Leadership Theories and Effective Team Performance in Health Care

This report delves into the critical aspects of leadership within the health and social care sector, emphasizing the significance of effective leadership in ensuring high-quality service delivery and organizational growth. It explores various leadership theories such as transactional and transformational leadership, highlighting their impact on employee trust and accountability. The report also addresses the challenges faced by leaders in this sector, including compensation issues, healthcare policies, technological advancements, and workforce shortages. Furthermore, it examines motivation and performance theories, including Maslow's and Herzberg's theories, and discusses factors influencing employee motivation, such as leadership style, recognition, and opportunities for professional development. The importance of performance management, feedback, and a positive organizational culture is also underscored. Finally, the report highlights the features of effective team performance, emphasizing the role of trust, clear objectives, and good communication, and introduces the Tuckman theory of team development, providing a comprehensive overview of leadership and team dynamics in the health and social care sector.

Health and Social Care Leadership

Table of Content.
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Understand theories of leadership utilised in health and social care settings..............................1
Motivation and performance theories in the health and social care sector..................................3
Features of effective team performance within the health and social care sector.......................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Leader is an individual who can lead or command the group or the organisation and
leadership is a state or position from which the action is taken for the organisation. The
individual who are working in leadership in the healthcare and social care sector play an
important role in order to ensure that high quality services is provided to every people as well as
play a crucial role in order to development and growth of the organisation. This project report
contain some information about theories of leadership which can be helpful in maintaining as
well as developing the trust of the employee's for the organisation. The project report also cover
some leadership style techniques in order to influences the outcomes. The project report also
includes some motivation factor as well as the theories which helps in influencing the people
and their performance in the healthcare and social care sector. Lastly the project report includes
the effective team performance.
MAIN BODY
Understand theories of leadership utilised in health and social care settings
Those person who is working in healthcare and social care department as a leader can
play a very crucial part in the organization in order to ensure that high quality services is
delivered to each individual as well as assist the organization to grow and flourish. The
healthcare and social care leaders work in a various changing field which characteristic is that
they need a constant propulsion in order to deliver a most effective and efficient high and safe
quality of care to everyone as possible. In order to achieve the efficient and safe quality care to
everyone, the leader must lead the administrative and clinical team while managing effective
resources (Ayman and Lauritsen., 2018).
There are many leadership theories involve in healthcare and social care department are
great man theory, big bang theory, trait theory, style theory, contingency theory, transformational
leadership theory, transactional leadership, authentic leadership.
 Transactional leadership- This leadership highlighted the value of organization,
supervision as well as the group performance. The relationships views between the
healthcare executive and staff as transactional can be identified by this leadership. The
healthcare executive use the motivational tools such as rewards or punishment etc. in
order to encourage the compliance in their directives.
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 Transformational leadership- This leadership concentrate on empowering the staff
members in order to participate in initial changes which can transform the healthcare
organization for the growth (Goodman‐Scott and Ziomek‐Daigle., 2022).
The primary task of the leader is to get the things done in an organisation by or through
the people. The success of the organisation is basically depend on the performance of the people
who are working within the organisation. The leadership can be maintained by motivating the
people to work for the organisation in order to achieve the organisational objectives. But
according to some author such as McGregor, Maslow, Herzberg and Vroom it is very difficult to
convey motivation without knowing the need and want of the employees.
Leadership plays very crucial role in the development, maintaining trust and
accountability within the organisation. As reliability, empathy as well as the realization of an
individual goals can assist the leaders in order to gain the trust of the employees. Some of the
primary aspect of trust are honesty, competency, commitment,reliability as well as sincerity. A
leaders have responsibilities to keeps their followers to be informed, be fair as well as be
objectives, share their feelings, be honest as well as earn respect. Whereas the trust centred
leadership will reduce the worries, apprehensions as well as low morale by developing the
trustworthy environment. From this the employees feel safe and secure as well as confident
(Cornell., 2020).
The challenges of leadership in the health and social care department are reimbursement,
healthcare policy, technology, workforce shortage, leadership gap
 Compensation- Healthcare and social care department can be expensive in United
kingdom. As there are various pressure on the healthcare department which can bring
down the cost of the department. The business and the government are endeavour the
ways in order to reduce the cost of this sector. The compensation model has been
shifting from free-for-service based model to the performance based model.
 Healthcare Policy- this policy is a very uncertain policy in regard to Affordable Care
Act. This act has a various impact on the insurance market. This act made reluctant to
expand in healthcare department and many insurance companies.
 Technology- one of the most significant problem within the healthcare and social care
sector is the emergency of new technology. As these technologies are of different ranges
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such as from specialized equipment to the information systems (Holsinger and Carlton.,
2018).
 Shortage of workforce- According to the current situations, it has been notified that the
healthcare or social care sector face a shortage of skilled as well as qualified workers.
There is shortage of workers in nursing, nursing assistant, technicians as well as
pharmacists.
The implementation of different types of leadership style may impact the organisation by
affecting the employee morale, productivity as well as in decision-making speed and the metrics.
