...Throughout this Case Study, there were a multitude of organizational culture factors and the leaderships response to these differing cultural values which led to the extreme culture clash experienced by both B-MED and MM Healthcare. Due to its vertical hierarchy and Bureaucratic leadership style, B-MED significantly lacked inspiration and risk taking, as they were fearful of punishment and lacked autonomy in making decisions. Subsequently, MM Healthcare was built on a flat organizational structure that gave employees a sense of ownership and empowerment over their decisions. Considering that Samuels’ operations seemed to be much more results oriented, he failed to focus on the processes leading to his outcomes, which only worked when his company...
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...Change and Culture Case Study I Lydia Wooten Managing in Today’s Health Care Organizations HCS/513 September 17, 2012 Darlene Cantu Change and Culture Case Study I There are many reasons why mergers take place. The main reason why corporation exists with merging with companies is to enhance their level of competition in the market. It is however important to note that conjuring departments into a single organizational unit is a different form of merging. This is due to the fact that the cultural transformation may not be as great as merging two companies. The major challenge involved with merging is getting two different groups or staff to work collaboratively to realize real benefits. In this scenario, am a middle manager in a healthcare organization that has merged with a previous competitor, Competition has been viewed to result to delivery of poor quality of care. One unique aspect about the new organization is the fact that it has in place numerous outpatient and inpatient services that our organization does not. This paper will be described what affects the organization will have on the culture on terms of systems and shapes. In detail provide quality care from the middle manager to ensure the staff will ensure quality care without a competitive point of view. Impact Sale on the Culture of the New Combined Organization T-Mobile and AT&T are similar organization but they provide different services. The same scenario for health care organization they...
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...Organizational Change Plan Part 1 HCS/587 March 24, 2014 Organizational Change Plan Part 1 Information technology (IT) has a great impact on today’s business with the high usage of and accessibility of the internet Borkowski (2002). It has the potential to improve safety and efficiency in the ever changing healthcare system. The administrators of Brokovitz General Hospital are introducing Information technology as an organization wide change process. IT enhance productivity, improve security of patient information and reduce cost, this allows the HS to be more competitive with their counterparts. Information Technology will replace doing things manually, save time, reduces errors, and decrease cost as well as improves safety and quality of care of clients. This paper will explore the need for development, organizational and individual barriers, factors that might influence the proposed development, summarize organizational readiness for change, the theoretical models that relates to the change, and internal and external resources that are available to support the development. The change will be piloted in the emergency room and if successful it will be implemented throughout the institution. Need for Proposed Organizational Change According to Borkowski (2002), there is a great need for information technology in healthcare. The external forces have had a significant impact on the changes within the healthcare industry. For example, clients are knowledgeable consumers...
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...Organizational Responsibility and Current Health Care Issues Renae Hoag HCS/545 April 21, 2014 Victor Gibb Organizational Responsibility and Current Health Care Issues Health care fraud is a current health care issue throughout the health care industry. Health care fraud is considered abuse to the public treasury. “The National Health Care Anti-Fraud Association (NHCAA) estimates that health care fraud accounts for at least three, but as much as ten percent of total health care expenditures”(Hubbell, 2006). “Because health care fraud costs taxpayers more than $13.3 billion a year, seven federal and state agencies have made health care fraud prosecution a primary focus” (Hubbell, 2006). “The federal government concentrates on detecting and prosecuting health care fraud in its health care insurance programs, Medicare and Medicaid” (Hubbell, 2006). Health care organizations that receive payment from the Social Security Act are more likely to become targets of health care fraud with Medicare and Medicaid. There are many organizations that have been accused of health care fraud with Medicare and/or Medicaid. Maxim Healthcare Services is one of the health care organizations that have been accused of health care fraud. The organizational structure and governance, culture and focus on social responsibility had an affect or influenced the situation of health care fraud and abuse. There are resources that can be allocated to prevent the situation in the future. Ethical issues...
