Contemporary Leadership and Management in Hospital: A Report

This report comprehensively examines contemporary leadership and management within the hospital setting, covering a range of topics essential for effective organizational performance. The study begins with an introduction to leadership and management, emphasizing their role in guiding, motivating, and influencing teams towards better engagement and performance. It then delves into a review of classical management theories and leadership styles, including organizational culture and structure, various types of organizational structures (unitary, centralized, decentralized, divisional, matrix, and process), and definitions of organizational culture. The report further explores the functions of management, the differences between managers and leaders, and the roles of each. It also analyzes various leadership styles such as scientific management, administrative management, and motivational management. Furthermore, the report investigates the internal and external factors influencing management styles and structures in the service industry context, including personality, organizational culture, diversity, resources, and environment. Finally, it assesses current and future management and leadership skills in the service sector, providing demonstrations of these skills within a service industry context, and concludes with a summary of the key findings and recommendations.

Running head: LEADERSHIP
Contemporary Leadership and Management in Hospital
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction:...............................................................................................................................3
Discussion:.................................................................................................................................3
- L01 A review of classical management theories and leadership styles.......................3
Organizational Culture and Structure.................................................................................3
Management and Leadership.............................................................................................5
- L02 Exploration of the factors that influence different management styles and
structures in the service industry context...............................................................................8
Internal Organizational Factors..........................................................................................8
External Factors...............................................................................................................10
-L03 Assessment of current and future management of leadership skills of the service
sector....................................................................................................................................11
Management Skills...........................................................................................................11
- L04 Demonstration of the management and leadership skills in a service industry
context..................................................................................................................................13
Service Industry Context:.................................................................................................14
Developing leaders in service industry context...............................................................15
Conclusion................................................................................................................................17
Reference List..........................................................................................................................18

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Introduction:
Leadership can be perceived as the ability of people to guide, motivate, encourage and
support people through a shared vision and exemplary behaviour, through which they can
influence the team or the people towards better engagement and performance. Management
theories and leadership styles provide essential foundations for organizations through which
they can encourage better organizational performance and provide a strategic direction for the
regulatory processes. The aim of this study is to review essential theories of management and
styles of leadership, explore crucial factors that influences the various methods of
management and leadership within the context of a service industry, assess the current as well
as future management and leadership skills that can be applicable within the service sector as
well as demonstrate management and leadership skills within the context of a service
industry.
Discussion:
- L01 A review of classical management theories and leadership styles
Organizational Culture and Structure
Types of organizational structures
Organizational structure can be of different types which are outlined below:
 Unitary: Unitary structure of an organization is characterized by the presence of a
single power which managers and controls the organization unitarily in the form of a
central governance. Examples of such steucture can be seen in case of Westgate
Resorts (Florida, USA) as well as Warwick Hotels and Resorts (New York, USA).
 Centralized: This structure is characterized by the centralized power in terms of
decision making which is concentrated towards the upper management and
leadership. This structure is therefore is also related to hierarchical structure of the

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organization. Example of such as structure can be seen in case of Oberoi Group
(India), Rosewood Hotel Group (China) and Prince Hotels (Japan).
 Decentralized: This structure is opposite to centralized structure in whicht eh decision
making power is not centralized and is shared within the workforce evenly. Omni
Hotels and Resprts (USA) and Hoshino Resort (Japan) follows this structure.
 Divisional: This structure is characterized by the formation of many divisions that are
managed and governed independently, as seen in case of Oyo hotels and AirBnB.
 Matrix: This structure is characterized by overlap in management functions, creating a
matrix of roles and responsibilities as seen is case of Hayat International
 Process: This structure is characterized by the process specific design of the
organization that focuses on the enhancement of specific processes and services as
seen in case of Hilton USA)
(Shamim et al. 2017)
Organizational Culture definition and types
Organizational culture is the collective behavior of people that includes their attitudes,
actions, principles and values as well as the organizational goals and objectives. Based on
these factors, organizational culture can be of different types such as bureaucratic,
competitive, community and entrepreneurial culture
Determinants of culture, cultural change and ethical issues
Organizational culture can be influenced by various factors or determinants such as the
climate of the organization, the style of leadership, the culture of the organization, the
organizational structures and systems and the skills and resources in the organization. These
determinants influences how individuals interact within the organization and thus the culture.
Moreover, these determinants can also influence cultural changes in the organization

