Health Care ProjectYou have arrived at your course project. You have researched and selected your project topic. Refer back to the Unit II Project for the details on this. In addition, you have prepared the outline for your topic and discussion that was performed in Unit V. Please utilize your Unit V Project outline assignment in preparing your project discussion and explanation. Refer back to the Unit V Project submission for further details. If you have gained additional information on your topic since preparing the outline, feel free to include that information in your course project.In your course project, you are addressing your health care research information based on your topic, including these requirements:describe the role of environment as it relates to your topic,explain the impact of planning and development processes,describe the role of health care finance, anddiscuss the leadership approach that is most appropriate for your topic.In addition, provide the following:an introduction as was explained in the course outline requirements,an explanation on how decision-making in health care and managing changes in health care are vital to your project discussion, anda summary of your findings.Your project should be at least four pages in length; include a title page and reference page (title and reference pages do not count toward minimum page requirement). You must utilize the three resources that were already found and used in researching your project topic and then for developing your outline plus at least one additional resource that should be from the CSU Online Library.Adhere to APA Style when constructing this assignment, including a title page and in-text citations and references for all sources that are used.Resources
Professionalism in Healthcare
Norma Ibarra
Health Care Management
Professor Starr
7/4/22
Introduction
Professionalism in healthcare is necessary since it combines patient safety and prompt
information to one in suffering of poor health situation. This issue is relevant due to the personal
interaction with unprofessional healthcare providers causing dis satisfaction in ones health care.
This effects a patients emotional wellbeing and can affect recovery. Constant interaction with
healthcare professionals in diverse areas of healthcare facilities has allowed me to appreciate the
relevance of professionalism in promoting collaboration and patient safety. Interpersonal skills,
respect for others, and cultural responsivity constitute influential factors that healthcare
professionals should be aware of. In this view, it is necessary to analyze professionalism, critical
leadership, and motivation theories and models in healthcare.
Professionalism
Professionalism is an essential factor in healthcare. The paper will delve into the
relevance of professionalism in healthcare. It will elucidate how healthcare professionals should
comprehend adequate healthcare formal and informal expectations to boost their professional
conduct (Ehie et al., 2021). Professionalism entails the reconciliation of organizational conduct,
personal conduct, ethical considerations, and professional standards to ensure care delivery that
ensures optimal patient outcomes. In this view, the paper will address how healthcare
professionals should deliver care professionally. It will include an assessment of their bedside
manners, a behavioral intervention plan, and the role of these professionals in understanding
professional norms and roles. The paper will also delve into the relevance of professionalism
when healthcare workers interact and work with colleagues. It will assess the cultivation and
management of work relationships and the relevance of feedback in connoting professionalism
within the healthcare environment (Ehie et al., 2021). Apart from these aspects, the report will
also assess the role of self-awareness and active collaboration with coworkers in influencing
professionalism. This approach will provide insights into the influence of professionalism in
effective healthcare and how to improve professionalism.
Leadership Theories
Professionalism and leadership are interrelated since effective leadership of healthcare
facilities promotes professionalism. Similarly, leading by example and inspiring employees to be
self-aware and committed to optimal patient outcomes enhances professionalism. This enables
healthcare professionals to correlate formal and informal expectations (Belrhiti, Giralt, &
Marchal, 2018). In this view, the paper will incorporate the situational leadership model where
the healthcare leaders adopt a leadership theory based on the situation. For instance, by focusing
on professionalism, the leaders can engage in a combination of authoritative leadership where the
leader has the last word in organizational decision-making and transformational leadership
(Belrhiti, Giralt, & Marchal, 2018). This inspirational leadership style focuses on change within
the organization. It will also include elucidations of the relevance of participative leadership
theories in enhancing professionalism.
Motivation Theories
Akin to leadership, motivation also enhances professionalism among healthcare workers.
In this view, the paper will integrate insights from Maslows Theory of Hierarchical Needs,
which details how workers can be motivated to act professionally by fulfilling their needs based
on the hierarchy (Badubi, 2017). It will also include the McClelland Theory of Needs, which
discusses how individuals motivation varies depending on the affiliation, power, and
achievement motivators to facilitate understanding their professionalism (Badubi, 2017).
The paper will address professionalism in healthcare. It will incorporate insights from
various models and theories of leading in healthcare, including the situational leadership model
and elucidations of the relevance of authoritative and transformational leadership. It will also
include concepts of Maslows Hierarchy of Needs Theory and McClellands Theory of Needs to
correlate motivation and professionalism.
References
Badubi, R. M. (2017). Theories of motivation and their application in organizations: A risk
analysis. International Journal of Innovation and Economic Development, 3(3), 44-51.
Belrhiti, Z., Giralt, A. N., & Marchal, B. (2018). Complex leadership in healthcare: a scoping
review. International journal of health policy and management, 7(12), 1073.
Ehie, O., Muse, I., Hill, L., & Bastien, A. (2021). Professionalism: microaggression in the
healthcare setting. Current opinion in anaesthesiology, 34(2), 131.
