This research article is a proposal to the chief executive officer on how leadership in health care can be funded in order to promote its development. In the discussion that will follow, the focus will be on how different authors have tried to illuminate the growing health care problem, what is currently known about the issue, and the designs they have applied to the problem over time. Furthermore, there will be a focus on how these approaches have evolved with time and the most probable steps which will be taken to further examine the problem. Finally, the research will briefly look at how the authors have measured variables and the statistical approaches that have been employed.
Some of the well-to-do organizations have used leadership to remain competitive in all their areas of operation. The level of leadership in any organization determines its future. With that in mind, health care is no exception. Leaders in health care need to learn some of the best practices from successful organizations in order to minimize turnover, produce high-quality workers, and establish a powerful system of leadership in health care. In health care, what is needed is leadership based on wisdom and effectiveness. Although there are many challenges facing leadership in many organizations, the existing condition of health care poses a big threat to people, families, the country, and the entire globe. Over time, health care has grown to become very expensive and complex. For instance in the States United, the situation is no different as health care is faced with financial hardships, shortage of health experts, errors in medical reports, and issues surrounding the future of health care in that country (Marshall & Coughlin, 2010).
The future of health care relies on how fast professionals will come together to establish good leadership. However, other forces will also depend on what direction health care will take. These transitions are being fuelled by the well being and perception of health care, market, studies and innovations, and technology. With all these in mind, it is important to note that these transformations will only remain a dream unless good leadership is established in health care.
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Brown (2002) observes that, for the last four years, there have been widespread debates to discuss the qualities that leaders in health care should have. In an interview that he took part, many people gave their views and recommended the way forward. At the moment, there is need for change in many areas of health care apart from leadership. Lack of good relationship between those people in the administration and other officials is to blame for the questionable leadership in health care. In order for things to work, there will be need for good coordination within the system, and well managed programs to steer health care to another level. At the moment, the focus should be in providing necessary tools those leaders in health care need in order to take it to the next level.
The people in the administration should possess the ability of portraying a sense of power to other parties looking up for them for good leadership. However, although this is a requirement, it is time consuming due to the big number of people who will need assistance in decision making and other things. All this must happen in the midst of all complain surrounding health care. Brown (2002) deduces that, the change of leadership in health care cannot be expected all over sudden. There is need for a series of meetings to discuss the issues surrounding bad leadership.
What is required for the administrators at the moment is remaining calm without panicking because any response may lead to further problems. Health care leadership should not be take for granted although there are moments when leaders are lost on what to do. Leaders in this field need to have energy in order to properly weigh options and sometimes to have shock absorbers in order to with stand pressure from the public (Benington & Hartley, 2010). Such traits are required of a leader in health care.
Marshall and Coughlin (2010) deduce that, health care leadership has been faced with a big problem because administrators come up with beautiful ideas but they rarely implement them. Good thoughts are important but they must be followed by action, a plan, method of organizing them, and a direction (Marshall& Coughlin, 2010). Leadership should not be a one man affair, but even other people should be involved. Leaders in health care for the longest time have not included employees in the process of implementing ideas, which have resulted to failure of many good thoughts.
In their book, Leadership for Healthcare, Benington and Hartley (2010) observe that, leadership today requires good management of people and provision of quick solutions to problems, which is lacking in health care management. Every leader in one way or the other tries to follow this criterion or has ganged up with another person who commensurate his or her deficit to ensure good leadership. Just like many leaders in health care, good thinkers without actions will continue causing a big mess in other fields (Benington & Hartley, 2010).
