Introduction
Al Rahba Hospital is a healthcare facility that is located in Abu Dhabi. It was established in 2003, and is focused increasing the number of positive outcomes. The organization is incredibly prestigious, and has managed to receive a Joint Commission International (JCI) accreditation. The quality department plays an important role, and as a result, is one of the primary reasons Al Rahba Hospital is so successful. Employees each have a defined set of responsibilities, and are focused on a goal of the constant improvement of productivity. The utilization of performance-measuring tools is vital in such facilities, because such tools are designed to help to identify problem areas that need to be addressed (Saba & McCormick, 2015). It would be appropriate to review various aspects of the organization in order to get a better understanding of issues that are present, and the ways in which these issues may be addressed.
Discussion
Stakeholders
The first professional who bears mention is a member of the Medical Executive Committee. It would be appropriate to inform this individual about all of the decisions and projects under consideration. The second person to consider is a part of the mortality and morbidity committee, and this specialist communicates with all the departments and higher-ups. All indicators and changes to operations must be discussed with the individual, in order to avoid complications and other issues. Next, a risk manager holds one of the most important positions in the organization, and other employees frequently consult with this stakeholder. Such professionals must establish long-term relationships with other members of the team, and a high level of trust is of utmost importance because healthcare professionals can deliver crucial information. A person responsible for the development of policies and focused on the validation of available data is also an important stakeholder, and will have enormous influence on the implementation of any project. It is necessary to discuss possible alterations to current policies with such specialists, and verify which instruments should be used to collect information. Relationships with CEOs are also crucial, because these are the people who decide if it is reasonable to implement a particular project or not. It is important to explain the benefits of a strategy, and much attention should be devoted to financial aspects, because the profitability of the organization is vital. Overall, it is important to focus on interactions and enhancement of communication patterns to avoid issues with scheduling related to the project (Shirley, 2011).
Organizational Culture
The culture in the healthcare facility may be described as generative. The fact that such instruments as KPIs are utilized indicates that the organization is focused on the performance of employees. Moreover, professionals cooperate with each other to increase the overall quality of services and improve the experience of patients. Individuals understand that they are responsible for health and well-being of clients, and are always willing to support each other. It is recognized that the mission of the organization is of utmost importance, and all the employees are committed to ensuring that all of the goals are achieved. The needs of healthcare professionals are also recognized, and higher-ups are considering the ways in which their experience may be enhanced. The atmosphere in the organization is mostly positive, and specialists do not have to worry about their future, because they trust the CEO. The way clients are treated needs to be highlighted. A well-developed code of conduct has helped to ensure that all the workers treat each other and patients with respect, and understand the importance of ethics in the workplace. One of the challenges that must be taken into account is that problem solving, in most cases, takes too much time, and resources are used inefficiently. Therefore, it would be appropriate to conduct training that would help employees to get a better understanding of how such issues may be addressed, as they may disrupt operations.
Organizational Behavior
One of the most important factors that is vital to the success of a healthcare facility is organizational behavior. In the case of Al Rahba Hospital, one of the advantages that the organization has is that all the professionals employed are concerned about health and well-being of patients, and are focused on positive outcomes. Furthermore, it affects their behavior in the workplace, and they are aware of how to set priorities, depending on the situation. It is suggested that the CEO is focused on prevention of employee mistreatment. A reporting system has been established, which helps to avoid bullying and harassment. Supervisors are aware of the fact that performance levels may be reduced if workers are not satisfied with their jobs, and try to make sure that the environment in the organization is supportive. The problem is that leadership is not as efficient as it should be. Supervisors should consider a transformational approach as an option. Leaders must cooperate with personnel on most of the tasks, in order to determine if a change is necessary. Moreover, it is much easier to create a vision. It has been proven that subordinates are more likely to stay motivated and engaged in the process if they are not pressured by authority (Marshall, 2010). Also, it will be possible to develop relationships and collect valuable feedback.
