× Limited Time Offer ! FLAT 30-40% off - Grab Deal Before It’s Gone. Order Now
Connect With Us
Order Now

PUBH6004 Leadership and Effecting Change in Public Health Assignment Sample

Assessment 2 - Public Health Professionals

In this nursing assignment help, you will be provided a scenario (problem) involving a public health leader that you will need to analyse using the knowledge gained from this subject for 3 modules. Subsequently, immersing yourself in the scenario, you will evaluate yourself as a public health leader. (Note: Case study will be provided after Module 2). You will be writing a 2000?word report in three parts, as follows:

Part 1:

Analyse the scenario of the public health leader, presented in the Australian public health context using the Australian Health Leadership Framework [1000 words] (Australian Health Leadership Framework: https://www.aims.org.au/documents/item/352)

Part 2:

Undertake a self?assessment using the Leadership self?assessment tool [500 words ] http://www.springboard.health.nsw.gov.au/sat/documents/leadershipassessmenttool.pdf Apply the tool to obtain your results. (The tool is not automatic – you need to apply it honestly)

Part 3:

Imagine yourself to be in the situation. Reflect on your leadership style, its strengths, and apply them to this scenario. How would you have responded to the situation based on the self?evaluation in part 2? Where do you see the gaps in your profile? Prepare an action plan. [500 words] Assessment Criteria: Your graded assignment will be assessed against the following specific criteria: • Demonstrated ability to analyse public health leadership scenario in the context, applying the Australian Health Leadership Framework to the scenario presented (40%) • Demonstrated ability to self?assess leadership style, summarise and critique (10%) • Demonstrated ability to contextualise, reflect on leadership style, assess gaps and prepare an action plan for improvement (30%) • General assessment criteria (20%): o Provides a lucid introduction o Shows a sophisticated understanding of the key issues o Shows ability to interpret relevant information and literature in relation to chosen topic o Demonstrates a capacity to explain and apply relevant concepts o Shows evidence of reading beyond the required readings o Justifies any conclusions reached with well?formed arguments and not merely assertions o Provides a conclusion or summary o Correctly uses academic writing, presentation and grammar: ? Complies with academic standards of legibility, referencing and bibliographical details(including reference list) ? Writes clearly, with accurate spelling and grammar as well as proper sentence and paragraph construction ? Uses appropriate APA style for citing and referencing research




In this assessment the analysis of the case study of the public health leader is being done by using the knowledge of the subject and further the self-assessment test for being a leader has been conducted. In the end the analysis of the self-leadership position considering the case study provided is being presented.

Part 1

Public Health Leader Role

According to research, it has been seen that the quality of health leadership tends to affect directly and indirectly the quality of patient care and is one of the most critical factors for supporting the practice that is best in the industry (aims.org.au, 2022, p3). Health leads Australia had been made by the research and dialogue and had been made on the existing and validated work of the global platform and tends to focus on the capabilities needed to deal with the health issues in Australia (Pinto, & Bloch, 2017, p3).

Health LEADS Australia: leadership framework

1. Leads Self: The leadership process is never complete, and it is always a topic of work in progress (aims.org.au, 2022, p7).

2. Engaging Others: Leaders tend to enable the people to engage with the vision or goal by stories and explanations that relate to the complexities (aims.org.au, 2022, p8).

3. Achieving the outcomes: The people who are the leader need to work to make an individual difference (aims.org.au, 2022, p8).

4. Driving Innovation: It tends to include the fundamental business changes for the business and the models of care for achieving people-centered quality services (aims.org.au, 2022, p9).

5. Shape system: Health is a complex system that is evolving where all the parts involving the services are interconnected with the legislation and the funding (org.au, 2022, p9).

