Table of Contents
Authority structure and organization
This is a typical arrangement of the line of leadership and communications the way of any organization. It is a group that is given all the responsibilities in the firm or health organization. Therefore they make the overall decision and the decision-making flows down the hierarchy. Most of the organizations have the decentralized system of organization. Because the authority structure has the biggest role in ensuring that staff improvement and staff development, the following are the tasks of this authority position in the health care organization in ensuring that the implementation is done. A better structure organization results into the much better decision that is aimed at a common goal.
Responsibility of the Board of Directors
These is a group of people in any organization either selected or elected that are tasked with activities such as representatives of the health firm and make crucial decisions of the in the organization. These are the roles they play in trying to ensure that there are staff improvement and development.
The board of directors can provide training opportunities and tools to the staff. The training tools range from funds and giving their staff extra training and they will develop (Ostos, 2013). Nevertheless, they are supposed to take the staff for more seminars and conferences for capacity building purposes. They are also supposed to be provided with books for reading purposes.
The board of management can also provide some additional incentives for the staff which will aid in the development both financially and emotional. Most of the health staff believes that for any development to take place then there must be monetary gains.
Finally, the board of management can organize for the staff go for a get-together party after a certain period of time. It can be done about three times in a year. This activity will bring the staff together and a close working staff achieves development easily. They can also allow the staff to participate in part of decision-making process in the health sector regarding their development.
This is a group of people who manage and direct the staff in ensuring that the common goal of providing quality health care in the hospital. The executive leadership can help in the improvement of staff in the following ways. One of the biggest ways which the executive leadership can help in the development of the staff is by taking all the suggestions of the staff to the board of directors so that they can be implemented (Tracy, 2014). Whenever a staff wants to be taken out for a get together which will in turn, improve their relationship, once they say then the executive leaders are supposed to take it to the board of directors. So they act as a link between the staff and the board of directors.
The executive leaders can help in the development of the staff through teaching them how to work because most of them are believed to have more experience in the profession. It gives the employees the right experience from their leaders. This also makes them believe in their leaders (Barnard & Hannon, 2010).As a leader, you need to create a sense of ownership among the staff. Build trust in them and they will believe in themselves. Lastly, the leaders need to allow the staff to struggle a little bit in work. Make them create decision during hard times. This will improve their working and mental capabilities to thrive past difficult situation when the leadership is not around or unreachable.
Quality Improvement Committee
This is a team established in a firm that comprises of senior management and some designated staff members to ensure that staff improvement implementation program takes place well (Performance measurement, 2006). They play important roles such as developing an organizational plan for the improvement and development of the staff. They also establish the best priorities and activities.
The team also monitors the progress towards attainment of the desired goal. It means that before any work is approved to be completed, the team is supposed to have monitored the process and the outcome. The group also evaluates the quality programs put in place to improve staff. For instance, the speakers being brought to the company must have the qualities to train the staff. Lastly, they also conduct the annual evaluation of the program. In brief, the team ensures that all the programs are superior.
These are the people who are supposed to experience the improvement and the development. The employees are the first people to say how they are supposed to develop. Their leaders will, therefore, pass the message to the board of directors. The medical staff is also supposed to have a positive attitude towards the development of the plan (Physician’s guide to medical staff organization bylaws, 2012). Whenever a staff is given extra responsibilities, they should take it as experience but not a punishment. In case they are given outside learning opportunity, they are supposed to create their own hours to study rather than doing it during work time. The medical staff is supposed to take initiative in their improvement and development.
It is the intermediate management in the organization structure. They link the staff to the management. They perform functions such as motivating the staff to work well towards both their development and the development of the health facility. The Staff is told the importance of working towards development. Middle management is a team building entity that supports the staff when it is necessary. They are also supposed to inspire the team.
In the department staff category everyone has his role to play in the development. Each department should motivate and inspire their members towards development. The leaders of the department will also link the members to the higher offices to get what they want.
Once the plan on development is launched the communication will first be made by the board of directors. The board of management is supposed to communicate to the staff and other stakeholders on how the improvement plan will be implemented. They should give details on how they are going to implement the plan and the training activities to be conducted (Smith & Mounter, 2008). The performance activity report is supposed to be taken to the executive leadership who will then report to the board of directors. In any organization, the heads of different departments are the people entrusted with the collection of data and giving it to the higher authorities. The role of the collection of data can also be given to the middle management team.
The staff should be enlightened how they are going to participate in the improvement plan basing on the job responsibilities. They should be divided into groups depending on the department then these are the groups they will use in training. When it is a general training session such as personal development then they should be put in the same place. This education should begin with an orientation in which the management should provide guidelines on how the staff will balance work with the training so that productivity is not reduced. Therefore all the employees have to divide themselves into groups depending on their departments and the roles in the health organization.
Monitoring and Revising
This is a document or activity that helps in assessment and tracking of the results of any development plan. Some of the elements of the plan that are supposed to be monitored include personal developments like mental growth, financial stability, and relationships between the employees. These elements can be evaluated for improvement through a written document that the staff has to fill whenever the plan is over (Guidance for industry and review staff, 2008). Through this data collection, we are able to gauge whether the plan is working or not.
The changes can be monitored through observation of the employees how they work and the relationship with other workmates. This should be done by the middle management team who will then report to the executive leaders. This staff development can be monitored by observing how enthusiasm they are when they arrive in their places of working, how they relate to each other and how they do the work they are assigned by their leaders.
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Regulatory and Accreditation
Staff development in the health sector should be accredited by the government and other health agencies. Some of the effects of accreditation by external agencies include improvement of the process of health care given to the sick people (Preserving public trust, 2001). Accreditations also improve the clinical outcomes of the health sector. It also helps the management to ensure that the improvement plan is complying with the standards of the hospitals and other medical facilities to avoid being denied the permit. After the plan, the staff is supposed to be given certificates showing the areas they have trained. Therefore the board of directors should ensure that there is an external evaluation by the government agencies so that the professional development of the staff can be accredited. The health facility will be accredited and the staff members are given the certificates of qualification.
- Barnard, C. & Hannon, B. (2010). Quality improvement for nurse managers (1st ed.). Danvers, MA: HCPro Inc.
- Tracy, B. (2014). Management (1st ed.). New York: AMACOM. A
- Ostos, R. (2013). Transitioning new board of directors members from peripheral roles to active leadership roles (1st ed.).
- Guidance for industry and review staff. (2008) (1st ed.). Rockville, MD.
- Performance measurement. (2006) (1st ed.). Washington, D.C.
- Physician’s guide to medical staff organization bylaws. (2012) (1st ed.). Chicago, IL.
- Preserving public trust. (2001) (1st ed.). Washington, D.C. Smith, L. & Mounter, P. (2008). Effective internal communication (1st ed.). London: Kogan Page.