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Leaders in managemet positions play significant roles in the success or failure of the institution or company they lead. However, leaders can adopt right or wrong system of management thus affecting the leadership and smooth running of the company. Good managers are exemplary leaders and should adopt the right style of management and leadership so that it can fit into specific situations and persons being lead or managed. Not all management styles are applicable uniformly to different situations. Some management styles can be applied in one situation and be effective but may fail if applied in a different situation and setup.
This paper looks at different management styles used by leaders or managers in healthcare institutions or facilities. Methods and styles used for managing [url=http://www.rtnagel.com/louboutin.php]louboutin[/url] situations in hospitals vary and depend on the situation and levels of service provision or set targets and goals of the service. The main aim of the management style used in healthcare organizations strives to provide effective healthcare services that satisfy the patient and the employee. In the system of management, it is extremely hard to satisfy both of these two sides at the same time. In authoritative form of management the leadership strives and aims to mobilize and drive members or employees towards the achievement of a common visionary objective (Gomez, Luis, David and [url=http://www.getconversational.com]hollister pas cher[/url] Robert 2008).
This is where the leadership is involved in key decision-making without the participation of employees. All the stakeholders are not [url=http://www.rivaluta.it/css/moncler.html]moncler outlet[/url] involved in decision -making process such that only the leadership decides on what should be done. The decisions made in this case are final and not subject to challenge by other stakeholders. It resembles the form of dictatorship system of leadership (Blake and Mouton 1999)). Decisions made are implemented and followed by employees whether they are satisfied or not. An example is the change of working shifts by managers in patient care system by nurses where they are equally assigned day and night shift by chief nurse officers.
This is effective and ideal in ensuring that all employees are treated fairly. It builds awareness of duty expectations at different scheduled time frame among employees. This system is ideal for [url=http://www.vivid-host.com/barbour.htm]www.vivid-host.com/barbour.htm[/url] situations where change in the environment is [url=http://www.eastscotinvest.co.uk/mulberry.html]mulberry outlet[/url] common. In this management style, there is a clear distinction between the followers and the leaders (Montana and Bruce 2008). The distinction is created during the process where the leader is a decision maker and the follower implements the decisions made. Authoritative management style can reduce the chances and rates of failures in the implementation of new approaches and techniques or even the process of re engineering a diagnostic process (McKee and Carlson 1999). The leadership or management in this leadership management style is open to adapt the approaches that in turn match the expectations and needs of new discoveries or advancement in healthcare provision.
Such new style s or discoveries are the primary objectives and focus of the organizations. It is perceived to be an efficient style for managing the ever present changes in healthcare systems due to continuous innovations and discoveries in healthcare. It is argued to be immensely positive and strong form of leadership and management. This is because of the common attribute that, in an organization like healthcare settings, people or employees need some form of coercion in order to be focused and remain visionary of their duties and undertake their responsibilities effectively (Charlene 2011). For example in fostering time management in a hospital, clocking in and out machines helps the employees to adhere to their scheduled time frames at work. This is the best approach and example so that time management is adhered to as this reduce any form of lateness and complaints to the duration employees should work. The leadership in this style forms the basis and [url=http://www.vivid-host.com/barbour.htm]barbour uk[/url] foundation of success in the approaches used in healthcare.
Management style in this form has the basis of high standards that are clearly set by the management or leadership so that the employees or followers know what is expected from them (Kickul and Neuman 2000). In pacesetting style of management, management or leaders harbor the drive and urge to initiate and consequently achieve goals in healthcare provision. This method is efficient where for quick and effective results from a team of competent and motivated individuals. For instance, it is practiced best by pharmaceutical companies in sales and marketing of drugs. This is applied in sales because the sales person is competent and motivated while the management is based on high standards they set and have the drive to achieve goals. Such goals may include efficiency in drug regiment use, in healthcare sectors (Goleman, Boyatzis and McKee 2004). The method is applicable in the sale department because managers are driven by numbers and this quantifies the set outcomes which are key determinants of success in management plans and objectives. Pacesetting management style thus is considered to be successful when the team members are competent and motivated by the leadership or managers in order for them to complete the duties or tasks set forth by their managers [url=http://www.buynflticketsonline.com]NFL Tickets[/url] (Van and Ahuja 2010). However, the system may experience some form of downfall because the some members of the team tend to work quite hard as expected or required by the management. In this case, they have a tendency of being overwhelmed with the standards that are set because they are high.
The management set high standards and targets such that the team members are overworking their capabilities due to pressure to meet these standards. In this case, the management style here stresses more on standards and changes rather than the existing and most effective standards. There is continued need for achievement from the team. Success in most cases is because the management and leaders lead the most talented, competent and motivated teams. There is also a demerit in this method of leadership because there is continuous obsession in focusing of set standards that might result to careless errors arising from fatigue (Kotter and Dan 2002). The continued fatigue on standards of medical care can be a discouraging factor that consequently leads to disintegration of the team or employees. Even the pace-setting manager can be disoriented because he or she is also the hardest working team member. Pacesetting management style is quite challenging because of these situations that at times result to resentment and occurrence of minor errors. However, it is essential in implementing changes like the adoption and use of a certain regiment of a drug to counter any complication like tuberculosis. Democratic management style has proved to be effective in most but, not all situations of leadership in healthcare provision organizations or hospitals and at times have been abandoned in making critical condition. The style of management is fully inclusive because it encourages the employees and followers to be involved in strategic decision -making process. It is the most participatory style of management which puts into consideration the interests and views of [url=http://www.rtnagel.com/airjordan.php]nike air jordan pas cher[/url] all the stakeholders especially in the process of decision making (Judge, Bono, Ilies, Gerhardt 2002).
The employees then have the ability to influence the processes being undertaken and the outcomes of the processes then. For instance, the involvement of laboratory technicians in deciding the equipment to bought. This ensures the availability of adequate information and satisfaction in using the new equipment (Robbins and Coulter 2005). It is essential to involve the technicians because they [url=http://www.buynflticketsonline.com]Cheap NFL Tickets[/url] are the team that would use the equipment and determines the success or failure of the new equipment utility in healthcare. With this style in management, there is uniform and smooth flow or sharing of information constantly in both forward and backward manner. Democratic management style is effective where there are adequate and proper channels of communication so [url=http://www.mansmanifesto.com]www.mansmanifesto.com[/url] that the efforts and contributions of the employees are incorporated and used in the decision-making process (Tittemore 2003). Through the availability of adequate communication channels, the management has eased in coordinating the efforts of the employees in a transparent and consistent basis (Ad de, Michael and Lisa 2011). The employees can then forward their concerns and contributions.
The method has been used by most effective, modern institutions and organizations because it [url=http://www.re-tek.co.uk/abercrombie.html]abercrombie and fitch[/url] is a positive method. It builds a sense of teamwork because of the principle [url=http://www.sandvikfw.net/shopuk.php]hollister sale[/url] of inclusiveness and concern on the views of others regardless of their levels and scope of work. Democratic management is thus an outstanding and motivating style of leadership. It builds the basis that enhances greatest realization of success in the implementation of a new procedure or implementing a new system of healthcare procedure. For example, the proposed changes in the procedure of developing and implementing the medical benefit scheme for employees. This method is essential in the medical cover and scheme because it concerns the health and financial status of the whole team (Laudon and Laudon 2007).
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