MHA FPX 5012 Assessment 1 Attempt 1 Organizational Analysis

In addition, learning and growth indicate the required skills and the needed infrastructure in the hospital. Some challenges are still in this perspective need to be addressed such as improving availability of funds to enhance learning sessions and educational trainings per month. Training per employee can cost $4000 per month that needs to be reduced. The gap analysis minus figures show that the company is already doing well in terms of these KPIs and values to achieve better business operations, financial, and customer satisfaction performance. However, the gaps in the positive percentage or dollar amounts show that these gaps can adversely impact the performance of the organization.

Moreover, regarding developing leadership skills and competencies in nurse managers and hospital’s executives, the evidence-based study by Baird et al. (2019) shows that nurse managers’ role has changed from managing one inpatient unit. Nowadays, the nursing managers are playing a huge role for managing various units and employees. This includes creating larger operating budgets and offering safe and quality services to pateints and their families which are beyond expectations. These complex roles of nurses evolve when they develop themselves as leaders. The core and vital leadership competencies in nurses are explained and inferred by Narayanan et al. (2000) study which claims that creating “partnerships” will help nurses to coach the other employees and will allow them to coach and teach other managers in financial and operational management skills.  Moreover, as stated by friends’ et al.  (2020), the most vital nursing leadership skills include thinking vision and strategy, influence on teams, charisma, motivation, passion, empathy, humility, and change management. For instance, the main competency of nurses is empathy and communication that helps them to provide client-focused services and help the customers become more confident due to spiritual behavior of nurses. Similarly, humility and change management allows managers to become effective decision-makers by respecting everyone and boost operational efficiency. In terms of achieving organizational success, such competencies will help nurses to create a culture of empathy and passion that will boost the employees’ morale to work diligently and to stay with the organization for a long time. Passion and communication will allow managers to enhance the team cohesion and will allow coworkers to work with harmony by minimizing conflicts.

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Category Performance Indicator & Measurement Target or Internal Benchmark Identify the Variance or Gap
BusinessOperations Average treatment cost is $2,607 per dayUse of medical equipment $200,000Bed occupancy rate 90.1% $2000$175,00075% $607

$25,000

$15.1%

Finance Readmission rates are 82%Cash on hand is $55000 Staff salaries are $310,000 Collection costs are $5000 65%$70,000$300,000$4500 -17%
$15000
-$10,000
-$500
Customer Overall patient satisfaction 69%Waiting time 83Family and friends’ satisfaction is 88 82%88%83%  13%5%-5%
Organizational Learning and Growth Training cost per employee $4000 $3000 -$1000

Conclusion

The environmental and SWOT analysis of the organization shows that the employees and leading nurses need to improve their
skills and leadership competencies for achieving the desired outcomes. The skills such as passion, motivation, empathy, dignity,
and value creation will help nurses to become effective and strong leaders and fill the gaps between the desired achievements and
actual results. The staff can improve operational performance as well as financial performance of the organizational develop
leadership skills to balance the needs of the community and provide vital insights improve the market research.

References

MHA FPX 5012 Assessment 1 Attempt 1 Organizational Analysis
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Dasandara, M., Dissanayake, P., & Fernando, D.J. (2022). Key performance indicators for measuring performance of facilities
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Lim, J., Lim, K., Heinrichs, J., Al-Aali, K., Aamir, A., & Qureshi, M. (2018). The role of hospital service quality in developing the
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