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Organizational Issues and Solutions
Organizational Issues and Solutions
Company X is a moving and packing company that operates across the country. The company provides moving and packing services such as unpacking, custom crating, cleaning and storage, and partial packing services. Though the company has been operational over the last three years, it continues to face the challenge of high employee turnover, with most employees leaving their positions within the first six months. High turnover rates have resulted in low productivity, work delays, increased costs of operations, and a tarnished company image.
Employees at company X are not engaged in their work. Most of them do not like going to work on most days and lack enthusiasm for their work. The employees also show signs of low energy and negative attitudes, traits that also negatively influence the employees getting into the company. Most of the employees are disconnected from the company’s goals, they are often absent from work, and eventually, many of them leave the company to explore opportunities in other organizations. This lack of employee engagement stems from poor communication between the leadership and the employees and the management team’s lack of effort in addressing the employees’ concerns and needs.
Effective communication is crucial to the success of any organization as it acts as a mechanism for building positive work relations. In contrast, poor communication is detrimental to the company’s success as there is a lack of clear direction from the management team. The nature of work in company X exposes its employees to injury. Despite this knowledge and the employees’ constant complaints that they are unnecessarily exposed to risks and injury, its leadership has not communicated its measures to protect the employees. This lack of communication has created discontentment among the employees resulting in low job satisfaction, low productivity, and employee disengagement.
Other than poor communication, company X also has a problem of poor leadership. Poor leadership is evident in the management team’s inability to provide clear directions to the employees. Poor leadership is also evident through their inability to motivate the employees, poor morale, and the inability to address the negative organizational culture present in company X. There is an overall lack of teamwork in company X, and it has resulted in fragmented departments, poor information flow and the lack of alignment in accomplishing the company’s goals. Poor leadership also creates tension between the management and the employees, further impacting morale and productivity.
As a consultant, I would first create a safe environment for communication. Employees at company X have continuously expressed dissatisfaction due to the lack of communication by the management. Also, the employees constantly complain that their needs and concerns are not being addressed. By creating a safe space for communication, employees can comfortably suggest ideas to combat their challenges and openly share their complaints with the management (Milliken et al., 2). I would also create a standard for communication in which the management team must constantly communicate with the employees. This standard promotes feedback; hence, the management is constantly aware of the challenges the employees encounter, and the employees are aware of what is expected of them.
To improve the leadership skills in the company, I would introduce period leadership training for the management team and the employees. Providing leadership training to employees will help nurture future leaders for the company, while providing leadership training to the management team will help improve their managerial skills (Aguinis & Kraiger, 1). Improved leadership skills promote positive management that improves corporate culture and promotes positive change in all aspects of the company.
Addressing company X’s problem of poor leadership skills and poor communication is crucial to solving the problem of high employee turnover. Solving the problem of high employee turnover will effectively reduce operational costs, increase customer satisfaction, and promote a positive organizational image as deliveries can be made on time.
Source List
Aguinis, H., & Kraiger, K. (2009). Benefits of Training and Development for Individuals and Teams, Organizations, and Society. Annu. Rev. Psychol, 60, 451-74.
Milliken, F. J., Morrison, E. W., & Hewlin, P. F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of management studies, 40(6), 1453-1476.
Organizational Excellence in Healthcare
Organizational Excellence in Healthcare
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Organizational Excellence in Healthcare
Overview of Organizational Excellence in Healthcare
Healthcare, similarly to other service operations, needs organizational excellence. It requires efforts for systemic innovation to ensure remaining up-to-date, cost-efficient, and competitive. Organizational excellence refers to the continued efforts aimed at creating processes and standards’ internal framework purposed to motivate and engage employees to deliver services and products that meet the requirements of customers within the organization or business expectations (Stoyanova & Iliev, 2017). Thus, in healthcare, it is achieved through a consistently superior performance organization, for example, the presence of healthcare outputs that surpasses different meeting expectations, needs, or objectives in particular healthcare. Excellence in healthcare is a consistent predominant performance measure that exceeds expectations and requirements without portraying considerable waste or flaws (McDermott et al., 2021). At present, organizational excellence is still significant in healthcare and continues the established progress by foundations such as quality management, where all healthcare organizational levels take part in continual improvement.
The successful personnel, infrastructure, and technology in healthcare portray organizational excellence. Thus, in healthcare, organizational excellence is frequently the outcome of transformational and transitional activities (Salmond & Echevarria, 2017). It strengthens the entire healthcare organization’s prestige both externally and internally. All additional costs concerning overhead and infrastructure are potentially repaid, bearing greater returns in healthcare with organizational excellence; this results from highly efficient operations, satisfied clients, and engaged employees. The high increase in medical care costs globally is alarming and increases at a sustainable rate. For instance, the per capita healthcare spending almost quadrupled in 2018 from 1980. Healthcare spending has increased steadily to $11200 per individual in 2018 from about $2900 per individual in 1980 (Nunn et al., 2020). Primarily, higher cost increases have resulted from technological advances and aging populations. These two causes cannot be done away with as they are demographical and technological modern society development. They are considered beyond human control. Also, unnecessary operational inefficiency can result in high healthcare costs. Such operational inefficiencies are concerned with the logistical, administrative, and direct delivery process of medical service as it has considerable control over, through organizational excellence, inefficiency changes. Thus, healthcare offers better and more affordable health care for the significant population. It benefits from innovation activities of systematic process.
