An Analysis of Transformational Leadership in Healthcare (Essay)

This essay examines transformational leadership within the healthcare sector. It begins by defining leadership and its importance, particularly in driving organizational change and motivating healthcare workers. The essay then contrasts various leadership styles, highlighting the benefits of transformational leadership in fostering high morale and employee engagement. The core of the essay delves into the application of transformational leadership in healthcare, emphasizing its role in inspiring teamwork, improving patient care, and adapting to frequent changes. It also includes a discussion of the "seven habits" and a mini literature review. The essay emphasizes the importance of effective leadership in achieving organizational goals, developing strong relationships, and ensuring high-quality patient care. The essay concludes by underscoring the critical role of transformational leadership in healthcare settings for promoting growth, satisfaction, and long-term success.

Transformational
Leadership in
Healthcare
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TABLE OF CONTENTS
Essay................................................................................................................................................3
The seven habits ..........................................................................................................................5
Mini Literature review.....................................................................................................................7
References......................................................................................................................................10
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ESSAY
In the present scenario, leadership can be considered as one of the most important and
crucial aspects of any businesses. Furthermore, it can be defined as the act of leading people and
directing their efforts to overall success of organization (Leadership Skills, 2016). It can be also
expressed that leaders are very important human resources in company and contributes a lot to
overall success of the same (Tannenbaum, Weschler and Massarik, 2013). In the modern era, the
role and significance of effective leadership cannot be neglected and in order to gain competitive
advantage over other market players, leadership is must. It can be also expressed that there are
various factors because of which leaders are considered as very important part of a business
enterprise.
One of the major among those is that the leaders initiate changes and actions. Nowadays,
businesses needs to make sure that changes are required to be carried out at regular intervals in
order to stay competitive in market. The changes are generally made in process, products and
services on the basis of needs and requirements (Warrick, 2011). It can be stated that
implementation and management of change is not an easy task as companies are required to deal
with various issues and challenges. It is because of effective leadership that organizations are
able to make changes possible and successful. During the entire process of change, leaders
communicate with other staff members and make them aware about the need and benefits of
proposed changes. Along with this, leadership is also important for resolving doubts, queries and
concern of people.
Even in context of health care organization, leadership has become very important
aspects. Leaders in such organization play role of motivators and supports healthcare workers to
do their best (Nguni, Sleegers and Denessen, 2006). The task and acclivities which are being
carried out by employees in this sector is not an easy task and these persons are required to deal
with lots of issues and challenges. Therefore, leaders use various tools and techniques of
motivation to encourage employees and enhance their morale. In healthcare organizations,
leadership is required because it supports in ensuring that all the available resources are being
utilized in the best possible manner (Joseph and Winston, 2005). In order to become effective
and competent leader, it is required by individuals to posses several qualities. This includes
having a high vision and power of foresight which can support in the looking forward to the
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future. In addition to this, another quality which great leader have communication. It is because
of effective communication skills that a leader understand need and demand of its other members
and tries to satisfy them. On the other hand, communication skills also supports in informing
other team mates about vision, objectives and strategies of business.
After carrying out discussion on qualities and importance of leaders, it can be stated that
one of the most important issue which organization in healthcare encounter is the kind of
leadership which can be adopted (Kirkbride, 2006). There are three major type of leadership
styles which are autocratic, democratic and transformation. In leadership styles such as
autocratic, the leader has complete authority and power in context of decision making and
strategy formulation. Autocratic leaders do not encourage any kind of input form their team
members and dictates all the methods and process of work. Furthermore, one of the most
important characteristic of this leadership style is that it results in fast decision making.
On the other side of this, autocratic leadership is not considered as effective in long run
as workers are highly dissatisfied in this style. In democratic leadership style, team members are
encouraged to take part in process of strategic formulation and decision making. Along with this,
leaders also lay emphasis on creativity and productivity (Jansen and et.al., 2008). In leadership
styles such as transformational, leaders and employees work together with an objective to
achieve higher level of morale and motivation. The biggest advantage of using transformational
leadership is that clear goals and objectives are being framed for all employees.
