Management of health system reform: a view of changes within New Zealand.
This paper reports on the context and process of health system reform in New Zealand. The study is based on interviews conducted with 31 managers from three Crown Health Enterprises (publicly funded hospital-based health care organizations). A number of countries with publicly funded health services (e.g., UK, Australia and New Zealand) have sought to shift from the traditional 'passive' health management style (using transactional management skills to balance historically-based expenditure budgets) to 'active' transformational leadership styles that reflect a stronger 'private sector' orientation (requiring active management of resources--including a return on 'capital' investment, identification of costs and returns on 'product lines', 'marketing' a 'product mix', reducing non-core activities and overhead costs, and a closer relationship with 'shareholders', suppliers and customers/clients). Evidence of activities and processes associated with transformational leadership are identified. Success of the New Zealand health reforms will be determined by the approach the new managers adopt to improve their organization's performance. Transformational leadership has been frequently linked to the successful implementation of significant organizational change in other settings (Kurz et al., 1988; Dunphy and Stace, 1990) but it is too early to assess whether this is applicable in a health care context.
Ritchie
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Faculty of Health Studies, School of Nursing and Health Administration, Charles Sturt University, NSW, Australia.
D001291:Attitude of Health Personnel; D018166:Health Care Reform / Q000458:organization & administration*; D006801:Humans; D007407:Interviews as Topic; D007857:Leadership; D009520:New Zealand; D015279:Organizational Culture; D009936:Organizational Innovation; D013222:State Medicine / Q000458:organization & administration* / Q000639:trends