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Interview Report Assignment
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Table of Contents
- Introduction
- Methodology
- Findings
- Discussions
- Conclusion
- Reference list
Introduction
Leader acts as the guidance of the employee and the organization on whole. Every business organization has leader in different departments. It is important for the leader to have certain set of features consisting of transparency, intelligence, self-management, time-management and confidence that help influencing co-workers, staff and their performance. Within the health care setting, it is the leader who is the determined force in managing medical issues, pharmacy, nursing, operations, health services, health programs and other aspects. The purpose of the assignment is to analyse the interview in examining leadership traits, characteristics and nature and gain deep insight into their role and responsibility.
Methodology
The role of a leader is to monitor the management and operations of the organisation and develop strategic techniques towards developing health care conditions. It is through their situational handling of operations, training of employees and staff, managing operations in alliance with performance that influence and motivates other employees. In the health care sector, the most important of every responsibility is maintaining health and safety of organization and employee and patients. They need to be committed to safety system and promote health acre safety in building standards and decrease the chance of risks. With the help of psychological and physical safety, learning process and practices, reinforcement of healthcare learning, motivating experimentation, support cooperation and coordination, openness to new ideas will help in creating dynamic working conditions (Betancourt et al. 2016).
The health care organization require strong management system with efficient and intelligent leader in different departments concerning paediatric, care home, radiology, laboratory, operational theatre, emergency, vulnerable groups, mental illness, customer service, training and management and more (Day et al. 2014). The leader will help in creating agility, innovation, strategic change, implementation of excellence, integrity, capitalize implications in different sectors.
The interview was carried out among set of individual within the health care home that has provided an understanding regarding characteristic and personality traits. The different leadership traits are identified under the theoretical study of Stogdil I, Mann, Stogdill, Lord, De Vader &alleger, Kirkpatrick & Locke. The personality and characteristic traits are given below-
| Stogdil I 1948 |
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| Mann 1959 |
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| Stogdill 1974 |
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| Lord, DeVader & Alliger 1986 |
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| Kirkpatrick & Locke 1991 |
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The interview was carried out and is kept de-identified towards preventing the connection of the information with the identity. The identity is maintained confidential and the information gathered has been useful in understanding the views in regards to a leader’s perspective and the changes that the organization needs to take strategise. The interview questionnaire was prepared in gaining meaningful data regarding the leadership traits and characteristic and presents a report that will regulate the insight of leadership role and responsibility within the health care setting.
| What are your responsibilities in your job role? |
| What do you think and consider of a leader? Are they born or made? |
| Which department in health care are you currently working on? |
| How do you evaluate success in job profile? |
| How well do you balance professional and personal life? |
| What are the common challenges faced by your leader? |
| Do you hold good relationship with your leader? |
| How do you see your leader? |
| Do you hold leadership traits? What are the traits you think a leader need to have? |
| How do you consider transition from employee to leadership role? |
Findings
The interview was significant for it helped in understanding his views as a leader and what does he assume of being a leader. The discussion was conducted under extensive research procedure that delved into the matter of leadership significance in the health care homes. Stogdill in his first review of 1948 had differentiated the traits studying the performance of leader in a group and his individual performance (Taylor, 2017). It is derived, that an individual solely do not become a successful leader for its acquired or innate tarts but is believed to grow and become a leader when he is able to manage, performance within tam, individual, and the organization as a whole. The second review of Stogdill in 1974 states the determinants of leadership studying the situational factor and how well does limit the barriers of impact during the uncertainty of situations. Similar to the views of Stogdill, the de-identified interviewer has similar views focusing on the qualities of leadership when performing for him and for the organization and a team. His traits are well defined when he is able to exercise his skills and talents and is able to influence and motivate others within a team. A team work includes a complex procedure of selection, management, implementation and profitability (Schmidt et al. 2016). It is the leader who is responsible for identifying the key participants and designs the work structure, responsibility of the participants in fulfilling the target. The interview was conducted after prolong study of the theories, concepts that help in broadening the views regarding traits and characteristics. As per the study under Prof. Edwin Ghiselli 1971, the trait of leaders consists of self-assurance, decisiveness, initiative, intelligence, need of occupational achievement and supervisory ability (Schmidt et al. 2016). It is important for the leader to acquire and monitor these qualities in becoming successful leader and perform well. The concepts were discussed