The changes should take place in a systematic place without tampering with the existing system. This paper presents an in-depth analysis of the most effective ways of managing shift pattern in health system. Extended working hours and shift work has in the recent past become a universal state of affairs in most organisations and industries in the world. Recent statistics have confirmed that, more than 25% of employees in the world are engaged in work outside regular working hours (Martin, Charlesworth and Henderson 2010, p. 123). Shift working has equally become an integral facet in many sectors in the world including health care systems. The contemporary healthcare intricacy has turned global healthcare system in to a 24 hours operating system. This has a result brought about the need for the introduction of a shift pattern to facilitate effective 24 hours operations. The reality in 24-hours service delivery in health sector is that, health professionals are expected to develop a consistent shift pattern that will meet the needs and demands of the clients, administration, and employees. The adoption of shift pattern or change in shift pattern is a complicated process which brings about ethical, personal, and legal complications in health sector (Higgs, Jones, Loftus and Christensen 2008, P. 95). If inadequate managed, shift pattern can result to fatigue and ill health among healthcare professionals. Fatigue and work overload can as a result generate harmful implications on patients’ healthcare. As defined, shift pattern is a process where one employee is expected to replace another one in the same job within 24-hours period. Shift pattern is used to explain healthcare activities that are scheduled outside the normal working hours and is characterised by handing over of duties from one person to another (Royal College of Nursing 2009, p. 97). Based on the available statistics on the long term and short term health and professional complications associated with shift pattern, a lot need to be done by healthcare employees and management to protect the safety and health of healthcare professionals (Royal College of Nursing 2009, p. 97). Management/Leadership Style To effectively attain the maximum benefit of shift-pattern, healthcare managers ought to adopt coaching leadership. This form of leadership will educate the employees on the most effective means of adapting to the proposed changes. The style also helps leaders to build personal strengths among employees in an organisation. Coaching leadership style will also help employees to learn the most effective way of working as a team. On the other hand, participative and democratic leadership is as well very essential in the achievement of health system change process. in this cases leaders are expected to involve members in decision making process and in the entire change process. Total involvement of all employees in decision making process is also very essential in improving employees’ job satisfaction. Moreover, despite improving organisation profitability, participative leadership also helps in the development of employees skills. By using participative form of leadership employees and other stakeholders develop a feeling of control of the organisation destiny. Organisational Culture As defined, organisational culture entails
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