Analysis of Leadership and Management in NHS: A Report

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INTRODUCTION TO PEOPLE MANAGEMENT
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Executive summary
This study deals with a theoretical model and approach of leadership and management
and various influential factors. Development and training, as well as talent management
of NHS, is also included in this assignment. The various activities of human resource in
the context of NHS have been discussed in this study. Some recommendations in order
to improve the healthcare service of the organization. The human resource
management of the organization has a great impact to attract the talented employees
and retain them. The crucial role of this department is to select efficient candidate and
uses them in the progress of organization. Therefore, leadership and management
system needs to be very careful in all aspects within the organization.
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Table of Contents
Introduction....................................................................................................................................4
Management and leadership.........................................................................................................4
Theoretical models and application with the reference of NHS.................................................4
External and internal influencing factors to Management and leadership.................................5
Development and training..............................................................................................................6
Models and applications with reference to NHS........................................................................6
External and internal influencing factors to Development and training......................................7
Talent management.......................................................................................................................7
Theoretical models and application with the reference of NHS.................................................8
External and internal influencing factors to Development and training......................................9
The role of the HR function to support the management...............................................................9
Recommendation.........................................................................................................................10
Conclusion...................................................................................................................................10
Reference list...............................................................................................................................11
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Introduction
The NHS is a temporary healthcare agency, which is at the threat of morale deflation.
Moreover, this organization suffers in risk of service user's health care. The shortage of
employees for the reason of illness or maternity leave is also general in this
organization. The poor payment to employees and a huge workload, as well as
increased target, is very common within the NHS. We are intending to analyze the
management and leadership in the context of NHS along with its influential factors. In
addition, this study is aiming to highlight the development and training and talent
management of the organization. We are intending to discuss some recommendations
also.
Management and leadership
This is essential to understand that, the two terms management, as well as leadership,
are synonymous. As influenced by ADAMS (2016), the main reason for this is, leaders,
play a crucial role in the management system of an organization. As effective leadership
is a key component in building a developed management body, this can be identified as
a driver towards the accomplishment of objective. Leadership is identified as an
influence of group effort to fulfill the organization's goal.
Theoretical models and application with the reference of NHS
Traditional leadership style
This leadership style can be identified as the capability of leaders in order to influence
the necessary change. In this context, they establish a significant objective for the team
employees, who are to follow this. As influenced by COSMIN and CRISTINA (2016:
433), this leadership theory depends on the internal environment of an organization. On
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the ground of NHS, the management body needs to apply this leadership style for its
activities to change the organization. At the time of rush in a specific health care center,
the management body of NHS needs to prefer the service users, who are in unstable or
traumatic position. This is necessary to provide special care to the service providers,
who need it urgent. According to the situation of maximum service users in the health
care unit, an organization can use the relevant approach of traditional management
theory.
Trait theory of leadership
This leadership strategy states that leaders have born with effective leadership
eligibility. This theory provides constructive information about leadership. According to
this theory, managers can assess their position within the organization. This allows
them to be aware of their strength and weakness. In the context of NHS, the
management system can employ the leaders through the significant use of trait theory.
At the time of emergency or service users, leaders need to use this style. The various
types of this theory can be identified as their integrity, intellect as well as determination
power and self-confidence. In addition, the application of this theory provides
confidence to the service users and boosts the communication within NHS. as opined
by EDWARDS et al. (2015:335), moreover, this can be said that convincing ability of
individual of a team is an essential factor in development of skill.
External and internal influencing factors to Management and leadership
Organizational mission
As stated by GARRETT (2017), one of the internal influential factors of management
and leadership style is organizational mission. According to the mission, management
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body establishes an objective, which helps the system to create a clear concept about
the organization.
Company culture
The internal culture of an organization consists of its attitude as well as value and
priority. The cutthroat culture of NHS enhances cooperation within the team. Therefore,
competition within the healthcare unit is essential to create a competitive environment.
Moreover, this is to be noted that, a common goal of whole the team within unit is to
provide proper care to service users.
Social factor
The loyalty of service providers, as well as availability of resources and poverty, is
included in social factor, which is an external factor. The social factor has a great impact
on management body of NHS. As mentioned by PELSER and WYK (2016), this
attribute has positive as well as negative impact depending on the situation. According
to the availability of food and health care service, the time of recovery and position of
patient varies. On the other hand, the use of drugs as well as other addicting item
effects on the health situation of the patient. In this case, the deterioration of patient’s
health is very common.
Development and training
Training, as well as development, is an important factor in people management of NHS.
This is identifying a crucial role in build a position in advance technological environment.
This approach helps to increase the efficiency of the workers in every situation of NHS.
As per the view of YEH (2018), the relevant training suitable to the job can make them
updated with the innovation of latest technology. In motivation of employees, this
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approach has a great benefit. For NHS, the proper training to service users such as
doctors and nurses influences their capability and improves the skill in all aspects.
Models and applications with reference to NHS
Theory of Reinforcement
This theory states that the behavior of individual, which has positive results needs to be
repeated. On the other hand, the individual's behavior, that has negative consequence,
it needs to be avoided. This theory is a key tool to analyze and control a mechanism of
individual's behavior. The managers need to ensure they do not provide reward or
punishment to workers simultaneously to make them motivated. The use of this theory
is the combination of punishment and rewards to enhance the skill of employees in
NHS. To remove a specific behavior is tough by management, whether it is positive or
negative. The management can use the theory of reinforcement in order to make the
service providers and service users calm and work efficiently. Application of this theory
helps to overcome various challenges. As NHS is improving the value as well as
training and education within the next five years, the management needs to apply this
theory. In order to share the experiences in all aspects, an improvement unit is available
in NHS, which enhances collaboration and highlights the availability of NHS. Therefore,
to keep those under control, the management body needs to apply this theory.
