Refining Solutions It is essential to refine ideas and solutions to find the highest quality solution to a problem. The creative thinking process is used to produce ideas but the critical thinking process is used to evaluate and refine ideas and solutions. Applying criticism to ideas and solutions reduces the risk for error and makes good ideas even better (Ruggiero, 2009). In this paper criticism will be applied to a solution selected to improve morale at Wheeling Hospital. Arguments will be evaluated and revised resulting in a refined and final solution to the problem. Original Issue Wheeling Hospital is adding a fifth tower and the time for departments to move into the new, advanced tower is approaching quickly. Chief executive officer Ron Violi thinks the transition is an exciting time for him and his staff members. It was a major shock to Violi when he learned more than three quarters of his staff was unhappy and not excited for the move into the new tower. Through close observation of my fellow coworkers, I discovered the discontent and feelings of frustration. These feelings originated because of the lack of communication from administration relating to tower five. Staff members are unaware their expectations, their workload, or how they are supposed to function without knowledge of where equipment, departments, and items necessary to perform their duties are located. Staff members have concerns about shortages and are not notified of any changes or updates relating to the new tower. The morale at the hospital is low and staff members need motivation to have success in tower five. Initial Solutions With the importance of the success of tower five to the community, coworkers, and my career on my mind, I dove into my imagination and brainstormed for solutions. Initial solutions included: ▪ Tower five chat room on the hospital intranet ▪ Tower five Facebook page ▪ Posters with facts about tower five to hang throughout the hospital ▪ Town hall meetings ▪ Employee tours ▪ Weekly competitions with incentives ▪ Mandatory weekly department meetings to discuss motivation ▪ Employee retreat with guest motivational speaker ▪ Ice cream social ▪ Produce commercial video ▪ Tower five rally ▪ Design tower five t-shirts, towels, buttons, etc. for staff members ▪ Weekly newsletters with facts about tower five
After defining all my initial solutions, I critically examined each solution to determine the best. Critical Examination of Best Solution After the initial solutions were stated, I evaluated each solution for possible complications and imperfections. After evaluation I chose two solutions that I think will solve the problem more effectively. The first solution picked was to organize employee tours. The tower has not been viewed by the majority of employees who will be working in the new tower. Only select people such as administrative personnel and department managers have been given the privilege to tour the tower. Staff members can gain motivation from seeing the new space, equipment, and details of the new, advanced tower. A tower five rally was the second solution selected to solve the low morale and lack of motivation problem the hospital is experiencing. The rally will provide staff with information and facts about the new tower. Competitions taking place prior to and at the rally promotes engagement and makes the solution fun. The two solutions will improve the hospital’s morale and support motivation. Evaluation of Argument Statement of the argument: Administrative personnel have proved to be inconsiderate and careless by not allowing staff to see the new tower and not providing staff with updates on information about the tower. Staff members have the right to view the tower and also have the right to receive updates and information on the new tower they will be laboring for the hospital in. It is the responsibility of administration to boost staff motivation because they caused the lack of motivation. Examine for errors affecting truth and validity: Errors I discovered included in my argument are errors of both truth and validity. One error of truth included in the argument is overgeneralizing. I took a valid idea and extended it beyond reasonableness placing responsibility for the lack of motivation on administrative personnel. The argument also includes an illegitimate conclusion. I blamed administrative personnel for acting inconsiderate and careless. I also place sole responsibility for the lack of motivation on administration. Neither statement is valid. Both statements also oversimplify. The statements do not represent reality and misinterprets the argument. Revised Argument After errors were discovered, I eliminated them from the original argument and revised the argument. - Administrative personnel have not allowed staff to see the new tower they will be working in, and have failed to communicate updates and information relating to the new tower to staff members. Although these actions appear inconsiderate and careless on administrations’ part, the failure for staff and administration to communicate openly has led to the feelings of frustration and lack of motivation for staff members. The shock shown by Violi after notification of feelings and concerns his employees have also shows the breach in communication. Both parties are at fault. Refined Solution with Implementation Plan After I evaluated my solution and revised my argument, I decided one solution was not the best. I consider organizing staff tours as a best solution. Staff tours were already approved by Violi. Details of how often and during what hours would need negotiated. Difficulties could arise compromising the safety of staff members during the tours. Because the tower is still under construction, being in the tower during construction is unsafe. The construction schedule can be plotted; during the hours construction is taking place tours will be avoided. Tours will be voluntary for staff members to participate in on their own time and convenience rather than mandating dates and times that could cause resistance. I chose not to implement the tower five rally solution. Staff members want answers about the new tower and are not excited for the transition. Throwing a party where morale is expected to be high and playing games does not answer the questions staff members are concerned about. Instead the better solution is for Violi to host weekly town hall meetings. These meetings will not be mandatory. Individuals who have questions about the new tower can get these questions answered. It is a way for administration and staff members to communicate openly and voice concerns to one another. Availability of Violi is a potential issue. As the chief executive officer he has multiple duties to perform daily. A weekly meeting could be a challenge for Violi to attend. In the event that Violi would not be able to host the meeting, a person on the administration board would be delegated to fill his position for that week. Staff members may resist attending town hall meetings because they may believe they will be lied to or important information will not be shared. The only way to overcome the resistance is to encourage staff members to attend. Once individuals develop trust and realize the goal for open communication is trying to be reached, the word will spread to other staff members improving the number participating. Violi has approved the idea of town hall meetings. Other administrative staff may need encouraged and persuaded to see the importance of town hall meetings. Seeing increased motivation and better morale is likely to persuade their understanding. Final Resolution The final resolution for the lack of motivation, poor morale, and breach in communication at Wheeling Hospital is to organize tours through the new tower. Staff members can visualize important details of the tower necessary for each member to carry out his or her job duties. Stress levels will be reduced because of less unknown information related to the tower. The other best resolution is organizing weekly town hall meetings hosted by chief executive officer Ron Violi. Town hall meetings promote open communication between staff and administrative personnel. At town hall meetings staff will have questions answered decreasing frustration. Staff and administration will learn how to communicate openly. Communication will become strong leading to the reduced number of problems associated to lack of communication between the two parties.

References • Ruggiero, V. R. (2009). The art of thinking: A guide to critical and creative thought (9th ed.). New York, NY: Pearson Longman. •