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Assess The Influence Of An Organisation's Culture On Its Leadership Styles And Practices

2061 Words9 Pages

Assess the influence of an organisation’s culture on its leadership styles and management practices.

For 2017/18 the Trust Objectives are:
Valuing Our Staff: Recognising the contribution of our staff and helping them develop and achieve their potential.
Improving Quality and Reducing Harm: Focusing on continuous improvement and reduction of waste.
Strengthening Team Working: Developing and strengthening safe and compassionate care for our patients and shaping future health across Dorset.
Listening to Patients: Ensuring meaningful engagement to improve patient experience.
Our Values give us the day to day behaviours we care about and want to represent. Every single employee of the Trust has an important part to play in the delivery of patient …show more content…

It is not always necessary for all departments to wear uniforms - again this is a choice made by the department managers.
There are lots of rules, regulations and professional governing bodies to conform too within the NHS, some nationally some within each department. There are very strict guidelines that have to be followed in certain situations, if they are not it could result in police involvement, prosocution and even prison sentencing in some cases. There are multiple disaplinary procedures that can be used to investigate any number of situations from sickness to job competency.
The hospital is broken down into different directorates who have to report back to the trust board on a regular basis. Any major decisions have to get approval once all the appropriate paperwork/reports are completed. This is a lengthy process and is one of the down sides of such a big organisation as there maybe two or three other managers this has to go through before reaching the board. In the private sector for example you may have a decision in a few weeks where as the NHS you would be looking at a few months. There are many controls in place for all areas within the NHS, from the patient end this would be waiting lists for seeing a doctor/specialist a paitent shouldn’t wait for more than 16 …show more content…

It can help businesses/organisations make decisions and solve problems and help effectively deal with change. It approaches the issues from several different directions. However, managers must consider all the seven components in order to effectively use the framework. This can be a disadvantage however because it has both a rational and emotional approach and relies on all seven components. If one part of the organization changes, then they manager must restart the analysis from scratch as all other parts will also

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