Case 2_Pass level examples.pdf - Example 1 Barbara Norris...

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Example 1 Barbara Norris started her work as a nurse manager at the General Surgery Unit. GSU has a bad reputation and low financing due to crisis. There is not enough staff and employee satisfaction is low. And those are only the tiny part of challenges, that Barbara Norris faces at the new workplace. At first, I would like to analyse GSU by Jay Galbraith Star model because it has all the needed aspects. Structure.The structure is simple, there are nurses, who do their jobs and there is a nurse manager, who is responsible for scheduling, management, and budget. I would call their organisational structure rather flat, as there is only one manager over more than 30 employees and no opportunity to a vertical promotion, employees can only broaden their knowledge and learn from each other to become better specialists. The structure is fixed and there is no way a nurse manager would be able or will even need to change it. Strategy.Due to crisis strategy of GSU is very simple and employee unfriendly, their goal is to survive, and they achieve it by cutting costs, hiring freeze and cutting over-time allowances. These decisions made workers' dissatisfaction increase and made some of them leave. This aspect cannot be changed by Barbara as well because she does not have the power to decide and has to manage with those resources she has. Processes.Actually, it could be GSUs strength because every worker knows, what to do, but at the same time, there are complaints about unfair work distribution and favoritism and need for more staff. There is a place for improvements for work distribution, but nothing could be done about a number of employees. Problems in this part cause a decrease in patient satisfaction scores, which is the most important score for GSU. Rewards.Employees do not feel the appreciation of their work not from the financial aspect, nor in any other way. Lack of any reward system demotivates even the most dedicated employees, they lose the meaning of what they are doing as their efforts are not noticed. People.People are the main problem with GSU. First of all, there is a lack of employees and too big a workload. Secondary, everyone in a team is a great individual and professional with all or almost all needed skills, but teamwork is not there. The previous leader did not create a helpful and friendly environment, employees do not get along well and are divided into groups of new nurses, who are not that good and old ones, who are grumpy and do not want to teach newbies. All this results in inefficiency. This should be the main focus for Barbara Norris, as for the new manager. Also, some of the employees are getting bullied, which must be stopped. Employees are extremely demotivated by the current financial situation of GSU because they cannot even take care of their patients. The last problem with people was
about “floaters”, who interrupted the working process because initially were from other unitsand did not know what to do.

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