People and Organizations-MN7181

Managing healthcare sector

 Health services consist of medical professionals, organizations, and ancillary health care workers who provide medical care to public. They cover emergency, preventative, rehabilitative, long term, hospital, diagnostic, primary, palliative, and home care. These services are centered around making health care accessible, high quality, and patient centered. Health care cannot be limited where it is many different types of care and providers are necessary in order to offer successful health services (Alexandra, 2018).Over the past decade, health care has become a most important social and economic issues . While the earlier part of the decade focused principally on the payment and legal changes and the latter half has been more about how the private sector has responded and shifted to find solutions for new challenges. (DeVore, 2019)

As mentioned healthcare industry is growing and becoming better and challenging every passing day. New systems and technologies are being invented appalling every day to provide good service and to quench the huge demand for medicine and treatments (Adley, 2019). Hence There are several positions evoked in this sector, so leadership skills are much more important owing to smooth functioning of the industry. Good education and well experience will make a good leader in health care sector. Following skills can be identified as it will help to be successful health care administrator.

Leading by Example

By exemplifying the qualities and traits that can create a positive work environment and help an organization meet its goals. It is the best way of train the team so that a healthcare administrator can encourage employees to follow suit. Such qualities as honesty, ethics, showing and giving respect, being confident, and having sincerity while making fair decisions based on the situations and to the good sake of the Organization and team. Whatever the organization or position, is on positive implementation of practices that lead to the best possible care of patients. When there are issues and if leader handle with choices, mutual respect, and with confidents employees are likely to follow and believe the administrator.

 Knowledge

Health care sector consists with very complex process and leader should have a overall knowledge on that. So understanding of the healthcare system overall as well as the specific functions and operations of individual organizations is another leadership skill that healthcare administrators must have. To manage financial proceeds , manage conflicts and smooth functioning of system and finally  deliver outstanding care healthcare administrative need fair knowledge . While achieving organizational goals and inspiring team will make a successful leader in health care 

Meeting Organizational Goals, Objectives, and Missions

A successful healthcare administrator needs to create working culture a common vision among the team. He should encourage the team to reach the same. A top leadership quality , communication play a vital role in this sector where miscommunication could lead losing a life .

Negotiation, facilitation, and delegation are also high priorities in this category of skill sets. These skills are very importance when working directly with employees because they offer the opportunity for healthcare administrators or managers to make necessary changes in policy or operations to best meet the organization's mission.

 Leadership Styles

Healthcare industry is very complex and changing sector. Administrator can not use same style and technique. servant, situational, and transformational. Situations and employee relationships might require a different approach in order to most successfully complete a task, make a decision, implement a change, or perform another aspect of management of staff and operations. So leader should be using various kind  Of styles according to the situation.

It is very important that health care providers should be support as much as possible because most of them sacrifice and dedicate their lives to comfort the patients. With this new technology and new trends have save time and provide opportunity to serve better to the patients. So it is oblivious that a Health care leader should posses lot of leadership qualities and he should develop him self and climb the ladder.

References

Alexandra, A., 2018. Health Services: Definition, Types & Providers. Health Services Policy.

DeVore, S., 2019. Health Care In 2019: Five Key Trends To Watch. Project HOPE.

Adley, L., 2019. Healthcare Industry Trends for 2019.

People and Organizations-MN7181

GENDER AND PERFORMANCES

Gender and Sex can be distinguish and separately identified. Sex refers to the basic, biologically given physiological differences between males and females. Gender refers to a culture's social construction of differences between the sexes. Males and females are to displayed different , roles, behaviors, attitudes, and aptitudes. From the inception gender precluded most females from becoming leaders in such organizations; as a result, the assumption that males were better suited than females for leadership roles. But in recent past women leaders have shown their talents n several areas. Such as Women elected as a prime ministers in in Britain, Canada, India, Pakistan, the Philippines, Norway, Sri Lanka, etc. and managerial positions in large well known organizations and Sometimes surpassed men’s in education side. Owing to success  in organizations and management it argued that differences between women's and men's ability to carry out responsible jobs are minimal, once women attain the appropriate job qualifications. Women, thus, deserved equal opportunities in early childhood as well as higher education, and equal access to all types of job training and development. Women would then be able to compete with men for leadership positions and other jobs. At the same time the idea that females possess a natural leadership advantage over males gained popularity in both academic and management circles, some scholars voiced a more critical view. They maintained that the idea of extracting the value of feminine skills and qualities in the global marketplace was exploitative(McCullough, 2016).