In the present scenario, transformation leadership style is getting popular day by day
along with the passage of time (BECOMING A LEADER IS WITHIN YOUR REACH, 2015). One
of the most important reason behind this is that a good and long term relationship is developed
among leaders and subordinates with the use of this leadership style. As per the nature of this
style, the leader ask other team members to give their best towards success of a business
enterprise. Even in healthcare organization transformation leadership style has become very
popular (Avolio and Gardner, 2005). In this style, leader always seek for the ways through which
he can encourage workers to look beyond their interest and lay emphasis on need of team.
Transformational leaders are set themselves apart from other leaders with the help of the vision
which they posses. These leaders have tremendous and outstanding abilities to carry out analysis
of a company situation and develop vision through which existing situation can be improved. In
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addition to this, the ability of transformational leaders to encourage and inspire team members to
align with developed vision also play very important role in success of a business enterprise.
Leaders which follow transformation leadership style are also able to develop good and effective
relationship with all their team members (Leithwood and Jantzi, 2005). This is usually done with
the help of identifying, understandings and satisfying need and demand of every employee in the
best possible manner. It can be stated that the use of transformation leadership style in healthcare
organization can results in providing higher rate of growth and success. Along with this, it will
also help in developing long term relationship with care workers and their respective leaders.
This is further going to contribute a lot in success of healthcare business by providing the best
quality of care with corporation of team leaders and employees. It can be also stated that
organizations are not able to accomplish their aim and objectives without having a leader which
is effective and efficient. Leadership has really started to contribute a lot in overall success of
businesses or healthcare settings.
The seven habits
Habit 1- Be proactive
Proactive is a term used to determine a person who initiates in taking and doing task. It
can be stated that I am one of the most proactive person among the entire staff.
Irrespective of whatever the situation is ie, whether I am in-charge as a nurse or not, I
always initiate to meet the patients. Along with this, I always look forwards to encourage other
staff member in agency and bank to become proactive.
Habit 2- Begin with the end in mind
It can be termed as one of most effective habit of me that I am easily able to set up goals
for entire team and ensure that those goals are satisfied in the best possible manner. This also
supports in improving morale of team as we all work in same direction.
Habit 3- Put first things first
It can be stated that prioritising of all task and activities supports me in carrying out
effective management of my time in healthcare. I am also capable of delegating work which have
done several times or which cannot be done by me. Putting everything into perspective has also
supported me to balance my work life.
Habit 4- Think win
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At present I am working as a resisted nurse in mental health and I am very much
confident about my respective work. I have worked with my team and developed goals such as
delivering quality care, carrying out safe practises and achieving monthly targets. In order to
achieve all these objectives, I work with my team and lead them to get the best possible results.
Habit 5- seek first to understand then to be understood
I am a very active listener and this support me to first understand the needs of all patients
and then provide satisfactory services according to the same. In case of dealing with my team
members also I listen to their views and opinions and then provide services on the basis of the
same.
Habit 6- Synergize – two heads are better than one
In my case, this can be considered as not relay true because I either work as only
qualified nurse or I am delivering my services in bank or agency nurse. This means that I am
working twice as hard and after the completion of every shift I feel completely exhausted.
Habit 7- Sharpen the saw
During the time of intense work load it becomes very complicated for me switch off even
when I am at my home. In order to lower down the level of exhaustion, I prefer to take breaks at
regular intervals.
One of the major reason why leadership framework has been used to aid to leadership
development is that this framework has provided information regrading various aspects
associated with the leadership. Furthermore, it has also helped in understanding he effective of
transformational leadership in healthcare organization.
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MINI LITERATURE REVIEW
The concept of transformational leadership
As per the view of Bass and Riggio, (2006) transformational leadership can be observed
at all level and operations of a business enterprise. This includes various department, functions,
teams and groups existing within an organization. One of the most important quality which can
transformational leadership has risk taking. It can be stated that leader using such type of
leadership style are risk takers and they do not have any kind of problem in doing the same.