Part 2

Defining Leadership

Leadership is an art through which a person can motivate a group of people for acting towards achieving a common goal (Kiral, 2020, p1). According to the report of R. T. (2021, para 28), leadership does not tend to rely on the attributes of the individuals as well as it does not focus on the relationship dyadic between the leaders and the followers that tends to be the starting point of the leadership. In other words, it can be said that leadership is essential collective by nature and involves the activities of initiating, developing, deciding, and supporting as well as challenging and executing the elements that are independent (R. T. 2021, para 28).

It has been observed from the self-assessment that often I don’t tend to be engaged with other people in order to follow proper services direction that can be made and a vision for the health (heti.nsw.gov.au, 2022, p5). I also found out that I sometimes discuss only those factors which I feel are important that can impact the future of the health of a person.In Achieving Outcomescategory I have got 3 ‘a lot of the time’, 4 ‘some of the time’ and 1 ‘very little/never’. Through the self-assessment, I have also found out that before speaking, I sometimes keep my attitudes, beliefs, and behavior of mine in consideration and how it will affect others. I continuously look for opportunities that I need to learn and develop. However, I sometimes lose my calm and fail to ‘walk the talk’ with the values and beliefs of mine.In Developing and Leading self category I have got 2 ‘a lot of the time’, 5 ‘some of the time’ and 1 ‘very little/never’.In order to solve specific problems, I sometimes spend time with the team and discuss the work together while assisting them in finding out different issues that tend to affect the performance. However, I sometimes fail to create opportunities for people from other professions so that they can learn from one another. In Engaging people and building relationship I have got 1 ‘a lot of the time’, 7 ‘some of the time’ and 0 ‘very little/never’.

I have also observed that I have failed to challenge the work related practices and has failed to inspire people to change. In Partnering and collaborating across boundaries I have got 0 ‘a lot of the time’, 5 ‘some of the time’ and 3 ‘very little/never’.I also fail to take every stakeholders perspective when making decisions. Further I ask people to come up with new ideas as well as apply new information in the delivery nut fails to put forward the solution that are designed to meet the requirements (/heti.edu.au, 2022, p17). In Transforming the system I have got 1 ‘a lot of the time’, 5 ‘some of the time’ and 2 ‘very little/never.

Part 3

Reflection according to Case Study

Leadership Style: If I was in the situation of Dr John and wanted to make changes in the hospital while making improvement in public health, then I would be using Transformational leadership as it is one of the most effective styles (Eliyana, &Ma’arif, 2019, p1).

Strengths: Some of the strengths of my leadership style include having the ability to motivate others. I can encourage the employees to move from a self-interest attitude to the mindset in which they have been working for the common good. I am also able to hold emphasis on authenticity cooperation and make clear communication.

Application: There is a difference between being a leader of the business and a leader of public health; according to (TRIMESTER 1 Module 1. (2022, p3), Rowitz stated that a successful public health leader refers to the one with vision, decisiveness and who are the excellent communication and change agents as well as who are willing to take risks. In this case, I would have been having the convictions of the value and will be committed deeply to improving the health of everyone in the community. I would also be mentoring and providing the right set of training to the team so that the desired results could be achieved (Rasa, 2022, p4). Also, my emotional intelligence is highly energetic, and I am passionate regarding my work as a health practitioner (Mollah, et al., 2018, p7). I have strong moral values and try to encourage other people to follow the same (Bonsu, &Twum-Danso, 2018, p11). I believe in working in an ethical manner and with clean values and clear priorities. Using transformational leadership will be necessary because it is a type of leadership where the leader and follower are empowered each other’s motivation and morality (Louw, Muriithi&Radloff, 2018, p 2).

Gaps: From the self-evaluation, I have found out that along with the strengths of emotional intelligence and empathy, I also have specific gaps. I tend to become nervous during times when there is enormous pressure. Often because of my busy schedule, I am not much able to assist other people in their work. I also find it challenging to negotiate with the stakeholders, and keeping everyone's perspective in mind while making decisions becomes difficult.

