Health Care

Write a paper of 1,000-1,500 words that addresses the following:

Discuss two or three historical shifts in leadership that eventually led to the creation of the human resources position.
Discuss various leadership theories and concepts that led to the evolution of the human resources position.
Describe how at least one theory influences the duties and organization of the human resources position.
Select three different departments or teams in a health care setting and explain what leadership type best serves the department or team most frequently.
Select one of the following health care settings: hospital, community care, transitional care, home care, and primary care. Describe organizational management principles that should be incorporated within this setting and justify those selections with specific supporting examples. Consider the health care setting characteristics that would inform your decision making.
Include three to five references to support your position.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

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Benchmark Information

This benchmark assignment assesses the following programmatic competencies:

BS Health Care Administration

1.2: Describe organizational management principles.

ANSWER

Evolution of HRM

Leadership has evolved over the past years, and so has the working environment. Autocratic leadership was the norm a few years ago. Mangers did not care about the ideas of their employees, and the focus was mostly on the tasks getting done despite the condition of the employees. Working conditions were not considered important, and neither were the working hours. The human resource department started to take shape in Europe in the 19t century (Ahammad, 2017). The idea of human resource management was built during the industrial revolution. Robert Owen and Charles Babbage concluded that human capital was essential for organizational success. They concluded that the well-being of employees was an important factor in the business’s success. According to them, an organization would only succeed if the people working were healthy. Human resources emerged as a field in the 29t century, and it was influenced by Fredric Winslow Taylor between 1856 and 1915. Taylor explored HR as scientific management in a strive to improve economic efficiency by creating more jobs.

Selection and Recruitment

Selection and recruitment started when Mary Wood was asked to begin getting females during the First World War. Personnel development developed as a result of WW1. It became mandatory for factories to have a social worker in the factory. They also concentrated on measuring the talents and IQ of the workers in the factory (Ahammad, 2017). The war also led employees and employers to have relations due to the consultations between them. The personnel department was in charge of organizing the communication between the employers and the employees. They also shifted their focus on the health and safety of the people working in the factories and the need for professionals.

Leadership Theories

Contingency and situational theory

How people viewed leadership shifted in a short period. The leadership role was no longer viewed as an innate ability, but it was considered one of learning and development. The contingency and situational theory supported the development of other employees’ leadership skills and abilities (Werner, 2021). The situational approach of leadership, where leaders are required to change their leadership style depending on the situation and context, has stood the test of time and is still present today. This theory also led to the evolution of the HR position and its evolution in organizations.

Transformational Theory

This theory inspired the development of the HR position. Leaders, in this case, were required to influence their followers into joining them to achieve their vision. In this case, the HR department was involved in getting employees whose vision aligned with the leader, and HR was also used to direct new recruits on what the leader believes in and how to help the leader achieve the vision (Werner, 2021). Transformational leadership is more about interacting with the followers and getting them to believe in what they believe. It is also about motivation, increasing morale and performance, which is the primary role of the HR department in organizations today.

Three departments in a healthcare setting

The emergency department. This is the department that receives that receives patients first before they are sent to the other departments. It sees the most action in a day from patients from accidents to patients who come in for simple sutures. The emergency department can be quite busy, and thus the best leadership in the emergency department is innovative leadership. This type of leadership focuses on surviving in unpredictable circumstances and fostering an environment for innovation (Weintraub & McKee, 2019). The emergency department needs people to be quick and innovative in an emergency to protect patients and prevent them from losing their lives. It requires quick thinking and thus the need for innovation.

The nursing department

The nursing department consists of nursing services and nursing education. Nurses are an important part of the healthcare setting as they take a big part in caring for patients. The nursing department is best suited for situational leadership, where different situations call for different leadership styles (Gopee & Galloway, 2017). The leader, in this case, can use different leadership styles to guide the nurses in this department, depending on the context. For example, when they are learning, the leader can give orders while at the same time trying to inspire and guide the nurses.

Oncology Department

This is the department that deals with cancer patients. This department is best suited by transformational and innovative leadership (Gopee & Galloway, 2017). The oncology department focuses on giving their patients the best care while researching ways to help the patients beat the condition. It, therefore, requires a leader who motivates and encourages the followers to be innovative.

Organizational Management Principles in Primary care

One of the principles of management that need to be applied in the primary care unit is the division of labor. The primary care unit is the place a person gets to when they have a healthcare problem (Singh et al., 2017). The primary care unit has a wide range of professionals. This means that the primary care unit can only work effectively if there is division of labor and patients receive collaborative care from the different healthcare practitioners. Another principle that should be employed is the unit of command. That means that all the healthcare practitioners in this unit should only report to the head of the primary care unit. This ensures uniformity in the healthcare setting and that the patients are treated well. It also reduces conflict in the unit.

References

Ahammad, T. (2017). Personnel management to human resource management (HRM): How HRM functions. Journal of Modern Accounting and Auditing, 13(9), 412-420.

Gopee, N., & Galloway, J. (2017). Leadership and management in healthcare. Sage.

Singh, H., Schiff, G. D., Graber, M. L., Onakpoya, I., & Thompson, M. J. (2017). The global burden of diagnostic errors in primary care. BMJ quality & safety, 26(6), 484-494.

Weintraub, P., & McKee, M. (2019). Leadership for innovation in healthcare: an exploration. International journal of health policy and management, 8(3), 138.

Werner, J. M. (2021). Human resource development: talent development. Cengage Learning.