Essay Example on Supervisor's Approach in Department With High Performance Ratings

Part 1

The department of health promotion and education in which I work fits the cooperate motivation system. This is because the ratings of variability of work, degree of professionalism, mobility of employees and the definability of tasks approximately fall above 5.

What does this mean for your approach as a supervisor?

This implies that the performance of various employees within the department is safeguarded following the high ratings of the four major organizational characteristics. The employees are full professionals who move freely within the facility. Again, there is variability in duties and no specific definability of tasks.

Have you seen changes in your work environment in these key areas as a result of the megatrends?

As a result of the mega trends, the work environment has recorded significant production of the workers because they perform tasks in which they are fully trained. The definability of duties range from no specific to average definability thus the employees can engage in free production leading to enhanced outputs.

Which of these paradigm shifts have affected you or your department the most?

The paradigm shift from no mobility to full mobility of the workers has affected my department the most as it has led to increased employee engagement in the department, creating a more connected working environment.

Part 2

How well is Betty functioning in the dual supervisory role of both line and staff capacities in this case?

Betty is functioning poorly in the dual role of both line and staff capacities. She is more comfortable with her managerial role and finds it hard to double up as a technical staff member.

Was Betty emphasizing one of her roles at the expense of the other, which was congruent with Dr. Arnold's belief?

It is true that Betty was emphasizing one of her roles at the expense of the other. From her conclusion remarks, it is clear that Betty is not pleased carrying out any technical work since it makes her feel less of a manager. Furthermore, she acknowledges the heavy work load present in the radiation safety as a result of Susan's off but she is unwilling to help since she feels more of a manager.

What is your own view of Betty's approach to managing the radiology unit?

Bettys approach to managing the radiology unit is effective and more productive. Avoiding doubling up of roles will redefine specialization within the radiology unit hence minimizing on wastage of time and ensuring that every employee is exposed to manageable workloads.

Why does Betty seem less concerned with the day-to-day problem-solving?

Betty is less concerned with the day to day problem solving since she believes that everyone in the radiology unit has a role which he/her understands best. This is justified when Betty says that their only full time special procedures tech preferred not coaching her in helping him but doing the work alone.

Part 3

Create a pattern of delegation by matching employees and assignments in a manner that appears to make the best use of each person's capabilities. In a sentence or two, provide a brief rationale for your decision, and support it with best practices (e.g., looking upward and downward as a personal approach to delegation).

Ed-Manage the special study, including responsibility for technical content.

Ed has the ability to properly foresee that every managerial and technical task is properly done due to his skills in the two fields. Moreover, he has successfully run several special projects

Harry-provide technical support on a special hospital wide study.

He is suitable for the assignment since he outclass the rest in this field and also effectively answerable to Ed.

Arthur-locate and screen applicants for potential employment in the department and review and approve all correspondence relating to the special study.

The skill set of Arthur makes it realistic to assign him the two roles.

Carol -Analyze and approve all expense report relating to the special study.

Analysis and approval of expenses requires a deeper understanding of financial matters which Carol is well endowed.

Elaine-schedule and organize periodic project review meetings.

This assignment needs a lot of attention and experience which Elaine possess.

Fred-Write monthly status and progress reports for the special project.

On of Fred's skill is that he is the best writer, writing monthly status and progress of the reports would best suit him.

Millie-Answer all inquiries concerning certain activities of your department and the hospital itself.

Millie deserves being assigned this role since people feel comfortable with her and speak freely.

Kate-requisition standard supplies for the office and assure that the supply room is adequately stocked.

The assignment fits Kate since it entails several additional tasks. She is probably the low ranking employee in terms of upward and downward approach to delegation given that she is new and young.

Part4

Briefly describe some of the common barriers to effectiveness that you have experienced.

Some of the barriers to effectiveness that I have experience include: Inappropriate goals , goals should be realistic hence attainable by the end of specified time .Moreover, reluctance to change and ability to adapt to the new way of carrying out tasks is a major barrier to effectiveness. Furthermore, improper reward system leading to low or no motivation to the employees is equally a barrier to effectiveness

What does the survey say about a healthcare supervisor planning and goal setting skill?

The survey points towards a healthcare supervisor planning and goal setting skill that is time oriented, realistic and also measurable, in terms of what has been done and what remains.

What does it say about time management practices?

