Clinical Leadership: Implementing Change to Boost Staff Morale

This report addresses the clinical leadership challenge of staff demotivation within healthcare organizations, particularly care homes. It highlights the importance of staff motivation for delivering quality care and identifies factors contributing to demotivation, such as understaffing, overwork, and lack of recognition. The proposed solution involves implementing recreational activities for care staff, guided by Lewin's change model. The report discusses potential barriers to change and strategies to mitigate them using effective leadership traits and motivational theories. It emphasizes the significance of addressing workplace disagreements, promoting teamwork, and fostering a positive work environment to enhance staff well-being and motivation, ultimately improving the quality of care provided. Desklib offers additional resources like past papers and solved assignments to aid students in understanding and applying these concepts.

The well-being care organizations with the care homes at central are generally being considered as a complex as well as large contemporary settings, generally owing to their processes
as well as owing to their improved procedures as well as several assets. The performance of the healthcare organization generally depends on the knowledge, personal incentives as well as skills
of the human assets. Provided the necessity of such assets, a consistent leadership is generally required to accomplish the elevated performance as well as improve the capabilities of the care
workers to enhance the quality of care as well as results. In this, the leading quality enhancements procedures can need the care managers who can effectively manage the uncertainty as well as
can efficiently furnish both the behavioural as well as cultural alterations. The term leadership is generally a long-term procedure of influencing people to achieving a mission as well as a
specific goal of a group or a healthcare organization. This process can set the strategies as well as the goals, improves the compliance and commitments to the objectives as well as
organizational productivity and can encourage the culture of a care team and a dynamicity within care sectors. A care leader is someone who involves ability of directing, motivating as well as
uniting people in a pursuit of a common objectives. The leaders within the healthcare sectors are generally disproportionately influenced by the system problems, which involve outcomes to
enhance as well as often contradictory duties. As a care nurse leader, one of the most challenging tasks within the healthcare settings is the care worker demotivation, that has an influence over
the quality of the well-being care offered. The performance of the care workers is generally being determined not just by their actual talents, but also by the degree of the drive which every
individual exhibit. The motivation is generally defined widely as a particular trait which can motivate the workers to do or not do something. The motivation is generally important for the care
leaders to comprehend why the people act so differently at work as well as how to manage their attitudes so that the workers can attain a desired organization’s goals. There are various variables
that can effectively contribute towards the low motivation of the care nurses, consisting of absence of personnel as well as being overworked, the interpersonal problems, a lack of praise as well
as a lack of leisure activities as well.
In this, the project will cover critical analysis of a clinical leadership challenges such as staff demotivation and can effectively propose an alteration such as recreational activities for
the care staff using the Lewin’s change model. In addition to this, there is also a discussion about some of its potential barriers to alter as well as how to reduce such things using the effective
leadership traits generally based on some motivational theories.
Context of alteration
As a care manager of a healthcare organization, my goal is to effectively ensure that the holistic care is efficiently delivered to the public. As a care manager, I’ m
responsible to manage the care nursing workforce. This generally entails the founding discipline as well as directing the care nurses to deliver an excellent care by
supervision, monitoring, training as well as implementing the new protocols as well as guidelines. The secondary level city healthcare generally has been short staffed for the
last few years that have negative influence like the care staff demotivation, overworked as well as burnout. In this, the staff demotivation as a leadership challenge generally
was selected as in the staff meetings the care nurses generally have been verbalized of a demotivation in the past years. As an outcome, the sickness absence rates are high as
well as it is challenging to manage the duties as a care ward manager. However, it is high time being a care ward manager to effectively implement an alteration that can
enhance the motivation of the care nurses. Recently the care nurses are generally not included in any inter office sports activities as well as care staff involvement. The study
has generally proven that the recreational activities such as staff involvement, sports, trainings, workshops not only stimulate as well as can inspire the people, but it also can
refresh them so that they can effectively complete their everyday tasks with a maximum vitality and energy. However, in consideration to the motivational theories as well as
the leadership traits, the alterations proposed is introducing the recreational activities for the care nursing staff annually. These alterations can motivate the care nurses which
in turn can lead to the delivery of a quality nursing care.