by the interviewer that helped in understanding the significance of theoretical study. The theories of leadership ahs direct effect on the leader and employees that broadens their pr-conceived idea and retains the power of work. The four qualities as per the Ghiselli study that are found in the interviewee are need of occupational achievement, initiative toward innovation and self processing, decisiveness and intelligence. According to the interviewee it is important to have proper decision-making power and analyse the ways he can manage risk in limiting the chance of uncertainty (Dietz et al. 2015). Within the health care setting, it is important for the leader to record the minute details, risks, performance for any discrepancy will result in affecting the performance of the service provider and service user. The leader need to use strategic policy and intelligence in organising team so that the individual are able to gain equal knowledge regarding different equipments, management of apparatus, health care needs, diagnosis, management of vulnerable people and more. It is important for the leader to take initiative in striating new venture and allow his followers and staff in expanding their performance and targets.
Discussion
The interview has helped in gaining extensive knowledge regarding leadership practices and prioritisation. The interview is the leader working in well-known health care organisation and is able to perform well within the targeted work schedule. As per the interviewee it is important for the leader to work with integrity and be able to get along with patients, service provider and staff (Taylor, 2017). The most important quality is to have continuous learning and foster communication among the rest. Therefore, the leader need to have knowledge regarding the equipments, departments of health sector, stakeholder, resources, performance growth, strategic planning so that he can provide right information to the health care practitioners. The leader cannot posses to have a narrow view point and be limited by his thoughts that will simultaneously result to demotion and limit his level of expertise. He need to welcome certainty and uncertainty with strategic innovative process and be independent to his thoughts and ideas. It is through his ideas and decision, that the employees will be able to conduct their performance. Any wrongful action and decisive attitude will result in harm among the employees and the service use (Penny, 2017). For example, in handling a patent suffering from depression, it is important for the leader to make the team aware of the cause, symptom and vulnerability of the patient so that they have proper knowledge regarding the management of its vulnerability. The patient can act violent, abusive and impatient and it is in this moment that the service provider to handle the patient with care and not be disrespectful toward the actions. Therefore, understanding and gathering of knowledge is important in stimulating individual growth and foster productivity. The leader need to have understanding regarding team work and allow the employees to respect, value stakeholders irrespective of colour, caste, care and differentiation. Organizational growth depends on the growth of the individual (Ray, 2016). Every personnel need to perform effectively and efficiently in alliance with the objectives of the health care organization and perform towards the health and safety protection of the patients.
Literature review
Leadership skills act as tools for the leader that guides them toward being distinctive and devotional. Every leader is defined on the possession of certain traits and characteristics. There is a difference between a manager, leader and employee. All the three personnel possess different qualities and keep them distinguished. It is important for the personnel to work on their traits and characteristics and foster growth and development toward individual and organization (Laschinger & Fida, 2015). The manager is responsible for managing the overall process considering productivity, performance and profitability while leader is responsible in influencing, training, modifying, set goals, monitor the performance of the staff and employees, based on whom the organisation is benefited (McCleskey, 2014). There are different departments in health care that require equal prioritisation, management where the care service is based on the service provided. For example, in the care home, there are people visiting above sixty years who need domestic cares strengthening physical and mental ability. The vulnerable group need to be managed sensitively and handle with car. The service provider needs to have proper knowledge regarding the personal identity, needs and requirements of the elder people and need to provide basic care (Bolden, 2016). Therefore, the service provider needs to be careful in their look out and adjust with the values and ideas of the patients. In order allow the service provider to perform well, the leader is responsible in managing their performance and determine their needs and sources. Besides, fulfilling the needs of patients, it is important to fulfil the demands of the staff and service provider. The leader therefore needs to have patience, decisiveness, insight, and openness towards his work and employees that will generate a connected working condition motivating the personnel to perform better. The leader becomes a reflective mirror which is followed by the service provider that makes them ambitious and desirable. It is the role of the leader to be adaptable to different situations ad stay committed to the vision and mission of the health care (Day et al. 2014). On the other hand he needs to have transparent and open minded character so that the staff and service provider are able to approach. The approachable behaviour is interlinked with his communication skills and the ways he is able to motivate others. A leader needs to stay connected with his service provider and be able to direct the employees and staff following the right path (Betancourt et al. 2016). It is important for the leader to follow the right path so that by following him, the employees are able to conduct their performance sequentially in the proper direction.