WHY SO FEW WOMEN LEADERS?

 

Situation has slowly improved recently for women, throughout human history women have not been crown as leaders. There are several reasons for this where the path h been resisted by there childhood by their early childhood socialization in the nuclear family. For girls, this includes submissiveness, passivity, avoidance of aggression and competition, Even when both students coming through same  educational system. Despite of Socialization following resistance can be seen.

 (a) discrimination against them in personnel decisions involving promotion, selection,  and supervision.

(b) A dearth of women and men willing to mentor women.

(c) Management development opportunities that are based on job rotation: geographic mobility can create difficulties for a woman's children and destroy her spouse's career.

(d) Coincidence of the biological clock and some professions' "up or out" policies, such as professors' tenure clock and lawyers' partner clock.

 (e)The perception of women as "outsiders" because of their physical differences, stereotyping, and exclusion from some social clubs and activities where important networks are built and maintained.

 women most frequently inhabit managerial positions with little power other than men, It is very rare that their positions are appreciated or it is used as a symbol of the organization's enlightenment. Outside their paid jobs, women usually have significant role in her families and home, So that they might need extra energy to pursue their role as a leader(Fondas, 2018).

DO MALE AND FEMALE MANAGERS  BEHAVE DIFFERENTLY?

Actually there are studies that identified differences in leadership styles and managerial behaviors. Studies have examined male and female differences in three main types of managerial behavior. The first is task accomplishment style, which is how much the leader initiates, organizes, and defines work activities and processes. The second is interpersonal style, which is how much the leader builds morale, relationships, satisfaction, and commitment in the organization. The third is decision-making style, which is how much the leader encourages a participative, democratic approach as opposed to an autocratic approach. Some studies find differences between males' and females' task accomplishment styles and interpersonal styles. Males tended to be more task oriented and females tended to be more relationship oriented. Some difference has been found in male and female decision making styles. Women tend to employ a more democratic, participative style while men tend to take a more autocratic and directive approach. These types of differences appeared in theoretical studies, but in practical scenarios , it end up with no differences . Where Women do not behave differently from men when come to leadership. If there are differences , it disappear with the experience(Othman & Hasan, 2012).

When it comes to the Mangement , it is not about the talent and the capacity ,it is about the equal opportunities that the society provides to females . That means when you open the opportunities to the society, their will be same qualified candidates/applicants awaiting to take the it, but when you come to the practical application the position includes 12 hours a day, meetings , social events in weekends or some extra tasks depending on the situations. So majority of women can not affords it with their family responsibilities. This is why women find difficult in climbing the ladder. Therefore in is not about the talent or capacity , it is about the responsibilities that society has given to her. Despite of these resistances , history proven that women have manage better than any one.

References

Fondas, N., 2018. GENDER AND LEADERSHIP.

Othman, A. & Hasan, A., 2012. When it comes to leadership, does gender matter? Kuwait Chapter of Arabian Journal of Business and Management Review.

McCullough, C., 2016. Does Leadership Have a Gender?.

People and Organizations-MN7181

Delegation and Empowerment

Delegation and empowerment are important two skills needed to be a successful leader. A effective leader can deliver huge outcome without becoming overload.This is critical to maintaining organizational effectiveness, developing the team skills and obtain fruitful outcome by reducing stress of individually and as a team. In order to get the maximum outcome responsibilities should be distributed effectively considering the abilities, skills and the capacity. At the same time leader should maintain some level of control over the process. Monitoring and periodical reviewing should be done systematically(Krakel, 2018).

