Feb 23, 2024 HCS 310 Organizational Analysis Paper
HCS 310 Organizational Analysis Paper Recent
HCS 310 Organizational Analysis Paper
Resources: Organizational Analysis Paper grading criteria on the student Web site
Select one public sector not-for-profit health agency within the United States health care system.
Write a 1,050- to 1,400-word paper in APA format describing the type of health organization, chosen from the following list:
o Government
o Quasi-government
o Voluntary – examples include the following:
The Centers for Disease Control and Prevention
Indian Health Service
Quality improvement organizations (QIOs)
The American Heart Association
Teaching hospitals
Explain the agency’s function and responsibilities.
Identify at least three stakeholders affected by this component and how each is affected.
Struggling to Meet Your Deadline?
Get your assignment on HCS 310 Organizational Analysis Paper done on time by medical experts. Don’t wait – ORDER NOW!
Meet my deadline
Use at least two references, as this assignment requires in-depth research into the organization.
Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS: HCS 310 Organizational Analysis Paper
A Sample Answer For the Assignment: HCS 310 Organizational Analysis Paper
Organizational Assessment
Category
Performance Indicator & Measurement
Target or Internal Benchmark
Explanation/References
Business
Operations
v Increased production
v Effective equipment utilization
v Fulfillment time
Every quarter
The effective use of the expensive equipment at the Clinic needs to increase production and decrease the time taken in treatment.
Finance
v Variation in Budget
v Return on Assets
v The profits and Revenues
Every quarter
The Clinic had a total of $15.6 billion in revenue in 2021, and its ROA was 34.1% (Mayo Clinic, 2022).
Customer
v Patient Satisfaction
v Market Share
v Patient Retention
Monthly
The patient survey conducted in 2021 showed that many patients were dissatisfied with the services at the Clinic. Besides, the reduced market share came from the increased dissatisfaction levels of the customers.
Organizational
Learning and
Growth
v Employee retention
v Employee satisfaction
v Changes Implemented
Monthly
High employee turnover implies that employees are not performing to the best of their ability and are dissatisfiedwith the current organizationalculture.
Mayo Clinic has been in operation for many years. The increased application of technology and customized care on patients has elevated its brand in the past. The main mission of the health care clinic is to inspire and have a positive contribution to the healthcare industry and the wellbeing of patients.
The Clinic has been planning to achieve this mission by offering the best care to all patients through an integrated clinical practice, including research and education. The vision of the Clinic is to offer incomparable experience as one of the most trusted health cares in the industry (Mayo Clinic, 2022). The value of the Clinic is to ensure that the needs of the patients become a top priority at the institution.
Mayo Clinic was built on a foundation of humility and pride by the Mayo brothers. These two features have been defining the culture of the organization to date. Physicians and allied health care staff at the Clinic take pride in their scientific, educational, medical, and administrative achievements. The workers at the Clinic are humbled by the fact that the Clinic does not celebrate its stars (Mayo Clinic, 2022). All employees are treated equally to allow other employees to feel a sense of belonging on the team.
The current strategic direction at the company is to modernize the Clinic and automize major operations at the Clinic to attain the required quality and safety of patients. The Clinic has been thriving on caring with awareness as one of the top priority strategic goals. It meets this goal by providing high-quality and culturally competent care that aligns with all patients at the Clinic.
Besides, the Clinic has been focusing on the community by increasing the diversity of patients to develop new treatment interventions that would result in high-quality outcomes (Mayo Clinic, 2022). These strategic goals have also been defining the expenses at the Clinic as the management would want to invest in practices that would increase the quality of health care delivery at the Clinic.
Part 3: Gap Identification
Category
Performance Indicator & Measurement
Target or Internal Benchmark
Identify the Variance or Gap
Business
Operations
v Increased production
v Effective equipment utilization
v Fulfillment time
Every quarter
The amount that the Clinic has used in new equipment is not commensurate with the effective utilization.
Finance
v Variation in Budget
v Return on Assets
Every quarter
The budget at the Clinic has been high in the recent past because of the expensive technological devices bought by the company.
Customer
v Patient Satisfaction
v Patient Retention
Monthly
Low patient satisfaction and retention indicate a major issue on the performance at the Clinic.
Organizational
Learning and
Growth
v Employee retention
v Employee satisfaction
Monthly
The increased employee turnover implies that many employees are not satisfied with the Clinic’s current working condition, hence forcing them to look for greener pastures.
The gap analysis shows that Clinic has a high budget because of the complex equipment that it buys in all its outlets. The complex and sophisticated technological equipment require corresponding professionalism to operate and meet the effective utilization of these devices. However, the expected returns and increased quality of services that need to be increasing patient retention and patient satisfaction have not been effectively utilized. Nurses in the hospital setting require constant training on modern technology to sharpen their skills in the operation of these machines (Al-Hussami et al., 2018).
The training programs enable nurses to offer better and improved care services in the hospital. However, in the case of Mayo, few professionals understand the operation of the current technology installed at the institutions hence cannot serve the growing patient number at their various outlets. These issues have raised the problem of employee dissatisfaction and low retention of the nurses. Dissatisfied employees and patients have a negative impact on the healthcare facility because more funds are used in hiring and training new staff do not reflect on the required quality. These clinical issues need effective solutions to improve patient outcomes.