Recruitment and Retention Plan
Norma Ibarra
CSU
Health Care Management
Professor Starr
7/1/22
Recruitment and Retention Plan
Introduction
Any successful medical facility will have effective recruitment and retention strategies.
As the hospital’s director my plan with human resources will be to recruit and retain the best
candidates and hire as employees. To do this, I will write detailed job descriptions that accurately
and truthfully represent my organization, using social media to post job openings on our
company’s platforms, and allocate enough funds for the hiring process. Human Resource
managers will interview qualified candidates, hire and check their references. Most important, I
will create an effective retention strategy for the newly hired employees. Each new employee
will be assigned an onboarding mentor. The mentor will have experience and longevity at the
facility. The Mentor will assist the mentee with orientation and training for their specific roles.
Recruitment and retention plan
The first step in the budgeting, recruitment, and selection process is to develop an annual
budget broken down by quarters. Including all material and personal costs related to paying
employees. Not only ones salary, but adding on room for extra perks like gym reimbursement
and incentives/bonuses. According to Chaudhari et al. (2020), numerous individuals are involved
in the planning stages of new hiring in the days preceding recruiting, including Human Resource
professionals, managers who would supervise the new hire, and operations personnel who would
be involved in training. There has to be a system to alert managers, when they can begin to
access and use funds after a plan has been completed. It is crucial for the new hire to feel at
home instantly and feel a sense of organization from day one. A new hire should mesh well with
the new team to maintain productivity. The best way for this to happen is through intensive
training supported by a clear plan for how things will proceed from the start. Having one trainer
and allocating enough time to learn and shadow before being on there own.
A good recruitment process will allow me to find the best talent in my facility. My
company brand will be a crucial component of my recruiting approach. My brand will stand out
from other hiring competitors and will attract the right people to work for me. Employer
branding should be consistent with my company’s values, culture, and mission (Gilani &
Cunningham, 2017). Making job postings that accurately represent my health care facility is one
of the crucial steps in the process. showing this recruitment technique helps in increasing the
number of applicants received. This will attract future employees that blend right in with the
team. I will then advertise on all social media channels and platforms. Using social media to
attract personnel, market job openings, and connect with candidates. This marketing is low
maintenance and low financial cost. Comparing to tabling at job fairs I choose social media
marketing.
After the interested candidates have applied for the advertised positions, the Human
Resource managers will select the best candidate fit for the job position. They will use the
knowledge, skill, and abilities method of selection. The first stage of this selection procedure is
job analysis. The managers analyze each job before creating a job specification outlines all the
knowledge, abilities, and skills needed to complete the position (Van Laar et al., 2017). The
human resources department then evaluates each candidate to see if they have the ability. Finally,
they interview to see whether candidates have all the qualities we are looking for. Lastly, people
who successfully meet all the appropriate needs will be hired. To keep my newly hired workers,
onboarding mentors who can assist with orientation and teach them about their unique function
will be appointed. Having evaluations after training and also at exiting are important to improve
the process. Theoretically, the basis of evaluation will coincide with the objectives of their
departments and thus the hospital(Morris,1992).We will also include performance evaluations in
which high performers obtain promotions or pay increases while low performers are let go.
Effective onboarding
Effective onboarding assists in new hires’ professional, emotional, and physical
integration into the facility team and culture. The saved left over resources can be used to boost
employee retention by motivating the employees with morale. Examples would be monthly or
quarterly raffles. Employee of the month recognition. Keeping employees happy and making
them feel appreciated they stay for longevity. This lowers the cost of hiring new employees.
When a new employee is hired work progress slows down. It financially cost labor hours for HR
and financially cost more for background checks and fingerprinting. In some cases, parking
permits and or training that cost more monies not always allocated in the budget.
References
Chaudhari, N., Ravi, R., Gogtay, N. J., & Thatte, U. M. (2020). Recruitment and retention of the
participants in clinical trials: challenges and solutions. Perspectives in clinical research, 11(2),
64. https://doi.org/10.4103%2Fpicr.PICR_206_19
Gilani, H., & Cunningham, L. (2017). Employer branding and its influence on employee retention: A
literature review. The marketing review, 17(2), 239-256.
https://doi.org/10.1362/146934717X14909733966209
Van Laar, E., Van Deursen, A. J., Van Dijk, J. A., & De Haan, J. (2017). The relation between 21stcentury skills and digital skills: A systematic literature review. Computers in human
behavior, 72, 577-588. https://doi.org/10.1016/j.chb.2017.03.010
Morris, Dan, and Joel Brandon. “Planning to keep your job.” Computers in Healthcare, vol. 13, no. 5,
May 1992, pp. 36+. Gale OneFile: Health and
Medicine, link.gale.com/apps/doc/A12158222/HRCA?u=oran95108&sid=bookmarkHRCA&xid=3b59e8ee. Accessed 2 July 2022.
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