Even though the both used for the same purpose of employee management, Significant differences can be identified. If you need to get the maximum out come Both techniques should be used effectively, however they are most effective when used specifically for a particular situation and also depend on attitude of manger and the employee. Main difference is that empowerment raises leaders, and delegation raises followers. no matter what approach deployed , the control should be with manager. The manager role is still remains as assigning tasks and choosing who to assign them to.

If we describe the technique ,when employees are Delegated to fulfill a task , Manager will expect to do it according to his standard. Actually employee will be provided with a deadline and time limit will be set and same authority or another supervisor may monitor the progress as well as guided.

On the other hand if Empowerment does employee will be provided with a wider range of information and the individual will be left to their own to furnish the task along taking ownership and the responsibility of the work(Venton, 1997).

So some level of power and authority is granted in empowerment.However if  empowerment to be successful , employees should be given required information. These components are crucial in order to give them true freedom provide fruitful result. Even though manager are reluctant to adhere to Empowerment since it includes more than assigning task but transferring some power . At the same time some managers prefer to delegate their significance as they feel like empowering their team is important and it is essential to  lose their power and significance to their role to gain more outcome.empowerment is more beneficial and productive in the long run .All though it seems like time consuming in the beginning, An empowered team is more energetic and enthusiastic and work efficiently and prefer to to go the extra mile as they take it personally. As an example front liners can solve and provide some solutions to the customers with in their given authority while saving customers and Organizational time and cost. It would be more efficient that the Empowerment delegated to the most suitable individual. It prove benefits to the Organization and become a motivational factor to the Employee(Burch, 2018).

Delegation and empowerment should be used as a primary tool when leading your teams. It is a powerful way of diversifying a person’s role, whilst keeping them fresh and motivated. It can also act as a way of developing your team’s skill and abilities.

Reference

Krakel,K. 2018. Empowerment and the Dark Side of Delegation. University of Bonn and IZA.

Venton, P., 1997. GENERAL THEORY OF DELEGATION, ACCOUNTABILITY AND EMPOWERMENT., Canadian Journal of Program Evaluation., Vol. 12.

Burch, J,. 2018. Differences Between Empowerment & legation.

  

People and Organizations-MN7181

Present Inspiring HR Trends

When considering the present complex business atmosphere and new technology trends generate an increasing importance for employee management policies. Higher experienced senior person may be replaced by a junior with systematic different skill sets blend with digitized knowledge.  Modernizing of human resource practices is key to being able to ensure employee retention and survive within the current market. Modernized HR practices would maintain Organization Human resources and encourage both new employee application and retention. Out dated solutions are ineffective owing to lack of modern technology blended with it. Hence application of following updated new HR strategies will deliver the best results to both organization and Employees.

Rationalization

Historically  HR has focused very much on standardization. Latter it shifted to an approach where the individual needs. Attitudes , expectations and capacities are concerned where it is identified that it sometimes not suitable  at the starting point of employees. many HR-practices take the needs of the organization as the starting point . As an example we can take recruiting. Recruiting process goes from designing job to fining the most suitable candidate. So it is clearly seen that the HR processes are designed from top to bottom. what do we want new employees to know when they enter the organization? The reverse question is hardly ever asked: what can we learn from the new employees who enter the organization?

Further learning, training and development has not shifted to individualized approach as much as required. When organization not identify the needs and requirements of individuals, the intended results will not derive.   

The Trust issue

It should be search that whether employees trust organization and whether they like to embrace new technology. The employees must be feel that these processes are deseing to benefit them. If they do not trust the organization, they tend to leave the entity. Therefore management should need to correct the process and win the trust which will resist the frustration.

Development as a service

In business world it can be seen that some companies hire top sportsmen’s to their companies with higher payments. The organizations look after the sportsmen and he outshine the organization. So both have the benefits. Such like to the employees, organization help them to become better.     

