Leadership for Health Professionals
Medical care systems around the universe are confronted with a slew of complicated and multidimensional issues in delivering high-quality, safe, and cost-effective treatment in the long term. As a result, it is critical to maintain and enhance the standard of service offered, resulting in a change in medical care administration, a change in medical care paradigm, and a change in the function that various medical care professionals play. In the context of the spectrum of treatment, being a pioneer in the medical care profession is critical. Regularly, managers are faced with difficulties that must be solved via analytical reasoning. Leaders execute critical judgments that potentially have long-term ramifications for patients’ lives (Eem, 2017). Leadership in medical care, in particular, is a crucial ability that enables medical care practitioners to efficiently navigate the complicated and ever-transforming healthcare system in addressing challenges and making choices to enhance quality service delivery.
Industrial leadership mainly focuses on the productivity of the healthcare system. Industrial-oriented administration is a behavioural strategy in which the manager emphasizes the activities that must be completed in order to fulfill specific objectives or attain a particular level of efficiency (Desjardins, 2012). The leaders who encourage industrial-oriented leadership are often less interested in the concept of catering to workers and instead focused on determining the step-by-step approach necessary to reach particular objectives. They will frequently proactively outline the tasks and responsibilities needed, establish frameworks, and schedule, coordinate, and evaluate success within the organization.
On the other hand, relationship-oriented leadership is a behavioural style in which the manager emphasizes on the staff workers’ contentment, engagement, and overall well-being. This management style promotes cooperation and participation by cultivating strong connections and effective communications. Relationship-oriented managers value the well-being of everybody in the organization and will devote attention and dedication to satisfy everyone’s particular demands (Tayyaba, Jamal & ShenLeia, 2016). This leadership encourages rewarding, engaging in more casual relationships with staff employees to understand their abilities and weak points and a credible work atmosphere.
Based on this scenario, I would prefer to offer sign-on bonuses and incentives during the recruitment of the new nurses. Offering these incentives and bonuses would help attract the most qualified candidates for the opportunities and assist in convincing them to accept the job opportunity. The other option I would consider is encouraging a two-year contract sign-up for the recruited nurses. The fundamental benefit of having employment agreements in operation is that it reduces the possibility of potential complaints by employees (Indeed Editorial Team, 2020). I would also consider visiting the various departments regularly to get in touch with the nurses. Encouraging employee involvement would significantly affect outputs such as motivation, contentment, productivity, and employee retention. Lastly, I would also consider using a collaborative administration approach to promote employee involvement in department choice making. A collaborative workplace enables workers to express their thoughts while learning about how their organization colleagues perceive, function, and execute (Why is collaboration important? Benefits and best practices, 2021). As a result, workers can gain from their coworkers and develop their skills. As a consequence, teamwork is advantageous to both the institution and its personnel.
Rank order
- Use a collaborative administration approach to promote employee involvement in department choice making.
- Visiting the various departments regularly to get in touch with the nurses.
- Offering the sign-on bonuses and incentives during the recruitment of the new nurses.
- Encouraging a two-year contract sign-up for the recruited nurses.
Based on the rank order, it reflects more on the relationship-oriented leadership model.
Based on my leadership skills, I would recommend relationship-oriented leadership since it can be utilized to motivate workers because better relationships with the manager boost worker job engagement, which results in more inventive behavior among employees. Workers need improved conduct and be empowered at the workplace in order to attain higher levels of innovation. According to my perspective, the rank ordering would change based on my age and experience. This ranking would change based on my age and experience since I would be able to assess and evaluate the effectiveness of each option and make the changes where possible.
References
Christoph Desjardins. (2012, June 1). (PDF) The leadership productivity model. ResearchGate. https://www.researchgate.net/publication/260158651_The_Leadership_Productivity_Model
Eem Nassar AL-Dossary. (2017, February 1). Leadership in nursing. IntechOpen – Open Science Open Minds | IntechOpen. https://www.intechopen.com/chapters/52409
Indeed Editorial Team. (2020, December 7). When is a signing bonus paid? Indeed Career Guide. https://www.indeed.com/career-advice/pay-salary/when-is-a-signing-bonus-paid
Tayyaba Akramab, Jamal Haider, & ShenLeia Muhammad. (2016). The impact of relational leadership on employee innovative work behavior in IT industry of China. ScienceDirect.com | Science, health, and medical journals, full text articles and books. https://www.sciencedirect.com/science/article/pii/S2214462516300184#
Why is collaboration important? Benefits and best practices. (2021, July 13). Kissflow. https://kissflow.com/digital-workplace/collaboration/importance-of-collaboration-in-the-workplace/
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