Effective Manager Welcome 4 th July 2012 Tony Zarola.

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Presentation transcript:

Effective Manager Welcome 4 th July 2012 Tony Zarola

Objectives Outline the research context Effective manager behaviour Research into practice

The research Conducting organisational risks assessments for health and well-being across healthcare sector Understanding aspects of the workplace that protect and promote health as well as those aspects that damage/diminish health

Health Management Cycle

Management behaviour Have you ever worked for a manager you considered to be supportive? Have you ever worked for a manager you considered to be unsupportive?

What did staff have to say? ‘’I’ve been very lucky I’ve had a really good manager in the past, and the one we’ve got now is brilliant. They have an open door attitude, will listen to you, tries to work on your home life balance as best she can, it’s really good... It just gives you a better feeling in yourself, you know you can talk to her and you don’t worry about what she says, you can go with anything to her, she’d listen, I think that’s very important.’’ Supportive Manager Behaviour

What did staff have to say? ‘’I’m having problems with my manager... whatever I do isn’t good enough... I really feel really undermined...I wouldn’t say that I feel valued...I would move jobs if I could. If I can say this, I’m just buying my time. I’m really not bothered about being off from work, if I have to take a sickie I will – they don’t care for me so I don’t really care for them or the Trust any more.’’ Unsupportive Manager Behaviour

Management behaviour Manager Available Listens Encourages Criticises Inconsistent Feedback Conflict Thank You Fairness Blame Pressure Unrealistic

Reporting the research Recommended SuggestionIllustrative Quote Managers should provide feedback and communicate openly on actions/ decisions taken “It’s not just the communication. It’s actually being honest...and answering the questions. And being open.” Managers should be consistent and equal in their treatment of staff, and should lead by example “Management shouldn’t allow it to be one rule for one and another rule for another...it winds me up when managers set the policy then don’t follow it themselves.” Managers need to consider how best to protect staff from increasing and competing demands “We feel like we are fighting a constant battle because there are different demands coming in from different people.”

Research into practice Evidence Based Tailored To Context Targets Core Behaviours Utilises Scenarios Modular Supported & Evaluated Other Features Supported by software system Access to scenario bank Targets all management levels Train the trainer Behaviour assessments Organisational behaviour Index

IMPACT DEMANDS HEALTH SUPPORTIVE MANAGER Architecture of Health RESOURCE

Effective Manager Thank You 4 th July 2012 Tony Zarola