Changes in the 21st century

Discuss about the role of leaders in implementing changes.

The last couple of decades have been marked by significant advancement economically, politically, socially and technologically. With such new issue emerging every day around the globe change has become part of human life, and it cannot be avoided. The 21^st century has seen many countries advance in education as many people get exposed and informed on what is needed to be done to improve their lives. People have been advocating for several changes in various sectors and setting up some commission to ensure the change are well implemented. Different variations have had a lot of impact on our careers, and social lives are hence raising some concern to make critical decisions regarding changes carefully.

The different organization has tried to come up with various strategies and structures to implement the right changes but also many factors have affected the whole process. For any organization to successfully have the best moves, the good transformational leader should be present. Amendments require a clear plan, useful communication courage, vision and great innovation because in implementing most changes you have to have the majority of the people working with you are ready to accept and embrace the changes.

This paper aims at critically discussing the role of leadership in facilitating and achieving the desired changes in healthcare organizations. The essay also looks at some of the critical issues the leaders have to bear in mind when implementing the changes. The implications and effects that organizational culture may have to changes are also discussed.

For decades now the issue of management and leadership in different organizations has been given a lot of attention.  The debate has concentrated on identifying the difference between leaders and managers as well as coming up with clear roles of leaders. For any organization to do well a right and proper leadership must be in place. (Goetsch, & Davis, 2014). The idea of the right leaders should not be overlooked even in the healthcare organizations. In the last few decades, health care system across the globe has undergone so many reforms and witnessed a lot of technological advancement. Such changes have gradually led to the increase in the need to have leaders within the health care system who can adequately and effectively affect the required changes. (Carter, Armenakis, Feild, & Mossholder,2013).

A leader’s most significant responsibility is to have a vision for an institution and help them to focus on the kind of services they anticipate to provide in future. The leaders must also be aware of different sectors or departments within an organization that needs to be changed or improved to cater to the requirements of the diverse and fast developing healthcare sector. For effectiveness to be realized, leaders must provide the necessary environment,  support and expertise to offer motivation to the junior workers to achieve the goals and objectives of the organization. Leaders should be more concerned with developing, motivating and leading the team to make the required changes and the associated gains both as an organization and as individuals. (Aarons, Ehrhart, Farahnak, & Hurlburt, 2015).

The Importance of Leadership in Healthcare Organizations

It is essential for leaders within the health care system to understand how different people react to changes and also be aware of the leadership skills that are needed to implement particular changes effectively. Changes within the healthcare sector or healthcare organization may be required at different levels depending on the problem identified and what the management wishes to achieve within a given timeframe. In case people do not see the positive results or benefits of the proposed changes to either themselves or the organization, they are likely to get bored and lose the moral to continue implementing the changes. Any time a leader thinks of achieving a difference, he or she should consider the purpose of the changes and the possible responses from the people who will be involved or affected by the changes in one way or the other. (McCormack et al. 2013)

Some leadership styles evolved and developed over time in the process of seeking to provide the best in any organization. Changes in health organizations can be affected by two main theories. I.e., contingency and situational leadership theories and the interaction theories of leadership. (Mitchell, 2013).

Contingency and leadership theory is a leadership theory aimed at assessing the situation in a workplace, how complicated the workplace is and the relationship between the leader and the rest of the team instead of entirely focusing on the behaviors and traits of the leaders. The theory suggests that there is no  one specific leadership style  fit for every job, work team or situation, therefore, any good leader  should be able to adopt and use a variety of styles  depending upon  the skills, relationship, type of work  and the level of education  of the people in a particular job or situation. The theory transfers the attention from the traits or characteristics of an individual to the importance of having mature participants and the commitment of all the parties involved.   The approach also holds that a leader may be forced to act autocratically and give directions on what to do in case there is an emergency (Chemers, 2014).

In interaction theory,  the e emphasis is shifted from the notion that leaders are born to advocate for arguments which support group interaction process for good leadership. The evidence is much concentrated on the relationships between the followers’ perceptions abilities and personalities with the skills and perceptions of the leaders and situation in which the two parties function.

