CASE STUDY: GREEN HILL HOSPITAL
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Page 2 of 2
CASE STUDY: GREEN HILL HOSPITAL
Table of Contents
Introduction 2
Answer 1 2
Answer 2 4
Answer 3 5
Answer 4 6
Conclusion 11
Reference 12
Introduction
The study here has critically examined the case history of a green hill hospital. The study has communicated individual changes that can impact the performance of the medical institution. It has been observed that the performance of any organization can be improved by the changes that are introduced in the organization. Performance of the organization greatly depends upon the level of performance delivered by the employees. The study here has incorporated the motivational theories that will help to shed light on various manners through which the employees can be motivated. Here in this study, a case scenario has been provided with the help of which the questions have been answered. Here the study has also discussed the extrinsic and intrinsic human relations versus classic theory. The study has invested time in elucidating appropriate theories for team effectiveness. The study here has also discussed the importance if leadership the study has further critically evaluated the performance of a leader.
Part 1
Answer 1
The study has forecasted the problem that has been experienced by the patient who has come to get treatment for his wife. It has been observed that it took a long procedure to get into the hospital for immediate treatment which has created disappointment among the patients. The study has expressed the flaws in the functioning of the hospital which requires immediate attention. This has called for changes at the individual level. For this, the management of the organization is required to make strategic management based on which the changes can be incorporated. It has been observed that the HR manager is required to take a decision that will enhance the performance of the organization. The medical institute can implement a digital procedure for the functioning of the organization that will expedite the processing of the organization. The changes at the individual level can be made possible only with the best HRM practices that will make the functioning of the organization efficient. With effective HRM practices, the changes at the individual level can be made possible. For efficient functioning of the organization, the medical institute is required to have a strong human resource department that will facilitate the proceeding of the organization. To make the check in and check out process more effective the management of the company can introduce online check in and check out which will reduce the burden of the manpower. The changes at the individual level can be made possible only with proper training and development of the employees. Innovation in technology has been increased due to the increased level of globalization which has made the organization purse introduction of innovation in technology. Again, for this, the organization needs a strong HR expert to arrange timely training for the employees so that they become adaptable to the latest technology for treatments. This will enhance the performance of the employees by imparting knowledge about the latest treatment technologies which will avoid negligence from taking place. It has often experienced that dearth of knowledge about the latest technologies in the diagnosis process leads to major issues. This needs to mitigate at the initial level by providing timely training where the employees will able to gather sufficient knowledge about the latest technologies. With the help of a strong HR professional, these changes can be made possible at the individual who is necessary for the organization to raise the profit level of the organization. It has been observed that a strong HRD department helps to make the functioning of the organization effective and efficient. For making changes at the individual level, it is necessary for the organization to run strategic management by employing SWOT framework which will provide a basic idea about the performance of the organization, its strength, its weakness, and threats. Based on this it will help the management of the organization to evaluate the existing functioning of the organization and changes can be made accordingly. Thus, it can be said that the performance of the organization can be modified by conducting internal and external audit which will reveal the loopholes of the organization. The communication skill of the employees is also required to be enhanced.
Answer 2
From the above answer importance of HRD has been made prominent on the individual level. It has been observed to implement the changes at the individual level; there is a need for HRD. It is the role of the HR professional to channelize the changes in the right direction. It is the HR expert that can motivate the employees of the organization to make the changes at the individual level. As opined by Barling, Akers, and Beiko (2018), it is necessary for the organization to check the performance of the employees as it squarely impacts the performance of the organization. The case study has revealed a series of loopholes in the functioning of the organization that has an adverse impact on the reputation of the organization. The study here has clearly defined the need for HRD at an individual level. With an effective human resource department, the organization will be able to implement the changes at the individual level successfully. The study has underscored the importance of HR experts while implementing the changes in the organization. The procedure of the organization can be made faster by making it more online rather than depending on the manpower. It has been observed that the HR department of the organization can be made more efficient by introducing regular changes which will have a positive impact on the performance of the organization. As opined by Cooper (2015), to implement the changes the HRD is required to focus on these changes this will help the organization to achieve the objectives and target of the organization. The study has also mentioned the urgency to have an effective HR department that will help the organization to gain the objective of the company. Here the loopholes of the organization can be overcome with the implementation of strong HR experts.
