Literature Review
The report consists of the analysis of the issue pointed out in the private health care organization. The case issue regarding the employee satisfaction and the job role of the employees at work in the Intensive Care Units and the emergency services. The workers of the night shifts are facing issues in managing the work life balance of them. The literature review will be focused on the leadership issues that are being identified in the case study regarding the private healthcare organization. However, a detailed analysis of the issues identified in the case will be elaborated in a way so that recommendations will be formulated that will be formulated in a way so that the issues in the workplace can be solved. The issues in the leadership are pointed out as the main issues in the management as well as the motivation of the employees who are working in the healthcare organization. It can be said that the leadership of the organization is responsible for the production of the employees in the emergency units and the Intensive Care Units. The present situation causes the disruption of the services provided by the employees associated with the organization.
The case study points out the issues of the lack of motivation of the employees along with the improper motivation of the team leaders. It can also be pointed out the fact that the employees are not able to maintain a perfect work life balance in the workplace that are responsible for many types of problems both in their personal and professional life of the employees. Apart from that, the employees are responsible for getting affected by many diseases like prolonged headaches, obesity, panic disorders, depressions, stresses, etc. It leads to lower quality of the service provided to the patients in the emergency wards (Day 2014).
Another vital issue that is found in the second part of the case study is the leadership and management issues of the new CEO appointed to it. Earlier the employees are not at all motivated to their work. The issue is at the leadership and motivation of the workers associated with the healthcare association. The leadership style used in the organization is autocratic in nature, which is not effective in nature. The bond between the employees and the senior managers are nil. There is a need of transformational leadership, which is considered as the part of motivation of the employees in order to work efficiently in their field of work (Yoder-Wise 2014).
Leadership and Motivation In Private Healthcare
Individual motivation and leadership are the two aspects that are interrelated with each other. They are the factors that are responsible for controlling the outcomes of the performance level of the employees working in an organization. It can be said that there are many theories of motivation that are used by the organizations in a customized way so that the effectiveness of the organizational performance can be increased. The concept of motivation is a vital aspect not only in professional aspects but also in personal growth and development of an individual (Gerhart and Fang 2015). It is the role of the managers and the leaders in order to motivate the employees and to create a bond between the peers. Self-development and self-motivation is an important aspect that can be used by individual in order to motivate themselves in their particular field of work. Research has been portrayed the fact that apart from internal motivation, external motivation is required in order to perform better in an organizational context. Organizational excellence is depended on the performance of the employees as well as the improved employee relations within the organization (Chen et al. 2013).
Conchie (2013) stated that there is an aspect apart from motivation of the employees, which is important for boosting the level of performance in the workplace. There are forms of motivations that are identified by the industry experts, which are essential for the increased efficiency of the performance of the employees. The forms of intrinsic and external motivational factors are used to determine the organizational excellence as well as the excellence in the performance of the employees. Gagné (2014) mentioned that the theories of motivation that are commonly used by organizations for the benefit of the employees are Maslow’s Hierarchy of Needs, Herzberg’s theory of motivation and hygiene, McClelland’s Need Theory, McGregor’s Participation Theory, Urwick’s Z Theory, Argyri’s Theory, Vroom’s Expectancy Theory, Lawler and Porter’s Expectancy Theory, etc. These theoretical constructs are used in order to control and explain the behaviour that gives the reason of actions, needs and desires of the people. The theories mentioned above are categorised under two aspects such as natural vs. rational and process vs. content theories of motivation.
Leadership and motivation has a key role to play in any organization. Effective leadership is needed in order to motivate the employees. In a private hospital, leadership and motivation of the employees are essential such that they are able to provide the best possible care to the patients (Achua and Lussier 2013). The various leadership styles that could be effectively used by the employees of the private hospital include the transactional and transformational leadership styles. In the transformational leadership style, the issues of the employees are given much more importance (Antonakis and House 2013). The process of decision-making is done after consultation of the employees. This is a participative style, where the employees are encouraged to make proactive participation. In this king of a leadership, the employees and the employer share a strong bond (Achua and Lussier 2013). Thus, using this type of a leadership style is effective in motivating the employees to work diligently. The leaders who follow this leadership styles are more successful in motivating the employees than the other leadership styles (Antonakis and House 2013).
Leadership Styles for Private Healthcare
Another leadership style that has a key role to play in the organizations is the transactional leadership. This type of leadership focuses on the rewards and punishment methods (Huber 2013). The employees are rewarded if they work diligently in fulfilling the organizational goals. The employees who do not perform well are punished. In this kind of a leadership, the employees do not participate in the decision-making process (Breevaart et al. 2014). Moreover, in this leadership style, the leader does not consult with the employees but informs the decision to them only. Thus, the transactional leadership is not effective to mitigate the issues in the given case study.
