Roles and Responsibilities of Leaders and Managers in a Healthcare Setting
This study focuses on the human resource management of a local healthcare facility. In accordance with Cassio (2018), human resource management refers to the management of manpower within the organisational work culture. As opined by Bratton and Gold (2017), human resource management has been designed for maximizing the performance of its workforce in order to meet the strategic objectives of the respective business firm. It has been observed that human resource department of any organization has been designed for the deployment of the employees Brewster and Hegewisch, 2017). In this particular study, the roles and responsibilities of the leader has been described here. In addition to this, this study also focusses on the duties of the managers in a healthcare facility are discussed in a precise way. This study sheds light on the assessment of nature as well as functions of the management are explained in a precise manner. In this particular study, the role played by leadership styles on the performance of the healthcare teams as well as the healthcare setting are covered. This study will highlight on the various developmental activities, which will improve the performance of the manager as well as the leader. Apart from this, this specific study will focus on how to build an effective team and it will also shed light on different ways that will motivate the entire team of the respective healthcare organization. Motivational theory is also explained in this theory. In addition to this, this study will throw light on the role played by the leader on the personal objectives and team achievement in the global context.
According to Pizzo, Lawley. and Rubenstein (2017), human resource management deals with people-related actions namely training and development, recruitment and selection, and monitoring the performance of the employees. However, it is the responsibility of the first line manager of the local healthcare setting to train the healthcare professionals and increase their professional skills to such an extent that it is possible to reduce the number of unexplained deaths within the premises of the healthcare setting. In the opinion of Buch, Thompson and Kuvaas (2016), it is the responsibility of the HR managers to hire and select the talented individuals for their company. Similarly, it is the role of first line manager of the local healthcare facility to recruit and select the potential healthcare professionals and minutely review their performance so that they can succeed in reducing the extent of unexplained deaths occurring within its environment. It has been observed that leader of the respective healthcare setting is subjected to take care of the safety and security of the patients so that number of unexplained deaths can be reduced. It has been noticed that the first line manager of the local healthcare setting is liable for planning the mission and vision of the healthcare facility in such a way that it is possible to control the growth of unexplained deaths occurring in its working environment.
Impact of Leadership Styles on Team Performance
In accordance with Rimi et al. (2017), it is the responsibility of the leader to set goals for the team members. In case of local healthcare facility, leader is supposed to set objectives for the healthcare team in order to decrease the extent of unexplained deaths. From the perspective of Lussier and Hendon (2018), role of a leader is to constantly motivate the team members so that they can meet the fulfil their individual targets as well as company’s goals. In this context, it can be stated that the leader of the healthcare facility need to inspire the entire healthcare team in order to meet the objective of reducing the number of unexplained deaths. It has been noticed that leaders are liable for maintaining coordination among all the members of the team. Therefore, the leader of the healthcare facility is also liable for establishing a coordination within the healthcare team. It is the responsibility of the leader working at a local healthcare facility to motivate its team members to work in a collaboration and coordination. It has been noticed that the leader of the healthcare facility is supposed to strengthen relationship between leader and other medical professionals.
From the case scenario, it can be stated that leaders of the healthcare facility can maintain integrity among team members by fostering creativity and retaining highly talented and experienced healthcare professionals. According to Christensen, Mackey and Whetten (2014), adoption of impartial approach aids the leader to maintain fairness throughout the workflow of the respective organization. In this context, it can be stated that a leader should be always impartial when it comes to recognize and appraise its healthcare team. Transparency needs to maintained by the leader at time of evaluating the performance of healthcare care in order to avoid internal conflicts within the team of the healthcare facility. In case of the local healthcare facility, it is possible for the leader to maintain consistency by keeping the commitments.
Situational leadership:
It has been noted that Helfat and Peteraf (2015) asserted that, the situational leadership is a style when a leader has to adjust the style in order to fit into the mode of development level of team members, the leader is striving hard to influence the team members. It has been observed that this particular style of leadership changes constantly based on the changes made in the organizational workflow. It is seen that the leaders following the situational style of leadership always closely supervises his healthcare team. In this context, it can be stated that leader of local healthcare setting cam follow a top-down approach where healthcare team members will act as per the instructions of their leader. As opined by Waligo, Clarke, Hawkins (2014), final decisions are taken by leaders following the situational leadership style. In case of local healthcare settings all the team members are under close supervision of leaders including first line manager and all actions are carried out by healthcare team under the guidance of their leader. It has been observed that leaders working at healthcare facility also gives feedbacks to its team after assessing their performance.
Building Effective Teams in Healthcare Settings
It has been observed that healthcare professionals can select their task. In case of the local healthcare facility. Directing style is used by the leaders when employees require high needs and they do not have much experience in health and social care sector. Delegating style is used by the leaders when healthcare team members with low needs as well as high competencies. Thus, situational leadership plays a vital role in improving the performance of healthcare team, which will reduce the number of unexplained deaths in its premises.
John Adair Black has created this model in 1973. This particular leadership model comprises of three essential elements such as Task, Team and Individual.
Task:
In order to achieve an objective, a person is appointed as a leader. From the perspective of Helfat, and Peteraf (2015), objective can be general or specific. In other words, specific goals are usually created by the leader for earning a huge profit percentage from the business operations. In this context, it can be stated that goal of the local healthcare setting is to decrease the extent of unexplained deaths. Therefore, it is the duty of the leader as the first line manager is to assign the tasks and guide the healthcare professionals to achieve the specified target.
Team:
Teamwork plays a vital role in achieving the targets. It is the duty of the leader to define the roles and responsibilities of the healthcare team so that they can work in a collaborative and coordinated manner. Action centred leadership emphasizes on leaders’ capability to resolve conflicts so that the healthcare team can work together to ensure safety and security of the patients.