Answer 3
It is often observed that the performance of the organization mainly depends upon the performance of the employees. Positive output helps the company to achieve the targets of the organization. For this, it is necessary to keep the employees of the organization motivated so that they can perform well increasing the revenue of the company. The employees of the organization can be motivated with the help of financial and non-financial incentives. These will motivate them to excel in their performance. The management of the company should reward those employees who contribute more towards the economic development of the company. This will help them to work and contribute towards the accomplishment of the objective of the company. As opined by Storey (2016), it is required for the company to make the employees think positive towards the problem of the company. This behavior of the employees will help them to achieve the common goal of the company. This change in behaviors attitude of the employees can be achieved by boosting them and encouraging them with financial incentives. Often punishing the employees discourage them to perform well. However, penalizing the employees for their wrong deeds can be exemplary for other employees so that they do not commit the same mistake. Rewarding the employees for their good performance can bring changes in their behavior towards the organization. However, there are certain limitations while punishing employees. As opined by Rosenbach (2018), this might discourage other employees and lower their level of performance which will not be beneficial for the organization. Even in the case of reward, there are certain limitation they cannot reward all the employees if one employee contributes more than the others. This might again discourage employees from contributing more to the organization. So it is the responsibility of the organization to look after these aspects of the organization. Thus, it can be said that rewards or punishment can change the behavior of the organization. However, there are certain limitations associated with it.
Answer 4
Yes, here the motivational theory can be of great help by making the company adopt certain strategies that will help them to motivate the employees. Maslow theory of motivation can be administered in the organization to encourage the employee. This theory straightly claims that the employees can remain motivated and encouraged if their basic needs are met and this can be done with the help of the extrinsic reward. As opined by Goleman et al. (2015), extrinsic reward includes financial incentives that are a tangible reward given to the management and employees of the organization. These include a hike in the remuneration, bonuses and other financial benefits. This will help the employees to meet their basic needs, which will be reflected in their performance. This will help them to increase their level of productivity.
On the other hand, intrinsic rewards include job satisfaction that comes from within the employees. This can be achieved if the needs and requirements of the internal customer are met sufficiently. As opined by Saxena et al. (2017), it is necessary to have job satisfaction to increase the performance of their organization. Again, Adam equity theory of motivation can help the employees to perform well when they receive fair and equal treatment form the organization. This will make them think that they are part of the organization and this in return will offer job satisfaction to the employees.
The personality of the employees to some extent influence the change management at the individual level. If the employees possess a positive attitude and a great acceptance towards the change, then it will help them to achieve the targets of the organization.
Part B
The ability to simultaneously perform as an individual and together with your colleagues or employees in effective teamwork is key to attaining growth and success. After studying the case study of a green hill hospital, it has been observed there has been a lack in the performance of the team. As opined by Hamzah et al. (2016), here effective leadership plays an important role in handling the team. Without an appropriate leader, the team cannot be led to the right direction which will help the medical institution to achieve its target. Here visionary leadership style will be more appropriate than other leadership style as this will help the leader to foresight the shortcoming of the organization. Based on that certain steps can be taken that will help the company to avert a crisis that can affect the performance of the organization. Here the importance of the leadership has been determined with the help of the leadership style.
