System Thinking

It gives the opportunity to provide structured feedback and reflection and recognise ay achievements as well as identify any performance issues.

Overall, by implementing Shireman’s systems approach, Pediatric Orthopedic Clinic at the Children’s Hospital Of Western Ontario will improve their performance eliminating the long waiting periods, additional issues and improving cost.

When utilizing feedback as a way of measuring effectiveness of the organizational change it can be by way of surveys from staff, meetings, questionnaires and so on. Feedback helps to communicate ideas better to management so that quality care can continue to improve and goals can continue to be reached. Feedback is used by managers as a tool to respond to and to anticipate changes (Spector, 2010).

Texas Health has shown why they are the top performers in the country. Texas Health has received honors and awards for clinical quality, including the 2007 Quality Award from Premier and the 2007 Texas Health Care Quality Improvement Award. There are numerous lessons from Texas Health experiences that other hospitals should look at to achieve high performance. According to the text, for an organization to reach the ideal state of continuous adaptation and improvement, the organization must be designed to achieve their goals and able to change direction when things don’t work out (Frates, J. 2009). Being in a health system gives you the opportunity to turn to each other as partners in quality improvement efforts and resources to help solve problems.

Organizational culture is a system of symbols and interactions unique to each organization. It is the ways of thinking, behaving, and believing that members of a unit have in common” (marquis, 2011). The conveyance of the system culture requires an active, constructive role of management and leadership. The leaders will need to assess the subcultures, perceptions, attitude and beliefs and influence, in their unit to intervene and meet their responsibility (Marquis, 2011). In this paper, the organizational culture and leadership assessment thru observation and data collection of a teaching hospital that is not-for-profit healthcare full service medical center with 851 beds, and it is the fifth largest hospital in Florida. The hospital’s mission core is on the Quality- caring Model and the value it places on human relationship. Additionally, the hospital’s promise of integrity with the professional standards as a commitment to deliver excellence to the community (intranet citing). The hospital leadership outcome approach is through encouragement, relationship, goal orientation, engagement, patients and staff satisfaction, and adaptation to changes. The organization takes pride in receiving the Gallup Great Workplace Award in 2014, which proves the direct relationship of how employee engagement drives high quality outcomes. Incorporating commitment of leadership, accountability and performance, development of quality and patient safety and ongoing learning, and effective

A system can be defined as several interconnected components working together that permit the identification of a boundary-maintaining entity or process (Laszlo & Krippner, 1998). The entity, Houston Healthcare, located in Warner Robins, Georgia has a mission statement that affirms “to improve the healthcare of the communities we serve by providing patient-focused, high quality, cost-effective services while promoting health and wellness” (Houston Healthcare, 2015). The Houston Healthcare system values respect, integrity, service innovation, and excellence among its staff and patients (Houston Healthcare, 2015). However at some point, even the best system designs will recognize potential problems and require adjustments in order to fine tune or maximize it productivity. The purpose of this paper is to describe the labor and delivery unit at Houston Healthcare using systems theory terminology. This paper will also identify a potential problem within the unit using an open- systems approach, and state where the problem exists using the systems theory model. Lastly, this article will explain a proposed resolution to the problem that would uphold the organization’s mission and values and improve the culture and climate.

In the evaluation process the feedback plays an important role. The Danielson Framework explains and defines the importance of collaboration.

By getting feedback, we can identify areas for improvement, eg, somebody says you need to learn to cook, we can then ask for help or training from our manager.

To understand this process better, a case study will be referenced as a basis of the discussion of the paper. The study that will be utilized follows a multi-phase implementation of a program to change how to increase the Triple Aims within healthcare systems to deliver services within the community. The 2007 study was designed to evaluate how organizations could improve the quality, access, and reliability of care while being cost effective in providing healthcare services to the community (McCarthy & Klein, 2010). By identifying issues that impede providing these three elements, healthcare providers and organizations can utilize resources to address the issues and improve the patient’s health (McCarthy & Klein, 2010). Organizations can make a positive

Eunson (2012) states feedback is a two way communication between a sender and receiver that encourage a response. Constructive feedback is information specific, addressing issues or concerns that are based on factual observations and performance organisation orientated goals, not personal feelings (Baron, cited in Sommer and Kulkarni 2012). Constructive feedback aligns performance through praise or criticism (Baker et al.2013). Given in a timely manner, being aware of body language, tone and avoiding confrontational words demonstrates constructive feedback (Eunson 2012). Levett-Jones and Van De Riet (2015) suggest development of trust and respect between nursing colleagues can occur with open, direct and honest communication. Baker et al. (2013) maintains the importance of constructive feedback delivered with supportive suggestions ensures greater effectiveness in communication and encourages positive learning performance as an outcome. Baker et al (2013) emphasises that frequent and timely constructive feedback builds trust, reducing formality encouraging a feedback friendly organisation. In contrast, feedback not applied constructively or in a timely manner, causes anxiety and perceptions of a one way conversation, leading to feelings of mistrust and bias in the process (baker et al. 2013). Sommer and Kulkarni (2012) suggest that ways to avoid negative impact are through use of scheduled performance and appraisal development meetings. Baker et al. (2013) suggest implementing mentoring novice program, providing learning opportunity while establishing good interpersonal relations. What is more, constructive feedback is also very useful in Nursing. As stated by Ali (2013) a benefit of constructive feedback is increased reliability in employees. Through use of structured performance

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

Explain how the performance appraisal training program can benefit the hospital, employees and society. What are the potential consequences of an ineffective training program for the hospital, employees and society?

Systems approach is based on the fundamental principle that all aspects of a human problem should be treated together in a rational manner (Healy, 2005). I have divided this essay into relevant sections that cover an overview of systems ideas, general systems theory and ecological systems theory. This assignment will also include Germain and Gittermans life model, and it will be related back to the case study that has been provided. Limitations of systems theory will also be discussed.

* establishes a system of praise and constructive criticism - rewards and improvement; grows with the organisation

Computational thinking “...Involves solving problems, designing systems and understanding human behaviour by drawing on the concepts fundamental to computer science” (Jeannette M. Wing, 2006). It is also important in solving problems in several other domains. For example, it is needed when conducting a school play, a task that initially appears to be straight forward however involves solving several sub problems.