Description
LAMA ALJABRI
DM9
Beyond the immediate physical and mental health effects of workplace conditions on providers are the effects that ripple through the healthcare system. The effects of job stress on healthcare providers’ absenteeism, burnout, performance, and intention to quit or leave, have been well documented in the literature. Not surprisingly, stressed employees are more likely to be absent from work, be low performers, and have greater turnover rates than other employees. Similarly, satisfied providers are more likely to have satisfied patients. At the organizational level, these effects can permeate the organizational culture to create an unhealthy and ineffective workforce. Furthermore, stressed and dissatisfied healthcare providers are more likely to make medical mistakes that affect patients and have dissatisfied patients.(Kapinos et al., 2012)
As noted above, these relationships are complex and dynamic in such a way that not only are the effects felt at many levels (provider, patient, healthcare system), but also, they create a cycle of reinforcing behaviors and outcomes. (Kapinos et al., 2012)
So, it is important for coaching leadership exercise, it is important that leaders have a relationship of trust with their team, positively influencing their followers. Faced with this situation, this current and innovative model of leadership has proven to be an interesting alternative in the process of developing skills that are interrelated with leadership, such as the ability to relate, to work as a team, to communicate, to be resilient, among others.(Menezes et al., 2023)
Professional coaching can support individuals and organizations in four ways: (1) improving provider experience of working in health care, (2) supporting provider role and career development, (3) helping build team effectiveness, and (4) building an organizational coaching culture. There is evidence about effectiveness of coaching in business, and an increasing body of literature, including small randomized, controlled trials, supporting use of coaching in health care.(Stephany et al., 2023)
References:
Kapinos, K. A., Fitzgerald, P., Greer, N., Rutks, I., & Wilt, T. J. (2012). INTRODUCTION. In The Effect of Working Conditions on Patient Care: A Systematic Review [Internet]. Department of Veterans Affairs (US).
Menezes, H. de G. G., Bernardes, A., Amestoy, S. C., Cunha, I. C. K. O., Cardoso, M. L. A. P., & Balsanelli, A. P. (2023). Relationship between leadership coaching and nurses’ resilience in hospital environments. Revista Da Escola de Enfermagem Da USP, 56, e20220265.
Stephany, A. M., Archuleta, P., Sharma, P., & Hull, S. K. (2023). Professional Coaching in Medicine and Health Care. Clinics in Sports Medicine, 42(2), 195–208.
ALHANOOF ALESAWI
Coaching Leadership Style
Coaching Leadership Style
Introduction
Coaching leadership is considered an innovative model in the health field. It is based on the mutual commitment between leaders (coach) and followers to achieve goals. It is based on four domains: Communication; Give and receive feedback; Delegate power and exert influence; and Support the team so that the organizational results are reached organizational.(Relationship between Leadership Coaching and Nurses’ Resilience in Hospital Environments – PMC, n.d.)
Applying of coaching leadership style in the healthcare work environment
In the field of health care, workplace well-being is a crucial concern. And the coaching techniques can empower healthcare professionals, improve their well-being, and subsequently help patients by providing humanized care that is specific to the needs of end-of-life patients and their families. In order to reduce burnout, turnover, job discontent, and mental illness, leaders need to take measures that support well-being and assist their health professionals in developing resilience and facilitating skills.(Costeira et al., 2022)
This can be done by different strategies:
- Individualized Development Plans: Establish development plans that are specific to each employee’s strengths, areas for growth, and career goals. This aids in establishing precise objectives and doable actions.
- Empathy and Active Listening: Encourage an environment where medical staff members feel appreciated and heard. This promotes open communication and promotes trust.
- Feedback Mechanisms: Conduct frequent, helpful, and constructive feedback sessions to help employees understand their performance and areas for improvement.
- Skill Development: Provide coaching on particular abilities that are critical in high-stress healthcare environments, such as time management, communication, and settling conflicts.
- Team Coaching: Lead team coaching sessions to strengthen team relationships, promote better collaboration, and resolve any potential interpersonal conflicts.
- Mindfulness and Resilience Training: To assist healthcare workers in managing the challenges of their jobs, include coaching methods that emphasize stress reduction, mindfulness, and resilience.
- Mentorship Programs: Assist less experienced employees by matching them with more seasoned experts for coaching connections that offer support and direction.
- Goal Alignment: To encourage a feeling of purpose and passion among employees, make sure that individual goals line up with corporate objectives.
