Accountability

Nameof Institute

Roleof a Leader/

Leadersare tasked with the responsibility of ensuring that all those undertheir purview are properly managed and supervised so that they areable to achieve their individualistic potential as employees andworkers. Therefore, in a healthcare setting, the leaders shouldimpose leadership strategies and techniques that will allow both theemployees and the medical center to flourish simultaneously. If I wasthe head of a nursing home, I would motivate my staff by appreciatingand recognizing their hard work. Research shows that employeesdedicate their full energy and time into their work once theiremployers and supervisors appreciate their diligence and commitmentto their job duties (Jones,&amp Jenkins, 2011).This is due to the fact that they feel valued not only as healthcareworkers but also as human beings. Recognizing employees for findingsolutions, taking initiatives, sharing ideas as well as for formingstrong work groups builds their self-confidence and esteem.

Providingemployees with clear expectations is another leadership techniquethat will boost their motivation. As a nurse leader, I intend toensure that all my employees understand their purpose and therequired tools to accomplish their required tasks successfully. Thistechnique requires efficient and effective communication channels sothat the relevant information is passed to the employees without anydistortions. Alternatively, communicating my expectations at anindividual and departmental level is the best communication approachbecause it will create a forum through which employees can discussthe strategies to implement as a department or a team. Conducting anemployee evaluation program is another leadership technique thatwould boost the confidence of employees in what they do at thenursing home(Jones,&amp Jenkins, 2011).Evaluating employees allows them to understand their performancestandard within the nursing home so that they are aware of ‘areasof improvement’. In addition, it allows employers to coach theirunder-performing employees instead of firing or retrenching them. IfI was the head of a hospital, I would still enforce the above twoleadership tools and techniques within the hospital environmentbecause employees in any formal and official setting deserve to betreated with respect and dignity. Therefore, communicating myexpectations and recognizing good work would serve in my bestinterest as employees would be self-motivated and driven to achievethe hospital’s goals and objectives. Employees in a nursing homeand those in the hospital have similar or almost similarqualifications and job requirements hence, enforcing my leadershiptechniques in the latter facility would work perfectly. Employeeevaluations is one of the best leadership tool to use because itcreates a platform through which issues affecting excellent workperformance are discussed in detailed and solutions provided (Jones,&amp Jenkins, 2011).Moreover, employees are able to relate with their employers from anequal vantage point rather than the superior-inferior perspective.However, these leadership techniques and tools vary depending on theindividual employee because they are people-oriented leadershipapproaches. In other words, people are usually motivated throughdifferent ways because every single human being is unique and whatmotivates one person does not motivate the other. Plus, my leadershiptools and techniques might vary based on the situation in whichemployees find themselves in. For example, if employees are notperforming their duties properly as a leader I should conduct workevaluation focusing on comparing departments as a technique toconvince under-performing departmental employees to improve. Thisapproach would work for departmental employees but would beineffective when conducting employee evaluation on an individuallevel.

Inconclusion, leaders should implement leadership techniques and toolsso that employees and workers are motivated to work diligently andwith enthusiasm because they feel valued, appreciated and respected.

Reference

Jones,R., &amp Jenkins, F. (2011).&nbspKeytools and techniques in management and leadership of the alliedhealth professions.London: Radcliffe Publishing.