Strategic Management and Leadership in Healthcare Assignment

This assignment solution delves into critical aspects of management and leadership within organizational settings, particularly in healthcare. It addresses key areas such as human resource management, including record-keeping, documentation, and legal compliance. The document explores the importance of effective employee evaluation, ethical considerations, and succession planning. It also examines the impact of unionization and strategies for HR to act as a strategic partner in achieving organizational goals, including talent development, positive culture building, and risk management. The assignment provides a comprehensive overview of management practices, leadership skills, and strategic planning within the healthcare industry.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author note

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Table of Contents
Answer to Question 1.................................................................................................................2
Answer to Question 2.................................................................................................................2
Answer to Question 3.................................................................................................................3
Answer to Question 4.................................................................................................................3
Answer to Question 5.................................................................................................................4
Answer to Question 6.................................................................................................................4
Answer to Question 7.................................................................................................................5
References..................................................................................................................................6

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Answer to Question 1
Proper maintenance of the records of employees is one of the integral parts of human
resource management as it is considered to be federal law which mandates the records which
are kept along with the time till when it is required to be kept. The equal employment related
opportunity helps in making the organizations keep job applications, resumes along with
accommodation request for at least one full year and as per the Fair Labor Standards Act, the
different information related to compensation, overtime and decrease or increase in salary are
required to be kept in there years and the tax related documentation should be kept for four
years which will be beneficial for them in handling the different documentation in an accurate
manner (Albrecht et al., 2015).
In addition, if the documents are not maintained in a proper manner, the federal
government can create a fine on the company and the different employees working in the
organizations can file various complaints or suits against the organization for the different
wrongful termination, discrimination along with the unsafe working environment in the
company. In such scenario, the proper documentation is required to be maintained.
Answer to Question 2
The formal type of documentation includes the different resumes, cover letters along
with candidates’ background checks which is signed by the employer along with employee.
The formal documentation copy should be maintained by the company in an appropriate
manner which will be beneficial for future disputes. On the other hand, informal kind of
documentation is inclusive of notes of managers regarding the particular event, various kinds
of conversations with the employees and such kind of informal kind of documentation does
not require any signature of the employer and employee. The different employers working in

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the organizations need to keep a proper record on the writing of informal documentation as it
can be the part of the suit which is filed by the employee. The two different kinds of
documentation help in protecting the employers and employees as it will be helping them in
analyzing the situations through such documentation and improve the scenario appropriately
as well.
Answer to Question 3
The most effective factor which will be ensuring efficient legal termination is to keep
proper documentation in personnel file of the employees. The evaluation of employees is
most significant documentation and the evaluation is required to be thorough which will help
them in facing any kind of litigation which may arise in future. If the employee is terminated
in the organization, they can sue the company as the company has sued them because of
discrimination (Thunnissen, Boselie & Fruytier, 2013). The different evaluations should be
corresponding to the different actions wherein the actions can be taken for or against the
employee.
In contrary, downsizing can be occurring in the company and to any person and there
is no such solution for reducing the downsizing option. It is one of the good ideas for the
employees to analyze the guidelines of the company to save themselves from downsizing and
the guidelines are established with proper guidance of legal counsel. The different guidelines
are required to be followed as in opposition to personal kind of preference. If the terminated
employees feel that there has been discrimination such as personal influence, in such
scenario, there can be filing of legal suit that can affect the overall effectiveness.

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Answer to Question 4
Proper balancing of the need for ethics along with organization and employees’ needs
is the most difficult task and there can be various kinds of challenges which can be faced by
leaders in maintaining balance. Firstly, keeping the employee’s morale high along with
providing proper care which will be resulting in little kind of benefit and on the other hand, to
decide whether to treat the patients in an equal manner or not. In case of the hospitals, there
are number of patients whose treatment will be no benefits. There are various patients who
have been alive on life support and there is no hope for their recovery as well. In such
scenario, the care is one of the most effective aspects which should be followed by making
the patients live for more years. In many scenarios, the nurses working in the hospitals do not
find ways to treat patients and continually perform the different duties. In such scenario, the
mangers or leaders in hospitals needs to find various ways in encouraging the different nurses
which will be helpful in treating patients appropriately.
Answer to Question 5
Proper creation of effective and proper succession planning is important portion of the
companies and it is becoming the most proper possibility that in next three to four years, the
acute care related hospital will be gaining huge increase of retirement from top level
management (Thunnissen, Boselie & Fruytier, 2013). The different companies require to
prepare succession planning which will be helpful for them in training employees
accordingly. There can be inclusion of the board of directors as well as senior leaders in
succession planning as it will be helpful in subsequent monitoring along with gaining future
reviews. While listing the different potential candidates in the company, proper maintenance
of proper level of diversity among staffs is the main and key element which will be
appropriate for cultivating long term retention of the employees.

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Answer to Question 6
Unionization is considered to be one of the most effective within the health care
industry and the manager looks at the union as the different problems along with threats.
When there is presence of union in company, the management of company needs to negotiate
different changes which are required to be made prior to making the final decisions for the
company. The unionization is not a good idea in the health care industry as there will be
inclusion of increased cost of the patient care and it has been noticed that there is huge rise in
cost related to health care as well. Moreover, with the inclusion of the same, there can be
limits in the process related to change and it will be making the process slow that can affect
the overall effectiveness of the company in a negative manner.
Answer to Question 7
The best manner in which the HR can continue to become the most effective strategic
partner in helping the organization achieve the different future goals can be through
developing the existing talent present in the organization. as a business leader, the building of
positive culture in the company is the first and foremost aspect which should be incorporated
by the company as it will be enhancing and building the ongoing employee activities
(Jackson, Schuler & Jiang, 2014). With the inclusion of communication as well as diversity
related training, can be helpful in improving the overall efficiency of the different employees
and it can be helpful for reducing the turnover.
Moreover, there can be ongoing recruitment as well as networking aspect which can
be incorporated by the HR as strategic partner as it will be enhancing the overall growth of
the company and there can be inclusion of talent management aspects which can make a
difference to the team and improve the process effectively and appropriately as well. The
protection of the company can be the other best manner through which the HR of the

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company can become the vital partner as it will be essential in analyzing the relevant issues
and solve them through proper enforcement of laws and there should be inclusion of the
meticulous records for the different kinds of aspects and it will be enhancing the overall
efficiency of the company.

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References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015).
Employee engagement, human resource management practices and competitive
advantage: An integrated approach. Journal of Organizational Effectiveness: People
and Performance, 2(1), 7-35.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), 1-56.
Thunnissen, M., Boselie, P., & Fruytier, B. (2013). Talent management and the relevance of
context: Towards a pluralistic approach. Human Resource Management
Review, 23(4), 326-336.