Critically analyse the leadership role in developing a performance improvement plan.
This essay initiates by focusing on the requirement of the change and the need of holding to a change plan. The technology has been changing in a quick manner in healthcare industry that is why it is required for the health care system to adopt it in an effective manner. One of the major issues in Healthcare management is the management of amendment and healthcare professionals are compelled both to attain and to maintain the expertise required undertaking their professional tasks, and all are obligated to take on only those tasks that are within their competence. The change process in healthcare is assisted by effective leadership. Creative thinker possesses the ability to problem solve, evidence best changes, support these acquisitions and create teams and encourage staff morale. The role of leadership in the healthcare is huge as they facilitate in improving the clinical errors and risks for the safety of the patient. Clinical leadership has a significant role in the coherent visionary change in the settings of health care. The aim of this essay is to discover the leadership theories and change in a surgical area as they affect to a performance improvement strategy regarding record keeping policy inside a huge teaching hospital. The thesis statement of this essay is “The role of performance improvement in healthcare facilitates to create competence in an organization by allowing people to attain the goals of the organization through great performance within a best practice framework.” The essay will critically discuss the role of the leadership in performance improvement strategy and demonstrates the ways that need to be followed at the time of guiding change in workplaces.
Performance improvement is considered as the measuring the result of a specific procedure of the organization, then adapting the process to amplify the output, enhance efficiency and help to increase the proficiency of the procedure. It is the process that includes the execution of the systematic changes, measuring results, setting goals and creating successive effective improvements (Mitchell, 2013). The record keeping is part of the nursing care that an organization gives to their patients. Without having proper and significant nursing records for each patient in surgery department, the handover of the case to the next team of nursing would be incomplete. It is essential for the surgery department to have the effective system to handle the records. It can be improved with the help of “Computerized Medical Records” because it would be helpful to access by any computer and has all records liked to the main patient file (Pearce, De Lusignan, Phillips, Hall & Travaglia, 2013).
It has been analyzed that the role of leader in performance improvement is broader as it is not possible for health care system to oversee the daily activities around the office without any leader. The organizational leadership has to be included in the performance management system in which they get sufficient information through the performance reviews which would be helpful in improving their team performance. Leaders play a significant role in promoting the high-performance standards by regular performance feedback and aim setting by coaching (Medley & Akan, 2008). The major cause for handling medical records is to make sure the stability of care for the patient. Along with that, it is also essential for legal purposes, for instance, the patient follows a claim subsequent a road traffic accident or any kind of injury at work.
There are several moving components to performance management that require oversight involving components such as performance reviews to make sure activities are going on the right track. It is the responsibility of the leader in performance appraisal is to coach, mentor and motivate by effective modes of communication and recognition. The most inclusive application of an energetic performance management system happens when the reason and consequences connections of recent performance are utilized to elaborate and align potential performance (Aarons, Ehrhart, Farahnak & Hurlburt, 2015). The leadership is required to build a performance strategy because when a leadership has an efficient role in performance management and builds a strategy for their system, in such case employees are more expected to stay on track by following their personal aims along with the organization aims (Appelbaum, Habashy, Malo & Shafiq, 2012). It has been apparent that the role of leader in performance improvement is significant because it does not only help in bringing change in the healthcare system but also maintain the good relationship between the organization and its employees.
There are various leadership styles that facilitate in improving the performance of the healthcare system. The record keeping is the significant responsibility of the healthcare system as a number of patient visit healthcare organization for getting well soon and that is why they have to give their personal information to the organization. It is required for the organization to pay attention to maintaining the safety in among records of patients as well as employees (Burnes & Cooke, 2012). The transformational leadership style is an effective style in comparison of other leadership style because with this style leader works with team to recognize the required changes and build a vision to direct the change by inspiration and implementing the change by motivating them. It is an effective approach for the healthcare organization due to its four elements of Idealized influence, inspirational motivation, intellectual stimulation and individualized consideration (Gabel, 2013).
The record keeping has a significant role in the healthcare organization and the transformational leadership style is an effective approach to implement Computerized Medical Records (CMR) in the organization. Transformational leadership’s element of idealized influence refers to the value of the vision and mission behind making changes in performance in which the vision resets. Inspirational motivation elaborates the way of effective communication by which the leader would be able to define the importance and benefits of this system in improving the system of record keeping in the surgery department. Intellectual stimulation in transformational leadership style refers to the ability of the leaders by which they can draw the solution of issues which arise due to change in the organization. Individualized consideration of leaders in transformational leadership focuses on the specific needs and requirements of an individual which increase the efficiency of the employee in a sufficient way (Brown & Osborne, 2012).