Figure 1: Kubler ross model
There are various ways through which an effective team can be built such as by adopting an open- door policy and this can be done by communicating with the team regularly. Listening to various concern and ideas also helps them build an effective team. As opined by Gamayanto et al. (2019), apart from that taking appropriate actions should a staff member report harassment. In order to build a team effectively, it is important to manage the team sensibly, so the sentiments of the team members are not hurt at any cost. This can be done by laying out ideas, lending a hand from time to time and taking a step and allowing them to work in their way. Besides, an effective team can be built by solving the problems of the team that occurs during any task. As opined by King, Hopkins, and Cornish (2018), it is the most important part of the team building process. The team building process can be better done with the help of the Johari window which is a technique that helps people understand better their relationship with themselves and others. This technique helps in the better team building process. In the Johari window, there are four aspects such as open space which is known to the employees, blind spot that it is known to themselves which is known to others, a hidden area which is not known to others and unknown areas that are not to themselves and others as well.
Figure2: Johari window
Part C1
From the case scenario, it has been observed that the practice of HRM is not heavily implemented or else the patients were not required to face problems. It is important for any organization to have an effective HR department that will help the organization in enhancing their performances. Due to feeble HRM practice, the functioning of the organization is not organized. Thus, it can be said that it has a huge impact on organizational life.
These inner barriers are great barriers to a great extent as it hinders the growth and proper functioning of the organization. The rising competition and advanced technology are regarded as important aspects that have generated the need for change.
Yes, with reference to the case scenario of green hill hospital strategic HRM will help to restore the balance of the organization. This can be done by providing suitable training and development to the employees so that they can gather enough knowledge to operate advanced technology. This will prevent them from committing any mistakes further. There are both strength and weakness regarding strategic management. Before implementing such practices, it I necessary to perform a SWOT analysis that will help the management to identify the loopholes based on which suitable HRM practices can be applied. Change in leadership practices can have a strong impact on the organizational life of the organization as it will help to drive all the employees towards a common path in acquiring the goal of the organization. With an effective leader, the team will be built in an effective manner which is again important for the smooth functioning of the organization.
Part C2: Kotter’s 8 step change model
The study here has implemented the Kotter’s 8 step change model with regard to the scenario of the case study of green hill hospital. Step 1 is creating urgency where the potential threats have been identified around the need for change. Step 2 is to form a powerful coalition where the management of the company is required to convince the team members about the urgency of the change that needs to be incorporated. As opined by Pollack and Pollack (2015), once formed, the “change coalition” needs to work as a team, continuing to build urgency and momentum around the need for change. The third stage is to create a vision for change where a clean vision can help everyone comprehend why they are asking them to do something. When people see for themselves what you’re trying to achieve, then the directives they’re given tend to make more sense. The fourth step is to communicate the vision that will determine the success of the team. The message will have strong competition from day-to-day communication within the company. As opined by Small et al. (2016), the fifth step is to eliminate all the obstacle that will come in the midway of achieving the success of the company. Here this will help the staffs of the organization to achieve the goal of the organization. The sixth stage is to develop short term wins that will motivate more than success giving a taste of victory initial in the change process. For this, the team is required to create short term goals so that they can be achieved by the organization. The second last stage is built on the change where it has been argued that most of the project fails because victory is declared too early. The last stage is the anchor the changes in a corporate culture where there is a need to stick to the change so that it becomes the core of the organization.
Concerning the case, study reformation is required to the existing process of the hospital so that its performance can be enhanced. The biggest strength of the Kotter’s model in its two steps creating a sense of urgency and creating the guiding coalition. Kotter’s approach offers a very robust checklist of most of the things that will give an opportunity to think about during the process. Firstly, it is essentially a top-down model. Secondly, it is quite mechanistic. Finally, Kotter’s model is very strong on initiating change.
Part D
With the current emphasis on leadership in medicine, this study explores Goleman’s leadership styles of medical education leaders at different hierarchical levels and gain insight into factors that contribute to the appropriateness of practices.
The Six Leadership Styles (Goleman)
Commanding
Visionary
Affiliate
Democratic
Pacesetting
Coaching
The leader’s modus operandi
Demands immediate compliance
Mobilizes people towards a vision
Create harmony and builds emotional bonds
Forges consensus through participation
Sets high standards for performance
Develops people for the future
The style in a phrase
“Do as I say.”
