Effective Approaches in Leadership and Management

EffectiveApproaches in Leadership and Management

EffectiveApproaches in Leadership and Management

Inthe healthcare system, there are various pertinent issues thatleadership is deemed to address. These matters transcend from theconnotations of considerations of employee working environment tounderstanding the employees’ needs and wants. In this prospect,most health institution would require a profound management strategythat would encompass various concerns that affect the employeefraternity. It is important to note that the human resource forms thefundamental backbone of the various institutions for which theydetermine the efficiency and how proper they deliver on the servicesof healthcare. A good leadership style is crucial in ensuring thatthe human resource delivers in the most efficient way possible. Therole of a leader is to ensure that they influence the decisions ofthe employees in a way that they meet the objectives of theinstitution (Oliver, 2006). This paper gives an instinctive researchon the various issues surrounding the notion of employee shortage andhigh turnover to (or “intending to”) espousing how leadershipcould be used in curbing these problems. In specific terms, the paperdwells on the causes of employee shortage and high employee turnoverin the various health institutions. Additionally,it takes a keen look at the influence of leadership on these menacesand how best they can be curbed using the virtue. Themain question one would ask is: What are the causes and effects ofhigh employee turnover and shortage in hospitals? Moreover, how bestthis menace could be prevented?

Oneof the causes of employee shortage in the hospitals is the notion ofpoor leadership. As the hospitals are being run, managers are chargedwith the responsibility of handling the employees in the mostappropriate way possible. Some of the inappropriate leadership stylesthat are deemed quite instrumental in causing the employee shortageare dictatorial leadership. In this leadership, the employees aretreated as irrational beings where the duties and responsibilitiesare thrust into them. This notion would mean that a staff would beforced into doing the things that at times goes against their will.In this prospect, these employees get tired of working on the claimthat they are not being treated well. As connoted by the theory ofMarx Weber on motivational theory, an employee works well when theyare appreciated and given the opportunity to share their ideas to thecompany, which would make them feel part of the firm. Dictatorialleadership strangles this avenue and instead makes the employees feelleft out in every decision-making process (Wilkinson et al., 2014).

Onthe account of employee turnover, it refers to the rate at which themanagement hires and fires the employees’ works at the hospital.High employee turnover is a clear indication of poor management,which would transcend to poor leadership. The motivation theory ofMaslow accentuates that a person’s satisfaction is derived from ahierarchy of needs for which the socialization is one of them(Oliver, 2006). A good leader is one who treats their employeesfairly. The psychological need as connoted by Maslow is the mostfundamental need, which entails recognition. Employee turnoverusually escalates when the company management does not recognize theneeds and wants of the employees. Once an employee is not given achance to prove himself or herself worth, they tend to feel left out,and therefore they feel like they do not belong in that cycle ofemployees (Kutz, 2004).

Byhaving a change in charismatic leadership style, there is reductionin the hospital employee turnover. In this leadership style, themanager listens to the contributions of every employee before makingany decision. It transcends from making sure that the hospital hasthe right people by influencing their decision in the right way.Every department in the hospital, therefore, is charged with theresponsibility of giving a suggestion on the way the company shouldbe run. Critical decisions that need to be done be the managershould be done through consultation (Al-Sawai, 2013). For example, atthe point of giving one a promotion to be the next manager, it isimportant as a leader to hear the views of others over the decisionand make sure people agree with your decision. In this line ofaction, the leader is deemed to transform the mindset of the wholefraternity of the employees by making sure that they focus on thebuilding of the company and not feeling left out. Another imperativeconcept that the inclusion of employees in decision making bring isthe fact they will be in a position to take the decisions they havemade as an obligation to which they are bound. The bond between thedecision and the work ethic would now be high, and therefore theemployees will love what they are doing (Kumar, Adhish, &amp Deoki,2014).

Forone to be a good manager, they should be a good leader. Thepropensity of influencing the mindset and the decision of others tomeet the objectives of the firm is the most critical part of themanagement of any hospital employees. The motivation of employees isvery essential since it provides the grounds for which the employeeswould work harder and have a high level of resilience (Oliver, 2006).Various forms of motivation that hospital employees would be entitledto reduce the employee turnover is promotion and good compensation. Agood leader ensures that the promotion is done on merit terms, whichare acceptable to all. The respect that a leader who is the managerearns is when they use their office to serve the humanity equitably.In the hospital context, this would mean that there would be nofavoritism and every nurse would be promoted on the terms of merit(Wilkinson et al., 2014).

Briefly,the transformational and charismatic leadership style is very crucialin reducing the advents of high employee turnover and shortage. Someof the various facets that make the human resource produce optimallyare the notion of the high level of motivation which would help themto exhibit their exceptional skills in tackling the various tasksthey are given. Motivation is usually done through good compensation,promotion and good treatment of the employees where they are deemedto be perceived as those who are part of the company (Kumar, Adhish &ampDeoki, 2014). It is therefore quite imperative that profoundleadership is essential for ensuring that there is effectivemanagement of the employees. Good leadership ensures that theemployees work at their best and keeps on giving the employee everyreason to work hard and be excellent in their area of expertise. Someof the very crucial problems that are associated with poor leadershipare the high employee turnover and the advent of employee shortage(Oliver, 2006).


Al-Sawai,A. (2013). Leadership of healthcare professionals: where do westand?. Omanmedical journal,28(4),285.

Kutz,M. R. (2004). Necessity of leadership development in allied healtheducation programs. InternetJournal of Allied Health Sciences and Practice,2(2),7.

Kumar,S., Adhish, V. S., &amp Deoki, N. (2014). Introduction to strategicmanagement and leadership for health professionals. IndianJournal of Community Medicine,39(1),13.

Oliver,S. (2006). Leadership in health care. Musculoskeletalcare,4(1),38.

Wilkinson,J., Greenwood, N. W., Wang, C. T., White, L. F., &amp Culpepper, L.(2014). Measuring staff empowerment regarding health care for clientswith intellectual disabilities. Internationaljournal of family medicine,2014.