Staff
Demotivation:
A Clinical
Leadership
Challenge
INTRODUCTION

Significance
The care managers can effectively influence, but not control, the motivating processes. It generally has been essential to
know as well as comprehend as much as possible about the motivation so that the management can do all the essential
to create a healthy workforce. When the care workers are more intelligent, informed, skilled as well as a goal oriented in
the today’s environment, the essentiality of the motivation can extend the outside the bounds of the managerial
hierarchy. As an outcome, the workplace disagreements have been highlighted as one of the main concerns which can
demotivate the care nurses. The care leaders must be receptive to these such disagreements as well as can never enable
them to escalate into a negative dispute like motivation. The shortage of the workers as well as overwork outcomes in
the stress, burnout as well as reduced the staff motivation, lowering the care quality of nursing care as well as the
services provided to the public. The care managers should address the workers psychological as well as the physical
health to encourage the productivity. It can be effectively achieved by boosting the physical activities, can build a social
circle at work as well as can practising both extrinsic as well as intrinsic motivational strategies via the friendly
competitions. At the managerial levels, the effective strategies like hiring more personnel can aid to reduce the workload
of the care workers. The motivation of the staff is enhanced as an outcome of a teamwork as well as team support.
Being a care manager, it is generally essential to move quickly to address the problems reported by the care worker, as it
can worsen to more problematic concerns.
As a change leader, to begin the alteration of enhancing the motivation of the staff via the recreational
activities such as inter-office tournaments, trips, the outing of the staff, workshops and trainings can be effectively
proposed. These such recreational activities must be planned for throughout the year. The recreation has generally been
described as any activity which a person can select to perform for the leisure, pleasure or to revitalize themselves. In the
past, both work and leisure were generally separated by distinct borders as well as it was considered that these such
thought generally had no relationship to one another. Therefore, the good leaders are beginning to realize that this is the
most powerful tool to match the contemporary regular difficulties in the modern context. In this, the integrating
recreation as well as leisure activities generally tends to results in a type of the environment in which the task is
performed in a very productive, encouraging as well as cooperative manner, where the care staff is highly enthusiastic,
where the workers remain friends, where the care staff are efficiently appreciated, their notions are being supported, and
even the traumatic circumstances are effectively handled cleverly, with an intrusive mind in alight surrounding and
where the vulnerable patients can choose to seek the care medical treatment as an outcome of the positive environment.
In the current years, the care managers have effectively taken steps to found a more lasting as well as persistent
incentives for the organization. This can be accomplished through altering the culture as well as the organizational
culture. In this, there are various downsides to the working within an environment which is not stimulating as well as
vibrant. Furthermore, there will be an elevated chance of absenteeism as well as a higher number of the work associated
problems. The mental as well as physical well-being of the care workers can suffer as an outcome of the working in
such an atmosphere. In this, when a competent care staff having an extensive expertise, intellectual capital, creativity
can leave the care organization due to the boredom or boring surrounding atmosphere, the organization can suffer.
Moreover, an excessive turnover is specifically costly for the healthcare organization.
Change Management Theory
The alterations can be difficult or challenging as the people always resists
alterations. However, I can adapt the National Health Service change model.
The high alteration generally requires a strong foundation. Making the
alterations happen is not an easy task. The alteration or a change model can give
an effective valuable framework to allow the sustainable as well as an effective
alteration which can efficiently deliver a real profit for the care staff, the patients
as well as across communities. It has been co-produced with various hundreds of
the well-being and care staff as well as efficiently based on a credible evidences
and experience as well. the change model is for any people who generally wants
to make a difference that a person could be a clinical or a encourage role at any
of the level of a healthcare organization. In addition to this, the change model is
mainly an integral, as well as an inter-associated framework which can
effectively work in a harmony with the model for the alterations on a large
platform in order to encourage the sustainable transformation. Therefore, it is
essential to note that the alteration model can works for any platform of change,
even for a small one also. It is generally for any of the alterations and it can be
big or small as well as it has been incorporated into an organizing teamwork for
an alteration over a large platform. In this, an organizing framework can bring
together the three critical elements, the larger scale alteration model, the model
for well-being and care and established enhancement approaches, methods as
well as tools. Using the effective framework and models can enhance the
possibilities of sustainable, large-scale alterations. The healthcare organization
working within the complex well-being care system generally tends to use the
various enhancement techniques and tools as well. It can appear to involve the
potential to cause a conflict, but enhancement as well as the alteration methods
can share various features in a common and however, range of enhancement
tools can be as well as must be deployed to reflect the local context to obtain
highest advantages. The change model is generally designed to encourage the
alter the leaders within their work. It involves aim to add the dimensions as well
as emphasis to existing the alternated strategies which can aid to accelerate the
pace of sustainable and an effective alteration. The main experience of the
alteration initiatives within the healthcare can express that they are generally the
most effective when the care team can take the essence of the approach as well
as can make it their own to fit with their contrast, their priorities, their patients
as well as communities.

