Crisis and Risk Management Report - Christchurch Health Centre

This report examines a crisis that occurred at the New Horizon Health Centre in Christchurch, New Zealand. The report details how the healthcare center, known for its good work culture and patient care, dealt with an internal crisis triggered by the actions of its CEO. A SWOT analysis is presented to assess the organization's strengths, weaknesses, opportunities, and threats, highlighting its brand value, qualified staff, and infrastructure. The crisis stemmed from the termination of an employee and subsequent employee dissatisfaction, leading to a campaign against the CEO. The management's strategy involved allowing the situation to de-escalate, enabling employees to re-evaluate the situation, and ultimately resolving the issue. The report emphasizes the importance of effective leadership and employee relations in overcoming organizational challenges and maintaining the organization's reputation. The management's decision to allow the employees to reach their own conclusions proved successful, leading to the resolution of the crisis and the preservation of the organization's stability.

Running head: CRISIS AND RISK MANAGEMENT
Crisis and Risk management
Name of the Student
Name of the University
Author note

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Executive summary
The purpose of this report is to address an issue that occurred in a health centre and how the
management dealt with that issue and how they resolved it showing great patience. A
S.W.O.T analysis is done to determine the condition of the organization and it is shown hoe
the managerial body of the organization overcame the internal huddle they were facing.

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Table of Contents
Introduction................................................................................................................................4
Case study..................................................................................................................................4
Strengths of the organization.....................................................................................................4
Weaknesses of the organization.................................................................................................5
Opportunities..............................................................................................................................5
Threats........................................................................................................................................5
Present condition........................................................................................................................6
Conclusion..................................................................................................................................6
References..................................................................................................................................7

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Introduction
The purpose of this report is to shed light on the issue that an organization has dealt
for a long period and it is seen how they overcome the situation. It is a matter of fact that the
Healthcare faced various problems regarding the termination of an employee and the other
consequent issues.
Case study
A reputed health centre named New Horizon is one of the leading privet healthcare
centres in town of Christchurch in New Zealand (Saragoza & White, 2016). It is seen that the
organization was experiencing good work culture and profitability. They were one of the
leading health organizations due to their perfection in treating patients in lower costs and they
did not compromise with the quality of their service. Recently a huge disruption among the
workers is seen due to some inappropriate behaviour of the C.E.O of the organization. Thus,
a S.W.O.T analysis is shown below to determine the productivity and the profitability of the
organization (Linsley, 2016).
Strengths of the organization
New Horizon Health centre of Christchurch has a huge brand value, as they were one
of the leading health care organizations in town. They achieved their good will by providing
services to the patients beyond their expectation and in very low cost. The general employees
of the organizations are highly qualified and they know their jobs and some employees are
the best persons to fit in those posts (Iqbal, 2014).

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Weaknesses of the organization
The organization has no such weak points those are to be discussed apart from the fact
that when some good doctors or nurses retire they have shown some inability to fill in the gap
quickly. Apart from the organization have no major weaknesses (Pourshaikhian et al., 2016).
Opportunities
The organization New Horizon has a great opportunity to excel in healthcare field, as
they have the best facilities in town that a health organization must have. Along with that, the
organization has highly skilled doctors and medical staffs who provide the best medical
supports to the patients. Not only that, the grand infrastructure of the organization allows
New Horizon to climb up the leader of success.
Threats
The health centre’s president and the C.E.O has earned the trust of the workforce
easily but the C.E.O of the organization has established three employee advisory panels to
sought suggestions and she in fact walked up to the staffs to ask whether they are
experiencing any problems or not (Edwards, Beck & Lim, 2014). Quite unfortunately, an In-
house staff of the organization had various difficulties to meet up the high standards set by
the C.E.O and ultimately he was terminated. That caused a huge disruption among the staffs
of the organization and the staffs seeking the termination of the C.E.O. conducted even a
campaign. Eventually, the C.E.O was told to take a leave and the board of directors arranged
a meeting regarding this issue. While the investigation was processing almost 70 % of the
employees realised that the C.E.O of the organization set the higher standards only for the
betterment of the organization and they arranged a counter rally supporting her (Aremu et al.,
2015). The investigation was ended sooner than expected as the majority of the workers
supported her. The trick played by the management was that they made the C.E.O disappear

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for a few days and that made the agitated employees to work and that made sure that the
organization serves the patients like before (Herbane, 2013). Thus, the management ensured
that the reputation of the organization does not get affected and they eventually resolved the
issue. It is a matter of fact that the management let the situation to cool down for a few days
and let the employees to re-evaluate the situation and astonishingly they got the result (Braun,
2015).
Present condition
After the investigation was done, it was seen that the condition of the employees
became as good as it were before and it became clear that all the problems occurred due to
the rallying some likeminded people for an individual’s own benefits. Eventually the people
he gathered by misleading them understood the main issue and took the side of the C.E.O of
the organization who actually did many things for the benefit of the organization as well as
for the employees of the organization.
Conclusion
It is a matter of fact that the management of the organization let the employees to take
the decision themselves and that made the situation very easy for the management. The
management certainly did not want to lose the efficient C.E.O of the organization who
excelled in every aspect. It is a matter of fact that after a few days the employees themselves
realized that the C.E.O did everything for the betterment of the organization as well as the
staffs and thus the agitation cooled down after a few days.

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References
Braun, B. (2015). Preparedness, crisis management and policy change: The euro area at the
critical juncture of 2008–2013. The British Journal of Politics and International
Relations, 17(3), 419-441.
Herbane, B. (2013). Exploring crisis management in UK small‐and medium‐sized
enterprises. Journal of Contingencies and Crisis Management, 21(2), 82-95.
Iqbal, S. M. J. (2014). Stress, Depression and Organizational Workplace. Asian Journal of
Social Sciences and Management Studies, 1(2), 35-39.
Linsley, P. (2016). Violence and aggression in the workplace: a practical guide for all
healthcare staff. CRC Press.
Pourshaikhian, M., Khorasani-Zavareh, D., Gorji, H. A., Aryankhesal, A., & Barati, A.
(2016). Workplace violence process against emergency medical services staffs: a
grounded theory. Global journal of health science, 8(12), 213.
Saragoza, P., & White, S. G. (2016). Workplace Violence. Psychiatric Clinics, 39(4), 599-
610.