The TOWS analysis of a healthcare organization focuses on the identification and remodelling of the threats, opportunities, weaknesses, and strengths. It is the responsibility of the medical clinic management team to establish initiatives that enhance the optimal performance of the institution. One of the institutions that faces external and internal environmental forces is Jackson Behavioral Health hospital. The mental health institute seeks distinct aspects involving the improvement in operations and service delivery system. A highly competent quotient regarding the intersectionality of distinct variables entails understanding the solutions and optimizing the opportunities to elevate business operations, profitability, and patient care. A practitioner’s mandate enshrines protecting the life of a patient and contributing to the improvement of the living quotient. Therefore, developing the TOWS matrix fosters the attainment of crucial insights concerning the performance element of a healthcare institution.
Jackson Behavioral Health hospital is an institution committed in the promotion of effective mental disorder treatment among patients, both in-patient and out-patient. In this case, the management team indicates the distinctive services offered among the clients. Under the spectrum of outpatient services, the institution focuses on treatment of substance abuse, resistant depression, and coordination on adult outpatient centre for behavioral medicine (Jackson Health System, 2022). The inpatient services offered include child adolescent counselling and the dialectical behavior therapy for adolescents. The institution’s main goal involves adeptly aligning the hospital’s objectives with CMS program to affirm the core aspect on effective treatment and medication. As a result, the administration determines its competence based on the dynamic indicators. The elements enshrine patient’s overview, treatment outcome, processes, and the structural organization. Primarily, the variables profoundly contribute to the hospital’s goals, that is, equitability, effectiveness, efficacy, timeliness in care provision, and the safety among all entities. Notably, the interdependence of key initiatives attribute to the development of a TOWS matrix indicating competence outliers.
Draft Strategic Plan
Coordination among employees is essential to an organization’s success, mainly because of consumer behavior changes. According to research, the highly valued asset in a company is the workforce and level of skillset (Agarwal et al., 2020). It is an approach that attributes to developing competitive advantages for distinctive entities. After the advent of technological advancement that intensified business competence, the consumers emerged as the determinants in the market. The alteration in consumer behavior fostered the necessity of boosting the service experience among the clients. In this case, the marketability of products and services of a firm depend on expertise among workers during the service delivery system. Apart from incorporating measures enhancing employee coordination for competitive advantage, the framework elevates the functional and sustainable organizational culture. Inclusivity among employees is a multidimensional phenomenon that encapsulates the integration of organizational leadership, training employee representation, hiring and recruitment, and developing external relationships strategies. The concept renders the justification of the inclusive statement, “A win is a reflection of people’s coordinated efforts.” (Agarwal et al., 2020).
Hiring and Recruitment
Hiring and recruitment is a practice that is prominently challenged by bias tendencies mainly because of the perceptive approaches. Research indicates that it is the responsibility of the managerial team to espy diversity among the candidates hence establishing policies advocating for the development of opportunities for individuals from different backgrounds (Hardy et al., 2020). In this case, human resource management ensures incorporating a significant range of personality qualities among candidates for the advertised jobs. The strategy renders the wider scope of recruits based on diversified skills, knowledge, and experience. The variation of the personality qualities fosters the alleviation of bias based on comparing the traits with the employed counterparts. It is important to implement practices that fight against discrimination among candidates to establish a foundation for inclusivity during the hiring and recruitment process.
The core advantage of inclusive hiring is providing an essential focus on talent acquisition and management among personnel. Research indicates that broadening the qualities of hiring candidates offers the employer an opportunity to diversify talents as an inclusive strategy. It is an initiative that boosts its reputation due to the optimal reflection of an effective inclusivity strategy. Taylor (2021) articulates that in 2020, at least 67,448 employees reported bias in the workplace, which led to the incurrence of $439.2 million due to the lawsuits. Therefore, the key indicator of developing a functional organizational culture is the determination of inclusive approaches during the hiring and recruitment process to avoid selecting talent and expertise. The dynamic aspects intensifying inclusivity in the hiring encompass flaring the job advertisement platforms, online career opportunities, and a standardized interview process and panel suitable for the highly talented candidates.
Training Employee Representation
The training of employees is a crucial approach among employers mainly because of the trickle-down effect on advanced productivity and performance. One of the strategies within the employees’ representation training is using inclusive language. In a diverse working environment, a significant percentage of workers seek equality and recognition for better performance (Martinez-Acosta & Favero, 2018). As a result, it is crucial for human resource management to implement such approaches as cultural events that ensure the recognition and participation of employees from different origins. The events and practices foster the appreciation of diversity while promoting inclusivity among the workers despite the disparity in talents and ideological philosophies. In a different spectrum, an inclusive training program for the workers encourages employees to contribute to the implementation plan to alleviate bias. Training employee representation involves establishing perspectives that optimize outcomes and assessment of results through feedback and the organization’s competitive advantages.
Organizational Leadership
Leadership in an organization is an essential factor mainly because it elevates the quality of performance among employees. According to research, it is the responsibility of the managerial team to incorporate measures that enhance coordination among the workers while intensifying the exchange of distinct values (Dobusch, 2021). The research further indicates that inclusive organizational leadership involves the advertence of discrimination and the assessment of socio-cultural intellect apart from collaboration. In this case, the distinctive traits that enhance the optimal development of functional organizational culture engulf the team-oriented leader. It is an approach that renders the establishment of a platform where workers share their experiences for a better performance outlier. The different leadership styles positively impact an organization’s competence in the global market. There is an interdependence relationship between strategic leadership and the inclusivity of the employees. As a formative perspective to elevate competitive advantages and acquire a competitive market position, strategic leadership focuses on the intersection of all values (Jeffries, 2018). Employees’ distinctive values through organizational leadership encompass accountability, teamwork, and emotional intelligence.