Moreover, costs are wasted and exploding as essential contributors to higher healthcare expenditures. Thus, healthcare fails to meet the patient’s needs without organizational excellence. Hence, to improve the patients’ needs, there is a need to redesign healthcare systems by ensuring quality improvement is significantly on the healthcare organizations’ agenda (Prior & Campbell, 2018). It is unacceptable to provide low-quality care. Thus, as part of organizational excellence in various healthcare, it may lead to higher financial stress as the facility systems undergo fixed costs for every patient despite the care delivered quality. In addition, industrialized healthcare delivery portrays organizational excellence. Healthcare delivery industrialization is crucially an artisan methods conversation concerning more streamlined delivery systems for services or product delivery, more cost-effective and more efficient. The healthcare industry utilized innovative approaches and tools to ensure significant operational efficiency (Dash et al., 2019). Thus, efficiencies in healthcare are acquired mainly through a cumulative impact of substantial incremental improvements; this is typically proposed for healthcare’s organizational excellence. Therefore, organizational excellence ensures better performance and innovative approaches in current healthcare.
Potential Ways to Reach Organizational Excellence
Deliberate improvement and management of various vital areas are required for successful healthcare organizational excellence. These areas include information such as decision support, measures, and metrics. Thus, improvement in information ensures attaining healthcare organizational excellence (Dev et al., 2020). Also, the structure is another significant improvement and management area. It involves the accountabilities, responsibilities, and roles of every functional area. Hence, improvement in healthcare structure ensures achieving organizational excellence. Also, people improvement through sum human capital in the healthcare organization leads to organizational excellence. Rewards are also a crucial improvement area in healthcare that contributes to attaining organizational excellence through incentives and compensation. In addition, improvement and management of learning systems contribute to organizational excellence in various ways, such as training and knowledge. Work processes are also an important area for improvement and management. They ensure reaching organizational excellence through improvement in linkage and interaction of workflows. There is a compulsory need for organizational change management to successfully communicate the alterations to the impacted areas to lower obstructions and uncertainty. Therefore, attaining organizational excellence in current healthcare depends on acquiring adequate commitment to apply and embrace positive alterations in the various outlined areas.
Moreover, collaboration is crucial in reaching organizational excellence in healthcare. The organizational excellence present can be portrayed in the entire healthcare utilizing a balanced scorecard covering perspectives such as learning and growth, internal business processes, clients, and finances. In healthcare, organizational excellence is gradational. Thus, there is a need to establish different tiers as interim targets in every healthcare organizational excellence feature to ensure its attainment (Sony, 2019). Through prioritizing the accessible maturity level’s performance assumptions, stakeholders and employees in healthcare become more disposed to make appropriate alterations in their capabilities and control. After reaching maturity levels, participants need to be identified for their considerable efforts. Therefore, this ensures achieving organizational excellence in the current healthcare.
Additionally, Six Sigma and Lean Thinking ensures organizational excellence in the existing healthcare. They are both process innovation approaches and offer a systematic approach that directs incremental process innovations (Gangidi, 2018). These approaches have had various developments in the last decades. Mainly, Lean Six Sigma, which is a synthesis of Lean and Six Sigma, is a largely utilized program for organizations or companies’ vast quality improvement; this is a potential way for healthcare to reach organizational excellence. Therefore, Six Sigma and Lean Thinking integration in healthcare can achieve organizational excellence.
In Six Sigma, there are vital principles. These include such as projects being operated by individuals with detailed and intimate comprehension of the problem and profess at hand. Improvements actions are entirely transferred to the line, that is, healthcare operators and employees. They must ensure the solution is workable and acceptable. Thus, improvement projects are not operated from a particular central staff department but rather from the whole healthcare line (Honda et al., 2018). The project owner or champion reviews the project severally in its execution. Other Six Sigma principles include focusing on ideas and improving data-based testing to reality, a necessary data-based diagnosis, quantification emphasis, and defining problems in clear operational form. Thus, Six Sigma involves five phases such as defining, measuring, controlling, improving, and analyzing; this ensures reaching organizational excellence in existing healthcare.