The survey indicates that for efficient time management, one needs to carry out activities like: Setting deadlines, this enables an individual clear his/her work on time. Moreover, writing reminders on what must be done today and tomorrow is necessary to avoid forgetting about them. Furthermore, having sense of priority based on what must be done and what one would like to do is important in deciding about the urgency of the tasks.

Where does a healthcare supervisor need to improvement, and what are their proficient in?

Healthcare providers need to improve their leadership skills, which is a crucial skill in ensuring proper planning and goal setting. Furthermore, they should be proficient in: problem solving, communication and technical skills.

Finally, discuss stress, how it affects a healthcare supervisor, and healthy ways to cope with it.

Stress in workplace may result from various factors such as work overload and meeting tight deadlines. If left unattended to, stress may result to healthcare supervisors' efficiency significantly degrading hence an overall negative implication in their quality of life. However, healthy ways like: encouraging social activities within the work place, encouraging workplace wellness, providing counseling sessions and recognizing the employees may be used to cope up with the stress issue.

Part 5

Follow the instructions there, and report what the survey says about a healthcare supervisor, respond to the questions below in two or three sentences each.

What does the survey say about a healthcare supervisor leadership style?

The survey generally advocates for a transformative leadership style where the healthcare supervisor is free to mingle with the rest of employees and listen to their demands hence maximizing the output of each employee.

How does (or would) a healthcare supervisor style relate to supervision on the patient care unit?

A healthcare supervisor style directly affects the supervision on the patient care unit. The main purpose of healthcare supervision is to create a safe and confidential work environment for the staff; this in turn leads to more effective patient care unit supervision.

Which of these traits are healthcare supervisor strongest and would have the most impact on the primary characteristic of an effective leader?

Possessing a full and open communication trait in healthcare supervision is strong enough to make one an effective leader, this will ensure clarity hence no compromising what needs to be accomplished.

Part 6

What can a healthcare supervisor say about the ability to motivate others in a new position?

A healthcare supervisor may term the ability to motivate others in a new position as a good leadership skill; it leads to gaining acceptance and respect from your employees.

What is likely to be the motivational state of your staff in this scenario?

The motivation state of the staff in this scenario is intrinsic since their motivation would likely to be driven by the urge of being able to build themselves and equality get promotions.

As the new director of medical records, with greater responsibility for employee hiring, appraisal, and development. How will a healthcare supervisor need to adjust your communication style?

The healthcare supervise needs to be more straightforward and direct in every communications, whether written or spoken to save on time and ensure that all the necessary details are captured.

Which common barrier to communication does a healthcare supervisor see as the greatest challenge, and why?

Hierarchical differences, a healthcare supervisor may find it difficult to openly communicate with those that they feel are of higher ranks than them. This might be due to intimidating behaviors by the high ranking individuals.

How will a healthcare supervisor overcome this barrier to communication?

A healthcare supervisor can overcome this barrier by creating a good rapport with those in high ranks and also by showing respect to them.

Part 7

Is Judy's behavior a problem of conduct or performance?

Judy's problem is that of conduct. Ellie insists on not firing Judy as she is performance oriented but has a problem with her attendance issues.

How would a healthcare supervisor advise Ellie to proceed in the matter of Judy Lawrence that is both fair and effective?

A healthcare supervisor would advise Ellie to schedule a meeting with Judy and listen to her reasons of not turning up for work as expected. This will also give Ellie a chance to warn Judy of the consequences of her actions and remind her of the workplace policies.

Do you feel that Ellie's failure to take action thus far affects her ability to take action now? Why, or why not?

Yes, Ellie's failure to take action affects her ability to take action now. This is because Judy has already been used to regularly being absent with no proper action taken on her. Consequently, it would be hard for Ellie to take action on what she had assumed all along.

How would a healthcare supervisor apply the guidelines to reduce absenteeism in this case?

A healthcare supervisor can apply guidelines such as: writing attendance policy, setting attendance expectations and motivating the employs by awarding good attendance.

Part 8

In your response, take the position of a supervisor, and consider the role of the human resource (HR) department within the healthcare organization and how those roles relate to the HR functions. Describe an approach to the overall problem presented by Alicia's behavior, considering not only the "problem employee" but also the impact of her mood changes on the department. How will this approach utilize the HR department? An "if then" approach is suggested for this, as described in the case.Alicia's mood changes has an overall significant impact on her job performance, the department's working spirit, leadership skills and her decision making skills . Generally, emotions highly influence creativity and interpersonal relations within a working set up. To effectively deal with Alicia's problem as a...