"Health Care Management Issues" is an outstanding example of a paper on the health system. There is a close relationship between an organization and the human body; both consist of different departments and body systems respectively that require constant monitoring for normal functioning. To be specific, human body system comprises of various organs and tissues that are specialized to perform a given function. In this regard, the body organs, tissues, and cells must be in good health for overall body health. However, in the event that one of these body systems is in poor health status, it is the responsibility of the individual to visit a health center for proper medication. On the other hand, an organization has several departments that are specialized to perform a given task.
The overall success of the organization will depend on the respective performance of the departments. Therefore, those in management positions must ensure that every department performs to its optimum for the organization to succeed. However, there is a rising concern in the management of the health issues in humans as well as conflicts in different departments of an organization (Swayne, Duncan & Ginter 2006). The main concern is that in most cases, individuals always manage symptoms of the diseases instead of treating the actual disease.
The reality is that this move has resulted in the deterioration of the health status of the affected individuals. In addition, it is responsible for the escalating cost of medication because there will be a constant recurrence of the same disease and in each case, burdening the medication cost. This is also true to an organization because failing to address the actual cause of the conflict facing an organization can result in a decline in the overall performance of the organization. Methods of solving problems in a healthcare organization There are two ways of solving the conflict in an organization; one of them is dealing with the problem quickly without going through the pain of investigating and analyzing the root cause of the problem itself.
The other method of solving a problem in an organization involves careful investigation and analysis of the causes before solving the problem itself. The method chosen depends on various factors such as the nature of the problem, the availability of time for solving the problems, availability of resources for solving the problems, and lastly the type of the employees involved in the problem.
Therefore, the organization should not be rigid on the method but should consider the above factors (Swayne, Duncan & Ginter 2006). It is important to note that both methods have advantages and disadvantages. To start with, the quick method is cheap and time conserving since few resources and little time are invested in the investigation and analysis of the root cause of the conflict.
Therefore, an organization will have adequate time to concentrate on achieving its objectives. However, the quick method is not ideal in solving problems that are recurrent since the same problem will always come up repeatedly. This method can also demoralize the organization’ s employees because they might develop a feeling that they are not valued in the organization. Additionally, the quick method can result in an accumulation of problems that can be detrimental to an organization (Edward 2008). On the other hand, a more careful method that involves investigation and analysis of the root cause has several advantages such as the problem is dealt with ones and for all.
In addition, the employees are motivated because they feel valued since their problems are well taken care of by the organization. Furthermore, it can contribute to harmony, unity, and coexistence among the employees. On the other hand, this method is time-consuming and expensive since the organization's resources are used in the investigation of the causes of the problem. Ethics and costs In the modern world, healthcare does face various problems that have implications such as ethical, financial and legal.
Therefore, managers always strive at avoiding these problems at all costs because they are detrimental to the success of the organization. It is important to note that problems at the workplace are unavoidable, in spite of the fact that healthcare workers tend to provide quality services to the patients, problems will always come irrespective of how much they try to avoid them. An example of such problems is a breach of privacy. According to the healthcare rules, the healthcare workers are supposed to keep the confidentiality of the patients, any breach of this surmounts to criminal offense (Milner 2013). Breach of confidentiality of patients has different implications most notably ethical.
In addition, it also draws other implications such as legal, and financial. In the aspect of ethical implications, a breach of patients’ privacy is against the ethical regulations of healthcare professionals. In this case, the healthcare who commits this crime is subjected to a legal proceeding that is punishable by law. In the aspect of financial implications, breaching patient confidentiality can subject the healthcare organization to financial loss.
This is because; patients can decide to avoid attending to that particular healthcare facility resulting in financial loss because these patients are the customers (Lombardi, Schermerhorn & Kramer 2007). Furthermore, a healthcare organization can experience financial loss as they assist their workers in undergoing the legal process. The organization can decide to hire lawyers, which imposes a financial burden on the organization. The most important implication of breaching the patient's privacy is ethical and the least is financial. This is because the problem falls directly under the ethical docket of healthcare regulations.
The financial implication is least important because healthcare organizations are not commercially based (Milner 2013). Solutions There are various methods of achieving an amicable solution to a particular problem in a healthcare organization. One method explores the use of all possibilities while the other stereotype that only one method is suitable for solving the problem. This method of solving problem exists because of stereotype Managers in the health centers who have a history that tends to point that they have applied the same method successfully in the past.
Irrespective of the method chosen, a more exclusive one should be preferred, where the possible options are explored before deciding on the one suitable for the situation (Schneller 2011). This is because different problems cannot always be solved the same way since different problems have different technicalities; therefore, every situation requires different methods of solving problems. In healthcare organizations, the stereotype way of solving problems has several demerits one of them is that it subjects the workers to dictatorship way of management.
This is because the healthcare workers develop a feeling that the system is compelling them to undergo a particular problem-solving process even if they are not in support of it (Lombardi, Schermerhorn & Kramer 2007). The consequence of this is the demoralization of the workers that can ultimately affect their working spirit and their overall performance. Another demerit of this mode of problem-solving is that justice may not be served at the end. This is because it might tend to favor one party at the expense of the other. Barriers to Success As an organization tends to resolve its problems, there are possibilities that some obstacles can present themselves.
Most notably at the implementation stage, these obstacles can originate within the organization or outside the organization. In some cases, financial constrain can prevent an organization from implementing its problem-solving strategies. An example of an obstacle that I have experienced during my practice as I tried to solve a problem is internal revolt. A healthcare worker violated the patient’ s privacy rights and therefore, had to face legal action of the organization. I was among the committee members task force who was selected to resolve the matter, we unanimously agreed that he was to serve a suspension.
However, as we later realized, the organization’ s workers fraternity were not pleased with our resolution and decided to revolt. However, we later had a joint meeting with them where we explained the matter into details, by good luck they understood the gravity of the issue and supported us in our action (Lombardi, Schermerhorn & Kramer 2007). I realized that we should have approached the issue differently by supplying questionnaires to workers in search of their opinions on the issues of confidentiality before passing a ruling on the same.
By doing this, we could have been able to predict the worker's reaction well in advance. In conclusion, management of healthcare problems is not a walk in the park; it requires skills in human management as well as problem-solving skills to be able to be successful as a manager in any healthcare organization.
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