CT 6-550


Impact of Leadership Styles on Healthcare Quality in Saudi Arabia

Figure 1-1: (Mark, 2016)


Autocratic leadership

Democratic leadership

Servant leadership

Types of Leadership Styles

Throughout the world, the healthcare sector is struggling to provide quality healthcare while managing costs. Top management support an important factor for quality management in providing a clear direction to employees’ satisfaction. As West (2014) explains, a notable aspect of successful quality management (QM) is leadership. Different leadership styles exist, some of which are stated above. In autocratic leadership style, leaders have significant control over staff and rarely consider worker suggestions or share power. Democratic leadership is one style in which leaders ask for input from team members before making decisions. In servant leadership, leaders prefer power-sharing models of authority, prioritizing the needs of their team and encouraging collective decision-making. Each of the styles above has had an impact on the quality of healthcare in Saudi Arabia as discussed below.


Little or no input from group members

Leaders make all decisions

Leaders dictate all work processes

Group members are rarely trusted.

Autocratic Leadership

Figure 1-2: (leadership-toolbox.com, 2018)

Autocratic leadership style, as initially explained, does not give workers an opportunity to take part in decision making. Involvement of workers in decision making has both advantages and disadvantages (Rowitz, 2013). Some of these advantages include; it can be effective in small groups where leadership is lacking, can also be used well in cases where a great deal of pressure is involved and manufacturing and construction work can also benefit from the autocratic style. The various cons of this style include; the style tends to discourage group input and also can impair the morale of the group in some cases. While autocratic leadership does have some potential pitfalls, leaders can learn to use elements of this style wisely. Balancing the style with other approaches lead to better group performance.


Distribution of responsibility

Empowering group members

Aiding group decision-making process

Democratic Leadership

Democratic leadership has its own advantages. However, nothing can have only advantages; it will also have its own cons. The advantages of democratic leadership style are; it fits almost every business, it often has solutions for complex problems, promotes a creative environment and it builds strong teams. The disadvantages include; it takes long to process decisions, it is always time-consuming, tends to become apologetic and it seems to be uncertain. The uncertainty in this type of leadership gives a second thought when a person is choosing which leadership style to adopt. Democratic leaders sometimes become indecisive in certain situations, especially during a crisis as West (2014) says. These individuals wouldn’t function in an authoritarian role and may not deliver. This is my current leadership style.






Servant Leadership

Figure 1-3: (mppob.com, 2018)

This type of leadership style, just like the others has its own advantages and disadvantages. The advantages include; it manages change effectively and has high employee satisfaction rates since it aims at listening to their needs, and ensuring that they are comfortable. Also, using the servant leadership style, leaders create a positive atmosphere because of their values and runs team-building exercises that allow team members to showcase their skills and collaborate more effectively with other employees (Rowitz, 2013). This improves their skills, remain united and struggle to improve in skills. However this style is time consuming, with the excessive work for both the leader and servant; what is left afterwards is questionable. It is not a one man job, nor a two man job. It requires member dedication.


I value relationships like servant leadership

I believe in Empowerment of followers

Believe in mutual obligations

Democratic Leadership Style and My Covenant Leadership

Laissez-Faire Leadership, which is my current style, is a type of leadership style in which decision making is left to the employees with little to no guidance from leadership (Wong, 2018). With this style, production is normally low because the leader does not directly supervise the employee s. Leaders will provide resources, but employees are expected to diagnose and resolve issues on their own.  This can be effective in situations where the employees are both motivated and capable to work on their own with minimal direction from management.  It closely aligns with democratic leadership style in that in both, the employees are involved in decision making. There is active participation and cooperation of employees.


Better collaboration and decision making

Convenient working environment

Better communication

Better skills.

Impact on Quality of Healthcare Quality Improvement Initiatives

Good leadership styles are a mandatory to good quality healthcare service delivery (Lorber at el., 2018). Within Saudi Arabia leadership has had a role in improvement of the quality of healthcare. Although it has been a rather slower development it has recently been acknowledged as vital in Saudi Arabia. Democratic leadership has really helped in making better decisions. Input views from employees on better initiatives on how to increase quality of services has led to a wide range of initiatives from which the top management can choose to implement. The servant leadership style has ensured the health care employees operate conveniently. Through commitment of leaders to serve the employees, employees have had a conducive environment in which to offer quality services. Autocratic leadership in the healthcare has also contributed in good quality .


Al‐Yami, M., Galdas, P., & Watson, R. (2018). Leadership style and organisational commitment among nursing staff in Saudi Arabia. Journal of nursing management, 26(5), 531-539

Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Hagland, M. (2016). A Strong Message from Two HIT Leaders on Leadership and Strategy and What Lies Ahead. Retrieved from https://www.healthcare-informatics.com/blogs/mark-hagland/payment/strong-message-two-hit-leaders-leadership-and-strategy-and-what-lies

Leadership Styles: Autocratic Leadership (2018). Retrieved from http://www.leadership-toolbox.com/autocratic-leadership.html



Lorber, M., Treven, S., & Mumel, D. (2018). Leaders' Behavior in Association With Job Satisfaction and Organizational Commitment. In Nursing education, administration, and informatics: breakthroughs in research and practice (pp. 308-330). igi global

Servant Leadership and Health Care: Critical Partners in Changing Times. (2018, January 23). Retrieved from http://amppob.com/servant-leadership-health-care-critical-partners-changing-times/

West, M. A., Eckert, R., Steward, K., & Pasmore, W. A. (2014). Developing collective leadership for health care. London: King's Fund.

Wong, S. I., & Giessner, S. R. (2018). The thin line between empowering and laissez-faire leadership: An expectancy-match perspective. Journal of Management, 44(2), 757-783.