Introduction
In Need of Improvement? describes a situation of the hospital that experiences some challenges in relation to organization and management. The administrative staff specialist is required to improve its operating efficiency. In this paper, the “sales pitch” will be developed and proposed to improve the situation, as well as to get the manager’s cooperation and support. In order to implement all proposed changes, the author will develop a strategy of addressing the inevitable resistance of both the manager and the staff.
Main body
The major issue in the hospital is related to its operating efficiency. The manager, a registered nurse, requires two more processing aides despite the fact that other similar hospitals have a smaller staff. Recently, the hospital showed a strange growth in the consumption of disposables, as well as the growth of the stock of unused items. Finally, there are inadequate sizes and usage of storage, decontamination, and processing areas in the hospital (Liebler & McConnell, 2016). In general, the manager is not friendly and does not want to follow the instructions that recommend changes and improvements. To resolve the issue, it is necessary to have a “sales pitch” to gain adequate support and cooperation from the manager.
The “sales pitch” will include several steps to win the manager’s cooperation and support. First, it is necessary to speak to the manager and her assistants in order to inform them about several examples of successful changes in other hospitals in the area, and if they exist, past successful changes in the focus hospital. Such information is likely to make the person more interested in possible changes. If the manager and the staff know about the planned positive changes that are available for their hospital, they will be more likely to agree to changes and will participate in them.
Second, it is important to make a planned timetable for the change, as well as to define clear goals for the manager and other employees. Due to exact goals and a known timetable, employees will be not afraid of changes and they will be less resistant to them. Moreover, a timetable and goals are important to provide successful change planning with the goal to minimize possible risks during the change process and to get maximum possible benefits from them. From the very beginning, a change will be made in the number of manager’s assistants due to work optimization. Then, it is necessary to analyze stocks and the use of disposables to find out the reasons for inefficient and growing use and to eliminate them. Finally, if possible, storage, decontamination, and processing should be reorganized in terms of size and usage to optimize their performance.
Third, it is necessary for an administrative staff specialist to involve all employees in the change process. Currently, the manager is mostly resistant to improvements in the hospital, and as she rules all employees, she may convince them that the change is not good for them all (Liebler & McConnell, 2016). A positive way of employee involvement is to provide meetings with the manager and the key employees who will be involved in the change process. Currently, they are resisting changes because of some reasons, but it is not clear which ones. Meetings and conversations with the manager and employees may help in understanding the motivators for which the staff of the hospital does not want to apply improvements in management and operational areas.
Depending on the reasons for personnel’s resistance, different changes may be required for this hospital. If the reason is in the person of the manager and her desire to remain with her power, it might be necessary to speak to her and to explain why her behavior leads to inefficiency and a failure to make improvements. If the manager is convinced to improve her work, all required changes will be provided gradually. However, if the manager continues to resist all improvements, more serious actions may be needed. In particular, it may be required to hire another manager who will work more efficiently and will accept all changes recommended by the administrative staff specialist. It is beneficial to hire a manager who has experience of work in a hospital that has passed through similar improvements or other changes that have improved its efficiency. If the main reason for resistance is in the personnel of the hospital, it is necessary to communicate with the staff members and if needed, to hire new ones. New staff members should be ready for improvements, as well as willing to assist in making changes in their working areas.
Conclusion
To summarize, the situation in the hospital shows significant issues in use and performance due to inefficient management, a lack of planning, and inappropriate use of several areas. It was recommended to make a clear plan for changes with goals for all staff members involved in improvements. In order to address the current resistance of the manager and other employees, it was proposed to organize meetings and communication with them and if necessary, to hire new employees.
Reference
Liebler, G., & McConnell, C. R. (2016). Management principles for health professionals (7th ed.). Burlington, MA: Jones & Bartlett Publishers.