Leadership and Change
Introduction “Not all leadership is about changing or challenging people’s vision of the future” (Stanley, 2011, p. 57).
The term leadership can be applied to varying positions within healthcare, from management to the clinical setting. However, while those in a management position may wear the title of “leader”, this type of leadership can be far removed from that of a clinical leader. I believe that the above quote by Stanley (2011) is true from the perspective that not all styles of leadership are instrumental in the changing or challenging of people’s vision of the future. This essay shall explore in closer detail the debate between management and leadership, in particular styles of leadership identified within the management and clinical setting, and provide a discussion supporting my belief that the quote by Stanley (2011) is indeed correct.
Leadership and Management in Healthcare Within healthcare, the role of the manager versus the role of the leader is one of great debate and discussion with each having its own recognised traits and characteristics (Yoder-Wise, 2011, p. 56). The term management refers to a position of authority ultimately responsible for the effective and efficient distribution of allocated resources to reach and maintain specific goals (Stanley, 2011). The term leadership, however, refers to an attribute that enables an individual to influence the behaviour and values of others for the purpose of accomplishing a common goal (Ellis & Abbott, 2013). The values, goals and objectives of each of these roles are dependent on the area of practical application (Kouzes & Posner, 2007).
The processes within management as outlined by Stanley (2011), involves planning, organising, directing, staffing and controlling. By directly controlling the distributing of allocated resources and following pre-established policies and processes the manager is able to address and resolve complex issues while ensuring organisational
The term leadership can be applied to varying positions within healthcare, from management to the clinical setting. However, while those in a management position may wear the title of “leader”, this type of leadership can be far removed from that of a clinical leader. I believe that the above quote by Stanley (2011) is true from the perspective that not all styles of leadership are instrumental in the changing or challenging of people’s vision of the future. This essay shall explore in closer detail the debate between management and leadership, in particular styles of leadership identified within the management and clinical setting, and provide a discussion supporting my belief that the quote by Stanley (2011) is indeed correct.
Leadership and Management in Healthcare Within healthcare, the role of the manager versus the role of the leader is one of great debate and discussion with each having its own recognised traits and characteristics (Yoder-Wise, 2011, p. 56). The term management refers to a position of authority ultimately responsible for the effective and efficient distribution of allocated resources to reach and maintain specific goals (Stanley, 2011). The term leadership, however, refers to an attribute that enables an individual to influence the behaviour and values of others for the purpose of accomplishing a common goal (Ellis & Abbott, 2013). The values, goals and objectives of each of these roles are dependent on the area of practical application (Kouzes & Posner, 2007).
The processes within management as outlined by Stanley (2011), involves planning, organising, directing, staffing and controlling. By directly controlling the distributing of allocated resources and following pre-established policies and processes the manager is able to address and resolve complex issues while ensuring organisational
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