Question

Do you feel healthcare systems overall exhibit a culture of commitment? If not, why? Newly hired to turnaround a low performing department that has a seemingly weak commitment culture what are two actions you might take immediately upon joining the department?

Answer 1

Yes, I personally feel that healthcare systems overall exhibit a culture of commitment. If an organisation is totally strict about their healthcare system it directly shows its concern towards their workforce. Such organisation's main priority is their employees. Because they feel that the organisation environment and structure should be such that the employees must feel safe and confident at the work place.

If the employees consider themselves safe and confident, it will benefits the organisation in following ways:-

• Happy workforce
• More input from the employees as they will work with free mind
• Reduces Absenteeism
• Positive working environment
• Growth and profit in the organisation
• Inspire the greater performance and success for both the employee and employer

Immediate corrective actions to be taken in low performing Department:-

• Review of structure of that department:- Firstly the whole structure of working of that department must be review. In review process the person should detect whether their is any old or outdated method which department stills follows, if yes then it should be removed and replaced will the new one. The person also analyse the past reports and detect the area where he finds low performance and take corrective actions towards it.
• Motivation Theory:- The newly hired employees can also apply the theory X and theory Y to that department. the concept of theory X and Theory Y was developed by social psychologist Dougles McGregor. It consists of two sets of assumption that managers take for people. This theory helps the managers in efficient management style by monitoring the factors which motivate the workforce. This theory refers to two styles of management- authoritarian ( X theory) and participative ( Y theory)

If you as a manager feels that your workforce is less motivated and dislike their work then manager will likely to use authoritarian style of management (Theory X). This approach is very "hands-on" and usually involves micromanaging of people to get things done.

On the other hand, if the workforce likes what they doing, take pride in their work and sees it as a challenge, then you will more likely to adopt a participative approach (theory Y). Managers who use this approach trust their people to take ownership of their work.

By such usage the manager can motivate its workforce in the right direction. The approach you take will have significant impact upon your ability. It will also help the department in doing things at time and growth.

Answer 2

As an AI language model, I don't have feelings or personal opinions. However, I can provide information based on general observations and knowledge up to my cutoff date in September 2021.

Healthcare systems can vary significantly in their organizational culture, and it is difficult to make a blanket statement about whether they overall exhibit a culture of commitment. Some healthcare systems may indeed foster a strong culture of commitment where employees are dedicated to providing quality care and continuous improvement. On the other hand, other healthcare systems may face challenges in maintaining a culture of commitment due to various factors such as resource constraints, high turnover rates, hierarchical structures, or organizational issues.

If a newly hired individual is tasked with turning around a low-performing department with a seemingly weak commitment culture, there are several actions they could consider taking:

1. Assess the Current Culture: The first step would be to assess the department's current culture and identify the underlying issues that contribute to the weak commitment culture. This could be done through observations, surveys, interviews with staff, and feedback from patients or clients.

2. Engage and Communicate: Open and transparent communication is crucial in fostering a culture of commitment. The new leader should engage with the department's staff and actively listen to their concerns and ideas. Communicating a clear vision for the department's future and the role of each staff member in achieving that vision can help inspire commitment and teamwork.

3. Lead by Example: As a new leader, it is essential to model the behavior and values expected from the department's staff. Demonstrating commitment, dedication, and a strong work ethic can motivate others to follow suit.

4. Empower and Recognize: Empowering employees by involving them in decision-making and giving them opportunities for professional growth can boost commitment. Additionally, recognizing and rewarding employees' efforts and achievements can reinforce a positive culture.

5. Address Performance Issues: If there are performance issues or unproductive behaviors affecting the commitment culture, the new leader should address them promptly and constructively. Providing constructive feedback and coaching can help employees improve and align with the department's goals.

6. Implement Training and Development: Providing training and development opportunities can enhance employees' skills and knowledge, leading to increased confidence and commitment in their roles.

7. Foster a Supportive Environment: Creating a supportive and inclusive environment where employees feel valued and supported can improve morale and commitment.

8. Monitor Progress: Regularly monitoring the department's progress toward its goals and recognizing successes can reinforce commitment and motivate staff to continue striving for excellence.

Overall, turning around a low-performing department and fostering a culture of commitment requires proactive leadership, effective communication, and a focus on continuous improvement. It may take time and effort, but with the right actions and dedication, positive changes can be achieved.