Different Leadership Theories

There are two types of leadership within the interaction leadership theory, and they include the transitional and transformational leaders. The role a transactional leader is to reflect on the functions of management related to the daily operations of an organization, giving directions maintaining workplace control swell as setting the goals and objectives of an organization. (Hatch, 2018). A transformational leader is committed as a manager and carries the vision of where the organization anticipates being in future. They are always keen on how service delivery and the general performance within an institution can be improved. Further, transformational leaders can empower and motivate the rest of the team members and achieve the desired change. Health care system requires so many changes; therefore, the health organizations need both transitional and transformational leaders in the management to effective and efficient organizations for quality services to be delivered to the customers. 

Changes within the health care system and organizations are inevitable. Many of the healthcare institutions face a lot of challenges in developing and implementing the proper change strategies that eventually become successful. (Hayes, 2018) Most of the successful strategies have been proven theoretically using different models and frameworks for change.  The plans help the leaders to foresee some resistance and make the most suitable choice from a variety of techniques to address the matters that lead to resistance and bring the needed change  (Babalola, Stouten, & Euwema, 2016).

Different theories have proposed  different to steps to be followed in order to experience the needed change. Lewin’s three-stage change process is the most common within the health care system. The theory gives well outlined  steps that must be put into consideration for any effective change. The three-stage are unfreezing, moving and freezing (Sutherland, 2013). It also offers a platform where the  change process can take place efficiently. The theory implies that the reality in some organizations must be threatened and challenged by the external or internal forces for the mangers to get awake  and realize  the need for change and start unfreezing.  The second stage is the movement stage where the planning, communication of the move as well as engaging the other people is done. In the final scene, the change plan is integrated into the system, and the required support and resources are also provided. The view is known as the refreezing stage. (Shirey, 2013).  In the three stages there are some fundamental things that a good lead should have the ability to do in order to get the desired results in a change. For instance, a leader should motivate the shift by ensuring he or she overcomes the anticipated resistance and create an environment where all the involved people are ready for the change. A leader in a healthcare organization must establish a clear mission and vision of the change that is yet to be implemented. The goals should be apparent to all and to create the right conditions provided for effectiveness. Leaders should not ignore the political influence to any change needed anywhere in the world (Cummings, & Worley 2014).  A good leader will  assess  and identify any agent of power from among the stakeholders and use their influence to initiate change. In  case there is a need one can also develop some good political support to make the job simple for them. Managing the transition is an integral part of a successful change. Leaders should plan for the activities and commit themselves to its implementation. The management structure for the changes should also be put in place. In any health organization change cannot be effective unless the momentum for it is sustained and maintained. The maintaining of the energy can be achieved by providing the right resources, building support for the agents of change, developing new competencies and skills and finally reinforcing the new behaviors.

Implementing Changes in Healthcare Organizations

Organizational culture is a set of norms and values that people are working in a specific organization share within their workplace. The culture controls the interactions of the workers and their reaction to other people like customers and suppliers. In most cases, the culture of an organization is determined by the mission, vision and the values of the organization (Alvesson, & Sveningsson, 2015).  The culture develops gradually, and it is shaped by the historical behaviors, beliefs, and patterns created by the sense of belonging and perceptions of the people in a particular organization. Every organization has an existing way of socializing with the rest of the world, and it is only shared by the people in that institution or department. Within an organization, you may experience different groups with slightly different beliefs and values (Chambers, Glasgow, & Stange, 2013).

The culture of an institution should reinforce and support strategies and structures laid down by the organization to provide quality services to the clients in a way that is effective and efficient.  Some organizations face a lot of troubles in implementing the essential and crucial changes because of a dangerous culture that has developed over a period. Health care system is a very delicate and critical sector that requires a keen perception that can quickly change and adapt to the new set standards and meet the emerging needs in health care. An adaptive health organization’s values must be focused on how different people fit into its system and contribute to the likely success. Improvement of performance and building a good relationship should be guided by equity and trust for effective change and development to be noted in all levels within an organization (Williams, Perillo, & Brown, 2015).

