Strategic HRM at the Mayo Clinic: Case Study Comparison

This case study analyzes the strategic human resource management (HRM) practices at the Mayo Clinic, a leading healthcare organization, and compares them with those of the Claremont Clinic. The study examines the relevant strategic HRM deployments at Mayo Clinic, emphasizing the importance of teamwork, employee recruitment, and strategic rewards in fostering a patient-centric culture. It also compares the HRM strategies of both clinics, including continuous improvement and reward policies. Furthermore, the assignment provides recommendations for enhancing HRM practices, addressing challenges in implementation, and identifying challenges and their management. The analysis highlights the significance of employee satisfaction, strategic rewards, and a committed workforce in achieving organizational goals within the healthcare sector. The conclusion summarizes key findings and recommendations for effective HRM strategies.

Strategic HRM at the Mayo
Clinic: A Case study

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Relevant strategic HRM deployment used by Mayo Clinic in the case study.......................1
Explain Human Resource Management and Compare HRM strategies of Claremont with
Mayo clinic.............................................................................................................................3
Recommendations of measures that are effective in raising level of HRM...........................6
Identify the challenges for implementing recommendations and their management...........10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Strategic HRM is an approach for managing human resources that supports long term
business growth and goals with the strategic framework. The human resource components
includes discipline, hiring and payroll which involves working with employees in collaborative
manner which encourage retention, maintaining or improving the quality of working experience
and reduces the mutual benefits of employment for both workers or employers (Peloquin, 2011).
The strategy term can be used in current period of time. HRM strategy help in making decision
for describing appropriate vision, mission and long and short term objectives. The report is based
on Claremont Clinic which deliver primary care in local areas of United kingdom to the people.
On the other hand, this assignment will also cover case of Mayo clinic in which HR
strategies, challenges and action plan will be included and compared with local clinic of UK like
Claremont clinic in appropriate manner. The main purpose of this project is to analyse the case
study in detailed manner and also compare the HR strategies of Mayo clinic with Claremont
clinic. After that, required to give recommendation for some measures and action plans to the
local clinic. Identify the major challenges of local clinic and how these challenges will be
managed in better manner.
MAIN BODY
Relevant strategic HRM deployment used by Mayo Clinic in the case study
According to the given case of Mayo clinic, it has been discussed in simple manner and
also analyse effective HRM strategy which can be deployed by them for giving proper care to the
patients. Mayo clinic is the largest combined non-profit organization in all over the world. There
are various doctors who are working in this for specifically care of their patients and their main
philosophy is that “the needs of the patient come first”. In addition to this, there are around more
than 3300 physicians, researchers and 46000 allied health care workers (Turner, 2018). For
many years, Mayo clinic has ranked top most list of medical institutions in all over the world.
Mayo has faced various issues and challenges which occurs in the firm and some components are
related to its culture and historic success and growth. On the other hand, HR team play an
important role in developing and maintaining culture within effective teamwork. It includes
training and development, employees recruitment and selection, benefits and compensation and
1

performance management which are major key aspects where human resource strategies need to
develop and reinforce Mayo's model of Patient care.
The mission of Mayo clinic is “to provide best care to every patient day through clinical
education, research and practice” which they are follow for fulfilling all desires of their patients
in better manner. The premises of teamwork has maintaining with culture and subsequently
human resource management (HRM) strategies which can be designed for improving the value.
The role of human resource management is playing an essential role in making stronger and
relevance functions in effective way. The Mayo clinic name is very famous in the American
medicine (Hall, Emery and Power, 2012). Mayo clinic patients make the stand for improving
health care centers which provide effective care to the patient and help them in dealing with their
diseases. There are various challenges and issues which are faced by human resource
management in an organization. In health care sector, they required to grow more effective
treatment methods and focus on health care costs which are necessary for maintaining strategies
in hospitals, clinic and practices groups. Mayo faces the prospect which help in enhancing
demand for services or facilities in giving case study. Along with this, Mayo HR team is
entrusted with roles and responsibilities for managing and maintaining effective culture within an
enterprise. Mayo core beliefs, value and norms have excellence and various generation of
employees. As per the case study, the challenges or issues of country involves economic
recession, decline availability of medical professional and using of specific performance and
measure betterment, developing such changes or alterations which became complex.
Relevant strategic HRM deployment by Mayo clinic:
Mayo clinic is the largest organisation which help in providing proper care to the
patients. The best suitable HRM strategies of Mayo clinic is to develop teams and culture of
teamwork in which they are maintaining effective team coordination which help in proper care of
patients in better manner (Rao, 2017). With the help of this HRM strategy, this clinic mainly
responsible for solving issues or problems which occurs in the organisation. As per the case
study, if cultural value does not work in this fashion so they should alter it effectively. Mayo
clinic system has became well known for usage of multidisciplinary to caring their patients and
identifying all new treatment and protocols. Also they are using or deploying employee
recruitment and selection strategy which help them in hiring new staff members who are capable
for dealing with all patients problems in effective manner.
2

