LEADERSHIP AND DECISION MAKING SMILEY HOSPITAL

Stephanie Claybourn, Calverta Jackson, and Maria Ramirez HCS 475 August 20, 2012 Dalynn Campbell

INTRODUCTION
Potential challenges for management Goals for the management team Goals in order of importance to the management team Motivational tools Empowering staff Positives and Alternatives for modeling Incorporating mentorship Handling resistance Measuring goals Improving morale and measuring success

POTENTIAL CHALLENGES FOR MANAGEMENT

Making employees happy and increasing morale Creating a way to assess employee performance Creating an evaluation for the various departments/age groups Completion time of the challenge The length of time it takes to evaluate the changes and the effects

Summer offer decisions. (2012). Retrieved from Google Images. com

GOALS FOR THE MANAGEMENT TEAM

Define what responsibility falls on each employee Make sure each employee understands his or her role Fairly assess individual performances Increase employee morale

Improvement objectives. (2012). Retrieved from Google Images.com

GOALS IN ORDER OF IMPORTANCE TO MANAGEMENT

Define employee responsibilities Employees understand his or her roles Increase employee morale Assess work that is being completed Identify problems and make corrections

Goal 300x300.jpg. (2012). Retrieved from Google Images.com

MOTIVATIONAL TOOLS
Positive and corrective feedback Create a positive work environment Provide guidance to employees

Employee Motivation. (2012). Retrieved from Google Images.com

EMPOWERING STAFF
Recognition Advancement opportunities Share goals of the organization Trust employees
Puzzle empower.jpg. (2012). Google Images.com

POSITIVE MODELING AND ALTERNATIVES FOR MODELING

POSITIVE MODELING
Professionalism Relationship management Evidenced-based leadership Visioning and strategic planning Inspiration Addressing tough issues Lifelong stewardship

ALTERNATIVES
Avoid rhetoric and emphasis on personal satisfaction for specific performance Avoid relating work performance to personal happiness Avoid hierarchy in dividing levels of associates Avoid dividing groups Leadership is shared and encouraged among associates Rotate project assignments Develop less experienced associates

INCORPORATING MENTORSHIP
FORMAL MENTORSHIP Company-structured mentoring programs Performance based assessment of associate Exposing top talent to multiple components of an organization Training for new functional areas Professional growth INFORMAL MENTORSHIP Individual associate development Professional guidance Make challenging career decisions Impact daily job duties Move to the next level

HANDLING RESISTANCE
Assess the situation Identify the problem Gather information
Through champions1.jpg. (2012). Google Images.com

Provide a solution

Evaluate how the solution worked Provide a different or improved solution if needed Assess that problem is corrected and will not occur again

MEASURING GOALS
Reexamining the goal throughout the process Make sure the goal remains the same Communicate changes Remain on task with the progress of the goal

Fotolia 3246476 XS.jpg. (2012). Retrieved from Google Images.com

IMPROVING MORAL AND MEASURING SUCCESS

Communicate with employees about performance Show appreciation Evaluate staff morale Measure the success on improving morale

Jigsawofsuccess.jpg. (2012). Retrieved from Google Images.com

CONCLUSION
Facilitate good decisions Broaden precise and appropriate information Visibly and exclusively update work Evaluate work effectiveness and value Develop new ways to fairly assess staff performance according to job descriptions Make the right decisions for the right reasons Motivating staff

Success in personal development. (2012). Retrieved from Google Images.com

REFERENCES
About.com. (2012). Motivating Your Staff in a Time of Change. Retrieved from http://humanresources.about.com/od/motivationsucces3/a/motivatestaff_2.htm Articles Base (2012). Change Management. Retrieved on August 10, 2012, from http://www.articlesbase.com/writing-articles/change-management-1924617.html Holt, M. (2012). Employee morale Issues. Retrieved from http://smallbusiness.chron.com/employee-morale-issues-1824.html Krumrie, M. (2012). Managers as motivators: Effective motivational tools. Retrieved from http://allhealthcare.monster.com/benefits/articles/210-managers-as-motivators-effective-motivational-tools Lamb, B. (2012). How to build a mentoring culture in your company. Retrieved from http://www.sbnonline.com/2008/11/mentor-for-success-15949/ McKay, M. (2012). The importance of Setting Goals for a Business. Retrieved on August 10, 2012, http://smallbusiness.chron.com/importance-setting-goals-business-834.html Porter-OGrady, T. & Malloch, K. (2007). Managing for success in health care. St. Louis, Mo: Mosby, Elsevier Suchan, J. (2012). Define Your Project Goals and Success Criteria. Retrieved from http://office.microsoft.com/en-us/project-help/define-your-project-goals-and-success-criteria-HA001211137.aspx