Downsizing Dodge Clinic by M. Matthews - Article Example

Since the strategy observed in the paper involved carefully focuses on both goal achievements in the hospital and employee satisfaction, I consider Martin’s recommendation to be an excellent approach (Matthews, 2013). The recommendation offers a significant number of advantages. Firstly, since it focuses on involving the key stakeholders (such as hospital employees) it encourages them to be competitive and performance-oriented. In this sense, it promotes optimal service delivery thus improving client satisfaction and goal achievement (Matthews, 2013).

Additionally, to the employees, it encourages teamwork and urges to learn more as one gets more experience. However, there is a huge disadvantage that is, putting some employees in high tension. That is, due to personal fear of the changes, an employee can be under high tension to give the best ending up in lower-quality service delivery (Matthews, 2013). Two key aspects that have not been put into consideration include employee motivation factors such as bonuses which will encourage get the best output from each thus aid determining those whom their service delivery is low.

Secondly, the technology should have been at the forefront to ensure that the clinic is in touch with all technological advancements in the health industry (Matthews, 2013).The administrative staff should practice ways of compassionately laying off an employee (Matthews, 2013). Organize a one-on-one meeting with the targeted employee and then hold the meeting. Offer support to the employee in terms of both resources and reference to the employee. Lastly and yet importantly, if essential clarify the lay off to staff members.

Essentially, this provides transparency thus raising the clinic’s reputation to all staff members and encouraging them to give their best in achieving the set-out goal (Matthews, 2013).