Health Management - Discussion Questions, Problem Identification, Viable Options and Action Plan

This article discusses the problem of friction between the manager and team leads in a healthcare organization, and provides viable solutions through automation, voting, and training. The article also includes an action plan and monitoring and evaluation strategies.

Running head: HEALTH MANAGEMENT
Health Management
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Name of the University:
Author Note:

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Discussion Questions
Are there further actions that the program director could take that might improve the
situation?
As is seen in the case study, the program director has taken up the responsibility of
reducing the communication gap in between the executive director and the team leads by
arranging meetings which though successful up to some extent has some loopholes within. The
other courses of action that the program director can take up include providing workshops to the
team leads and the executive director and the team leads so that the matter is approached from
two different perspectives. The programme director can also find put the strengths and
weaknesses of the two parties involved in the conflict and then collaborate their duties by
allocating ad distributing work that helps both to work efficiently.
How could the executive director change his style, while still ensuring that his expertise,
experience, and relationships without side groups are effectively used?
The issue underlying the conflict in this case is clearly that of gender discrimination and
so the executive director should be trained to deal with the same as the case mentions that he
freely works in collaboration with the field advocates who are men. The executive director
should be trained to understand the competencies and the working methods of the team leaders
and let them prove their efficiencies without his support. Moreover, the increase in the
proportion of men occupying the roles of team leaders can also help better the situation.

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Debriefing:
Problem Identification and Gathering Perceptions:
In this particular case study, the problem lies in the realm of friction in between the
manager and the team leads. Further, the problem lies in the area of corporate social
responsibility as it involves gender discrimination and role differentiation based on the same.
Gathering perceptions of the employees involved in the conflict as well s employees not
involved in the conflict is very important. In fact the views of the employees working in the same
organization but not involved as the same position (the team leaders and the Executive Director)
is more vital. It will help in gaining their insight and view based on the problem and will help
solve the same in a pragmatic and easy manner.
Underlying Assumptions:
The solving of the problem identified in this case can happen only if the following points are
addressed and dealt with in an effective manner:
 Cooperation of the program director in finding out the reasons of conflict and the various
instances of conflict that has caused dissatisfaction in the employees.
 Proper decision making on the part of the Director with respect to prevention of
discrimination issues of any kind
 Resources to ensure that the productivities and quality of the team leads with and without
the assistance and interference of the executive director are monitored and the solution is
decided based on the same results

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Structuring the Involvement of Key Stakeholders:
The structuring of the stakeholders of this problem and this firm is very crucial especially
because it operates in the healthcare sector. The stakeholders involvement in a hierarchical
manner is represented in the following structure:
Developing Three Viable Options
In this case, the viable options of providing solutions to the existing problem by listing
options with its pros and cons and deciding the best fit to the problem depending on the situation.
This is performed below with the help of a table:
Solutions Pros Cons
Measuring Productivities This method will provide a Matters of resourcefulness and
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through Automation with and
without the assistance of the
executive director
clear insight into the problem
and the performance will be
central to the judgment
connectivity and hence the
ease of increasing sales and
revenue generation will be
undermined on the part of the
executive director
Taking votes of the
stakeholders and the other
employees to reach a common
perception and consensus
This method will help provide
clear judgment of the problem
based on the social and
corporate views of the
employees and stakeholders
and hence is justified
This process can have
ambiguities and can provide
an obscure approach of
viewing the problem and
hence cannot be considered
reliable completely
Incorporating a training
process and workshop that
will integrate the
responsibilities of the team
leads as well as the executive
director
This method will help to know
the views and the perspectives
of the employees involved in
the conflict and hence is very
useful
This process again is restricted
and limited only to the
employees involved and hence
will not yield robust results.
From the above table, it can be estimated that the first solution has a viable and valid set
of pros and cons that can be coupled along with the second method as the external perspectives
are also crucial can be used a s a solution to the existing problem.
Action Plan:
The action plan that will be framed and implemented to bring about execution of the solution
formulated in the previous section will be based on the following:

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 People Involved – Stakeholders including the program director, the team leaders and the
executive director
 Resources Needed – Automation including smart devices to monitor and evaluate the
performances and an application that will help record the views and perspectives of the
employees and the stakeholders anonymously
 Realistic Time Frame- As the process involves installing and development of the
software and the automation as well as supervising of the same by the stakeholders and
the employees so a time frame of three months to six months would be substantial to
reach a viable solution
Monitoring and Evaluating:
The goals and objectives underlying the process of providing the solution to the problem
include the following:
 Identifying the automation processes that work and tat don’t
 Identifying the validity of the programmes involved in the software
 Reaching the solution to the problem that helps address the views of both the executive
director and the team leaders
 Making sure that the solution helps in reaching lesser levels of job satisfaction and higher
levels of accuracy, quality and productivity