Leadership and Organizational Culture in Forest View Healthcare Report

This report provides a comprehensive analysis of the leadership challenges faced by Forest View Healthcare, a private aged care facility in Australia. The report identifies key issues such as inadequate healthcare policy, workforce shortages, and a significant leadership gap, all of which contribute to staff and patient dissatisfaction. Through a thorough literature review, the report explores the detrimental effects of poor leadership, including lack of direction, coordination, and employee morale, ultimately damaging organizational performance. The analysis delves into the impact of these challenges on the facility, emphasizing the need for revised healthcare policies and addressing workforce pressures. To mitigate these issues, the report proposes the implementation of a transformational leadership approach, outlining specific strategies such as personalized management, motivation and inspiration, creating a positive vision, and fostering strong employee relationships. The report concludes with recommendations for Forest View Healthcare to improve its leadership practices and organizational culture, aiming for better patient care and employee satisfaction.

Running Head: LEADERSHIP IN HEALTHCARE
LEADERSHIP IN HEALTHCARE
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Executive summary
Forest View healthcare is a healthcare facility in Australia that is currently suffering with a
number of issues like lack of effective healthcare policy, shortage of workforce and leadership
gap. All the issues are arose for lack of leadership practice within the organisation and as a result
both the patients and the employees are getting dissatisfied. This report is trying to understand
the issues with the help of empirical analysis and provide a solution by developing
transformational leadership approach and strategies for mitigating the issues profoundly.

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Table of Contents
Introduction......................................................................................................................................3
Literature review about effects of poor leadership in healthcare....................................................3
Lack of direction..........................................................................................................................3
Lack of coordination....................................................................................................................4
Loss of morale.............................................................................................................................4
Damaging performance...............................................................................................................5
Analyse the leadership challenges and its impact............................................................................5
Healthcare policy.........................................................................................................................5
Workforce shortage.....................................................................................................................6
Leadership gap.............................................................................................................................6
Contemporary leadership approaches and proposed solution.........................................................6
Transformational leadership style................................................................................................6
Transactional leadership style......................................................................................................7
Laissez-faire leadership style.......................................................................................................7
Proposed solution.........................................................................................................................7
Leadership strategies and measures.................................................................................................8
Personalize management style.....................................................................................................8
Motivation and inspiration...........................................................................................................8
Create a positive vision for the future..........................................................................................9
Good relationship with the employees........................................................................................9
Conclusion.......................................................................................................................................9
Recommendation...........................................................................................................................10
Reference.......................................................................................................................................11

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Introduction
Leadership in healthcare is considered to be one of the leading aspect that the healthcare
institutions must focus on in order to get efficiency in its job responsibility (Alilyyani, Wong &
Cummings, 2018). In response to this, satisfaction of the patients and motivation of the
employees are relevant enough that the healthcare leaders have to keep an eye so that a better
performance and relief for the patients and his or her family can be provided effortlessly (Good,
Tourigny & Simha, 2018). However, poor leadership in healthcare practice ushers a number of
problems in shaping a better organisational culture and as an obvious outcome failure of the
healthcare institution can be seen inevitably.
In this regard, the report aims to focus on the leadership issues in Forest View healthcare
and seeking help from the empirical studies so that an in-depth analysis of the problems can be
identified. Furthermore, the report also delivers a deep down research on identifying the
mitigation measures and strategies that are relevant in resolving the issue.
Literature review about effects of poor leadership in healthcare
Lack of direction
In healthcare direction is very important for the institutions to create an extensive practice
for the betterment of the patients. As per the research of Liu and Rhee (2017) it can be stated that
any business organisation belonged to different sectors require thorough and specific direction to
move so that it can bring efficacy to the organisational practice. Lega, Prenestini and Rosso
(2017) opined that direction can help the institution to stay on the right track of development.
However, it is not possible for the employees to set the direction rather it is the responsibility of

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the leadership to assist the staffs to follow the right direction of development. Henceforth, poor
leadership can bring lack of direction to the organisational development.
Lack of coordination
In a complex workplace, it seems very essential for the business organisations to have
enough coordination among the employees and less focus on individual performance. Healthcare
is such a sector where it is pertinent for the employees to deploy coordination because of the
magnanimity and complexity of the work. Henceforth, it becomes important for the healthcare
facilities to have a good coordination among the employees. According to Heath, Appan and
Gudigantala (2017) it is the role of the leadership to have a better coordination among the
employees so that they can perform accordingly. However, lack of leadership skills definitely put
risks to the coordination practices and severely damages the performance of the organisation.
Loss of morale
The success of any organisation bestows within the performance of the employees and it
depends on the morale of the staffs. In response to this, Fletcher, Friedman and Piedimonte
(2019) argued that employee motivation is responsible to deliver a strong organisational morale
for the development of the organisation. Therefore, it is essential for the leaders to motivate and
satisfy the needs of the customers so that they feel free to develop their skills and enhance
quality of performance. Holmes and Kelly (2019) advocated that employee motivation or morale
depends on the skills and nature of the leaders and poor performance of the leaders can damage
morality of the employees and hampers the performance of the employees.

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Damaging performance
The performance of the employees is considered to be one of the important aspect for the
business organisation irrespective of industries. From the findings and analysis of Scott et al.
(2018) it can be derived that leaders play a pivotal role in influencing the performance of the
employees. As a matter of fact, it is also important for the leaders in an organisation to satisfy the
needs of the employees and motivate them in a positive manner so that the needs and interests of
the organisational needs can be served properly (De Brún, O’Donovan & McAuliffe, 2019).
Moreover, it is also essential to note that for a healthcare organisation, performance of the
employees or hospital staffs is highly important because the life of the patient depends on their
efficient skills. As a result of that any kind of damage in the organisational performance can
bring down the healthcare facility as well. Henceforth, it is essential for the healthcare leaders to
maintain high performance of the employees through motivation and satisfaction.
Analyse the leadership challenges and its impact
Healthcare policy
Based on the research of Chatterjee et al. (2018) it can be argued that the current
healthcare leaders are very concerned about the possible uncertainty incurred during their
professional activities. In response to this, the leaders of Forest View healthcare are suffered with
changing healthcare policies. The risks of health condition of the patients are considered to be
one of the great concerns for the medical facility and it also requires scrutiny of the existing
healthcare policy of the organisation. In response to this, it is essential for the leadership to
reinvestigate the existing healthcare policies for the benefit of the patients. However, lack of
efforts from the leadership of Forest View healthcare creates a problem for meeting the

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satisfaction of the patients and as an obvious outcome the number of patients are decreased
drastically.
Workforce shortage
The employees of Forest View healthcare also suffering with high pressure as there are
workforce shortage in the organisation. The employees are informed the management about the
problem but no positive step has been taken for reducing the workforce pressure. It hampers the
performance of the healthcare institution.
Leadership gap
The leadership gap is also identified as a potential challenge for Forest View healthcare
to get better facilities for the patients. It can be stated that the leadership must take responsibility
to create a coordination among different employees and department so that they are effective
enough to deal with any medical emergency situation. However, lack of leadership abilities
jeopardize the success of the organisation profoundly.
Contemporary leadership approaches and proposed solution
There are several leadership approaches that can be relevant in the context of developing
a good and pragmatic leadership quality in healthcare. The approaches are as follows,
Transformational leadership style
According to the research of Boamah et al. (2018) transformational leadership is
resembled with the approach of leading by example where the role of the leader is to create a
positive working environment and introduce qualities like ethics, honesty and showing respect to
others. Therefore, it is obvious that the organisational objectives are the primary concern for the

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transformational leaders. Nevertheless, the employee welfare is also contributed to the leadership
qualities of a transformational leader because he is obliged to create a good organisational
culture at the same time.
Transactional leadership style
The transactional leadership style in healthcare is resembled with meeting the
organisational goals, objective and mission to a great extent so that it will only meet the interests
of the organisation (Fletcher, Friedman & Piedimonte, 2019). For Forest View healthcare, this
leadership style will definitely influence the organisational progress but futile to motivate the
employees. Therefore, it will be a problem to resolve issues like shortage of workforce and
dissatisfaction among the employees.
Laissez-faire leadership style
The laissez-fair leadership practice focuses on the hands-off approach where qualities and
skills of the leaders can be defined as personal management. In other words, it can be stated that
in the laissez-faire leadership the medical employees are led by the knowledge rather than
physical presence of any leader in the form of supervisor (Nielsen et al., 2019). Therefore, they
will get enough scope to enrich themselves. However, this leadership style has uncertainty to
resolve the issues in healthcare policy.
Proposed solution
It can be stated that the transformational leadership approach will be the best possible
approach to meet all the issues that Forest View healthcare is facing. It is true that all the
leadership approaches have its own identify and advantage but for the specific issues in Forest
View healthcare, it is relevant to use the transformational leadership approach. The

