Feb 23, 2024 Topic 4: Management of Human Resources and Health Professionals HCA 545
Topic 4: Management of Human Resources and Health Professionals HCA 545
Topic 4: Management of Human Resources and Health Professionals HCA 545
Managers in institutions of healthcare handle a wide range of responsibilities, including the resolving conflicts among those they lead. The existence of various expectations among the employees implies that managers should possess the right knowledge and skills to address their needs in an efficient manner. Managers often utilize two methods to manage unproductive employees that include the closed impersonal and modern persuasion method. The close impersonal method focuses on ensuring that managers use facts to solve an issue affecting the productivity of the employees. They do not want to be involved in the experiences of the employees. This method eliminates emotions, thereby, objective decision making based on the presented facts about a situation. The modern method of persuasion on the other hand encourages the manager to be close to the employees. The manger is more interested in learning about what the employee is going through rather than the facts about their declining productivity (Khosrow-Pour & IGI Global, 2018). As a result, it makes it use the most preferred in managing poor productivity among the employees when compared to the use of closed impersonal method.
The modern persuasion method is more effective than close impersonal method in many ways. Firstly, it focuses on changing the attitude of the employees. The increased focus on understanding the experiences of the employees make them feel part of the organization’s success hence changing their attitudes. The method is also effective in promoting the creation of culture of sustenance. Employees are more likely to embrace long-term interventions that suit their needs and experiences when modern persuasion is used unlike in the closed impersonal method where they must abide by the set rules and policies. Lastly, the use of modern persuasion promotes trust and open communication between the managers and the employees. The outcomes include improved productivity since the employees’ share the diverse ways in which tasks can be completed efficiently (Bryman & Bell, 2015). Therefore, modern persuasion is more effective than closed impersonal method in managing productivity-related issues in organizations.
References
Bryman, A., & Bell, E. (2015). Business research methods. Oxford: Oxoford Univ. Press.
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Khosrow-Pour, M., & IGI Global,. (2018). Entrepreneurship, collaboration, and innovation in the modern business era. Hershey, Pennsylvania (701 E. Chocolate Avenue, Hershey, Pennsylvania, 17033, USA): IGI Global.
Kimberly, thank you for an insightful post on the usage of strategies to govern unproductive employees. Indeed, the persuasive management method is more effective based on its foundational principles. In the methodology, the communication emanating from leadership is all about persuasion. The persuasion that will be adopted in this leadership model entails altering the state of mind of unproductive individuals. Changing the state of mind of the uproductive employees will enable them to be pushed to make new decisions to become more productive. Conversely, the closed impersonal method uses authority to compel employees to become more productive (Priya, 2019). Instead of getting them to become productive, the method might actually scare them hence making it counterproductive.
References
Priya, C., (2019). Max Weber bureaucracy theory. Retrieved from https://theinvestorsbook.com/max-webers-bureaucracy-theory.html.
Thank you for the post. I agree with you that an employer needs to know how to properly motivate employees. Whereas the employees may have the technical know-how and experience to do a job, the absence of motivation may significantly impact their productivity. As such, it behooves the leaders to find a way of unlocking the productivity through motivating the employees (Morgan, 2010). The above assertion hence lends credence to the assertion that the modern persuasion method is more effective in comparison to the closed impersonal method. The latter methodology may not work as it focuses on using authority to make workers productive. Human psychology dictates that some people do not respond well to authority, which implies that the closed interpersonal method may worsen the unproductivity of the employees if adopted.
References
Morgan, N. (2010). Leadership is all about emotional persuasion. Forbes. Retrieved from https://www.forbes.com/2010/02/02/communication-emotional-persuasion-leadership-managing-speaking.html#be52fc5122dd
Module 4 DQ 1
Describe the concept of skill mix and why it is important. Develop a scenario that requires the use of skill mix and explain how the actions you chose accomplish skill mix.
Module 4 DQ 2
Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why? Explain your reasoning.
For address the non-productive employees the manager or owner should know how to motivate employees and keep them on track, this will help to run the work smoothly. In some cases the workers will be satisfied but not emotionally connected. To improve the productivity.
Ensure that employees are clearly aware of what is expected of tehm by providing a specific job description. This should be the first step in an established performance evaluation and monitoring process in which the description is used to set appropriate work goals. This process should also involve regular meetings with employees to follow up on their progress.
Find out whether a nonproductive employees is facing challenges in their job. Often, employees are unproductive because they do not understand the task at hand, donot have the tools required to complete it or just need help determining the steps rquired to get the job done.
Find out what employees like about their jobs and use that information when assigning tasks to them. This can help employees build pride in their work, which is a key motivator. It may also be beneficial to give employees more responsibility. This can works both for undermotived personnel as well as for eager,ambitious employees who are looking to make their mark.
Have employees set short- term and long-term goals along with deadlines for acheiving them. The goals should be reviewed, discussed with the employee and monitored on a regular basis to ensure the employee is working toward them. This interaction is also an effective way to improve overall communication between a manager and employees.
Ensure that employees understand the bussiness’s stratergy and how their individual roles contribute to the company’s success. Some non productive employees may feel like their work does not have an impact, so it ia important that they understand their contribution is valuable.
Reward employees who exceed expectations. This will motivate the less productive employees.
Allow employees to have some down time-even if thay are on the clock. Ensure that employees take their scheduled breaks, and avoid cracking down on a little extra socializing in the break room.
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Begin to address productivity as soon as new employee is hired by providing a clear job description and beginning the goal-setting process. This will help to prevent many problems down the road. From my work so many nurses left to become the casemanager because they didn’t like to deal with the family and patient.
References
Tara, S. (n.d.). How to Address Non-productive Employees. Retrieved from https//www.smallbusiness.chron.com
ADDITIONAL INSTRUCTIONS FOR THE CLASS
Discussion Questions (DQ)
Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation
Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
APA Format and Writing Quality
Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes
I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy
For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy
The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication
Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.
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