Organizational leadership is a multifaceted phenomenon involving integrating a company’s values and the employees’ interests. Research establishes that team-building is a structural entity that enshrines incorporating norms and cultural practices within an enterprise that promotes inclusivity (Agarwal et al., 2020). One of the inclusion strategies involves the participation of employees in the development of the company’s employee policy handbook. In a different spectrum, researchers indicate that the involvement of workers in the policy-making process advances the performance and effectiveness during the implementation mainly because of the comprehension of key initiatives. Organizational leadership is a vital pillar toward establishing an effective organizational culture and inclusive society.
External Relationships
Different factors influence the performance of an organization in an environment that includes external and internal entities. External relationship building is essential among employees because it enhances the optimal customer service experience. During the evolution of consumer behavior, the majority of clients realized the importance of aligning their loyalties with certain companies (Eiffler, 2021). It is a perspective that enhances consistency in assessing worthiness despite price variations. Therefore, an organization’s external relationship as an inclusive entity involves promoting the participation of suppliers, government, and relevant stakeholders. The strategy renders the intensification of a pool of ideas regarding the advancement of productivity and service quality among employees. One of the main initiatives to intersect is effective communication that fosters professionalism and ethical considerations during practice.
The distinct strategic management initiatives play a proficient role in the advocacy for improved healthcare among patients in the Jackson Behavioral Health hospital. As a mental institution, there is elevated engagement between the medical practitioners and the mentally ill patients (Jackson Health System, 2022). Therefore, it is the responsibility of the management to enhance expertise set among the workers to render significant healthcare services, such as patient care and cognitive behavioral therapy. Ideally, the intensification in the operational outline in the hospital fosters adept treatment and recovery among the clients. Completing a business case enshrines incorporating measures that enhance performance and target market satisfaction (Mahajan & Bose, 2018). Different factors contribute to the success of a business. However, it is the mandate of entrepreneurs to determine the needs and develop solutions bridging the niche. Needs assessment sets off a significant layout concerning the dynamic phases of developing a business case.
Strategies and Goals in Healthcare Organizations
One of the key strategies enshrines improvement of health information technology processes within the organization. The quotients focus on the identification of potential EHR systems to integrate in the facility, installing and training staff regarding the use of selected EHR systems, and establishing the novel practices and systems for installation within the facility. The process poses prominent impact to the advancement on technological use in the institution.
A different strategy enshrines improving the patient service experience through the establishment of key inherent values. It is the responsibility of the management to ensure the incorporation of distinctive values to improve patient care service delivery. In this case, the vital elements to measure encompass decrease in the patient wait times for inpatient and outpatient procedures and visits. Another dynamic supportive initiative is the intersection of customer experience survey and initiation of the proactive patient contact.
Another strategy that enhances institution’s competence is the maximization of patient’s safety while minimizing workplace injuries and illnesses. The vital approaches steering the attainment of the objective encompass reducing medical errors by medical practitioners, increasing patient safety training, and reducing mistakes made during surgical procedures. It is the responsibility of the healthcare management to incorporate sustainable and competent service delivery system to improve patient care.
It is crucial to strengthen the organization’s value to the community by reducing health disparities. The vital strategic initiatives fostering the attainment of the objective engulf enhancing service delivery to the community, meeting community defined needs, and performing community health assessments. These practices optimally contribute in the derivation of emerging trends concerning community health and the necessity of implementing approaches improving community members’ health index.
Succinctly, a Jackson Behavioral Health hospital case’s development renders an overview of the interdependent relationship between distinctive entities. As a multidimensional phenomenon, the mainframe involves needs assessment, identification of solutions, stakeholders, and the accrued value to the society. Behavioral mental health is an initiative that significantly contributes to the recovery among the patients with minimal use of medication. It is an aspect that renders coordination of cognition and change in lifestyle habits. As a result, the Jackson Behavioral Health hospital management boosts effectiveness from the operations and coordination based on intensified professionalism among the practitioners.
References
Agarwal, S., Ramadani, V., Gerguri-Rashiti, S., Agrawal, V., & Dixit, J. K. (2020). Inclusivity of entrepreneurship education on entrepreneurial attitude among young community: evidence from India. Journal of Enterprising Communities: People and Places in the Global Economy.
Dobusch, L. (2021). The inclusivity of inclusion approaches: A relational perspective on inclusion and exclusion in organizations. Gender, Work & Organization, 28(1), 379-396.
Eiffler, B. (2021). Creating an Equitable Classroom Through Relationship Building.
Hardy III, J. H., Tey, K. S., Cyrus-Lai, W., Martell, R. F., Olstad, A., & Uhlmann, E. L. (2020). Bias in Context: Small Biases in Hiring Evaluations Have Big Consequences. Journal of Management, 0149206320982654.
Jackson Health System. (2022). Behavioral health and psychiatry. Jackson Health System. Web.
Jeffries, R. (Ed.). (2018). Diversity, equity, and inclusivity in contemporary higher education. IGI Global.
Mahajan, R., & Bose, M. (2018). Business sustainability: Exploring the meaning and significance. IMI Konnect, 7(2), 8-13.
Martinez-Acosta, V. G., & Favero, C. B. (2018). A discussion of diversity and inclusivity at the institutional level: The need for a strategic plan. Journal of undergraduate neuroscience education, 16(3), A252.
Taylor, T. (2021, December 8). 12 inclusive hiring practices you should implement. AIHR. Web.