Some staff need more encouragement and confidence building and others require a rather firm strict approach but knowing both these types of staff are worth the time.Theories of leadership I looked at included the Trait theory this theory suggests that people are born with a range of traits (qualities or attributes), and that some of these traits are ideally suited to leadership.
Individuals who make good leaders would have particular traits of being confident, organised, decisive, ambitious, dependable and trustworthy, intelligent, adaptable with good people skills. I believe we are all born with certain traits and are drawn to jobs and tasks that suit our personalities best. Behavioural theorists would argue that it is possible to identify specific behaviours and actions associated with successful leadership and that people can learn to become leaders through teaching and observation. This type of leader encourages participation and contribution from team members, making the team members feel more involved and therefore committed to the decision making process. The theory is that team members will also collaborate rather than compete, as they are working on jointly agreed goals. I have experienced members of my staff team jointly working on recent updates of care plans and it can still become competitive, over who has completed the most, first to complete or had the biggest input. Success will depend upon a number of factors including the leadership style, qualities of the team and aspects, or context of the situation. I would agree and relate with this theory to my own experience and adaptable leadership style when dealing with different staff and various situations in different environments. Frederick Taylor developed scientific management theory at the beginning of the 20th century, and advocates the specification and measurement of all organisational tasks, which were standardised as much as possible. Some research showed that this approach appeared to work for organisations with assembly lines and other routine activities but it would not be appropriate approach in a residential care setting. A routinised approach is identified as one of the elements that can lead to institutional abuse. Henri Fayol (1916) identified five core elements of management as to control, to organise, to forecast and plan, to command and to co-ordinate. It sees an organisation as being made up of different sub-systems and recognises the different dynamics of individual organisations, and the impact of internal and external changes of an organisation. The management is the process of understanding these dynamics and maintaining effective relationships between the sub-systems of the organisation. This theory emphasises that managers must be flexible and able to adapt to new situations. It is the capacity for recognising our own feelings and those of others for motivating ourselves, for managing emotions well in ourselves as others. He suggests that having the ability to understand other people and predict how they would react in situations makes it easier to manage people and incidents. I believe one management or leadership style is not effective in dealing with the range of issues and environments in social care, being a people persons role requires tact, discipline, empathy, authority, patience, understanding and firm but fair approach. To get the best out of people and develop the staff team (human relationstransformational theories), and not create more issues or hostile environments, managers and leaders need to adopt different styles and approaches. Different personalities of the staff team will affect the way I, as a manager will approach an issue.
0 Comments
Leave a Reply. |
Details
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |