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

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

1HEALTH MANAGEMENT
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.

2HEALTH MANAGEMENT
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