Foundations of Management for Healthcare - Essay Example

Running head: FOUNDATIONS OF MANAGEMENT FOR HEALTHCARE Foundations of Management for Healthcare Insert Insert Insert name 17 May 2011. Foundations of Management for Healthcare In every organisation, management practices play an important role in determining the success of an organisation plays an important role in determining the success of an organisation. This includes the workplace and other activities, which may affect the performance of an organisation. Ways of being managed: There are various scholars who have come up with various views on management. All these views attempt to propose the best ways of management. Classical Management (Fayol) The classical schools of management theory were developed during the time of industrial revolution. The rise of this school was induced by the problems related to the factor system of production which rose during this period. Managers were faced by problems like how to improve employees’ productivity as well as achieving job satisfaction. Scientific-Management (Taylor) Taylor was one of the main contributors in the theory of scientific management. In fact, he is referred to as the father scientific management. Taylor proposes that organisation need to do a study on tasks and then develop appropriate procedures (Cliffsnotes par 3). For instance, organizations can make calculations on how to improve the performance of its employees by using correct procedures and movements. According to Taylor, people are significantly motivated by money. The study conducted by Tylor on the steel company Indicated that An organisation can significantly increase its product by the use of appropriate management practices in organisation of the tasks (Cliffsnotes part 4). The study further indicated that employees’ productivity can be improved though effective management and arrangement of activities in an organisation. For instance, the employees’ productivity increased significantly. This can be realized through development of the appropriate incentives to induce employees to put more effort. This contribution was of great significance in the management of organizations. This principle can be of great significant in the heath care. Application of this principle can lead to an increase in the level of employees’ productivity hence increased level of services. Human Relations Approach (Mayo et.al) According to Mayo, for an organisation to be successful, it should not only consider the monetary needs of its employees, but also the non monetary needs (Scribd par 4). According to this principle, people are motivated by social needs as well as good job relationships. In addition, people will tend to be better to work in a group relationship rather than individuals. According to this principle, satisfaction of psychological needs should be packed in the front line in every organisation. Human Resources Approach (McGregor-Theory X and Theory Y) McGregor did an intensive examination of the theories of individual behaviors at the workplace. Through this examination, he became up with two models which are referred to as Theory X and Theory Y. According to McGregor through the Theory X, average human being has an inherent dislike of work and will avoid lit if they can (McGregor par 3). This theory therefore proposes that most people well dislike to work and therefore they must threaten or controlled to make them work hard. The theory also assumes that an average individual will dislike leading and will always prefer to be directed. On the other hand, Theory Y proposes that expenditure of physical and mental effort in work is as natural as play or rest (McGregor par 3). This theory also proposes that other than punishment and control, man will also be directed to work hard through self commitment to the aims of an organisation. This theory also recognizes that an average man will be enticed to seek responsibility on top of accepting such responsibility (McGregor par 3). This principle can be of great significance to health care institution. The members of staff can become more responsible, through provision of the necessary conditions. Again, this will improve on the productivity levels. Work and Organizations As already noted, it is important to maintain appropriate work conditions in order to maintain a high level of performance. The success of any organisation is determined by the ability of the responsible leaders to maintain appropriate working environment. There are several things the managers should observe in order to promote effectiveness in the organizations. The managers have the responsibility to create appropriate working environment in order top promote the performance of an organisation. Employee Compensation This is one of the methods through which an organisation can facilitate its effectiveness. In every organisation, workers play a pivotal role in promoting its performance. The more productive the workers, the better will be the organisation. However, employees need motivation in order to maintain a high level of performance. One way through which this can be done is through compensation. Compensation is the reward to employees for the amount of work they have done in a specific time period. In the modern world, people’s view on employee compensation has significantly changed. In the olden days, people were more concerned about the wages with less attention given to the working conditions. This is despite of the significant impact the working environment can have on the overall performance of employees. No much attention was paid in an effort to motivate employees. In fact, employees were viewed like any other instrument in the organisation which can easily be replaced. In other words, employees were not valued in those olden days. With time, the situation has completely changed. Employees are more concerned about the working environment which has forced the employers as well as the government to act accordingly (Kleiman par 6). These changes were triggered by increased cases of; strikes, violence, labor disputes and work slow down. Consequently, this has forced employers and other concerned parties to put more emphasis on the issue of employee compensation. In an effort to match the salary with the prevailing economic situations, employers are expected to adjust the salaries accordingly. The salary should be adjusted proportionally with respect to inflation levels in order to maintain the purchasing power of the employees. This also helps in maintaining a reasonable standard of living. By so doing, the level of employees’ performance will remain high. Organizational Structure and Culture Organizational culture can be defined as tacit but understood regulations in a particular organisation which determines what is regarded as right or wrong, necessary or unnecessary, and how an organisation responds to any deviation from day to day activities. Every member of an organisation must be familiar with this code in order to direct their behavior as expected by other members of an organisation (Schein 58). All new members must internalize this code which enables them to behave accordingly. Organizational culture significantly determines the performance of private, nonprofit, government, and public organizations. Organizational culture bonds employees together as one which promotes realization of the organizational goals (Frost 312). Culture has a powerful influence on members of an organisation. It can influence the behavior of individuals in an organizational environment in a number of ways. However, culture is an outcome of continued interactions among the people and is shaped by the people’s behavior (Anonymous par 5: 2004). In other words, culture reflects the behavior of a certain group of people. An organization needs to modify its daily working procedures in order to improve on its performance (Plante par 4). In every organisation, culture plays a major role in directing the conduct of employees. The employees will always tend to behave according to the cultural specifications