The health care operating expense at Mayo clinic has gone high by 15.5% to $3.5 billion in 2021. The Clinic saw its expenses increasing across various categories such as salaries, benefits, supplies, and purchases. This increase should positively reflect the production and achievement of the goals at the company (Mayo Clinic, 2022). However, the expected performance and production at the company have been falling below the expectation.
The current gap analysis shows that the increase in the expense does not align with the required skills and expertise in nursing that would aid in utilizing the assets. The company was in a strong financial position before COVID-19, but the current increase in expenses and the pandemic hit have affected the revenue at the company limiting its ability to meet its goals.
These gaps imply that Mayo clinic is undergoing a major problem limiting it from reaching its expected goals. Moreover, the identified gaps also affect the organization’s culture and values (Al-Hussami et al., 2018). The expectations of employees and patients are not met while the management invests highly in effective measures to increase employee and patient satisfaction. These issues have been affecting the normal function of the Clinic despite the measures that have been taken to solve the issues in the recent past.
Part 4: Leadership Recommendation
The change leadership required at Mayo clinic is on the implementation strategy. The technological assets at the company need to be placing the Clinic as the health care institution of choice for many patients and health care professionals. Change is part of any organization’s strategy that aligns with achieving its goals. Each leader chosen in an organization would permanently ratify their policies which they believe would meet the standards set for the company (Erlingsdottir et al., 2018).
However, various factors tend to affect the changes. The success of a proposed change starts from action research that would reveal the issues and problems that require a particular change process to go through within an organization. Amazon needs to be flexible in implementing changes.
The positive and successful change and leadership at Mayo should start from the leader. The leadership style adopted in managing all tenets of change plays a significant role in the change process. Change leadership at Mayo is critical to access premium efficiency and guaranteeing promising health care outcomes (Al-Hussami et al., 2018). Leaders who advocate for change provide headship progress and mentorship openings for junior staff.
Leading with employees in mind is one of the essential strategies that have been allowing Mayo to adopt the current level of flexibility towards change (Al-Hussami et al., 2018). Such leaders advocate for on-job mentorship programs that enhance routine supervision among nurses, which further improves nurse experience on compassionate care. Mentoring employees on the operations of the new devices and applying the modern technology at the Clinic would aid in utilizing the acquired assets.
Mayo clinic requires leadership that does not exist in seclusion. These leaders influence change by aiding their team members to achieve their purposes. A better perception of the ideologies related to management and leadership is very significant to student nurses who are bound to experience the concepts in their careers. As a leader, modeling the change subordinates want to participate in the change process would be the best means to influence change in an institution (Hechanova et al., 2018).
Influencing change requires leaders to express their willingness to embrace the change their chat about and speak from a place of experience. The required leadership strengths should promote strong leadership, including exceptional communication skills, establishing good partnerships, and intercultural sensitivity. Influential leaders are always good communicators, and collaboration skills are also crucial (Issah, 2018). Intercultural sensitivity is also equally important since it enables a leader to handle individuals from diverse backgrounds.
Part 5: Leadership Implications
The realization and solution of the current problem of underutilization of resources at Mayo clinic would come from effective leadership. Retaining experienced nurses is paramount, especially as the nursing profession ushers another shortage era (Erlingsdottir et al., 2018). Cases of shortage of skilled nurses in a hospital would affect the quality of care and patient safety. The first-line managers in the health care setting need to devise effective strategies to enhance job satisfaction. The environment-related for the nurses impacts their ability to unleash their full potential at the hospital.
Conclusion
Issues at Mayo clinic surround ineffective utilization of resources where employees are not trained on the effective skills to operate the current technology installed at the Clinic. The quality improvement and safety initiatives at the hospital depend on the skills exhibited by the nurses. The nurses and nurse leaders have an imperative role to play in ensuring that experience and professionalism define health care delivery at a hospital. Mentoring new nurses by the existing skilled nurses is an activity managed by the hospital management.
References
Al-Hussami, M., Hammad, S., & Alsoleihat, F. (2018). The influence of leadership behavior, organizational commitment, organizational support, subjective career success on organizational readiness for change in healthcare organizations. Leadership in Health Services. https://doi.org/10.1108/LHS-06-2017-0031
Erlingsdottir, G., Ersson, A., Borell, J., & Rydenfält, C. (2018). Driving for successful change processes in healthcare by putting staff at the wheel. Journal of health organization and management. https://doi.org/10.1108/JHOM-02-2017-0027
Hechanova, M. R. M., Caringal-Go, J. F., & Magsaysay, J. F. (2018). Implicit change leadership, change management, and affective commitment to change: Comparing academic institutions vs business enterprises. Leadership & Organization Development Journal. https://doi.org/10.1108/LODJ-01-2018-0013
Issah, M. (2018). Change Leadership: The role of emotional intelligence. Sage Open, 8(3), 2158244018800910. https://doi.org/10.1177%2F2158244018800910
Mayo Clinic. (2022). Mayo Clinic – Mayo Clinic. Mayoclinic.org. Retrieved 15 February 2022, from https://www.mayoclinic.org/
Order a similar assignment, and have writers from our team of experts write it for you, guaranteeing you an A
