Effectiveness of Leadership, Management, and Governance Competencies for Performance Improvements at Primary Health Care Entities in Ethiopia: A Before and After Study

Argaw, Mesele Damte; Desta, Binyam Fekadu; Muktar, Sualiha Abdlkader; Tewfik, Nurhan; Tefera, Bekele; Abera, Wondwosen Shiferaw; Bele, Temesgen Ayehu; Buseir, Selahadin Seid; Rogers, Deirdre; Eifler, Kristin

doi:10.4236/jhrss.2021.92016

Cited by 4 publications

(5 citation statements)

References 10 publications

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“…Leadership training and mentoring sessions, facilitated with the support of partners build the leadership capacity and competencies of women, and prepare them to be competent for leadership dispensation. This finding aligns with that of Desta et al (2020) and Argaw et al (2021), where facilitating leadership training and coaching activities were found to be effective in building the desired competencies [ 38 – 40 ].…”

Section: Discussionsupporting

confidence: 90%

Exploring the opportunities and challenges of female health leaders in three regional states of Ethiopia: a phenomenological study

et al. 2022

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Background Gender equity involves fairness in all aspects of life for women and men and is usually determined by social, political, economic, and cultural contexts. The proportion of female leaders in healthcare within the health sector is low. The aim of this study was to explore and describe the experiences, opportunities, and challenges faced by women in their path towards becoming leaders within the health sector. Methods This study was conducted using the phenomenological method of qualitative inquiry. The approach was chosen for its merits to narratively explore and describe the lived stories and shared experiences of women leaders in the healthcare system. A purposive sampling technique was used to identify six women leaders. Semi-structured interviews were conducted through telephone by the investigators. The qualitative data analysis was conducted parallel with data collection, using steps of thematic analysis. Results This study identified individual, societal, and organizational level opportunities and challenges that had an influence on the career paths of female health leaders in Ethiopia. The leadership positions were an opportunity in the career development of women who had long-term goals, were known for their empathy, and exercised wise use of resources. In addition, women who had the support of close family members and their peers are more likely to compete and rise to leadership positions. Furthermore, women who received organizational support in the form of affirmative action, training, development, and recognition also tended to rise to leadership positions. However, women who assumed leadership positions but whose day-to-day decision-making was influenced by their supervisors, those who had experienced sexual harassment, and those under the influence of societal norms were less likely to attain leadership positions. Conclusion The opinions and experiences of female health leaders revealed that individual behaiour whileassumming a leadership positon, empathy, and wise resource management positivey influence their career development. In addition, female health workers who had support form close family members and peers strived for growth to leadership positions. Furthermore, the presence of organizational support, in the form of affirmative actions, and succession planning were another opportunity for females in their career paths. Conversely, some social norms were found to deter female health workers from advanicing to leadership positions. Therefore, enhancing the leadership capacity of women and improving social and organizational support is recommended. In addition, addressing the low level of self-image among women and patriarchal societal norms at the community level is recommended.

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Section: Discussionsupporting

confidence: 90%

Exploring the opportunities and challenges of female health leaders in three regional states of Ethiopia: a phenomenological study

et al. 2022

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“…The results of the identification of 108 regional innovations were then measured by the local Service Indicators used, consisting of the first indicator being Leadership and Governance, being a determining indicator in organizational services, in line with the article ( Argaw et al, 2021 ; Kusmiarto et al, 2021 ; Mensah, 2021 ; Taryono et al, 2021 ), this indicator is limited to five components consisting of (1.1) The vision and mission of the organization; (1.2) The strategic plan; (1.3) Harmonization of regional strategic plans with Provincial/National Strategic Plans; (1.4) Organizational structures; (1.5) Organizational functions and organizational governance. Then the second indicator Structure and System, which is the main key in organizational service, is in line with the study ( Smith et al, 2012 ; Srinivasan et al, 2019 ; Flores-Cabezas et al, 2020 ).…”

