When an organization wishes to improve its performance, it should address critical issues or seize the opportunity. There is also a need to change the operation process, the structure of the organization, type, and the use of technology to support the achievement of the anticipated change. The organization's employees are the once to undergo the ultimate change in how they perform their duties. If the employees are unwilling to change or embrace new working ways, the entire organization will not achieve the set goals. Change management is critical when addressing equity in public health (Ford & Airhihenbuwa, 2010). This is because it ensures the change in running the sector, changes people's perception towards public health, and ensures every individual receives equal healthcare services regardless of social status, gender, and race. This paper aims at discussing the critical role of leadership towards the success of the organization and the importance of change management in addressing the threats to equity in public health.
Organizational behavior is the study of the performance of a group or individual and their respective actions by scanning their behavior in their working environment in the organization. Organizational behavior significantly influences performance in the organization, job structure, motivation, leadership, decision-making, and other essential aspects necessary for meeting the organization's set goals. Organizational behavior at the individual level includes the study of perception, creativity, personality, and motivation. On the group level, organizational behavior involves group gestures, interpersonal communication, networking, and roles. The micro-level organizational behavior involves the dynamics of the individual and group in the organization. In contrast, macro organizational behavior involves studying strategies, structures, and contingencies in the entire organization or industry.
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Good leadership is necessary for the management and motivation of the employees. One of the critical roles of leadership when managing and motivating employees is proper communication and understanding what motivates them. By communicating properly, leaders use their words to inspire and support the entire group of people in the working environment (Fiaz, Su, & Saqib, 2017). Another vital role of a good leader is to persuade, engage, and drive change in the organization. Through this, one can adequately motivate and manage employees effectively in the organization. From the leadership perspective, leaders in most organizations experience many challenges regarding the organizations' social and culture, especially when dealing with individuals from different cultures and origins. Leaders should understand their culture, for instance, their prejudices, biases, and the type of leadership style that they use. Having a proper understanding of an organization's socio and cultural aspects is essential because it ensures significant interaction between the leaders and the individuals operating using different styles and pace.
Interpersonal and interpersonal issues play a critical role in delivering quality healthcare because they significantly determine leadership and motivation amongst healthcare providers. Managers should ensure that a good relationship exists between the employee and other employees and between leaders and other staff members because it enhances teamwork (Hu & Liden, 2015). It is also crucial to ensure that each individual in the organization has confidence in themselves by complementing and rewarding them where it deserves. When solving issues such as racism and inequalities in the healthcare sector, it is essential to incorporate system thinking principles because it enables decision-makers to have a wide range of choices to help solve the problem. It also broadens an individual's thinking ability in the process, allowing an individual to articulate issues differently for better decision-making.
Social inequities, structural bias, and racism are some of the factors that undermine the achievement of healthcare equity at all levels. For the healthcare sector to succeed, they must incorporate health equity by investing in the appropriate structures and processes and dismantling racism in healthcare. In all three levels (micro, meso, and macro), structural biases create challenges that promote healthcare inequities. For instance, it might favor one group in the organization at the expense of the other groups. Social inequality also affects the delivery of quality healthcare in the community, organizational, and societal levels. Suppose the distribution of the healthcare facilities in a region is unfair. In that case, some people will experience more challenges when accessing healthcare services than the region with even distribution of health facilities.
Racism in healthcare services provision is another cause of inequities in healthcare because people with a particular skin color will tend to have better healthcare than the other group of people. The problem of racism also affects the delivery of quality healthcare to all people in the three levels. It is crucial to ensure that the healthcare sector uses appropriate structure, discourages racism, and provides social equalities to each individual, regardless of social and economic status, to receive quality healthcare services.
Kotter's change management theory is appropriate in addressing issues facing the provision of quality healthcare for all the people in all the levels, starting from the community to the entire society. John P. Kotter developed the theory, and it comprises eight stages, where each focuses on the fundamental principles relating to people's response to change (Rajan & Ganesan, 2017). The first five stages include increasing the urgency of the change, building teamwork, getting the correct vision, effective communication, and empowering actions. The last three stages involve focusing on short-term goals, persistence, and incorporating change. Every step plays a critical role in ensuring the achievement of change. For example, the second stage involves building teamwork, and this is critical because it provides the selection of a qualified team consisting of mixed skills, knowledge, and commitment to achieve the anticipated change in an organization. The last stage involves incorporating change. This is essential when anticipating organizational change because it reinforces the actions of change and makes it part of the organization's culture. It is important to put into consideration the aspect of systems management when applying the change theory. Effective implementation of systems management can help individuals adapt quickly and become more productive. This skill is essential for public health profesionals because it helps them ensure organization and smooth running of the organization during the change process.
It is essential to ensure that proper structure is used to guide the operation and delivery of healthcare services across the levels to enable achievement of health equity at micro, meso, and macro levels. At the community level, the structure emphasizes the adequate distribution of health facilities to ensure that every individual can access healthcare more conveniently. At the meso level, it is prudent to ensure that the organization has the necessary facilities and resources to provide quality healthcare services to all people. At the macro-level health sector should ensure the provision of quality healthcare services to all the clients regardless of their social and economic status.
Incorporating change in an organization or company is crucial because it ensures that the organization remains competitive and productive. It is, therefore, important for every organization to ensure changes take place to enhance its productivity. Organizational leaders should be at the forefront in leading the change management. Managers or leaders have a better understanding of the issues that are affecting the effectiveness of the organization. Organizations should evaluate their change management process to ensure that they have progressive development and enhancement of company operation over periods.
Change is essential when it comes to the proper performance of the organization. There is a need to change the organizational structure, operation process, and other factors necessary for the effective operation to enhance organizational performance. It is also essential to ensure effective organizational behavior at both the micro and macro levels. Kotter's change management theory is one of the approaches that can guide the organization's change management process. With good organization structure, every individual in the micro, meso, and macro levels will receive equal healthcare regardless of economic and social status. This is crucial in upholding equity in healthcare.
References
Fiaz, M., Su, Q., & Saqib, A. (2017). Leadership styles and employees' motivation: Perspective from an emerging economy. The Journal of Developing Areas, 51(4) , 143-156.
Ford, C. L., & Airhihenbuwa, C. O. (2010). Critical race theory, race equity, and public health: toward antiracism praxis. American journal of public health, 100(1) , 30-35.
Hu, J., & Liden, R. C. (2015). Making a difference in the teamwork: Linking team prosocial motivation to team processes and effectiveness. Academy of Management Journal, 58(4) , 1102-1127.
Rajan, R., & Ganesan, R. (2017). A critical analysis of John P. Kotter's change management framework. Asian Journal of Research in Business Economics and Management, 7(7) , 181-203.
