Innovative Management Culture

Discussion in 'Healthcare Reform Discussions' started by anonymous, Aug 3, 2020 at 7:20 PM.

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    anonymous Guest

    Innovative Management Culture

    Monna Marrongelli

    MHA/543

    August 3, 2020

    Lawrence Fergus


    Innovative Management Culture

    Apple, Disney, and Starbucks have corporate strategies and management cultures in place to promote innovation, successful projects, and employee retention. These organizations are all customer service based, as the customers desires are taken into consideration in the product sold by each. In healthcare, the flow of patient care has become a customer service driven culture. The expectations of patients are to be “served” while in-patient. The idea of a nurse providing care is “bring me a latte”. The concern of a serious health issue is not the priority. The success of Apple has been primarily related to the management culture. “ A company’s organizational or corporate culture establishes and maintains the business philosophy, values, beliefs, and related behaviors among employees” Meyer, 2019, para. 1). When the organization focuses on employee job satisfaction, the employees enjoy the job and are more productive.

    Employee Culture

    Designing a management style and culture to build-up employees and support innovation in the job place enables the employee to embrace creativity. The successful employee with be a more productive and therefore work to promote the organizations values and ethics. “Employees who share values and aspirations tend to outperform those in environments that lack cohesiveness and common purposes” (Shrm, 2020, para. 47).

    When an organization has a strong culture, three things happen: Employees know how top management wants them to respond to any situation, employees believe that the expected response is the proper one, and employees know that they will be rewarded for demonstrating the organization's values (Shrm, 2020, para. 1).

    Organizations who practice these supportive and positive environments demonstrate higher levels of employee retention. Organizations should consider these different types of innovation management to improve retention numbers. "Employees are the most important resources of healthcare organizations. The sustained profitability of an organization depends on its workforce job satisfaction and organizational commitment. Employees’ job satisfaction enhances their motivation, performance and reduces absenteeism and turnover” (Mosadeghrad, Ferdosi, 2013, para. 1).

    Leadership is the most important area an organization can use to influence employees. Recruiting and training leadership to have the same ideals, values and philosophies is key to a supportive and promotive employee environment. “Leadership is the ability of a manager to influence, motivate, and enable employees to contribute toward organizational success” (Mosadeghrad, Ferdosi, 2013, para.3). Executives should look for specific traits in managers to apply these leadership skills. The organizations who incorporate these skills, traits and trainings can look forward to a successful team of employees.

    Conclusion

    “Disengaged employees typically cost U.S. corporations $350 billion annually” (Osborne, & Hammoud, 2017, para. 1). Organizations can develop strategies to combat this astronomical amount of money. Instead of accepting this figure, use a portion of this expected amount, out of the budget to recruit, hire and leaders to engage employees. Change is hard. However, in this case, change may save millions of dollars for an organization. Proposing to change the expectation of a loss in the human resources budget to expected profits, may get the attention of executives.


    References

    Marrongelli, M. (2020), Innovative management culture, Unpublished Manuscript, University of Phoenix.

    Meyer, P. (2019, February 15). Apple Inc.'s Organizational Culture & Its Characteristics (An Analysis). Retrieved August 03

    2020, from Apple Inc.’s Organizational Culture & Its Characteristics (An Analysis) - Panmore Institute

    Mosadeghrad, A. M., & Ferdosi, M. (2013). Leadership, job satisfaction and organizational commitment in healthcare sector: proposing and testing a model. Materia Socio-Medica, 25(2), 121–126. Leadership, Job Satisfaction and Organizational Commitment in Healthcare Sector: Proposing and Testing a Model - BiblioMed.org - Deposit for Medical Articles

    Osborne, & Hammoud, M. S. (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1). doi:10.5590/ijamt.2017.16.1.04

    Shrm. (2020, July 29). Understanding and developing organizational culture. Retrieved August 03, 2020, from Understanding and Developing Organizational Culture