Healthcare Organization: Design, Leadership, and Management Report

This report details the design of a healthcare organization, specifically a remote rural health clinic named Cosmos Health Clinic. It outlines the mission statement, values, and organizational chart, including the roles of various staff members such as the Nurse Manager, Charge Nurse, and support staff. The report also explores the traits of a successful nurse manager, strategies for staff empowerment, and methods for motivating and training staff. Furthermore, it examines team functioning, including the stages of forming, storming, norming, and performing, and provides a situational analysis of team handling in a healthcare setting, covering conflict recognition, proactive approaches, active listening, and problem-solving. The organization's structure emphasizes patient care through various specialized units and the importance of leadership in ensuring patient safety and staff development. The report also highlights the significance of ethical leadership, clear goals, and trust in effective team functioning, emphasizing collaboration between different healthcare professionals to provide the highest level of patient care.

RUNNING HEAD: HEALTHCARE ORGANIZATION 1
Healthcare organization
Student Details:

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Contents
Introduction......................................................................................................................................3
Mission statement and values of healthcare organization...............................................................3
Organizational chart of the healthcare system.................................................................................5
Roles of a Nurse Manager...............................................................................................................6
Traits of a successful Nurse Manager..............................................................................................7
Strategies for the empowerment of staff members..........................................................................7
Maximizing the strengths............................................................................................................8
Fitting into the working organization..........................................................................................8
Motivating the poor performing nurses.......................................................................................8
Reward programs.........................................................................................................................8
Teach, develop and train..............................................................................................................8
Functioning of team.........................................................................................................................8
Forming........................................................................................................................................9
Storming......................................................................................................................................9
Norming.......................................................................................................................................9
Performing...................................................................................................................................9
Situation handling............................................................................................................................9
1. Recognition of Conflict........................................................................................................9

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2. Proactive.............................................................................................................................10
3. Active Listening..................................................................................................................10
4. Remain calm.......................................................................................................................10
5. Defining the problem..........................................................................................................10
6. Seeking a solution...............................................................................................................10
Conclusion.....................................................................................................................................10
Bibliography..................................................................................................................................11

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Introduction
This report is based on a developing healthcare organization which basically focuses on
mission statement, values of organization, organizational chart, characteristics and attributes of a
nurse leader, strategies for the empowerment of staff members, function of a team, plans for
effective functioning of team, situational based study of the team handling in a healthcare
organization. As per Ferlie and Shortell, healthcare organizations are categorized into four
“nested levels”: the individual patient, the professional healthcare providers, the organization and
the political and economic atmosphere (S Desmidt, 2011). Furthermore, healthcare organizations
must develop nonpunitive atmosphere and systems which report errors and incidents within their
administrations. Therefore, while developing a healthcare organization, the main focus is to
develop a healthcare organization which is safe and secured for the patients and professionals as
well. Additionally, while developing the goal is to improve health equity, patient centered
service delivery, promotion and protection of community health in rural areas, leadership
reforms to create health authorities more dependable.
Mission statement and values of healthcare organization
First of all, I am developing a Remote Rural health clinic which will be named as Cosmos
Health Clinic. The mission statement for the Remote rural clinic is the achievement of full and
positive benefits of science, schooling, preparation and support of for all rural and remote
inhabitants. The mission of Cosmos Health clinic is to attain optimal fitness and health of rural
and remote inhabitants by:

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 Advocate safeguarding obtainability of health for rural and remote inhabitants and the
equivalence of upkeep with physical fitness facilities.
 Improvement of staffing, retaining, circulation and specialized provisions of authorities to
safeguard the competence of admission to healthcare facilities for rural and remote
inhabitants.
 Dissemination of evidence grounded health practices at public levels that address the high
occurrence and single features of health matters in all rural groups.
 Encouragement of cooperative and interprofessional representations of maintenance that
may comprise outdated and non-traditional curative performs, for the reduction of
healthcare stigma and to encounter the assorted inclusive and verbal requirements of rural
and remote inhabitants, regarding diverse and interconnecting individualities.
 Promotion and participation in technical inventions in health care providers for the
improvement of access and facilitation of consultation facilities for the increment of
preparation occasions, for rural and remote workers and customers.
 Encouragement of state, territorial and provincial initiative for the acquirement of
perspective authority for proper trained professionals for the delivery of full range
healthcare for the rural and remote populations (S Braun, 2012).
 Contribution towards a philosophy of civil and competence which holds dominant to the
defence and security of human civil privileges.
The values of Remote rural health clinic are:
 Health and community requirement of embattled groups lead instruction guiding,
investigation and facility programmes.
 Students are employed from the groups with the utmost health care requirements.

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 Packages are situated inside or nearby immediacy to the groups.
 Learning rakes place in the public as an alternative of mostly in campus and hospital
surroundings.
 The program assimilates elementary and scientific sciences with inhabitant’s health and
social skills, and early scientific interaction increase the significance and worth of
theoretic knowledge.
 Educational practices are student centered, problematic and facility based on maintained
by information knowledge (FPR Perera, 2012).

