Three Core Process Model
This model is use to understand and defined a balanced set of outcomes, these are patient’s clinical outcomes, the patient’s functional status satisfaction and cost of services. This processes is interrelated and a failure of one despite the success of the others is still an inefficient system. Take for example in the facility where I am currently working, in their effort to cut the cost of services, most of the time we function in a maximized environment where our staff carry the load of seven patients. Management is saving on the cost of staffing where as we all know that it is the highest cost of expenditures in any setting. This in turn causes a lot of grumblings and complains that will often lead to call-ins the next day which in turn causes the management to hire PRNs or Agency staffing which cost more, and worse patients suffer from it all because they do not get the best care since their nurses are just too busy to attend to their ...view middle of the document...
We have issue with call-ins and latecomers and we have a hard time trying to discipline staffs because most of the call ins and latecomers are PRNs or agency staff. This issue becomes a larger issue when new hire full timers think it is ok for them to do the same. The culture is now being affected, not to mention the overtime cost. The purpose principle will help looked into this issue to identify and improve the system process.
In today’s health care organization where managers role are becoming complex and diverse. Managers’ role is increasingly gearing towards managing context from managing content. This means that staff with expert knowledge of the work will continue to work on how to improve their own process and the managers will ensure that employees have the right tools, information, knowledge and competency to effectively perform their jobs and deliver quality services. Our CNO whom we report to directly in the temporary absence of a nurse manager, she makes sure that we have everything we need to perform our job and directly support the team of supervisors to effectively perform their job. The best thing I really like about my CNO is that whenever a staff call her directly to complain about things that could be easily solved she always backed our decision and defer to our judgment. This greatly improve the process because we have the solidarity to resolve issues.
Strategic goals are used to give direction for decision-making. Organizational goal creates an effective guide to reach the intended outcome. Setting goals is a requisite skill for managers because this skill greatly influences actions and results of those actions.
The SMART approach (Specific, Measureable, Achievable, Realistic/Relevant, Timely) is suggested and recommended in setting goals. This will help to create a clear and concise statement that a program wants to accomplish. A goal is a broad direction that is guided by specific objectives. An objective is a statement about a specific outcome that can be evaluated and measured.
Kelly, D. L. (2011). Applying quality management in healthcare: A systems approach (3rd ed.). Chicago, IL: Health Administration Press.