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Issues Faced by Red Shire Health Partnership

Leadership and management function as significant elements in a healthcare center for the delivery of efficient services related to human welfare (Belrhiti, Giralt and Marchal, 2018). It is an amalgamation of skills, outlook, and behavior for critically strengthening the integration and quality of care. Leadership is essentially required for a coordinated provision of care, from the patients as well as practitioners. If activities are managed efficiently in any institute, higher levels of productivity and performance would be observed while achieving the expected set of health outcomes. The report would assess the underlying issues faced by the healthcare provider called "Red Shire Health Partnership” in terms of managerial and leadership activities. It would aim to mitigate problems for making the providers aid in the positive contribution to the community. The issues have been substantially noted around lack of care standards, lack of oversight by management, poor leadership, and staffing, inadequate attention to patient health, and communication issues regarding care plans.

The RedShire group intends to improve health outcomes for individuals residing in the location, but being a smaller organization face lowered repute in comparison to other established health providers. They receive low funding and support for carrying out their functions as healthcare providers. Staff salaries require a huge portion of the overall incurred costs. Without the presence of additional sources of income, the IT teams are deterred from reaching performance targets and keeping up with change, which is an imperative challenge in healthcare. It is always subjected to reforms and new standards of care and cure. As the staff salary is not amplified remarkably for extra hours of work, their engagement with the healthcare providers has slowly started to fade. Heavy job-related dissatisfaction of the staff, in the long run, would only aggravate issues in the organization.

Management meetings Discuss pertinent issues; however, the concerns of the staff happen to not be completely heard. The value of enriching patient experience is a subject to be highlighted and often gets masked.

More budget needs to be allocated for training and development of staff, where they can perform according to patient expectations and handle the introduced IT equipment. It has been understood how managers require training as well to lead to process improvements.

Staffing issues are predominant, wherein hiring practices have been halted in the organization for long, owing to the unavailability of time and money. Due to a lack of efficient training measures, the staff does not meet the criteria to give proper performance outputs. It is often necessary to introduce backdate paperwork for meeting targets within deadlines. If patient needs are not addressed within time, high risks can be prevalent regarding their health management. The staff also does not possess the confidence to speak up against the management in fear of retribution. The organization RedShire direly wishes to cater to innumerable patient needs but employees also need to be satisfied for fulfilling patient interests (Bokhouret al. 2018).

A leader is supposed to be highly stress-tolerant and possesses higher levels of energy and self-confidence (Bargau, 2015). His internal locus should revolve around the orientation of control, emotional maturity, and integrity. Leaders should be able to motivate colleagues and empower the staff members to facilitate their decisions in promoting proper healthcare.

Management and Leadership Strategies for Healthcare Centers

Leadership theories should be significantly implemented for crucially proving a success in all teams. It explains the different traits emphasizing behaviour that should be adopted by people for boosting their own abilities of leadership.

Contingency Theory: It describes variables in a particular seeing determining the leadership style best situated in a given situation. It relies on the fact that no leadership style can be pronounced without the presence of a concern (Fiedler, 2015). It relied on techniques finding a proper balance between needs, behavior and context. Good leaders possess qualities and can evaluate the needs of the patients and the situation in hand, and their leadership combines all key variables. As per the requirements of this theory, the leaders in Redshire would have to use their abilities in managing decisions according to the prevalent need or difficulty.

Behavioural Theory: The focus is levied on specific actions and behaviors of leaders instead of their characteristics. It is a combination of acquiring multiple skills to provide effective leadership. It relied on the concept of how individuals require primary skills like technical and conceptual skills for being able to lead other people. They need to have sufficient knowledge of the process, interact with other individuals, and give rise to concepts for the smooth functioning of teams in the concerned institute(Kumar and Khiljee, 2016).

Several leadership styles are emerging in the present day such as servant leadership, system leadership, moral leadership, e-leadership and value-based leadership to name a few.

E-leadership is a process inducing social influence, is technologically mediated, and produces a change in behavior and attitude of groups for achieving specific goals (da Costa Machado and Brandao, 2019). Moral leadership encourages the capacity to effect change and exert influence through leading self-guided by various moral principles. Workers should not feel the requirement of using unethical principles even in dire circumstances. In this case, even if the staff needs to enable unethical methods in gaining their salary, their moral inhibitions would cause hindrances.

Organizational Culture comprises of the attitudes, values, beliefs, and expectations of everyone working in collaboration. This collection of habits and traditions reflects the organizational culture and plays a great role in staff retention. Staff engagement can only advance if the organization collectively takes the responsibility of improving service quality through consideration of the pertinent needs like hiring the right staff, improving budget for remunerations, and enhancing pay scales (Rider et al. 2018). This would further help in minimizing regulatory overload. Effective transformational leadership can be promoted for aiding right decisions at the right time. Sustainable competitiveness amongst workers can also be maintained through the integration of this leadership style. This style contains traits of individualized consideration, idealized influence, intellectual stimulation and motivation (Ghasabeh, Soosay, and Reaiche, 2015)..

Due to the inefficiency in hiring new staff, many issues inside the internal departments of the organization RedShire are falling apart in terms of operations, finance, and management.

Induction of strategic management is important as the management needs to critically enquire about the inherent drawbacks and issues in the operational facilities of Redshire.

