Managing Diversity in a Healthcare Organization, Research Paper Example

It is pertinent to note that changing characteristics of gender work force, racial and ethnic in management philosophy do require practice and philosophy. A pertinent competitive advantage is the act of valuing the differences of employees in many corporations that are of modern structure. It is worth to note that this essay tackles some of the recommendations to the hospital management to improve and rethink of their heterogeneous workforces. To understand better the factors that affect management of the diversity evaluation criteria and conceptual framework is developed. For the above to be effective it is better to understand some factors that affect diversity management. Again, a good approach to diversity management in a health care organization is as follows. First, there is the leadership philosophy, the policies that governs health care, third is the programs in a health care and lastly the work force composition of a health care. Therefore, it is worth noting that the above are several factors discussed in this essay as pertinent issues in Princeton health care diversity management (Gardenswartz, 2009.p.21). However, the above factors are as per the study made in the Princeton health care organization in the United State.

First, it is better to tackle the leader’s philosophy as one of the outlined diversity for management in the Princeton health care. It is evident that leadership is a connection to employees, on other hand employees are connected to organizational responsibility, which are overall objectives or mission of the organization. Further, marketing and campaigns are connected across system and all the department of the Princeton health care university. It is pertinent to note that the leadership philosophy involves a linked channel of all the process that takes place in the health care organization.

According to experts and those who have worked in a health care, they admit that the environment of health care is always an evolving environment and it grows to a more complicated situation each time. For the past few years, it is wise to note that many health care organizations have been updating their visions and missions. The above will ensure a good balance of a proper reflection and change to the nature of objectives as well as philosophy. Primarily, health care is an industry that gives out service to the customer. It follows that for a health care to be effective, it is pertinent for the managerial team to take keen evaluation of the measure and outcomes around varying process and the above will give out quality services. For a leader, it is pertinent to heed that the representatives and ambassadors of the health care is the employee. In addition, those employees that should be taken into consideration are those who encounter the customers on a daily basis.

To crown it all, it makes sense as a manager to understand the degree to which the employees are providing services to the customers. Here it is evident that some nurses can be ignorant to extend of giving a very poor service to the customers. Since employees are demonstrating the philosophy of the executive managers in their activities, so, they are supposed to give out a clear message and service as well. Here, in the Princeton health care organization, the nurses were offering very poor services to the customers. Moreover, after complains by the customers the executive were forced to diversify the role of nurses with the aim of administering leadership philosophy under the diversity of management rule customers commenced to experience good services.

Another stated diversity in management is the health care policies in the Princeton health care organization. Princeton health care organization is one of the organizations that the executive employed a good policy in the organization, which in turn addressed the diversity management effectively. Some of the policies were the capacity building. Here the health care policy centered their policy in the production of tools like analysis as well as strategies health activists in a consumer perspective. The above policy scrutinized the poor relation that the hospital had with the community, making it a more admirable relation. Another pertinent policy was the health reform program. The above policy is effective only in US, where patient inabilities are perfectly addressed, so that every patient meets the prescript drugs. Again, the policy protects the closing of hospital inappropriately in the lower or minority communities (Baxter, 2008.p.24). It follows that the above made a good diversity management of a health care since the policy favored the disadvantaged patients.

Another noted diversity strategy in the Princeton health care organization is the health care programs. Here, it is wise to note that health care programs are very vital in the development of the organization, but on other hand, if the same programs are misused, they can be tragic. Therefore, in a manner to diversify strategy, the Princeton hospital comes up with programs that provide leaders with timely information on the progress of the heath care. The above program was diversified because of the poor and delayed channel of information to the executive. Another diversity strategy was the issue of financing; here the introduction of computers in the health care worked a double effort of delivering information in right time and keeping clean records on the financial matters. Some of the support projects and programs include the extermination of the pertinent issues, as well as exploration of new ways to organize health care finance.

Lastly, another diversity strategy was the workforce composition. Considerably, according to researchers it is vital to note that they have linked human resource to literal functioning of the corporate strategies, for instance the training and staffing. It is argued that the sensitivity on moderate diversity and the relationship between decision-making in a strategic manner and management of the human resource is a diversity initiative in a health care organization (Healy, & McKee, 2007.p.16). It is true as per the research that diversity management is the central factor in the enhancement of the customer satisfaction and workforce. The above pertinently improves member communication at the work place. The above diversity was implemented in the Princeton because of the health care organization (Princeton) had a poor customer satisfying ability. The above was an alarming diversity that the management had to embrace wholly. Although concerning diversity management many organizations tent to exhibit the strategically driven process. In addition, other tent to respond to the customer demographics and workforce initiating diversity management initiative proactively. Considerable, others usually resist the diversity management of workforce in a health care institution complying with the actions of affirmative guidelines. However, the best one is the diversity of management that helps to satisfy customers.

Therefore, the Princeton health care chose the drive to process strategically the work force with the regards to the management in a diversity manner. Therefore, for the diversity strategy management it is vital to realize that this paper acknowledges the fact that the above four issues were pertinent for the reviving the Princeton health care organization. Currently at the health care centers, managing diversity in healthcare organization is a guide to the successful peak that the Princeton health care organizations enjoy now. The actual case study for the managing diversity in healthcare organization, involved Princeton health care organization. In summary, four issues are discussed namely, leadership philosophy, the policies that governs health care, third is the programs in a health care and lastly the work force composition of a health care. Therefore is worth noting that the above are several factors discussed in this essay as pertinent issues in Princeton health care diversity management. Therefore, the above factors are as per the study made in the Princeton health care organization in the united state.

In conclusion, this essay tackles some of the recommendations to the hospital management to improve and rethink of their heterogeneous workforces. To understand better the factors that affect management of the diversity evaluation criteria and conceptual framework is developed. For the above to be effective it is better to understand some factors that affect diversity management. Again, a good approach to diversity management in a health care organization is as follows. First, there is the leadership philosophy, the policies that governs health care, third is the programs in a health care and lastly the work force composition of a health care. Therefore is worth noting that the above are several factors discussed in this essay as pertinent issues in Princeton health care diversity management.

References

Baxter, C. (2008). Managing diversity and inequality in health care. Edinburgh: Baillie?€re Tindall, published in association with the Royal College of Nursing.

Gardenswartz, L., & Rowe, A. (2009). Managing diversity in health care. San Francisco: Jossey-Bass Publishers.

Healy, J., & McKee, M. (2007). Accessing health care: responding to diversity. Oxford: Oxford University Press.