PUBLIC HEALTH SAFETY PROVIDER AND LEADERSHIP STYLE
Different management and leadership style can be interchangeably followed through situational capacity of the working environment; this can make an organization flexible to the growing needs of its organization and to the customer’s responses. For example in a public health safety provider environment organizational set-up should be a combination of such style, management should set up an overall working procedures to its entire staff so that they themselves do not make their own policy.
There should be a standard procedure that the employee needs to understand especially from a public health safety provider or a hospital. Let us make a study of some actual ideas in a certain company who needs to experience such changes to be able to comply with their day to day operation. In this case the Aidensfield Hospitals Trust (AHT) let us take some organizational issues and give some recommendation that we can work for.
1. Evidently according to AHT that Delegation of authority, team work and communication and problems like these continuously arising in their organization. Therefore the problem is already identified, this requires an immediate action before such conflicts starts to arise. This has been a delegative or free reign leadership style where all employees make their own decision. “You take care of your job and the problem while I go”. This may not be the appropriate style to use in this situation. The tendency of the situation is that employees tend to create their own sets of rules and regulation and this creates an unclear status benchmark to what extent an employee can be authorize. Some don’t even know who the authority is. According to the AHT that delegation of authority is according to line management which has a limited scope. The solution maybe to assign a general manager that will oversee the day to day operation in a Participative leadership style of management where all employees are task to work together where management and staff determine the problems and do it together but the final decision making body would be the management. He/She will be the one to remind the daily task of employee during their training process and seminars.
2. Low Morale and job security that has the tendency of abandonment of Supervisor and employees. This problem is sufficiently evident that the employees do not receive the standard salary and wages or benefits that they deserve. This requires Board of Directors and the owner of the company to design a resolution that will empower employees to at least make a consideration to address their concerns to raise their salary and benefits. It is not easy if their portfolio is weak but in the case of the AHT it can be a motivating factor for their employees.
3. AHT Organizational structure has somehow created a good reputation in the community since they have catered to large hospital services and positively employed
at least 1000 workers and some have 10 years of service from various discipline and they are able to monitor a closed in house contracts. This means that they are a well established Hospital with respect to its community therefore they can easily grasp through changes in management and leadership style to be able to withstand emerging issues that they have been encountering. Such issues do not bind a big organization like AHT especially to a service industry in public health. Management should follow through the following issues beforehand and later takes care of the competition.
In respect to the employees who will continue to disobey such implementing rules or workers who do not follow should receive an equal amount of punishment from the management themselves. Violation such as sleeping on the job or smoking is simply unacceptable in any organization. Those who disregard such customers and those who are dishonest will definitely find its way to be removed from their position.
Employees should be reminded about their duty that it is a serious task and that they are serving people who are sick and needs medical attention. If necessary they can add additional employees who will be highly trained to follow such rules and regulation and will effectively do the job without hesitation. Such condition of group centered cultural diversity does not help the company but probably worsen them to a disorganized community. There is no need to create a team based organization as long all employees are knowledgeable about their job description, the company rules and regulation, their scope of job and who’s authority they need to follow. All this can be a good start to changes in a well respected organization.
Credit:ivythesis.typepad.com
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