Leadership Theories

According to the Managerial Grid model, five styles of managerial leadership can either focus on people or productivity or both. In the Redshire group, the “Produce or Perish” Authoritarian style of management is observed. The effectiveness of tasks and performances is ensured in Redshire, but with little to no benefits offered to the workers. This framework leaves a foundation for achieving goals but often sidelines the interests of the workers (Alanoglu and Demirtas, 2020). It progresses to harm the team, wherein the work morale has to consequently suffer. The management does not induce activities to sufficiently motivate the team where they tend to feel stressed. There are consequent problems seen in their productivity. Even the best staff in healthcare can be digressed from giving efforts if their opinions are undervalued, or they do not receive deserved payment for their efforts.

Scientific Management Theory: The approach was developed by Frederick Taylor for utilizing measurements and data for making organizations function effectively. Managers need to observe and evaluate processes in numerical terms and distill information to make the organizational activities run smoothly. The standard managerial strategies are based on reward and punishment and works well for mechanized operations.

Bureaucratic Management Theory: Max Weber emphasizes the scientific principles to be applied to systems of production but management of human resources as well. It stresses designated roles for staff based on hierarchies, that help in the streamlining of authority (Ferdous, 2016). He also highlights the role of emotion in a landscape that is highly IT-driven and governed by newer technologies.

Systems Theory: This theory considers holistic aspects of contexts while managerial approaches aim to achieve a balanced role in business. The elements include the organizational vision and mission for making all the units function cohesively in fulfilling goals (Lai and Huili Lin, 2017). It is to be understood how the theory effectively recognizes specific patterns in the operations and activities of the concerned organization. Redshire healthcare providers should leverage the aspects and regulate their system’s outcomes and inputs.

Issues of faulty Human Resource management:

The role of the HRM department in any company is to strategically hire the right people as per their set of skills, and talent necessary for the company’s welfare (Armstrong, 2020). If the right staff were selected and training programs were arranged for handling changing IT needs, Redshire could have been in a better place. HRM also encourages the need to bring forth performance appraisals for the sake of employees so that they earn what they deserve. It would help to provide an outline for anticipated objectives where the execution of tasks can occur with the best efforts. However, Redshire observes staff overworking for meager salaries, due to problems of funding and budgeting. This reduces their morale to function better, manage disputes, or even develop public relations.

Conclusion

There is an excessive need for the introduction of newer policies and amendments in RedShire Healthcare partnership group for the improvement of the overall facilities and services they provide. The managerial and leadership-related issues have led to problems with staff retention, staff engagement, and satisfaction. Due to a lack of performance appraisals and problems in managing teams, despite long hours of work, staff working in Redshire have been heavily disappointed and showing resentment. There is no arrangement of training programs and no new staff are being appointed for handling the changing technological requirements. Without proper leadership, the workers do not receive positive guidance for enhancing their decision-making abilities. There is reduced workspace cohesion in the healthcare center. Modifications need to be urgently made for bringing back the working standards in the company so that staff can contently work together for catering to patients. Various managerial and leadership theories have been discussed for implementation.

References

Alano?lu, M. and Demirta?, Z., 2020. Management Styles’ Levels of Predicting Job Satisfaction and Burnout: Intermediary Role of Organizational Justice. EgitimveBilim, 45(204).

Bârg?u, M.A., 2015. Leadership versus management. Romanian Economic and Business Review, 10(2), pp.112-135.

Belrhiti, Z., Giralt, A.N. and Marchal, B., 2018. Complex leadership in healthcare: a scoping review. International journal of health policy and management, 7(12), p.1073.

Bokhour, B.G., Fix, G.M., Mueller, N.M., Barker, A.M., Lavela, S.L., Hill, J.N., Solomon, J.L. and Lukas, C.V., 2018. How can healthcare organizations implement patient-centered care? Examining a large-scale cultural transformation. BMC health services research, 18(1), pp.1-11.

da Costa Machado, A.M.M. and Brandão, C., 2019. A narrative approach to an e-leader caregiving identity. Leadership and human resources development: book of papers.

Ferdous, J., 2016. Organization theories: From classical perspective. International Journal of Business, Economics, and Law, 9(2), pp.1-6.

Fiedler, F.R.E.D., 2015. Contingency theory of leadership. Organizational Behavior 1: Essential Theories of Motivation and Leadership, 232, pp.01-2015.

Ghasabeh, M.S., Soosay, C. and Reaiche, C., 2015. The emerging role of transformational leadership. The Journal of Developing Areas, 49(6), pp.459-467.

Kumar, R.D. and Khiljee, N., 2016. Leadership in healthcare. Anaesthesia & Intensive Care Medicine, 17(1), pp.63-65.

Lai, C.H. and Huili Lin, S., 2017. Systems theory. The international encyclopedia of organizational communication, pp.1-18.

Rider, E.A., Gilligan, M.C., Osterberg, L.G., Litzelman, D.K., Plews-Ogan, M., Weil, A.B., Dunne, D.W., Hafler, J.P., May, N.B., Derse, A.R. and Frankel, R.M., 2018. Healthcare at the crossroads: the need to shape an organizational culture of humanistic teaching and practice. Journal of general internal medicine, 33(7), pp.1092-1099.

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