Let It Pour

John Stevens

University Of Phoenix

CSS/330

Charles Selin

October 23, 2006

Executive Summary

Faith hospital has been struggling in three main areas, which includes organization, employee ethics, and communication skills. The following is a study of what is happening at the hospital and a recommendation on how to fix the problems. Although throughout this study additional alternatives surface, only the final solution is the recommendation for management to take action on. Faith's management will run a campaign at the hospital. The slogan will be "Faith the Friendly Neighborhood Hospital." This will be an internal campaign that is geared towards the staff of the hospital. Studies of similar campaigns show that an added effect is regaining the public's faith in the hospital. Intern making them want to seek treatment at Faith Hospital. This in turn will increase profits for the hospital, without cutting any programs.

Introduction.

With the foundation and commitment of our spiritual heritage and values, our mission is to promote the health and well-being of the people in the communities we serve through a comprehensive continuum of services provided in collaboration with the partners who share the same vision and values. This is the mission statement, which employees of the hospital swear to uphold. The problem is that many different employees are liberally applying this mission statement. This delusion of the mission statement is influencing every area of the hospital in a negative way. This slogan's effectiveness would increase if it were used as a motivational tool not a written policy. The medical field is ever changing, to compete in today's market Faith must use all the necessary tools to run a successful business. Management believes in the staff at Faith so much that is why Faith is an excellent hospital. Clearly, Faith is in the right business they provide services that the world needs. They have humanitarians that are employees who truly care about the mission statement. Faith must not lose sight of that mission. However, to meet the demands of the marketplace Faith must make a few changes to leap into the future.

Background.

Three main areas of the hospital that are lacking the strength it takes to maintain a successful business are:

Organizational issues:

Even though the mission statement is diverse, it must be solidified to the point where the staff is committed to providing the same excellence in service that everyone else provide. The rising cost of insurance is high on the list of things to do if the hospital wishes to be a successful business. This issue must be addressed immediately if the hospital wants to stay competitive. The fact that the rates are increasing and that management has not had the foresight to address this issue speaks to the fact that little planning has gone into the future of the hospital. Another issue that comes to the surface is that the managers have not ever had a staff meeting. If the staff is not all brought together at the same time do they still feel a sense of unity? Along those same lines if no staff, meetings have been held that means the staff does not know how to follow faith's policies. This creates problems for the management if they try to implement new policies, as there is no common ground to make a starting point.

Ethics issues

Clearly, in the hospital environment ethics is very different from that of other businesses. Because of that, the policy's and actions of Faith Hospital are under constant public scrutiny. Nevertheless, given this difference the staff at Faith should hold themselves to a higher standard.

First of all the staff at the hospital may come from diverse backgrounds and have different ways of thinking and going about their business. They all must remember the hospital's mission statement. With the foundation and commitment of our spiritual heritage and values, our mission is to promote the health and well-being of the people in the communities we serve through a comprehensive continuum of services provided in collaboration with the partners who share the same vision and values. While the mission can be interpreted many different ways, staff must realize that we face a common goal in supporting the hospital. After even the most generous people would not like to see the hospital close this would not be effective for anyone especially the patients. For some staff at Faith this oath means treating the patients no matter what the cost. These are the kind of medical professionals that make a hospital successful, people whose hearts are filled with compassion. No one will do a better job of making the hospital a better place than these employees. They are after all here to help people and maybe some employees who lack the compassion could use a refresher course in humanity. On the other side of the coin to some, staff this means not treating anyone without insurance. Is this helping people? Yes, staff is concerned with the welfare of the hospital. If the hospital is not successful how can patients receive the excellent treatment, this hospital is capable of producing.

Communication systems.

Clearly, there is a lack of communication amongst the staff. This can happen easily in a business where there are many different divisions all serving there own purpose. This individualistic ideal can lead to poor communication for many reasons including: The individual departments may have nominal success when working on there own but when the departments try to work together they fail this is a breakdown in communication. Another breakdown in communication has occurred with the board of directors and the stakeholders these people do not oversee everyday activities in the hospital but they still hold a pivotal role in the communication chain.

The board of directors and the stakeholders may not understand what is happening at Faith if communication has failed or is non-existent. Maybe the problem is that they have received little or no information from the management at Faith, which leads them to make uneducated decisions. Reporting to the stakeholders is crucial if they do not participate in the daily roles of a company. The problem of not conveying