TheSt. Paul’s Hospital Division of Cardiology deals with diseases thatrelate or rather affect the heart, thus playing a crucial role in themedicine and health in the society. Motivation is important both tothe patients and staff in that patients need the right motivation toenable them to have a quick recovery. Likewise, the team, whichinvolves nurses and doctors needs proper motivation for them to workin good condition to administer treatment and medical services to thepatients (Tampu2015, p. 44).The staff can be monitored in their day to day activities to keeptrack of their work ethos. Improving their performance will need tobe from the individual perspective where members of the staff can beencouraged to take part in various decision-making situations in theorganization as a way of insinuating that each of their positions isrelevant to the corporation.
HowEffective Leaders Can Improve Team Performance
Groupperformances can also be improved where groups can be assigned tasksand duties to handle which is a way of improving their coordinationand understanding as workmates (McShane & Von 2016, p. 19). Thus,this will enhance efficiency in St Paul’s Hospital as group dutieswill encourage better performance. Additionally, the hospital canapply better incentive and compensation opportunities as well asexternal opportunities to meet employee expectations and enhancetheir performance (Bhuvanaiah& Raya 2015, p. 92).Work will also improve communication amongst colleagues where theycan correct and consult each other on issues relating to theorganization. According to Bhuvanaiahand Raya (2015, p. 93), employees become motivated “when managementcreates the right opportunities and guides them the path to achievetheir personal goals.” Thus, the quote shows the importance of theadministration supporting its workers.
Decisionmaking in cardiology is essential and in most cases needs to be fastbasing on a situation that occurred where a patient needed to bebooked for surgery, but the nurses could not decide whether to goahead and book the patient or not. This conflict in decision makingis a major concern, where waiting for the doctor’s decision cancost the patient’s life or worsen his or her condition. The patienthad atherosclerosis, and his condition was not getting any better.Early surgery would have been the best possible solution that couldsave his life.
Despitethe nurses knowing this they still could not book the patient forsurgery as they had to wait for the doctor’s verdict. Therefore,this can be improved by allowing junior members of the staff to takepart in decision making. Mostly, this is because they are welltrained and can make good and helpful decisions on their own if givena chance (Tampu2015, p. 45).Assigning some situations and decisions to be handled by particularpeople can end up being costly as cases caused by bad decision makingbring about losses. Such cases can be left to junior members of thestaff where they can have a group and assign a leader who will givethe green light on particular decision making.
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Igave the implication for the patient to be booked for the surgery.Mostly, this is because basing on the patient’s report hiscondition was worsening, and waiting for the doctor responsible foradministering his treatment to decide on his condition would besomething that would kill him. Apparently, the doctor’s absence wasmaking the matter worse (Paoletti, Maria, & Fernanda 2013, p.48). The patient was booked and had a successful surgery. Luckily hedid survive and his condition improved, and the doctor laterappreciated the decision we made on his patient. Active involvementin decision making by all the members of the organization can enhancebetter working conditions and setup for patients’ recovery. Bydoing so ideas can be shared, communication can be improved, andquality solutions can be put in place.
Bhuvanaiah,T., & Raya, R. P. (2015). Mechanism of Improved Performance:Intrinsic Motivation and Employee Engagement. SCMSJournal of Indian Management, 12(4),92-97. Retrieved from:http://web.b.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=ce67f1d1-65a7-4e9e-9288-bcbe71da3a61%40sessionmgr102&vid=1&hid=129
McShane,S., & Von Glinow, M. (2016). Organizational behavior (3rd Ed.).New York: McGraw Hill Education.
Paoletti,Isabella, Maria I. Tomas, and Fernanda Menendez. (2013). Practicesof Ethics: An Empirical Approach to Ethics in Social SciencesResearch.Newcastle upon Tyne: Cambridge Scholars Publishing, Internetresource. Retrieved from:https://books.google.co.ke/books?id=Cc8wBwAAQBAJ&pg=PA48&dq=organisations+ethics+in+social+sciences&hl=en&sa=X&redir_esc=y#v=onepage&q=organisations%20ethics%20in%20social%20sciences&f=false
Tampu,D. L. (2015). Impact of Human Motivation on EmployeesPerformance. InternalAuditing & Risk Management, 10(1),43-53. Retrieved from:http://web.b.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=817e7df1-1a0f-46d6-a80e-92df33d128c2%40sessionmgr102&vid=1&hid=129