The model is effectively used as a guide and is not intended to be prescriptive. The model generally develops a shared purpose before proceeding with the rest of your alteration project within
healthcare. The components of the change model can involve seven basic elements and are as mentioned below:
Spread and adoption: This particular component of the NHS change model is to deliver the high quality, safe care for every people that they generally need to accelerate the speed as well as
extent of how the people can actively share as well as actively adopt learning from their own and other alteration innovations and programmes as well. These such alteration innovations and
programmes can be within or external to the practice, boundaries or the healthcare organization, so it is quite essential to network with colleagues and effectively undertake some studies.
Improvement tools: The NHS change model can involve the component enhancement tools because there is evidence which can work more systematically with the evidence-based quality
enhancement tools to enhance the possibilities of a successful alterations. The alteration model generally does not recommend or can specify that which particular tool must be used. It is
because various care teams within healthcare have already adopted particular tools and will want to build on what they are already using.
Project and performance management: In this, the evidence suggests that an effective approach for the delivery of alteration and the monitoring of progress to the planned objectives are
important to making that particular alteration a reality. In this, ensuring that a degree of a rigour is generally applied to the alteration program can give reassurance to the key stakeholders
which the sufficient attention is being given to manage the program via to a successful conclusion.
Measurement: In this, using appropriate measurement techniques ensures that the success can be celebrated, remedial action must be taken to mitigate the risk as well as the unforeseen
consequences can be dealt with promptly.
System drivers: The low alignment of the system drivers can specifically lead to a clash of incentives as well as penalties that may stand in a manner of a positive quality enhancement.
Motivate and mobilise: The managing for energy alteration as well as the energies of those around people is generally an essential leadership skill during the periods of an exceptional
alterations. Without this, the disillusionment and burnout between the care staff can pose a major risk to the alteration initiatives as well as to the service user and patients as well.
Leadership by all: The leadership styles as well as philosophy which is most likely to deliver the huge scale alteration is generally the one which can generate a commitment to a shared
purpose that is developed via the relationship.
Books and Journals:
Han, S., Harold, C.M. and Cheong, M., 2019. Examining why employee proactive personality influences empowering leadership: The roles of cognition and‐ affect based‐ trust. Journal of occupational and organizational psychology, 92(2), pp.352-383.
Hassi, A., 2018. “You get what you appreciate”: Effects of leadership on job satisfaction, affective commitment and organisational citizenship behaviour. International Journal of Organizational Analysis.
Lee, Y.H., Lu, T.E., Yang, C.C. and Chang, G., 2019. A multilevel approach on empowering leadership and safety behavior in the medical industry: The mediating effects of knowledge sharing and safety climate. Safety Science, 117, pp.1-9. Weerakit, N. and Beeton, R.J.S., 2018. Leadership competencies for hospitality
management staff in Thailand. Journal of Human Resources in Hospitality & Tourism, 17(3), pp.314-339.
Zhao, Y., 2018. Managing Chinese millennial employees and their impact on human resource management transformation: an empirical study. Asia Pacific Business Review, 24(4), pp.472-489. Online:
The Change Model Guide, 2021 [Online] Available through: https://www.england.nhs.uk/wp-content/uploads/2018/04/change-model-guide-v5.pdf
REFERENCES
CONCLUSION
From the above discussion, it is identified that the term leadership is mainly defined as the process of influencing the actions of an organized group in
its attempts to determine as well as accomplish the goals. The clinical care leaders can specifically face serious difficulties during their leadership within the
healthcare organization. In this, one of the biggest challenges is the demotivation of the care staff. The demotivation of the care staff can result in more sickness
absence, the care staff shortage, overworked and a less productivity that in turn make the negative influence the quality-of-care nursing being delivered. However,
the care leaders generally require to take the specific actions to tackle these such challenges via a alterations. The alterations within healthcare are generally
inevitable as well as people can always resist change. To efficiently execute as well as manage the alterations, the Change Model of NHS can effectively serves as
a complete, cohesive as well as an integrated strategy which can give an effective roadmap for attaining the gaols as well as should be utilized by the care leaders.