The successful leaders can analyse the problem at first place, after that evaluate the skills level in
order to subordinate, considering alternative plan to increase the outcomes. Most of the people
are agree on the argument that the leader who leverage effectively to the employee strength and
gathering the team in order to achieve the more plausive performance outcomes (Wildavsky and
et.al., 2018).
Motivation and performance theories in the health and social care sector
The most important task of healthcare and social sector management is to get the things
done in the organisation by and through the people. The success as well as the failure of the
organisation is basically depends on the people who work for the organisation. Therefore, it is
important to motivate the people in order to achieve the business objectives of the organisation.
Some of the theories are discussed in order to understand the motivation and performance in the
healthcare and social care sector such as McGregor, Maslow, Herzberg and Vroom. In all of
these theory, the Maslow's theories is considered to be the best theories for motivation because it
highlighted the need and want of people.
 Maslow's theories- A.H. Maslow developed this theories, the theories state that the
human needs can be arranged from lower to higher specified order such as basic
physiological need then safety and security needs then social needs then status needs then
self-fulfilment needs (Selvarajan, Singh and Solansky., 2018).
 Herzberg's theories- this theories state that there is a significant distinction between the
motivational and the maintenance factors in work condition in order to development of
motivation. These theories state some maintenance as well as some motivation factors.
The maintenance factors may include company policy, technical supervision, inter-
personal relations with peers or with the supervisor, salary, security as well as the status
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whereas motivational factors may includes achievement, recognition, advancement as
well as work itself.
Some of the motivation factors which influence the healthcare and social care sectors are
strategies, incentives, recognition as well as many other elements. In order to motivate the
employees or people within the organisation, the leader must have to follow the SMART goal
strategy. The SMART goal is stand for specific, measurable, attainable, realistic as well as
timely. While motivating employees it is essential to keep it mind of mentioned things as it
required to work for the organisation development or their growth. As these factors influences
the worker in order to perform well for the organisation. There are two types of motivation
factors such as extrinsic motivation and intrinsic motivation. Extrinsic motivation refers the
factors which are outside of person such as bonus, social recognition as well as appraisal.
Whereas the intrinsic motivation refers to factors which occurs within the individual such as
personal gratification as well as feeling of accomplishment (Purwanto and et.al., 2021).
There are many factors of motivation which helps in influencing the people in healthcare and
social care sectors may include leadership style, recognition or appreciation, purpose, positivity
of organisation culture, opportunities to develop professional, opportunities to build job,
financial benefits as well as flexible work schedules.
 Leadership style- the supervisors, managers as well as other leaders within the
organisation of healthcare or social care sector play a crucial role in order to motivate the
employee's. The appropriate leadership style can encourage or secure the employee's in
order to develop the objectives as well as goals to works toward their goals and some
specific position within the organisation. The leadership style may includes autocratic,
coaching, transformational as well as affiliate.
 Recognition or appreciation of work- these are the two most important elements of
motivation in healthcare and social care organisation. In period of sometimes offering
some recognition or appreciation make the employee's feel accomplished (Afsar and
Umrani., 2019).
Performance management is a communication process in between the supervisor and an
employee's and it is occurs throughout the year. It can be done in order to support the strategic
objectives of the healthcare and social care organisation. As effective performance management
in the healthcare sector can enhance the ongoing communication between the individual and the
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team of leadership. In order to management of performance there is need to do monitor as well as
assessment of the employee's for enhancing their performance effectively. This can be done by
providing feedback as well as by appraisal process. Culturally, the compensation and the
performance feedback has been used as most prominent reason for appraisal in the organisation.
 Feedback- Performance appraisal provide the feedback to employee's after analysing the
quantity as well as quantity or their work for the organisation.
 Self- evolution- the performance appraisal provide as an aid to the employee's in order to
enhance themselves.
Culture is an environment which surrounds the people all time within the healthcare or
social care sector organisation all the time. A workplace culture is a place which shared the
values, belief, attitude as well as set an assumption towards the workplace which the people
shared. This assist the individual to set a shaped for upbringing, social as well as for social
context. The own practice of sharing thoughts, ideas, views and many more things helps the
organisation to create a positive culture. The positive culture can be created by having open
communication to all of the employee's. This will helps the organisation to build the positive
culture as everyone has right to express their thoughts, views properly within the organisation
without any kind of hesitation (Driskell, Salas, and Driskell., 2018.
Features of effective team performance within the health and social care sector.
The effective team performance within the healthcare and social care sector is basically
led by an individual who build trust and respect by its members. Such individual unite its
members by providing concentration and guidance toward the same directions. Such leadership
offer encouragement as well as motivation to keep the employee's morale high. In order to
achieve effective team performance there is need to do many things such as clear objectives,
balanced role, good communication, mutual cooperation as well as regular review.
The different models of team leadership examine the Tuckman theory which can be
beneficial to follow in healthcare and social care sector.
