Leading Teams in Health and Social Care

Leading Teams in Health and
Social Care

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Motivation and different approaches of motivation....................................................................3
Examining role of leadership in leading teams............................................................................4
Value of using theoretical models that are relevant to building successful teams......................6
Stages of team development and the leadership style at each stage to achieve a successful
project outcome...........................................................................................................................9
Recommendations for open communication between team members to support team
development...............................................................................................................................10
Skill set of management team and skill set of leadership team.................................................11
Principles that staff within a care setting expect to have...........................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
This report aims at discussing motivation and different approaches of motivation, role of
leadership in leading teams, value of using theoretical models for building successful teams and
will involve explaining different stages of team development and leadership style at each stage of
development along with recommendation on open communication. These are some very
important aspects of effective leadership within an organisation. This report will contextualise
case study of Hannah who has been promoted to leadership position within organisation and
realises that she needs to gain insights about leadership in order to be successful in new project.
This report will also discuss additional details under the specified headings to provide detailed
answer to identified problems.
Research problem: What information will Hannah will require to motivate her team and how
will she source information? How will Hannah motivate her team if she is not sure of what
motivates them?
MAIN BODY
Motivation and different approaches of motivation
Motivation can be defined as a Process that initiate guide and maintain goal-oriented
behaviour of individuals or teams within organisation. Motivation includes factors and elements
that drive individual towards practicing behaviour that leads them towards goals and objectives
of organisation (Akhmetshin and et.al., 2018). There are several approaches through which
Hannah can motivate team and its different theories for motivation outlines approaches for
leadership. Theories for leadership are-
McClelland need theory
Need for achievement- This is a need of individuals in which they drive to excel in their
performance. Individuals in this get motivated through the success that they achieve. Individuals
with this need should be provided challenging task to motivate them. This is because individuals
having needed to achieve perform better than those with low need for motivation.

Need for power- This is a need in which individuals desire to have power through which they
can we make impact on other. This is concerned with desire to influence mother and change
people. People with such need have ability to effectively manage leadership position. Such
individuals can be motivated by being at a position that provides them certain power.
Need for affiliation- Need for affiliation refers to a drive in which individuals designs to
establish and maintain friendly relationship with other people in organisation or in team.
Individuals with this need have desire for acceptance and approval from other and this is why
they are required to be motivated through recognising and rewarding them (Rybnicek, Bergner
and Gutschelhofer, 2019). Maintaining friendly relations is also way through which individuals
can be motivated and within team effective relationship with team members motivate individuals
to perform better.
In addition to this, approaches of motivation also include monetary and non-monetary approach
for motivation. These are as follows-
Monetary approach for motivation- In this approach individuals are motivated by providing
them monetary rewards and rewards that have monetary value associated. In this different
financial means are used for motivating individuals to perform effectively to achieve goals and
objectives of team and organisation. Some of the types of monetary incentives include pay raise,
sharing profits with members, providing bonuses.
Non-monetary approach for motivation- This is another approach for motivation in which
individuals are given non-monetary rewards and incentives to motivate. Rewards and incentives
included in this are recognition at workplace or within team, work flexibility, providing paid
leave or extra day-off, providing career development opportunity and providing employees more
autonomy at work.
In order to motivate her team Hannah can use both these types and approaches of
motivation and theory discussed above also gives idea about how team-members can be
motivated (Mani and Mishra, 2020). It depends on individual preference an orientation which
affects decision regarding which approach of motivation is suitable and effective for them.