The leadership styles and management practices in two real life Essay

The leadership styles and management practices in two real life organisations - Essay ExampleThe leadership styles and management practices in two real life organisationsThe National Health Service (NHS) is an organization offering health care to all English citizens, regarded as the countrys great need. Its stakeholders include health professionals, support workers and organisations. Its funding originates from the tax collected from citizens, with the Parliament acting as its watchdog (NHS Direct Web). The NHS Direct is part of UKs NHS. It is a new, nurse based health advice service that operates within a 4 hour clock system. Health advice are delivered through phone contacts. Its objective is to get out an equal play ground in health services despite time and space, regardless of the background of the nurse. Health software called Clinical Assessment agreement (CAS) is used for service delivery (NHS Direct Web).According to Webster (2002), provision of healthcare via interactiv e television will incr travel efficiency and conveniences in accessing healthcare (p.430). Gann (2002) emphasizes that most people will prefer using the interactive healthcare software more frequently and urgently before reaching the doctors. This will ease pressure on doctors and other healthcare providers. The key issue in this system is how it makes use of technology. The remote non-face-to-face delivery of healthcare creates a favourable surroundings to its providers. Background of St. MungosSt. Mungos is a voluntary organisation supporting the homeless. Its objectives are summarized in four words preventing, alleviating, assisting and influencing the homeless. The organisation offers several services equivalent preventing homelessness, emergency services such as flood stricken areas, and recovery from homelessness. It relies on voluntary funding from donations and service trust from companies. The success of the organisation is sheer from innovations and awards it has recei ved since its inception. In the innovation sector, it has managed to initiate life works programme, St. Mungos Palliative Care Service and ReVive. It has been shortlisted in awards like the Lodge, Peer Advice Link and putting Down Roots among others (St. Mungos, 2012). Key observations from visits and discussion of the relevance of these observations A) St. Mungos I visited the organization and held some discussions with the management in trying to find out how things are done, and my committee was very successful. I particularly visited the Department of Health and Recovery and sought audience with Director Peter Cockersell, who was cooperation. He explained to me that the kind of leadership style in the organization is called a recovery approach, which was adopted in 2007. This meant that it had to shift from its traditional strength relationships between staff and service users. Currently, the organisation does not consider recovery as an outcome, a method or structure but as a description and a process of change. Recovery is defined as power within an individual, encompassed in a social process. An individual must show commitment and ability to create and lead a satisfying life. Flexibility and creativeness are attributes in recovery. Recovery remains as the source of frame work for St. Mungos staff and client. Their roles and identities rely on this framework-recovery (Clarke, 2002, p.20). The organisation realised that the power designation of staff, workers and other work title positions created divisions within the society