The effective functioning and operating of an organization is determined essentially by the Leadership of the organization. There are several leadership theories that have emerged out of the styles of leaderships followed by different individuals or organizations. The style of the leadership is essentially determined by the position and the policies of the organization and what end results it desires to achieve by the leadership style chosen. It is generally seen that the most effective form of leadership in an organization is the way in which the organizational leaders operate themselves and communicate with the employees of the organization and deliver the message in the most effective manner that will help in improving the productivity of the employee. This particular paper will analyze and understand the case study that has been mentioned, of Mrs Helen. It is seen that she is an extremely efficient and productive General Health Practitioner. There are various complexities associated with Mrs. Helen being chosen as the leader in the public health sector. The paper will endeavor in critically understanding the leadership style of the discussed person Mrs. Helen and then there will be possible suggestive styles that could be embraced by the person so that the outcomes could have been more productive.
A critical analysis of the case study provided delivers a number of points that can be considered to understand the situation as a whole. Mrs. Helen is of 35 years of age, which means she has a good storage of experience that she has gathered till this time of her career. She works as a General Health Practitioner in Warnambool. Warnambool is again in itself an area which is quite rural and is located in the State of Victoria. Mrs. Helen herself was very much efficient iin her service as a health care provider. Therefore she is focused in what she is doing and gets to see success in her endeavors of helping her patients. The main focus of the lady is to provide primary care to the people of the rural region which will help the people in the region to recover from their illness. Helen herself has moved to the region from the urban area of Melbourne, therefore though there were some primary difficulties she could cope because of her determination.
Lately there was a critical problem in the region of Warnambool and the health issues among the people started increasing in the end part of the 2018. Infections rates increased, mortality rates increased as well and the problem was most critically seen among the Children because of very less immunization and not proper sanitation in place. Therefore it was needed by the council of the region that the people living there must go through an awareness program which will increase the immunization and the sanitation. Helen was found to be one of the best candidates to be fulfilling this particular responsibility for which she was nominated as the leader of the health awareness program that was arranged. However there were certain characteristic traits that required the council to rethink their decision, the primary of which was the introvert nature of her, she was perceived as a timid person who was mainly a timid and shy person in social gatherings. In the job role the person required to interact and lead with 10 people who were working under her to conduct the health awareness program successfully.
It is extremely important for an effective leader to be aware about how communication should be made with the people whom he or she is leading. The first idea is to be convincing enough so that there is no problem in getting a particular work to be done. The Australian Government in this regards has formulated the program known as Health LEADS Australia for developing proper leaders in the field of healthcare in Australia. This helps in creation of leaders who are mainly focused on the patients and how to most efficiently take care of them. Helen herself has to critically understand and evaluate her position in the field of healthcare as a leader. Some of the most essential aspects of leadership in a person include, communication skills, convincing power, understanding subordinates, patience, taking responsibility and similar many other traits.
Helen in this particular case has to be aware about the objectives and the possible outcomes of the health awareness program that is planned to be executed by the government in this particular case. The employees engaged on the ground level to make the people aware have to interact with everyone and convince them about the possible preventive measures. Helen herself have to communicate with the people in many cases which is against the nature of her being introvert. She has to herself overcome this trait and freely communicate with the people in order to achieve the desired results.
Leadership in the field of health is also necessary to lead the subordinates in order to give the best treatment to the patients so that there is no carelessness in care giving to the people who require it the most. She will be responsible if there is any problem related to the awareness program and also in the care of the patients who are already treated under her she being a General Health Practitioner. Leaders need to have skills that include multi tasking and solving of complex problems. There will be situations where the employees would be out of ideas and Helen must share her own thought and solve such problems. Training is very essential in leadership. Helen herself may go through a training process which will enhance her leadership skills and make her a better manager, communicator and the servant of the people at large. The employees working under her may also go through training of whatever is required by them. Helen must identify the requirements so that the employees get relevant training.
The leadership self-assessment tool focuses completely on the delivery of high quality helathcare services to the patient by complying with the seven aspects of the self-assessment tool (Koh et al., 2013). These aspects are demonstrating personal qualities, working with other personnel, managing different services, improving other services, setting directions for people in the process, creating vision for the process and delivering the strategy (Parris & Peachey, 2013). While analyzing the case study of Helen, it was observed that after nominating her name for the public health officer, authorities were skeptical about her leadership qualities and in the aspect her singlehood, her introvert nature and so on become the reason for the doubt. Therefore, Helen’s self-assessment should be carried out to determine her leadership qualities (Kouzes, 2014).