Computerized Medical Records offer a feasible mechanism for executing clinical governance. Computers with these mechanisms are entailed entire aspects of the clinical interaction from consulting room to system level use of huge systems that may handle privilege to treatment, recall, online booking services and screening of services. It has been found that in the Australia, Netherlands and the UK, primary care of the patients is highly computerized and almost every healthcare organization is using CMR to maintain the records of the healthcare organization (Weberg, 2010). On the other hand, it has been found that the United States and Canada, the record keeping system of patients are not considered at a high level. By giving an example of other countries, transformational leadership can describe the importance of CMR in handling the records of the patient of the surgery department. The major advantageous factor of transformational leadership is that it increases the confidence of the employees in performing better way and it is possible due to the leader’s expressive way of communicating about the changing process to the employees of the organization (Rahim, 2017).
The role of change theory in the healthcare system is considerable because the responsibility of the leader is not finished by describing and communicating the importance of change process within the system rather the responsibility of the leader is increased after describing the importance of the change process to the employees. The change management theory is facilitated them to take action in a systematic manner (Ashkenas, 2013). There is a various theory of change management such as Lewin’s change management theory and Kotter’s change management theory (Rajan & Ganesan, 2017). Kurt Lewin change theory has entailed three-step models which are noteworthy element of change management approaches for overseeing the change at the healthcare system. It has been found that this change management model was introduced in 1940 and the elements of this model still remain consistent and pertinent today. The three steps of Lewin’s Change model are Unfreeze, Transition, and Freeze. In the context of unfreezing element, it is required for the leader of the organization to define the role of the change management process to the employees in which the entire description regarding CRM system should b elaborated in a significant manner. it is the step in which negative activities continuously arise. In this step, the leader should develop the requirement of change and convey the importance of CRM in record keeping system. It is essential for the employees to know about the personal advantages through changes in the organization that encourage them to coordinate with change otherwise they can go against which can increases the discouragement among employees (Parkin, 2009).
The transition is the second steps of the Lewin’s model which can be extensive due to people at this stage are looking for better things to do. A leader has identified the concern within an organization but the insight of employees is completely dissimilar towards acknowledged concern which elevates the apprehension in the organization. This process of model is long-lasting and will not occur in a matter of just a few days. Time is necessary for this procedure to feel comfy to people and start to reply in ways that are serving the change initiative (Schriner, Deckelman, Kubat, Lenkay, Nims & Sullivan, 2010). In this step of change model, the leader should implement the effective strategy for encouraging the record keeping system in the organization. the training program should be conducted under this step and elaborate them that it would make easier their daily routine life from which they can easily access the information of patient by which the treatment of patient can be done in a better way (Cameron & Green, 2015). Previous report of patient is keeping huge importance in evaluating the progress of their treatment.
Refreeze is the last step of this change model that anchors the new approaches in the culture. The main aim of this step is to stabilize the new situation by balancing the driving and restraining the forces. In this step, the leader should evaluate the impact of change and performance in the system. It is essential to develop the performance and rewards system for the employees of the healthcare organization for the purpose of evaluating the impact of change process on the employees. Standard meetings are requisite to sustain the changes in the organization as per this step.
The workplace culture has noteworthy importance in bringing changes within the organization because if the workplace culture is positive then the implementation of the change would be easier for the leader. The workplace culture can be referred to as values and attitudes of employees in the organization. It has been evaluated that healthy corporate culture values each employee in the organization not considering of their job duties, which outcomes in employees working in the form of the team to meet the objectives of the company as well as personal. A strong culture helps in maintaining the values of the organization and can develop the performance of the business by motivating the employees and co-operating their behaviour towards the vision and explicit performance objectives that advantages the company (Carayannis & Rakhmatullin, 2014). By having an efficient workplace in the organization, it would be easier for the leader to elaborate the increasing the improvement in the performance in record keeping system.