Strategic rewards: The mayo clinic has an effective strategy of providing an appropriate
compensation by an efficient system of calculating remuneration of employees. It will motivate
them to conduit their treatment activities in correct manner to solve health issues of patients. By
applying an accurate method of providing better salaries to staff members is helpful to promote
team work which is very essential in medical profession.
High committed work force: The Mayo clinic implement deliberate efforts to establish
team work spirit and concentrate on employee well-being, minimal incentive-based
compensation, and providing a great work environment. It will facilitate to maintain better
cooperation as well as coordination between employees that is supportive to conduct procedure
of treatment properly along with generating desired results.
Explain Human Resource Management and Compare HRM strategies of Claremont with Mayo
clinic
Human resource management in Claremont clinic:
Human resource management is the procedure of hiring, recruiting and developing
workers so they are useful for both their particular sector of doing work. This process involves
selection, recruitment and training and evaluation of employees, analyzing their job role,
interacting with their staff as well as patients in the hospital. HRM play an essential role in the
hospital industry where they require to managing all patients and their staff members issues
which occurs in the Claremont clinic. In Claremont clinic, human resource management is very
important for managing and maintaining all functions or activities of an enterprise in a better
way. Along with this, the significance of HRM does not get emphasized with effective execution
of health care sector (Anasagasti and et. al., 2013). There are large number of people who
manage and improve their clinic functions in better manner. In human resource, anything should
be solved in proper manner which is very important and valuable asset for firm as well as their
staff members.
In the Claremont clinic, the HRM strategy will be followed effectively so that they can
easily gain high income and profitability. The current status of human resource management in
hospital is to hire and fire any staff members and only focus on patient's health. They require to
make effective strategies and policies which should be followed by all employees and if any one
has issues regarding this then they can compliant about this in better way. In Claremont clinic,
human resource manager's duty is to select right employee who will be performing all job duties
3

or roles in proper manner and also care their patents regarding their dangerous diseases. They
need to identify desired staff who can personify the goals and value of specific services. In
addition to this, human resource management is the major key factor which come for
maintaining appropriate services, attracting skilled employees and promoting a positive
environment, professional status and safety workplace. The human resource management is the
key aspect which help in conducting diagnosing method properly that satisfy their patients. It
will directly impact on facility financial health and its community profile.
Human resource management is that approach which mainly effect on management of an
enterprise so that this will assist business gain a competitive advantages. In Claremont clinic,
HRM design for increasing employees performance which help in getting desired goals and
objectives in proper manner. They mainly concentrate on healthcare clinic policies, strategies
and system of the hospital. This will also gain advantages regarding employees training,
recruitment, designing and developing performance appraisal. Human resource management is
also concerned with organizational change and administration relationship along with patients
and provide them better services or care. The clinic's main motive is to achieve desired targets
and goals in proper manner. In this clinic, human resource capital mainly focus on executing
effective policies and strategies for generating high growth within an organization. There are
various roles and responsibility of HRM for getting higher growth and success. Claremont's
clinic has developed different strategies and policies for formulating business operations and its
functions in proper manner. Such roles includes providing training and development, retention,
making effective policies and procedures, employees protection, giving appropriate
compensation to their staff members for care to the hospital patients.
Comparison of HRM strategies between Claremont clinic and Mayo clinic:
HRM strategy is also called as human resource management strategies where
organisation plan for managing people, structure, culture and training and development for
evaluating the people growth in the organisation in better manner. This type of strategy is one of
the output of strategic management in the sector of human resources administration. Along with
this, it is that strategy which help in directing the behavior and action which initiate by people
and their whole development program with the need of an enterprise. Mayo clinic and Claremont
clinic discuss the comparison with HRM strategies for recognizing current policies and
4

