Orthopedic Clinic, Essay Example

The Management of the Orthopedic Clinic

The challenges for management and How to go about them

The success of the future for the company depends on the ability of managing a wide range of body which involves the talent that can lead to the ideas which are innovative, perspectives and the work views. The challenge faced at a place of work can be changed into any of the strategic asset of the organization if in any case the company is able to capitalize on this pot of diverse melting talents. With combinations of talents coming all the way from all aspects of the cultural background, ages and the lifestyles, the management of an organization can respond positively to the opportunities and creativity especially in a global point of view. This is one of the significant goals to be attained by an organization (Begg, 2003). But in a case that the organization environment does not support any of the diversity widely, then one might risks of losing the talent to the competitors.

This implies to be true if the Orthopedic Clinic becomes one of the multinational institutions that posses a global scale offer job opportunities to members of different countries having dissimilar cultural and ethical backgrounds. Therefore the organization should put in action on the slogan of Think Global and Act Local in most business environment. With the increase of the information technology the directors have to undergo the cultural based. This is to help them further their abilities on the motivations of professional groups that are much qualified but diverse culturally. Sometimes the local employees might fear the foreign talents. In such a case, it is up to the directors to assure them that they are not a threat to their career advancement. In many the effectiveness of Orthopedic Clinic workplace depends on the skillful balancing act of the Team of Directors. One of the main reasons for ineffective workplace diversity management is the predisposition to employees, putting them in a different range of profile. In the world today, diversity very difficult  categorize and the organizations that respond to human complexity by leveraging the talents of a broad workforce will be the most effective in growing their businesses and their customer base.

As a management team, what goals do you want to achieve

As one of the Team of Directors for the Orthopedic Clinic I have big roles to play like the involvement of the institution into a more competitive market environment. My department, which is a director, must realize that it should put a more strategic role for the benefit and the success of the clinic. If this is not done, then it means that Orthopedic Clinic members may face the effects as the competitors may outplay in the strategic employment of their services. The employees should focus on the clients and adaptable for the clinic to succeed. Therefore as a director I need to participate for a better strategic partner and a person who is able to sponsor and advocate the employees within the organization (Hoffer, 2002). This will ensure that they are always motivated and the production will increase hence earning much revenue for the clinic. I should understand what is required of the clinic that might assist me to influence the required and appropriate key decisions and the policies for the employees benefit and the Orthopedics’ success. My other role is to ensure that I promote and to see that the values, spirituality ethics and beliefs within the workplace management is maintained.

The alternative tools that management might use to motivate staff

The staff motivation is defined as the influence of making us do things to achieve the goals of an organization like the one of the Orthopedic Clinic. It includes the satisfaction of the needs of the employees so that they any tasks of an institution effectively. The institution such as the Orthopedic Clinic should utilize various tools of motivation so that they can encourage the employees to put in the appropriate effort and increase the productivity for the institution hence there will be no any insolvent of the company.  The motivated employees are required for the survival of the business as well as the director of the company (Masteralexis, 2003). The employees who are motivated together with their contributions are the main important currency for an institution’s survival and its success due to the change in the workplace and the competition within the market environments. The examples of the motivational that I might use within the orthopedic clinic for the employees to retain their morale are thing like the organizational rewards, working environment and the characteristics of a job. To illustrate further, it is always better to look for the appropriate reward and give it to the best performer within the institution.

But the reward system is always the best of all other motivational factors. This is because it influences both the motivation of the employee as well as the job satisfaction, meaning that the employee will feel much comfortable and will have no problem by offering the services required by the company. The institutional reward must be put on the understanding of the motivation of any employee at work, which can be much effective for the institution. There are a number of the rewards that can be offered by the organizations. Let us look at on of the rewards called the Gain- sharing type of reward. In a simple term, Gain-sharing refers to the plans comprise the employees in a common effort of improving the performance of the Orthopedic Clinic, which the employees are put to believe that anything gained on top of the normal sale by the institution is shared among the company and the employees. But sometimes we find that the employees tend to put themselves to be included in management with a volunteer heart that reforms them to take the responsibilities for the major reforms. This type of the pay is directly based on the control of an employee, for instance then productivity of the products. There is always a predetermined formula that is used to measure the gains and the distributions on a frequent way.

The Tips of Empowering the staff and the Tips of Modeling

For the management to empower the staffs in such an institution, the manager or the director needs to change to the culturally relative perspective from the ethnocentric view. This type of philosophy put in work for the planning, organizing, controlling and leading the resources of an institution. There are many tips that can be used for the management to empower the staffs to ensure that the efforts are put in place for the diversity in order to attain the organizational goals. The first one is the planning of a mentoring program which helps in handling of the issues concerning the institution.  Sometimes it can involve the different head of departments to coach them and later providing the employees who are different from them with the feedback. It is wise to provide the head of departments with the practical training or to have a helping hand from experts and the consultants in this field for the better successful running of the program. This kind of program will offer the knowledge to the staff on how to handle and resolve any conflict that comes on any other way.

More significantly its main purpose is to encourage the staff to move beyond their own frame of cultural reference to the recognition and taking of the full advantage on the productivity potential inherent in a diverse population. Another way of empowering the staffs is through the organization of the talents strategically. There is always the have a range of talents for the better understand of the niches of various market since there are many companies that are currently going to expand their business either physically or virtually on the global market. This case mostly happens for the e-commerce companies.

Following the trend, it means that the managers must ensure the diverse of the strategic talents for the organization. The managers also need to consider how a diverse workforce can ensure that the company attains different markets and other Clinic’s goals in order to harness the full potential of workplace diversity. But on the other hand any organization that looks at this existence as an asset for the organization rather than a liability can help the Clinic indirectly to take positively in its stride some of the low positive aspects of the workforce diversity (Shropshire,1995).

Addressing Resistance from the Staff and the Issues that Impede the Achievement of Goals

To address the resistance from the staff members I must ensure that there is full participation in the institutional plans which will positively influence the performance measured by the formula of the gain sharing that was discussed earlier in a significant way by the changes of the day to day behavior. This will ensure that they do not resist but they will have the motivation of increasing the productivity through changes of their behavior and the working attitudes. I must ensure that any targets I put towards the staff are challenging but legitimate and attainable. They should specific and challenging, meaning that on the other hand it should be reasonable and justifiable given the historic performance, the business strategy and the competitive environment which might lead to the reduction of the price for some of the expensive services (Watt, 2003).

Conclusion

My role as a director should parallel the requirements of the Orthopedic Clinic change, since the organizations that are always successful becomes more adaptable, resilient, and quick to change directions and customer centered. There other managers and the staff members should learn on how to manage effectively through, organizing, planning, leading having control of the Clinic resources and be knowledgeable of emerging trends in the training and the employee development (Ozanian, 1994).

References

Begg, C. (2003). The challenges for management and How to go about them. (3rd Ed.).Delhi: Pearson education Limited.

Hoffer, J. (2002). As a management team, what goals do you want to achieve. New Jersey: Prentice Hall.

Masteralexis, P. (2003). Principles and Practice of Organizational Management. New York: Jones and Bartlett Publishers, Inc.

Shropshire, K. (1995). The alternative tools that management might use to motivate staff. Pennsylvania: University Of Pennsylvania Press.

Watt, D. (2003). The Tips of Empowering the staff and the Tips of Modeling. New York: Routledge.

Ozanian, M. (1994). Addressing Resistance from the Staff and the Issues that Impede the Achievement of Goals. Financial World May, 1994.