Class Week 8

Instructions: Reply to the threads of at least 2 classmates.

Each reply must be at least 450 words.

Each reply must also include a biblical integration and at least 2 peer-reviewed source citations in current APA format in addition to the text.

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One of the core principles of strategic human resource management is that organizational performance is influenced by the way employees are managed” Gittell, Seidner & Wimbush, 2010).  High performance organizations in healthcare should develop strategies to improve the productivity of their employees to help positively impact quality of care for patients.  There are several strategies that the Human Resource Department can implement to improve productivity.  One strategy is to implement a high performance work system. “Overall, there is evidence that aspects of HPWS both individually and in “bundles are positively related to organizational performance” (Leggat, Bartram, & Stanton, 2011).  Another strategy is to implement team work within the organization and to make sure that all employees know that teamwork is very important and can lead to favorable outcomes as well as improve employee productivity while impacting patient quality of care.  A third strategy is for the human resource management department to make sure there are well qualified leaders to help implement the high performance work system.  The leaders should also develop strategies to boost employee’s moral.  A fourth strategy is make sure that employees are geared toward positive change and positive improvements.  Most people do not like change and the majority of the time for improvements to be made there needs to be positive change.  A fifth strategy is to make sure that employees are rewarded for their performance.  Employees tend to work harder and be more productive if they are rewarded for their hard work and their efforts.  Making sure each employee knows that they are valued and they are an important part of the team will increase productivity and impact the quality of patient care in a positive manner.  “High-performance work practices (HPWPs) include a set of human resource (HR) practice-for example, performance appraisal, training, and teamwork- that, when implemented together, show a positive relationship with organizational outcomes” (McAlearney, 2013).

Ecclesiates 4:9-12 says, “Two are better than one, because they have a good reward for their toil. For if they fall, one will lift up his fellow. But woe to him who is alone when he falls and has not another to lift him up! Again, if two lie together, they keep warm, but how can one keep warm alone? And though a man might prevail against one who is alone, two will withstand him—a threefold cord is not quickly broken.”

Colossians 3:23 says, “Whatever you do, work heartily, as for the Lord and not for men.”

1 Peter 2:18-23 says, “Servants, be subject to your masters with all respect, not only to the good and gentle but also to the unjust. For this is a gracious thing, when, mindful of God, one endures sorrows while suffering unjustly. For what credit is it if, when you sin and are beaten for it, you endure? But if when you do good and suffer for it you endure, this is a gracious thing in the sight of God. For to this you have been called, because Christ also suffered for you, leaving you an example, so that you might follow in his steps. He committed no sin, neither was deceit found in his mouth.”

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Employee productivity within the healthcare organization can be challenging. Productivity in a healthcare organization can have a direct impact on quality and overall performance impacts of not only employee morale, but in the care delivery process (Pynes & Lombardi, 2011). Improving productivity and quality within a workforce can be used to significantly and positively impact employee health and productivity, which should result in reduced health care costs, improved employee productivity, and increased overall profitability (Rajaratnam, Sears, Shi, Coberley, & Pope, 2014). There are several strategic methods that can be implemented within a healthcare organization that can have a significant impact on improving employee morale, quality, and the care delivery process. These areas include life-evaluation, emotional health, physical health and health behaviors, work environment, and basic access to services.  Life-evaluation is essential to the individual that is employed by the healthcare organization. There must be a balance between personal and work life. An organization can assist with this balance by ensuring that certain aspects are considered. This can be in the form of paid time off, employee sponsored events, and workplace flexibility when emergencies arise.  Emotional health is also an important consideration for a healthcare organization. Many healthcare organizations recognize that healthcare can be a stress factor on the employee. To compensate and assist with certain stressors, many healthcare organization offer such programs designed to provide the opportunity for employees to meet with healthcare professionals. These types of programs are often referenced to employee assistance programs (EAP). EAP is often available through the healthcare organization to the employee and little or no cost. Improving employee productivity can also be promoting physical health and health behaviors or the employees. In recent years, healthcare organizations have recognized that promoting employee health can be particularly beneficial to the overall healthcare organization. When a healthcare organization promotes healthy behaviors, employees are more inclined to participate in health programs and improve their overall lifestyles. This in turn has positive impacts on the healthcare organization through reduction in healthcare costs and a reduction in the potential of sick leave that employee’s request.  Work environments are also an important consideration for the healthcare organization. To ensure that the best possible productivity impact is being made, healthcare organization should regularly monitor the work environment. This provides the employee with the most comfortable atmosphere possible to ensure productivity. The final consideration that effects the improvement of employee morale, quality and the care delivery process is basic access to services. A healthcare organization often has specific services and programs that are available to the employee that addresses a number of specific areas. These services are often free of charge and can provide the opportunity for professional development of the employee taking advantage of these programs.

As stated previously, employee morale, quality and the care delivery process can be an undertaking to say the least for a healthcare organization. Healthcare organization environments motivated the individual influences whether one actively attends to learning activities, the level of effort they contribute, and interest in applying new skills and knowledge on the job (Lyons & Bandura, 2014). However, it is important to recognize the employees within the healthcare organization that makes the daily sacrifices and contributions to the patients in which the healthcare organization serves. 1 Peter 2:18-23 (ESV) states: Servants, be subject to your masters with all respect, not only to the good and gentle but also to the unjust. For this is a gracious thing, when, mindful of God, one endures sorrows while suffering unjustly. For what credit is it if, when you sin and are beaten for it, you endure? But if when you do good and suffer for it you endure, this is a gracious thing in the sight of God. For to this you have been called, because Christ also suffered for you, leaving you an example, so that you might follow in his steps. He committed no sin, neither was deceit found in his mouth. Employee morale, quality and the care delivery process and the aspects of improving productivity are the responsibility of the healthcare organization and that of the employee. It is essential to find ways in which all those that participate in the healthcare delivery work as a team to achieve the goal of providing effective, proficient, and safe care.

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