Section: Resultsmentioning

confidence: 99%

“…Some literacy has contributed to organizational performance, but is still done partially, from the perspective of Leadership and Governance; Structure and System; Human Resources; Financial Management; Program Management; Monitoring and Evaluation Plan; Partnerships, External Relations, and Networks; Knowledge Management; and Organizational Innovation. Leadership and Governance tagged with articles from Ansell et al (2021) , Areal and Sheppy (2021) , and Argaw et al (2021) .…”

Section: Introductionmentioning

confidence: 99%

Capacity Development of Local Service Organizations Through Regional Innovation in Papua, Indonesia After the COVID-19 Pandemic

Prasetyo¹,

Gartika

Hartopo³

et al. 2022

Front. Psychol.

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This study aims to identify and describe the regional innovations produced in Keerom Regency, Papua Province, Indonesia after the Coronavirus disease 2019 (COVID-19) pandemic, to analyze integrated regional service capacity indicators with a special focus on organizational performance indicators in integrated units that can be measured quantitatively and simply. In addition, to create an understanding of organizational performance in geographic areas. The method approach uses a mixed-methods description to tell the results of the study. Secondary data were analyzed in the form of innovation proposals for as many as 108 regional innovations. The analysis used adopts local service capacity which was developed with additional indicators of innovation. Local Service Indicators used to consist of Leadership and Governance, Structure and System, Human Resources, Financial Management, Program Management, Monitoring and Evaluation Plan, Partnerships, External Relations and Networks, Knowledge Management, and Organizational Innovation. Local services are built using spreadsheet tools to make the process easier to use. The result is that organizational services in regional innovation as a whole still reach a score of 52% on a 100% scale giving the result that organizational services have been carried out amid the limitations of local governments which are characterized by limited knowledge needed, not yet optimally prepared programs, low organizational acceleration. For regional innovation, the harmonization process between planning, evaluation, and monitoring is not yet optimal.

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“…It is recommended that the Ministry of Health, and President's Office-Regional working in PHC facilities in Zambia (Foster et al, 2018). A study in Ethiopia, has also reported that training of managers of PHC facilities helps to improve implementation of priority health interventions, and that it can help to achieve the sustainable development goals (Argaw et al, 2021). Also, a mentorship approach has been shown to have potential of improving capacity of health centre managers in Ethiopia to adhere to set management standards (Liu et al, 2022).…”

Section: Discussionmentioning

confidence: 99%

Functionality of Primary Health Facilities Management Teams: Learning from 2017/2018’s Tanzania Star Rating Assessment

Mwaisengela¹,

Hokororo²,

German³

et al. 2023

JSSM

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Background: Having a proper health system management with skilled health managers has been shown to be an important foundation for a high-quality health system. Primary Health Care (PHC) is important in ensuring the achievement of universal health coverage. To achieve this objective, it is important to strengthen the management of PHC facilities. This study aims at ascertaining the functionality of Health Facility Management Teams (HFMTs) in PHC facilities in the context of Star Rating Assessment (SRA) in Tanzania. Methods: This is a quantitative secondary data analysis using the SRA re-assessment data collected in the fiscal year 2017/18. HFMTs functionality was measured by the desirable performance of four indicators, namely availability of the HFMTs, formal appointment of HFMTs, regular meeting of HMT and quarterly meetings conducted. The proportions were compared by using proportion Z and chi-square tests. Results: This study involved 5933 PHC facilities, the majority of which were dispensaries (87.6%), rural located (78.3%

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Effectiveness of Leadership, Management, and Governance Competencies for Performance Improvements at Primary Health Care Entities in Ethiopia: A Before and After Study

Cited by 4 publications

References 10 publications

Exploring the opportunities and challenges of female health leaders in three regional states of Ethiopia: a phenomenological study

Exploring the opportunities and challenges of female health leaders in three regional states of Ethiopia: a phenomenological study

Capacity Development of Local Service Organizations Through Regional Innovation in Papua, Indonesia After the COVID-19 Pandemic

Functionality of Primary Health Facilities Management Teams: Learning from 2017/2018’s Tanzania Star Rating Assessment

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