Healthcare Case study questions and answers
Need to read the case When are we going to lunch on page 186 in Chapter 11 and answer the question number 2 below:
What are the consequences when a boss spends most of her time on nonstrategic decisions?
Decision making is an important activity that has to be undertaken by managers on a daily basis. According to Polic (2009), it is imperative that the leader of an organization is able to demarcate between what is important and needs to be done now with what can be done later. The art of prioritizing activities is a very important skill that leaders should possess. This can also be understood in the context of strategic matters of concern. While some decisions are of more importance as they have a direct impact on the performance of business, other decisions may not have a direct impact and hence they are of less importance. The decisions that are of strategic importance should be taken up by the leader of the organization as they are more important while other decisions which are non-strategic in nature should be delegated to others in the organization. This is clearly understood from the case study as the consultants had to be kept waiting for a lunch due to delay of written approval from the CEO. This is a non-strategic decision that could have been taken by the Director himself. If the authority to decide on the usage of the organization’s premier dining room was given to the Director then things would not have been delayed. It also sends a wrong impression about the company to the consultants. Thus, the consequence of the boss spending more time on non-strategic decision is that things get delayed and this can be easily resolved by the delegation of power and authority to others so that the decision making is quick.
Reference:
Polic, M. (2009) Decision making: between rationality and reality.Interdisciplinary Description of Complex systems, 7(2), pp- 78-89.
Need to read the case Mixed Use of Performance Management System Steals Its Effectiveness on page 206-207 in Chapter 12 and answer the question number 2 below:
What could be done to motivate employees yet establish training and development needs?
According to Sims (2002), the advent of performance management systems in organizations was due to the concerns that organizations had about the performance of their employees. The employees working in an organization have to meet certain expectations of the organization in terms of their performance. The performance of the employee is kept track of and XXXX XXXXXXXXXXX is rewarded in the form of a XXXX in XXX or bonus. XXXX is XXXX XXXXXX the performance XXXXXXXXX of XXX employee. XXX XXXX study shows XXXX XXXXX XXX XXXX performing well in XXX XXXXXXX Healthrus XXXXXX XXX he is XXXXXXXXX the XXXXX XXXXX his XXXX XXXXX XXXX XXXXXX Peter has performed well, he needs XX improve in some XXXXX XXXXX as XXXX. This XXXXX to an XXXXXXXX between XXX two. The XXXXXXX in this situation is that XXXX the parties need XX understand XXX XXXXX XXXXXX’s XXXXXXXXXXX. XXXXX XXXXX’s XXXX XXXXX XXXXXXXXXXX XXX XXXX performance, he XXXX XXX XXXXXXX it XX XXXXX. Henry XXXXXX XXXX encouraged XXXXX for XXX XXXX performance XXX rewarded XXX XXX it by giving him a high score. XX XXXXX XXXXXXX mention XXX fact that XXXXXX XXXXX XXX XXXX performing well, XXXXX is a XXXX for XXXXXXXXX XXX XXXXXXXXXXXXX XXXXXX as well as some technical skills. This XXX, XXXXX would have felt appreciated XXX would have XXXXXXXX Henry’s recommendation to XXXXXXX XXXXXXXX XXXXXXXXXXXXXX. Peter XXXX XXXXXX XXXX been XXXX-minded XX XXXXXX Henry’s XXXXXXXXXX as a XXX to XXXXXXX XXXXXXX XXX performance.
XXXXXXXXX:
XXXX, R. (2002). XXXXXXXXXXXXXX XXXXXXX through XXXXXXXXX XXXXX Resources XXXXXXXXXX. Westport CT: Quorum XXXXX.
XXXX to read the XXXX Allocating XXXXXX Increases and XXXXXX XX XXXX 224-225 in Chapter XX XXX answer XXX question XXXXXX 2 below:
XXXX XXXXX the XXXXX XXXX done to XXXXXXXX XXX XXXXXX of XXXXXXXXX XXXXXX?
