Health Management Case Study: Analysis, Solutions, and Action Plan

This document presents a solution to a health management case study, focusing on addressing communication gaps and potential gender discrimination within an organization. It outlines actions for the Program Director, such as arranging meetings and identifying strengths and weaknesses, and for the Executive Director, including training and empowering team leaders. The solution emphasizes problem identification, gathering perceptions, and understanding underlying assumptions. It proposes measuring productivity through automation and incorporating training programs. The action plan involves stakeholders, requires resources like automation tools, and suggests a realistic timeframe of three to six months for implementation and monitoring, with goals focused on identifying effective automation processes and achieving higher job satisfaction and productivity levels.

Health Management
(Case Study)

Discussion
Actions to
be taken by
the Program
Director
•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
•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.
Measures to
be taken by
the
Executive
Director
•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.
•The increase in the proportion of men occupying the
roles of team leaders can also help better the
situation

Debriefing
Problem Identification and Gathering
Perceptions
In this particular case study, 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. 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.

Debriefing
Underlying Assumptions
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

Structuring the Involvement of Key
Stakeholders
Central Office
Wellness Foundation
Field Office Program Director Community being
served

Solutions Pros Cons
Measuring
Productivities
through Automation
with and without the
assistance of the
executive director
This method will
provide a clear
insight into the
problem and the
performance will be
central to the
judgment
Matters of
resourcefulness and
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
This method will help
to know the views
and the perspectives
of the employees
This process again is
restricted and limited
only to the employees
involved and hence

Action Plan
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