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transformational leadership focuses on all the aspects that Forest View healthcare is suffering
with and capable enough to provide long term solutions for the healthcare organisation.
Leadership strategies and measures
In order to implement a transformational leadership approach in Forest View healthcare,
it is important to follow some strategies that are pragmatic enough to build up a good and
positive transformational leadership in the organisation.
Personalize management style
The first strategy to develop a transformational leadership is to shape the management
style to a great extent and adapt new techniques that can develop the needs and skills of the
leader and the organisation as well. In response to this, it is important for the leader to
understand his or her role in the organisation and at the same time focusing on subordinates in
order to understand their problems as well. Sow, Ntamon and Osuoha (2016) opined that the
management style of a transformational leader is associated with playing the role of a mentor so
that any issues regarding the employees can be identified quickly.
Motivation and inspiration
As a part of transformational leadership, it is pertinent for the manager to maintain a
positive mind-set so that it will be an inspiration for the employees. Leading by example is one
of the core characteristics of the transformational leadership. Henceforth, it is pertinent for the
leader to set an example for the subordinates that they will eagerly maintain (Krepia et al., 2018).
Moreover, it is also a significant strategy for the transformational leader to motivate the
employees as they feel more energetic to meet all the expected objectives of the organisation. As

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a result of that it will be possible to meet both the demands of the organisation and the
individuals.
Create a positive vision for the future
Vision plays a pivotal part in the success of transformational leaders. Based on the
empirical evidences, it can be stated that leaders are entitled to guide the employees to stay on
the right track of development. However, it requires enough skills for the transformational
leaders to have enough perception to set a positive vision of the organisation (Günzel-Jensen,
Jain & Kjeldsen, 2018). The vision must have a great value to not only the growth of the
organisation but also influence the demands of the employees to a great extent so that it can
facilitate an overall development of the organisation. The positive vision of the healthcare
organisation also meets the expectations of the customers or patients.
Good relationship with the employees
The final step is to create a good relationship with the employees. From the research of
Boamah et al. (2018) it can be stated that good relationship with the employees is always
identified as a positive gesture of the organisation to engage the employees more intricately with
the organisation so that they will never feel isolated. Another important aspect is to harness the
individual aspiration with the organisational mission and vision so that it will resulted to have a
progress in the organisational activity.
Conclusion
The report tries to project the issues that Forest View healthcare is facing in terms of its
leadership quality. However, an empirical analysis has been conducted before the evaluation in
order to understand the importance of good leadership in healthcare. After that the reports also

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suggests to implement the transformational leadership style and approach because the issues that
the healthcare facility is facing can be mitigated effectively through the implementation of
transformational leadership. Forest View healthcare is facing challenges regarding health policy,
workforce shortage and leadership gap that dissatisfied both the employees and the patients as
well. Henceforth, the transformational leadership will provide enough insights into the practice
so that it will be effective for Forest View healthcare to meet the expectations of both the
employees and the patients. Therefore, it can be concluded that the report rightly addresses the
issue and finds out a possible solution that can help Forest View healthcare to mitigate the issues
extensively.
Recommendation
There are some recommendations that the organisation must follow in order to eradicate
any kind of risk to the proposed solution. The recommendations are as follows,
 It is important for the leader to develop proper understanding of the importance of vision
and must have a liberal approach towards the patients and the employees.
 The personal management style should develop particular skills of the leadership that can
not only create a good leadership but also effective enough to bring a good culture within
the organisation.

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Reference
Alilyyani, B., Wong, C. A., & Cummings, G. (2018). Antecedents, mediators, and outcomes of
authentic leadership in healthcare: A systematic review. International journal of nursing
studies, 83, 34-64.
Boamah, S. A., Laschinger, H. K. S., Wong, C., & Clarke, S. (2018). Effect of transformational
leadership on job satisfaction and patient safety outcomes. Nursing outlook, 66(2), 180-
189.
Chatterjee, R., Suy, R., Yen, Y., & Chhay, L. (2018). Literature Review on Leadership in
Healthcare Management. Journal of Social Science Studies, 5(1), 38-47.
De Brún, A., O’Donovan, R., & McAuliffe, E. (2019). Interventions to develop collectivistic
leadership in healthcare settings: a systematic review. BMC health services
research, 19(1), 72.
Fletcher, K. A., Friedman, A., & Piedimonte, G. (2019). Transformational and Transactional
Leadership in Healthcare Seen Through the Lens of Pediatrics. The Journal of
pediatrics, 204, 7-9.
Fletcher, K. A., Friedman, A., & Piedimonte, G. (2019). Transformational and Transactional
Leadership in Healthcare Seen Through the Lens of Pediatrics. The Journal of
pediatrics, 204, 7-9.