Clinical leaders are needed to have high engagement skills for them to develop and enhance right culture in a healthcare institution. Often, the process of change management in an organization begins with a well-developed and structured program to equip the leaders with the right skills and competence to work with others and bring a positive change. In some healthcare organizations, culture may be quite resilient, harmful and non-adaptive to cause a lot of troubles and challenges to the leaders trying to initiate and bring about reforms and changes. Negative organizational culture will always have direct effects on service delivery of the entire system. For a long time, the pressure from the frequently changing environment and organizational structure have resulted in frustrations, conflicts and strained relationships influence the delivery of healthcare services negatively. A positive change in a healthcare organization must be well planned and analyzed to set its clear benefits to the management.

Organizational Culture and Its Implications on Change

The organizational strategy defines what an organization intends to do and how it will be done. The procedure is influenced much by the mission, vision, and goals of the organization. External factors in the environment such as the government policy. Demographic changes, economic circumstances and the availability of the workforce will have an enormous impact on the future directions of the organizations.  Also, the external factors affect the opportunities for growth and the need to restructure and have some necessary changes within the organization. The strategies adopted by different organizations affect how; the communication flows, levels of management required to support the activities and how various teams and groups within the organization work to deliver the services. (Bryson, 2018). 

A vision statement is focused on what an organization wants to become or achieve. Generally, it is, and it is usually short and developed to motivate the workers.  Before initiating any change, it is important to note that the vision statement resonates the employees to feel part of the institution. (Eden, & Ackermann, 2013). 

A mission statement describes the purpose of the organization, and it should help all the employees to remain focused on what they are meant to do. It is a short description of why the organization exists and what the institution does. The mission statement is usually displayed in positions where it can be easily seen by everyone such as the main entrance to the institution. The mission statement should be the driving force of all the employees, and they are expected to know it off the head. (Lee, Barker, & Mouasher 2013).

The core values of an institution are often stated along with the mission and vision. The benefits are the beliefs of the people that are given priority by the organization. They represent the main elements under which the organizational culture. The core values determine how the employees act and behave within the institution. Core values touch on a variety of sector ranging from leadership, respect, moral, collaboration, teamwork as well as the kind of service provided. A good leader should be able to consider all the three when designing and planning for some changes.  Doing this is essential to keep the vision and mission of the organization relevant, as well as have all the workers maintaining their passion and desire to give the best to the organization.  If a leader fails to consider the vision, mission and core values of an organization, the change may completely go against the culture and beliefs of the organization which may lead to disputes and conflicts.

Healthcare organizations are among the leading institutions that urgently needs so many changes to satisfy and meet the emerging trends in health care. Different factors affect change in health care institution, and they range from social to political and even economic factors.  (Cresswell,  & Sheikh 2013).

Health care industry has been experiencing drastic technological advancements which consequently change way services are delivered and the setting in which they are provided. Globe forces like the trade agreement between different government, drugs the cost of the advanced treatment machines and the international standards for different health matters have a lot of influence of the kind of changes to be implemented in health care organization (Flottorp et al. 2013). Increased competition among the private healthcare providers, economic factors like the sources of funds, change in the funding formula, resource management policies and circumstance have an overwhelming impact to the extent in which change takes place within the health care system. (Oliver, K., Innvar,  Lorenc, Woodman, & Thomas, 2014). The impact of political forces like the changes in the health insurance companies, governments and change of management in an organization cannot be overlooked. Social and demographic changes within the population served by a specific organization are likely to cause so many changes to the demographics and general workforce available within the workforce. (Van der Voet,  Kuipers, & Groeneveld, 2016).

All the factors discussed have a lot of influence on the changes needed in the healthcare industry. The elements can act as the barriers or facilitators of change, but this depends upon how the leader handles the situation at hand. Leaders must have the ability to assess every circumstance and get the best out of them.

Conclusion

Conclusively, health care system is an extensive area with a range of emerging issues that need to be addressed urgently, therefore, the need to have leaders in the healthcare system. Health care institution should stop looking for managers from other disciplines and utilize the leaders they have to build excellent and useful structures to address the needs of the patient. There is a great need to embrace the clinical leadership which can have a significant influence on patient care at all levels. Healthcare organization should also build a workplace culture that is flexible to accept changes and adapt quite first to deliver quality services to the clients. It is essential for the healthcare organizations to offer leadership development program to their workers to help them develop strategies and skills to lead the changes and improve service delivery.

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