Action Plan


From the above analysis it has been seen that Dr John was an effective public health leader. He was able to identify the changes that were needed in the hospital and also was able to grab the opportunity of becoming an leader by meeting the bureaucrats at the public gathering. He had full determination and strong values on which he worked upon. He also treated other people equally and encouraged the team to come up with new ideas. The self assessment shows that I have strong emotional intelligence and ethical values with the help of which I can motivate and encourage the team in an effective manner. However, I need to work upon the negotiation skills and the quality to remain calm during work pressure.


Bonsu, S., &Twum-Danso, E. (2018). Leadership style in the global economy: A focus on cross-cultural and transformational leadership. Journal of Marketing and Management, 9(2), 37-52.https://gsmi-ijgb.com/wp-content/uploads/JMM-V9-N2-P04-Samuel-Bonsu-Global-Economy.pdf


Eliyana, A., &Ma’arif, S. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150.https://www.sciencedirect.com/science/article/pii/S2444883418300196

Health Education and Training Institute Higher Education Academic Quality Assurance Framework. heti.edu.au. (2022). Retrieved 26 March 2022, from https://heti.edu.au/__data/assets/pdf_file/0005/485708/HETI-Academic-Quality-Assurance-Framework-v1.1.pdf.

Health LEADS Australia: the Australian health leadership framework. Aims.org.au. (2022). Retrieved March 23 2022, from https://www.aims.org.au/documents/item/352.

Herro, D., Quigley, C., Andrews, J., & Delacruz, G. (2017). Co-Measure: developing an assessment for student collaboration in STEAM activities. International journal of STEM education, 4(1), 1-12.https://link.springer.com/article/10.1186/s40594-017-0094-z

Kiral, E. (2020). Excellent Leadership Theory in Education. Journal of Educational Leadership and Policy Studies, 4(1), n1.https://www.sciencedirect.com/science/article/pii/S2095771817300944

Lee, C. S., Ooi, A. S., Zenn, M. R., & Song, D. H. (2018). The utility of a master of business administration degree in plastic surgery: determining motivations and outcomes of a formal business education among plastic surgeons. Plastic and Reconstructive Surgery Global Open, 6(6).https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6157935/

Louw, L., Muriithi, S. M., &Radloff, S. (2018). The relationship between transformational leadership and leadership effectiveness in Kenyan indigenous banks.http://dspace.daystar.ac.ke/xmlui/bitstream/handle/123456789/3609/The%20relationship%20between%20transformational.pdf?sequence=1&isAllowed=y

Mollah, T. N., Antoniades, J., Lafeer, F. I., &Brijnath, B. (2018). How do mental health practitioners operationalise cultural competency in everyday practice? A qualitative analysis. BMC Health Services Research, 18(1), 1-12.https://link.springer.com/content/pdf/10.1186/s12913-018-3296-2.pdf

Pinto, A. D., & Bloch, G. (2017). Framework for building primary care capacity to address the social determinants of health. Canadian Family Physician, 63(11), e476-e482.https://www.cfp.ca/content/63/11/e476.short

Rasa, J. (2022). Developing influential health leaders: the critical elements for success. Jhmhp.amegroups.com. Retrieved March 23 2022, from https://jhmhp.amegroups.com/article/view/5595/html.

The Leadership and Management Framework. Heti.nsw.gov.au. (2022). Retrieved 26 March 2022, from https://www.heti.nsw.gov.au/__data/assets/pdf_file/0006/622950/LMDED-Framework-Self-Assessment-Tool-2020_PRINT.pdf.

What is Leadership?. TRIMESTER 1 HE 2022 PUBH6004 ONLINE M1831 CRN 529 Module 1. (2022). Retrieved March 23 2022, from https://docs.google.com/document/d/1-vDbVuYJIuE9UFXCZIMV3UTxv7Px7DUsI2L40ARFEhA/edit.


Fill the form to continue reading

Download Samples PDF