procedure of an organisation. There are various strategies which can be used by both clinics and
after that compare these with each other which are described as follows:
Continuous improvement – In Claremont clinic, continuous improvement strategy is used for
improving their regular services and facilities in better manner. To use it in an easy way, but
perseverance and persistence are required, betterment take more time, and small modification
necessary for managing whole time. Continuous improvement strategy is manly used in
Claremont clinic so this will help in providing better outcomes and results while implementing
specific strategies or policies.
For using this, the hospital find that they are capable for maintaining work space which
are organized and clean, promoting business functions, improving or increasing level of
productivity in effective manner (Bowers, 2015). According to the case study, Mayo's clinic is
maintaining and building highly committed workplace within an organisation. They are also
maintaining continuous improvement for long term benefits and also focus on employee's well
being, less incentive based compensation and developing great work environment. They need to
make regular improvement and development which increase turnover rate around 5%. they also
using this strategy for serve best patient care to all patients. This will help in making effective
recruitment efforts with adopting retention strategy in achieving best employees. As compare to
the Claremont clinic, Mayo's clinic mainly focus on ensuring employees satisfaction. This will
also help in getting effective results or outcomes properly.
Reward policies – It is that strategy which can be used by Claremont clinic for
motivating their employees for achieving desired targets and goals in proper manner. This
reward policy define the necessary behaviour of the sales team and encourage them towards
reaching with potential results or outcomes. Reward policy is mainly concerned with
development and execution of strategies or policies which major motive is to giving reward
people in fair manner, consistently and equality within an enterprise. The Claremont clinic using
this policy for motivating their staff member so that they develop their willingness to care for
their hospital patients (Dizaho, Salleh and Abdullah, 2017).
As per the case study, Mayo's clinic also used this reward strategy which can lead
towards gaining organizational competitiveness and getting higher level of profitability. In this,
they will assist in encouraging their staff members for providing best suitable medicines which
help them in improving diseases with rapidly. As compared to Claremont clinic, Mayo's clinic
5

giving reward to their employees on the basis of their performance and Claremont providing
reward on the basis of behaviour or attitude remain with the patients. In addition to this,
employees are giving certain comprehensive advantages programs which includes dental,
medical, defined welfare pension plan, tuition compensation and other retirement alternatives.
Teamwork – In Claremont clinic, teamwork is very important for achieving desired goals
and targets and also complete specific work in given time period. This will help them in
enhancing their employees practices for coordination and collaboration it to expanding its roles
and making appropriate decision in better manner. The teamwork strategy is that strategy which
maintaining and coordinating their employees for reaching with set goals and targets. With the
help of teamwork, the employees are providing proper health care services to the clinic patients
effectively (Krarup And et. al., 2013). Different benefits of teamwork such as developing better
working environment, rapid communication, desired goals and targets and so more. On the other
hand, Mayo's clinic is following specific culture while conducting teamwork so that their
employees can easily provide care to the patients. As per the case study, Mayo's clinic are using
teamwork strategy which help in solving major issues or problems regarding patients health care
in the clinic. They are mainly focusing on gaining attention of large number of people towards
their culture and teamwork system so that they can achieving desired goals and targets in better
manner. Mayo's enjoy and taking benefits in which teamwork is the absolute rules and
regulations. As compared to each other, Claremont clinic required to maintaining teamwork for
motivating their employees regarding health care and on the other hand, Mayo clinic main
motive is provide proper care services to their patients for maintaining culture in teamwork.
Recruitment and selection – Strategic management involves selective employment and
specific procedure of business activities and functions in all over the business organisation such
as recruitment and selection strategy or process. The Claremont clinic also using such
recruitment and selection strategy for hiring skilled and experienced employees who are doing
work for effectively care of their patients. They are mainly select those staff member who have
high level of skill and talent for proper care of their hospital patients. As per the case study,
recruitment and selection of employees is fast increasing in developing company capabilities fr
make sure in surviving within the healthy environment (Otobo, 2015). Mayo's clinic need to
adopt this recruitment and selection strategy for hiring appropriate candidate who have ability to
deal with all type of patients. In this case study, it is one of the most important factor of HR
6