There can be various barriers in implementing the change within the healthcare organization because it is not necessary that everyone has same perception and the view regarding the change. One may deny adopting the change due to learning difficulties and spread the rumor of disadvantages of the change to other employees. These kinds of condition can bring the issues for the leader which could not be resolved without having proper and high skills of leadership. The barriers of change management are limited understanding of the change and its influences over the performance, negative attitude of the employees, poor communication, lack of commitment to change, inefficiency resources and lack of management support to implement the changes (Chowthi-Williams, Curzio & Lerman, 2016). These kinds of barriers are being the major reason by which the organization can face the issue of financial losses, wasted time and resources, impact on customer and suppliers and missed opportunities.
It has been found that the successful change management professionals have a huge role in articulating the vision to employees. The leader should create a changing baseline in which it should be cleared to them that what changes are required to the organization (Saleem, Plew, Speir, Herout, Wilck, Ryan & Phillips, 2015). In this essay, the record keeping system should be change for improving the performance of the employees in handling the records of the patient in a significant manner. The effectual way of communication is another facilitator for the leader in which they should define the importance of record keeping in a more efficient manner to the employees. Leader should defined that Performance improvement is essential for the healthcare organization as it replace the old system with new one which would be helpful in increasing the productivity and the relaxation of the employees. Kotter’s eight-step model can be used to implement the effective change within the organization which can be worked as change facilitators that would be helpful for the manager to recognize the threats to the success of their change management program (Coghlan & Brannick, 2014).
It helps in comparing the performance of one’s own business with the industry leaders. It helps the management to know the reasons for strength and weakness of the performance and to take the corrective actions in order to improve it. It helps in identifying those specific areas where the improvement and modification is required. Another importance of benchmarking is that it enables the healthcare organization to improve and enhance their competitive advantages. Furthermore, it is the cost-effective technique that helps in creating a pool of innovative ideas. Along with that it enables organization to think that what sort of performance is required for the organization to bring the changes (Palmer, Dunford, Akin and Buchanan, 2009). Due to such advantages, benchmarking in change management is very much necessary.
The motivation in the organization is necessary for encouraging employees that change is being done for the purpose of improving the performance of the system. Record keeping system should be effective because more than thousands of patients visit hospital for treatment and it is necessary for the healthcare organization to have an effective strategy and latest technology to handle the entire system of record keeping. Motivation is vital due to its psychological channel employees and owners require reaching the goal. To some scope, a high level of employee motivation is copied from effective practices of the management. It is essential for the leaders of the organization to motivate the employees in which a leader must empower workers, treat people as a valuable asset for the company, offer an effective reward system, build a flexible workplace and redesigns the job. In the context of redesigning the jobs, leader should include the job enlargement, job enrichment and job rotation. Job enlargement amplifies the variety of the tasks a task involves. Another motivating strategy is creating flexibility in which the leader should focus on the compressed workweek, job sharing and telecommuting.
Job sharing is one of the effective approaches because it includes each person working one-half day along with that it can also be done on weekly basis and monthly basis sharing arrangements. It has been found that from split and shared jobs, organization can be benefitted by employing talented people. There are two kinds of rewards such as intrinsic rewards and extrinsic rewards (Stamer, 2009). Intrinsic rewards are self self-administered and extrinsic rewards are administrated. The employee of the organization can get more encouraged if they get as per their performance, there should be proper pay, bonus and incentives criteria which would increase the productivity of the employees. Productive and satisfied employees will never deny to work and bring innovative ideas for the growth of the company. For instance, if the employees of the healthcare organization are satisfied from their job and get proper training of any amendments, they will be more active in implementing software in the system for the purpose of increasing the performance. They will understand the reason of change and keep the records in proper manner by using CMR.
It has been concluded that the role of the leadership in change management is significant and it is required for the healthcare system to implement the new system for the purpose of improving the performance of the record keeping system. This essay has investigated the relationship between the leader and the culture of the workplace with the change theories in which the Lewin’s change model has been implemented by keeping consideration of the improvement in the surgery department in record keeping system. It has been found from above essay that without having proper and significant nursing records for each patient in the surgery department, the handover of the case to the next team of nursing would be incomplete. It shows that the role of proper record keeping system is essential for the healthcare organization that is why transformation leadership style has been preferred because the role of leader in performance improvement is important because it does not only help in bringing change in the healthcare system but also maintain the good relationship between the organization and its employees. It has been cleared that effective leadership makes sure the visionary change, best capacity creating outcomes and encourages the effective workforce
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