Theory of social learning
This theory provides details about the value, attitude as well as the behavior of
individual of an organization. As stated by BELLIBAS and GUMUS (2016), the individual
employee's skill and eligibility are important to maintain the image of the organization. In
also practical aspect, this theory is beneficial to enhance loyalty. Moreover, the
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application of this theory helps to motivate the workers of NHS. The management
system of NHS applies this theory to influence the behavior. In addition, improves the
recovery strength of the service users. In order to improve the environment, and keep it
motivated as well as encouraged, the management can adopt this theory.
External and internal influencing factors to Development and training
There is the various objective of training in the health care sector. The managers need
to focus on skill, as well as the attitude and behavior of the receivers. Moreover, it is
necessary to determine the effect of training on their efficiency.
Orientation of organization
This factor has a significant role in the aspect of training and development to the
workers. This can be identified as an internal factor. According to this attribute, the
individuals need to be secured as well as improved by the idea of development of the
organization. As mentioned by NEWBY (2016), moreover, this is necessary to enhance
the skill of employee through providing training them effectively. In order to get the high
productivity of NHS, the managers need to focus on organizational orientation. This
helps to improve productivity.
Underlying responsibility
The individual's role is very crucial to meet the training objective and improve
organizational productivity. In order to provide the training more effectively, the
management system of NHS needs to engage experienced trainer. The influence of
advanced trainer can also motivate them.
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Talent management
Management of talent is very important in the development of any organization. The
management system of NHS consists of highly talented service providers. The
organization committed to develop as well as discover the intellect from ‘ward to board’.
As opined by TAUFEK. and MUSTAFA (2018:777), the management assumes this as
an important factor in strategic plan and this aids in further improvement. The
accountable care system (ACS) and sustainability and transformation plan (STPs) are
two units, to develop the level of employees, who are not so competent and skilled.
Therefore, talent management allows the organization to retain the talented as well as
efficient employees. NHS avails these units to improve the talent of its employees.
Theoretical models and application with the reference of NHS
The human resource talent management model
There are five individual phases in the talent management model, through which the
employees to undergo.
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Figure 1: The human resource talent management model
(Source: ZESIK, 2016)
Acquisition: This approach is all about the attraction of eligible employee of the
organization. This depends on the driving visitors within NHS.
Activation: As stated by ALZIARI (2017), the important value of this aspect is the
method of exchange of experiences between organization and service users. This
attribute is involved in selection and employee's experiences.
Revenue: This approach is all about to get the most talented people from organization.
As mentioned by BORISOVA et al. (2017:33), this factor is involved in onboarding as
well as learning along with development.
Referral: This factor is involved in getting new talent to establish the reputation of NHS.
This factor is helpful to leverage or attract the employees in order to expand the
customer base within NHS.
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Retention: Not only the service users but also the management needs to retain service
providers in the organization. Therefore, to provide them a flexible work schedule and
light workload is necessary.
External and internal influencing factors to Development and training
Financial condition
As mentioned by SAVANEVIČIENĖ and VILČIAUSKAITĖ (2017), the financial condition
plays a vital role in talent management, as the advanced talent needs huge cost to
retain. In the context of NHS, the management figures out a financial condition, and
according to this, they can recruit an effective employee team.
Technological innovation
Technology innovation has an effective impact on organizational growth. As stated by
D'ANNUNZIO and GREEN NORMA (2018:121), the use of artificial technology
improves the performance of employees and often consumes very less time in several
works. On the ground of NHS, technological advancement improves the health outcome
of the service users. Moreover, they often take less time to recover most of their health
problems. Innovative technology improves the method of health treatment and
increases the accuracy of disease recognition. Moreover, technological advancement
has a great impact on increasing the artificial talent of service providers such as doctors
and nurses.
The role of the HR function to support the management
The human resource management of NHS provides appropriate information in order to
enhance their efficiency and maintain the work culture within the organization. As per
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the view of EDEH and DIALOKE (2017: 33), the vital role of human resource is to select
and hire talented and efficient employees for the organization. In the context of NHS,
the management system provides effective training program to improve their skill. This
also motivates them highly. Another function of human resource is to provide the
strength to management and leadership system of the organization. The various level of
service providers of NHS deserves necessary training from the HR department.
Recommendation
● NHS needs to provide effective training program to enhance the skill of doctors
and nurses. This improves the health outcome of patients and accuracy of
disease recognition.
● Management and leadership skill need to be very effective in NHS, as they can
identify the necessities of service users and various difficulties.
● Development and training to the employees should be effective, as this can
motivate the employee in all aspects.
● Management needs to focus on quality of health care service and organizational
availability of resources.
Conclusion
This can be concluded from this study that, managing talent is very influential in the
progress of NHS. This improves the efficiency of employees as well as motivates them
in all aspects. Development and training is also a vital factor to improve the health
outcome of patient, as this enhances the skill and eligibility of doctors and nurses.
Leadership and management of NHS play a crucial role in the performance.
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