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...ORGANIZATIONAL BULLYING: ETHICAL IMPLICATIONS OF ORGANIZATIONAL EMAIL By Ruth Ragatz Dr. Fritz COMM 494W-75 October 12, 2013 ORGANIZATIONAL BULLYING: ETHICAL IMPLICATIONS OF ORGANIZATIONAL EMAIL Introduction I. United Healthcare – The assessment A. Determine the “Good” of the Organization 1. Historical Moment A. Dwelling Place B. Community of Memory B. Multiplicity of communication ethics 1. Define Communication Ethics for United Healthcare 2. Organizational Culture 3. Power and Leadership A. High Power B. Monological arrogance C. Dialogic Ethics 1. 2. 3. 4. Attentiveness Ground of Self Ground of Other Dialogic Civility II. United Healthcare – The analysis A. Codes, Procedures, guidelines 1. Internet Ethics A. Dehumanization B. Fair and equal opportunity C. Formal code of Ethics 2. Contextual Communication Ethics A. Eye of the Beholder B. Culture, Diversity, and communication B. Democratic Communication ethics 1. The habit of search 2. The habit of justice 3. The habit of preferring public to private motivations 4. The habit for respect for dissent A. Interpersonal Responsibility B. Accountability 1. Evaluation and the Good Conclusion 2 Ruth Ragatz Dr. Fritz COMM 494W-75 October 12, 2013 ORGANIZATIONAL BULLYING: ETHICAL IMPLICATIONS OF ORGANIZATIONAL EMAIL In the 21st century, organizations have benefitted from technological advances such as; the internet, mobile phones, computers, instant messaging, and even the ability for employees to work in cyberspace...
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...need to do from an HR perspective to maintain this standard of excellence? This case identifies the strategies used by Mayo to achieve excellence in employee and patient satisfaction. The case describes how this complex service organization fosters a culture that exceeds customer expectations and earns deep loyalty from both customers and employees. The role of HR is analyzed to explain how strategic HRM enables the organization to achieve its strategic business objectives. INTRODUCTION Mayo Clinic is the first and largest integrated, not-for-profit group practice in the world. Doctors of every medical specialty work together to care for patients, joined by common systems and a philosophy that "the needs of the patient come first." More than 3,300 physicians, scientists and researchers and 46,000 allied health staff work at Mayo Clinic, which has sites in Rochester, Minnesota, Jacksonville, Florida, and Scottsdale/Phoenix, Arizona. For many decades, Mayo Clinic has been ranked as one of the top medical institutions in the world. Over the past few years, the entire health care industry has been experiencing immense challenges. Mayo is not immune to these challenges and faces the risk of losing critical components of its culture and overall tradition of excellence that have been at the core of its success. Given the current and historic success of Mayo, what does Mayo need to do from a human resource (HR) perspective to maintain this standard of excellence? Journal of...
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...Change and Culture Case Study 1 The struggling economy, the emergence of new technology and the government’s healthcare reform is pushing hospitals to seek refuge in another resulting in a merger. A merger is the consolidation of two establishments into a single legal entity (Hayford, 2012). In the health care industry, mergers are rising in numbers. Mergers transpire due to a variety of reasons; to increase in size to gain better negotiation power with managed care providers who tend to bypass smaller organizations, to penetrate new markets to attract additional customers, to improve efficiency evolving from centralized administrative practices, and to express overall value of promoting readily available comprehensive care by shoring up smaller community-based facilities, keeping them from closure (Liebler & McConnell, 2008). Despite the reason for the merger, when two health care organizations merge, the organizational dynamics change considerably from the leaders in the board room to the medical staff on the hospital floors, and the impact has a short and long-term ripple effect throughout the newly formed organization as performance, mission, values, and culture will be restructured. The restructure of a new organization resulting from a merger and the role of the middle manager in developing an environment that the combined staff can work on will be analyzed further. Additionally, a description of the newly formed organization from the merger in terms of system and shape...