“Come with me.”
People come first
“What do you think?”
“Do at my pace.
“Try this.”
Underlying emotional intelligence competencies
Drive to achieve, initiative, self-control
Self-confidence, empathy, change catalyst
Empathy, building relationships, communication
Collaboration, team leadership, communication
Conscientious, drive to achieve, an initiative
Developing others, empathy, self-awareness
When the style works best
In a crisis, to kick start a turnaround, or with problem employees
When changes require a new vision, or when a clear direction n
To heal conflicts in a team or to boost people during stressful situations
To build buy-in or consensus, or to get input from valuable staffs
To get speedy results from a highly encouraged and competent team
To support an employee enhance performances or build long-term strengths
In order to discuss the heroic perspective of leadership, it can be said that in this leadership participation of the coworkers to leadership is identified. In this leadership innovation and participation is encouraged. Leaders become dispensable and have consensus in decision making and mainly focus on the interactions and actions.
Conclusion
The study here has clearly defined the factors that leadership is an important aspect in term of effective team building. It has been observed in this study that an effective team can be built with the help of a Johari window. The assignment has communicated the fact that without effective HR experts the objective of the organization cannot be achieved. The study has invested time in discussing the importance of HRD for making changes at the individual level. The study has discussed motivational theories with the help of which the employees can be motivated, and the objectives of the organization can be achieved. The study has also clearly defined the factor that without the implementation of change management the performance of the organization cannot be enhanced. This will not be beneficial for the organization in the long run.
Reference
Small, A., Gist, D., Souza, D., Dalton, J., Magny-Normilus, C. and David, D., 2016. Using Kotter’s change model for implementing bedside handoff: a quality improvement project. Journal of nursing care quality, 31(4), pp.304-309.
Pollack, J. and Pollack, R., 2015. Using Kotter’s eight stage process to manage an organisational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), pp.51-66.
King, S., Hopkins, M. and Cornish, N., 2018. Can models of organizational change help to understand ‘success’ and ‘failure’in community sentences? Applying Kotter’s model of organizational change to an Integrated Offender Management case study. Criminology & Criminal Justice, 18(3), pp.273-290.
Gamayanto, I., Christian, H., Wibowo, S. and Purnamasari, D., 2019. Developing “Leadership Intelligence (CI2) Framework” Inside Social Media to Develop An Ethical Leader using the Johari Window Method. Indonesian Journal of Information Systems, 1(2), pp.119-132.
Hamzah, M.I., Othman, A.K., Hassan, F., Razak, N.A. and Yunus, N.A.M., 2016. Conceptualizing a Schematic Grid View of Customer Knowledge from the Johari Window’s Perspective. Procedia Economics and Finance, 37, pp.471-479.
Saxena, A., Desanghere, L., Stobart, K. and Walker, K., 2017. Goleman’s Leadership styles at different hierarchical levels in medical education. BMC medical education, 17(1), p.169.
Goleman, D., Boyatzis, R.E., McKee, A. and Johnston, F., 2015. Mindful Leadership: Emotional Intelligence Collection (4 Books). Harvard Business Review Press.
Rosenbach, W.E., 2018. Contemporary issues in leadership. Routledge.
Tal, D. and Gordon, A., 2016. Leadership of the present, current theories of multiple involvements: A bibliometric analysis. Scientometrics, 107(1), pp.259-269.
Storey, J., 2016. Changing theories of leadership and leadership development. In Leadership in Organizations (pp. 33-58). Routledge.
Cooper, D., 2015. Effective safety leadership: Understanding types & styles that improve safety performance. Professional Safety, 60(02), pp.49-53.
Barling, J., Akers, A. and Beiko, D., 2018. The impact of positive and negative intraoperative surgeons’ leadership behaviors on surgical team performance. The American Journal of Surgery, 215(1), pp.14-18.