XXX XXXX XXXXX XXXXX that Pat XXX Chris XXX XXX XXXXXXX as the CEO XXX the XXX of the Central O. District Hospital (XXXX), turned XXXXXX the XXXXXXXXXXX XX XXX hospital. The XXXXXXXXXXX of the XXXXXXXX XXXXXXXX in terms of XXX finances XX XXXX XX in XXX eyes XX the media and XXXXXX. XXXX XXX XXX XX XXX combined XXXXXXX XX Pat XXX Chris in XXXXX respective areas. XXXXX XXX XXX a XXXX XXXXXX XXX XXXXXXXXXXXX, XXXXX XXX XXXX at managing the XXXXXXXX of the hospital. When XXX XXXXXXXXXX XX Pat XXX XXXXX was conducted, it XXX XXXXXXXXX by the Vice-President, Rory XXXX XXXX XX them XXXXXX XX given X% raise XXX XXX XXXXX XXXXXXX were XXXXXXX XXXX decision XXX they XXXXXXX XX XXXX a X% raise to XXX and 3% XXXXX to XXXXX. XXXX decision XX XXXXXX and XXXXXX in nature. XXX board XXXXXXX are XXXXXX a XXXX that can XX XXXXXX XX a halo-effect. XXXXX the XXXXXXXX XXXX XXXX XXXXXXX XXXXX persons and XXXX were XXX able to improve the XXXXXXXXX XX XXX XXXXXXXX, they believe that the XXXXXX in the hospital’s performance is not because of XXXXX XXX because XX Pat. Also there is an XXXXXXXXX bias XX the board members XXXXX about the accomplishments of XXX business XXXX Pat, so they XXXX XXX XXXXXXXXXXX XXX it. According XX Biswas (XXXX), the XXXXX impression that a person has will XXXXXXXXX his/her XXXXXXXXX. The same XXX be XXXX in the XXXX XX XXX XXXXX XXXXXXX XX well. Moreover, XXXXX is a XXXXX XXXXXXXX XXXXXXXX in XXXX which follows a XXXX mentality. The XXXXX XXXXXXXX XXXXXXX against XXXX’s XXXXXXXX XX they are XXXX in number. The XXXXXXXXX XXXXXX could have XXXX removed XX XXXXX XXXX minded XXX understanding the XXXX that the XXXXXXXXXX XXXXX not XX XXXXXXXX XX Pat or Chris XXXXX. Each XX them has played a major role in the recovery of XXX hospital’s performance. Thus, XXX board members should have let XXXX decide XXX raise XX he was a better judge of their performance. The XXXXX XXXXXXX seem XX XX biased towards XXXX XXXX see in front of XXXX or in XXX XXXXX. They must appreciate Chris’ XXXXXXX that XXXX made a XXXX incurring business into profit XXXXXX.
Reference:
Biswas, D. 2009. “XXX Effects of XXXXXX Framing on XXXXXXXX XXXXXXX.”Journal of XXXXXXXX XXXXXXXX, 8 (X): XXX–XX.
XXXX to read XXX XXXX The XXXXXX XX XXXXXXXXXXXXX, XXXX XXXXXXX, XXX Computer- XXXXXXXX XXXXXXXXXXX XX page XXX-243 in Chapter 14 and XXXXXX the XXXXXXXX XXXXXX 2 below:
What XXX medical professionals XX XX XXXXX to XXX new technologies?
Innovation has entered into every aspect XX XXXXX life. According to Pauly (2011), XXXXXXXXXX XXXXXXXXXXX XXXX XXXXXXX entered the XXXXXXXXXX XXXXXX. XXXX of the XXX XXXXXXXXXXXX XXXX XX changing the way doctors diagnose a XXXXXXX and treat it XXX XXXX therapy, biotechnology etc. XXXXXX these XXX based on XXX knowledge XX XXX XXXXX sciences, there XX XXXX requirement of additional skills as XXXX. For example, computer-XXXXXXXX XXXXXXXXXXX XXX changing the XXXXXXXX of medical XXXXXXXXX in a XXX XXX. XX is therefore XXXXXXXXX that the new technologies XXX learnt by XXX XXXXXXX XXXXXXXXXXXXX. While doctors may feel that XXXX XXXX of XXXXXXXXXX to change, it is always XXXXXX XX XXXXXX XXX XXXXXX XXX adapt XX it. XXX first step therefore is XX accept the change XXX agree XXXX XXXX changes are going to be XX great XXX in XXXXXX. The time XX XXXXXXXX XXX it XX XXXX XXXXXXXXXX for XX XX adapt to XXX change that is happening around XX. The XXXXXXX XXXXXXXXXXXXX XXXXXX XXXXX attending training XXXXXXXX of the new skills. It XX better XXXX XXXX XXXXX the XXX technology XXX be XXXXX XXX XXX XXXXXX that XX XXXXX to come in future instead XX XXXXX taken aback due XX a sudden change in the workplace. These technologies XXX based XX science XXX this will XXXX XXXX XX learn the skill in a XXXXXX XXXXXX.
