Management & Leadership in Health Care Characteristics Which Distinguish "Leadership" From "Management

The main difference that exists between leaders and managers is that leaders have individuals who follow them, whereas managers have individuals who work for them. Getting individuals to understand and believe in your ideas in addition to working with you in order to achieve your goals is leadership, while managing is more of heading and ensuring daily activities run as usual (go2 Tourism HR Society, 2015).

Management and leadership are both vital for good health care delivery services. While the two are alike in some aspects, they incorporate different behaviors, skills and outlook. Good managers should do their best to be better leaders, and good leaders require management techniques to be efficient. So as to realize a vision, leaders will have a vision of what is attainable and then communicate it with others and develop strategies to achieve it. Leaders inspire individuals and are capable of negotiating for resources and other help for goal achievement. To get best results, managers need to ascertain that the resources available are well applied and organized. In resource constrained and harsh environs of many low-to middle income nations, a manager ought to also be a leader to achieve best outcomes (Burke & Barron, 2014).

How the Insufficient Leadership Has Negatively Impacted Health Care Policy In The U.S.

Managers in public hospitals possess no final power for making decisions. National policies are very rigid, and the flexibility to cope with local circumstances is not allowed. Local factors are not taken into consideration by the Health Ministry, while developing universal policies for the whole nation. A manager does not have enough power to change it, but adapt it.

Managers in healthcare demand more authority in the identification and recruitment of the most suitable employees to provide quality services. "If managers are empowered enough to recruit competent employees, most problems would be resolved." Moreover, managers are not capable of controlling doctors as they do workers, "As a manager I do not have the power to control physicians" (Mosadeghrad, 2014)

The Major Types of "Customers" In Health Care

1. Macro consumers are the main clients of health care: the insurers and government. Care is paid for by them and hence they are clients in the sense that they possess high product expectation (the care delivered) and can influence that care.

2. The patient is the micro consumer. Patient families, and others considerable, when the patient agrees that they have a responsibility in the patient's care and/or decision-making procedure, are also micro consumers (Finkelman & Kenner, 2015).

Health Care Quality

The commonly cited and most durable description of healthcare quality was devised by the institute of medicine (IOM) in 1990. With reference to IOM, quality comprises of the extent to which health services of individuals and populations raise the chances of preferred health results, and are coherent with present expert knowledge. Hence, for the sake of this discussion, the IOM definition has been expanded. Quality comprises of the degree to which health services for people and populations raise the probability of the preferred health results (quality principles), are coherent with the current expert knowledge (professional practitioner skill) and satisfy the anticipations of the health care users (the marketplace) (Buttell, Hendler, & Daley, 2008)

Factors that May Cause Definitions to Vary

Quality healthcare has several definitions. The emphasized traits differ, depending on the outlooks of the stakeholders engaged in crafting the definition, and establishing how the definition is to be utilized (Woodward, 2000).

Features Which Should Be Included In Essentially All Such Definitions

Quality care definitions entail traits like usefulness, competence, impartiality, comprehensiveness, appropriateness, and tolerability. Other factors, which have been utilized for the description of health care, entail provisions of awareness for both the patient and the family, regarding relevant health concerns, addition of the patient and family in treatment arrangement and making of decisions, as well as patient satisfaction (Woodward, 2000).

Compare and Contrast Three Strategies Which May Be Employed By HC Managers, Against Those of HC Leaders to Effectively Improve The Efficiency, Value And Quality of Institutional Healthcare.

HC Leaders Strategy

1. Promoting Efficient Communication and Coordination of Care

When the health care providers of a patient coordinate their endeavors, it assists guarantee that the patient receives the support and care he requires and wants. Improved quality and lower prices in setting, which range from small physician practices to large hospitals centers, can be achieved through effective care coordination models.

2. Ensuring Person- and Family-Centered Care

Delivery of health care in the U.S. is frequently not structured around satisfying the patient's needs. Rather, clinical services are frequently organized around particular clinical conditions, and structured with minimal contribution from the patient. Health care ought to give every patient and family an active position...

Working with Communities
Health is a state of mental, physical and social well-being, and simply not the absence of deformity or disease. Personal behavior, access to health services and surroundings, in addition to genetics and biology, are some of the factors that affect our health.

HC Leaders Strategy

1. Training Professional Certification Capacity development and workforce

2. Rapid-Cycle learning and Promoting Innovation

3. Measurement of Care Procedures and Results (Department of Health and Human Services, 2011)

Key Leadership Knowledge, Skills and Competencies Leaders Need to Learn and Practice In Order to Lead Complex HC Organizations Through Seismic, Transformational Changes

Transformational Leadership

According to the NHCL model, leadership is (a) relationship building; ability to establish, develop and maintain expert contacts for the aim of developing networks of individuals with comparable goals and that encourage same interests (b) influences and impacts; ability to convince, manipulate or amaze others so as to support one's situation or outlook (NCHL, 2012).

Transformational theory stretches beyond more conventional style of transactional leadership and stresses that individuals work more efficiently, if they possess a mission sense. Transformational theory needs a leader to communicate their vision in a way that is significant, and creates harmony and collective purpose. These types of leaders are able to prompt performance beyond expectations through their capability to manipulate attitude (Al-Sawai, 2013).

Collaborative Leadership

Collaboration is simply an assertive and cooperative procedure, which takes place when people work together to realize a common goal. Collaborative communication methods improve healthcare management by: supporting conversation amidst several stakeholders; sharing encounters and knowledge; and decreasing the intricacy degree in the healthcare organizations. People with different degrees of responsibility need to interact with leadership procedure, so as to be actively involved in the validation and communication of requirements as well as identification of changes in practices, which might be needed to deal with changing needs (Al-Sawai, 2013). The NHCL describes it as the capability of working cooperatively with one another or competitively. Collaboration is applicable when an individual is a group member of individuals functioning as team, however, not the head (NCHL, 2012).

Conflict Management

Regardless of the significance of the collaborative working practices, just a small amount of time is spent on true collaboration. Conflict can be a persistent force within healthcare organizations. Poor communication, organizational structures, inter-individual or inter-group-conflicts are some of the most common sources of conflict. Conflict often develops from starting matters and can develop to be perceived conflict and later to manifest conflict, with the final stage being conflict consequences. The healthcare leader ought to adopt an appropriate approach for dealing with conflict at every stage with the objective of creating positive results for all entailed.

Ethical Leadership

Effective leadership practice can have a considerable effect on the working lives of healthcare personnel, results of patients and organizations' fate. In various aspects, a leader shall need to influence members of a group through: (1) creating interest for dangerous strategies, (2) necessitating a change in basic beliefs and values, and (3) manipulating decisions, which favor some at the expense of others. Intentions, values and traits, which do not aim at harming parties and respect the right of every practice, are some skills leaders should have. The NHCL model covers this as professionalism.

Functional Results Oriented Healthcare Leadership

Various kinds of difficulties clinicians encounter when heading intricate setting of modern health care services are: high prices of new treatments and inventions, patients' increasing expectations, and varied and altering needs. This necessitates clinicians to take into consideration the requirements of a broader patient population, and apply clinically-headed service enhancements, which are possibly going to succeed. The functional-oriented leadership model concentrates on the organization's process, implying leadership as possessing the particular role and competencies needed for the delivery of preferred outcomes of the groups founded on satisfying the needs of three regions; task, team and personal (Al-Sawai, 2013). NHCL actually describes this as achievement orientation, which is a concern for going beyond an interest area (NCHL, 2012).