Furthermore, risk taking abilities of transformational leaders is the one which set them apart
from other leaders. In order to become highly effective transformational leader, individual in
healthcare are required to lay emphasis on four major factors which are inspirational motivation,
intellectual stimulation, idealized influence and individualized consideration.
According to Northouse, (2015) one of the most important advantage of using
transformational leadership is that it supports in lowering down the rate of customers and
employee turnover. Such kind of leaders can be also termed as very effective in terms of
retaining employee and customers in the best possible manner for a long run. This directly results
in contributing a lot to overall growth and success of a business enterprise. However, Piccolo,
and Colquitt, (2006) has argued that the major problem associated with transformational
leadership style is that the level of inspiration fades along with the passage of time. This is
because sometimes transformational leader gives unreasonable deadlines and forces employees
to work for long hours. This lower down the entire morale of employee and also affect their
effectiveness in negative sense.
It can be stated that instead of inspiring people or employees, a sense of high
dissatisfaction is developed among them. In order to enhance productivity of workers, sometimes
transformational leaders also acts as a coach or mentor to their employees. They understand
needs of every member in the team and then place their efforts to satisfy those needs in the best
possible manner. High rate of employee dissatisfaction can be also observed in situation in which
some people in organization are overemphasized by the leaders. .
Transformational leadership in healthcare
Nguni, Sleegers and Denessen, (2006) has explained that Transformational leaders has
started to play very important role in healthcare settings. The role generally involve promotion of
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team work within staff, encouraging all employees to deliver the best possible care to all the
healthcare service users. Furthermore, in healthcare these leaders are very crucial in terms of
inspiring and guiding others. It can be also stated that organizations in healthcare setting witness
transformational changes at frequent intervals and therefore they required effective leaders so
that nursing staff remains satisfied and motivated. In healthcare setting, transformational leaders
are the one which always seeks for identification and satisfying needs related to change at
frequent intervals (Wang and et.al., 2005). This directly supports organizations in healthcare to
accomplish all their objectives, goals and remain competent in marketplace. Transformational
leaders in healthcare organizations also play very important role in encouraging nurses and other
staff members to give their best.
On the other side of this, Harms and Credé, (2010) has asserted that in healthcare setting
transformational leaders are set clear expectations and seek for the ways through which
continuous improve in system of service delivery is carried out. Furthermore, healthcare
organization needs such type of leaders because they are capable enough of developing effective
support system related management of human resources. Transformational leaders are able to
manage and maintain employees in healthcare setting in the best possible manner. This not only
creates sense of satisfaction among workers but they are also able to contribute a lot in overall
success of organization.
According to the view of Gong, Huang and Farh, (2009) transformational leaders also
take care of the fact that all stakeholders are being engaged in the process of decision making
and strategic formulation. This results as a driving force within employees and encourages them
to give their best. On the other hand Gumusluoglu and Ilsev, (2009) has explained that there are
certain limitations or disadvantage of transformational leadership which needs to be taken care
of. One of the major limitation of this style is that the results requires lot of time. The leaders in
healthcare setting needs to invest huge amount of time and resources in order to get the desired
results. Furthermore, in situations where fast decision making is required, transformational
leaders proved to be ineffective.
Another key limitation of transformational leadership which has been explained by
Jansen and et.al., (2008) is that this leadership do not considered situational dynamics. It can be
stated that the leadership in healthcare setting becomes completely ineffective in situations where
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nurses and care workers do not have adequate skills to carry out a particular task or activity. On
the contrary of this, Kirkbride, (2006) has asserted that transformational leaders are very good in
relationship making. This means such leaders are able to develop healthy and long terms
relationship with other team workers in healthcare organization. This results in establishment of
strong bond between leadership and nurses and contributes in delivering more satisfactory,
effective and accurate services to all the users. In terms of ego also these leaders have proved to
be very effective (Rubin, Munz and Bommer, 2005). Transformational leaders are well aware of
keeping their ego on side and providing best of their care services with coordination of other
workers. In the modern era, sometimes healthcare organizations are encounter with such a
critical situation that combine efforts of all care workers and leadership are required to deliver
the best quality of care.
