Personal Leadership Styles In Healthcare

Personal Leadership Style

In today’s competitive business market, healthcare managers are constantly challenged to consider innovative approaches to improve both the quality and efficiency of their healthcare system. As a result, leadership development programs are increasingly becoming common. In order to be effective and excel, there is a high demand to implement certain leadership styles that could par with the company’s basic performance level. The field of leadership is dynamic, complex and evolving. Leadership includes the interactions and processes undertaken by individuals in order to influence groups of people to achieve common goals. Leadership styles in health care system can be further categorized into the following styles transformational,

Additionally, a transformational leader is individually considerate. They act as great mentors to their employees, as they pay close attention to their needs, which further helps them to flourish and develop in every perspective (Wang et al., 2012). Also, most employees also idealize transformational leaders as they boost their confidence and trust by making them believe that they can achieve their goals by little more effort (Wang et al., 2012). According to the author, China has been strengthening nursing as a profession over the past decade or so (Wang et al., 2012). As a result, nurses are facing escalating changes in their healthcare system, in areas such as the “working environments, work demands, nurse-to-patient ratio, and quality of work life” (Wang et al., 2012). Therefore, transformational leadership served as a guide providing optimism in the changing healthcare environment. Furthermore, the findings from the article that was generated from a sample of 238 nurses, who worked at a tertiary care hospital in China, indicated that the transformational leadership of nurse managers could have a positive effect on the job satisfaction of clinical Registered Nurses (Wang et al.,

At the clinic, we work with underserved and uninsured communities to provide basic health care treatment to them. The satisfaction gained by helping out others further develops one’s personal conscience as well as core ethical and moral beliefs. On the other hand, the intrinsic motivation to improve the lives of others by providing excellent cares conflicts with transactional leadership (Trastek et al., 2014). Under a transactional leadership, the employee’s “personal interests” are the sole motivating factor for gaining a specified performance. Also, a transactional leadership might fail to build trust between the leader and the follower, which is an essential part of the health care provider-patient relationship (Trastek et al., 2014). Overall, both the style of leadership are perceived to be influential styles, however they vary depending on the