Sample Health Care Case Study Paper on Healthcare Management


Chapter Synopsis

According to the chapter provided, there are several organizational structures that are entailed in Human Resources department. Additionally, it is imperative that any individual leading the HR department should report to the chief executive officer of any healthcare organization. This implies that the success of HR is determined by the attitude of the chief executive officer towards the activities of the HR department. Consequently, the HR does not in any way issue commands regarding the organization performance and employees since he or she is also vulnerable to any changes that takes place in healthcare organization. Therefore, it is significant that all organizational leaders be sensitive to the growing changes that are taking shape in the management of healthcare facilities (D’Ortenzio, 2012).  According to the chapter, the changes within healthcare organizations can be intentional or planned. This part of the chapter is significant in the case provided. Since Mr. Jack Orestes is still stuck in the old management style, by being bossy, having a highway attitude and wanting things to be done his way, this form of change can be attained through a crisis, in which is the cause of the meeting called to address the situation. Many of organizational managers, like Orestes do not view themselves as agents of change in enhancing employee participation and empowerment but only view themselves as the small lords within organizations.

As a way of providing solution in addressing the case of Mr. Jack Orestes, I would suggest several guidelines that will be significant in developing a personal improvement plan for the Surgery department manager. In the first place, I would make it clear that the process of developing the plan is an all-inclusive responsibility of all the organizational heads and the manager involved as well as other employees in the healthcare facility. This is aimed at offering the manager an opportunity to overcome his performance challenges, particularly his outdated model of management. I would recommend a duration of approximately one to three months in the specific areas that the manger needs to improve since it does not happen within hours (Stefl & Bontempo, 2008). The plan will be in written document that maps out the plan for the manager’s improvement and provide a tool for the discussion that will take place between the manager and the chief executive officer.

There are different areas that need to be on Mr. Jack Orestes personal development plan. They include his outdated old school of management techniques. Secondly, another issue that need to improved is his style of leadership, for instance being bossy, gruff and dictatorial for a long time. Additionally, Mr. Oreyes attitude towards other employees both in his department and others sections of the healthcare institution have reported complaints about his rude character and nature that also needs to be in his personal developmental plan. I will also indicate his belittling nature on the plan, which negatively influences the performance of other employees in the healthcare organization.

After determining the areas that need to be improved or the problems with the manager’s style of management, the chief executive office or the president of the organization will therefore need to observe and gather more information about the manager. The information will therefore be documented and the issues raised be factual and specific. For instance, the head of the organization will need to provide examples and the several concerns as a way of defining the pattern of behavior of the manager.

Subsequently, the chief executive officer will therefore need to come up with a plan where he would meet Mr. Jack Orestes and discuss the manager’s performance issues with an intention of coming up with an effective action plan to change the conduct of the manager. Besides using the personal improvement plan developed, the head of the institution also needs to incorporate information and input from the manager that should be sought. Afterwards, the chief executive officer performance and behavior issues will be outlined and areas of improvement be determined through coming up with the suitable action that needs to be taken. The plan will afterwards be reviewed with the organization’s head before being implemented. Once the plan has been ratified, the manager and chief executive office will be required to sign the plan and issues with a copy.

The next course of action will involve coaching the plan, which I believe should be carried by any senior member of the healthcare organization. The person should be higher in rank and since Mr. Orestes reports directly to the president and given his nature, he should be coached by a person with a higher rank than his. Coaching is an important responsibility that all managers need to undertake in managing personal improvement plan process (Lawson, 2007). Through coaching, the coach will determine when a performance is corrected and whether the plan has been successful or acknowledge if there is further action, which needs to be undertaken. Coaching should also include regular follow ups and enhance communication and questions form the manager. This process is worth effort despite the remaining short time of the manager’s service since it will not only have an impact on the manager but also on the employees remaining behind. Effective managers and employee relations is significant in a healthcare organization even if it is for a single day. This will also help the manager in his life after retirement to understand that communication and equality are significant elements of life both within a healthcare context and in public life.

In my opinion, I think that the article gives more focus on the HR. Despite that fact that the HR performs much of the roles in recruiting employees, there are other significant departments that also play significant role in the employees. For instance, even if the HR recruits the best employee in an organization and the operations manager fails in his responsibility, the outcome of the organization output will be affected. Therefore, in healthcare setup, the most significant element is coming up with a clear chain of command and give all departments equal responsibilities to the line operations. This will result in effective operations in both departments.


D’Ortenzio, C. (2012). Understanding Change And Change Management Processes: A Case Study. University of Canberra.

Lawson, K. (2007). Coaching for Improved Performance. Lawson Consulting Group Inc.

Stefl, M. E., & Bontempo, C. A. (2008). Common competencies for all healthcare managers: The healthcare leadership alliance model. Journal of Healthcare Management53(6), 360.