Discuss about the Leadership And Effecting Change In Public Health.
In public healthcare, leadership skills is considered as an important tool so that all the services aligned with the healthcare needs of individuals. It is also an important aspect of Management using which the leaders ensures that the service they are providing complies with the requirement of clients (Smith et al. 2012). There are several research studies that has included the fact that proper leadership quality helps to develop and change process at different levels of the organization. In this discussion there are several strategies that has been included for effective change management within teams and individuals (Schermerhorn et al. 2014). Further, through this assignment different level of leadership such as team level, agency level and professional level of leadership will be discussed.
Strategies to lead change and facilitate collaboration and empowerment
To achieve quality healthcare with enhanced capacity and increased capability of healthcare workers, leadership emerges as one of the valuable approach as it helps in fostering these. Goetsch and Davis (2014) Determines that leadership should be one of the important aspect for providing better quality healthcare and should be targeted towards the demand of service users. In Australia, this approach is used to target the healthcare alignment with the need of the patients. As the primary responsibility of a leader is to lead the team towards a positive direction in any organization, this process is associated with team work and team effort (Tengland 2012). Leaders generally motivates and empowers the team to achieve the target or to achieve successful change process. Hence, proper collaboration and empowerment are the key strategies a leader uses for employee facilitation and transformation of existing service.
In the context of public healthcare sector changes in the process and values are more important as the entire focus of the management is more on the quality of the service and optimizing the level of service provision. Besides that, it focuses on changing the process by reorienting its focus which is a risky and highly complex step (Swanson et al. 2012). This occurs as the healthcare professionals targets to change or modify the healthcare standards for the improvement of the service. Hence, for the facilitation of collaboration and empowerment of the employees at work, the leaders need will allot tasks so that they feel respected and valued in the healthcare facility (Tengland 2012). Further, they healthcare professionals should be asked to take part in decision making process for the organization as they will have the responsibility to fulfill that dream. Thereby, through this process, leaders will be able to modify the process for quality service for patients (Sita Nirmala Kumaraswamy and Chitale 2012).
Power is an important aspect of leadership as it determines that in any process, one person will hold the authority to control the process, allot tasks and responsibilities. This power sometimes is interpreted wrongly and therefore such authority becomes a serious concern for employees (Braun et al. 2013). Hence, power in leadership holds very much responsibility as it has the ability to motivate or influence people and make everyone follow a discipline, as well as it can create resistance and conflicts between employees. Power helps the leaders to maintain and sometimes reinforce ethics, values and beliefs in the work system (Bolman and Deal 2017). Hence, to maintain that it is the responsibility of leaders to maintain the respect and dignity of employees in organization by maintaining the values of ethical aspects and respecting their rights. These choices and behavior of leaders determines the values and core principles of the organization and the professionals also follow such approach while treating patients by valuing their rights and morality.
Alongside power, values and ethics are two pillars of leadership as it directly impacts the performance of healthcare professionals and the facility itself. It is important for the leader to be respectful, polite and understanding as without these qualities they would not be able to lead a versatile team (Mayer et al. 2012). This is because for development and improvement of the process the leader will require each professionals to work as a team and without respectful nature and values, the other counterpart of the organization will not be able to improve. Therefore, the focus of leadership should be maintaining values, managing the role of employees with responsibility and encourage the service provision (Bolman and Deal 2017).
The Rowitz model of leadership also determines that for the enhancement of the service provision the leadership should be directed towards understanding the value and need of patients. While working in team it is important for each team member to work as a unit despite of diversity and each member should be provided with equal value and dignity as it will further affect the performance of each team member.
Change management is a process through which continuous modification of process and the practice to make the process occurs. This is a radical difference as it the previous process completely changed and the employees require training to adapt to the newer process (Appelbaum et al. 2012). In the healthcare processes, the valuable change is much more important as it applies changes in processes which are important for service improvement and quality enhancement.