The first aspect of the self-assessment tool is demonstrating personal qualities and there are four points under this point such as her ability to develop self-awareness, her ability to manage herself, her personal development and ability to work with integrity (Frich et al., 2015). After conducting this assessment, it was found that she remained calm and focused in adverse conditions and reflect on her own values and principles so that her behavior does not affect others. On the other hand, her behavior also revealed that she work in honest, open and inclusive manner so that she can respect others cultures, religion and beliefs (Brach et al., 2012). Therefore, the total score revealed that her personal qualities made her able to carry out the responsibilities of public health officer. The second aspect focuses on four factors such as ability of developing networks, maintaining relationships, encouraging others contribution and work within team and Helen scored positive in every aspect as her honesty, her ability to work within a team provided her positive points in this aspect. However, her introvert nature could be limiting as to maintain relationship and manage people, leaders need to have better communication strategies (Kouzes, 2014). The important factors of the third aspect was planning, managing people, resources and performance and in these aspects Helen scored positive points as she was determined to her work, which provided her with the ability to deliver safe and effective care with the help of her team as a public health officer. After the assessment it was determined that Helen is capable of managing team, resources and performance of the entre team (Frich et al., 2015). The fourth aspect was ability to improve the existing service and to achieve this, the factors were ensuring patient safety, critically evaluating the interventions, determining transformation and encouraging innovation. In this aspect, Helen’s previous working abilities should be considered as she was able to provide effective primary care to the patients and the interventions were critically evaluated. Hence, she received positive point (Brach et al., 2012). The final three aspects of self-assessment tools such as delivering the strategy, creating the vision, and setting directions were assessed for Helen and in all the process, she received positive points as her ability to lead the direction for the team, and delivery of the strategy so that the role of public health officer could be achieved. Hence, this was the result of the self-assessment tool which was conducted for Helen and her abilities’ as a leader (Kouzes, 2014).
While being in Helen’s condition, the leadership style I would chose to lead the team as public health officer, would be the transformational leadership style. This leadership style completely depends on the leadership quality of the central person around which the complete efficiency of the team revolves (Doody & Doody, 2012). This leadership style works by inspiring positive changes in the team members and asking them to completely involve in the process. There are several strengths of this leadership style implementing which, Helen can easily prove the doubts of the authorities wrong (Long et al., 2014). The first strength is associated with the ability to work within a team and provide them with the opportunity so that all the team member can achieve success for their career as well as for the team (Frich et al., 2015). Secondly, the leadership style involves motivating, providing support and influencing the healthcare professionals so that their ability as helathcare professionals could be enhanced. This is an important step for the transformational leadership style as it helps to build self-confidence, self-esteem and positivity within the team members and them started believing in their capabilities. This help them to achieve their target and they become successful in their work (Kelloway et al., 2012). In this scenario, this leadership style could be applied as there are only 10 staff under Helen and she will be leading a small team as a public health officer so that her targets could be achieved without any strain or difficulties. She will be motivating the workers by explaining her past struggle so that all the workers can understand the struggle their leader had while achieving this level of success and can support her to achieve the similar success (Doody & Doody,2012).
In the part of self-evaluation in the part 2, I found al the abilities within me as Helen as I was able to take decisions with proper logic and I was able to take care of my team members and their limitations so that the total outcome for the team could be positive (Kvedar, Coye & Everett, 2014). However, the only gap I found in my personality was my inability to build a conversation with my teammates. I am an introvert due to which I am unable to build a communication with others in the facility and this could affect my leadership abilities. Therefore, this identified gap will be communication ability with the teammates so that an action plan could be prepared for the gaps identified for the communication issues could be resolved (Sanghvi et al., 2013). The action plan will include communication strategies in which I will try to enhance my communication skills by communicating with patients, their family members and my teammates so that I can understand everyone’s point of view while receiving or providing healthcare interventions. This is an important strategy as it will help to overcome my introvert nature and I will be able to enhance my communication abilities (Kelloway et al., 2012).
Conclusion
Therefore to conclude it can be said that the success rate of an organization widely depends upon the leadership and functioning of an organization. In context of this case study applying a transformational style of leadership can effectively help in the process of smooth functioning of the organization. It would help in driving a positive change in the organization and keep the employees motivated to attain positive outcomes.
References
Brach, C., Keller, D., Hernandez, L. M., Baur, C., Dreyer, B., Schyve, P., … & Schillinger, D. (2012). Ten attributes of health literate health care organizations (pp. 1-26). Washington, DC: Institute of Medicine of the National Academies.
Doody, O., & Doody, C. M. (2012). Transformational leadership in nursing practice. British Journal of Nursing, 21(20), 1212-1218.
Frich, J. C., Brewster, A. L., Cherlin, E. J., & Bradley, E. H. (2015). Leadership development programs for physicians: a systematic review. Journal of general internal medicine, 30(5), 656-674.
Kelloway, E. K., Turner, N., Barling, J., & Loughlin, C. (2012). Transformational leadership and employee psychological well-being: The mediating role of employee trust in leadership. Work & Stress, 26(1), 39-55.
Koh, H. K., Brach, C., Harris, L. M., & Parchman, M. L. (2013). A proposed ‘health literate care model’would constitute a systems approach to improving patients’ engagement in care. Health Affairs, 32(2), 357-367.
Kouzes, J. M. (2014). The Five Practices of Exemplary Leadership-Technology (Vol. 292). John Wiley & Sons.
Kvedar, J., Coye, M. J., & Everett, W. (2014). Connected health: a review of technologies and strategies to improve patient care with telemedicine and telehealth. Health Affairs, 33(2), 194-199.
Long, C. S., Yusof, W. M. M., Kowang, T. O., & Heng, L. H. (2014). The impact of transformational leadership style on job satisfaction. World Applied Sciences Journal, 29(1), 117-124.
Parris, D. L., & Peachey, J. W. (2013). A systematic literature review of servant leadership theory in organizational contexts. Journal of business ethics, 113(3), 377-393.
Sanghvi, T., Jimerson, A., Hajeebhoy, N., Zewale, M., & Nguyen, G. H. (2013). Tailoring communication strategies to improve infant and young child feeding practices in different country settings. Food and nutrition bulletin, 34(3_suppl2), S169-S180.
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