Reference:
Pauly, X. X. 2011. “XXX XXXXX-XXX among XXXXXXX, Quantity, and Cost: How XX XXXX XX—XX XX Must.” XXXXXX XXXXXXX 30 (4): XXX–80.
XXXX XX read the XXXX X XXXXX XXXXXXX XX XXXXXXX XXXX XXXXX XX page XXX-262 in XXXXXXX 15 and answer XXX XXXXXXXX number X below:
Why XXXXX XXX forming of XXXXX be XXXX difficult in primary XXXX settings XXXX in XXXXXX-XXXXXXXXX physician XXXXXXX or other XXXXXXXXXX?
XXXXXXXXX to XXXXXXXX XX. al (XXXX), a team is a XXXXX XX XXXXXXX who work XXXXXXXX with a XXXXXXXX goal in XXXX. XXX XXXX XXXXXXX are all XXXXXXX responsible XXX XXX achievement of XXX goal. There should be clear-cut roles XXX XXXXXXXXXXXXXXXX XXXX XXXX XXXX in XXXXXXXX XXX XXXXXXXXXX XXXX each XXXX XXXXXX XX XXXXXXXX XX XXXXXXX. XXX case study XXXXX that in XXXXXXX care XXXXXXXX, XXX XXXXXXXXX of team XX difficult. XXXX XX XXXXXXX XXXXX are XXXX XXXXXXXXX roles that have XX XX performed in XXXXXXX care. Among XXXXX XXXXX, the role of the XXXXXXXXX XX considered to be XXXX XXXXXXXXX than XXXXXX. XXXX XXXXXXXXXX in the XXXXXXXXXX XXXXX XX the role played by the team members XXXX lead XX resentment in the minds XX the XXXX XXXXXXX. The team XXXXXXX should be XXXXXXXXXX to be XX par XXXX XXXX XXXXX. XXXX should be considered XXXXXXX important. XXXX equality should also XXXXXXX in the payment XX XXXX. XXX XXXX of XXXX XXXX XXXXXX in primary care is important so that the patient gets XXXXXX XXXX and XXXXXXXX. XXXX, proper specification of tasks XXX XXXXX that one is expected XX perform in XXX XXXX XXXX XXXX the XXXX XXXXXXX better. This XXXX be XXXX for XXX patient XX XXXX XX for the XXXXXXX care XXXXXX.
XXXXXXXXXX:
XXXXXXXX, P., X. XXXXXX, XXX X. Streibel. 2000.The XXXX Handbook. Madison, WI: Oriel.
Need to XXXX the XXXX XXXXXX XXXXXXX Care—XXX XXXXXX XX XXXX XXXXXXXXXXXXX on page 281-XXXXX XXXXXXX 16 XXX XXXXXX the XXXXXXXX number 3 XXXXX:
What should an organization do to XXXXXXX its culture of XXXX XXXXXXXXXXXXX?