While managing team or individuals, the primary aim of leaders are to manage them with ease without any resistance from their end and improve the process effectively so that the facility As well as the patients gets benefit from it. The only difference in the process is that team work towards a common goal whereas the individual member work for individual goal (Neumeier 2013). Therefore for managing team or individual, the most effective strategy is the Kotter’s 8-step change management model. The pictorial representation of the model is as follows:
According to Kotter’s change model, there are 8 important steps while managing change in any organization with team or individual employees. These are:
Effective governance is an important aspect for healthcare as well as other institutes as presence of an effective leaders help the employees to achieve targets which seems impossible at first. According to Sabel and Zeitlin (2012), there are several principles that each organizational and leaders need to follow while governing the employees. These principles mainly focuses on ethics, values and respect towards employees, while being strict for adverse actions and punishing rogue employees so that resistance cannot take place in the process. While governing a big and diverse team, it is a common situation, when the leader will not be able to be equal to everyone, hence, in that situation too, it is important for the leader to maintain the integrity of the system so that each individual in the team can maintain their interest while leading the organization towards change. Through these principles the leader helps to increase the capacity and efficacy of each employees. Therefore the primary focus of governance principles are on ethical values and accountable leadership for effective change management (Fulmer and Gefland 2012).
Relationship between power, value and ethics at this level
In agency level leadership, values, ethics and power and time management are four main aspects that determines the effective improvement with employee-leader relationship (Loi, Lam and Chan 2012). It defines the leadership as a cumulative effort of all the agencies involved and therefore for the effective change the distribution of power, value and ethics are distributed among all the agencies involved so that their cumulative action can lead to sustainable change in the process. This further helps to improve the relationship between each employees in the organization as the value and dignity of each employee are respected and their roles are equally crucial I implementing change in the process (Schaubroeck et al. 2012).
This level of leadership believes in working with all the agencies so that implementation of change becomes constant and regular. This is effective in development of new rules and regulations as the process and the priority of the agency changes. As in healthcare settings valuable changes are focused, the change implemented in such organizations are constant And through this agency level of leadership from structural change to process related change each can be implemented smoothly. Further the best aspect of this leadership approach is that the level of conflicts in this is much lower than any other approach of leadership and if any conflict occurs, are being able to be controlled easily with the help of employees (Voegtlin, Patzer and Scherer 2012).
However, the leader, in this approach need to be more focused and determined as it is the duty of the leader to create and manage the relation between all the agencies involved in the change management process (Loi, Lam and Chan 2012). Hence, external business environment should be provided with suitable consideration. The leader will emphasize on tasks, work, roles and responsibilities if the workers are being able to work in a team without any conflict. Hence, the leaders also need to focus on conflict management process so that all the concern and grievance between the employees can be solved properly. Further through this, the organization will be able to manage and enhance the performances of the employees easily.
Hence, from all above discussion it is evident that using this the leaders need to emphasize on opportunities and action generating tools so that the provision of the services can be managed properly. For this purpose, it is important for the employees and leaders to focus on the external as well as internal action for the proper management of the service (Voegtlin, Patzer and Scherer 2012). Similarly, in healthcare profession, it is important for the professionals to value and understand the need of patients and then fulfill them. The team level leadership will focus on team work and team efficiency, however through this agency level leadership, the leader can change the focus of employees on moral values and norms (Schaubroeck et al. 2012).
The way this relation is different from the team level of leadership
The agency level of leadership differs from that of the team level leadership as in team level leadership, the definition of power is restricted to one person who holds the entire authority to determine the flow of the process. However, in agency level of leadership, the power is distributed among entire agency who are involved in the change management process. (Vaccaro et al. 2012) Further, in this level of leadership the value of change is also enhanced as the leaders are free to use new and refreshing process and regulations through which the ability of each member will be enhanced. The team level leadership commonly based on communication, interaction between leaders and team members and the organizations values are used as parameters to change the process and value of the team (Aarons et al. 2012). However, in agency level of leadership the value and integral process of agencies are used to determine the changed process and depending on which, the need of the organization is determined and the work of the community is managed.