The given case study highlights the fact a situation in which the employees are facing a major change in policy. A new policy that requires the employees to work in night shifts. This major change in the policy faced resistance from the employees. This is because, working in night shifts brings about major physiological changes among the employees (Antonakis and House 2013). However, in case of a hospital night shift employees are needed. Moreover, the new CEO of the hospital, pushed the employees to work diligently and serve the customers with care. The unhappy employees had been continuously resigning from their job, along with increasing number of customer complaints. Thus, the services of the hospital are being disrupted. In order to ensure that the hospital runs smoothly, the leaders of the hospital and the CEO has to practice and incorporate the transformational leadership styles (Parris and Peachey 2013). The transformational leadership style is an important one, as well as effective. Using this type of leadership style, the employees could be motivated effectively and the employees would work diligently (Dvir et al. 2013). Moreover, using this leadership style, involves the employees in the process of decision-making. Using this leadership style, the employees are able to take proactive part in the process of the hospital, along with understanding the issues being faced by the employees (Grohar-Murray et al. 2016). Using the transformational leadership style, it is easier to motivate the employees to work diligently, towards the fulfilment of the goals of the hospital. Individual motivation also plays an essential role in diligent working (Achua and Lussier 2013). Thus, it is essential that the employees be given adequate motivation, along with self-motivation. The involvement of the employees in critical decision-making might mitigate the issues of employees resigning in a lot. The complaints of the customers will be lessened if the employees work towards fulfilling the objectives set by the private hospital (Avolio and Walumbwa 2014.). The cooperation of the employees is essential in case of a hospital; hence, the employees have to work diligently for the success of the hospital (Achua and Lussier 2013). Finally, it might be highlighted that the motivation of the employees along with the leadership of an effective leaders and a proper guidance will result in the success of the hospital, with effective care being given to the patients. Thus, an in-depth analysis highlights the fact that the CEO should have engaged the employees as well in the process of decision making, and helping them to understand the need for the night shift. Moreover, using transformational leadership style, the employees could have been motivated enough such that they would have agreed to work in the night shifts and serve the patients effectively (Avolio and Walumbwa 2014). Thus, effective motivation and efficient leadership styles would have been useful for the private hospital.
Transformational Leadership Implementation in Private Healthcare
Conclusion and Recommendation
The importance of effective leadership has been realised in this assignment. The use of the transformational leadership is effective in the private hospital and needs to be used by the new CEO of the hospital. The transformational leadership is much more effective in the given case study. In this case, the transactional leadership style is not effective, since the employees are not ready to work in night shifts even if they are given incentives and rewards. Thus, the transformational leadership style is much more effective in regards to the mentioned case study. Along with effective leadership, motivation also has a key role to play. The motivation imparted by the leaders along with self-motivation is essential. Thus, to conclude it might be said that the transformational leadership style has a key role to play in enhancing the performance of the private hospital, along with mitigation of the issues of non-cooperation of the employees. Thus, employee retention is done, along with enhancement of the services given to the employees. The transformational leadership style is proven the best leadership style for effectively motivating the employees along with achieving employee retention. Hence, transformational leadership has a key role to play in the organization as well as in the hospital.
References
Achua, C.F. and Lussier, R.N., 2013. Effective leadership. South-Western Cengage Learning.
Antonakis, J. and House, R.J., 2013. The full-range leadership theory: The way forward. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. 3-33). Emerald Group Publishing Limited.
Avolio, B.J. and Walumbwa, F.O., 2014. 16 Authentic Leadership Theory, Research and Practice: Steps Taken and Steps that Remain. The Oxford handbook of leadership and organizations, 331.
Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O.K. and Espevik, R., 2014. Daily transactional and transformational leadership and daily employee engagement. Journal of occupational and organizational psychology, 87(1), pp.138-157.
Chen, X., Ma, J., Jin, J. and Fosh, P., 2013. Information privacy, gender differences, and intrinsic motivation in the workplace. International Journal of Information Management, 33(6), pp.917-926.
Conchie, S.M., 2013. Transformational leadership, intrinsic motivation, and trust: a moderated-mediated model of workplace safety. Journal of occupational health psychology, 18(2), p.198.
Day, D.V. ed., 2014. The Oxford handbook of leadership and organizations. Oxford University Press, USA.
Dvir, T., Eden, D., Avolio, B.J. and Shamir, B., 2015. The impact of Transformational Leadership.
Gagné, M. ed., 2014. The Oxford handbook of work engagement, motivation, and self-determination theory. Oxford University Press, USA.
Gerhart, B. and Fang, M., 2015. Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), pp.489-521.
Grohar-Murray, M.E., DiCroce, H.R. and Langan, J.C., 2016. Leadership and management in nursing. Pearson.
Huber, D., 2013. Leadership and nursing care management. Elsevier Health Sciences.
Parris, D.L. and Peachey, J.W., 2013. A systematic literature review of servant leadership theory in organizational contexts. Journal of business ethics, 113(3), pp.377-393.
Yoder-Wise, P.S., 2014. Leading and managing in nursing. Elsevier Health Sciences.
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