Organizational Structure
The current structure of the organization can be described as a traditional hierarchy. Heads of departments make most of the decisions, and are responsible for the performance of assigned workers. The use of such an approach is reasonable in this case, because it is much easier for a CEO to control most of the operations. Strong leadership is crucial, because the productivity of all departments may be affected if it is not efficient. Skills and knowledge of supervisors are often assessed to ensure that they are qualified. One advantage is that every position within the organization is well-defined, and individuals understand their responsibilities. Moreover, the operations of all the departments are efficient, and it is not necessary to wait for clarifications. Also, it is easier to keep track of progress, and professional are presented with numerous opportunities for personal development and promotion (Kelly, 2011). A current problem is that the organization lacks flexibility, which could become a significant barrier in the future, because restructuring can be quite complicated. Another issue that has been identified is that many workers do not have authority and must clarify some of their decisions with higher-ups. On the other hand, this strategy helps to avoid complications and complaints, because all the supervisors are experienced and know what course of action is appropriate. Overall, the current structure is appropriate, but may have to be altered in the future.
Characteristics of the Team
The team is diverse, and individuals are willing to collaborate with each other. It is clear that individuals have managed to establish long-lasting relationships in the workplace, which helps to increase the efficiency of operations. A high level of support and collaboration is critical in this type of organization, and can help when implementing a project. Creativity and innovative approaches are encouraged, and every individual has an opportunity to voice his or her opinions. Discussions in the workplace are incredibly important, and supervisors consider the information delivered by employees. Much attention is devoted to prevention of discrimination and unfair treatment. The CEO believes that every employee should be treated equally, regardless of race and religion, and addresses all incidents involving racism (Schwabenland, 2012). Therefore, all workers are markedly tolerant, and understand that conflicts in the workplace should be avoided. The focus on goals and long-term objectives can be viewed as aspects that differentiate this team from many others. Managers keep track of progress and develop detailed schedules to help workers to set priorities. One of the problems that has been identified is that new healthcare professionals may have issues with adaptation. Therefore, it is important to establish a supportive environment in the organization during the implementation of projects.
Influence of Organizational Culture
At the moment, organizational culture has an enormous impact on most of the operations in the healthcare facility. A generative approach supports interactions and discussions, which are crucial for health and well-being of personnel. Moreover, individuals are more likely to be committed when they are focused on organizational objectives and are working in balanced teams. It is clear that there is a close connection between the culture in a healthcare facility and individual outcomes. It is suggested that job satisfaction is associated with higher levels of productivity, and that workers will stay engaged if they know that they are valued by the organization (Jex & Britt, 2014). Furthermore, supervisors should focus on the promotion and support of current behaviors, because this has proven to be effective in the past, and outstanding results were achieved. The CEO plays a vital role, and can inspire workers because of the experience in this area.
Conclusion
In summary, it is possible to state that the culture in the organization is well-developed, and has a tremendous impact on the outcomes. It is a relatively new healthcare facility, but it has attracted trained professionals who acknowledge the importance of collaboration and teamwork. On the other hand, several weaknesses that should be addressed have been identified. It would be appropriate to focus on the implementation of additional software systems, because they can improve communication among different departments. Leadership is another area that could be addressed; and it is important to evaluate if particular employees are capable of leading a team. The problem is that the organization is too dependent on hierarchy, and numerous complications could be introduced in case of emergency. It is imperative to consider the experience of other countries. In addition, a focus on evidence-based practice would maximize profits (Harvey & Kitson, 2015). Overall, the implementation of the project should be successful, because all the stakeholders are quite experienced, and have an understanding of how to adapt to changes and improve performance in the workplace.
References
Harvey, G., & Kitson, A. (2015). Implementing evidence-based practice in healthcare: A facilitation guide. New York, NY: Routledge.
Jex, S. M., & Britt, T. W. (2014). Organizational psychology: A scientist-practitioner approach (3rd ed.). New York, NY: John Wiley & Sons.
Kelly, P. (2011). Nursing leadership & management. Boston, MA: Cengage Learning.
Marshall, E. (2010). Transformational leadership in nursing: From expert clinician to influential leader. New York, NY: Springer.
Saba, V., & McCormick, K. (2015). Essentials of nursing informatics (6th ed.). New York, NY: McGraw Hill Professional.
Schwabenland, C. (2012). Metaphor and dialectic in managing diversity. New York, NY: Springer.
Shirley, D. (2011). Project management for healthcare. Boca Raton, FL: Routledge.