Strategies for Optimizing Hospital Performance & Safety - Essay Sample

Introduction

Any institution offering healthcare services ina broad dimension must have the relevant professionals onboard either on permanent or contract employment. Promoting the client and occupational safety are vital issues in hospitals and, if not well looked into, may cause challenges. To the fulfillment of any objective, a health institution's synergistic, psychological, leadership, and working safety perception is an epicenter issue to manage such an institution. Although staff can complain to any working conditions, there is an extent to raise questions about the management of an institution (Gopee & Galloway, 2017). Common trends of complaints are not cooked up but must have an ethical dilemma behind them. Most practitioners in the health service sector are professional and observative of their ethical considerations. Work safety and comfortable environments combine to the willingness of performance (Gopee & Galloway, 2017).

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The MCW is excellent healthcare, but its greatness can be shut down by the workability issues that may seem to be a pity. MCW healthcare has a clear vision of promoting communal generation in the field of health- this is unachievable without workers' and leaders' contributions. Therefore, the institution should carefully check the various factors causing low performance and discomfort of her workers. Workers have personal and extra activities that they need to look into, and therefore engaging them to a work schedule or duties throughout may not give good results. Healthcare workers are human too, and thus face challenges that need attention. Leadership changes and ethical practices are the best approach methods towards meeting the challenges at MCW. This is a research paper aiming to develop the best working plan that will effectively bring leadership change to the MCW healthcare institution through applying IHI systems, and appropriate humane theories to case exert from the institution.

Issues at Medical Center of the West (MCW)

At MCW, several leadership problems are currently intact. Complaints from the shreds of evidence portray more than the violation of workers' rights. First, there is a misunderstanding between health workers and the administration on concern to the terms of work. The workers are complaining of additional tasks. There is no particular schedule that is being followed; this is an ethical problem of undefined roles and time considerations. Although the institution is exhibiting a flexible turn to patient attendance, there is no flow and review of the capability by service providers. The colleagues complain of unheard petitions and are facing the same challenge in all departments of the hospital. Secondly, as evident from the complaints, there is a shortage of workers. Additional time is forced to the available workers in the trial to cover some gaps in the shift services. Colleague health workers have to attend to extra patients- the physician and nurse-patient ratio are dimensionally irregular; more patients are coming for services with fewer care providers. Moreso, some health workers like the PPC works without a critical personal assistant. These workers are forced to acquire the help of external service providers through referrals. Another problem at MCW is that work is shoddy; the workers complain of much manual work that consumes more time than service practicality performance. The rigidity of paperwork is out of poor technical leadership. The workers, however, are not united too; they are suffering on an individual basis instead of approaching the administration as a union.

The clinicians experience the effects of poor leadership in MCW. Clinicians directly impact the result of the mentioned leadership failures at MCW. They have to serve the customers and work as per the regulations given by the leadership of the hospital. There is no room for their career development. The clinicians are lacking opportunities for showcasing their best ability to self-governed work. Instead, they are working under strict supervision, which is much dictating that they cannot air out their work issues and remain oppressed. The work overload to these clinicians is to a disadvantage of their well being. The system of the hospital is a state of confusion to the clinicians due to the lack of an organizational culture that could necessitate better working adaptability and flexibility. Also, from the weak leaders, the clinicians at MCW are facing a shortage of appropriate mentors- the seniors are described by these clinicians as a no go zone as any confrontation, request or confirmation ends up a negative story which leads to job loss. Personal fitness, welfare, and consideration of the clinician's health are inappropriately approached. Workers are having difficulties in participating in the development of their private lives. They are denied the chance of interacting with relatives, participating in an extracurricular activity, and the work lifestyle is affecting their health diversity. Ironically, the clinicians are having poor healthcare attendance because they are engaged in attending others.

Transformational Leadership Theory

Leaders at the MCW hospital should aim at getting beyond the current standard of employer-employee worker transactions. By this, traditional practices of strict supervision in the hospital will be eradicated. All leaders in the hospitals should get into deeper roots of the problems and identify the traditions that are causing the type of conflicts involved. The issue of poor communication between the clinicians and the hospital leaders should be examined by determining the tendency of complaints. Being attentive to the clinician issues will cause no harm but improve the clinicians (Ahmed et al., 2016). As transformational theory proposes, leaders at the MCW should restrict the levels of supervision at work. The creation of freedom working environment helps the clinicians implement ethics in their work. According to this theory, Organizational structure and strategy are areas that need attention. The transitional theory proposes that the tradition of scheduling and roke adjustment for clinicians can be reviewed and put into an available setting that would favor the clinician at work and also in their personal life. This postulate suggests that workers should have the flexibility to attain the mission, vision, and objectives of the institution they are working for (Ahmed et al., 2016). Although there is less technology at MCW hospital, the leaders can change work schedules and file into a favorable routine by sharing out the work. The transformational leadership theory proposes to leaders a meaningful, exciting, and collectively purposed diversity to working conditions. In this token departmental leaders should have the power over the roles of every clinician.