Hence, from this above section it is determined that the team level of leadership and agency level of leadership are different approaches that is targeted for process improvement. Through both of these the change is managed in process level, community level and organizational level (Vaccaro et al. 2012). Hence, while working for a change management in healthcare institute it is crucial for the leaders to understand the policies using which new service provisions can be created and adopted easily. Power can be commented to core values in healthcare system and using both of these the ethical values of the healthcare can be managed and the individual needs of the patients can be addressed (Aarons et al. 2012).
The relationships among leadership, power, ethics and values at the Professional Level of Leadership
Likewise team and agency level of leadership, there are three main pillars of professional level of leadership and these are experience, opportunity and advocacy. In this process, all these three aspects are applicable for leaders as well as workers (Bolman and Deal 2012). As diversity is one of the major concern while managing a team for leaders, the experience of the leader matters in this style of leadership as with experience they are able to understand the skills using which the resistance and conflicts between employees can be minimized (Loi, Lam and Chan2012). Besides these, the professional level of leadership also involves information and knowledge sharing and management so that the value and efficiency of the team members can be managed. Hence, the primary aim is for the leaders to be able to manage the diverse team with conviction and less effort (Braun et al. 2013).
The principle of professional level of leadership is associated with the ability of leader to understand and adopt any process without any delay as the diverse team requires different aspects to understand one similar process (Bolman and Deal 2012). Hence, it states that it is the ability of the leaders to achieve the rare looking target using appropriate tools so that efficient team work can also be achieved. In the healthcare sector, it requires the leader to understand the community requirements completely so that while making or developing strategies for them, the leader can implement processes that enhances the ethical value and capacity of the organization (Braun et al. 2013).
How these relationships might vary from the other four of Rowitz’s Five Levels of Leadership
While discussing this aspect, it should be noted that the relationship of power ethics and values of professional’s level of leadership differs from the Rowitz five level of leadership. There are evidences from research by Day et al. (2014), that the relationship between different variables of change such as personal, team, agency and community level are different as through these, different aspects are enhanced and motivated to change. For example, if the leader applies personal level of leadership, it will help to improve his own leadership values instead of the tem involved in the process. As well as for community level of leadership, the focus is entirely on the need and requirement of the community and the entire profess is determined to change as per their requirement. Therefore, power, ethics and values do not play an important role in this aspect (Rowtiz 2013).
Similar things occur in case of agency and team level of leadership, where the priorities changes depending on the priorities of the agencies involved and depending on the efficacy of the team respectively (Fernandez et al. 2015). However in case of Rowitz five level of leadership, it is completely depending on the power, ethics and values and depending on that it helps to modify the change management process that helps to reinforce modified values not only to the team working for the process but also in the process directed for healthcare of the community. Hence, in the Rowitz model, all the level are interrelated and important for implemented change in the process (Day et al. 2014).
Leadership strategies for effective change management with individuals and organizations in regard to Rowitz’s Five Levels of Leadership
For the development of leadership strategies for change management using Rowitz level of leadership, it is important for the healthcare leaders to actively take part in process instead of directing from a distance (Hornstein 2015). Their indulgence in the process will help the employees to achieve personal and team level targets thereby raising the standards of the healthcare process. Further the strategy that will be used for the implementation of change management in this approach of leadership is ADKAR model of leadership. A pictorial representation of the model has been presented below:
The stages of ADKAR model of changes are:
This model of change is important as it involves the most important aspect of change management that is effective communication. The model defines that the leader should be able to maintain an effective communication with the employees as well as the consumers of the healthcare services (Day et al. 2014). Therefore, this model expands the leadership as it covers from service provides to service users and tests the ability of the leader to manage both using effective communication. Hence, for compliance to the process, the leaders need to develop direct communication so that spreading of knowledge and outcomes becomes easier (Parker et al. 2013).
Conclusion
While concluding the assignment, it should be mentioned that leader not only leads the employees for change or process improvement but also involves things that are beyond managing and leading people. Such as, they help to develop new rules and regulation so that the process can be performed with ease and conviction. In this assignment, with the alignment of Rowitz model of leadership, importance of effective communication and all the three approach of leadership such as agency based, professional and team based approach was determined. Using these, the flow of effective management and organizational change for healthcare organizations were discussed.
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