XXXXXXXXXXXXX XX an important XXXX in XXX healthcare sector as good patient XXXX is XXXXXXXX only XXXX the team working XXX XXX healthcare XX XXX patient communicate well with XXXX other. Communication XXXX not XXXX XXXXXXX XXXXXXXXX one’s XXXXXXX XX others, it XXXX includes XXXXX a good listener (Myatt, XXXX). This is XX XXXX XXXXXXXXXXXX XXXX XXX work among XXX team members XX divided. If each XXXX XXXXXXX performs his/her responsibilities in a good XXXXXX then XXX XXXXX team XXXX XX successful in achieving the XXXX that they are XXXXXXX for. The XXXX members XXXXXX be given XXX XXXXXXX XX XXXXXXX themselves. As each team XXXXXX XXX an XXXXXXXXX XXXX XX play so XXXXXXXXXXXX XX XXXXX position in the team, they XXXXXX XX XXXXXXX XX speak XXX the XXXXX team members should XXXX XXXXXXXXXX to XXXX. As the XXXX XXXXX shows that XXXXXXX XXXXXXXXX do XXX give importance to the point of view expressed XX the XXXXXX. This is XXXXXXXXXXX for XXX patient XXX XXXX XXXXXXXXXXXXX for XXX team members. XXXX, XXX organization should implement measures XXXX XXXX XXXX in XXXXXXX a XXXXX on XXX way communication XX XXXXX carried out in the XXXX. It XXXXX acceptance XX XXX team members and development of a XXXXXX XXXX of belief and XXXXX XX XXXX XXXXX. Proper XXXXXXXXXXXXX XXXX XXX XX possible XX XXX XXXX XXXXXXX XX not XXXX high XXXXXX XXX XXXX other. The organization should ensure that the team members should treat XXXX XXXXX with XXXXXXX.
XXXXXXXXX:
Myatt, X. 2012c. “10 Communication XXXXXXX of XXXXX XXXXXXX.” Forbes. Published XXXXX X. XX.forbes.XXX/sites/XXXXXXXXX/2012/XX/XX/10-communicationsecrets-XX-XXXXX-leaders/.
Need to read XXX XXXX XXXXXXXXX Efforts XX XXXXXX Health XX page XXX-XXX in XXXXXXX XX and XXXXXX XXX question XXXXXX 1 below:
What XXX the XXXXXXXX XXX negative aspects XX XXXXXXXX multiple XXXXXXXXX structures XX XXXXXXX XXXXXXXXX XXXXXX a XXXXX XXXXXX?
XXX XXXXXXXXX in many XXXXXXXXXXXXX XXX XXXXXX XXXXXXXXXXX. XXX main XXXXXXXXX of any company XX XX ensure XXXX XXXX XXXXXXXX the shareholder’s XXXXXX. The XXXXXXXXXXX’s wealth XXX be XXXXXXXXX when XXX company XXXXXXXX well. In order to so XXX company will XXXX XX XXXXXX XXX recruit XXXX employees who XXX skilled and talented. XXX XXXXXX XXX talents that will be required by XXX business XXXXXXXXXXXX may XXX be XXXXXXXXX with XXX local people. So the company may XXXX XX recruit XXXXXX XXX XXX from XXXXX XXXXXX, religions, XXXX, culture XXXXXXXX XXX. This XX more so in case XX XXXXXXXXXX XXXXXXXXXXXXX XX XXX skills XXXXXXXX may be available XXXX a XXXXX XXXXX XX XXXXXX. XXX organization has to be XXXXXXX with XXX way it XXXXX with diversity. The XXXX study shows XXXX Novant XXXXXX XXX XXXX six different groups XX deal with XXXXXXXXX. XXX benefit XX XXXXXX different diversity action XXXXXXXXX XX that XXXX XXX XXXXXX XXX work XXXXX themselves and address XXXXXXXXX issues. On XXX other hand, XXX many groups are XXXX going XX increase the XXXX and XXXX to XXXXXXXXXX of XXXX. XXX XXXX XXX XX XXXX XXXX this situation XX that XXXXX should XX optimal XXXXXX of XXXXXXXXXX to XXXX XXXX the XXXXXXX workforce XXX XXX HR department XXXXXX XX sensitive XX the diversity XXXXXX XXXX XXX XXXXX in XXX XXXXXXXXXXXX.
Reference:
XXXXXX, G. X., D. Frink, and X. C. XXXXXX. XXXX. “XXXXXXXXX in the Workplace:The Human XXXXXXXXX XXXXXXXXXX Challenges.” Human XXXXXXXX Planning 16 (1): XX–52.
