A Research Study On The Research Design

Management is important in any environment, but especially so in the healthcare field.  As the health care system continues to evolve, sound management is critical to the survival of health care institutions (Johnson, 2005). The management team in a healthcare environment must always aim to improve the efficiency of the day to day activities and constantly plan for ways to improve the productivity and efficiency. Every manager’s main duty is to succeed in helping the organization achieve high performance while utilizing all of the organization’s human and material resources. On a daily basis health care managers must recognize performance problems and

Bass, B. & Avolio, B. (1993). Transformational leadership and organizational culture. Public Administration Quarterly, 17, 112–121.

There are many models of leadership that exist across a range of fields (e.g. social work, education, psychology, business, etc.). The ability to transform an organization successfully requires a different set of attitudes and skills. Transformational leadership is an approach where a leader utilizes inspiration, charisma, individualized attention, and intellectual stimulation with their employees (Iachini, Cross, & Freedman, 2015, p. 651). Transformational leadership helps to clarify organizational vision, inspires employees to attain objectives, empowers employees, encourages employees to take risks, and advocates the seeking of alternative solutions to challenges in the workplace (Transformational Leadership, 2015). It allows the leader to engage and motivate each follower identify with the organization’s values and goals.

They have to enlist others in a common vision (p. 17). The challenge, Kouzes & Posner says is to turn the idea into an inspired vision (p.106). The leader needs to imagine the possibilities and find a common purpose. The authors refer to James MacGregory Burns transformational leadership theory asserting that people commit to causes, not plans (p. 122). In order to have a transforming effect, the leader must raise the level of human conduct and ethical aspiration of both the leader and follower. Just like Kotter (1990) outlines the methods to change an organizational culture is by telling stories, using symbols, the designing of physical space, using jargon, rituals, etc., Kouzes & Posner suggest the same thing when they explain the power in using symbolic language to communicate a shared identify and give life to a vision (p. 143). When challenging the process, leaders know that in order to bring change they have to experiment and take risk (p. 19). The authors indicate that “proactive people tend to work harder …[by being] persistent in achieving their goals (p. 169) and treat every job as an adventure (p. 184).”

The analysis of the HCAHPS scores in relation to the medication communication reflects on the succession planning that involves managers and staffing. This is with the incorporation of a clarified vision with a strategic plan (Buerhaus, 2000). The succession planning for the respective key personnel is significant in business strategy to assist the healthcare organization in handling effectively its future. In consideration of the current chaotic healthcare environment, development and growth of the nursing staff is significant to the maintenance of the quality outcomes. The use of patient satisfaction to form the basis of reimbursement with financial, political and philosophical implications involves the HCAHPS to help with the improvements on healthcare quality services provided to patients (Buerhaus, 2000).

Conducting a thorough evaluation using the seven categories should provide useful information about North Macomb Medical Associates overall patient satisfaction. The employees should view the assessment as a learning experience. The first area that will be reviewed facilities leadership. This criteria evaluates how the senior leaders, which in the case of North Macomb Medical Assistants would be the owner, the four other physicians, and the office manager. According to the National Institute of Standards and Technology (NIST) (2015), “senior leaders play a central role in setting values and directions, communicating, creating and balancing value for all stakeholders, and creating an organizational focus on action, including transformational change in the organization’s structure and culture, when needed” (p. 3).

Thompson and Strickland (1999), conducted a study to see difficulties faced by healthcare managers in a constantly changing environment and if they have strategic

Over the past few years, healthcare managers have become increasingly imperative to distinctive departments and units, where they have taken on a wide variety of roles, functions and responsibilities. On top of assuming all these roles, with the healthcare industry constantly fluctuating, healthcare managers have to be flexible and adaptable in order to maintain and improve the performance of their staff members. Depending on the environmental context, healthcare managers are given diverse and specific responsibilities that best serve their particular department. However regardless of a clinical or non-clinical position, all healthcare managers place great emphasis on directing their attention to decision-making tasks, improving communication,

Leadership is critical when executing a strategic change initiative. By differentiating leadership and management, leadership styles and the key factors of change we can better understand what should be done to successfully lead change. Success is not obtained through leadership alone but by developing a group of individuals from all levels of the organization who work together as a team. . (Leban and Stone, 2007)

The book The Heart of Change shows the practical side of the theories that are taught in the course textbook. It presents stories of successes and failures based in the application of concepts discussed in Organizational Behavior and Management and in class. Although we talked about several different concepts the ones that are evident in the examples in The Heart Of Change are the more progressive and individual centered approaches. The leadership characteristics that are important to successful change in an organization are those that are espoused in the transformational theory of management. It makes sense that ideals in line with the transformational management theory

Today’s health care organizations are complex, interrelated systems that must adapt to changing societal demands while working with an increasing need for cost containment. A shift from the antiquated linear model to a patient-centered, holistic approach is vital to address the complicated requirements. Advanced practice nurses with an understanding of organizational analysis and leadership are crucial to this conversion. The first step of this process is an assessment of the organization’s current climate. The purpose of this paper is to present an organizational analysis of an outpatient health care facility by examining the organization’s culture, readiness for change and by utilizing concepts recommended by Collins as the framework for evaluation.

This paper discusses in ways of changing management in relation to patient care, drawing attention to the unintended consequences of pursuing patient care without effective change management. Such as defining what is change management, what are the different roles between managers and leaders, and how change is implemented and self-sustaining.

Over the past twenty years, an abundant body of researches have been done to review transformational leadership and transactional leadership. Burn (1978) was the first person to introduce and conceptualize the concept of transformational leadership and transactional leadership. Bass (1985) based on Burn’s concept and deepened his notion with modifications, which stated that one of the best frameworks of leadership is transformational or transactional. Following Bass and Avolio (1994, p. 4) provided the idea of these two leaderships and generalized them into the development of global economic world. Bass and Avolio (1997) also suggested that there was no need to view transformational and transactional leadership as

Fixing problems that face health care in many health facilities demand a system wide set of solutions. The systems used in these facilities must be assessed and redesigned to identify factors that will aid in the achievement of the set goals. The enormous task of achieving the goals should be undertaken collaboratively by all the key stakeholders, who include, health care professionals, planners and policy makers, administrators, payers, and patients and their families. These partnerships must begin with a common understanding of the problems together with a shared commitment to cooperate and work together to eliminate the problems. With this knowledge, therefore, an action plan for redesigning the health care system can be developed and later implemented. For a successful health care service to be realized, there are various factors which should be employed and which are not found in the traditional business setting. These include unique economic processes, proper regulatory requirements and the perfect quality indicators. This creates a need for every leader within the healthcare industry to create or develop unique skill sets that will harmonize both organizational leadership and the inter-professional team development. It is, therefore, important to understand the comprehensive approach to the management of patient care and also how the concepts of team development and organizational leadership support healthcare leaders in creation of a patient-centric

The research design used in this study was correlational. The correlational design allows the determination of existence or degree of relationship between two variables. In this study gender was used as the nominal independent variable and hours spent in in Pinterest weekly was the dependent variable. The correlational research method was chosen because it allows relevant evidence to be collected and the data collected is directly related to the research question. This type of study manages variations, identifies relationships between variables, and produces answer to the research question. The purpose of the research had to reflect on the research design in order to reveal whether or not there was a statistical significance, in this case