Erosion of the Employee Experience

It is like a road. They look like two way roads, but actually it is one way. There are no exists and turns but only at the far end of the road. Somewhere there is a big round about. Only one small exit. Such like Organizations design the carrier. The organization assume that employees will never find it , as we can see in the majority of the employee journey maps are not changed their approach. Because they focus the Organization not the employees. Carrier path should should give employees an experience that fits with their needs, expectations and capabilities.

No more Paternalism

Often HR takes a very paternalistic and normative approach. They expect employees to take responsibilities for their own development. Practically many managers are not good coaches. HR design trainings and they schedule it in the system. The system force employees to follow the schedules. This approach do not bring the success hence it will not make they happy.

HR Innovation Labs

 

Application and Experimenting with new high technologies and new innovative HR solutions can be enhanced by installing an “HR Innovation Lab”. investing teams that focus on HR innovations and the possible applications of HR Technology. It can be assume this as a positive development. It is good for the organizations, as they increase the angle of the learning curve. HR tech providers benefit, as they can work with and learn from sophisticated clients. It helps HR to change the image of HR, from slow and traditional to fast and innovative and at the same time effectively.

HR is about People

The expectations of workforce analytics and technology are often too high. In the first place, human behavior is very difficult  to predict, the things can be changed periodically.Secondly, the question is to what extend managers, employees and HR professionals behave in a rational way. All humans are prone to cognitive biases, that influence the way they interpret the outcomes of workforce analytics projects.

Believing traditional HR technology systems prevents you from leveraging modern solutions for emerging personnel trends. Upgrading your HR and payroll technology allows you remain current and competitive in the face of market changes .determine if you are getting the most out of your current system and if you would benefit from modern HR solution upgrade.

Reference

Haak, T., (2018). inspiring HR Trends for 2018 ,HR trends institute,

 

Bonilla, H., (2018). 8 Reasons to Upgrade Your HR Technology System.

People and Organizations-MN7181

How to Reduce Employee Turnover

Employee turnover is a one of biggest challenge for management . Every organization wish to retain important and talented employees. The high expenditures that associated with staffing can hurt the bottom line of businesses. some turnover is avoidable while some turnover is unavoidable. The shock of losing talented employees can not be absorbed and the damage effects to the organization in a variety of ways. The organization might lose clients, other employees might be influenced toward leaving the business, and productivity can reduced for certain time . Moreover, an expertise employee might open up his or her own business and create competition for the former employer using his knowledge and client base. Other costs relate to the recruitment, hiring and training processes involved in trying to identify and prepare replacements for those who left. Losing talented employees is costly to employers while retaining talented employees can actually increase productivity and sustainability (Kappel, 2017).

If Organization has high employee turnover, management need to reduce it and following strategies can be practiced.

Hire The Right People

Keeping employees starts with hiring the right employees. It is important to hire employees who are behavioral and cultural fits for the job and the organization. It can be measured in interview questions and find out how they react in certain situations. Organization culture and structure should be introduced to the candidates , so that  Candidates will hopefully eliminate themselves if they don’t fit in. It is significant thing hence If employees don’t fit in with work environment, they won’t be happy and they tend to take their skills some where else that they fit in.

Offer attractive Pay And Benefits

People want to be compensated well. They expect quality life, most people want enough money for extras, too. If organization doesn’t pay employees well, they will leave the place. When determining pay and benefits for your employees, it is recommended to do a market research on wages. Find out what your competitors pay their employees.

Give Praise

Employees need encouragement and recognition. When employees showed positive performance, it need to be appreciated. Employees should be rewarded and inspire to do hard work. when employees truly do something worth congratulations, give it. It is a responsibility. The goal here is to create an encouraging, positive work environment. When employees feel respected, acknowledged, desired, and motivated, they are more likely to stay. The most unique thing in this method is to decrease employee turnover is free.