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...behavior in Healthcare As the world becomes more interdependent, the business and the process of doing business are exposed to many, continuously changing dimensions, structures and opposing forces. In a global environment, culture is a critical factor whereby the process of advancing cultural intelligence and international cultural competence would be the deciding element for the success of managers and leaders especially those who perform human resource (HR) functions. Within the cultural context, common elements are to be found including shared and dynamic nature surrounding norms, values and beliefs which are expressed through different behaviors, artifacts and interactions. It is necessary then for HR managers like Wolfgang to fulfill profitable relationships vested on the capability to reconcile cultural dimensions of pay systems from the headquarters to subsidiaries. Within Healthcare, there are economic, political and cultural forces that are influencing the operation. As part of the external environment, there is the need for Healthcare to align national cultural values of the subsidiaries with that of the organizational work culture. There are culturally indigenous and culturally alien practices within any organization that shape the actions and performance of the employees. Culture is considered as the lens through which motivation occurs. Motivations to do work differ greatly across cultures hence whey employees are subjected to within-culture and between-culture workplaces the...
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...Applying Organizational Behavior When Motivating Employees ADM 521 Applied Administration Concepts Dr. Michael Provitera 2/26/2014 Chauvaunia Goodman 1. Introduction Employee motivation can be regarded as one of the key practices for an organization to build long-term sustainability in any respective business industry. In relation to the recent phenomenon, the performance of employees significantly depends upon a number of factors including employee motivation, employee satisfaction, performance appraisal, compensation, training and development (T&D) along with adequate security of job role and organizational structure among other factors (Muogbo, 2013). However, the specific area of this study is focused on employee motivation, which tends to highly influence employee performance within an organization. In relation to the rapidly growing global business environment, marketers have been widely witnessed to implement a number of strategic measures in order to keep the workforce more optimistic with regard to their specific roles and responsibilities within the organization. In this regard, Organizational Behavior (OB) has long been observed to play an essential role for the entrepreneurs to develop strong workforce in accordance with the vision and postulated business goals (Tishman et al., 2012). Emphasising the notion of OB to play as an essential role in employee motivation, the primary objective of this report is to critically analyse the practice of OB by...
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...behavior in Healthcare As the world becomes more interdependent, the business and the process of doing business are exposed to many, continuously changing dimensions, structures and opposing forces. In a global environment, culture is a critical factor whereby the process of advancing cultural intelligence and international cultural competence would be the deciding element for the success of managers and leaders especially those who perform human resource (HR) functions. Within the cultural context, common elements are to be found including shared and dynamic nature surrounding norms, values and beliefs which are expressed through different behaviors, artifacts and interactions. It is necessary then for HR managers like Wolfgang to fulfill profitable relationships vested on the capability to reconcile cultural dimensions of pay systems from the headquarters to subsidiaries. Within Healthcare, there are economic, political and cultural forces that are influencing the operation. As part of the external environment, there is the need forHealthcare to align national cultural values of thesubsidiaries with that of the organizational work culture. There are culturally indigenous and culturally alien practices within any organization that shape the actions and performance of the employees. Culture is considered as the lens through which motivation occurs. Motivations to do work differ greatly across cultures hence whey employees are subjected to within-culture and between-culture workplaces the...
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...FOR IMPROVING HEALTHCARE DELIVERY AND ORGANIZATION PERFORMANCE The present report is focused on identifying strategies for defining, measuring, and improving performance of the healthcare delivery system in any organization. The scope of the report is kept limited to the frontline health service delivery system like hospitals and clinics which directly interacts with patients. The main objective of the report is to identify important determinants of organizational performance in healthcare and to present examples of solutions which can improve its functioning and performance. Identifying present performance: Before formatting future strategy for any organization, it is important to evaluate its present performance. It is important for any organization to deliver healthcare of high quality, high efficiency, easy accessibility, and easy utility; to be considered as a high performance organization. Additionally, the high performance organization must be open to enable learning and to have well planned strategies to access support from different parts of the society to attain sustainability. Thus section discusses the six main outcomes required by high performance organization which are quality, efficiency, utilization, access, learning, and sustainability. 1. Quality: Research on the clinical quality of the healthcare is as old as the healthcare delivery system itself. The researchers identify clinical quality as safe and medically appropriate healthcare. Furthermore,...
