Communication Barriers as an Organizational Behavior Issue

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Nonprofit hospitals have become a common characteristic of the hospital sector because they can be found across the country because of their presence in almost every corner, they never decline to provide treatment, and offer several community-based health programs. On the contrary, the for-profit health facilities are regarded as the corporate model of health care services as they seek to make profit first. They enjoy huge capital that enables them to develop state-of-the-art facilities and purchase the latest clinical technologies.

In any organization effective communication forms an essential part of the organization’s growth and progress. However, it has been seen that this is not always the case. This istrue in today’s globalized world when one has employees coming from different ethnic, cultural and religious backgrounds working together. If the reasons for communication failure are examined it has been found that they fall in four distinct categories. These are:

In 2004, Riverview Medical Center (RRMC), originally called The Holy Name of Jesus Hospital, was acquired and revamped by the Hospital Management Associates (HMA) and has become a state of art facility with improved efficiencies to ensure high quality care. “RRMC is a 281-licensed bed acute care facility accredited by the Joint Commission on Accreditation of Healthcare Organizations, certified for participation in the Medicare Program, and contracted/participated in Blue Cross Plans” (Richards & Slovensky, 2004). The facility is one of the primary employers in the area and provides job opportunities to approximately 700 individuals” (Richards & Slovensky, 2004). RRMC encountered significant challenges against their competitors, Mountain View, Gadsden Regional and HealthSouth. A major challenge was the fact that they were not the sole or primary healthcare provider in the market service area. Secondly, many of RRMC’s key medical staff members and group practices were not in a central location within the vicinity of the hospital. Thirdly, RRMC’s emergency department was in great need of renovation and they lacked in the variety of clinical programs they offered in terms of cancer treatment, neurosurgery, psychiatry, obstetrics, rehabilitation and surgical outpatient care.

For the purpose of this paper Chesapeake Regional Medical Center (CRMC) has been chosen to discuss the organizational structure. CRMC is an independent, community focused organization that has been founded in 1960 by the community members. The mission of CRMC includes the improvement of health and well-being of the citizens it serves. The hospital incorporates the following major core values in the delivery of patient care: service, dignity, excellence, justice, and innovation. The future vision of the hospital

As practitioners it is essential that we work together as a team and communicate effectively with children, young people, families, other practitioners and professionals, successful team depends on co-operation and skills of team members, being a good team member includes beginning to express one’s own ideas and encouraging others, with good communication skills as stated by Forgas. (1985), Communication is a real source of power in most groups: knowing what is happening, being able to contribute to and influence the group’s actions is essential for a satisfying membership. Social psychologists have studied extensively the consequences of more or less open group communication systems on group performance and satisfaction.

Florida Hospital is a non-profit hospital, which means the money goes back into patient care. Florida Hospital includes the human aspects in all levels of their organization. They are committed “to improving the quality of life of their patients, family, friends and neighbors to guide them in everything they do. Not just in “Central Florida, but around the globe as well” (Florida Hospital,2016). President/CEO Florida Hospital Lars Houmann said “through our many programs and services, Florida Hospital takes that seed and helps it blossom. We’ve done this through an investment of more than $1.8 billion in our community. Our branches reach far beyond our eight-campus facility and deep into the roots of Central Florida, where every day we cultivate hope and healing. With our collaboration and support, we’ve helped nurture our community in ways that impact the health and happiness of our friends and neighbors” (Florida Hospital cares community benefit report, 2016). Florida Hospital depicts an example of human resource perspective of management through their employee programs, as well as through their community partnerships and outreach.

Formidable health care organizations, healthcare outreach facilities, healthcare partners, and dedicated health care leaders are nothing new to the Central Florida region. Central Florida has given birth to some of the best and well-known health care systems in the nation. “The region is home to several respected hospitals that are ranked in the nation’s top 100, a Level One Trauma Center, nine designated teaching hospitals and the University of Central Florida, College of Medicine” (Winter Park Memorial Hospital, 2013). Although there are several economic hardships taken place within the nation’s health care industry, Central Florida’s healthcare organizations are amid in serving the community.

In the past years Jackson have dealt with major decrease in profit, decrease in patient services and more. However, Jackson Memorial was able to keep a positive net income because of its non-operating revenue. Both income statement and balance sheets are analyzed and compared with Jackson’ competitors to show some of the improvements. In addition, several of the organization’s aspect are finalized, including corporate and business strategies. Although Jackson started to experience major changes such as increase in revenue, increase in patient services, as well as increase in Medicare and Medicaid patient revenue under the leadership of appointed CEO, Carlos A. Miyoga. Jackson entered into new related business lines to build new facilities and

Effective communication is a vital component in any organization and it is essential to ensuring that all staff members are fulfilling their job duties. When there are barriers to communication

The health care organization covered is Jackson Health System in Miami, Florida. With over 2500 beds, this is one of the largest health systems in Florida and its flagship Jackson Memorial is one of the largest in the country. There are a number of strengths and weaknesses that will characterize the strategic direction that the organization will follow. Among the strengths are that Jackson has a large geographic footprint with Miami-Dade County, it has the financial backing of the county, that it has a diverse workforce, its relationship with medical school at the University of Miami, its leadership, and the multiple clinics and specialized services that it offers.

The Jackson Memorial Health System is based in Miami. This not-for-profit, county run organization has multiple sites, the main one being Jackson Memorial Hospital. The hospital has over 1550 licensed beds and is a teaching facility for the medical school at the University of Miami (JHS Miami, 2012). While the JHS has a number of different programs and facilities, it is important from the perspective of central management to understand the position that each has in the marketplace. JHS has a significant market share, as it is the largest hospital in Miami-Dade County. Its size and its mandate to serve the residents of the country regardless of ability to pay ensures a strong customer flow and substantial market share. The hospital's total revenue for the latest fiscal year was $4.8 billion, and on this it lost $34 million, an amount the county covers through a sales tax levy (Becker's, 2012).

14 department heads report to the president directly. “Coordination between us and other departments seem to be more serious problem then coordination between shifts of nurses.” is raised in a nurse meeting. These are two indications that Memorial Hospital has a silo type of divisional organization structure.

In this case-study for Electra Products’, I will be addressing relevant, organisational behaviour and communication issues that must be addressed in order to “revive the failing company” (Samson, 2012). Specific recommendations will be offered to further assist in focusing on the key outlined issues and what actions would be most appropriate to take from this point. Throughout the report, it is clear the attitudes of staff are becoming unfavourable and has resulted in a lack of job satisfaction, thus becoming a crucial behavioural issue within the company, restricting its progression and the success of the empowerment campaign implemented by the company’s new CEO. Selective perception and emotions of the staff are creating communication issues that are barriers and are “going to be an obstacle to the empowerment efforts” (Samson, 2012). Limitation’s that restricted the recommendations for this case study were lack of information on each of the departments and individuals involved. There was also no clear mission statement or goals stated to help the employees and departments understand where the team leader desired the company to be repositioned. Communication involves a transfer of meaning and understanding, staff need to have a solid understanding of the company’s mission statement and the individual goals of each department. If they can understand and adjust to work with one another’s goals, it will create greater, more positive diversity in the ideas

Is anyone wrong in this situation? By what other means could Randell have requested the information from Tom Ballard? What do you think of Tom Ballard’s reaction? Why?