Show The Career Path

If employees stay stagnate in one job for too long, they get frustrated and search for another job where they can advance. Most employees want to increase their skills and knowledge and move up the career ladder. Showing employees a projected career path gives them a sense of direction and purpose Organization should show employees a clear career path. Provide them with coaching by recommending ways to advance. Organization should provide employees with training opportunities and provide them opportunities to learn new skills and practice them.

Allow Flexible Work Schedules

Management need to create Flexible work schedules. Let employees adjust their work time and location. Employees can create a work life balance for themselves. Workers can pursue things beyond work, go to appointments, and take care of their families and mitigate stress. If they have flexible work schedules they can adjust their routines. This might not unpractical to Srilankan scenario, but at least flexible lunch time , leave system , work schedule can be implemented.

All in all there can be some employees who want to leave the job. Sometime they  find jobs that they are more interested in , change career paths, decide to stay at home or maybe start their own business. Employee turnover can not be completely eliminated. But, it can reduce it by providing a workplace where employees want to stay. There should be a win win situation to both employees and employers. So that both party can gain their intended goals (Deighan, 2016).

Reference

Deighan, K., ( 2016). Managerial Strategies for Reducing Employee Turnover in the Workplace.

Kappel, M., (2017). Ways To Reduce Employee Turnover.

People and Organizations-MN7181

HRM in Japan                  

Human Resource Management has been used as a discipline and practice in the management of most important resource in an organization. HRM has developed into different areas. Human resource management is a strategic approach to acquiring, organizing, developing, managing, motivating and gaining perfect dedication human resources of an organization (Itika, 2011).

Japan is rich in both economically and traditionally. Country has a complex, dynamic society that has undergone lot of changes in the past years. It is a modern industrialized country with a sound economic conditions. In their journey they have  Japanese have inhale Western influences with their technology, science, education and politics. Japanese have blend that with their culture but reserved their unique identity. For the most part, the only language spoken in Japan is Japanese.

Life time employment -One main characteristic of the Japanese style of HRM is offering lifetime employment to the company employees. Lifetime employment is highly regarded in the Japanese community. It bring positive identity to the workers to achieve long term goals and development of the company. Practice of lifetime employment for both employees and the company has advantages. The company benefits as the stability of lifetime employment devotion and loyalty in employees, which improved employee performance and  decreased turnover rate of the company, Employees are also provided with required training in all areas of the company and developed. That means talents are retained within the organization. For employees, the main advantage of is stability. Japanese Employees are secured with pension after retirement. The job become the part of their life and Employees devote their whole lives to the company.

Team work and quality-Another factor of the Japanese human resource management system is their teamwork. They prefer teamwork rather than individual job tasks. The Japanese believe that teamwork increases productivity and efficiency .Whenever there are a problem or conflicts they solve problems without bringing about any disciplinary action . They highly value in productivity and quality.

Enterprise unionism-Hierarchy and respect for elders is a key element in Japanese workforce. seniority based wage and promotion system practices in Japan. Company union meet management to discuss employee rights. These issues are resolved by both parties with harmony and cooperation as the guiding cultural values.

Decision making - everyone in the company should collectively agree on the objectives and decisions of the company, and all conflict should be avoided. Decisions are made for long term impacts rather than immediate solutions. Japanese business decisions are made in a structured, logical and thoughtful process.

Gender equality in workforce - As mentioned earlier Japanese are very traditional and cultural nation where traditionally, female are not considered equal to men in the Japanese business environment. It is difficult to find a job to female in Japan but presently Japanese work force is slowly changing and participate of women to workforce has been increasing that discouraged by the government to strength the economy.

References

             Itika, J. S., (2011). Fundamentals of human resource management. African Public Administration and Management series, 2.

            Kubo, E. K., & Lacombe, B. M., (2011). Challenges of Human Resource Management in Japan.

            Powell, M., (2016). Human resource management practices in Japan: Are they really changing?