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Final Portfolio Project Organizational Behavior Human Resources.docx

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Running Head: MEMORIAL’S HEALTHCARE SYSTEM1Memorial’s Healthcare SystemPaul BiancoHCM502-Organizational Behavior Human Resources in HealthcareColorado State University- Global CampusDr. Attila J. HertelendyMarch 11,2018
MEMORIAL’S HEALTHCARE SYSTEM2Table of ContentsI.IntroductionPg. 3Organizational Development SectionPg. 3-10II.Workplace CommunicationPg. 3-4III.MotivationPg. 4-5IV.LeadershipPg. 5-6V.Employee StressPg. 6-7VI.Decision MakingPg. 7-8VII.Conflict ManagementPg. 8-9VIII.Team Building and Group DynamicsPg. 9IX.Embracing Change and Change ManagementPg. 10Human Resources SectionPg. 11-15X.Organizational and Human Resources SystemsPg. 11-12XI.Recruitment Selection and Retention of StaffPg. 12-13XII.Performance Management SystemsPg. 13-14XIII.Compensation and Reward SystemsPg. 14XIV.Training and Development ProcessesPg. 14-15XV.Organized labor and Management in HealthcarePg. 15XVI.Resources Key Staff/Roles Safe Workplace ProcessesPg. 15XVII. ConclusionPg. 16XVIII. ReferencesPg. 17-19Memorial’s Healthcare SystemAs healthcare continues to grow and change,so must the organizations that deliver andprovide it to our communities. Declining reimbursement rates and changes in payment systemshas had a continuous impact on the delivery of healthcare. Additionally,changes in technology,genetic and bio-medical research,and growth of information technology are impacting thedelivery of healthcare. At Memorial Hospital System (MHS),the organization is facing problemsthat coincide with all healthcare organizations that is the result of the rapidly changingenvironment of healthcare. The cost of healthcare continues to grow at an exponential rate. A
MEMORIAL’S HEALTHCARE SYSTEM3combination of financial hardship,staff shortages,and lack of qualified leadership had hinderedthe positive growth of MHS. An increase in turnover has created overspending from the trainingof new employees. Additionally,MHS receives no capital funding due to a bond rating that waslowered to junk status,and the union contract is up for renewal. As a consultant hired to helpchange the culture and dynamic of MHS,a complete plan will be instituted to help managementunderstand the positive links between organizational development,human resource capabilities,finances,and the quality of patient care. With this plan instated,the culture of MHS can changeto support positive,successful growth within the organization for years to come.Organizational DevelopmentWorkplace CommunicationCommunication provides the foundation for an effective and productive work environment(Skidmore-Williams,2013).Without clear communication it is difficult obtain high performingteams within the organization. We must not forget the main purpose of our organization is toprovide the best patient care possible. MHS must meet the needs of patients,and our teams needcommunication tools and policies that create clear,direct communication between management

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Term
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Management, MHS, MEMORIAL S HEALTHCARE, MEMORIAL S HEALTHCARE SYSTEM

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