Competent Global Regulatory Workforce
Leadership models and theories help define approaches for creating effective behaviors within specific situations or environments. Examine contemporary leadership models and theories and in a 1,000-1,250-word paper, explain why these models or theories are effective tools for leaders who serve in health care organizations. Include the following: Discuss the correlation between effective leadership and organizational performance in health care. Discuss why it is important for regulatory professionals to practice good leadership. Outline effective strategies for regulatory leadership and explain why these are essential in health care. Describe how the concept of stewardship from servant leadership relates to a Christian worldview. Explain how stewardship relates to professional responsibility, how it can be applied in a health care setting that serves diverse populations, and the potential benefits for stakeholders and the organization overall. Distinguish between informal and formal leadership. Explain how informal leaders influence others and how this impacts a health care organization. Select one additional theory or model that you think would be effective for a health care leader to employ. Provide an overview of the model or theory and explain what aspects would be effective and why. A minimum of three academic references from credible sources are required for this assignment.Competent Global Regulatory Workforce
Leadership Approaches and Models in Health Care
The correlation between effective leadership and organizational performance in health care
Leadership greatly impacts organizational performance in the health care industry. During organizational and individual interaction, the behaviors of the leader have the most vibrant impacts where the capability of the management to accomplish collaborated efforts relies on the ability of the leader to lead effectively. According to Khan et al (2016), excellent leaders inspire subordinates’ potential to become more competent and also to fulfill their duties in the process of setting and accomplishing organizational goals.
Organizational performance is defined as the capability of a firm to attain the goals of enhanced quality product, increased profit, financial results, greater market share, along with survival utilizing the pertinent strategy for action. According to Khan et al (2016), effective leadership is a powerful source of a firm’s s competitive advantage and development of the management improvement of the performance of the organization. Transactional leadership assists organizations to more efficiently accomplish their present objectives by connecting job performance to esteemed rewards by making sure that staff has the resources they need to do their job well.
Visionary leaders play the role of creating a strategic direction of the organization’s future state, communicating this vision to followers by framing and using metaphor, modeling the vision by acting consistently, and building devotion towards the vision. The outcomes of visionary leadership are high levels of commitment, cohesion, motivation, and trust and thus performances in organizational environments. Leaders of a team play a crucial role in establishing shared standards, assisting teams in managing their situations, and organizing collective achievement (Khan et al., 2016). Competent Global Regulatory Workforce
Why it is important for regulatory professionals to practice good leadership
Regulatory areas in health care play an essential role in making sure that healthcare products comply with regulations and in getting regulatory approval for the production and sale of products. According to Bridges (2019), regulatory professionals must understand the technology and science linked to a product, the business goal of the company, and most significantly the nuances of international and national guidances and regulations related to the product. It is important for regulatory leaders to practice good leadership because they lead regulatory departments along with cross-functional groups and they are also required to take up roles on organizational and corporate leadership teams. Regulatory professionals spend most of their time working on business-related duties and strategy.
Effective strategies for developing skills include creating leadership training programs for potential regulatory personnel. It is also significant for less experienced regulatory professionals to learn through example working as a team with more experienced/ senior regulatory personnel. Effective use of communication skills is another scheme for developing a leadership reputation and abilities. While not all regulatory professionals desire to be engaged in corporate leadership, they require leading sometimes. Regulatory personnel leads the regulatory strategic function in an organization. These strategies of effective regulatory leadership are important in health care because regulatory professionals impact almost every phase of the lifecycle of a product as their work involves working to get and maintain regulatory approval. Bridges (2019) asserts that their participation is essential to products getting regulatory approval and thus must be engaged in all stages, offering operational, tactical, and strategic support and direction for working in regulations to speed up the development and delivery of a product.
How the concept of stewardship from servant leadership relates to a Christian worldview
Stewardship is among the characteristics of servant leadership. Stewardship is about the leader who is responsible for the leadership role assigned to him or her. Steward is a biblical phrase that refers to a manager who has the responsibility for the property and goods of another. God requires humans to be stewards of his creation by giving them dominion over birds, fish, and animals (Gen1:1-2). Human’s stewardship of creation implies making sure that it functions and prospers to the future.
