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HOSPITAL CASE ANALYSIS. This case study takes place at a hospital and is based on the care of well being of how each floor and how it is run from the nurses to the patients.

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HOSPITAL CASE ANALYSIS: FLOOR A AND FLOOR B For JIM TEHRANIAN Prepared by Group 1 Members: CAITLIN CROMWELL GILL BANDHANA GRETCHEN KRAUSE LAM YUK PON JIA YU MIKE NAKHLEH LEANDROSS HENDERLIN Class: BUSM 1321, Section 03 Langara College Nov 22nd, 2004 Letter of Transmittal Jim Tehranian Teacher Business Management Langara College Dear Mr. Jim Tehranian: The following report was written at your request as an analysis of the hospital case study provided. Assigned at the beginning of the term, September 13 2004, The Hospital Case Study, Floor A & Floor B, is presented to you. The report is regarding floor A and floor B of the hospital. We have outlined the problems on each floor and come up with constructive solutions. We recommend that those areas in which the floors are already proficient not be altered and that our suggested solutions be carefully implemented. Thank you for your time. Sincerely, Leandross Henderlin Student Enclosure: Report Table of Contents Part 1 Executive summary 4 Part 2 Introduction 5 Part 3 Problem/decision approach * Step 1 Identification of key factors 6 * Step 2 Identification of central problems 10 * Step 3 Examination of cause and effect relationship 15 * Step 4 Generation of possible alternative solutions 24 * Step 5 Examination of the consequences of each 27 alternative solution * Step 6 Alternatives and implementation 32 * Step 7 Justification and examination of the expected 43 cause and effect relationships Part 4 Conclusion 47 Bibliography 48 Executive summary This is a report focusing on a study of two head nurses using the problem-decision approach. We have examined the whole case and the following issues will be discussed and emphasized in the report. > Central Problems for Floor A 1 Bad Human Relationships 2 Formal Structure 3 Lack of Teamwork > Central Problems for Floor B 1 Poor Organization 2 Loose Supervision 3 Crumbles Under Pressure > Recommendations and Justifications for Floor A 1 Training Work Shop --> Problem 1, 2 & 3 2 Mission ...read more.


Having learnt from the workshop, Smith and Green can now implement some of their knowledge on the floor, as it is appropriate to their situation and the medical field. > Mission statement What problem(s) does it solve? I. Formal structure II. Lack of teamwork A simple, but precious statement that will invoke more productivity and innovation in the organizational structure for the floor; thereby, solving the issue of a formal structure. Additionally, these theories can stimulate better teamwork. How does it solve the problem(s)? A mission statement should be prepared for the floor. This will be a broad outline of what they want to accomplish as a team. In essence, this statement would encompass a broad solution to all the problems on the floor. From this all other solution alternatives will ensue. While breaking down the present authoritarian structure on the floor, this statement should acknowledge job rotation, self-directing work team, group meeting, 360 evaluations and empowerment. Implementation: The heads of each floor, together with a representative of each group of employees on the floor (students, older nurses, doctors, cleaning staff, etc) and the hospital supervisor, should meet to discuss what goals the floor should achieve and how, while staying in accordance with the hospitals overall mission. Using the hospital's Mission Statement, they can narrow the statements mentioned therein, so as to govern actions and procedures on each floor. An example could be: "To encourage an efficient and stress-free working environment, while working as a family in giving the best patient care to our customers as only a loving family member would give". Breaking it down: "To encourage an efficient (job rotation) and stress-free (group meetings) working environment, while working as a family (self - directing work teams) in giving the best patient care (evaluated through 360 evaluation for improvement) to our customers as only a loving family member (empowerment) would give". > Job rotation What problem(s) ...read more.


All of these things together help to increase total quality management in all parts of the organization, making this organization even more of a high performance organization. They also create a renewed sense of responsibility for all actions, and help narrow team focus to the sole desired outcome. This new plan also reinforces the five core job characteristics, and brings about an increased sense of importance, maturity and self worth, while bringing this organizations focus solely back onto the customers. Conclusion Using the valuable knowledge and analytical skills gained through the study of Organizational Behaviour, we opted to implement the 'Problem/decision approach' in examining our project. As such, once the case had been studied, our team focused their diverse skills and experiences on identifying key facts that appeared to be problematic. Then, using a flow chart to guide us, we identified possible central problems on Floors A and B that seems to contribute to the above identified key facts. We then explained the cause and effect relationships (the connecting arrows) between the sub-problems (the boxes), as well as how they led to the determination of the central problems for each floor. The problems are as follows: Floor A --> Bad Human Relationships Formal Structure Lack of Teamwork Floor B --> Poor Organization Loose Supervision Crumbles Under Pressure For these central problems we then outlined possible alternative solutions and examined their consequences, both positive and negative. Criteria for evaluation and implementation of the suggested alternatives were also developed at this crucial stage. Once feasible solution alternatives were chosen, we detailed what problems they solved, how they did so and recommended possible procedures for implementation of the solutions. As the final stage of our project, we set the foundation for future modifications to the solutions suggested. Following a flow chart of suggested alternatives leading to expected outcomes, anticipated cause/effect relationships were detailed. Justification was provided as to why the initial solutions were chosen, so that a clear rationale was in place to validate our decisions. Over time actual cause and effect relationships can be observed and necessary changes made accordingly. ...read more.

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