Memorial Awaiting

Colorado Technical University

Administration in Healthcare Services HSA 320

Several components go into making an organization run effectively and efficiently. One of the many components requires managers to manage teams during projects or changes within the organization. In the healthcare industry running of teams or employees is even more imperative to running in an effective and efficient manner because they are dealing with the lives and health of patients.

There are times when an employee is not performing to the standards of the organization or facility, and corrective action needs to be taken to get the employee performing at the standards set forth by the facility. Corrective action is used within organizations with the purpose of identifying and eliminating causes of a problem by: correcting, molding, or improving performance or behavior that is job-related CITATION Ind10 l 1033 (Indiana University Purdue University Indianapolis, 2010). A Corrective Action Plan allows facilities to take the necessary steps of action to correct the problem of performance. The goal of the corrective action plan is to discover what is causing the employee to have performance problems and give that employee a chance to correct this performance problem before taking the final step in the termination of the employee. The first step of the corrective action plan will be counseling of the employee. The next step in the corrective action plan would involve a written reprimand. The third step is suspension of the employee without pay. The last step in the corrective action plan is the termination of the employee CITATION Uni07 l 1033 (University of New Hampshire, 2007).

Communication has always been a vital component to an organization running effectively and effectively. Poor communication can be the determining factor that can bring an organization to its knees. Communication is also vital during changes within the facility or organization, so that the change will have minimal negative effective. This change can be in the form of implementing an EHR system. There are different types of communication we use, such as verbal and non-verbal. Using these different types of communication during change can ease the transition of the change. Change is an automatic switch for some people. People in general fear the unknown and this is what change brings; the unknown. Communication before and during an EHR system implementation can help answer employees questions, calm employees fears, and keep them focused and motivated CITATION Cro12 l 1033 (Crosnick, 2012). The key during this implementation is to be patient and supportive. Your employees are trying to deal with this change while fulfilling their job responsibilities. Let them know that you are going to be there to provide support, encouragement, and even gratitude during this stressful time.

Organizational charts provide employees a physical structure of the organization. Employees need to know whom they are reporting to if a problem should arise. Without a formal organizational structure, employees may find it difficult to know whom they officially report to in different situations, and it may become unclear exactly who has the final responsibility for what. In essence, an organizational structure gives guidance to employees by laying out the relationships that essentially govern the organization’s workflow.

Our mission at Memorial Awaiting is to provide and deliver healthcare services of high quality, integrity, and compassion to the members of the community. Our values are to assure a continuous quality of improvement, while providing excellent services to our patients and staff. Our values also include recognizing and valuing the members of the community, recognize a patient’s basic rights to respect, privacy, dignity, understanding, regardless of their spiritual beliefs. We vow to manage all fiscal responsibility with high integrity while meeting our charitable responsibilities as well.

The types of services offered at Memorial Awaiting include Heart and Vascular Services, a Cancer Center, Birthing Center and Maternity Services, Pediatric, and 24-hour Emergency Services. Memorial Awaiting is a licensed facility that has 350 beds and offer services as inpatient or outpatient. Our staff consists of 250, combining clinical staff and non-clinical staff. Our clinical staff consists of physicians, physician’s assistants, nurse, and medical assistants. Our non-clinical staff includes health care managers, health technologists, administrative and administrative support services. We will several departments located within the facility such as, Human Resources, Billing, and an IT team.

Even though each of these services and departments will function differently from one another, communication between these departments and the staff will be heavily relied upon in order to effectively and efficiently deliver health care services that match our mission and values.

References

BIBLIOGRAPHY l 1033 Crosnick, M. (2012). EHR Implementation Process Requires Communication. Retrieved from HITECH: http://www.hitechanswers.net/ehr-implementation-process-requires-communication/

First Insight. (2013). Successful EHR Implementation: It’s More About “How You Manage People” . Retrieved from http://www.first-insight.com/downloads/Successful-EHR-Implementation-It’s-About-Managing-People.pdf

Healey, B., & Marhese, M. (2012). Foundations of Health Care Management Principles and Methods. San Francisco: Wiley.

Indiana University Purdue University Indianapolis. (2010). Corrective Action: A Supervisor’s Guide to Managing Performance. Retrieved from http://hra.iupui.edu/content/doclib/ProgressiveDisciplineGuide.pdf

University of New Hampshire. (2007). Performance Management Toolkit – Constructive Discipline, Corrective Action & Documentation. Retrieved from http://www.unh.edu/hr/sites/unh.edu.hr/files/pdfs/constructive-discipline-and-corrective-action.pdf