Healthcare companies can improve employee performance, patient care, and work atmosphere by incorporating these coaching techniques.(Coaching as a Model for Facilitating the Performance, Learning, and Development of Palliative Care Nurses – PMC, n.d.; Zuberbuhler et al., 2020)
Effect of coaching Leadership Style on Healthcare Systems
Coaching leadership style can significantly enhance my current work role by promoting collaboration, fostering professional development, and improving team dynamics. This can do by encouraging team members to take ownership of their tasks, and help them build confidence and develop their skills, leading to greater job satisfaction and autonomy. And open communication allows to understand team members’ challenges and aspirations better, andprovide tailored support and guidanceand being an active listener. And defiantly feedback sessions promotes continuous improvement, helping team members refine their skills and feel valued in their contributions. And putting a goal (SMARTgoals) ensures that team objectives align with individual aspirations, enhancing motivation and accountability. Offering coaching on specific competencies fosters professional growth and it will develop there opportunities.We can establish a more encouraging and effective work atmosphere that improves individual and team performance by embracing a coaching leadership style.(Leadership Effectiveness through Coaching: Authentic and Change-Oriented Leadership – PMC, n.d.)
Advantages of Coaching Leadership Style in Healthcare Systems
Enhanced employee engagement, skill development, adaptabilitywhich mean that “coaching leaders are often more flexible, allowing teams to adapt quickly to changes in the healthcare landscape”, And patient-centered care“which empowered staff are more likely to prioritize patient needs, leading to higher quality care”.(Coaching Leadership and Creative Performance: A Serial Mediation Model of Psychological Empowerment and Constructive Voice Behavior – PMC, n.d.)
Disadvantages of Coaching Leadership Style in Healthcare Systems
The disadvantage of coaching leadership style are Time-consuming, Inconsistent application, Resistance to change from some staff, Measurement of effectiveness could be difficult, And balancing authority and support.Healthcare managers can more successfully apply a coaching leadership style to optimize its advantages while resolving any potential issues by balancing these benefits and drawbacks.(Leadership Challenges in Health Care Organizations: The Case of Iranian Hospitals – PMC, n.d.)
References :
Coaching as a Model for Facilitating the Performance, Learning, and Development of Palliative Care Nurses—PMC. (n.d.). Retrieved November 5, 2024, from
Coaching leadership and creative performance: A serial mediation model of psychological empowerment and constructive voice behavior—PMC. (n.d.). Retrieved November 5, 2024, from
Costeira, C., Dixe, M. A., Querido, A., Vitorino, J., & Laranjeira, C. (2022). Coaching as a Model for Facilitating the Performance, Learning, and Development of Palliative Care Nurses. SAGE Open Nursing, 8, 23779608221113864.
Leadership challenges in health care organizations: The case of Iranian hospitals—PMC. (n.d.). Retrieved November 5, 2024, from
Leadership effectiveness through coaching: Authentic and change-oriented leadership—PMC. (n.d.). Retrieved November 5, 2024, from
Relationship between leadership coaching and nurses’ resilience in hospital environments—PMC. (n.d.). Retrieved November 5, 2024, from
Zuberbuhler, M. J. P., Salanova, M., & Martínez, I. M. (2020). Coaching-Based Leadership Intervention Program: A Controlled Trial Study. Frontiers in Psychology, 10, 3066.
1 day ago
RANDAH ZAFAR
Module 11
Introduction
The protection of human rights is a fundamental responsibility of the international community. Governments, non-governmental organizations, and intergovernmental bodies worldwide have made significant efforts to uphold and enforce human rights norms, yet significant challenges remain in addressing human rights violations globally. This research paper examines the mission, partnerships, and strategies of an international organization focused on human rights advocacy, as well as the challenges it faces in promoting and protecting human rights worldwide.(Miller, 2019).
The Mission of the Organization
The organization’s primary mission is to promote and protect human rights globally. It serves as a central hub for human rights advocacy, leveraging its extensive network of partnerships with governments, international organizations, and non-governmental actors to advance human rights norms and hold violators accountable. The organization’s work spans a wide range of human rights issues, including civil, political, economic, social, and cultural rights. Specifically, the organization focuses on advocating for the universal implementation of human rights treaties, developing policies and programs to address systemic human rights abuse, and empowering local communities and civil society groups to monitor and report on human rights violations in their respective regions.(Pijoh, 2023).
Partnerships to Protect Human Rights
The organization plays a crucial role in coordinating the efforts of a diverse array of actors to safeguard human rights. It partners closely with national governments to ensure the implementation of human rights treaties and the development of robust domestic legal frameworks. The organization also collaborates with international organizations, such as the United Nations and regional bodies, to shape global human rights policies and initiatives. (Bennett et al., 2015).
A key aspect of the organization’s work is its cooperation with non-governmental organizations and civil society groups. These partnerships allow the organization to leverage grassroots expertise and advocacy to identify and respond to human rights violations at the local level.
Challenges in Addressing Human Rights Violations
Despite the organization’s extensive efforts, it faces significant challenges in addressing human rights violations worldwide. One of the primary obstacles is the lack of consistent enforcement of human rights norms, as some states continue to resist or undermine international human rights standards.
Another challenge lies in the complex, multifaceted nature of human rights violations, which often intersect with issues of conflict, development, and environmental degradation. Addressing these interconnected challenges requires a comprehensive, multidisciplinary approach that the organization must continually adapt and refine. Moreover, the organization must navigate a complex geopolitical landscape, where competing national interests and power dynamics can impede its ability to effectively intervene in human rights crises.(Lopez-Claros et al., 2020).