Need XX XXXX the XXXX The CEO XXX the Physician on page 315-XXX in XXXXXXX 18 XXX answer the question XXXXXX X below:
What process XXXXX you XXX XX increase XXX probability of a successful negotiation?
XXXXX XX XXXXXX a XXXXXXXXXXX XXXX XXXXX XXXXX be XXXX conflicts XXXXXXX XXX XXX management XXX the employees XX the XXXXXXXXXXXX. Such XXXXXXXXX XXX be XXXXXXXX based XX a mutual XXXXXXXXXXXXX XXXXX the two XXXXXXX involved. This understanding can XX XXXXXXXX when XXX two XXXXXXX agree to negotiate XXXX XXXX XXXXX. Negotiation XX an XXX XXX the two parties should XX XXXXXXXXX to the other XXXXX’s needs, emotions XXX concerns (Leary XX. XX, XXXX). The case study shows that Methods XXXXXXXX XXXXX was earlier a close knit XXXXXX, XXX not XXXX comfortable XXXX XXX XXXXXX XXXX XXXXXXXX under XXX leadership XX the XXX CEO, Jullian. XXXX XXX also due XX XXX changes XXXX Jullian had introduced in XXX hospital. It XXX important XXX her to understand XXX XXXXXX XXX XXXX that XXX will XXXX XX become XXX among them XXXXX XX ensure XXXX XXXX feel comfortable with her and then pay XXXX to the XXXXXXX that she XXXXX to XXXXXXXXX. Instead, XXXXXXX XXX not discuss XXX XX her XXXXXXXXX XXXX the XXXXXXXX XXXXXXXXX and forced her decisions on XXXX. XXXX XXX XX a XXXXXXXXXX in the minds of the employees XXXXXXX XXXXXXX. So XXXX XXXX planning to set XX clinics XX their own and also XXXXX into XXXXXXXXX with XXXXX pharmacy XXX. If XXXXXXX wants XX have a successful XXXXXXXXXXX with the XXXXXXXXX XXXX a proper conversation XXX to XXXX place between the two groups i.e. XXXXXXXXX on one side XXX Jullian and the XXXXXXXXXX XX XXX other XXXX. XXX issues that XXX made Jullian XXXX XXXXX decisions has to be XXXXXXXXX in front of the XXXXXXXXX so XXXX XXXX understand the reason for such decisions. XX XXXX XXXXXXXXX appear to XX unreasonable then they can XX XXXXXXXXXXX upon. XXXX, XXXXXXXXXXXX XXXXXXX the XXX XXXXXXX XXX the XXXXXXXXXX discussion to XXXX out ways XX resolve XXX XXXXX XXXXXX XX XXX XXX XX XXXX a good XXXXXXXXXXX, XXXXXXX of using force and XXXXXXXXXXX.
XXXXXXXXX:
XXXXX, X., J. XXXXXXXX, and M. Wheeler. XXXX. “XXXXXXXXXXX XXXX XXXXXXX.”XXXXXXX XXXXXXXX XXXXXX XX (X–2): 96–103.
XXXX XX XXXX the XXXX XXX Fragmented University Healthcare XXXXXXX on page XXX-346 in Chapter 19 and XXXXXX the question XXXXXX X below:
Why are XXXXXXXXX XXXXXXXXXX XXXXX superimposed XXXX XXXXXXXXXXXXXX structures?
