Running Head: CONSULTING FOR THE CARING ANGEL HOSPITAL 1
Consultingfor the Caring Angel Hospital
Consultingfor the Caring Angel Hospital
Inthis case study, the Caring Angel Hospital is in dire need ofreorganization to place it strategically in line with its vision andmission. There are several areas that require major changes in theorganization. This paper attempts to assess the sections and areas inmanagement of the hospital that need alterations with an aim to makerecommendations for improvement.
Improvethe quality of care
Thequality of health care services is core in the realization of thegoals and objectives of a health care organization. From theassessment made, the quality of services is in dire need ofimprovement to make the services attractive to the clients. Theentire infrastructures and personnel require a transformation (Cowen& Moorhead, 2011). The hospital should be equipped with modernmachinery in all the departments to facilitate specialized treatmentsof all the ailments. Some of the departments that require modernmachinery are the cancer unit, cardiac ward, and the renal unit. Theauthorities also need the personnel to run the units.
Thespecialized units such as cardiology, renal unit, and cancerdepartments require modern equipment to restore the confidence of thepatients and stop the hopping from one health care facility toanother. The communication between the patients and the entirehospital staff should be worked on so that an element of cordialrelations could be injected. Good communication and a simpleappreciation of the patients would improve the image of the hospitaland eradicate the black perspective that plagues the hospital.
Addingvalue to the organization
Toachieve the goal of adding value to the organization, there should bea creation of a new culture that is centered on the patient. Thereshould be all efforts to make the patient the center of all goals anddecisions made within the organization (Cowen & Moorhead, 2011).In the real meaning of the word, patients are most important factorsin the function of any health care organization and the total playersshould be aware of the fact. This would create a paradigm shift inthe operation of the organization to focus more on the patients asthis is clearly not the case.
Toadd value to the organization, there should be input in there-designing of the administration so that their interests are putinto the account. Incorporation of the opinions of the two groupswould indeed make the policies and decisions adopted make an instantimpact. It would also be important as they would feel part of thedecision process of the organization.
Systemsshould be put in place to support the input of all in thedecision-making. A working system that supports shared decisionmaking would be invaluable in adding value to the organization. Thesystem should be transparent so that it acknowledges the support ofeach player at every point of the decision-making process.
Themodel to be applied in value addition to the organization shouldsupport self-care and assist the professionals in the organization toalign themselves with the changes. Self-care enhances the services ofhealth care organizations as it makes patients appreciate the role ofcaregivers play.
Thestrengths and capabilities of the patients and health care giversshould be acknowledged and mobilized in the body. That is informed bythe fact that these are the major players and their role in thereorganization of the facility should be emphasized.
Tofurther add value to the organization, there should be a full systemof acquisition of information by patients so that it is readilyaccessible for use whenever they need it (In Yih, 2011). Of course,this should be the information that is related to their health andcare.
Involvingpatients in teaching and research in the programs offered by theorganization would be a major step in the adding of value to thehospital. That makes the patients feel part of entire processes ofthe hospital and hence is more responsive to any new programs (InYih,2011).
Finally,there should be effective measure systems to support all initiativesgeared at adding value to the organization.
Oneof the starting points in boosting the morale of the employees is byorganizing many teams building events. This good way of bringing thevarious groups together to participate in different activities thatmotivates them. They also learn the importance of working as a teamand would the then transfer that into the workplace. Such activitiesinclude participating in charity activities, involved in professionalforums or even in fun activities.
Recognizingthe achievements of the employees would also boost their morale.Individual and group achievements should be recognized as employeesbecome demoralized whenever they feel that their work is notappreciated or acknowledged (In Yih, 2011). Compliments especiallyhave a lot of impact in boosting the Morales of the employees. Theenvironment should be such that all individuals and groups are madeto feel that their contribution is being appreciated.
Thereshould also be a reassessment of the responsibilities of each of theemployees. That is by making the employees participate in theexercise where they are asked to align their roles and relationshipsto do required tasks. The response gathered is then used to improveon the area that needs improvement. This system also promotestransparency, enhances dialogue and feedback mechanisms (Cowen &Moorhead, 2011). The working environment would be greatly enriched.