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Organizational chart of the healthcare system
Board of Directors
General
Physician A
(clinical services,
personnel)
General Physician
B (Practice
Doctor)
General
Physician C
(Finance)
Practice Manager
Medical
Assistances
Nurse Manager
(head)
Front Desk
Receptionist
Care
Coordinator
Care Team
Leader Charge Nurse Nurse SNA/CNA

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The organizational chart is designed for Cosmos Healthcare clinic which is a Remote rural
healthcare organization. The referred organizational chart is used for small general physician
preparations which are directed by a solo general physician. The general physician will look in
practice operation as a whole, meanwhile, the Practice manager will deal with day to day
administrate purposes of the practice. Furthermore, larger general physicians can form a
Policymaking committee which will supervise the Practice Manager as well as the operational
and non-clinical operations to the rural and remote clinic. Advantage of this organization
structure is sharing of decision making specialist. Each general physician will be assigned with a
organization part such as economics, clinical services and will meet with Board of Directors and
Practice manager who will further accomplish the preparation which will be grounded on the
executive decision and policy making (SL Ting, 2011).
Furthermore, the clinic will have six intensive care units such as trauma and life support,
cardiac, burn, pediatric, cardiothoracic, neurosurgery which will serve the patients from all over
the rural and remote areas. The main objective is to promote health without compromising
through services, science, scholarship and social responsibility. Moving ahead, Board of
Directors, General Physicians along with Practice Manager will be responsible for the senior
leadership of nursing and patient services for care like quality, regulation of compliance, labor
relations, planning of facilities, innovational practice, research, operations support, information,
respiratory therapy, clinical nutrition, development and education. Since, the healthcare
organization which we are developing is large; therefore, the Registered nurses will be employed
as service directors as well who will oversee the particular service in their work areas. Further,
the nurse manager (head of the nursing unit) will oversees overall aspects of their unit, like
staffing and daily operations of the units. The charge nurse will be a Registered Nurse who will

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manage the immediate functioning of the unit which will be further promoted as a Care Team
Leader. The Nurse will be responsible for patient care directly, management of cases and
situations and most importantly patient advocacy. Furthermore, SNA (Student Nurse Assistant)
and CNA (Certified Nurse Assistant) will be assigned for taking vitals, bathing and other
requirements (R Thakur, 2012).
Roles of a Nurse Manager
I am employing myself as a Nurse Manager who is the head of nursing unit. The role of
nurse manager is not expected to not only make vital decisions but also assist the patient in care
and carry out responsibilities like (J Casida, 2011):
 Staff Management
 Treatment Planning
 Budgeting
 Discharge Planning
 Development of Educational Plans
 Case Management
 Recruitment
 Scheduling
 Mentoring
 Records Management
Nurse Manager requires strong communication and leadership skills. They should know the
management of resources, meeting the objective and goals. They should be work as an effective
leader who can maintain a balance between nursing staff and healthcare service administrators.

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Nurse Manager works with the staff for the implementation of required changes for the
improvement patient health and safety results. Nurse Manager also supports in the
implementation of regulation guidelines for patient security and safety which are amended by
state and federal agencies. Furthermore, Nurse Manager also ensures that the staffs are educated
as per care standards (J Titzer, 2013). Consecutively, Nurse Managers leads unit staff of nurse
for the prevention of patient harm, empowers other nurses.
Traits of a successful Nurse Manager
Employed as a nurse manager needs services further than clinical care. The role required
organization assistances, business acumen, planning and leadership qualities, interpersonal and
communication skills are also vital (JE Zwink, 2013). Nurse Managers should be capable to
build solid connections with all staff nurses as well with patient to build cohesiveness.
The major characters of a positive Nurse Manager are:
 Advocacy - Advocating staff for the insurance of a safe and a reasonable working
atmosphere.
 Participation- Nurse Manager should balance with patient care as well.
 Mentoring- Encouragement, mentorship, and empowerment are strengths of a successful
nurse manager.
 Maturity- Nurse Managers should meet the conflicts and work through it without any
partiality.
 Professionalism- Honesty, ethics and integrity are the basic signs of professionalism and
all Nurse Managers should develop it.

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 Supportive- Nurse Managers do not customize the bar of expectations unreasoningly
high. Meanwhile, the uses the helpful reassurance to encounter employees for the
achievement. Basically, they mentor and coach.
Strategies for the empowerment of staff members
Nurse Managers plays important roles in the creation of an empowered work environment for
their team members. Empowerment may be well-defined as the skill to get things completed and
comprises the capability to mobilize resource and provide support, opportunities and knowledge
(Lashley, 2016).
Furthermore, five strategies to empower staff members are:
Maximizing the strengths
Nurse Managers should develop the understanding that every staff member has strengths
and weaknesses. Effective coaching is required; however, Nurse Managers should understand
that people don’t change. Authors of book “First Break all the Rules” by Buckingham and
Coffman stated that “People don’t change that much. Don’t waste time trying to put in what was
left out. Try to draw out what was left in. That is hard enough”. Nurse Managers with this
perspective should focus on the strengths of the employees and tries to enhance their skills
(Tengland, 2012).
Fitting into the working organization
Key element in the formation of a strong sense of community is a mutual vision between
team member in the objective of work and common ethics. For the creation of sense of

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community, Nurse Managers need to coach the nurses and staff members (Yoganathan, 2019).
Hence, this is the only procedure to create enthusiasm and engagement at work.
Motivating the poor performing nurses
It is said that it is easy to be a great coach when things are going and the performance is
at highest ability. However, the leader or a manager is particularly examined when the team or a
team member performing poor. Whenever Nurse Manager observes poor performance, manager
should take action within a timely manner (Chan & Lam, 2011). Therefore, in this situation,
Nurse Managers should positively coach and motivate the team member with advices,
suggestions and initiation of action plan.
Reward programs
Nurse Managers as coach reflects that they actually understand the worth of team
members and nurses. Comprehensively, nurses needs to know about their working skills and
actual contribution to the success in a meaningful manner (Chant, 2016). Nurse Managers should
build strong team and create an environment which supports collaboration and trust.
Teach, develop and train
Nurse Managers should look for opportunities and the development of skills and
specialization at working levels. Specialization is a desire for the improvement. Nurse Managers
should develop opportunities to learn, practice and make mistakes.
Functioning of team
Healthcare professional serves patients not as individual services providers but as a team. The
team includes, nurses, physicians and specialists. Basically, every specialist works together