Polemics and debates regarding leadership and management have existed for quite some time with various views being put forward against as well as for the concept of the two being distinct (Avery, Witte, Hilb & Bell, 2004). Management is considered as a social discipline which entails the people’s behavior and human institutions. A manager organizes, communicates, develops and motivates people. A manager comes up and sets up objectives (DeMatthews, 2014). Through management, people are made to work harmoniously as well as sustainably use the available resources to achieve the set goals. Nurse leaders and managers empower other people and themselves to aid in achieving the objectives of an organization. Leaders in the public health organizations at all levels are normally in vital positions to engage in making decisions that affect patients care. Thus, a nurse leader has the opportunity to showcase his or her leadership abilities in their places of work (Stanislavov & Ivanov, 2014). In this paper, I will critically discuss theories of leadership and management using a case study of RESTORE a mental health organization in the United Kingdom. I will also discuss the principles of leadership and management in RESTORE, how they demonstrate enterprise and innovation, how the external factors like legislation, globalization and economy impact on the services of the organization. Finally, I will come up with relevant recommendations to mitigate the international and national challenges that the organization face.
Restore is a mental health charity organization that is based in Oxford-shire and supports individuals to have full control of their process of recovery, developing skills as well as leading fruitful lives. The organization provides coaching in employment opportunities, training, and recovery groups to achieve their objectives. The organization is one of the oldest and well established in the United Kingdom. It was started in 1977 and are part of the local mental health organizations committing aiding individuals to recover from mental illness, lives healthily and engage as well as contribute to the life of the United Kingdom. The organization works with an individual whose mental illness is having a significant long-term negative consequence on their ability to engage in profitable daily endeavors.
The vision of the organization is to work towards at a time in which mental illness patients can live productive and meaningful lives. The mission of the organization is offer coaching as well as recovery support to patients of mental illness while engaging with the local communities to reduce stigmatization linked to mental illness. The organization has come up with various values like support, hope, respect, recovery, and empowerment to achieve to achieve their vision and mission.
Leadership is one of the vital factors which determines the success or failure of an organization. According to Moiden (2002), as a leader in the public health organization, one can be called to utilize his or her problem-solving skills and knowledge to find a solution to a situation in the organization. In such a situation the leader has to offer creative leadership and management to produce new solutions to the challenging situation and use the skills and imagination to apply relevant concepts and theories. To fully operate as an active leader, one must get acquainted with the various theories of leadership and management. To be a creative manager or leader, a nurse must be aware of the trends in healthcare which can affect his or her practice. Some of the trends include focusing on quality, advances in organizations based on service and globalization.
There are numerous various views of management and leadership as there are features that differentiate leaders from those who are not leaders (Tontus & Nebioglu, 2018). Most of the leadership theories can be categorized into three perspectives, that is, leadership entails a combination of personality features or traits, leadership is an interaction or process and leadership has certain skills or behaviors. In Restore, the management has employed some of the leadership theories to realize their goals and objectives.
It is believed that leadership theories started with the great man theory. The main principle of this theory is that leaders are not made but are born. This theory states that for you to be a leader, you have to have the innate skills that differentiate from other people. In restore, this theory is practiced by the belief that everybody has the potential to be a leader. They apply this theory when engaging community members, most of whom do not have tertiary degrees but have valuable contributions and ideas that are important in the recovery of mentally ill patients. The organization treats every staff as a leader making them feel valued and motivated.
The principles of this theory are that individuals are born with innate traits and that some of the traits are especially suited to management and leadership. The trait theory states that leaders can effectively succeed if they stay calm in times of pressure. They can also succeed if they admit they have made errors and own up their own mistakes instead of covering them up. They can persuade other staff members without using coercive or negative tactics and be an expert in a wide range of fields instead of having few or narrow-minded approach of doing things (Stanley & Stanley, 2018). The values of the Restore demands that leaders become accountable for their own mistakes encourages teamwork and gives opportunities to workers who can productively work under pressure.
This theory assumes that leaders are not born but rather are made. The theory gives anyone a chance to be a leader. Instead of studying inherent traits or capabilities, this theory suggests that individuals can learn from what other leaders do. In the organization, most of the staffs are given a chance to become leaders by learning from what their incumbent leaders do (Sellgren, Ekvall & Tomson, 2006). The organization has given platforms such exchange programs in which various leaders are given platforms to inspire other members of the organization.
The proponents of this theory suggest that a perfect leadership style takes into account the input and efforts of other people. Therefore, participative leaders normally encourage the contributions and participation of their group members as well as aid the group members to feel motivated and relevant to their process of decision making. A public health leader who encourages the use of participative leadership approach instead of making all the relevant decisions, enhance collaboration, teamwork, and commitment that results in improved and better decisions and success in an organization. In Restore, the organization encourages teamwork in which the top executive makes decisions after thorough consultations by the other relevant leaders and representatives of the staff.