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...need to do from an HR perspective to maintain this standard of excellence? This case identifies the strategies used by Mayo to achieve excellence in employee and patient satisfaction. The case describes how this complex service organization fosters a culture that exceeds customer expectations and earns deep loyalty from both customers and employees. The role of HR is analyzed to explain how strategic HRM enables the organization to achieve its strategic business objectives. INTRODUCTION Mayo Clinic is the first and largest integrated, not-for-profit group practice in the world. Doctors of every medical specialty work together to care for patients, joined by common systems and a philosophy that "the needs of the patient come first." More than 3,300 physicians, scientists and researchers and 46,000 allied health staff work at Mayo Clinic, which has sites in Rochester, Minnesota, Jacksonville, Florida, and Scottsdale/Phoenix, Arizona. For many decades, Mayo Clinic has been ranked as one of the top medical institutions in the world. Over the past few years, the entire health care industry has been experiencing immense challenges. Mayo is not immune to these challenges and faces the risk of losing critical components of its culture and overall tradition of excellence that have been at the core of its success. Given the current and historic success of Mayo, what does Mayo need to do from a human...
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...Instructors Name Abstract Ethics are paramount to the healthcare management field, and the American College of Healthcare Executives has undertaken a number of initiatives to demonstrate the organization's commitment to ethics and support its members in making ethical decisions. (ACHE, 2013). This paper will examine the influence of individual ethics on decision making within the health care industry. It will discuss what the self-assessment taught me about my own ethical decision making, the effect of professional ACHE standards on my own ethical decision making, how individual ethics influence my decision making, and what strategies I can adopt to improve my ethical decision making in the future. Self-assessment Results The American College of Healthcare Executives (ACHE) offers a self-assessment in which you examine yourself enabling you to learn more about yourself. The self-assessment is not a scoring assessment and therefor requires each individual to recognize the areas in which they have strong ethics, and areas that may need improvement. Any questions answered with “always” identified an area of potential weakness where ethics could be compromised. The self-assessment enabled me to see my strengths and weaknesses so that I could identify the areas in need of improvement. ACHE Standards ACHE standards have been established to help educate healthcare professionals regarding ethical decision making. Healthcare executives are often faced with difficult decision making...
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...Management and Marketing Research Hospital management reform: a step to healthcare reform R. Peter Heine Stetson University E. Nick Maddox Stetson University Abstract Recent intensive dialogue and debate regarding healthcare reform has led provider administrators to renew their search for “best practices” around the country. Many organizations, particularly hospitals, because of their complexity, are seeking new paradigms that will improve their efficiency and effectiveness regardless of the outcome of the current reform debate. This paper suggest that implementing an organizational change model, specifically, socio-technical systems design, can lead to more teamwork, communications and improved patient service delivery in all areas of hospital operations. Within the STS frame, staff records detailed steps or unit operations in their patient care processes, and then engage physicians in determining what could go wrong in each of these unit operations. Finally, changing what happens or improving the way these steps happen can become a team effort involving both social (people) and technical solutions. The authors acknowledge the extreme difficulty of changing the dominant physicianfocused culture which would be the result of such a successful OD intervention. Keywords: hospital management, healthcare reform Hospital management reform, Page 1 Journal of Management and Marketing Research Introduction The healthcare industry is the subject of intense debate. Forces for and against reform...
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...Change and Culture Case Study Paper Lauri-Ann Rivera HCS 514 April 15, 2013 Carol Young Change and Culture Case Study Paper It can be said that organizations change dramatically as well as very fast. They change in both structure and of culture. This can also be found when businesses merge together. In this case study, the paper will discuss the context of a healthcare organization. There are some sociological theories that are both present and that can be applied to whatever consequence that may occur because of the merger. A couple of good examples are as follows: conflict theory, which can be defined as concept of conflict over resources, role theory, this is any type of expectation that people have during the change, social constructionism, how reality is really seen by the business and employees, integration theory, social behavior that is looked at through micro/macro analysis, and finally, structural functionalism, this is meeting the individuals biological needs. Impact On Culture There is never a merger that begins and ends without a hitch. Conflicts will always be there. When there are two organizational cultures at work, the more dominant of the two will begin to take over. This can bring out resentment behaviors...
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