Homework Writing Help on Organizational Performance Management

Organizational Performance Management

Introduction

Many changes in health care services currently demand professionalism and accountability. Pressure from stakeholders in healthcare and government has compelled healthcare organizations to seek effective methods in order to have improved patient care delivery, and reduce the cost. One of the tools used to improve employee engagement and performance is the performance data scorecard, which has been considered by a wide range of industries in the United State of America (USA) and other countries.

In order to enhance the significance of performance scorecard, it is appropriate to deal with a specific patient population. The patients’ population in this case includes the expectant mothers who expect prenatal care. Nurses play a crucial role in ensuring that necessary services are administered to the expectant mothers in order to ensure successful delivery, and reduce child mortality.

Outcome Measures

By engaging performance scorecards, it is expected that staff engagement will improve 95%, considering the current level, which fall below 50%. The current state of employees’ engagement is not desirable; leaders struggle to impose cooperation among the staffs. It is critical for nursing as an element of healthcare workforce to be at par with the current changes that are transforming healthcare environment to promote and maintain safe, effective, and high quality patient care.

• Performance

The department is expected to provide quality service when handling the patients’ population in order to improve the number of safe delivery and significantly reduce the number of stillbirth. In addition, it is expected that the initiative of improving staffs engagement will help in preventing various health problems that are common with expectant mothers.

The performance of the employees is expected to improve, with a clear distinction from the current rate of performance. This will be evaluated depending on how effective prenatal care will be. The number of safe births is expected to rise by more than fifty percent.

Quality

The quality of services offered will be measured through all expectant mothers within 12 months duration. The quality of service will be measured through their feedback by digital platform created to receive genuine comments and opinions. This will include use of blog and social site for the organization in order to get more feedback from the patient population. Correct prescription for the disease affecting pregnant women is of great concern.

Patient Safety

Patient’s safety is a key aspect that cannot be overlooked when prioritizing on patient care. It is expected that patients’ information will be treated with great confidentiality and necessary information security measures will be applied. Complications and deaths during pregnancy are clear indications of failure in the system. The institution will ensure that mothers receive good services that will enable safe delivery.

Employee Engagement

Employee engagement will be rated through considering various aspects, which include absenteeism, time management, daily production, and the number of patients handled on a daily basis. The staff working in the same section should work as a team in handling major projects and complex issues.

Changing Technology

The current trend in the nursing fraternity requires every individual in this profession to be conversant with the current technology. Changes in world systems have placed a great demand on changing the training practice in all professions in order to accommodate technological acquaintance (Larcker, Richardson & Tuna, 2007). Most nurses are discouraged by the emerging technological trend when they realize they are not in a position to interact effectively in the digital platforms. Health care has moved to digital world where nurses and patients are expected to interact on a digital platform. However, the aged nursing staff finds it challenging to handle the new systems, making them get discouraged and reduce their engagement. In order to encourage this group and improve its engagement, it is vital for training programs to be created in order to help the group fit well in the changing technology.

This will ensure nurses become more competent in operating sophisticated machines in order to be able to adequately serve the increasing population. On the other hand, there is increasing number of aging population with different complications that require thorough attention from the nurses. Emerging diseases are imposing great challenge in health care triggering necessity for having continuous improvement and need for creativity in handling different cases.

Evidence-based Practice

Currently, an evidence-based practice has raised great concern in the nursing profession. The need to have every activity in the nursing profession to be based on certain research restricts the use of individual level theories, which ensured autonomy among the professionals (Newhouse, 2007). There are multitudes of other factors, other than evidence-based practice that make clinical decision-making. They include social circumstances, patient preferences, presence of disease-drug and drug-drug interactions, clinical experience, competing weight from more urgent clinical conditions, system-level drug policies, promotional, and marketing activity (Newhouse, 2007). As much as the need for research based practice is felt in the modern society, the need for autonomy and independence among the professionals cannot be overlooked. Employees perform better when the sense of independence and autonomy is felt. Personal development is a key aspect that makes employees value their assignment without the need of applying pressure.

However, it is critical for nursing as an element of healthcare workforce to be at par with the current changes that are transforming healthcare environment to promote and maintain safe, effective, and high quality patient care. Evidence based practice require keen use of knowledge with a supporting research. However, the great challenge is cooperating with emerging diseases and complications that lack particular research addressing them. The growing population poses a great challenge to the nursing professionals as the un-proportional ratio of nurses to patients do affects the quality of service provided.  

Advantages of Performance Data Scorecard

Performance measures are of paramount importance when managerial accountability and leadership aspects are needed (Hsuan-Lien, Chen-Chin & Yu-Tzu, 2009). For a leader to be able to realize change, mechanisms of monitoring change must be created. This can only be done through use of mechanisms that measure performance, which includes the use of scorecard. These measures are necessary for evaluating operational success on daily basis and strategic success, which assure the organisation of stability in the uncertain future.

Scorecards provide solid feedback that enhances performance and enable the organisation to gauge its input towards achieving its objects (Luo, Chang & Su, 2012). Scorecard provides employees the opportunity of knowing how they are doing and areas that need improvement. This promotes productivity and ensures high level of performance is maintained in an organisation.

On the other hand, the scorecards translate drawn strategies into concrete values by helping in tracking events. Operational issues are clearly reflected through the scorecard making it possible for supervision and moderation activities in the organization. This help the organisation plan by drawing necessary resources and suitable environment that supports employee’s engagement. Engaging score card in performance managements ensure that all missing factors and gaps are effectively sealed to prevent unexpected collapse of fundamental units that support the organisation (Larcker, Richardson & Tuna, 2007). Monitoring of progress becomes easier when scorecards are engaged in measuring organisational performance.

