Effective Leadership in Healthcare: Theories, Practice, and Culture Assignment Examples

Introduction

Leadership determines about the potential of individual or group members in terms of manging and guiding team members. Effective leadership in healthcare is pivotal as it assures coordination, facilitates communication, boosts productivity and enhances the quality of care. Modern healthcare system associates with complicated process and an effective leadership supports in the management of all processes (Shanafelt et al, 2021). The current assignment will be based on critiquing current debates and theories entails with healthcare leadership. Furthermore, justification would be provided for the application of practice in current leadership practice. Moreover, ways in which theory and practice related with organisational culture will be explained.

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Main Body

Critiquing current debates and theory in healthcare leadership

Leadership in healthcare is considered as a crucial process as it determines about the extent up-to which patient outcomes are enhanced. In the views of Mousa et al, (2021) behavioural theories prove to be suitable in healthcare as it focuses on enhancing the behavioural pattern of leaders and further focuses on encouraging and motivating staff members. Whereas, Terkamo‐Moisio et al, (2022) stated that situational leadership is significantly proposed for the nursing managers and consequently, based on the situation appropriate decisions are taken. There are varied number of patients in healthcare setting and each service user concerned with unique needs therefore, it is important to take actions accordingly. Therefore, situational leadership is important so that appropriate decision can be taken and effectual outcomes can be gained. The criticism of situation theory comprised with lack of empirical support, clinical setting adheres with evidence-based research and practices and accordingly decisions are taken. However, there are lack of empirical evidence with regards to situational leadership and due to which varied debates are raising.

Transformational leadership refers to that type of leadership which focuses on encouraging, inspiring and motivating employees for innovating and creating change in the organisation (Enwereuzor et al, 2020). It further facilitates growth and shapes the organisational practices. On the other hand, research has shown that in transformational leadership is not appropriate for healthcare setting as it aligns with lack of focus which results in lack of motivation in the team members. As a result, staff members do not feel motivated in the organisation and due to which they are not able to enhance patient outcomes. van Dorssen-Boog et al, (2020) revealed that adaptive leadership enables practitioners to mobilise and assure support to patient, it focuses on learning new things and promotes consistent learning for staff members and patient. Therefore, it is important to focus on this type of leadership style. On a contradictory note, Robbins and Davidhizar (2020) stated that this process is concerned with exploration of new possibilities that can further bring the degree of uncertainties and impacts the working practices of team members. Based on the research this can be said that leadership is a crucial process that enhances the coordination in healthcare system. Further, it plays important role in enhancing the practices at the setting and develops motivation for team members. Henceforth, there is no doubt in stating that it is important to implement significant leadership style within healthcare setting as this ultimately impacts patient outcomes.

In healthcare sector leadership is considered as core element that organises all other components and supports in gaining of desired results. An effective leadership has the potential to steer healthcare system that further enhance healthcare services. This is usually concerned with implementing a significant procedure and practice that is concerned with enhancing motivation of staff members so that they can perform their tasks in effective manner (Kuknor and Bhattacharya, 2020). There are varied levels of leadership within healthcare setting and all of them holds different responsibilities and accountabilities. Leadership skills prove to be integral specifically in management of healthcare system. Professionals within healthcare sector need to develop and imply significant leadership styles that supports effective medical services.

In the study of Ramachandran et al, (2024) it has been witnessed that Emotional Intelligence [EI] is an important component within healthcare leadership, EI is significant as this emphasis on four major contextual elements and those are self-awareness, self-management, resiliency and social skills. These components of EI are determined by the Goleman’s four factor model. A leader needs to have effective EI capabilities so that emotions of staff members and patient can be analysed and further significant outcomes could be gained (Mitosis et al, 2021). Healthcare Leaders needs to develop effective understanding regarding the ways in which their emotions and actions led to impact the people and patient around them. Therefore, there is need to focus on developing EI abilities by practicing mindfulness and developing consistent interaction with patient and staff members. By emphasising on these aspects significant outcomes can be gained and effective practices can be implemented at the setting. However, Laukka et al, (2020) stated that healthcare leaders with high EQ have the potential to manipulate other individuals. Hence, there is risk related to overusing of skills and further emphasis is made on prioritising emotional domains rather than logical components.

