HCA-455 Organizational Behavior & Culture copy PDF

Preview

Summary

ESSAY...

Description

1

Organizational Behavior and Culture

Fabiola Heredia Grand Canyon University HCA-455 Professor Damien Byas May 30, 2021

2 Organizational Behavior and Culture The U.S. health care system has undergone various changes in the last couple of decades. In keeping up with these updates, health care organizations have had to change the way they operate, from changing their leadership methods, to improving patient care processes, and adopting tools to improve the employee workplace. Health care organizations have developed and implemented organization behavior models to keep up with the ever-changing industry and improve patient care, as well as retain employees. Organizational Behavior (OB) is a concept that entails examining the way individuals and teams reflect and behave in the organization and how these actions influence the entities capabilities entirely (Wienclaw, 2021). HonorHealth has adopted an organizational behavior model that has helped it expand in the communities it serves and continues to do so. The following will analyze HonorHealth’s organizational behavior model and its history, discuss how current attitudes and perceptions from leaders affect workplace communications, and observe a few challenges the organization is experiencing. HonorHealth’s Behavior Model and History Health care organizations are challenged with developing and implementing organizational models to help them maintain status in the communities they serve. Although, the HonorHealth brand was born in 2015, the health care organizations (John C. Lincoln Health Network and Scottsdale Healthcare) that joined forces have been around for half a century. The founder of John C. Lincoln traveled to Phoenix with his wife Helen in 1931, looking for the cure for Tuberculosis (HonorHealth, n.d.). Scottsdale Healthcare was established in 1962 and expanded to cover the southern, central, and northern parts of Scottsdale (HonorHealth, n.d.). HonorHealth’s mission and vision aligns with its core values that have shaped its behavior model. They strive to improve the wellness of those they serve and to become the

3 preferred health care provider, with their innovative approaches, in the communities they serve (HonorHealth, n.d.). To meet their values-based approach and get all employee engaged (from the merger between John C. Lincoln and Scottsdale networks) the ICARES was developed by the organizational development team. The ICARES engagement model stands for innovation, collaboration, accountability, respect, and empathy. This model allowed HonorHealth ratings of employment engagement to increase from forty-two percent to eighty-four in one year (Keeley, 2021). HonorHealth organization has even become part of an accountable care organization to offer primary care, ambulatory, and emergency services to the populations they serve. As patients become more knowledgeable and involved with the medical services they seek, health care organizations must incorporate methods to educate clinical staff to the current trends in delivery of patient care. The increased diversity in patient populations has impulsed health care organizations to consider a patient’s educational degree, cultural and employment circumstances, age, and gender (Marlett et al., 2015) when developing or improving policies and procedures. HonorHealth has adopted a Code of Conduct that reflects its core values and enables its employees to work collaboratively to achieve the organization’s goals. It has gone as far as developing an HonorHealth Ambassador Movement, to encourage employee’s to make individual pledges to work together and give back to their local populations. Leadership Attitudes, Perceptions, and Workplace Communications For innovative approaches to succeed, like in HonorHealth’s example, leaders must learn to better communicate with their subordinates. Communication is important whether it involves a big corporation the size of HonorHealth or a small private one. Borkowski (2015) points out that it is important for organizations to have effective communication, that is, messages must be conveyed and interpreted accurately. Communicating efficiently is not easily accomplished due

4 to barriers like attitudes and perceptions. Changing an individual’s attitude or behavior takes patience and training (Borkowski, 2015) and notable to point out, as these are formed from upbringing and societal interactions. Therefore, individuals will interpret messages according to the way they understand or perceive body language, or kinesics. The way a person speaks, their tone, can also influence the way others accept or reject the message. Kinesics may play a factor in informal communication such as, one person divulging gossip with different coworkers, or a single person talking with other individuals, also known as gossip chain or single-strand communication (Borkowski, 2015). Formal communication through email can also negatively or positively impact the way the message is conveyed or received. It is important for leaders to take courses of netiquette, the acceptable way of communicating on the internet. Borkowski (2015) points out that leaders can be guilty of “flaming” which is an intense message sent before emotions decrease. Poor communication can make or break an organization. Current Challenges in HonorHealth The ever-changing health care sector is bound to face challenges to achieve its intended goals. However, developing innovative ways for clinical staff and leaders to engage and work together, can facilitate the process to achieving organizational goals. HonorHealth has worked towards overcoming the demands of price transparency and technological advancements. This organization has gone as far as posting their pricing for self-pay, inpatient average pricing, and outpatient average pricing. They have also provided a link for standard pricing for all of their hospitals to maintain compliance with current legislation (HonorHealth, n.d.). The Affordable Care Act of 2010 has impulsed the changes health care has gone through in the past decade. To keep up with the current utilization of electronic health records,

5 HonorHealth has provided links for patients to access their protected health information. The forms are available online for those with access to internet. Thus, achieving their goal of granting equitable access to the patients they serve. Continuity of care gets harder to achieve if organizations do not facilitate access to health records. This begs the question, what happens to those patients with no access to internet? Once a patient is discharged how does HonorHealth ensure they leave with the necessary medical records? Conclusion. HonorHealth will continue to provide medical care to the communities in Phoenix, Scottsdale, and northern part of Arizona as long as they continue to embrace the changes that come their way. It should continue to look for staff with innovative ideas to improve the workplace environment to enable the delivery of high quality patient care. If HonorHealth was able to achieve the smooth collaboration of its staff from the merging of two organizations, then this health care organization will be around for many more decades. The above discussed HonorHealth’s organizational model, outlined how staff attitudes and perceptions of management impact workplace communication, and analyzed a couple of challenges the organization is facing.

6 References Borkowski, N. (2015). Organizational behavior in health care. In Grand Canyon University (Ed.), (3rd ed.). Jones & Bartlett Learning. Available from https://www.gcumedia.com/digital-resources/jones-and-bartlett/2015/organizationalbehavior-in-health-care_3e.php HonorHealth. (n.d.). Average pricing information. Retrieved May 30, 2021, from https://www.honorhealth.com/patients-visitors/average-pricing HonorHealth. (n.d.). Mission, vision, and values. Retrieved May 28, 2021, from https://www.honorhealth.com/company/mission-vision-values HonorHealth. (n.d.). HonorHealth- A rich history. Retrieved May 28, 2021, from https://www.honorhealth.com/company/history Keeley, L. (2021). A culture of ICARE drives employee engagement and outcomes at HonorHealth. PressGaney. Retrieved May 29, 2021, from https://www.pressganey.com/docs/default-source/default-document-library/a-culture-oficare-drives-employee-engagement-and-outcomes-athonorhealth29cdda5d82706b31bd87ff0000a8abfc.pdf?sfvrsn=54bdb190_0 Marlett, N., Shklarov, S., Marshall, D., Santana, M., & Wasylak, T. (2015). Building new roles and relationships in research: a model of patient engagement research. Quality of Life Research, 24(5), 1057–1067. Retrieved May 29, 2021, from https://doiorg.lopes.idm.oclc.org/10.1007/s11136-014-0845-y Wienclaw, R. A. (2021). Organizational Behavior. Salem Press Encyclopedia. Retrieved from https://search-ebscohost-com.lopes.idm.oclc.org/login.aspx? direct=true&db=ers&AN=89163901&site=eds-live&scope=site

7...