2.3 Interactions between leadership and the values/culture of an organisation

Course: NVQ Level 5 Diploma In Leadership & Management for Adult Care (RQF)

Unit 1: Leadership & Management in Adult Care

LO2: Understanding the importance of leadership and management in adult care settings

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2.3 Interactions between leadership and the values/culture of an organization

You will be required to think about how your leadership and management skills are impacted by both internal and external factors. What does this mean? Well, it’s quite simple. You see, organizations are both influenced by their cultures and the values/ethics they promote but at the same time impact upon these very same factors.

Organizational culture and values

The culture and values of an organization are what sets it apart from all the rest. When employees look for a job, they want to know that their work will be valued and appreciated. The first step in creating a positive organizational culture is defining the company’s core values and finding ways to live them out every day. Core values are the backbone of an organization; they help keep everybody focused on what is important in achieving success.

Personal values of self and others

The personal values of self and others are the basic building blocks in developing a healthy organizational culture. If these values are not in line with your organization, you will need to make some changes to ensure they support each other. In addition, when the leaders’ values don’t align with those within the organization, it can lead to problems both within the team and the leadership group.

Openness and transparency

Promoting an open, honest culture throughout your organization will help to create a positive work environment that encourages personal and organizational growth. Honesty is important in the healthcare sector; it goes hand-in-hand with the duty of candor (telling the truth), whistleblowing on unethical behavior or corruption within organizations where employees can trust one another enough not only to report wrongdoings but also come forward themselves when they spot something happening without fear for their own safety while doing so–this kind of transparency makes people feel safe about reporting issues because there isn’t any hidden agenda behind what you say!

Inclusion of staff and others

Inclusion of staff and others is important for a number of reasons. Not only is it necessary to respect the cultural differences between people from different backgrounds, but accepting those with disabilities as well helps to create an inviting environment that encourages diversity and stand up for what you believe in; this kind of behavior instills confidence and shows that you can be trusted to provide what is best for both your employees and patients, which shows you are serious about putting the right people in the right places.

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Managing conflicts and addressing difficulties

Conflicts in the workplace are also an important part of relationships, especially in healthcare where you will be working with people from different backgrounds and cultures; conflicts arise when values are misaligned. When this happens it’s important to address the issue before it starts dividing the group further. Instead, coming together as a team to see what can be done will promote understanding and help to avoid further conflict; this is an important factor when considering the organizational culture of health care.

Positive engagement of colleagues and those receiving care and support

Positive engagement of colleagues and those receiving care and support is also important, as it helps to create a stronger bond between employees. If your staff feels comfortable enough to come forward with an idea or concern, you are more likely to be able to deal with it in a timely manner. In addition, if those receiving care and support feel as though they are being listened to by the whole team, it will promote a sense of satisfaction that can only contribute to the overall patient experience.

Giving and receiving positive and negative feedback

Feedback is a two-way street. Giving and receiving positive and negative feedback is important for all parties involved. By providing constructive criticism, you are more likely to avoid conflicts in the workplace while showing your team members they can trust your judgment enough to come forward when something is amiss. You will also show that you have their best interests at heart which creates this kind of environment where people feel comfortable enough to express themselves without feeling intimidated or judged.

A manager must always ensure open communication channels exist between themselves as well other managers down the chain if any type of concern has been raised. Whether the feedback is positive or negative it’s important to recognize individual efforts because that will show appreciation for what people do at work, which can affect their overall wellbeing and contribute towards job satisfaction.

The experience a manager should have to excel in this role will depend on a number of factors including the size and complexity of the organization as well as the number of employees.

For example, those who are keen on becoming managers should spend time gaining experience by working their way up from other roles within an organization. This kind of personal initiative will show that you have a track record of being able to deal with different kinds of people, you have the capacity to take on challenges, and also that you can solve problems.

In addition, it is important during the interview process for the candidate to demonstrate that they have an understanding of how their role fits within the overall organizational structure as well as awareness about what other managers do within the organization.

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