of an organisation. One of the most surprising aspects of the organizational culture is that we can encounter similar organizations under the same environment and in some cases with similar technologies but with different organizational cultures. As already noted, organizational culture assists new employees in an organisation to know the correct way in which to conduct their behavior. This will be of great significance in a healthcare institution. This significantly reduces inefficiencies which are associated with absorption of new employees. Therefore, creating and sustaining a culture in organizations is very important in promoting the success of various organizations. Organizations should pay a critical attention in creating as well as sustaining organizational culture. Organizational structure Organizational structure is the framework in which the lines of authority and communications in an organisation are arranged in a hierarchical manner in an organisation. This involves allocation of duties and rights. The organizational structure is an important aspect which determines the success of an organisation. It is advisable for every organisation to consider having an effective organizational structure which would facilitate in realization of the organizational goals. In hierarchical organizations, employees are ranked in various levels where each employee is placed below or above another (Fritz 58). At each level, individuals reports to the position. At each level, there is an individual responsible for activities in that particular position. On the other hand, the flat hierarchy is shorter and is characterized by few layers. This facilitates the process of communication across the organisation. However, the structure depends on the objectives of an organisation as well as the means through which an organisation aims at achieving these goals. In health care, there is a need to have an effective organizational structure. This will facilitate the movement of message from one level to another. This will help in eliminating unnecessary inefficiencies which may affect the smooth running of activities in an organisation. Job Design Job design is another important factor in every organisation. It is important to consider revising the traditional ways of doping things in an organisation in order to improve ion the level of performance. This involves replacing less efficient methods with more efficient methods of carrying out various activities in an organisation. In every organization, human resources play a pivotal role in determining the productivity of an organization. Therefore, the way the organization manages the human resources through job design is a major criteria which determiners the success of the organisation both in the short run and in the long run (Page and Vella, 2009). For instance, the productivity of other resources which are used in the production process like machines and other instruments significantly depends on the human resources. Poor or inappropriate handling will lead to low performance while careful handling of these human resources will lead to a high level of performance (Baruch and Peiperl 350). In order to get the best yield from the workforce, it is important for an organization to have a clear talent management strategy. This will enable an organisation in adopting more efficient job designs. However, a significant number of companies do not have any strategy in talent management. However, most of them are in one way or another involved in the activities which are engaged in activities involved in talent management but under different titles like talent retention. One of the main distinguishing characteristic of the talent management is its continuity. While the transactional human resource activities are administrative overhead, talent management is a continuous process that delivers the optimal workforce for an organisation. In other words, talent management ensures that employees’ productivity is maintained to the maximum levels. In this process, the human resource becomes the strategic facilitating factors which enable managers as well as the employees in their efforts in creating business value. Workplace Motivation As already noted, workplace motivation plays an important role in determining the success of an organisation. There are several theories of employee motivation. Expectancy Theory and Equity Theory of motivation The expectancy theory is the conceptions that employees will tend to work more hard if they believe that hard work will lead to better performance and that better performance will lead to rewards (DuBrin 389). In other words, this theory shows that rewards can significantly affect the performance of employees. One of the ways through which employees can be rewarded is through payment. Employees can be encouraged to put more effort in their respective areas if they are rewarded with a good payment. Otherwise, employees will be discouraged and hence their productivity will be reduced if they are poorly paid. The element of equity also plays a pivotal role in improving the employee’s performance. Employees will be discouraged if they feel that they are being discriminated against. On the other hand, employees will be satisfied when they believe that their compensation is equal to that given to others who make similar contribution in the organization (Daft and Dorothy 95). In order to increase employee’s motivation, health care institutions should come up with necessary adjustments which make all employees feel valued and equal to others. This can be realized by offering equal salaries to people in the same levels. The manager should also come up with measure of rewarding employees for their handwork by increasing their salaries. Herzberg Two Factor Theory In every organization, hygiene plays a pivotal role in motivating the employees. Hygiene factors represent both the work and the working environment in an organization. Employees will tend to be discouraged by poor working conditions (Anonymous 2011). Therefore, hygiene factors are of great significance in every organization. Herzberg’s two factor theory proposes that people are motivated by both satisfaction and psychological growth. These two factors contribute significantly in motivating individuals. Hygiene factors can significantly affect the level of employee’s satisfaction (Mendenhall, Punnett and Ricks 58). According to this theory hygiene factors are of great importance in an organization since their presence leaves the employees satisfied. Groups and Teams performance and Conflict resolution Group performance can significantly be enhanced through motivation. As already noted, motivation has a great impact on the productivity of employees. Group performance can also be improved through employee compensation, talent management and creating effective organizational culture as already noted above. Finally, it is necessary to have appropriate conflict resolution. This is necessary for the smooth running of an organisation. One of the main ways through which conflicts can be resolved is through clarification of duties and responsibilities. By so doing, each employee will be liable for certain task. This will help to eliminate elimination of blames on each other. Works Cited Anonymous. Organizational Culture. 2004. 17 May, 2011. Anonymous. Two Factor Theory-Herzberg, Fredrick. Value based management, 17 May, 2011. Baruch and Peiperl. Career management practices: an empirical survey and implications. Human Resource Management, 39 (4), 2000. 347–366 Cliffsnotes. Classical Schools of Management, 2000. 17 May, 2011. Daft L. Richard and Marcic, Dorothy. Understanding Management. Mason, OH; Cengage Learning, 2010. DuBrin J. Andrew. Essentials of Management. Mason, OH: Cengage Learning, 2008. Fritz, Robert. Corporate tides: the inescapable laws of organizational structure. San Francisco, CA: Berrett-Koehler Publishers, 1996. Frost, Peter. Reframing organizational culture. California: SAGE, 1991. Kleiman. Lawrence. Employee Compensation. 2010 17 May, 2011. Read More