Conclusion
The international organization examined in this paper plays a vital role in the global effort to protect and promote human rights. Through its extensive partnerships and multifaceted approach, the organization works tirelessly to address human rights violations and uphold the principles of human dignity and equality. However, the organization continues to face significant challenges in its mission, underscoring the need for continued international cooperation and commitment to the universal realization of human rights.(Gooden, 2023).
References
Bennett, K., Ingleton, D., Nah, A. M., & Savage, J. (2015). Critical perspectives on the security and protection of human rights defenders. The International Journal of Human Rights, 19(7), 883–895.
Gooden, S. (2023). Social Equity in Public Administration: A Global Challenge. Journal of Social Equity and Public Administration, 1(2), Article 2.
Lopez-Claros, A., Dahl, A. L., & Groff, M. (2020). Global Governance and the Emergence of Global Institutions for the 21st Century. Cambridge University Press.
Miller, H. (2019). Human rights and development: The advancement of new campaign strategies. The International Journal of Human Rights, 23(5), 719–739.
Pijoh, F. E. (2023). The Impact of Global Human Rights Advocacy on State Practices: A Multi-Country Study. The Easta Journal Law and Human Rights, 1(03), Article 03.
SHOROUK AHMAD
The Role of Human Rights Watch in Protecting Human Rights
The Role of Human Rights Watch in Protecting Human Rights
The humanitarian sector plays a significant role in campaigning for human rights and resolving injustices that endanger the dignity of persons globally. Among the important organizations in this sector is Human Rights Watch (HRW), which is devoted to preserving human rights through thorough research and activism. This presentation will look into HRW’s objectives, its cooperation efforts with other organizations, and the problems it has in its worldwide operations.
Mission of Human Rights Watch
Investigation and exposure of human rights violations, prosecution of those responsible, and promotion of legislative reforms that advance justice and human dignity are the goals of Human Rights Watch. To identify infractions, the group uses a fact-based approach. It also uses public opinion to persuade governments and officials (Dhanani & Connolly, 2014). According to HRW, human rights are universal and should be respected for everyone, irrespective of their circumstances or background. Human rights values, which aim to guarantee that everyone may live with respect and dignity, are in line with our objective.
Partnerships with Other Organizations
A wide range of governmental and non-governmental entities actively work with Human Rights Watch to increase the organization’s efficacy in advancing human rights. In order to increase HRW’s advocacy activities and reach a larger audience, these collaborations are essential. For example, HRW often collaborates with regional NGOs to collect firsthand allegations of violations of human rights, which enhances its advocacy efforts and reports (Silva & Plagis, 2023). In order to promote resolutions and initiatives that address human rights abuses worldwide, HRW also interacts with international organizations like the UN (Negi & Negi, 2020). This cooperative strategy not only increases HRW’s influence but also cultivates a network of groups that share its goals, increasing the efficacy of human rights advocacy as a whole.
Challenges in Addressing Human Rights Violations
The fight against human rights abuses is fraught with difficulties, notwithstanding Human Rights Watch’s resolute mission and cooperative efforts. One of the main challenges is the growing opposition from governments to human rights responsibility, especially in authoritarian countries where criticism is often suppressed (Goncharenko, 2019). Because governments may censor material or threaten local collaborators, this official opposition may make it more difficult for HRW to carry out its mission. In addition, HRW has to handle the intricacies of international law and politics, which may make its advocacy work more difficult. Because the organization depends on grants and contributions to finance its activities, resource constraints also present a problem because it leaves it open to changes in funding sources. To ensure that HRW can carry out its mandate in spite of the difficulties it faces, these issues call for a strategic approach to advocacy and cooperation.
Conclusion
Motivated by its goal to expose violations and promote justice, Human Rights Watch is an essential part of the global human rights scene. By means of strategic collaborations with diverse entities, HRW augments its ability to effectively tackle human rights abuses. However, a number of obstacles, such as budget limitations and governmental opposition, make the organization’s work more difficult. HRW must address these issues if it is to uphold its dedication to human rights and guarantee that the opinions of people impacted by abuses are heard and taken into consideration.
References
Dhanani, A. and Connolly, C. (2014). Non-governmental organizational accountability: talking the talk and walking the walk? Journal of Business Ethics, 129(3), 613-637.
Goncharenko, G. (2019). The accountability of advocacy NGOs: insights from the online community of practice. Accounting Forum, 43(1), 135-160.
Negi, S. and Negi, G. (2020). Framework to manage humanitarian logistics in disaster relief supply chain management in India. International Journal of Emergency Services, 10(1), 40-76.
Silva, N. and Plagis, M. (2023). NGOs, international courts, and state backlash against human rights accountability: evidence from NGO mobilization against Tanzania at the African court on human and peoples’ rights. Law & Society Review, 57(1), 36-60.