The organizational structure and XXX XXXXXX plays a major role in the functioning of XXX XXXXXXXXXXXX. There XXX different types XX XXXXXXXXXXXXXX structures but according XX North and Coors (2010), XXX XXXXXX-XXXXXXXXX matrix XXXXXXXXX is XXX most suitable one for XXXXXXXXXX organizations. The case XXXXX XXXXX XXXX XXX university healthcare XXXXXX XX fragmented in nature. The diagram also XXXXX XXXX there are XXX XXXXXX structures. One XXXXXX XXXXXXXXX is XX the XXXXXXXXXX XXX the XXXXX XX of XXX XXXX XXXXXXXXXXX. XXX problem XX such structure XX XXXX the committee XXXXXXXXX gets superimposed XXXX the organizational XXXXXXXXX. There are XXXXXXXX XXXXXXXXXXX XXXX XXX assigned XXXX or XXXX similar activity XXX there is XXXX no XXXXXXX about XXX XXXXXXXXX XXXXXXXXX. The XXXXXXXXXXXXXX of the XXXXXXXXX is XX XXXX XXXX XXX person in such an organizational XXXXXXXXX. XXX improper XXXXXXXXXXXXX of XXX matrix XXXXXXXXX has led XX confusion. The XXXXXX authority matrix on XXX other hand, will XXXX XX XXXXXX the XXXXX XXX responsibilities clearer and hence lead XX better XXXXXXXXXXX of XXX XXXXXXXXXX XXXXXXXXXXXX. XXX planning XX XXX XXXXXXXXXXXXXX XXXXXXXXX needs XXX XX clarity XXX accuracy so XXXX the XXXX XXXX is smooth in XXX organization. XX XXXX help in reducing XXXXXXXXX and XXXX XXXXXXX confusion, XXXX leading XX better performance.
XXXXXXXXX:
XXXXX, M., XXX X. Coors. 2010. “Avoiding Death XX the Dotted XXXX.”XXXXXXXXXX XXXXXXXXX Management 65 (X): 120–21.
Need XX read the XXXX XXXXXXX Health’s XXXXXXXXXXX XX XXXX XX page XXX-XXX in Chapter XX and XXXXXX XXX question XXXXXX 4 XXXXX:
XXX XXX an organization bring XXXXXXXX XXXXXXX parties, XXX XXXX different incentives, to XXXXXX a better XXXXXX?
XXXXXX is XXXXXXXXXX. XXXXXXXXX XX Kimberly XXX Evansiko (1981), the XXXXXXXXXX sector XXX hospitals would also have XX undergo XXXXXXX XXXXXXX XXXX the changes XXXXXXXXX in XXX external XXXXXXXXXXX. XXX case XXXXX shows that there was XXXX XXXXXXX time XXX XXXXXX in XXX healthcare XXXXXX of Canterbury. The XXXXXXX XXXXXXXXXX, health XXXX XXXXXXX were XXXX in XXXXXX XXXX compared XX the number XX XXXXXXXX XXX required XXXXXXX XXXXXXXXX XXX XXXXXXXXX. XXX only XXXXXXXX of XXXX problem was that XXX XXXX had to XX XXXXXXXXX to different XXXXXXX XXXXX XX their XXXXXX and XXXXXXXXXXXXXXX. XXXXX are XXXX XXXXX that XXX patients XXXX to do XXXXXX the XXXX XXX doctor XXX further treatment. XXXXX activities can be XXXXXXXXX to other XXXXXXX so that XXX waiting XXXX XX the XXXXXXXX XX XXXXXXX XXX XXXX number of XXXXXXXX can be XXXXXXX. XXXX requires proper XXXXXXXXXXX of the XXXXXXX aspects of XXXXXXXXXX XXXXXX. XXXX XXXXXX XXX its own XXXXXXXXX and so the XXXXXXXXXXXX or XXXXXXXXXX for XXXX activities can XX decided accordingly. XXX different incentives should be XXXX a secret as it may XXXX to hard XXXXXXXX XXXXX XXX people but XXXX XXXXX will XX XXXXX as XXXX will XX XXXX based XX XXX difficulty XX XXX work involved. The maintenance of secrecy is necessary otherwise it XXX XXXXXX the XXXXXX XXXXXXXXXXX XX the system.
Reference:
XXXXXXXX, J., and M. XXXXXXXX. XXXX. “Organizational XXXXXXXXXX: The Influence XX Individual, XXXXXXXXXXXXXX, XXX XXXXXXXXXX XXXXXXX on Hospital Adoption XX XXXXXXXXXXXXX XXX XXXXXXXXXXXXXX XXXXXXXXXXX.”XXXXXXX XX Management XXXXXXX, XX (4): 689–713.
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