Choosing a Successor - Case Study Example

OF BALTIMORE School of Public Affairs Principles of Health Care Management II GROUP PROJECT: CASE STUDY Choosing a Successor The Ambulatory Care Center is a multispecialty facility serving primarily senior citizens with an average capacity of 80 patients seen daily. It has had little growth in the last few years. The pending retirement of the administrator, the changing demographics of the market area, added to a need for economic and strategic positioning was inevitable to stay viable. A change of direction and expansion of services prompted the search for a new administrator to take over.

The present administrator has identified three potential candidates who are talented, equally qualified and eligible. The decision to make is who of the three will be the best fit. The table below is a comparison table of some of the skills and competencies required for the position. Each candidate will be matched to a skill set and awarded points. Every skill earns equal points (5), but seniority/loyalty to the organization will score two points (2) for every year of service.SKILLSTANISHAFELIPEAMANDAMotivation of employees15Leadership Style/Effectiveness111525Costs Management1125Revenue Enhancement25Quality Improvement11Resource Utilization: Human1115Technology11Strategic Development/Planning11Innovation15Politics/Influence1115Communication1115Coordination1125Tally of candidate’s scores: Tanisha = 99Felipe = 90Amanda = 100ALTERNATIVE: According to the score, all candidates are nearly tied for their potential viability in the role of successor.

Amanda scored the highest as a result of her tenure, however the capabilities related to solid leadership and communications (especially) are lacking. Felipe, though well-liked, lacks the fundamental skills required of professionals who are well-versed in more business practicality and understanding. Clearly, his leadership skills and human resources skills would be a credit to the position, but his experience as an administrator are lax. Tanisha, though known to be pompous and self-absorbed, managed to score highly in multiple dimensions required for the position without extra points for tenure.

Tanisha is the most qualified candidate maintaining multiple competencies for this role, despite her lack of tenure. RECOMMENDATION:It is recommended to select Tanisha for the role due to the diversity of responsibilities required in this administrative role. Elements of her personality that are not favorable can be developed through training and consultation with superiors and through experience working in a responsibility-based position with diverse personalities. Based on all characteristics, Tanisha outperforms even those with longer tenure.