Thus, it can be stated transformational leadership is very effective way to lead others and
develop satisfaction among other care workers. Furthermore, it can be also expressed that at the
time of implementing this leadership style, leaders or healthcare setting needs to take care of
major limitation associated with the same. Effective use of this leadership can develop
satisfaction among workers and can also contribute a lot in overall success of a healthcare
setting.
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REFERENCES
Books and journals
Avolio, B.J. and Gardner, W.L., 2005. Authentic leadership development: Getting to the root of
positive forms of leadership. The leadership quarterly. 16(3). pp.315-338.
Bass, B.M. and Riggio, R.E., 2006. Transformational leadership. Psychology Press.
Gong, Y., Huang, J.C. and Farh, J.L., 2009. Employee learning orientation, transformational
leadership, and employee creativity: The mediating role of employee creative self-
efficacy. Academy of management Journal. 52(4). pp.765-778.
Gumusluoglu, L. and Ilsev, A., 2009. Transformational leadership, creativity, and organizational
innovation. Journal of business research. 62(4). pp.461-473.
Harms, P.D. and Credé, M., 2010. Emotional intelligence and transformational and transactional
leadership: A meta-analysis. Journal of Leadership & Organizational Studies. 17(1). pp.5-17.
Jansen, J.J. and et.al., 2008. Senior team attributes and organizational ambidexterity: The
moderating role of transformational leadership. Journal of Management Studies. 45(5). pp.982-
1007.
Joseph, E.E. and Winston, B.E., 2005. A correlation of servant leadership, leader trust, and
organizational trust. Leadership & Organization Development Journal. 26(1). pp.6-22.
Keller, R.T., 2006. Transformational leadership, initiating structure, and substitutes for
leadership: a longitudinal study of research and development project team performance. Journal
of applied psychology. 91(1). pp.202.
Kirkbride, P., 2006. Developing transformational leaders: the full range leadership model in
action. Industrial and commercial training. 38(1). pp.23-32.
Leithwood, K. and Jantzi, D., 2005. A review of transformational school leadership research
1996–2005. Leadership and policy in schools. 4(3). pp.177-199.
Nguni, S., Sleegers, P. and Denessen, E., 2006. Transformational and transactional leadership
effects on teachers' job satisfaction, organizational commitment, and organizational citizenship
behavior in primary schools: The Tanzanian case. School effectiveness and school improvement.
17(2). pp.145-177.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.
Piccolo, R.F. and Colquitt, J.A., 2006. Transformational leadership and job behaviors: The
mediating role of core job characteristics. Academy of Management journal. 49(2). pp.327-340.
Rubin, R.S., Munz, D.C. and Bommer, W.H., 2005. Leading from within: The effects of emotion
recognition and personality on transformational leadership behavior. Academy of Management
Journal. 48(5). pp.845-858.
Tannenbaum, R., Weschler, I. and Massarik, F., 2013. Leadership and organization. Routledge.
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Wang, H. and et.al., 2005. Leader-member exchange as a mediator of the relationship between
transformational leadership and followers' performance and organizational citizenship
behavior. Academy of management Journal. 48(3). pp.420-432.
Warrick, D.D., 2011. The urgent need for skilled transformational leaders: Integrating
transformational leadership and organization development.Journal of Leadership,
Accountability, and Ethics. 8(5). pp.11-26.
Online
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<http://www.insead.edu/executive-education/leadership/leadership-transition>. [Accessed
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Leadership Skills. 2016. [Online]. Available through:
<http://www.skillsyouneed.com/leadership-skills.html>. [Accessed on 8th July 2016]
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