In the course of the interview, Chyn said that she had certain financial responsibilities. In particular, she was supposed to make sure that the departments could comply with the budget plan developed by hospital administrators. Furthermore, one of her obligations was to ensure the effective use of available resources and supplies. Nevertheless, Chyn also noted that she could not take control of budgeting. It should be noted budgeting can be possible provided that a person is able to project the revenues of an organization (Sullivan, 2012, p. 187). This is one of the factors that prevent nurses from shaping budgeting plans (Finkler 2008). Secondly, Chin is supposed to provide reports showing how resources and costs are used. This activity is a part of her fiscal accountability.
Chyn believes that the idea of healthcare as a business has both advantages and disadvantages. In her opinions, healthcare organizations have to compete with one another in order to become more effective. From Chyn’s point of view, healthcare marketing is closely related to the improvement of patient care. So, to some degree, medical organizations should resemble business in order to become more sustainable (Amer, 2013). Yet, businesses have to concentrate mostly on their financial performance, but this approach can dehumanize healthcare. This is the argument that Chyn puts forward while discussing this question.
One can say that Chyn is responsible for various aspects of HR management. In particular, she is obliged for the orientation of new hires. In her opinion, this activity is crucial for effective functioning of medical organizations. Moreover, she is responsible for selecting new candidates. Her responsibility is to make sure that the staffing needs of the department are met. Chyn thinks that in this way she can create value for the organization and improve its work. This is the positive aspect of this activity. However, at the same time, she has to struggle with the shortage of time. This is one of the main challenges that affect her work.
Additionally, Chyn is accountable only to the nursing director. In particular, she should provide information about the work of other nurses, HR practices, budgeting, patient care, and so forth. Chyn argues that in this case, accountability is closely related to cooperation because the nursing director often makes valuable recommendations to her. Scholars emphasize the idea that accountability is based on the cooperation between various professionals (Sullivan, 2012, p. 132). This is one of the points that can be made.
The ideas, expressed by Chyn are closely related to the scholar works examining the work of professionals. For example, the orientation of new hires is vital for the effective work of a medical institution (Wahl, 2008, p. 30). Moreover, effective work of mentors is critical for the retention of medical workers (Hart, 2011, p. 219). Overall, the issues discussed during this interview can be relevant to my professional activities. In particular, this conversation can help me anticipate the challenges faced by nurses. For instance, I can mention the process of budgeting. Moreover, this interview can show how a nurse should approach HR practices in medical organizations. These are the main elements that can be distinguished.
References
Amer, K. (2013). Quality and safety for transformational nursing: Core competencies. Upper Saddle River, NJ: Pearson.
Finkler, S. (2008). Budgeting Concepts for Nurse Managers. New York, NY: Elsevier Health Sciences.
Hart, K. (2011). Human Capital Management: Implications for Healthcare Leaders. Nursing Economics 24(4), 219-225.
Sullivan, J. (2012). Effective leadership and management in nursing. Upper Saddle River, New Jersey: Pearson.
Wahl, S. (2008). Registered Nurse Preceptorship Orientation: A Study of the Relationship Between Burnout Rates of New Graduates and Number of Preceptors Worked with in the Clinical Orientation Phase. Minneapolis, MIN: Capella University School of Education.