Basically, individuals choose a certain health care because of its excellence and not for any other reason. Ultimately, leaders should know that, any new change in methods of operation becomes a reality if individuals, workers, and visitors can identify with it. This is also the same case with the community being provided with the services. For this reason, most leaders in health care do not seem to realize this and in most cases, any attempt to make change is met with opposition (Benington & Hartley, 2010). Brown (2002) observes that, good system of leadership have grown in private sectors more than in public health care facilities. However, the question that many people are asking is whether this system of good leadership will deteriorate over time. Leaders who are heading health facilities which have been rated as having high performance have paid little or no attention to this issue.Want an expert to write a paper for you Talk to an operator now
However, with growing concerns on whether the leadership in health care found in private sectors will deteriorate, more praise has been heaped on leader's ethical and integrity in their operations. The most important thing in any health care facility is good clinical practices that will cater for the needs of the patient. However, this can only be possible if good leadership becomes a priority. In the book Growing Leaders in Healthcare by Lee and Herring (2009), the two notes that all leaders who have been successful in their areas of operation apart from health care are those who keep the needs of customers close to their hearts. In a study which was carried out in the United States, many participants who were leaders in the interview admitted that it was the concept that many were using to stay in business. Putting this into consideration, it clearly shows that the poor services in health care are an indication that leaders in that sector are not mindful of the clients, who in this case are the patients (Yearout et al, 2009).
In the book Effective healthcare leadership by Jasper and Jumaa (2005), the two look at good health care leadership as the one that is ready for change, always moving towards achieving the objectives set and commitment. It is the lack of these virtues in many leaders that has locked health care into problems. The new approach should be to look at health care leaders from another perspective. For instance, it should not be obvious that because an individual has a bachelor in management, and has experience of over three years and has passion for health care qualifies to be a leader (Lee & Herring, 2009). It would be advisable to look for a leader who has spent years developing knowledge and experience working in a health institution. Furthermore, the leader elect should be a person who can consider the opinions of others and their integrity. In the same breadth, a leader should possess powers of convincing people in case of conflicting issues and come up with good ideas agreeable by the two parties (Jasper & Jumaa, 2005).
It is a high time people understand that advancement follows a strategic way before it is finally seen. In the past, many people have expected to see advancement almost immediately following the change in leadership. There is need to change the approach in the way we see advancement in health care (Jasper & Jumaa, 2005). In their book Leadership for Healthcare, Benington and Hartley add that, leadership is very complex and for this reason, its growth takes different forms. If people understand this reality, they would be very helpful in making leaders realize the change they want.
In terms of leadership qualities, there are so many descriptions that attempts to describe leadership. However, in the past, many people have looked at leadership from a perspective that is very questionable. The new approach that is needed in the health care is a leader who is a futurist, with a purpose and vision, ability of leadership and management, always looking at the good side of things, a mature individual in his or her judgment and not biased (Benington &Hartley, 2010). Brown (2002) believes that besides all the afore mentioned qualities, leadership in health care needs a person who has visions and a mission with an entrepreneurial mind that can steer health care to great levels. In their book Transformational Leadership in Nursing: from Expert Clinician to Influential Leader 2010, Marshall and Coughlin have made observations in regard to adaptability to transition in health care leadership. The two wrote that, excellent leaders are always ready for change. They do not stand on the way as obstacles of change. Proactive leaders are what health care is looking for.
The healthcare in the past was so much focused by far and wide with education process for clinical experts. During those days, the society was so much in need of clinical professionals who could learn the skills in clinical issues. Many doctors and nurses decided to take the bull by the horns to take clinical courses. Following that dedication, there risen a group of professionals who successfully continues to give the best services in health care. Although there is still the need for more clinicians, health care is in need of leaders more than anything else. The expertise in clinical field is required in leadership for effective administration and management in health care (Yearout et al, 2001).
There is need for leaders who are nurses to integrate their knowledge in clinical practice with leaders in other health care departments. This will ensure there are policies which include other community members in order to solve problems in health care organization. Good leadership in health care is needed for quality life, to transform systems in health care, and to encourage the next generation of young leaders. If any preparations are to be done in health care, it is in leadership. The world requires professionals in clinical field to take up leadership in health care. The entire globe is looking up for good leadership that can bring transformation in this crucial sector.
The new design of health care leadership is what many would call transformational. For many, leadership is a difficult phenomenon that is hard to define but can be easily identified. This has been no exception in health care organization (Yearout et al, 2001). In a nut shell, leadership can be described as an art of offering guidance, direction, motivation, and inspiration to an organization or a group of people with an aim of achieving set objectives. Leadership includes management of individuals, details, and resources. It calls for an individual who is committed, creative and credible. Without using powers in a wise manner, leadership can be very dangerous and can bring a lot of problems. In a nut shell, a leader is expected to do something extraordinary as opposed to common things (Marshall & Coughlin, 2010).