Management theories mostly referred to as transactional theories, are focused on the role of group, organization, and supervision performance as well as the exchanges which happen between followers and managers or leaders. Management theories put leadership on the concepts of punishments as well as rewards (Verlage, Rowold & Schilling, 2012). A leader, therefore, comes up with a clear roadmap of the how to achieve the visions and missions of the organization and the followers are given what is expected of them as well as the consequences linked with meeting or not meeting the set-out expectations. When the followers or staffs meet their expectations, they are rewarded, but when they fail to meet their expectations, they are punished or reprimanded. Management theory is also practiced in the organization in which staffs are always motivated for their hard work and inputs.
Transformational theory proponents focus on the link created between followers and leaders. Proponents of the theory argue that leadership is a process in which an individual interacts with others and in the process creates a connection which results in enhanced morality and motivation in the leader and the follower (Krepia, Katsaragakis, Kaitelidou & Prezerakos, 2018). The theory is normally compared to the theories of charismatic leadership in which leaders are having particular qualities like values, extroversion, and confidence are viewed as being able to motivate group members. Therefore, transformational leaders inspire as well as motivates group members. Most of these types of leaders focus on the group performance, yet also helping each in fulfilling their potential. In Restore, this type of leadership is practiced by the current leaders focusing on community collaboration with the organization. Mental ill patients are given a chance to take charge of their recovery process. In some moments, the organization uses the person-centered home care model to ensure that all the stakeholders in the mentally ill patients are integrated into the recovery process.
For one to be considered for a leadership and management role in Restore, there are certain qualities that the organization has to look for in an individual (Meuser et al., 2016). A leader must be proficient technically, that is, a leader must know his or her job and the various roles of the employees. A leader must have and create a sense of responsibility in his or her workers; a leader must be honest, hardworking and accountable. He or she should make prudent and timely decisions regarding the organization. A leader must be a role model to the other group members.
The styles of leadership and management in Red Cross and Restore are quite similar though differs in size of the organization. The size of the Red cross is quite large because it covers almost all the regions of the globe. Each region has working for management and leadership. However, both of the organization has a bureaucratic style of leadership in which all the staff is expected to follow the set-out procedures and rules by the management (Donoghue & Castle, 2009; Kerfoot, 2013). Both organizations have employed a participative or democratic style of leadership in which the leaders make final decisions after consulting other members in the decision-making process (Asamani, Naab & Ofei, 2016; Cope & Murray, 2017). The leader usually promotes creativity and innovation, and the team members are greatly involved in the decisions and projects.
How Restore Organization promote innovation and enterprise and how the economy, policy, legislation and globalization impacts on its service delivery.
The organization promotes innovation through the Oxfordshire College in which members are trained on having new skills and by learning from each other. The college provides educational programs which are based on workshop-based recovery. Individuals having expertise by experience and by training integrate into an equal partnership to enhance support as well as service which are needed by the mentally ill patients. The organization promotes enterprise by encouraging volunteerism and fundraising to aid their projects. They also engage in commercial projects like the hiring rooms to various groups to get the financial capital needed to run the organization. For the organization to operate in the United Kingdom, it has to adhere to the legislation of the country governing the operations of nongovernmental organizations. They also have to operate under the legislation and policies set out by international bodies like the world health organization and the united nations. With Brexit, globalization and economy will impact on the service delivery of the organization. With the spatial movement limited, the number of patients will be limited (Massari & Lutz, 2012). On the other hand, some donors who are not supporting the Brexit will cease to offer financial support to the organization which will greatly affect its operations and service delivery. The cutting of funds will result in poor service delivery to the patients.
For the organization to succeed in their service delivery, the organization must ensure that they employ leaders who are visionary and those having the highest integrity. As a charity organization, the types of leadership will determine its success (Agard, 2010). If, for instance, the funds donated to the organization is mismanaged by the top leadership of the organization, then the donors and sponsors will automatically withdraw their financial support, thus, impacting on their daily operations. The organization should improve on the person-centered home care approach to promote the integration of all the stakeholders involved in the recovery process of mentally ill patients.
Conclusion
In this paper, I have discussed relevant leadership theories and styles of leadership that are vital in the smooth running of an organization. The success of Restore and other organizations are tied to these various leadership and management theories and leadership styles. To be successful in their service delivery, Restore organization must also understand the impacts of the external factors like globalization, economy, legislation, and policies.
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