Bus 370 wk4

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Case Study 2: City Center Hospital Case Study

Johnny Skyles

University of Arizona Global Campus

BUS 370

Debra Culler

23 Jan 2022

Introduction

Organizational Development (OD) is a process that helps organizations in effective change management and effectiveness through processes such as reinforcing strategies. The aim is to promote organizational effectiveness. However, the business outcomes may differ based on organizations. Some of the outcomes include customer satisfaction, capacity to change, and customer satisfaction (Alhmeidiyeen, 2019). OD can be applied in change strategy, process, and structure. City Center Hospital Case Study shows that the center is a large outpatient surgery center located in Kansas. The Hospital’s CEO, Director of Nursing (DON), and the HR manager have expressed that the nursing staff is having morale issues. The CEO, DON, and HRM are concerned that the low morale among nurses and the relationship between the nurses, doctors, and unit managers have affected the hospital’s mission. The CEO expresses that the hospital may lose physicians. One of the problems is the lack of leadership skills by unit managers. Human resource is crucial in organizational development. They help achieve the goals of an organization. With the problems that the City Center Hospital is facing, there is a need for OD to respond to the changes. OD is crucial in creating an environment that will be embraced by the nurses, doctors, and unit managers (Basadur, Basadur & Licina, 2012). For change to be successful, there is a need to develop functional and planning strategies. The paper addresses the issues facing the City Center Hospital and provides the OD interventions that will boost the hospital’s performance.

Case study summary

City Center Hospital is located in Kansas. It’s a large outpatient surgery center. The CEO, DON, and the HRM express that the hospital is facing low morale issues among the nursing staff. The CEO also expressed that the unit managers lack leadership skills and this may result in the loss of physicians. The hospital has tried different strategies to become profitable and patient-centered. For instance, one of the strategies used is changing the culture. There’s also a poor relationship between the nurses, doctors, and unit managers which is detrimental to the hospital’s mission. The unit managers noted that there is stress among the nurses which is caused by physicians’ arrogant behavior. The hospital has few full-time basis staff members. Most nursing staff are outsourced as permanent staff. The physicians are independent contractors and their contracts are renewed after one year.

City Center Hospital problem

The main problem that is facing the City Center Hospital is the lack of morale among the nursing staff. The CEO, DON, and HRM express that there is low morale among the nurses. The relationship between nurses, doctors, and unit managers is also detrimental to the hospital’s mission. Another problem is the fear of losing physicians by the CEO. The CEO is also concerned that the unit managers lack leadership skills. The physicians have arrogant behavior which may be a cause of stress among the nurses.

Healthcare professionals are important to the hospital. They highly contribute to achieving organizational mission and goals. They’re also crucial to the organization’s growth and development. Organizations need to create a conducive working environment for employees. A good working environment promotes teamwork, good relationship, and interaction (Khewsomboon, 2017). However, City Center Hospital is facing problems with low morale among nursing staff, poor working relationship, and arrogant behavior among physicians. Due to this, the CEO, DON, and HRM have requested an OD intervention. The aim is to develop a common focus for a united team in the hospital. The success of the hospital relies on the input of the nursing staff, physicians, and unit managers. In the past year, the management had tried making changes to increase profit and be patient-centered. The case study indicates that although the hospital has been facing issues, there have been efforts to improve the productivity of the hospital.

Action

There are different interventions for different scenarios in City Center Hospital. With the issues facing the hospital, it’s crucial to develop solutions tailored for each specific problem. Action research is a crucial element of OD. It ensures the success of the organizations that seek to improve their performance. Action research is also important since it helps OD consultants in understanding the issues facing the organization. To ensure the success of the intervention, strategic planning, developing an implementation strategy and post-intervention assessment are crucial factors in determining the effectiveness of the intervention.

Interventions

OD interventions are designed to solve organizational issues. The interventions improve the functioning of the organization and help leaders and managers in managing organizational cultures and teams (Henderson & Boje, 2015). The interventions are designed to address specific organizational issues. OD consultants need to identify the OD interventions needed to solve organizational issues and develop a plan to solve the issue. Some OD interventions and effective mechanisms are crucial in the identification and addressing of the issues. Lack of addressing the issues may impact an organization by increasing cost, branding loss, and a bad reputation. Therefore, OD consultants are crucial in helping organizations deal with any changes.