On the other hand, Lean provides limited techniques for diagnosis and analysis. It is viewed as a best practices collection in healthcare. Lean is among the powerful ways to ensure maximum employee engagement in organizational excellence (Neirotti, 2020). The lean analysis part contains recognition of waste in the current process where an individual recognizes redundant work, inefficient routing, and overcapacity, among others. Lean then uses standard solutions like visual management. Therefore Lean has the potential to ensure organizational excellence in the existing healthcare.
Conclusion
Organizational excellence is at the heart of the healthcare organization. Various healthcare leaders worldwide are trying their level best to achieve organizational excellence on a daily basis by embedding progressive quality improvement principles in their present organizations. They are regularly empowering staff to ensure delivering reliable, safe, high-quality care; this can offer a significant change in outcomes. There is a considerable chance for organization-wide change from bettered patient experience to intensified staff satisfaction and acquiring tested methodologies from different industries. Healthcare organizations have effectively achieved excellence; this includes how data and analytics, culture, and leadership can contribute to organizational excellence. Also, when healthcare ensures quality improvement, they can attract more clients from satisfied past clients and legitimately empowered employees; this provides better performance for the healthcare leading to organizational excellence, a daily task.
Healthcare, just like other service operations, requires organizational excellence. Organizational excellence is still significant in healthcare and continues the established progress by foundations such as quality management. Also, industrialized healthcare delivery portrays organizational excellence. Deliberate improvement and management of various vital areas are required for successful healthcare organizational excellence. Also, collaboration is crucial in reaching organizational excellence in healthcare. In addition, Six Sigma and Lean Thinking ensure organizational excellence in the existing healthcare; for example, Lean is among the powerful ways to ensure maximum employee engagement in organizational excellence. Therefore, there is a need for healthcare organizations to establish a progressive quality improvement culture to ensure organizational excellence.
References
Dash, S., Shakyawar, S. K., Sharma, M., & Kaushik, S. (2019). Big data in healthcare: management, analysis and future prospects. Journal of Big Data, 6(1), 1-25.
Dev, N. K., Shankar, R., & Qaiser, F. H. (2020). Industry 4.0 and circular economy: Operational excellence for sustainable reverse supply chain performance. Resources, Conservation and Recycling, 153, 104583.
Gangidi, P. (2018). A systematic approach to root cause analysis using 3× 5 why’s technique. International Journal of Lean Six Sigma, 10(1), 295-310.
Honda, A. C., Bernardo, V. Z., Gerolamo, M. C., & Davis, M. M. (2018). How lean six sigma principles improve hospital performance. Quality Management Journal, 25(2), 70-82.
McDermott, O., Antony, J., & Douglas, J. (2021). Exploring the use of operational excellence methodologies in the era of COVID-19: perspectives from leading academics and practitioners. The TQM Journal.
Neirotti, P. (2020). Work intensification and employee involvement in lean production: new light on a classic dilemma. The International Journal of Human Resource Management, 31(15), 1958-1983.
Nunn, R., Parsons, J., & Shambaugh, J. (2020). A dozen facts about the economics of the US health-care system. The Hamilton Project, Economic Facts.
Prior, S. J., & Campbell, S. (2018). Patient and family involvement: a discussion of co-led redesign of healthcare services. Journal of Participatory Medicine, 10(1), e8957.
Salmond, S. W., & Echevarria, M. (2017). Healthcare transformation and changing roles for nursing. Orthopedic nursing, 36(1), 12.
Sony, M. (2019). Implementing sustainable operational excellence in organizations: an integrative viewpoint. Production & Manufacturing Research, 7(1), 67-87.
Stoyanova, T., & Iliev, I. (2017). Employee engagement factor for organizational excellence. International Journal of Business and Economic Sciences Applied Research (IJBESAR), 10(1), 23-29.
Organizational Culture Assessment
Organizational Culture Assessment
Please evaluate each statement below writing number on Scale 1 – 5, thinking about your organization. Answer with 1 = Strongly disagree, 2 = disagree, 3 = neutral, 4 = agree, and 5 = strongly agree.
I am at ease and comfortable when I’m around others at work – regardless of their title, position, or stature. 5
We evaluate the quality of the decisions we make internally.3
Work is shared based not on who “owns it,” but rather on who is in the best position to get it done. 3
I can be my whole self while at work and don’t have to pretend to be someone I’m not. 5
I am given autonomy in my job. 5
We remove ‘silos’ and ‘boundaries’ at work; we aren’t territorial. 5
If a process, procedure, approach is not working, we can correct it with ease. 4
Everyone here is clear on what drives our success as an organization. 5
We use tools and platforms internally to help us collaborate and communicate more effectively. 4
The internal tools and technologies we use in My Company are as good, if not better than the ones our competitors use. 3
We welcome comments from others even if they disagree with us. 5
We push past the “we’ve always done it that way” objection. 4
We are evaluated on the core values that are important to our success. 5
We care about making our community a better place to live. 5
I get to exercise my creativity at work. 4
People know what other departments need from them and share the right information at the right time. 4