The Ever-changing World of Healthcare Essay

The Roanoke branch of Phoenix Advertising has been one of the company’s most successful branches in previous years, handling the company’s largest accounts and maintaining a strong human resource pool. However, recent observable difficulties have brought the branches’ current human resource practices into question, as reports of key personnel leaving or threatening to leave their jobs, sharp declines in productivity, and loss of employee morale reach the company’s headquarters. Under my capacity as Vice President of Human Resources Management for Phoenix Adverting, I have conducted an investigation into the causes of difficulties in the Roanoke branch and have identified one critical problem as employees’ loss of morale

The biggest distractions as an acute care leader that impacts my work are numerous administrative meetings; they tend to take up most of my daily schedule leaving me with little time to talk to the patients. To alleviate this challenge I have allocated time on my daily calendar to participate in bedside inter-disciplinary and leader rounding on the unit with the team to discuss patient plan of care with other healthcare teams, patient and family. This time allocation enables me to have designated time dedicated to making sure the patient receives my professional presence that supports

Conducting regular face to face meetings with all involved in the care of an individual can also help to improve partnership working. This helps to keep everyone up to date and allows for discussions to be made.

An employee’s morale is tied to their work, the more stressed and dissatisfied the employees are the more their work will suffer. A happy employee means more work will be done, working in a happy and safe and secure work environment will make the workers more willing to work harder.

Management with poor listening skills effects staff morale as employees don’t feel that they have any input in decisions. Managers create misunderstanding if they communicate in the wrong channel or in an inappropriate manner which has a detrimental effect on staff morale.

Effective communication is one of the utmost characteristics of a high-quality health care model that responds to the existing needs of the general population. However, communication may sometimes be taken for granted and therefore fail to relay important information between health care providers within the interprofessional team. In today’s health care setting, communication is particularly challenging due to the limited time constrain in the workplace. In spite of the utilization of existing charts and documentation, errors are made. In this paper, a real life clinical scenario is discussed which involved a breakdown of

Morale: With employees, more engaged in their work and more pleased with the corporate culture, their morale will naturally be higher. This leads to less time and productivity lost to illness, tardiness, or extended breaks and lunches.

I am a shift leader for Walgreens Inc. I work at one of the financially worst stores in the district. The possibility of the store being close is even greater because the store cannot meet sale goals. Naturally, the heaviest burden is places on the team members. For example, team members losing hours, causing team members to lose sales, more responsibility placed on team members, and less chances for team members to recharge and relax. Eventually, these changes in the workplace dynamic could cause severe reductions in team members’ morale, in an otherwise normally positive and happy staff. Therefore, in this paper, I will provide ground breaking research that explains the issues of low staff morale and propose ideas for coping

Unhappy employees can be toxic to any organization. The lack of interest, blatant disregard for company policies and procedures, tardiness and a host of other negative behavior can quickly spread to other employees, especially new recruits. The key is to diagnosis the situation and deal with it sooner than later. Providing immediate attention to an escalating issue displays not only efficient leadership but also builds trust with other currently loyal workers.

A weakness in communication between interdisciplinary team members can impact patient safety and health . A recent study revealed that out of all the claims analyzed , 57 percent of malpractice cases reflected miscommunication between two or more healthcare providers (Riah, 2015). In fact, the same communication failures directly linked to 1,744 deaths over the past five years (Budryk, 2016). During my clinical placement this semester I have witnessed the overwhelming number of health care team members that are involved in each patient’s care. I also take part in morning nursing rounds where all nurses are updated on every patient’s status. Transmission of permanent patient information is also relayed to all members of the health team via the patient chart .Here , interdisciplinary notes all come together to form updated health information on patients. However, although I have read interdisciplinary notes from all team members , I rarely have had the opportunity to personally communicate with members other than doctors and nurses. Personal communication allows for a team member to pass on relevant information in a timely manner without the possibility or misinterpretations. When communication is strictly done non-verbally, it is impossible to ask any questions.. This is why communication between professionals in health care is essential for patient safety and improved quality of care (Koivunen, Niemi., & Hupli,2015). There are 3 main factors that cause miscommunication

What literature lacked was the importance of buy-in from the outpatient oncology staff. Change and challenge are intertwining concepts in any health care organization. Change does not come without its challenges as there are always someone or something standing in the way of its acceptance. Royal Perth Hospital and Sir Charles Gairdner Hospital in Western Australia were experiencing capacity constraints that limited their ability to efficiently deliver chemotherapy treatments to their patients, so they performed a study on the benefits of same day appointments vs. next day appointments (same concept as visit de-coupling). While data revealed significant improvements with visit-decoupling within their facilities, some staff and patients seen

Low morale is a common occurrence inside the workplace, while the effects of low morale are often visible it is difficult to diagnose the cause. There are various issues that coincide with low morale, which include absenteeism, low motivation, and low productivity, which can be detrimental to a business. The cause of low morale involves a myriad of complex factors such as, lack of leadership, indignant employees, micromanagement, unreasonable workloads, and high turnover are a few examples that contribute to the cause of low morale in an organization. If your company is suffering from low morale, it is crucial to seek and identify the root causes.

Regardless of whether the company manages to succeed in implementing the changes or not, staff should strive to maintain high morale. Senior management should put into practice work different motivational tools such as good working conditions, merit-based system of incentives and rewards, paid vacation, benefits and payment for medical services, the provision of loans to employees and others.

Feeling overworked and tired gives reasoning for a fair portion of the C.Os to have low morale, which causes more issues. One issue that low morale brings is the C.Os not caring about their job and becoming complacent. Another reason it is it important for the C.Os to have high morale is because when they do not, the new employees see it. When new employees see the C.Os having a low morale level they tend to either quit while in training or also come into the workplace with low morale hence the cycle continues.

Frankly, the problem is that Keepum’s leadership style is having a negative impact on employee morale. Keepum underestimates the role of the work environment and blames employees for their own lack of motivation without truly assessing what has resulted in loss of morale. There may