LEADERSHIP AND CHANGE IN PUBLIC HEALTH SERVICES

Leadership and change in public health services



Leadership and change in public health services

Introduction

In this proposal for change I feel that there is a lack of staff training within my place of work and will examine this as an issue of change that needs to be put in place in order for organisational learning that can help raise standards within the unit. Directgov (2010) says as a worker you can ask for training leading to a qualification training to help you develop skills relevant to your job, workplace or business. However, the most important requirement is that the training you want will help improve business performance and your effectiveness in your employer's business.

Implementing any changes in an organizations structure can and is a risky process that takes patience and careful planning. During a change, a company must consider what employees and executives are assets to the company and which are liabilities. Another consideration that companies must make is, what type of leadership style these executives will need in order to move the organization forward with the transformation. Throughout the beginning stages of change, a company will find employees who will accept the change, some who will resist the change, and some employees that are indecisive about the change. Rewarding staff with recognition is a common way to bring about change and is recognized as a strategy in encouraging employees to make the necessary shifts to better help the organizational needs and interests (Yukl, 2006). A company must decide what leadership structure will be used and what leadership styles the executives will be made of. “Effective leadership style is now the single most important antecedent in maintaining competitive advantage and in supporting firm performances” (Byrnes & Bradley, 2007, p. 168). Developing such a structure helps employees build alliances which in turn gives the organization that opportunity to gain employees trust. This alliance of management and employees will listen to each other, giving the executives what they need to know before making decisions that will directly impact the company. According to Heifetz and Linsky (2002), “Leaders need partners”. And partners who are members of the faction for whom the change is most difficult can be especially significant (Heifetz & Linsky, 2002).

The importance off having staff training

Julian 2004 says its good for mangers to be open to change as its good for the working environment as this type of business will be allowed to grow. Lewin 1984 addressed the forces for and against change and attempted to manage the process with groups of workers using group work. His research however influenced many practitioners, that it was possible to bring about change at work.

Analyse of change needed

The reason why I feel a need for a lack training within the work place is because I was asked to take on a referral where a member of the family was involved in drugs I did not feel competent in taking on such family due to insuifficent experience in such area of ...