City Center Hospital has issues that have erupted on a bigger scale. However, with the right OD interventions, the issues can be solved to avoid further adverse impacts. Different interventions can be utilized to solve the issues that have led to low morale among the nursing staff. The interventions can also be used to solve the relationship problems among the nurses, physicians, and unit managers. By solving these issues, the hospital can achieve its goals. Human resource is important in aligning the organization’s mission and vision to achieve the goals.

Human process interventions

They are interventions that improve communication among employees in an organization. The interventions aim at relations, interpersonal relationships, and changes in the organization (Chandrasekar & velusamy, 2017). The first problem facing the City Center Hospital is low morale among the nursing staff. The second problem is the lack of leadership skills by the unit managers. The third problem is the poor relationship between the nursing staff, unit managers, and doctors. Human process interventions will help in developing and strengthening the relationship among nursing staff, unit managers, and doctors and to develop a favorable environment that promotes unity.

City Center Hospital seeks a one-day workshop that will promote unity in the hospital. The workshop will also provide the CEO, DON, and HRM with an opportunity to develop changes that can be made to the organization’s culture. The management tried changing the culture of the hospital to be more profitable and patient-centered. The administration can also take advantage of this opportunity to build relationships among nurses, doctors, and unit managers. Mending the relationship will promote cooperation in the delivery of care services. This is a factor that will not only improve the quality of care but will also improve profitability. During the workshop, team-building sessions can be designed for unit managers, doctors, and nurses. The sessions will provide an opportunity for the groups to understand each other.

Human resource interventions

Human resource interventions are aimed at enhancing the workforce within an organization. The interventions also boost productivity. City Center Hospital tried changing its culture. However, with the problems that the organization is facing, it is important to make more effort to ensure engagement from the stakeholders, the management, and the employees. This will ensure success in the proposed changes. In the one-day workshop, the staff can be appreciated and make feel recognized. Acknowledging the staff is one way of making them feel valued. The hospital leadership can also consider developing career development strategies. This will empower the staff. With the poor relationship between the unit managers, doctors, and nurses there is a need to understand that the departments are not independent and there is a need for departments to support each other. The interventions can promote teamwork and boost staff morale. Effective human resource interventions may drive the staff to offer patient-centered care and to increase the hospital’s profit margin.

Strategic interventions

Strategic interventions are aimed at increasing organizational quality of output, productivity, and efficiency (Chandrasekar & velusamy, 2017). The nurses at City Center Hospital are outsourced as conditional permanent staff. Doctors work on annual contracts. This may be one of the factors that contribute to low morale among the nursing staff. There is also a lack of leadership skills among the unit managers. Therefore, there’s need to focus on improving the staff income to boost their confidence and morale and also to motivate them. The HRM can develop measures such as permanent contracts to the staff hence providing a guarantee of job security.

Technostructural interventions

Technostructural interventions are important at improving technology in an organization (Chandrasekar & velusamy, 2017). The one-day workshop at City Center Hospital is a good platform for including a session to educate the groups on the available technology that promotes interprofessional collaboration. The workshop is important in helping the staffs collaborate, know how to effectively use tools that will promote quality patient care and collaboration among the staff. This will improve the relationship, boost morale, and lower stress levels among the nurses.

Conclusion

The CEO, DON, and HRM at City Center Hospital are worried about the low morale among the nursing staff, poor relationship, and lack of leadership skills among the unit managers. However, OD interventions can help address these challenges and develop an effective environment. The OD interventions that can be used in dealing with these issues are human process interventions, human resource interventions, strategic interventions, and technostructural interventions. Applying these intervention strategies will help the organization achieve more profit and patient-centered services. It will also increase morale among nursing staff, improve leadership skills among the unit managers, and strengthen the relationship between nurses, unit managers, and doctors.

References

Alhmeidiyeen, M. S. (2019). Change Management and Organizational Development: A Critical Conceptual Study. Global Journal of Management And Business Research.

Basadur, M., Basadur, T., & Licina, G. (2012). Organizational development. In Handbook of organizational creativity (pp. 667-703). Academic Press.

Chandrasekar, J., & velusamy, M. (2017). Impact of organizational development interventions. International Journal of Human Resource Management and Research, 7(6), 1-6.

Henderson, T., & Boje, D. M. (2015). Organizational development and change theory: Managing fractal organizing processes. Routledge.

Khewsomboon, W. (2017). Utilizing organization development interventions (ODI) on organizational culture of collectivism to enhance employee engagement: The case study of a human resources service company based in Bangkok, Thailand. Organization Development Journal, 35(4), 61-80.