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Running Head: IMPACT OF MANAGING CARING ANGEL HOSPITAL 1

IMPACT OF MANAGING CARING ANGEL HOSPITAL
Caranda D. Adams
Strayer University
9/10/18

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Running Head: IMPACT OF MANAGING CARING ANGEL HOSPITAL 2

Table of Contents

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Abstract

In this paper we will discuss strategies to revamp aspects of Angel hospital. I believe it is essential for the healthcare organization to have a competitive advantage to help their longevity and viability. If the organization can stay ahead in the competitive market, it would increase revenue, more funding for the facility, and increase the number of patients they can help. To gain this competitive advantage, the organization needs to assess the values of the company. Values of companies change over time, and they may need to revitalize as the year pass and technology advances. (Piedmont Healthcare, 2015) The values of the organization should be operational relevant, inspire proudly and trust, and define the brand.

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In order to offer quality healthcare is a continued process to improve performance in healthcare organizations. The people process is a highly regarded practice for improving the performance of health care organizations because patients are at the center of healthcare systems. The interaction between staff and patients is critical to quality healthcare. Patients must feel they can communicate with healthcare professionals and trust the staff can deliver care improving their health. So, I would offer some type of open door policy. (Burns, Bradley, ; Weiner, 2012) There are various quality are indicators of activities involved in carrying out work in an organization. (Burns, Bradley, ; Weiner, 2012)
I will coordinate with the appropriate department to have remodeling done to repair the uncomfortable atmosphere at the hospital. I believe process measures are often favored over structural measures because they are perceived to be more closely linked to clinical care quality, and because they are still within the span of control managers must influence and improve work processes. (Piedmont Healthcare, 2015). It is essential for the healthcare organization to have a competitive advantage to help their longevity and viability. If the organization can stay ahead in the competitive market, it would increase revenue, more funding for the facility, and increase the number of patients they can help.

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To gain this competitive advantage, the organization needs to assess the values of the company. Values of companies change over time, and they may need to revitalize as the year pass and technology advances. (Piedmont Healthcare, 2015) The values of the organization should be operational relevant, inspire proudly and trust, and define the brand. “One of the most important actions that a healthcare leader can take to ensure the competitive positioning and long-term viability of your organization is to be clear about your core values” (Piedmont Healthcare, 2015). Another way to achieve the competitive advantage is to differentiate yourself from the competition. Make your facility standout by offering several services at one facility (Piedmont Healthcare, 2015)
I would motivate each employee to ensure they feel appreciated. I feel employee motivation is one of the main functions of the organization in order to maintain and improve the performance and working capability of the employees. At the stage, it can be stated that the sustained employee motivation in the organization helps to increase productivity and business efficiency at the large extent (Burns, Bradley, ; Weiner, 2012) . Further, sustained employee motivation also assists to the business operation to run continuously in the market and achieve success in improvement of sales and benefits. In most of the situation, employees’ self-driven environment can be seen to perform their job tasks at a level that meets or exceeds management’s standards effectively and efficiently. (Burns, Bradley, ; Weiner, 2012)
At the same time, there are some other factors that affect the organizational performance instead of sustained employee motivation, such as financial conditions, reputation, demand of the
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products and preferences and needs of the customers. Whenever, these factors go into the positive direction, the performance of the organization increases for a long time. Now, performance appraisal system can be recommended for determining the right rewards for the employees in support of better performance (Burns, Bradley, ; Weiner, 2012) . This would give employees an incentive to perform to the best of their ability. I think employees would try to achieve their goals each day to get better reward of the company.
For example, I would invent an performance appraisal system. An appraisal would be conducted every year based on productivity of the employees, a promotion and increment of salary can be the right reward for them. This reward would motivate them to increase their working capacity. The dynamic of parallel team within a health care organization be addressing shared challenges on the regular basis, such as aiding the transition of patients from hospital care to ambulatory care and responding to a cardiac arrest. At last, the dynamic of management team generally oversees all the others on the regular basis. On the other side, there are major reasons that should be paid close attention to team dynamics by the leadership team within a health care organization. (Burns, Bradley, ; Weiner, 2012)
In this, the first reason is to continuity of value and reputation of the organization. Yemm, G. (2013). The second reason is to accountability of professionalism and patient satisfaction. Further, fiving a positive image of the treatment facilities is also one of the main reasons; the leadership team should pay close attention to the team dynamics. It is essential for the healthcare organization to have a competitive advantage to help their longevity and viability.
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If the organization can stay ahead in the competitive market, it would increase revenue, more funding for the facility, and increase the number of patients they can help. Yemm, G. (2013). To gain this competitive advantage, the organization needs to assess the values of the company. Values of companies change over time, and they may need to revitalize as the year pass and technology advances.
The values of the organization should be operational relevant, inspire proudly and trust, and define the brand. “One of the most important actions that a healthcare leader can take to ensure the competitive positioning and long-term viability of your organization is to be clear about your core values” Yemm, G. (2013). Another way to achieve the competitive advantage is to differentiate yourself from the competition. I would make my facility standout by offering several services at one facility Yemm, G. (2013).
While healthcare is about improving quality of life and fighting disease, it is also a business. Just like any business, competitive advantage is important in healthcare. For example, a healthcare system that is not competitive may not attract as many customers (patients) who pay bills, may not attract the best or most prestigious doctors, and may not be a popular site for other staff Yemm, G. (2013). Just like a less-than-competitive business, people may choose other organizations or seek care elsewhere.
To achieve a competitive advantage, the hospital should differentiate itself in terms of offerings or services. For example, a lagging emergency department could restructure its patient flow and boast that they have the shortest waiting times in the area. Technology could also be a
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point of differentiation; if the healthcare organization has a specific focus, they could promote their advanced technology which would make diagnosis, treatment, or even patient comfort better and faster than the competition (Coccia, 2017). By creating advantages, the hospital could differentiate itself and position itself as superior to the competition. (Coccia, 2017). I would evaluate the pros and cons of Angel Hospital to ensure it stood strong against the rest.

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References

Burns, L. R, Bradley, B. H., ; Weiner, B. J. (2012). Shortell and Kaluzny’s Healthcare Management: Organization Design and Behavior (6th ed.). Clifton Park, NY: Delmar Cengage Learning.
Piedmont Healthcare. 2015. Retrieved from www.piedmonthelathcare.org

Yemm, G. (2013). FT Essential Guide to Leading Your Team ePub eBook: How to Set Goals, Measure Performance and Reward Talent. USA: Pearson UK.

Coccia, M. (2017). Sources of technological innovation: Radical and incremental innovation problem-driven to support competitive advantage of firms. Technology Analysis & Strategic Management, 29(9), 1048-1061.

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