• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Discuss issues regarding management, leadership and the theories they are related to.

Extracts from this document...

Introduction

In this essay, I will discuss issues regarding management, leadership and the theories they are related to. I will also demonstrate how knowledge of the theories of management and employment law and relevant legislation can create a harmonious working environment. I will attempt to illustrate how I manage people within my sphere of responsibility for effective performance. I manage the Nurse Bank at the East London and City Mental Health Trust. I manage two staff in the office and have over 1500 bank nurses who work both in permanent and temporary capacity. My main role is to ensure that wards are adequately staffed and that I minimise the Trust spending on Agency staff. My strategic role is to look at the long-term problem of recruitment and retention in Mental Health. I have to ensure that new legislation such as the Working Time Directives are implemented and adhered to. I also have to incorporate the NHS plan and framework in my objectives and goals. I will attempt to answer the managing people module by giving a definition of Management and linking it to its theories. Is there a standard definition of Management? Management is a complex and ever-changing art and therefore any definition is likely to be contentious. Henri Fayol defined management as "forecast and plan, to organise, to command, to co-ordinate and to control." Chartered management Institute defined management as; the use of professional skills for identifying energy in an organisational objective through the deployment of appropriate resources. There are several theories of management; Frederick Taylor who pioneered scientific management, advocated for the participative culture linked to notions of satisfaction. He represented a more democratic, humanistic approach to the use of main in organisation. The scientific approach called for detailed observation and measurements of even the most routine work, to find the optimum mode of performance. Charles Handy (1999), classical management theory proposed that effective performance of a team was dependent on the environment, which includes the position of a leader, relationship with the group, organisational norms, structure and technology. ...read more.

Middle

them to take, staff were more co-operative and less aggressive The feeling of achievement is similar to when you finish a race; unfortunately a sense of achievement in completing a specific task does not last very long. In this respect we as managers have to ensure that we provide the opportunities to employees to experience achievement regularly. Recognition is a strong motivator in most people; it is simply an acknowledgement and appreciation of a person contribution to the organisation. How often do NHS workers feel that they are being appreciated? Is it being reflected in their pay or in their working hours? A major problem within the NHS is the recruitment and retention of staff. Politicians make all these promises and changes without explaining them to the workers hence not having a shared vision. The Chief Executive of Sainsbury's motivates his staff by being on the shop floor once a week and arrive at the outlet unannounced to see it as a customer. Why does the NHS not share the same passion as this company, is it because the NHS is a non-profit organisation? As Sir Peter Davis (Chartered Management Institute Gold Medal Winner May 2003); "Companies that do well have a clear strategy which focuses on the consumer or end customer and responds quickly to what the customer wants." A catalogue of poor care and support from stakeholders such as employer's clinical manager's team leaders and patients hinders nurse's attitudes. For example if a nurse has finished her shift 15 minutes earlier is not allowed to go home, however this nurse has previously spent an hour over her normal working hours because the wards was too busy. Inappropriate attitude like this and lack of recognition of the staffing could make nurses feel unappreciated and hence leave the profession that they love. The NHS wants to recruit high calibre of nurses with the right skills and right attitude. ...read more.

Conclusion

When a gap has been identified for e.g. (SWOT Analysis), a project management approach deals with the problem. Projects are organisational activities that are different from the organisational/unit or department. Project have specific purpose and objectives, it has limited timescales and THEIMM. THEIMM is an acronym for time, human, equipment, information, material and money. Project management focus on achieving goals, it develops new work practices skills across teams. LEADLAP five strategic questions can assist and ensure arrival of agreed goals. These questions are: 1. Where do we want to go? 2. Where are we now? 3. How can we get to our practice goal 4. Which route must we take to get to our goal and 5. What must we do on our journey, and check progress to ensure that we get to our practice goal? The goal is to assist to find practical and agreed SMART (specific, measurable, achievable, realistic and relevant time bound) solutions for the project. The ability to put projects together requires analytical and planning expertise and project management. These are needed to build capacity quickly. The NHS has strived to operate in a 'no blame culture'; it has policies and procedures in place to deal with issues such as grievance, health & safety, counselling, consulting, networking and relationships. The above policies are in place top promote fairness and order in the treatment of individuals and in the conduct of industrial relations. The rules that are set standards of conduct at work ensure that standards are adhered to provide a fair method of dealing with alleged failures to observe them. In conclusion the NHS is an employer that needs to recognise the unique nature of the workforce and shape employment practice to provide the best opportunity to recruit and retain high quality staff. Leadership and communication skills need to translate well in the new organisation culture. A simple formula for success: "Treat people well, in turn, they treat their patients well. Happy employees equal customer satisfaction." There is a recognised need to build capacity and capability in the management of people and organisational change. 1 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our University Degree Human Resource Management section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related University Degree Human Resource Management essays

  1. Context of Employee Relations and Industrial Conflict

    5 and Transitional Provision) Order 2000, SI 2000/875 and 2000/03/24 - DTI press release P/2000/209, New measures to encourage both parties to resolve differences unveiled. The general effect is that the dismissal of an employee for taking lawfully organised, official industrial action is automatically unfair dismissal if: * it takes place within twelve weeks (8 weeks until 6th April 2005)

  2. First, this essay will begin with an attempt to identify and distinguish the definition ...

    A change model that can facilitate this is the Gap Model. The Gap Model is used when an obvious rational image exist of what is desired to happen (Nickols, 2003). The gap model has two phases; the first is the current situation and the second is the future desired stage.

  1. Evaluate your performance as a team leader and your ability to lead a team ...

    This is much easier if members actually like their leader. I would like to think that my leadership was exercised on a charismatic basis rather than authoritarian one although I must conceded that at times I was rather dominant and authoritarian.

  2. Making the Tough Team Call. The IMP team has been unsuccessful at completing their ...

    The advantage of distributed leadership is that the leaders can give the team more directions about the project as each person takes charge of different areas. However drawbacks include team members not necessarily agreeing with their team roles, which may lead to more conflicts within the team.

  1. Internal communication and staff morale.

    Prejudgement can be a form of communication failure, through thinking that we already know what is going to be said, or expecting to hear something we do not. Taylor argues, "Often we hear what we want to hear...instead of what has actually been said".

  2. Human Resource Management: Development, Activities, Planning and Recruitment

    * Second, the planning process is more proactive. Successful organizations no longer simply respond to changes in their environment, they proactively shape their environment to maximize their own effectiveness. * Third, the planning process is no longer exclusively top-down; input into the process comes from many different organizational levels and segments.

  1. A CASE STUDY OF PERFORMANCE APPRAISAL IN A SMALL PUBLIC SECTOR ORGANISATION

    Punch (1998) argues that while there may be a variety of specific purposes or research questions, the general objective of a case study is to develop as full an understanding of that case as possible. By the time of the collation of data, all Passenger Focus staff will have been

  2. Part A of this report will examine my learning styles, preferences, highlight any areas ...

    up vital relief systems (Cassidy, 2003; Murray, 2005), causing problems for other agencies working in the same area (Ryan 2000). A lack of suitable communication with donors can also result in a high volume of inappropriate supplies being sent. This has meant organisations now regularly take an incinerator to a

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work