function for selecting the right employee. As compared to this, mayo mainly using value based
hiring and look for team player which have ability to advance in an enterprise, manage
ambiguity. In Mayo's clinic, leaders are hiring new employees who have strong, loyal and
capability to deal with manager of hospital. As Mayo mainly deal with current sector and certain
economic challenges where HR faces regular issues or problems regarding recruitment and
retaining of employees skills and experience in proper manner. Mayo's clinic operate various HR
functions and activities should continuously analyse innovative ways for recruit in order for
achieving talented professionals.
Recommendations of measures that are effective in raising level of HRM
The health care organisation has great responsibility to conduct their treatment practices
while solving relevant problems of people. Human resource of every company should be much
efficient as per their skills or abilities that are helpful to carry out required activities in correct
manner to get desired results (Ho Voon and et. al., 2014). It is necessary to manage work force of
an enterprise by providing an appropriate working culture to facilitate team work properly for
achieving several strategic objectives successfully. In health care industry, it is very essential to
hire right employees through carefully analysing required capabilities of a person so that they
can fulfil their roles in more accurate way. There are is chance of taking rusk in health care
sector because it is case of someone's life and single wrong step or minor mistake may leading to
death of the patient. Now, Claremont Clinic is kind of medical institution that provides primary
care for people of Forest Gate and surrounding areas and other health care services to sort out
different related issues of individuals. Human resource management is an important for carrying
out institution in correct direction to complete setted gaols or objectives successfully. There are
various kinds of methods or techniques that provide support to boost up effectiveness of HRM in
an organisation. Hence, it will facilitate to conduct required procedures in correct manner to get
desired outcomes.
The Claremont Clinic has recommended to observe and analyse several practices that are
helpful to improve level of HRM which results into better profits (Al-Qaisi And et. al., 2017).
Some of methods are suggested to this organisation that is given below:
Modify recruitment and selection: This refers to select more suitable or beneficial
method of recruitment and selection as per required skills of vacant position in an health care
firm. There are different kinds of methods of hiring such as internal, external and third party that
7

can be utilised by companies to hire correct candidate for right position. It is mandatory to select
an appropriate person for specific designation so that they become capable to conduct several
roles of hospital properly. For example, a specialised position like gynaecology requires a
medical professional of having specialist degree or experienced of that particular field. The
Claremont Clinic is recommended to utilise more suitable recruitment technique as per
requirements of vacant designations which facilitate to carried out required medical activities in
correct manner.
(Source: Human Resource Management, 2018)
Performance measurement through defined outcomes: The performance measurement
of staff members is an important tasks of HR team to an enterprise. It is necessary to determine
need of improvement in skills of employees which are required for completing desired gaols or
objectives of an organisation. It includes to first set standards of performance and them measure
actual working of employees to calculate gap between both of them. It will help in identifying
threats of performance then put an appropriate efforts to boost up working of staff members to
fulfil targets successfully (Bergin and Savage, 2011). This factor is supportive to determine
requirements of training and development programs in an enterprise. It is suggested to Claremont
Clinic to observe and analyse performance of all medical professionals working over there to
8
Illustration 1: Human Resource
Management, 2018

conduct desired events for boosting up their efficiencies so that they will provide an appropriate
treatment to patients for solving health issues properly.
Performance improvement by training events: This can be described as to conduct
regular evaluation of requirements for learning events that provide support to boost up skills or
abilities of staff members in an appropriate way. It is really beneficial for companies to carrying
out more effective as well as efficient training and development programs. Conducting better
learning or educational events are helpful to improve knowledge or employees and working
efficiency that render support conduct diagnosing procedures in correct manner to sort out health
issues of patients in proper way (Van Fleet and Peterson, 2016). It will facilitate to achieve
satisfaction of people and build better brand image of hospital in this industry. This method is
recommended to Claremont Clinic to focus on training or learning procedures to develop skills
of doctors, nurses and ward boys. Medical field requires more elaborated knowledge because it
improve effectiveness of diagnosing process.
Individual performance review (IPR): The term individual performance review refers
to observe, analyse and evaluate an actual working of staff members in proper manner. It is
helpful in determining threats of every individual and provide information about issues of
performance to them along with techniques to overcome with the same. It is necessary to
motivate people by providing the rewards, bonus, incentives etc. and appreciate better working
of employees so that they will improve their productivity on regular basis. The performance
appraisal is important to make people encouraged towards their work and boost up loyalty for
company as well. It is suggested to Claremont Clinic to conduct monitoring activities to identify
individual efficiencies with daily outcomes and render feedback to people about their working
through encouraging them to reduce issues to satisfy demand of patients in an accurate manner.
Reward, recognition and talent management: This refers to observe and analyse
performance of staff members for carrying out motivational events such as rewards, bonuses and
incentives for better productivity. It is mandatory to evaluate actual working and dedication of
workers to select most desired individuals to render awards to them for their extra efforts for
company (Bardhan and Thouin, 2013). Talent management of health care organisation is
essential to be done in an accurate way so that they can complete their expectations properly.
Several nurses or doctor specialists are should be appointed for different tasks like dental,
surgical and other fields as per their effective knowledge or experience. It is recommended to
9