Stewardship relates to the professional responsibility of the steward Servant leaders accepting the obligation to cautiously manage the organization and people they have been offered to lead. Stewards, like servant leaders, assume a devotion to serving others’ needs and also emphasizes the utilization of persuasion and openness instead of control. …Additionally, they hold the organization in trust for the good of the society as a whole. In health care settings that serve diverse populations, stewardship, a servant leader acts as a steward and manager of the affairs, resources, finances, and property of the organization. Stewardship can help stakeholders and the entire to grow because a steward is a change agent who utilizes gifts of discernment and wisdom to appropriately allocate and manage resources for the best interest of the organization, group, or facility (Mauk & Hobus, 2019).Competent Global Regulatory Workforce
Difference between informal and formal leadership and how informal leaders influence others and how this impacts a health care organization
Formal leadership is leadership by an organizational member who has formal organizational authority to lead members of the organization to reach organizational goals. Informal leadership is leadership by an informal leader who does not have formal organizational authority to lead or influence others but has special talent and skills to lead and influence other organizational members. Informal nurse leader is often involved in dialogues and in shaping the organization’s direction. They influence others by standing up and speaking out, being active listeners, and building a secure and comfortable environment for other members of the organization. According to Lawson et al (2018), informal leaders are knowledgeable, trustworthy and they exude confidence. They are always willing to assist and usually open and friendly permitting peers to confide in them. They lead via relationship building which is a necessary adhesive that holds teams together.
Informal leadership enables health care organizations to achieve outcomes. Informal leaders impact the quality of health care services and also the level of staff and patient satisfaction. Lawson et al (2018) explain that informal nurse leaders influence the culture via their overall passionate engagement, freely sharing their expertise and knowledge, orienting team, and genuinely caring for staff and patients. Because informal leaders have a broader picture of the organization in mind, they can often anticipate the needs of patients and other staff.Competent Global Regulatory Workforce
An additional leadership model would be effective for a health care leader to employ
Transformational leadership theory would be effective for a health care leader to employ. Transformational leadership is a leadership model that focuses on the way leaders motivate, inspire, and encourage followers to become innovative and produce change that will assist to become successful in the future. Transformational leaders motivate subordinates to perform beyond expectations via a transformation of attitudes and thoughts and by enlisting essential support of the vision whilst endeavoring for its accomplishment (Roussel et al., 2018).
The transformation leader does not deploy power to control and suppress followers. The leader rather empowers followers to envision the future of the organization and trust the leader so they work collaboratively to achieve their individual goals the organizational goals. Transformational leaders mobilize staff by paying attention to the welfare of individual employees and humanizing the work environment. As indicated by Roussel et al (2028), when the environment is humanized, employees are empowered, making them feel that they are part of the organization and believing that they are making contributions to the organizational success. In nursing, the empowerment of staff can lead to decreased attrition and improved patient care. Nurses who employ the transformation leadership model have employees with greater job satisfaction and who work in the firm for a longer period.
Bridges, W. (2019). The Creation of a Competent Global Regulatory Workforce. Frontiers in Pharmacology, 10, 181. doi: 10.3389/fphar.2019.00181
Khan, R., Bukhari, A., & Channar, Z. (2016). Effects of Leadership Style on Health Care Organizational Performance: A Survey of Selected Tertiary Care Hospital in Karachi, Pakistan. International Journal of Economics & Management Sciences, 5, 3. doi: 10.4172/2162-6359.1000333
Lawson, D. T., Tecson, K. M., Shaver, C. N., Barnes, S. A., & Kavil, S. (2018). The impact of informal leader nurses on patient satisfaction. Journal of Nursing Management, 27(1), 103-108. https://doi.org/10.1111/jonm.12653
Mauk, K. L., & Hobus, M. (2019). Nursing as Ministry. Jones & Bartlett Learning.
Roussel, L. A., Thomas, T., Harris, J. L. (2018). Management and Leadership for Nurse Administrators. Jones & Bartlett Learning.
Competent Global Regulatory Workforce