It is very important for the leaders to understand the skills of every individual working under the same roof. This is applicable for the leader of the local healthcare facility. Recognition of good performance aids the leaders of the local healthcare facility to boost the morale of the workforce, which encourages them to deliver their best input in the respective setting. Adoption of this leadership will increase the confidence of the healthcare teams. The proper implication of this leadership style will help the organization to find out the exact cause behind unexplained deaths based on which strategies will be formulated and implemented accordingly.
It is essential for the healthcare facility to include training programs in its working procedures. In the opinion of Camden et al. (2015), training sessions will increase the knowledge and expertise of the managers as well as leaders. In case of a local healthcare facility, On-job training will be helpful for the managers and leaders to increase their expertise as well as knowledge on the health and social care sector. According to Johnston and Marshall (2016) on-the job coaching along with feedback counselling is an unique technique, that will enhance the professional competencies of the manager as well as leader of an organization. The managers as well as leaders will be given on-job-counselling as well as feedbacks so that it is possible for them to instruct the individuals of the healthcare team in a better manner. It offers skills as well as knowledge to the managers by answering the questions, monitoring their work and also discussing the progress made by them towards reducing the rapid growth of unexplained deaths within the environment of the healthcare setting.
Motivational Theory for Healthcare Professionals
From the perspective of Wiebe et al. (2014), feedback counselling will help the managers to understand their weaknesses based on which they will make improvements. In other works, feedback system will aid the higher authorities of the local healthcare facility to minutely review the developmental progress made by the managers and leaders in finding out root causes that lies behind unexplained deaths occurring within the environment of the local healthcare facility. In accordance with the opinion of Noe et al. (2014), the higher authorities of any company can assign the presentation which will provide the employees a scope to create a plan and organization the team members to meet the targeted objectives of the plan. In this regard, it can be stated that by assigning the presentation to the managers along with leaders, it is possible to judge the core competences and knowledge of these individuals and higher authorities will also give them feedbacks.
There are certain things that a leader might do in order to establish a high performance team. First and foremost, thing for a leader of local healthcare facility is to find out individuals with different skills and knowledge. Secondly, it is the responsibility of the leader is to set the goals for the healthcare team. It is the role of leader to make the employees understand what are their roles and responsibilities. In order to achieve the goals, tasks will be allocated to every member of the healthcare team. Deadline for the task would be mentioned by the leader to his team members working at local healthcare facility. Thirdly, it is the responsibility of the leader to review the performance of every member associated with local healthcare facility. Lastly, it is the duty of the leader to include feedback system in its workflow based on which performance appraisals would be given to the top performers.
It is seen that leader need to inculcate the core values of the healthcare facility to its team members via training programs (Crane and Temple, 2015). Apart from training programs, workshops can help the leaders to communicate his team members that every patient should be provided with high-quality treatment facilities. These are various ways by which a leader communicates to its healthcare team a shared purpose related with the well-being and safety of the patient.
According to Waligo, Clarke and Hawkins (2014), evaluation sessions can help the leaders should take to ensure that the culture, values and ethics of all the team members are respected. This is applicable for the leaders and managers working at local healthcare setting. In addition to this, Wiebe et al. (2014) commented that it is essential for the leaders to include workshops within the workflow of the local healthcare facility. In this context, it can be stated that inclusion of workshops will ensure the fact that culture, ethics and ethics of the healthcare team are respected by others.
Feedback Counseling for Managers and Leaders
Frederick Herzberg had proposed this particular theory. It has been observed that individuals are usually influenced by motivational and hygiene factors. As per this theory, motivational factors are the factors, which are required for inspiring the employee to deliver their best performance (Helfat, and Peteraf, 2015). On the other hand, hygiene factors are required in order to make ensure that the skilled professional becomes satisfied (Camden et al. 2015). Some of the hygiene factors are working conditions, pay packages, security and organisational policies. On the other hand, achievement, appreciation for achievement and growth are some of the motivational factors according to the concept of Herzberg’s Two Factor theory. It is seen that by improving the pay-scale, it is possible for the first line manager to motivate the workforce. By offering free snacks to the employees, it is possible for the HR manager of the local healthcare facility to encourage and inspire the healthcare team to take care of the patients with more efficacies. Performance appraisals are unique technique, that can be used by first line managers to inspire the entire team.
It has been observed that leaders create an impact on personal objectives and team achievement. In accordance with Noe et al. (2014), if a leader clearly states the vision and mission of the respective organization, them the team members performs their best in order to meet the team’s objective. From the case scenario, it can be stated that leader of the healthcare setting instructs the healthcare team to maintain code of ethics in the workplace. However, the healthcare professionals try their best to find out the factors influencing the prevalence of unexplained deaths within the premises of the healthcare setting. The role of the leader of the healthcare is to motivate the team to work in a proper coordination. As a result, the healthcare team will strive hard to work collaboratively. They will put their best effort to complete their individual goals thereby increasing the reputation of the respective healthcare setting.
Conclusion
From the above discussion, it can be concluded that a fruitful human management is responsible for enhancing productivity and profitability of the local healthcare setting. It has been noticed that situational and action-centered leadership style are useful styles, which will resolve the problems related to unexplained deaths within the premises of the healthcare setting. The proper implication of Herzberg’s Two Factor theory in the environment of healthcare setting will increase the confidence as well as morale of the healthcare team that will drive them to perform better within the premises of the local healthcare facility. In this way, it is possible for the local healthcare facility to attract more patients to avail their services.
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