Claremont Clinic hire an appropriate individuals for different designation by thoroughly
analysing skills or abilities that are required to fulfil roles of specific position. This will helps to
conduct several treating procedures in more effective as well as efficient manner to solve health
issues of patients to satisfy their needs.
Compensation and remuneration: This can be described about salaries, wages,
incentives and other benefits that are provided by company to employees as per legal rule. It is
necessary to measure an accurate remuneration of every workers according to their working on
regular basis by analysing quality as well as productivity of them. The firm is requited to make
sure that people are satisfied or not from their rate of compensation as per their efforts or
designation and solve their relevant issues mediately. Thus, it will facilitate to gain loyalty of
staff members who are working in Claremont Clinic and perform their tasks properly to sort out
health issues of people in correct manner (Palumbo and et. al., 2018).
There above mentioned strategies are helpful to improve effectiveness of human resource
management in health organisation to manage work force in an appropriate way. There are
various kinds of activities that should be allocated to staff members according to their field of
expertise so that treatment activities can be carried out in effective way to sort out health
problems of patients properly.
An action plan: This is a kind of method including several effective steps that are
essential to boost up level of HRM practices and improve efficiencies of work force properly. It
involves basically four pillars that should be focussed by Claremont Clinic to increase
effectiveness of strategies of performing tasks to get desired productivity. Thus, such factors that
are intended to attract more workers to the health care organisation and facilitate different ways
of working are as follows:
 Making the Claremont Clinic a model employer
 Providing a model career through concept of the 'skills escalator'
 Improving staff morale
 Building people management abilities
Identify the challenges for implementing recommendations and their management
There are various kinds of changes or modifications which are required to be
implemented while applying the given recommendations in an organisation (Heidelbaugh,
2015). It is also observed that several kinds of problems are raised when any change is applied
10

which is essential to overcome with them for gaining required benefits from implementation of
new strategies or techniques. The important target is to first observe and analyse various
possibles issues and get prepared to solve them for applying fresh or innovative techniques
successfully to fulfil required targets. The Claremont Clinic can achieve better outcomes by
implementing suggested practices to increase level of HRM practices for achieving objectives to
care for patients properly. Some of challenges that may faced by health institution is given
below:
Lack of employee involvement: This can be described as a rigid behaviour and response
of staff members while applying any changes into present policies of HRM in organisation.
People have an unique nature that includes factor of become stuck to current techniques and they
are used to them (von Eiff, 2015). This nature of staff members become a huge challenge to
implement modification for boosting up effectiveness of HRM strategies to fulfil desired gaols
successfully. Lack of employee involvement results into more objections for applying new
policies in Claremont Clinic.
Lack of knowledge: The term lack of knowledge refers to provide proper information
about particular and innovative strategy because lack of proper knowledge also creates issues for
implementation of new techniques. It is necessary to render an appropriate knowledge about
specific policy along with its benefits to staff members that make them convinced to accept
modifications in present system easily. Hence, the tasks of applying new HRM practices can be
applied immediately without facing any barriers that facilitate to gain desired profits. Now,
Claremont Clinic is required to convey an accurate information about forthcoming strategy of
HRM so that people have time to understand the same properly. It will provide support to
implement innovative practices in correct way and easily accepted by employees.
Lack of communication: This can be described as to conduct more effective as well as
efficient communication between top level management to all people working at different stages
in an organisation. It is necessary to render actual and accurate information about particular
strategy with its benefits to employees so that they will make an appropriate perception for new
technique and adopt the same properly. It is required for carrying out conversation of high
authority to other employees of Claremont Clinic for specific innovative treatment method so
that medical professionals will accept that to render more effective service to patients (Sung,
Mayo and Witting, 2018).
11