In the literature review, this article has addressed how leadership in health care is at a crisis. Authors after another have highlighted their observations all in a bid to show how serious the situation is and requires rectification. In fact, it has been revealed that, in almost all the countries of the world, health care leadership is at stake (Benington &Hartley, 2010). In the same breadth, the literature review has revealed that this negative growing trend is being fuelled by a shortage of knowledgeable workers, and the influx of new technology that has rapidly caused transition in the world of leadership. Furthermore, the relationship between the leaders and junior workers determines the direction which any leadership will take. The impacts of poor health care leadership have portrayed itself in so many ways. With this entire menace taking place, the question that is in minds of many people is the way forward.
The first solution lies in the hospital management to initiate programs for training leaders who are reliable. It is absurd to just pick anybody to serve in the capacity of a hospital director without skills for management (Jasper & Jumaa, 2005). Although leaders are made and not born, training is very important in ensuring one is enlightened on what is expected of him or her as a leader. For instance, in health care, the most viable people for these training are clinicians. Unlike physicians who are known for their perfectionist nature, clinicians can make very good leaders due to their flexible and average nature. Although most doctors are known to be flexible, but they are easily out done by clinicians. For quality leaders in health care, the solution lies with quality training (Lee & Herring, 2009).
The second solution is careful choosing of people who are to take up leadership. Although some people can be taken to school to learn leadership, not everybody can be equal to the task. There are people who are naturally related with leadership. These are the right people who are supposed to go for training to manage health care facilities. In order to develop leadership that is competent and reliable, leader elects should portray ability to make good leaders so that their talents can be cultivated (Marshall& Coughlin, 2010). Even if a person is a born leader, one can realize his or her weakness and still work hard to improve. The idea of complacency should be perished because it is dangerous even when it comes to those people gifted with leadership. In order to improve leadership in health care, the solution lies with perfect recognition of those individuals to train as such. Those people charged with responsibility of identifying capabilities in future leaders should not make any mistake. This is a very tough responsibility that involves managing humans and it is a no mean task.
The third solution lies in encouraging the already existing leaders in health care to help in developing new leaders. This can help a lot in developing new leadership to take up the job. However, critics have questioned this methodology arguing that bad traits may be passed from one generation of leaders to the next (Yearout et al, 2001). All the same, the idea is that, if good leaders in the past had used the same criteria, the menace facing health care leadership would not be there. If good leadership is at the top, it will easily spread in the whole organization. If there are good leaders in health care facilities, and they become good role models to the subordinates, an environment to create good leaders is created (Lee & Herring, 2009).
Leaders are people who normally utilize any opportunity that presents itself to teach the subordinates what is expected of them. This means that they don't just teach them formally, but through portraying of the required traits that would cross a line between productive leaders and the unreliable ones (Yearout et al, 2001). A leader should make it a personal affair to develop new leaders. Those leaders who have realized this have noted it is indeed a benefit to them. This is because it is also an opportunity to develop and improve their skills. In health care, this is what is needed.
It is with no reasonable doubt that health care leadership is at stake. For any organization that is mindful of its future, perfect leadership is a requirement (Yearout et al, 2001). This has been lacking in health care facilities therefore putting its future at a risky position. In order to improve leadership in this sector, there is need to take new leaders to training sessions, expose them to the latest technology and more importantly, cultivate the leadership capabilities in them (Jasper & Jumaa, 2005). Leaders in health care should learn the best practices of managing it in order to steer it to greater heights.
Health care should be among the top well managed fields in the entire globe. With the availability of clinicians and physicians, all what is required is instilling skills in them. The current leadership is unable to manage health care because new technology and lack of good relationship between the leaders and subordinates is at stake. Leaders with good thoughts cannot implement them without the assistance of their colleagues. With debates ranging on to change the current wave of leaders in health care, people can only wait and see what the future holds.
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