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(influencing resistance to change) and also how ethical issues are addressed within the
organization (Weinland et al. 2016).
Management and Leadership
Functions of management related to management theories
A different classification occurs within management theories which categories the various
approaches that exist and supports management; these can include classical management
theories, situational management theories, humanistic management theories and modern
management theories. The aim of the traditional management theories is mainly to forecast
and influence the organizational behavior and have some very specific features such as a
robust chain of command (consisting of distinct top level, middle level and first level
management), a different division of labor, a top to down influence within the organization
which is usually one-sided and an authoritarian style of leadership (Gursoy et al. 2017).
The main functions of management can include planning, controlling, organizing, staffing
and directing the workforce, through which the managers can effectively manage people and
performance in the organization.
Definition and difference between managers and leaders:
Managers are professionals who are responsible for managing people and performance in and
organization, while leaders are processionals who are responsible for leading, guiding and
motivating people towards better performance. Thus the functions of a manager and a leader
aee somewhat interrelated, even though distinct from each other (Ling et al. 2017).
Role of manager Vs Role of a leader
Manager Leader
Overseeing business processes Creating a future goal and vision
Achievement of performance balance Initiating change

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Operational Execution Provide ideas
Control of operation Calculated risks
Immediate attentions Converting challenges to opportunities
Focus on procedures Substance
Instructing employees Education
Impersonal decisions Emotional Inteligence
(Huang et al. 2016)
Leadership Styles
Different theories exist within the classical management category that determines the
different styles of leadership, which includes the following:
 Scientific Management Theory: The scientific management theory mainly focused on
the pursuit of investigations and on temporal information as the platforms to make
management decisions. The prime focus of the method was on the productivity of a
business by helping to achieve scientifically proven and supported solutions to
business problems. According to Belias et al. (2017), the scientific management
theory plays a crucial role in the development of organizational performance due to
the quantitative and analytical approach of the scientific tools and its accuracy to
provide support and keen insight that helps in effective decision making. However, it
has also been pointed out by Huang et al. (2016) that this theory can often be very
reductionist and lack the humanistic approach to understand and analyses the
situation. Since useful quantification of emotions and behavioural attitudes cannot be
done with perfect accuracy, using scientific methods to explain them can provide

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inconclusive results and thus might not be efficient in all circumstances, especially
related to the behaviours, attitudes and beliefs of people.
 Administrative Management Theory: Administrative management theory is an
integration of general management and business management practices with a
particular focus on the management aspect. The method outlines six functions as well
as 14 principles of management. The six services include planning, predicting,
commanding, organizing, monitoring and coordinating. The fourteen principles of
Administrative Management Theory comprises a division of labour, clear line of
authority, discipline, unity of the command, unity in the strategic directions, focus on
individual interest, remuneration, centralization, hierarchy or a scalar chain of
command, order, equity, stability in tenure, encouragement and engagement at all
levels. The advantage of this theory is that it helps to develop management practices
through a structured approach and helps in the effective delegation of tasks based on
the functions and principles. However, the theory can also be very rigid and inflexible
and can create stagnation within an organization (Liang et al. 2017). The
administrative management, however, does help to overcome the challenges of the
scientific theories of management.
 Management Bureaucratic Theory: Also known as Weber's Theory of Bureaucracy is
a combination of economic and social organization theories. The theory puts strict
emphasis on strict line of hierarchy and command within the organization with a
rigorous and robust control on the organizational behaviour and is characterized by
factors such as formal rules and regulations, a working system of relations and
specialized training programs. This theory helps to create a neutral platform of
management that takes into consideration the needs of the business/organization as
well as those of the people (Gajjar and Okumus 2018). The bureaucratic system also

