Question:
Write about the Impact of Leadership on Organization Productivity for Employee.
Employee engagement refers to the process of initiation of various activities in order to enhance the involvement of the employees in their workplace. According to Anitha (2014), one of the key determining factors that have impact on the organizational productivity is the leadership development. This is due to the reason that, leadership will help the employees to get motivated in their respective job profiles. According to the theory of transformational leadership, it is the responsibility of the leaderships to motivate the employees along with communicating them with clear organizational vision. Moreover, this theory also states that it is the responsibility of the leadership to equip the employees in effectively meeting their respective job requirement. Thus, according to Anitha (2014), the more will be the effectiveness of the leadership in the organization, the more will be the motivational level of the employees. This will eventually enhance the rate of engagement of the employees in the organization due to the reason that, motivated employees will feel more engage in their workplace if they are being effectively guided and leaded. Employees will contribute more in the organization if they are being provided with proper guidance and leadership qualities (Wang & Hsieh, 2013).
For instance, Auckland city hospital is being effectively operating in the market with the help of the effective leadership quality of their chief executive Alisha Claire. She always put more concentration of equipping the employees with latest technologies and innovations. Moreover, the employee oriented initiatives by her helps the hospital to have the high level of employees’ engagement in the organization. She acts as their guide and mentor and effectively communicate with the hospital staffs in any type of issues (Wong, Cummings & Ducharme, 2013). Thus, employees also feel more motivated to contribute in their workplace.
As discussed above, it is the responsibility of the leadership in the organization to initiate various activities in order to enhance the rate of engagement of the employees in the organization. Thus, the more will be the rate of engagement, the more will be the job satisfaction of the employees. This is due to the reason that, according to the opinion being given by Braun, Peus, Weisweiler and Frey (2013), transformational leadership helps in building trust and mutual understanding among the internal stakeholders in the organization. This is due to the reason that, with the help of the transformational leadership, employees feel more equipped in accomplishing their organizational goals and thus feel more motivated. Moreover, it is also being stated by the authors that, initiation of the transformational leadership also helps in enhancing the job satisfaction of the employee with the help of various activities. These activities include job enrichment, job rotation and job division. These activities are being initiated by the leaders in order to reduce the monotonous nature of the employees by doing similar job every day and to enhance the responsibility and recognition of them in the organization. These all helps the organization to have enhanced the job satisfaction of the employees with the help of the transformational leadership (Avolio & Yammarino, 2013).
For instance, Middlemore hospital is one of the leading hospitals in New Zealand. However, their key competitive advantages are quality of the customer service. However, according to them one of the key reasons for providing quality customer service is their effective role of leadership (Hauck, Winsett & Kuric, 2013). This is due to the reason that the leadership style being followed by their chief executive officer Dr. Gloria Johnson is more of transformational style of leadership. She concentrates more on increasing the job satisfaction of the employees. According to her, if the employees are being satisfied with their job, then they will automatically provide quality customer service.
With having the motivated employees in the organization, the employee performance will also get enhanced due to the reason that due to their increased engagement in the workplace, their effectiveness will also get increased. According to Bello (2012), effective leadership role helps in enhancing the organizational performance of the employees due to the reason that, if the employees are being positively treated by their superiors, they will be more motivated to work effectively in their workplace. Moreover, according to the author, leadership roles also play a key role in providing training and skill development programs for the employees with the change in the business scenario. Thus, the employees get more equipped and trained to face the organizational challenges and future uncertainty (Jinag et al., 2012). This helps them in enhancing their performance in the organization. Moreover, with the help of the guidance that they receive from the transformational leaders also helps in enhancing their effectiveness and productivity.
For instance, Taranaki Base hospital is known for have skilled and expertise employees in their organization. According to the Vision of their executive bodies, employee training and skill development are being given the maximum attention and thus, they have been able to maximize their organizational performance from the given resources (Han & Park, 2013). Thus, this also helps then to reducing the cost involved in sourcing more resource to enhance the organizational performance. More it also helps them to maintain the satisfaction level of their employees.
Majority of the contemporary organizations in the health care sectors are having diversified workforce being selected from different social and cultural background. Thus, it is important for the organizations to maintain the trust and mutual understanding among the diversified employees. In this case also, effective leadership role plays an important role in maintaining the diversity in the workforce. According to Volckman (2012), leadership plays an important role in maintaining the diversity among the employees. This due to the reason that, the more effective will be the role of the leadership, the more positively the diversity can be maintained. It is also been stated by the author that, leadership plays the role of creating awareness among the employees about the benefits of the diversity in the workplace. Moreover, effective leadership style also helps the organization to maximize the positive output from the employees of different social backgrounds (Thomas, 2012). This helps in creating effective team building in the organization along with reducing the chance of generation of the difference in opinions among the team members (Salas & Rosen, 2013). Thus, the effective style of leadership will create bonding among the employees from different social background, which will in turn increase the generation of the innovative and diversified ideas from the employees.