Tuckman theory state that firstly team study is necessary in order to identified the characteristic
of team at each stage development such as forming, storming, norming as well as performing.
 Forming stage- this stage state that team need to get to know each other strengths and
weakness. A good leadership can do their work by bringing the all team member together
in order to identify each persons characteristic.
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 Storming stage- this stage state that the team need to make some plan with new ideas and
innovation as well as monitor the evaluators in order to analyse them each other.
 Norming stage- this stage state the need to understand each work as who should do that
particular work (Chen., 2021).
 Performing stage- this stage state that team member needs to the Belbin language in order
to ensure that this route can becoming the best for high performance team.
In order to overcome the challenges for the growth and development of healthcare and social
care sector there is need to focus on the objectives in order to achieve the outcomes. The
challenges may be securing trust, physical proximity, optimum condition as well as lack of aim.
 Securing trust- trust play crucial role in all relationship especially in building teams. Lack
of trust in a team can decrease productivity, creates toxic culture. But building trust is not
a easy task, it is a time consuming task. Trust is bounded with the emotion and can be
earned over a period of time.
 Physical proximity- In today's time team member comes in broad kind of shape, sizes as
well as structures. Supporting all of the team member is necessary for the healthcare and
social care growth and development. It can be possible to support all the team member at
a time by using the advanced technology (Kim and Ko., 2021).
There are many different kind of management style which can influences the outcomes of
the team performance such as democratic management, transformational management style,
coaching management style as well as visionary management style. The leaders or the managers
who provide effective leverage to the employee's strength as well as together the individuals in
order to emphasize the team goal will make some impact in order to achieve the favourable
outcomes whereas the leaders who provide less support as well as withhold the feedback they do
not achieve the favourable outcomes.
 Visionary management style- in this, the manager communicate a purpose, objective as
well as direction to that employee's in which they have faith or believe as that employee's
have a convincing power that they convince their team member to work hard in order to
implement the vision. The visionary management managers are also called as firm yet
fair.
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 Democratic management style- in this, the managers make their employee's to participate
in the decision-making process in order to understand the diversity of the ideas, thoughts
as well as the perspective (Sorsa., 2021).
CONCLUSION
From the above discussion, it can be concluded that leadership is an individual which are
in a state or in position to lead an action in order to growth and development of the organisation.
The leadership in healthcare and social care sector make ensure that the high quality services are
provided to each individual in the healthcare and social care sector. The project report concluded
many kind of leadership theories such as transactional theories, transformational theories and
many more which can be used in order to develop and maintain the trust on the organisation.
Apart from this the project report also include some motivation theories in order to influence the
employee's performance in the healthcare and social care sector. The project report also conclude
the effective team performance features such as the model of team leadership, their challenges as
well as different management style in the healthcare and social care sector.
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REFERENCES
Books and Journals:
Afsar, B. and Umrani, W.A., 2019. Transformational leadership and innovative work behavior:
The role of motivation to learn, task complexity and innovation climate. European
Journal of Innovation Management.
Ayman, R. and Lauritsen, M., 2018. Contingencies, context, situation, and leadership.
Chen, Y., 2021. Team-specific human capital and team performance: Evidence from
doctors. American Economic Review, 111(12), pp.3923-62.
Cornell, T., 2020. Leadership skills essential in the value-based care era. Leadership in Health
Services, 33(3), pp.307-323.
Driskell, J.E., Salas, E. and Driskell, T., 2018. Foundations of teamwork and
collaboration. American Psychologist, 73(4), p.334.
Goodman‐Scott, E. and Ziomek‐Daigle, J., 2022. School counselors’ leadership experiences in
multi‐tiered systems of support: Prioritizing relationships and shaping school
climate. Journal of Counseling & Development, 100(3), pp.266-277.
Holsinger, J.W. and Carlton, E.L., 2018. Leadership for public health: Theory and practice.
Chicago: Health Administration Press.
Kim, K. and Ko, E.J., 2021. The influence of emotional intelligence on team cohesion and the
mediating effects of self-efficacy and trust: time-lagged approach. Team Performance
Management: An International Journal.
Purwanto, A and et.al., 2021. The Role of Transformational Leadership, Organizational
Citizenship Behaviour, Innovative Work Behaviour, Quality Work Life, Digital
Transformation and Leader Member Exchange on Universities
Performance. Organizational Citizenship Behaviour, Innovative Work Behaviour,
Quality Work Life, Digital Transformation and Leader Member Exchange on
Universities Performance (December 17, 2021).
Selvarajan, T.T., Singh, B. and Solansky, S., 2018. Performance appraisal fairness, leader
member exchange and motivation to improve performance: A study of US and Mexican
employees. Journal of Business Research, 85, pp.142-154.
Sorsa, M., 2021. Team performance, communication, and shared situational awareness—control
room resource management in the nuclear industry. In Human Factors in the Nuclear
Industry (pp. 151-159). Woodhead Publishing.
Wildavsky, A and et.al., 2018. A cultural theory of leadership. In Cultural Analysis (pp. 253-
282). Routledge.
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