B121 Unit 1 Assignment
B121 EMA Task 1 RDaSH (Rotherham Doncaster and South Humber) Mission Statement is Promoting health and quality of life for the people and communities we serve) within this mission statement they have strategic strategies, to continuously improve service quality for carers and service users, ensure value for money and increases organisational efficiency whilst maintaining quality and maintain excellent performance and governance and a strong market position and improve further our reputation for quality. ( HYPERLINK http//www.rdash.nhs.uk/corporate-information/about-the-trust/accessed 26/02/2014 http//www.rdash.nhs.uk/corporate-information/about-the-trust/accessed 26/02/2014 the vision of the Trust Leading the way with care all ties in the
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While developing the ability to set priorities from clear goals and targets is a key component to building a record of consistence, exceptional leadership performance which is what all managers strive for within their roll. One of the key points that stood out was making sure that you select the correct staff for the task or job in hand setting the priorities that motivates employees which lead to a successful turnaround in the division performance. In the second piece Leadership and Management Developments in Social Services Organisations the key points of the report was too highlights the gaps in provisions and advice the programs and process in place to support managers in becoming the leaders in management, and to look at the current leadership models in place and also how to improve how management development is rolled out and its contents the paper compared a variant or organisations i.e. NHS, police, civil service and social services. When I consider the concepts, modules or theories that link with the 2 documents from the leadership values document by motivating yourself and employees with priorities it could be seen as you were following the Transformational leadership path by giving personal attention to each of the priorities they …show more content…
If I can get just one result from one priority with them working together as one it would be a 100 improvement and will also help myself in motivating my team also. When I consider how my organisation is currently working I see that a high percentage of managers follow Argyris single loop style of managing staff as bureaucratic organisational structures do not often encourage managers thinking for themselves they want solid results not uncertainty our Trust need to break free from the single loop learning and managing style and overcome its barriers motivate our staff by encouraging a valued open reflective approach to situations avoid the blame culture although I advocate the use of motivating staff by setting priorities I still need to remember that imposing over specific goals this tends to fall in line with the single loop learning which could discourage the double loop learning making sure that we encourage the use of multiple viewpoints communicating and disseminating information more clearly. As with reading 1 conform to more of a transformation leadership role motivating our employees to work towards priorities (goals) that excel direct self-interests to strive for better and higher
While developing the ability to set priorities from clear goals and targets is a key component to building a record of consistence, exceptional leadership performance which is what all managers strive for within their roll. One of the key points that stood out was making sure that you select the correct staff for the task or job in hand setting the priorities that motivates employees which lead to a successful turnaround in the division performance. In the second piece Leadership and Management Developments in Social Services Organisations the key points of the report was too highlights the gaps in provisions and advice the programs and process in place to support managers in becoming the leaders in management, and to look at the current leadership models in place and also how to improve how management development is rolled out and its contents the paper compared a variant or organisations i.e. NHS, police, civil service and social services. When I consider the concepts, modules or theories that link with the 2 documents from the leadership values document by motivating yourself and employees with priorities it could be seen as you were following the Transformational leadership path by giving personal attention to each of the priorities they …show more content…
If I can get just one result from one priority with them working together as one it would be a 100 improvement and will also help myself in motivating my team also. When I consider how my organisation is currently working I see that a high percentage of managers follow Argyris single loop style of managing staff as bureaucratic organisational structures do not often encourage managers thinking for themselves they want solid results not uncertainty our Trust need to break free from the single loop learning and managing style and overcome its barriers motivate our staff by encouraging a valued open reflective approach to situations avoid the blame culture although I advocate the use of motivating staff by setting priorities I still need to remember that imposing over specific goals this tends to fall in line with the single loop learning which could discourage the double loop learning making sure that we encourage the use of multiple viewpoints communicating and disseminating information more clearly. As with reading 1 conform to more of a transformation leadership role motivating our employees to work towards priorities (goals) that excel direct self-interests to strive for better and higher