For instance, Christchurch Hospital is one of the leading hospitals in New Zealand with having diversified employees in their workforce. They select and recruit employees from different social and cultural backgrounds according to the organizational requirement and the merits of the candidates. However, they have not faced any issues regarding their diversity in the workplace, rather the innovative and distinctive ideas being generated from their diversified workforce helps them to gain competitive advantages in the market along with providing effective service to the patient (Brand et al., 2012). According to the objective of their executive board, employees are being given training regarding the benefits of the diversified workplace. In addition, various activities such as creation of team with the employees from different social backgrounds help them to increase the understanding among the employees. Moreover, the employees are being encouraged to discuss with their colleagues to generate new ideas. This help them in building and maintaining the team in their organization.
Employee behavior refers to the attitude and personality of the employees in their workplace. It is important for the leadership roles in the organization to maintain and regulate the employee behavior due to the reason that, it is having implications on the quality of the customers’ service (Mowday, Porter & Steers, 2013). Moreover, in the case of the health care organizations, patient safety and service are also being determined by the employee behavior. According to the opinion being given by Bysted (2013), effective leadership style determines the employee behavior in the organization. This is due to the reason that, the more effectively will be the management of the employees, the more positive will be their behavior. If the leadership role is being initiated as transformational style of leadership, then the employees will be more motivated and engaged in their workplace (Den Hartog & Belschak, 2012). This is due to the reason that, if the employees are being given proper training regarding the ideal customer service along with enhancing their effectiveness and productivity by providing employee welfare schemes, the employee behavior will be positive. Thus, with the help of the positive employee behavior, the customer satisfaction level will also get increased (Jahanshani et al., 2014).
For instance, according to objective of Dorothy Shaw, the general manager of Bowen hospital, management of the employee behavior should be given the maximum concentration. This is due to the reason that, according to her, for the health care organization, patient care, service and safety are the key considerations and thus employee behavior should be positive and favorable (Parand et al., 2014). Accordingly, she initiates training activities periodically in order to train the employees to provide the most favorable customer service. In addition, the employee feedback management is also being initiated in order to gain the feedback from the employees regarding their requirement, which should be met.
One of the key recommended steps to be taken in order to enhance the leadership development in the organization is the providence of training to all the internal stakeholders. This is due to the reason that, if the entire workforce is being given training and skill development programs, then the existing upper level management will be more equipped and trained to lead their employees. In addition, the employees will also be trained and it will help the organization to feel the gap of future creation of the leaders. Another recommended step will be the allocation of more funds in enhancement of the leadership development.
Health care organizations should be aware about the fact that, development of the leadership for their organization will be the key source of gaining competitive advantages in the market. This is due to the reason that, with the enhancement of the leadership development in the organization, the employees will be more motivated and engaged in the organization. Thus, it will eventually help the organizations to provide effective and quality customer service. It is being expected that the effective implementation of the above discussed recommendations will help the health care organizations to enhance their leadership development schemes and to gain more competitive advantages in the market.
Reference
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management.
Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Introduction to, and overview of, transformational and charismatic leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group Publishing Limited.
Bello, S. M. (2012). Impact of ethical leadership on employee job performance. International Journal of Business and Social Science, 3(11).
Brand, C. A., Barker, A. L., Morello, R. T., Vitale, M. R., Evans, S. M., Scott, I. A., … & Cameron, P. A. (2012). A review of hospital characteristics associated with improved performance. International Journal for Quality in Health Care, 24(5), 483-494.
Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), 270-283.
Bysted, R. (2013). Innovative employee behaviour: The moderating effects of mental involvement and job satisfaction on contextual variables. European Journal of Innovation Management, 16(3), 268-284.
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Han, Y., & Park, Y. (2013). Effects of self-leadership and job involvement on clinical competence in general hospital nurses. Journal of Korean Academy of Nursing Administration, 19(4), 462-469.
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Jahanshani, A. A., Hajizadeh, G. M. A., Mirdhamadi, S. A., Nawaser, K., & Khaksar, S. M. S. (2014). Study the effects of customer service and product quality on customer satisfaction and loyalty.
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