Leadership Styles for Healthcare

Samarakoon, K.B.

doi:10.29322/ijsrp.9.09.2019.p9308

Cited by 8 publications

(3 citation statements)

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“…Although leadership models are similar to leadership styles, these are two separate concepts. While the model serves as the conceptual structure to explain what makes a leader great, the style represents the pattern of leadership behaviours they exhibit in pursuit of that greatness (Samarakoon, 2019).…”

Section: Leadership Modelsmentioning

confidence: 99%

Leadership Models and Change Management: A Systematic Review

Agazu

Birbirsa

Werke

2022

Preprint

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The goal of the study was to thoroughly examine the organizational change management and leadership paradigms utilized in various industries. There are various leadership models that can be applied in various situations and change models that are used in various organizations, but there is no evidence of the effectiveness of these models when it comes to managing organizational change, and they aren't discussed as a group in a systematic way either. A research topic that has been highlighted by the studies is to present and examine the leadership models that are most frequently utilized in organizational change management. The past literature on empirical and theoretical topics is compiled via a systematic review. An analysis of the content that is qualitative and descriptive was planned. Scopus, Web of Science, Taylor & Francis, Google Scholar, Emerald, and PubMed search results were for research. The following leadership theories were examined: the Great-Man Theory, the Trait Theory, the Behavioural Theories, the Contingency Theories, the Situational Leadership Theory, the Path-Goal Theory, the Leader Participation Model, the Leader-Member Exchange Theory, the Transformational Theory, the Transactional Theory, the Authentic Leadership theory, the Ethical Leadership theory, and the Servant Leadership theory. Various change management models were also examined, including ADKAR, Kurt Lewin's Change Model the majority of researchers worked on separately examining leadership models and change management in various businesses, but they mostly focused on transformational leadership combined with change management strategies that are helpful in organizational transition. The findings of this study support the widespread use of transformational leadership styles in businesses that were undergoing change. Therefore, it is advised that rather than generalizing the theories, future scholars conduct study by filling up these gaps and concentrating on geographical areas where it is possible to apply leadership models to certain sectors.

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Section: Leadership Modelsmentioning

confidence: 99%

Leadership Models and Change Management: A Systematic Review

Agazu

Birbirsa

Werke

2022

Preprint

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“…Učinkovita organizacijska kultura na delovnem mestu zaposlene motivira, vpliva na zadovoljstvo in angažiranje pri delu, odprto komunikacijo, timsko delo, varnost, interdisciplinarno sodelovanje in spoštovanje, osredotočenost in vseživljenjsko učenje (Catling, Reid, & Hunter, 2017;McSherry & Pearce, 2018;Samarakoon, 2019). Kljub temu družba medicinske sestre pogosto pojmuje kot zdravnikove asistentke.…”

Section: Uvodunclassified

Posredni psihosocialni dejavniki tveganja za zdravje zaposlenih v bolnišnici

Bizjak¹,

Peršolja

2021

Obzor Zdrav Neg

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Uvod: Na zdravje zaposlenih v delovnem okolju vplivajo psihosocialni dejavniki tveganja, ki jih razvrščamo na neposredne in posredne. Namen raziskave je bil ugotoviti moč povezanosti in vpliv posrednih dejavnikov tveganja pri delu na psihofizično zdravje zaposlenih.Metode: Izvedena je bila opisna presečna raziskava na 112 izmed 994 naključno izbranih zaposlenih v splošni bolnišnici. Kot merski inštrument je bil uporabljen standardiziran vprašalnik »Obvladovanje psihosocialnih tveganj in absentizma« (Cronbach α = 0,915). S kvantitativno analizo podatkov je bila raziskana povezanost med spremenljivkami ter z regresijsko analizo vpliv neodvisnih spremenljivk na psihofizično zdravje zaposlenih.Rezultati: Rezultati kažejo, da se z indeksom »Psihofizično zdravje zaposlenih« značilno povezujejo vsi preučevani posredni psihosocialni dejavniki tveganja: odnos do dela, medosebni odnosi, organizacijska kultura, osebnostne značilnosti, razvoj poklicne kariere, razmejitev zasebnega življenja in dela ter skrb zase. Spremenljivko »Psihofizično zdravje« napovedujeta indeksa »Odnos do dela« in »Osebnostne značilnosti« (R2 = 0,40).Diskusija in zaključek: Anketiranci so izmed težav z zdravjem najpogosteje navedli bolečine v mišicah ramen, vratu in/ali zgornjih udov, med pojavi, povezanimi z zdravjem, pa občutek preobremenjenosti in utrujenost. Izmed posrednih dejavnikov tveganja so na zdravstveno stanje zaposlenih značilno vplivale spremenljivke »Osebnostne značilnosti« in »Odnos do dela« oziroma »Dojemanje težav kot izzivov« ter »Pozitiven odnos do rezultatov dela«. Ugotovitve lahko služijo managementu bolnišnice, ki bi z dobro organizacijo dela in boljšim neposrednim vodenjem dosegel zmanjšanje dejavnikov tveganja zaposlenih.

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“…Employees’ ideas are rarely considered; hence, at the time of the problem, individuals are to blame rather than a flawed process, and changing the individual is viewed as a solution. This style is regarded as the core of the classical management approach [ 28 ].…”

Section: Introductionmentioning

confidence: 99%

Organizational Challenges in Healthcare Services Providers for Individuals with Autism Spectrum Disorder (ASD) Considering Personnel Turnover Rate

Samadi

Biçak²,

Osman

et al. 2023

Brain Sciences

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The organizational strategy and environment of the healthcare systems influence the turnover rate among healthcare provider personnel. These critical factors have received scant attention in the literature and particularly in the healthcare systems of the Kurdistan Region of Iraq (KRI) as one low-income country with a lack of infrastructural health provision foundations. In this cross-sectional study with qualitative synthesis, the turnover rate of a population consisting of 115 (85 “74%” rehabilitation and training personnel) members of a daycare center for individuals with autism spectrum disorder (ASD) during eight years in the city of Erbil was considered. The aim was to understand the organizational strategy and its impacts on the personnel turnover rate, particularly among healthcare providers. The analysis was conducted utilizing collective data over an eight-year period of service provisions. A qualitative methodological approach was adopted to understand the different aspects of turnover among the staff. The finding indicated a general turnover rate of 87% for the entire personnel and 72% for the rehabilitation and training service providers. This rate imposes considerable costs on the system. Interview analysis also yields supporting evidence for the desire of the staff to change jobs and the lack of understanding of the turnover among system authoritarians resulting in unpredictable changes and staff displacement. Further investigations are needed to understand different contributing factors to imposed or desired turnover rates among healthcare providers in KRI. The turnover over the years has imposed different challenges for the center where the data was collected and imposes unwanted negative impacts on healthcare organizations.

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Leadership Styles for Healthcare

Cited by 8 publications

References 0 publications

Leadership Models and Change Management: A Systematic Review

Leadership Models and Change Management: A Systematic Review

Posredni psihosocialni dejavniki tveganja za zdravje zaposlenih v bolnišnici

Organizational Challenges in Healthcare Services Providers for Individuals with Autism Spectrum Disorder (ASD) Considering Personnel Turnover Rate

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