Swot Analysis : Hospital Organization

A vital part of the strategic planning process is the (SWOC) analysis. SWOC stands for Strengths, Weaknesses, Opportunities, and Challenges. This information can be used to create ideas for strategic interventions that can shape and guide organizational decisions and actions designed to create public value (Bryson, 2004, pg. 124). Strategic planning is used to solve important issues within organizations. It can help organizations build on strengths and take advantage of major opportunities while overcoming or minimizing weaknesses and serious challenges (Bryson, 2004, pg. 27). Stakeholders and employees can provide detailed information for an SWOC analysis.

Hospitals have organizational structures that allows them to carry out their duties efficiently and successfully. What separates the organizational structure of a healthcare organization from a business, essentially that the hospital 's organization is chiefly founded on the amalgamation of medical and administrative staff (Carayon, et al., 2014). The organizational structure of the twenty-first century solutions in health care hospitals involves, both divisional and hierarchical structure. In the of the chain of command hierarchy, there are various levels of professional’s that fall under other levels within the facility, and each staff member is organized in regards to departments that are related to their (KSA’s) skills, attributes and job duties (Carayon, et al., 2014). Hospital organization philosophies is based on development of values and ethics, with the understanding on moral principles relating to human conduct. These systems are comprised with the processes in decision making and determining the best actions to consider between the difficult alternatives when pertaining to patient care.

Throughout this course I have learned about the various challenges that impede productivity and efficiency at today’s hospitals. These issues facing the modern healthcare organization come in varying forms from technological, staffing, and financial to name a few. There are no limits to what hospitals can face in these modern technologically savvy times. Below are the major issues that today’s hospitals are facing, though there are many facets to these topics it will be described as best as possible to meet overall challenges:

The organization depends on the Hospital Administrator to keep interaction with the community and relay solutions to any problems that may arise (Wolfe, 2013). The service of program development also impacts the hospital either positively or negatively. The organization depends on the administrator to keep ahead of development and always think outside the box for new innovative ideas from medical treatments all the way to managerial structure to improve the performance of the organization as a whole. Finally, the organization is dependent on all of its employees to function and is very dependent on the administrator not only to hire the best employees, but also retain the employees, and evaluate the employees as necessary to keep them functioning at their highest capacity (Wolfe, 2013).

To change culture, begins with they feeling and thinking of hospital workers (Rose, et.al, 2006). Hospitals have changed how patients are view within a health organization. Patients are viewed as customers. Hospitals today are more competitive patients can choose a variety of place for care and recognizing this has shifted how hospitals view patients. Consumers today shop around for health care and have many choices in the 21st century. The health care industry has seen the cultural change affect the bottom line of some hospitals. Hospitals have to compete for customers. Changing the food service at hospitals will providing a new process to providing nutritious

“Running a health care organization is a team sport. It is very important that all members of the team-whether on the medical staff, in management or on the board-understand the role of governance and what constitutes effective governance” (Arnwine, 2002). Running a hospital is a difficult task. Several factors need to be seriously thought of and considered in every decision and undertaking. Unfortunately, all the three important factors in governing a hospital is not always in harmony. As likened to a team sport, if the three major components are not working with each other as a team, there will be tension and a great divide will be experienced. And often times, the patients will be in the middle and will be greatly impacted. This writer believes that there are several factors that contribute to the tension that usually exists among the medical staff, the board and administration. One factor is the disconnect, where each entity is not seeing each other eye to eye and their visions may be different from each other. Another factor may be the lack of communication in order to bridge the gap and to build a respectful and a relationship wherein there is trust for each end every member of the group. Often times, the medical staff is concerned with ensuring that patients are cared for in a manner that their practice is protected as well as the patients are getting the appropriate care. On the other hand, the board of trustees may be focused in ensuring that that

It is crucial that the board will manage to build the relationships of trust and support with the healthcare facilities. Rather than implementing the policy which is based on the relations of domination and subordination, the teamwork between the actors identifies above should be established. It will guarantee the quality of care, according to Millar et al., who state the following: “Boards which combine a culture of ‘high trust’ across executive and non-executive members, together with robust methods of measuring and monitoring the quality and safety of patient care, are also associated with higher performance” (Millar et al., 2015). Also, it may eliminate the chances of the appearance of financial fraud and corruption.

Providing a Collective Leadership Strategy in American Healthcare System Introduction The impact of organizational culture on the quality of care, organizational effectiveness and safety are evident in all healthcare organizations. It has been highlighted in several pieces of research that the health sector needs a healthy corporate culture to be successful. The leadership of these facilities bears the greatest influence on the culture of an organization.

Although within the experience of dealing with such issues such as many investors trying to start and organization throughout the years, first things are great until many changes occur such as increases in insurance premiums and this causing the facility to lose patients because of it. “Rudolf Moos, Jeanne Schaefer, and Bernice Moos (2007) reports the guiding policies of a healthcare organization can affect the workplace. Compared with healthcare facilities that follow a professional model, those with a bureaucratic model are likely to have more centralized decision-making and formalized jobs, which are associated with a lack of support and autonomy, ambiguous work-related practices and high work demands and managerial control. In contrast,

Many patients’ lives have been saved and improved, due to the staff’s cutting edge innovative ideas for treatment. The rest of the services offered at Barnes-Jewish Hospital are all equally stunning in the quality of care provided to patients. Patrons can be sure to receive the most up-to-date care and will be attended by some of the best staff in the country. The hospital is dedicated in extending their outreach programs and providing services to the surrounding community (Barnes-Jewish Hospital, 1997-2012).

A hospital must have all staff work together to promote a healing environment for its patients as well as the families and visitors who come thru its doors. These staff members include not only the doctors and nurses who care for the patients, but also the CEO and office staff all the way down to the groundskeeper. It is important that all of the employees of the facility work together to promote and live the hospital’s

It takes a combination of theories to make healthcare organizations function at a quality standard. Providing the patients with the best care possible is always the goal for any healthcare organization. It takes, not only the nurses, but all the staff of the organization to achieve this goal. Non-nursing theories exist to help guide all staff and provide an optimal work environment to allow quality care to be given to the patient. In this paper, some non-nursing theories will be examined and the importance of each one will be ranked according to this nurse.

Hospitals can be very complex organizations; there are many components that make a hospital successful. The way the hospital is represented within the community, and what the hospital does to make its services and presence be known, play a major role in the success of the hospital. All employees and affiliates play a crucial role in the daily, monthly and yearly functions. Who better to have in line to contribute to the success of a company than those who are on the front lines delivering the service? There are many measurements that are used for monitoring the quality of an establishment’s performance , which drives the success of the facility in line with their goals and mission.

The Organizational culture and structure can have real big impact on the quality of care either negatively or positively. If the organizational culture is poor then it is really hard to provide best health care that can work effectively. Poor organizational culture creates poor work condition at the facilities for workers, which leads to lots of stress and low quality of patient care. A many medical errors caused by employees, who were under lots of stress and workload (Imhof & Kaskie, 2008).

Within a health care organization there are many layers to include health boards in hospital governance. Corporate governance is a complex arranged of processes, policies, regulations, laws, organizational structures, people, and customs (Dowton, S.B. (2011). Each of these entity must establish a relationship in order to work toward a common goal that ensures the quality, accountability and