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involves a written set of rules and directives which are needed for better division of
tasks. However, a significant drawback of this theory is that it does not provide the
scope of flexibility and creative or innovative thinking and thereby can stifle
creativity and creative thinking in the workforce. The approach also tends to overlook
the significance of creativity as well s human emotions and therefore, can
significantly affect job satisfaction within the organization and increase job stress.
(Lashley 2015; Gursoy et al. 2017; Huang et al. 2016)
Motivational Management
Motivation management is an approach that focuses on the management of motivation among
the employees and ensure that the employees’ stays motivated towards the benefit of the
business. This involves, leaders and managers motivating the employees through the
providence of incentives, support development of the employees (professionally and
personally), empower the employees, provide them opportunities of growth and success,
determine developmental plans, provide support for better performance, set out clear goals
for them and also provide challenging situation that promotes skill and competency
development (Firdauz et al. 2015).
- L02 Exploration of the factors that influence different management styles and
structures in the service industry context
Internal Organizational Factors
The internal factors within the organization are outlined as below:
 Personality: The personality of the management and leadership plays the most critical
impact on the style and structure of control in a service sector context. This includes
the levels of introversion or extroversion, beliefs and views as well as ethics and

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principles that influence the behaviour and personalities of individuals. A leader with
a positive and charming personality, can be more effective in the development of an
inclusive workforce and support open communication, while leaders who are driven
by results can help the event of a more result oriented management style (Ling, Liu
and Wu 2017).
 Organizational Culture: The culture within the organization plays a crucial role in the
selection of strategies to manage them. The culture of an organization influences not
just the behaviours and attitudes of the people but also the performance, productivity
and the levels of engagement of the people in the organizational processes and
activities and thereby even the styles of management that can be used.
 Organizational Diversity: At the time of working with a culturally diverse workforce
the leadership and management need to utilize a more inclusive management practice
that includes higher engagement and involvement of the people in the decision
making the process and show respect for cultural differences and individual beliefs of
the people through its management practices (Megeirhi et al. 2018). Organizational
diversity can also influence the management style by the implication of more
creativity and innovation in the practices and procedures of the business.
 Organizational resources: The resources present within the organization and with the
access of the people plays an essential role in how the workforce can be managed and
led. Better access to resources can not only support better productivity but also
support the better engagement of the employees and facilitate job satisfaction, thereby
helping the management to create a positive work culture. The resources moreover
can also promote better control due to the development of a better relationship
between the administration and workforce.

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 Organizational Environment: The external environment of the organization plays a
crucial role in the selection of the management style as it affects the process of
recruitment and selection, and the availability of a skilled workforce. The
environment can also change the employee retention rates since they can impact the
resource pool of talents in the market and thereby affecting the demand for various
skilled professionals. Due to this, a competitive force is exerted on the businesses who
need to use multiple strategies to maintain employee retention and motivate them
better to continue their engagement with the organization.
 Innovation: The levels of innovation and creativity also can significantly influence the
workforce and the internal working mechanisms and thus is another important internal
factor.
(Gursoy et al. 2017)
External Factors
Within the service industry, different external factors can change the methods and
compositions of management and leadership. These factors are briefly outlined below:
 Roles of the employees: The functions of the employees within the organization and
the levels of authorities they hold can affect the management style as the character can
affect how the employee's engagement with their work was thereby influencing the
techniques of management that can be used for them. The employee roles can change
leadership style as well since the leadership is involved in the delegation of the
functions to the employees. Moreover, the management structure and power positions
can also be influenced by the roles of the employees within the service sector.
 Technology: Technology is another significant influence of management and
leadership style as technology can impact businesses at various levels and provide the

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management multiple tools to manage and monitor the workforce as well as develop
and maintain effective communication within the organization. Therefore technology
in effect always affects every management processes at different levels at all times
(Firdauz, Sapri and Mohammad 2015). However, it should also be noted that
technology can also form a barrier for management, if it is not utilized correctly and
can often be disruptive in mature, thereby implying the usage of ethical and
responsible management approaches.
 Globalization: This is an important external factor that can influence how businesses
interact with other organization as well as the stakeholders and customers thus
influencing performance.
 Competition between brands: Market competition is another factor that can also affect
the performance.
(Altin et al. 2018)
-L03 Assessment of current and future management of leadership skills of the
service sector
Management Skills
The following management skills are needed in future management and leadership for best
professional and performance outcomes.
Managing Team Dynamics:
This can affect the management of leadership styles due to the involvement of more
employees in the development process of the skills and competencies needed for leadership
of the organization, This can not only prepare more employees to take up leadership positions
within the organization but also develop the organizational culture as well. However, it can