Thereis the setting of team goals too. Working as a team is one of themost important aspects of any organization. Goals for particularprojects, establishing the fun and short-term goals could bringexcitement and give the caregivers something to strive to achieveaside of their busy schedules.
Finally,improve the perks of the employees would highly boost their morale.Their benefits should be enhanced too. Personal benefits such ashealth club and other memberships would demonstrate that you valuetheir input and dedication to work (Mason, Leavitt, & Chaffee,2012). There should be more rewards at every opportune moment just tomake them feel more valued as they deliver in their responsibilities.
Itis important to create a strong team from the beginning by hiring apersonnel base that fits into the corporate team culture. With theuse of proper employment measures, it would be possible to determinethe personality and other traits of future employees of theorganization. Essential characteristics include cooperation andability to listen to assess whether applicants can perform inteamwork (Mason, Leavitt, & Chaffee, 2012). It would also beimportant for everyone to know the goals of the team .they shouldalso be involved from the beginning to make them feel part of theprocess. Everyone should understand the plan too. The whole teamshould also be made accountable for the results achieved at the endof each process. Everyone in the team should be done to understandthat it is the outcome of the entire team that counts. However, it`sgood to make individual recognition based on their effort to theteam.
Thecommunication channels should be clear and open at all times. Thereshould be openness among members of the team and the management. Allshould contribute their ideas and suggest ways to improve thestrategies of the team to enhance goal achievement (Mason, Leavitt, &Chaffee, 2012). There should be clear mechanisms to resolveconflicts, and all should decide immediately to improve the workingenvironment. Members should be encouraged to have right attitudes andwork ethics to defend the dignity of the entire team. Those who don`tfit into the operations of the unit should be replaced as a lastresort. Let the morale of the team remain high by recognizing thecontribution of each. That strengthens the team in the individualmembers (Holland, 2013).
Thehospital`s competitive edge
Tohave a competitive advantage, the emphasis should be on the value andnot the volume of the services. The physicians should be well alignedwith the services and should be offered incentives to motivate them(Mason, Leavitt, & Chaffee, 2012). There should be the reductionof the costs to capture the attention of new patients and retain theexisting ones.
Thereshould also a creation of a well-integrated hospital data since mostof the decisions of the organization are based on the available data.That would provide a solid background for reference while makingvital decisions for the group.
Theorganization should also identify strategies to improve itselfthrough opportunities identified internally. That could be achievedthrough value creation and reducing costs. Through proper utilizationof the available physicians, quality could be highly improved andreduce cost at the same time. The hospital could also create acompetitive edge by understanding the performance of the hospital andthe changing needs of the market. That would make the hospitalrealign itself with the changing needs of the market.
ApproachThat the Hospital Could Use For Acquiring a Larger Market Share
Byemploying Specialty Care of using a broad range of techniques toenhance patient specialty service especially in the department ofcardiology and orthopedics, there would be an increase in volumes ofpatients (Holland, 2013). That is informed by the fact that patientsin those two areas are known to move to seek treatments inspecialized facilities. They would certain be excited to get theservices in the hospital at a reduced cost.
Value-addedservices that Caring Angel Hospital could offer
Accordingto the investigation carried out, one of the value added servicesthat the hospital could provide by managing the new service areas incardiology and orthopedics (Holland, 2013). The effect of that isthat it would be possible to reduce the net pay of the patient andhence attract more patients to the facility. Caring Angel Hospitalcould also institute measures to control the labor costs while layingemphasis on data collection. That would provide reliable mechanismsto bring changes whenever they are needed and increase efficiency inall the functions.
CaringAngel Hospital requires a major transformation and reorganization.That is to enable the organization cope with the present and futurechallenges. It is hoped that the recommended strategies would enablethe hospital achieve both short and long-term goals
Cowen,P. S., & Moorhead, S. (2011). Currentissues in nursing.St. Louis, Mo: Mosby Elsevier.
Holland,W. W. (2013). Improvinghealth services: Background, method, and applications.
InYih, Y. (2011). Handbookof healthcare delivery systems.Boca Raton, FL: CRC Press.
Mason,D. J., Leavitt, J. K., & Chaffee, M. W. (2012). Policy& politics in nursing and health care.St. Louis, Mo: Elsevier/Saunders.