Sloan, J. A., & Swensen, S. J. (2015). Impact of organizational leadership on physician burnout and satisfaction. Mayo Clinic Proceedings, 90(4), 432-440. https://doi.org/10.1016/j.mayocp.2015.01.012
HCR 435 Module 1 instructions, in plain terms
The values and personalities paper is the first of two team papers in HCR 435, and the pair is worth 40 points. As the syllabus describes it, the paper explores role modeling in health care leadership and why it matters for professional development, and it asks for critical analysis of four things: why role models are important, how values clarity affects leadership growth, where commitment to one's own values ends and imposing one's will on others begins, and how shared values benefit individuals and organizations. Team work in this course is due by 5:00 p.m. Arizona time, and members file contribution forms every week. Ledlow and Stephens's Leadership for Health Professionals is the course text, and APA 7th edition errors cost points. Settle early how the team will divide drafting and who will edit, so the finished paper reads in one voice from the first section to the last.
Inside the HCR 435 Module 1 example
Built around the four parts of the prompt, the sample opens with a short introduction, then uses a qualitative study of role modeling to explain why role models matter. The values clarity section cites a well-known leadership text and adds the team's own values exercise with an honest example of inconsistency. A clinic scenario shows the difference between committing to a value and imposing it, with a values-based alternative. The shared values section uses two studies linking leadership behaviors to staff outcomes, and a short implications section states the team's commitments. Four sources support the paper, and each section answers one question from the prompt.
Where the marks sit in the HCR 435 Module 1 rubric
Canvas rubrics split 40 points across HCR 435's two team papers. Values papers typically earn credit for addressing all four parts of the prompt, using research and the course text, offering concrete examples that show rather than tell, drawing a clear distinction between commitment and imposition, explaining organizational benefits with evidence, a consistent team voice and APA formatting. They lose credit when they stay abstract, when examples are missing, when the distinction between values and imposition is asserted but not illustrated and when sections read as written by different people. Honest reflection on the team's own values often lifts a paper above summary.
HCR 435 Module 1 help from the desk
Before anyone drafts, ask each teammate to write down three personal values, then compare the lists; the overlaps and the disagreements are ready-made material. Pick one realistic scenario to show the difference between holding a value and forcing it on others. Find at least one study that links leaders' behavior to staff outcomes. Split the sections, but let one person edit the whole paper for voice. If an example comes from someone's workplace, strip out anything that identifies people. The weekly contribution forms are part of the grade, so complete them carefully. Finish with what your team will do differently as leaders; a specific commitment shows the analysis changed your thinking. The desk can look over a team outline and say whether all four parts of the prompt are covered.
Write yours, or have the desk draft it
This paper is an original model document written by our desk, not a submitted student paper and not an official Arizona State University document. Read it for the moves, then write your own to the instructions in your classroom. If you want one built to your exact prompt and rubric, the first custom sample is free and arrives in 24 to 48 hours.
More HCR 435 and BS in Community Health sample papers
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HCR 435 Module 1 questions, answered
Where can I find a free HCR 435 Module 1 sample paper?
This page has a full HCR 435 Module 1 sample: a team paper on role models, values clarity and shared values in health care leadership.
Why do role models matter for health care professionals?
Research on clinical training found role modeling shapes professional behaviors, professional identity and career aspirations.
What is values clarity in leadership?
Knowing what you stand for and why, so you can act consistently and explain your reasons to others.
What is the difference between leading by values and imposing them?
Leading by values invites others into a shared commitment and listens to their circumstances; imposing them demands compliance.
Which textbook does HCR 435 use?
Ledlow and Stephens's Leadership for Health Professionals, third edition.