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SITUATIONAL LEADERSHIP IS THE DOMINANT APPROACH IN MY ORGANIZATION 

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SITUATIONAL LEADERSHIP IS THE DOMINANT APPROACH IN MY ORGANIZATION 

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DELEGATION IS MOSTLY FOLLOWED BECAUSE THEY BELIEVE WE SHOULD KNOW WHAT THEY EXPECT US TO DO.

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1.Employ more staff

2. Regular training

3.Monitor employees to address unaccepted behaviour

4.Spread work duties equally among same catergories to avoid burn outs and absenteeism.

5. Develop a cost serving methods that are also cost-effective and spread among staff like when ordering unnecessary investigations like a Urine MCS for a clear UTI or a full LFT for a PET patients

6.A Grand ward rounds once a week which involves multidisciplines to educate and ensure quality care for patients .

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Let me approach it on the management side

1. Limited human resources (severe shortage of workers)

- ⁠Daily attendance roster, to minimize absenteeism

- ⁠staff exhaustion: develop an effective way of booking all the elective cases and reduce unnecessary admissions, so that less staff are employed for less sick in patients and focus more on emergencies

2. Insufficient budget/ poor support from the District and the province (in terms of addressing the critical shortage and machine servicing)

. . Clerks to be monitored on the number of patients that they issue files ( as they pay ) and the discharges and have a feedback every end of the month.

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Understaffing

Burn out of employees caused by understaffing

Trainings ( for example we submit training needs every year but we are never taken to trainings by the hospital) .

Computers in wards ( We're expected to comply with HMS2 whereas theres only one compluter in each ward) .

Safety (I thinking of the Psych ward that doesn't have bugglar guards, violent pysch patients could easily harm staff members due to this).

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As the colleagues have outlined the issues with management approaches ,this shows that our department delegates everyone and expects them to comply, for instance they implement policies and expect compliance from the workers without adequate personnel, equipment and infrastructure.

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1.Goals : every member works towards the same goal ,which is saving a life.

2. Roles: everyone is aware pf their role, from the security guard to the operating manager, with teamwork all is executed nicely.

3. Procedures i.e policies and protocols are put in place so we operate successfully.

4. Interpersonal relationships : we have good relationships in my department, that makes it easier for us to spread work equally amongst ourselves, like if I am clarking and examining patients my colleague will be reviewing xrays and other investigations.

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1.Fransen, J., Weinberger, A., & Kirschner, P. A. (2013). Team effectiveness and team development in CSCL. Educational psychologist, 48(1), 9-24.

Chicago

2.Peralta, C. F., Lourenço, P. R., Lopes, P. N., Baptista, C., & Pais, L. (2018). Team development: definition, measurement and relationships with team effectiveness. Human Performance, 31(2), 97-124.

3.Mathieu, J. E., Gallagher, P. T., Domingo, M. A., & Klock, E. A. (2019). Embracing complexity: Reviewing the past decade of team effectiveness research. Annual Review of Organizational Psychology and Organizational Behavior, 6, 17-46.