Plan for Improving Employees Engagement

In order to improve employees’ engagement, there are necessary factors that must be considered in health care organisational set up. Nursing is a sensitive profession that saves lives of many patients through appropriate patient care. When nurses’ engagement fall below expected standards, patients become vulnerable to complex condition that can ultimately lead to death.

Employees’ engagement directly affects performance in healthcare management. Several aspects affect employee engagement in honoring their duties. Lack of motivational techniques might lead to slackness and employees lack of commitment to their daily duties (Macey & Schneider, 2008). The leadership should always consider the employees situation without overlooking personal aspects that might affect the employees like family. It is important for the management to appreciate every employee as a unit of a specific social group. Issues revolving around family relationships have direct impact on employee’s performance, which derails the goals set by an organization. Therefore, the human resource department should be well equipped to handle social issues that affect the employees in one way or the other.

Creating Focus and Discussion Groups

There is a need to create focus group and teams in order to have cooperative approach of handling complex issues. This should be done in a good mix whereby people with equal potential and weaknesses should not be put in the same group. The gender factor should be considered in order to ensure effective balancing in every group. A leader should be able to analyze different abilities among the people he/she leads in order to ensure effective balancing of the groups. Focus group ensures that members present their opinions and arguments that can be used to implements necessary effort to improve employee engagement.

The organization can rely on skilled resource professionals who are not necessarily the employee of that organization (Agung, 2014). The professionals have unique procedures of getting necessary information from the employee in order to help the organization to improve its performance. The groups created help to improve employee relationships, which directly affects employee’s engagement in their profession. It is difficult to have proper engagement when employees’ relationships are poor. It is important to cultivate a culture of proper relationships among the employees in order to have working and reliable groups.

Leadership Best Practices To Improve Employee Engagement

Leadership best practices are necessary in articulating change, especially in an organization where management is struggling with performance of outcome measures. In order for the staffs to be more engaged in their service, it is necessary to use proven methods that are not bound to fail.

            Situations that demand change requires influential leadership skill in order ensure the followers embrace the necessary change. A leader should identify key persons in every group, people who command great influence, and invest knowledge and resources in them in order to ensure proper communication is passed to other staff members (Gruman & Saks, 2011). Change normally requires support from all sides; the management and subordinates must express a great will to accept the change despite the sacrifice and cost involved (Kompaso & Sridevi, 2010). There must be effective communication within all departments and in all directions; vertical and horizontal in order to implement change effectively. Communication gap between the management and the subordinates should be sealed through creating interactive programs that engage the management and subordinates together (Bakker et al, 2008). Creating a good relationship between the employee and the management can foster great engagement of stuff in conducting their duties.

There is a need to draw necessary cutline together by engaging the employees to create objectives, policies, and goals (Billett, 2001). This will help the employees internalize these concepts and work them out with great enthusiasm. However, sidelining some employees may create unnecessary rifts and may lead to further expense incurred through training and creating forums to make organisational objectives more clear.

Low satisfaction level among the employees requires the leadership to engage motivational aspects in order to increase engagement (Macey & Schneider, 2008). In order to motivate the employees effectively, it is necessary to have budget allocation when planning for organizational expenditure. Incentives, bonuses, promotions, salary increment among other are necessary factors that can be considered when motivating the employees. Some employees values personal development more than the monetary aspects and therefore it is important to engage personal development programs within the organizational culture. This may include sponsoring some staff to do further studies, or may be supporting social projects that relates with their family relations.

Conclusion

It is evident that performance data scorecard are of great importance when gauging employees engagement and performance. However, in order to have a highly engaged workforce in health care organization, it is important to make use of best practices in leadership. There are leadership strategies that have proved reliable once applied in a situation that demands change. It is important for a leader to be conversant with these strategies and acquainted with the current change in the market and technology. A properly drawn plan fosters employee’s engagement through providing a clear guide map that can be followed in order to achieve the drawn objectives. A step-by-step initiative provides room for employee’s development and ensures better understanding of the change required.

References

Agung, A. S. (2014). Improving Employee Engagement.

Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187-200.

Billett, S. (2001). Learning through work: workplace affordances and individual engagement. Journal of workplace learning, 13(5), 209-214.

Gruman, J. A., & Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.

Hsuan-Lien, C., Chen-Chin, W., & Yu-Tzu, D. (2009). A Study of a Nursing Department Performance Measurement System: Using the Balanced Scorecard and the Analytic Hierarchy Process. Nursing Economic$27(6), 401-407.

Kompaso, S. M., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International Journal of Business and Management, 5(12), p89.

Larcker, D. F., Richardson, S. A., & Tuna, I. (2007). Corporate governance, accounting outcomes, and organizational performance. The Accounting Review, 82(4), 963-1008.

Luo, C. A., Chang, H., & Su, C. (2012). ‘Balanced Scorecard’ as an operation-level strategic planning tool for service innovation. Service Industries Journal32(12), 1937-1956. doi:10.1080/02642069.2011.574273

Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and organizational psychology, 1(1), 3-30.

Newhouse, R. P. (2007). Creating Infrastructure Supportive of Evidence‐Based Nursing Practice: Leadership Strategies. Worldviews on EvidenceBased Nursing, 4(1), 21-29.