Darbo tikslas yra parodyti, kad kiekvienas vadovas skirtingai vadovauja darbuotojams, atsižvelgdamas į darbuotojų poreikius ir sugebėjimus, tai pritaikydamas organizacijos poreikiams. Vadovas renkasi darbuotojus, kurie atitinka jo asmenines savybes ( temperamentą, elgsenos ypatumus), kad būtų galima racionaliau ir emociškai stabiliau skirti darbuotojams užduotis ir tikėtis iš darbuotojų rezultatyvių sprendimų organizacijų naudai. Pirmoje darbo dalyje pateikti valdymo stilių metodai, grįsti vadovo asmenybės samprata, kurie parodo, kad valdymas vyksta remiantis vadovo asmenybės bruožais, kurie yra orientuoti į darbuotojų asmenybių pažinimą. Antroje darbo dalyje išanalizuojamos dvi įmonės, jų vadovų vadovavimo stiliai, remiantis vadovų ir darbuotojų asmenybių tyrimo duomenimis bei teoriniais modeliais. Taip pat suformuluojama problema tyrimui atlikti bei atliktas empyrinis tyrimas. Trečioje dalyje atlikto empyrinio tyrimo rezultatai rodo, kad didžiausią įtaką valdymo stiliui pasirinkti ir taikyti turi vadovo ir darbuotojų asmeninės sąvybės, jų suderinamumas, vadovų elgsenos ypatybės. Atlikus empyrinius tyrimus ir siekiant sustiprinti vadovo vadovavimo efektyvumą, modifikuotas vadovų valdymo stilius – siūlomas lankstaus vadovavimo ir komunikavimo gerinimo modelis. / Purpose of the paper is to show, that every leader has its own way to manage employees, while considering their needs and skills and applying them to the need of an organization. Leader chooses employees, who have the same personal atributes as himself (temperament, behaviour peculiarity), to be more rational and emotionaly stable, while assigning tasks to the employees and expecting decisions from them, which are useful for the organisation. First part of the paper presents methods of management styles, which are based on leaders concept of personality and which show, that management is conducted on the ground of leaders personal properties, which are directed towards the understanting of the personality of the employee. In the second part of the paper two organisations and the management styles of their leaders are analised based on the theoretical models and results of research, which determined personal properties of the leader and the employees. Also a problem was defined and a empirical reaserch was conducted according to the problem. In the third part the results of empirical research show, that personal properties of the leader and the employees, their compatibility, the features of leaders behaviour have the most influence on choosing the style of management. As a result of empirical research and in order to improve the effectiveness of leadership the leaders management style was modified – a model of flexible leadership was offered.

This thesis explores the challenges associated with developing the health care workforce in a Swedish municipality in the post-Covid-19 era. And it explores leaders' perspectives on workforce development. The study uses semi-structured interviews and thematic analysis to uncover key themes and gain insight into the challenges and opportunities these leaders face. The results reveal major challenges associated with the shortage of manpower and the difficulty of attracting and retaining new employees. The results of the thesis reveal also many important aspects that need to be worked on to develop the healthcare workforce in Sweden. The most important of which are long-term strategic planning, recruitment and retention strategies, data-based decision-making, developing communication between leaders and employees and various levels and departments within healthcare institutions, coordination and cooperation with other institutions and government agencies, work. In addition to the importance of life-work balance, promoting a culture of education and continuous development. The findings of this thesis provide valuable insights for policy-makers and operating leaders in Swedish municipalities, particularly in the healthcare sector, with regard to developing strategies to meet workforce needs. This thesis also provides a knowledge base for future research by providing a contextual understanding and theoretical and practical knowledge in relation to workforce development in the field of healthcare.