Collaborative Leadership Theory

This is a democratic leadership tactic postulation that focuses on eradicating relation problems among leaders and juniors. For the scenarios cases by clinicians, all are complaining of a lack of an active communication channel (Gopee & Galloway, 2017). The collaborative leadership theory argues for a participatory phenomenal in an institution. The hospital leaders should be able to create a basic complaint checkup and create a way to improve the system. Collaboration brings about unity between the leadership and the necessary workers. The clinicians, in this case, would be very supportive of such a policy (Ahmed et al., 2016). The reason being, the commitment of leadership, must vary from department to the other. Among the solutions, this theory promotes is the clinician's engagement in setting up a system that only favors the codes of work with no discrimination, exclusion, or inconvenience to personal life. Leaders at the MCW hospital ought to discuss the problems facing the service providers (Ahmed et al., 2016). According to the developer of this theory, Kurt Lewins, there is only one way to carry out job surveys and identify ways of bettering services.

As per the collaborative leadership theory, the first step of participatory leadership is to diagnose the situations at hand (Ahmed et al., 2016). The MCW leaders should evaluate the scenarios and give the identity of the case following. Identifying clinicians to the knowledge, and feasible reasons for the current performance is crucial (Ahmed et al., 2016). The second step should be the inspiration of the clinicians, a process that includes concernsns, descriptions, and proposing tentative working by building ideas and suggestions for appreciating clinicians' recommendations. In so doing, a meeting is essential, where the problems at hand will be discussed and resolved. During such a meeting at MCW, the senior hospital leaders and unit directors to record and classify complaints or concern issues from clinicians. Finally, the leaders will have to synthesize the participation suggestions and develop complete policies as reactions. It is always better to point out to the clinicians the possible and impossible actions based on their needs.

Factors Contributing to Clinician Issues in Healthcare Systems

Inadequate Technology Usability

For the current changes in service provision in healthcare centers, technology is required to easily design job resources, speed, and proper patient records. The scenario of a clinician having manual recording at the MCW hospital is an excellent example of how the technological inadequacy causes issues within the working of clinicians. As opposed to situations where the technology is available, the clinicians are forced to use their practical skills in writing, formulation of tables, and counting necessary statistical data for accuracy (Gopee & Galloway, 2017). Human is to error, and so for average work, the clinicians have to work strictly, spend more hours and do revision and sometimes respect their work in case of a mistake that affects the whole records. Computers and machines would secure the clinician's minds for utilization in attending patients. In the healthcare system, clinicians have to commit attendance to some patients to make room for the shoddy tiresome work. As a result of concentrating more on manual working, the quality and availability to deliver better services from a clinician lowering and there eventually occurs burnout. From most complaints by clinicians, the physicians in healthcare systems are not comfortable with the traditional methods of accessing symptoms and diagnosis elements. Nurses acknowledge that there is an excellent problem while using the old ways of service delivery (Grol & Wensing, 2020). According to the IHS systems, the clinicians who use better technological tools are appreciative to work in comparison to these complaints. This is an indicator that technology is the backbone of most clinician issues in the healthcare system.

Regulatory and Profession Liability Concern

The clinician's practice can have poor channeling if some rules and regulations limit the clinicians' access to individual resources and freedom. Issues in the healthcare system arise. Clinicians agree that the intent of meaningful information received is not high (Grol & Wensing, 2020). The regulation strategies and rules used in the healthcare systems are imperfect and too demanding. Professional satisfaction comes with less supervision and little harshness from the law. Although regulations are necessary, the healthcare sector has failed out of the disadvantageous inclusion of inadequate law systems. From scenarios in MCW hospital, complaints arise issues of ethical performance. The worker is forced to execute more than their capability, and this is a point of conflict. Proffesionalliabiloties in the healthcare system include...