Proposed Project/Plan - Essay Example

Proposed Plan of Action Remediation of communication related issues in the Naval Health Clinic, Great Lakes, Illinois should begin with a clearer understanding of the problems faced by the employees. The administration should specifically focus their attention on junior enlisted members and staff, as they are more in number and require the greatest investment in terms of training and teaching. It had been complained by many members that employment at NHCGL leads to career stagnation. This is a serious issue as an unsatisfied employee is invariably a poor performing employee.

A comprehensive set of surveys must be undertaken to address all aspects of communication within the establishment: Physician – physician relationship, nurse – physician relationship, nurse – nurse relationship, manager – healthcare worker relationship and so on. It should specifically be enquired as to what each employee expected from the institution and what administrative reform they would like to have implemented. Feedback from the employee themselves has proved to be highly effective in the past.

Once a detailed understanding has been achieved, specific subcommittees must be formed to address each issue. In order to make working at the NHCGL career enhancing, additional provisions must be made available for the staff to elevate their current position in terms of more training, educational packages etc. The administrator directly in charge of each junior must be made responsible for the junior’s performance. This shall not only improve the general level of surveillance but make the performance of the junior a personal concern of the senior.

Bimonthly career guidance sessions must be made mandatory for every enlisted junior. Currently, this is done biannually. In formulating every policy decision, care must be taken to have adequate representation of the lesser ranked class as well as to incorporate their views and suggestions as frequently as possible.Also, rash behavior by senior members that create a negative work atmosphere for others must be discouraged and made punishable by law. Managers, departmental supervisors and others who hold administrative responsibilities should have an “open door” policy and must be willing to hear the opinions of their subordinates whenever necessary.

An open channel for communication is key for a successful reform plan. Additionally, it must be ensured that all the members are well aware of all the rules and regulations of the institutions and be informed of all the value additional programs provided. Earlier modules had documented that many members were unaware of the redeployment procedures followed by the institution. Finally, greater success is achievable only by placing most of the decisions in the hands of the people who are directly affected by those decisions.

Whenever healthcare professionals have more autonomy in their work and schedule, they feel less constraint and are more satisfied employees. Taking into account the cumulative results of all these modules, the following outline is proposed as an action plan for improved communication at the NHCGL: 1. Nurse retention, Employee satisfaction, Workplace Communication and Exit surveys.2. Identification of major causes of employee discontent. This should be based on the previous surveys and must be carried out preferably by an impartial outside authority.3. The formation of departmental subcommittees to address each class of issues.

The committee should have adequate representation from both the staff as well as the management.4. The formulation of corrective policies and an improved system of labor distribution and management.5. Specific steps to improve staff efficiency, career enhancement and communication6. Test implementation of the new policies in controlled phases.7. Review of the consequences and success of the program.8. Final implementation of the policy package.9. Periodic feedback and assessment.ReferencesChilders, Linda.

"Staying Power - Strategies for Nurse Retention." 20 6 2005. Studer Group. 1 December 2008 .Fagin, Claire, Pam Maraldo and Diana Mason. The Centre For Nursing Advocacy. 20 October 2008. 2 December 2008.Huber, Diane. Leadership and Nursing Care Management. Saunders, 1996.Kleiner, John R. Welch & Brian H. "New Developments in Hospital Management." Health Manpower Management Volume 21 · Number 5 (1995): 32- 35.Kristen Starnes-Ott, Michael J Kremer. "Recruitment and Retention opf Nurse Anesthesia faculty Issues and Startergies.

" AANA Journal, 75(1) (2007): 13 - 6.The Naval Health Clinic, Great Lakes, IL. Naval Health Clinic, Great Lake, IL. 17 October 2008 .