Stanley et al, (2022) Elucidated that strong leadership and management components are important in providing high quality services to the patients. In healthcare, both leadership and management prove to be similar and varied aspects such as professional and personal skills can assist in undertaking both the procedure. There are different leadership theories which are needed to be adopted by healthcare managers, leadership theories are applicable for healthcare managers and leaders as they can effectively undertake specific actions which are important for implementing collaboration in the settings (De Lange et al, 2020). A healthcare leader needs to have varied skills such as communication, time management, decision making, team management and problem solving. This skill enables leader to take effectual actions which are necessary for developing a structured framework at the setting. Similarly, these skills are needed to have by managers so that can organise and allocate the task (De Lange et al, 2020). Healthcare leader focuses on morals and values of employees while manager emphasis on arranging and organise task while enhancing the potential of nurses and other staff members so they can effectively perform their task.

Communication skill is pivotal from all skill as this enable healthcare leader and managers in terms of managing a healthy and positive environment that complies with providing compassionate care to patients. The success of any treatment procedure depends upon the ability of healthcare leaders to take significant and appropriate decision on right time. Therefore, it is important to develop time management and decision-making skill in leaders so they can take appropriate decision for leaders and further supports in enhancing patient outcomes (Adamopoulos, 2022). Adaptability proves to be another important feature that should be possessed by leader. The consistent change in the organisation impacts the staff members and their practices. Therefore, it is important that leader must have adaptive nature so they can easily adopt the change and further this enables them to motivate team members in terms of adopting new changes along with performing their task in significant manner.

However, research have shown that there are consistent issues faced by healthcare leaders such as rising healthcare cost, political challenges within healthcare, unfavourable work environment and leadership gaps which is creating negative impact on leaders and their leadership practices. There is extreme pressure on healthcare leaders in terms of managing the healthcare cost along with providing quality services to patient (Suliman et al, 2024). Changes in political environment directly impacts healthcare practices and therefore, leader needs to take such decisions that adheres with the legal aspects. Unfavourable work environment impacts the satisfaction level of staff members and due to which patient satisfaction level further got impacted. The leadership gaps arise due to lack of interaction with staff members. Thus, it is highly important to implement focus on these areas so that the loopholes can be managed and effective leadership practices can be undertaken in the setting.

Thus, there is no doubt in stating that leadership is an important element in healthcare and there is need to adopt appropriate leadership style which concerned with enhancing staff and patient satisfaction. Furthermore, it is important to look upon the barriers so that corrective measures can be taken.

Implication of practice in current leadership style and justification

My current leadership style is situational leadership, I prefer to take decision in accordance with the given situation. However, criticism of situational leadership is comprised with lack of evidence but there are multiple researches that possess strong notion in terms of clarifying the importance of situational leadership. In my belief, I strongly adhere with situational leadership style, in healthcare sector there are varied situations arises due to different kind of illnesses and patient requirements. Incorporating one leadership style does not work in all situation and thereby, it is essential to look upon the present circumstances so that significant decision can be taken accordingly and this also supports in gaining effective outcomes. Hence, I can say that this theory is applicable in mu leadership style. Whenever, I have given group task at that time I prefer to take decision on the basis of situation. There are some areas where emotions need to be prioritised while in other areas it is important to focus on practical and logical reasoning.

A leader should have this capability so that decision can be taken on the basis of given situation rather than focusing on set parameters (Do Adro et al, 2020). In future, I will adopt situational leadership style in healthcare setting, this enables me to understand the situation of patient and staff members and subsequently, I will undertake decision. Also, I will prioritise emotions and logical reasoning along with emphasising on the needs and requirements of employees. In this manner, I will be able to take appropriate actions and further effective decision making can be undertaken.

Assessing the ways in which theory and practice relates to organisational culture

The theories and practices of leadership significantly relates with organisational culture. In the opinion of Ledlow et al, (2023) organisational culture signifies about the values, beliefs and attitude that influences the behaviour of employees. Leadership practices are concerned with creating an effectual workplace so that employees can feel satisfied and performs their task in effectual manner. Leaders focuses on enhancing the organisational culture so that morals and values of employees can be prioritised and they can be encouraged for implementing collaboration. Different leadership style develops varied impact on organisational culture, for instance- autocratic leadership style led to implement a hierarchy pattern that limits the interaction with staff members. On the other hand, transformational leadership focuses on fostering the innovative culture in the organisation and further ensures consistent improvement (Mcquade et al, 2021). Considering these aspects, it can be said that different type of leadership style impacts the organisational culture.

