Organizational Behavior Analysis at H-Care

OrganizationalBehavior Analysis at H-Care

OrganizationalBehavior Analysis at H-Care

Thedevelopment approaches and opinion

Thecurrent business structure is wanting and conventionally orientedespecially given underutilization of space and failure to meetstandard service delivery needs. However, the planned structure lookscomprehensive and considerate of the level of service deliveryneeded. Most importantly, is the use of e-business framework,employment of more staff, the addition of services, and utilizationof the available space. Development of new ideas that would enablethe health institution to gain more profit and provide better medicalservices to the patients is important. Marketing professionals focuson advancing their strategies to enable their organizations to leadin a particular production. The institution should follow the changeleader’s roadmap, which encompasses gate processes, critical path,and clarification of the planned change, creation of desiredoutcomes, the performance of impact analysis, and the creation of thestrategy framework. In this sense, the chief executive officer andthe board of directors are spearheading development in the healthinstitution. Creating awareness to the chief medical officer wouldensure that he is informed about the prospective ideas (Merviö,2013). Guiding the chief medical officer through the process may seemto undermine to his autonomy, but the lack of familiarity with theissue might be dangerous to the health institution’s development.The skills by the chef lab officers should be acknowledged hence themedical personnel would be able to understand the importance of theirparticipation in the development. The chief operating officer needsto be encouraged by making him feel that the project depends on hiscommitment. Insufficiency of resources may deter the desireddevelopment.

Proposedstructural change

Thehealth institution’s management should be restructured to enablethe managers of the institution implement the development process.The company should restructure its organization’s hierarchy,administrative procedures, and management systems as part of themanagement restructuring. The management should use memos, meetings,and practicum discussions to communicate the changes and advance thedesired model. Planning of the development program by the chiefexecutive officer would be encouraged. This is because the chiefexecutive officer needs to encourage the accomplishment of the task.Organization of the development program would enable the healthinstitution to utilize resources adequately to ensure the target isachieved (Merviö,2013). Determination of the positions and the responsibilities ofeach personnel would enable teamwork to achieve the development ofthe project. Reorganization and allocation of additionalresponsibilities to the existing staff would encourage each member’sparticipation. Decision-making process would be delegated to theboard of directors in the health institution to avoid biasdecision-making. Change in the management of staff within the healthinstitution would enable the progress of the desired development.This is because the staff would be interchanged to ensure consistenta better service delivery to the patients.

Approachfor job alignments

Inthe development of new job opportunities, consideration of thetechnology aspect is important. The health facility needs to operatein a technologically advanced manner. In this relation, introducing amedical expert with advanced technological experience would beeffective. Knowledge of how to operate machines that would be used inensuring delivery of services is important. To keep records ofpatients, the nurses would undergo series of training to enable themto acquire the knowledge on technology. Information to the existingstaff about the prospective development would enable them to acceptthe introduction of new strategies and staff in the health facility.

Resistanceto change

Barriersto the intended development would likely be financial and theadministrative aspects of the organization. Accepting theavailability of resistance would be the first step in managing theproblems (Merviö,2013). The chief operating officer might not be cooperative to theidea since it would require the use of more finances. It would beimportant to explain the perspective of professional development thatthe proposed idea would bring to the health facility. Theadministration of the health facility would be reluctant to provideincentives for the development. Brainstorming and encouraging thedevelopment of the idea would enable the board of directors and othermanagers to generate incentive mechanisms aligned to the project. Provision of a mandatory report on the patient medical history wouldbe ensured to show the development linked to the project. In thisrelation, the management, and the staff would collaborate to givebetter results.

Outcomesof job satisfaction

Jobsatisfaction can be measured by interviewing the patients on how theythink medical services were provided to them. Engaging a patient inan interview would enable the management of the health institution toachieve results of customer satisfaction. Through asking a patientto fill a questionnaire on how the medical services were provided,the management can acquire an accurate response from the patient. Inthis manner, the management can understand what motivates thepatients to visit the health facility when they are ill. Conductingan employee survey would enable the health institution to determinethe level of service delivery by the respective employees (Merviö,2013). Specific departments in a health organization can be surveyedthrough the patient satisfaction results. Regarding customersatisfaction, health institution needs to emphasize in qualityservice delivery to enable them retain their clients and attractmore.

Approachto recuperate the COO

Explainingthe importance of the development of chief operating officer wouldhelp. The chief operating officer would be able to explain why he isnot comfortable with the new development. Consequently, themanagement with the help of the board of directors would be able toweigh his opinions and explain to him the need to have thedevelopment in the health institution. The chief operating officer isan important member of staff in the health facility as he the seniorof business and accounting. Skipping key meetings that involve thedevelopment of strategies on how to utilize the funds would bedangerous to the health institution. The chief operating officer isalso influential to other member of staff that he leads hence, itwould be important to enable him to understand the importance of thedevelopment.


Merviö,M. M., 2013.&nbspHealthcaremanagement and economics perspectives on public and privateadministration.Hershey, Pa, IGI Global.