Promoting Effective Teamwork in Healthcare in Canada – Health System Example

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"Promoting Effective Teamwork in Healthcare in Canada" is a wonderful example of a paper on the health system. In order to measure team performance, there are various measures that can be used to perform this particular task. However, in a healthcare management organization, the most effective method to measure performance is related to task outcome. Other methods such as feedback from the team members as well as the patients can also be used to measure performance. As such this paper is designed to evaluate the effectiveness of the above performance measurement methods in a healthcare setup.                         Essentially, teamwork in an organization is goal-oriented and efforts should be made to ensure that the desired task has been achieved.

In such a situation, the task outcome method is the most effective in as far as the measurement of team performance is concerned. Basically, performance measurement is mainly concerned with checking if there is a correlation between the organization’ s current performance and the desired outcome (Carrell et al 1995). There are different goals set by organizations such as: to be a leader in the market as well as increasing profit margins through attracting more clients.

If the goal of a healthcare institution is to be a leader in this sector, then its performance should be satisfactory to a large number of clients. On the other hand, if the goal is to increase profit margins through an increase in the number of customers, the management should strive to make sure that there is an increase in the amount of revenue generated from the operations of the organization.                       According to Robbins (1993), obtaining feedback from the team members is the other effective method of measuring their performance.

People who give positive feedback and remarks about the tasks they are expected to perform are satisfied with their work. These people are productive since they are likely to put an optimum performance in their work since they are satisfied by the tasks they perform. People who often speak negatively about their work show that they lack commitment and this is likely to impact negatively on their performance. Therefore, the level of satisfaction among team members working towards a certain goal is a useful tool that can be used to measure the level of their performance.

Oandasan et al (2006) posit to the effect that performance can also be measured if the members of the team have a clear purpose and they speak high about their work. An effective team is characterized by people who share the same goal and vision towards the tasks and goals they are expected to accomplish as part of their work. Feedback obtained from the targeted people such as patients in this case is also another effective way of measuring the performance of the team performing the work targeted at these people.

Patients are usually satisfied by the level of treatment they get if they seek medication from a particular healthcare center. A dedicated workforce always puts optimum effort to satisfy the targeted people. If the patients speak positively about the treatment they get from a certain institution, this entails that the responsible team will be performing nicely. However, negative feedback from the targeted clients means that effort would be needed in order to improve the performance of the team.                       Over and above, it can be seen that performance measurement in an organization is very important since it enables the management to monitor progress in the tasks being performed by different teams.

The most effective way of measuring performance is related to the aspect of task outcome. The operations of a particular healthcare institution are directed towards the attainment of a certain goal. In order for this goal to be achieved, certain tasks should be accomplished. Thus, the accomplishment of these tasks can be used to measure the level of performance of the team members in the health care organization.

                                                                                                         

References

Carrell, R. et al (1995), Human Resources Management: Global Strategies for managing a

diverse workforce, 5th Edition, NY. Prentice Hall.

MacBryde, J., & Mendibil, K. (2003). Designing performance measurement systems for

teams: Theory and practice. Management Decision. 41(8), 722-733.

Oandasan, I et al. (01/06/2006). Teamwork in Healthcare: Promoting effective

teamwork in healthcare in Canada. http://www.cfhi-fcass.ca/SearchResultsNews/06-06-01/7fa9331f-0018-4894-8352-ca787daa71ec.aspx

Robbins, S.P. (1993). Organizational behaviour: Concepts, controversies and applications.

Prentice Hall. New Jersey. Englewood Cliffs.

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