In healthcare sector, leader focuses on developing a favourable organisational culture that encourages staff members and motivates them to perform in effective manner. However, when leader adopt autocratic style then, staff members are not involved in decision-making and this ultimately impacts their motivation level along with creating negative impact on the organisational culture (Khan et al, 2023). Leaders enable employees in terms of embodying their values which consistently contributes in enhancing organisational culture. Thus, it is the duty of leader that they must communicate organisational goals and values to staff members and further opportunities should be given to staff members so they can effectively share their views and opinions in the organisation. In this manner, effectual culture at the setting can be promoted within motivating employees. This supports in gaining significant outcome and often patient outcomes would be enhanced.

Conclusion

Conclusively; this can be said that leadership is pivotal in healthcare as it enhances the quality of care provided to patient. However, there are certain issues persisting in healthcare system which is impacting the leadership process. It is important to understand the needs and requirements of staff members and accordingly further, actions are needed to be taken. In my own profession, I will assure that each of the member has been given opportunity to share their thoughts and views. This supports in developing a sense of belongingness and further enhances the quality of care within healthcare setting.

Refreneces

Books and Journals

Adamopoulos, I.P., 2022. Job satisfaction in public health care sector, measures scales and theoretical background.European Journal of Environment and Public Health,6(2), p.em0116.

De Lange, A.H., Løvseth, L.T., Teoh, K.R.H. and Christensen, M., 2020. Healthy healthcare: empirical occupational health research and evidence-based practice.Frontiers in Psychology,11, p.2236.

do Adro, F.J.N. and Leitão, J.C.C., 2020. Leadership and organizational innovation in the third sector: A systematic literature review.International Journal of Innovation Studies,4(2), pp.51-67.

Enwereuzor, I.K., Adeyemi, B.A. and Onyishi, I.E., 2020. Trust in leader as a pathway between ethical leadership and safety compliance.Leadership in Health Services,33(2), pp.201-219.

Khan, B., Fatima, H., Qureshi, A., Kumar, S., Hanan, A., Hussain, J. and Abdullah, S., 2023. Drawbacks of artificial intelligence and their potential solutions in the healthcare sector.Biomedical Materials & Devices,1(2), pp.731-738.

Kuknor, S.C. and Bhattacharya, S., 2020. Inclusive leadership: new age leadership to foster organizational inclusion.European journal of training and development,46(9), pp.771-797.

Laukka, E., Huhtakangas, M., Heponiemi, T. and Kanste, O., 2020. Identifying the roles of healthcare leaders in HIT implementation: a scoping review of the quantitative and qualitative evidence.International Journal of Environmental Research and Public Health,17(8), p.2865.

Ledlow, G.R., Bosworth, M. and Maryon, T., 2023.Leadership for health professionals: Theory, skills, and applications. Jones & Bartlett Learning.

Mcquade, K.E., Harrison, C. and Tarbert, H., 2021. Systematically reviewing servant leadership.European Business Review,33(3), pp.465-490.

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Mousa, M., Boyle, J., Skouteris, H., Mullins, A.K., Currie, G., Riach, K. and Teede, H.J., 2021. Advancing women in healthcare leadership: a systematic review and meta-synthesis of multi-sector evidence on organisational interventions.EClinicalMedicine,39.

Ramachandran, S., Balasubramanian, S., James, W.F. and Al Masaeid, T., 2024. Whither compassionate leadership? A systematic review.Management Review Quarterly,74(3), pp.1473-1557.

Robbins, B. and Davidhizar, R., 2020. Transformational leadership in health care today.The Health Care Manager,39(3), pp.117-121.

Shanafelt, T., Trockel, M., Rodriguez, A. and Logan, D., 2021. Wellness-centered leadership: equipping health care leaders to cultivate physician well-being and professional fulfillment.Academic Medicine,96(5), pp.641-651.

Stanley, D., Bennett, C.L. and James, A.H. eds., 2022.Clinical leadership in nursing and healthcare. John Wiley & Sons.

Suliman, M., Almansi, S., Mrayyan, M., ALBashtawy, M. and Aljezawi, M., 2024. Effect of nurse managers’ leadership styles on predicted nurse turnover.Nursing management,31(5).

Terkamo‐Moisio, A., Karki, S., Kangasniemi, M., Lammintakanen, J. and Häggman‐Laitila, A., 2022. Towards remote leadership in health care: Lessons learned from an integrative review.Journal of advanced nursing,78(3), pp.595-608.

van Dorssen-Boog, P., De Jong, J., Veld, M. and Van Vuuren, T., 2020. Self-leadership among healthcare workers: a mediator for the effects of job autonomy on work engagement and health.Frontiers in psychology,11, p.1420.