Conclusion
The interview has been able to measure the success of becoming a potential leader. To summarise, it is the leader who plays an integral part in promoting welfare and health acre within the setting and practices. He acts as the pillar of motivation and guideline for the stakeholder. A leader is identified with the performance of the employees and customer need fulfilment. The leader is successful when the team is successful. The leader needs to allow the employees to improve and expand toward new responsibilities and influence the in becoming potential leader in future. A leader is incomplete with the qualitative tarts and knowledge. He needs to act as a bundle of ideas, aspirations, motivation and strategies that trigger the notion of the service provider. He needs to mentor the service provider in working under safe consideration and communicate with each other in creating a world of dynamism, positive and productive. The health care aims at provide right care and quality service to its patients and is responsible for the wellbeing of the concerned. The organizations reach the success of pinnacle when he is able to meet the demands and requirement of the service user and monitor productivity through strong leadership and performance.
References
Betancourt, J. R., Green, A. R., Carrillo, J. E., & Owusu Ananeh-Firempong, I. I. (2016). Defining cultural competence: a practical framework for addressing racial/ethnic disparities in health and health care. Public health reports.
Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25 years of research and theory. The Leadership Quarterly, 25(1), 63-82.
Dietz, W. H., Baur, L. A., Hall, K., Puhl, R. M., Taveras, E. M., Uauy, R., & Kopelman, P. (2015). Management of obesity: improvement of health-care training and systems for prevention and care. The Lancet, 385(9986), 2521-2533.
Laschinger, H. K. S., & Fida, R. (2015). Linking nurses’ perceptions of patient care quality to job satisfaction: the role of authentic leadership and empowering professional practice environments. Journal of Nursing Administration, 45(5), 276-283.
McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), 117.
Penny, D. J. (2017). Landmark lecture on cardiology: the quest for the ultimate team in health care–what we can learn from musicians about leadership, innovation, and teambuilding?. Cardiology in the Young, 27(10), 1947-1953.
Ray, V. F. (2016). 8 This chapter presents the Hugh O’Brian Youth Leadership (HOBY) program as a case study, examining their gradual process of shifting all programs to integrate leadership development and service. As an organization with over 4,000 volunteers and a nationwide scope, the change process was a challenge but resulted in benefits that fit the organizations’ values. The social change model for leadership development (Higher Education Research Institute, 1996) was used. Leadership Development Through Service-Learning: New Directions for Student Leadership, Number 150, (150), 97.
Schmidt, K., Worrack, S., Von Korff, M., Davydow, D., Brunkhorst, F., Ehlert, U., … & Freytag, A. (2016). Effect of a primary care management intervention on mental health–related quality of life among survivors of sepsis: a randomized clinical trial. Jama, 315(24), 2703-2711.
Taylor, K. (2017). The Social Change Model of Leadership Development: A Service-Learning Reflection. The International Undergraduate Journal For Service-Learning, Leadership, and Social Change, 7(1), 34-40.
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