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Leadership life cycle theory applied in personnel management in a hospital.

Author: LiRiDa ChenBenZuo From: www.yourpaper.net Posted: 2010-05-27 08:32:03 Read:
Abstract: with the growing competition of medical institutions, talents become the key factor in the development of the hospital, in the hospital in the process of development, the introduction of talent, talent training work is becoming more and more important.How to deal with the cultivation of talents has become an important issue.This paper is based on the management theory of leadership life cycle, with its own characteristics and the growth cycle of medical talents, from the perspective of human resource management, analysis of each stage of the work, accelerate the introduction of talents and the existing hospital staff development.
Keywords: Doctor life cycle theory of leadership training and management of

1 on the theory of leadership life cycle

Leadership life cycle theory is first proposed by Kaman (A.K.Karman), by Hersey (Paul Hersey) and Blanchard (Kenneth Blanchard) situational theory, a wider spread of leadership development, characteristics of this theory is that, not only consider the leadership style, and in consideration of its subordinate "maturity", pay attention to the difference between subordinates and growth stage.The main spirit of the theory is to emphasize the different mature degree of employee, should adopt different leadership styles, in order to achieve the most effective leadership.This theory applies not only to the enterprise, also can inspire the human resource managers how to accelerate the development and management of human resources.
(1) four kinds of specific leadership style leadership life cycle theory.Leading life cycle two leadership dimensions and the Fiedler division theory uses the same: work behavior and relationship behavior, thought that each dimension is low with high, which consist of the following four specific style of leadership.One is the command Leadership (high a low relationship), that the leader define roles, tell subordinates what should do, how and when and where to do.The second is to persuade the leadership (high a high relationship), that the leader also provided instructional behavior and supportive behavior.Third is the participative leadership style (low a high relationship), that the leader and subordinate joint decision making, the main role of leaders are provide convenience and communication.The fourth is the authorized Leadership (low a low relationship), that the leader to provide guidance or support a few, encourage subordinate independent work by authorized [1].
(2) define the life cycle theory of leadership on subordinate maturity.Hersey Blanchard's theory of leadership life cycle according to the different circumstances of growth, according to the willingness and ability of people to complete a specific task, the subordinate maturity (Readiness) is divided into four stages.The first stage: these people to perform a task without ability and unwilling.They are incompetent and can't be trusted.The second stage: these people lack of ability, but is willing to perform necessary tasks.They are active, but there is still a lack of adequate skills.The third stage: these people have the ability, but not willing to do the leaders hope they do work.The fourth stage: these people are able and willing to do to let them do the work.Effect of maturity by the sense of responsibility, sense of achievement, work experience, education, etc..

Community characteristics of 2 medical personnel analysis of

"Medical personnel" includes the introduction and two parts by hospital culture, but they have the similar characteristics, they grow in line with the characteristics of the analysis of the subordinate maturity of leadership life cycle theory in many aspects.
(1) a high degree of culture, to accept new things quickly, development potential.They received a good education, have certain professional foundation; young and energetic, open-minded, speed and degree to accept new things quickly; easily assimilated by tissue culture.
(2) have ideal, have ambition, but the frustration and lack of preparation.Most of the people are full of confidence on their own, they think they can become an expert in a given field; most people are not familiar with the skills and Strategies of interpersonal communication, which makes them encountered many setbacks in the early stage, and even give up on themselves.These particular parts of the introduction of talent in the early challenges.
(3) personality, the pursuit of absolute equality.For slightly by some basis of people, they often overestimate their own level, and show strong personality inadvertently; in income treatment in areas such as the pursuit of absolute fairness, selected the same skills, market on the academic staff as a comparison object [2], ignoring the history of organization of rules; pay attention to their own rights and interests, very sensitive to no respect for their personality; for the problem of willing to reveal their views.

3 medical personnel's growth cycle and the corresponding management strategy of

(1) clinical rotation period.Both undergraduate and graduate, the clinical work, the first clinical year around rotation internship.It should be said, this year the doctor to perform a task alone, is often unable and unwilling, they are incompetent and can't be trusted.In accordance with the division of leadership life cycle theory, the medical personnel maturity in the first stage, human resource managers can use the command leadership to manage them, leaders define roles, tell subordinates what should do, how and when and where to do.
(2) resident stage.For most medical talents, this stage is the only way which must be passed, time 2-5 years.This period of time, the doctor began gradually familiar with the work, has the desire to work independently.In accordance with the division of leadership life cycle theory, the medical personnel maturity in second stages: these people lack of ability, but is willing to perform necessary tasks.They are active, but there is still a lack of adequate skills.Human resource managers can use to convince the leadership (high a high relationship) to manage them, this time leading the way in addition to the necessary orders, mainly through persuasion, emotional communication and mutual support to complete the work.From the management practice of college students, the biggest problem encountered in this stage is the business ability and interpersonal communication skills and lack of.The requirements of human resources management at this stage to strengthen the basic qualities, professional skills and interpersonal communication skills, especially in interpersonal communication skills, leading cadres should set an example for their.(3) attending stage.This period of time in the 2-5 years.This phase of the doctor further familiar with the work flow and standard, often can deal with some problems independently, the level of business growth is very rapid, but ego prone to consciousness, desire for independence.In accordance with the division of leadership life cycle theory, the medical personnel maturity in the third stage, these people have the ability, but not willing to do the leaders hope they do work.Human resource managers can use the participative leadership style (low a high relationship) to manage them, in the management, should let them participate more in decision-making, leader and subordinate joint decision making, the main role of leaders are provide convenience and communication.Local college students to master the advanced scientific knowledge, full of vitality and spirit of innovation, this stage is to create conditions so that they gradually show their advantage, play an important role in the period.
(4) director, deputy chief physician, physician stage.This phase of the talent should be said that the basic independent, working ability and balance all kinds of relations is relatively mature, the brilliant period gradually into the life.These people often have started or in the leading position of the professional, know how to control.In accordance with the division of leadership life cycle theory, the medical personnel maturity in the fourth stage, these people are able and willing to do to let them do the work.Human resource managers can use authorized Leadership (low a low relationship), the leader to provide guidance or support a few, encourage subordinate independent work by authorized [1].During this period, the management should give them more rights, encourage their independent work, let them give full play to their one's ability and cleverness.

4 conclusion and practice of

Our hospital personnel department after several years of exploration and practice, drawing on relevant knowledge leadership life cycle theory, starting from the angle of leader, corresponding management and incentives for different stages of maturation of medical talents, has made some achievements.For newly graduated students, we guide the relevant functional departments and related teaching staff, pay attention to gradually cultivate from clinical rotation period; on the introduction of talent, including the master, doctor, we focus on the intervention from the corresponding stage, give full consideration to its maturity, to its full development, help the occupation target setting, accelerate its growth.In recent years, the hospital talent introduction work smoothly, especially proud of is, the mobility decreases obviously.Leadership life cycle theory of human resources work under the guidance of the effective motivation of the introduction of talent is the student, to the important role of the stable development of the hospital.

Medical personnel's growth is a process, each stage has its own characteristics, in the planning of their culture or the introduction, we should fully consider its maturity, consider working with guiding strategy in different stages, which is the requirement of human resource management, more is to motivate staff stability, promote the development of hospital requirements.
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