Healthcare case study

 

                                          

Question 1. What can Percy do to facilitate a more meaningful relationship with both the chairs and the administrators?

            In any working environment, establishing an effective working relationship comes up with various benefits. Basically, work becomes enjoyable whenever people have a good working relationship. For instance, in case a health care organization desires to implement some changes, a good working relationship gives healthcare provider gives them the propensity of becoming creative and innovative. Furthermore, this in return gives each physician a freedom of enjoying the work they do (Brooker & Waugh, 2007). This takes into account the importance of limiting the energy and time wasted in handling problems related with negative relations.

            As a result of that, the first thing that Percy needs to take into consideration is the dynamics of the culture of their institution. The reason for that is because the culture of their organization is one of the underappreciated forces that motivate a good working relationship with the chairs and administrators. Percy should also understand the fact that effective workplace will be one of the tipping point upon which various challenges are solved. Furthermore, understanding the culture of their healthcare organization will aid in increasing job satisfaction, loyalty, and more (Masters, 2005). In return, there is the need of boosting ones loyalty amongst each other to enable the chairs and the administrators to perceive a more sense of psychological value from him.

            On the other hand, it is evident that each person on the relationship spectrum has the potential of contributing on the manner in which worker participation aid in shaping their healthcare working environment. Therefore, to build a good relationship between the chairs and administrators, Percy should take into account the fact that such a relationship is ultimately the end product of two fundamental factors. This takes into account the frequency at which they interact and communicate with their chairs and administrators and their relatedness. In so doing, there is the need of establishing effective trust between the two parties. The reason for that is because it is one of the foundations for every effective organization-employee relationship. Additionally, in order for Percy to trust his chairs and administrators, there is the need for forming a powerful and influential bond that will assist to communicate and work more effectively. This is to imply that each member ought to be honest and with each other regarding their actions and thoughts (Brooker & Waugh, 2007). This in return assists in minimizing energy and time wasted in watching your back.

            Nonetheless, other than having mutual understanding of all that transpires within their healthcare organization regarding compensation, it is important for him to ensure that their management authority is aware of the efforts each employees dedicates towards the job assigned to do. This in return has the potential of enabling the department of surgery to be mindful in taking the responsibility of their actions and words. This is imperative because it will not allow their negative emotion and opinions to impact their workers (Masters, 2005). In so doing, it means that it will be easier to enhance effective communication with all workers regarding any issues that might arise. The reason for that is because a good relationship is one of the factors that greatly rely on individual honesty and openness to communication.

Question 2. Should faculty compensation be left to the individual department to determine? Who else might be able to assist with this process?

            Yes. The guiding principle regarding employee compensation is based upon reward productivity to tighten the relationship that exists between compensation and work effort. When compensation is left within individual department to determine, it is easier to provide incentives for extra work done by each worker. As a result of that, it implies that transparency in employee compensation is greatly enhanced. Moreover, the same approach ought to be approved by individual department committee, for instance, representatives of each faculty (Fottler et al., 2010). The significance of that is that it brings about fairness in standardization of compensation amongst departments for all issues dealing with medical directorships and coverage compensation. Ideally, the reason for that is because it is obvious that each department has its own customized approach or plan that ensures that each person has adhered to their working principles that era approved by the medical compensation committee (Bashker, 2014).

            Accordingly, it is evident that funds allocated for individual compensation is one of the issues that must be based on the approved compensation guidelines of the compensation committee. Ideally, the reason for that is because health care payment, as in the case of Percy is one of the largest sources of medical revenue to their department. Although taxation is also used for the purpose of fostering organization’s daily operations, it is important to include each department in determining the compensation components used (Dunham & Pinczuk, 2004). In the process of engaging each individual department and compensation committee in this exercise, it means that it will be easier to avoid conflicts of interest that might arise from each department. The significance of this is that it will give the workers an ample time to attain the goals of their faculty, minimize labor turnover, as well as increase workers’ motivation (Jones et al., 2012). This is in return assist in making a person not to start feeling devalued.

 

 

 

                                                References

Bashker, D.B. (2014). Employee Benefits Design and Compensation (Collection). FT Press

Brooker, C., & Waugh, A. (2007). Foundations of Nursing Practice. Elsevier health Sciences.

Dunham-Taylor, J., & Pinczuk, J. (2004). Health care financial management for nurse managers: Merging the heart with the dollar. Sudbury, Mass: Jones and Bartlett Publishers.

Fottler, M. D., Khatri, N., & Savage, G. T. (2010). Strategic human resource management in health care. Bingley, UK: Emerald.

Jones, C., Finkler, S. A., & Kovner, C. T. (2012). Financial Management for Nurse Managers and Executives - E-Book.

Masters, K. (2005). Role development in professional nursing practice. Sudbury, Mass: Jones and Bartlett.