Organisation complexity: The structure of organisation is also critical factor that
becomes a challenge to apply some change in present strategies. It is more difficult to first
analyse the ways to fit new concepts into current complexities of systems that are already
existing in health institution. Simple structure of an enterprise is better to apply fresh ideas easily
to conduct diagnosing activities properly. Claremont Clinic is required to have simplex
organisational culture that facilitate to adopt innovative HRM practices in comfortable manner to
improve efficiencies of health institution.
Inappropriate planning: The planning of every tasks is mandatory as it provides correct
direction to put an appropriate efforts and helps to conduct required activities properly. Building
an effective plan of action is essential to follow right steps in correct sequence that facilitate to
complete setted targets or objectives in given period of time with desired results (Peloquin,
2011). The Claremont Clinic is necessarily make an accurate planning for applying new efficient
techniques to boost up level of HRM practices which are helpful to carried out tasks with better
coordination as well as cooperation between employees to solve health issues of patients.
Legal regulations: There are various kinds of legal rules or norms which are made by
government authorities and mandatory to be followed by every organisation. Thus, ignoring
legislation is not correct in legal manner as it is essential to follow all legislation while
conducting business or providing any effective treatment to patient to solve health problems. It is
legally required to take permission of an individual that they want to take specific diagnosis or
not along with rendering actual information about the same (Anasagasti and et. al., 2013). Hence,
after taking approval from patient, medical professionals in Claremont Clinic have to conduct
treatment procedure in an appropriate way by putting efforts properly to sort out problem of
diseases successfully.
Management of challenges in Claremont Clinic
Challenges Management
Lack of employee involvement This challenge can be managed by involving staff members of
organisation and ask them for suggestions so that they feel
valuable and then try to understand requirements of
implementing fresh technique easily that facilitate to accept
new strategies in correct way.
12

Lack of knowledge The problem arises to adopt fresh strategy when employees are
not aware about specific innovative technique. It is important
to render an appropriate detailed information about specific
creative or beneficial policy to workers so that they that
provide support to apply the same properly for getting desired
profits.
Lack of communication This problem is arises when communication between high
authority people to all workers is incomplete or not appropriate
then employees are not able to understand the actual intension
of company to apply new innovative strategy to provide
benefits for them (Hilbert, Kurec and Lifshitz, 2017). It is
important to conduct an accurate conversation directly from
authorised person to all workers by some technological
equipments at single stroke to convey message for staff
members individuals. Hence, it will help to implement fresh
HRM policies in an enterprise.
Organisation complexity This is one of manor challenge as it creates difficulty to apply
new innovative HRM practices that can be reduced by making
more effective strategies which are suitable for present
organisational structure to apply them successfully.
Inappropriate planning Planning is very important for carrying out any kind of tasks or
procedures in correct direction to complete required targets
properly. Thus, it is essential to observe and analyse
requirements and then prepare more effective plan of action
and evaluate that twice to reduce threats of planning.
Legal regulations Different types of legal regulations cannot be avoided so that
they are required to be studied thoroughly and then apply any
creative strategy as well as policy in health organisation.
13

The above mentioned challenges may be faced by the given health organisation which is
usually arises and necessary to manage them in correct manner by implementing an appropriate
strategies properly (Caridà, Colurcio and Melia, 2014).
CONCLUSION
The above report had concluded that the term strategic HRM can be described as for
managing human resources that supporting long term business growth and goals with the
strategic framework. It is also observed that HRM strategy help in making decision for
describing appropriate vision, mission and long and short term objectives. Now, duty of human
resource management plays an essential responsibility in making stronger and relevance
functions in effective way. It is mandatory to manage staff members of an enterprise by
providing an appropriate working culture to facilitate to team work properly for achieving
several strategic objectives successfully. It is necessary to determine need of improvement in
skills of employees which are required for completing desired goals or objectives of an
organization. The important target is to first observe and analyze various possibles issues and get
prepared to solve them for applying fresh or innovative techniques successfully to fulfill required
targets.
14

REFERENCES
Books and journals
Vinnicombe, S. and et. al., 2013. Handbook of Research on Promoting Womenês Careers.
Edward Elgar Publishing.
Turner, P., 2018. Defining Talent in the Health Sector. In Talent Management in Healthcare (pp.
39-64). Palgrave Macmillan, Cham.
Hall, D., Emery, Y. and Power, M., 2012. HRM Adding Value. Contemporary Themes in
Strategic People Management: A Case-Based Approach, p.233.
Rao, M. S., 2017. Innovative tools and techniques to overcome HR challenges globally. Human
Resource Management International Digest. 25(7). pp.1-4.
Fottler, M. D. and et. al., 2015. 6. Human resources management. Handbook of Healthcare
Management, p.127.
Richins, S. M., 2018. Succession Planning in Non-Profit Healthcare Organizations. In
Succession Planning (pp. 49-61). Palgrave Macmillan, Cham.
Taylor, C. J. B. J., 2013. Parasol Kennels: innovative animal housing. Veterinary Business and
Enterprise E-Book: Theoretical Foundations and Practical Cases, p.163.
Durning, S. J. And et. al., 2013. How is clinical reasoning developed, maintained, and
objectively assessed? Views from expert internists and internal medicine interns.
Journal of Continuing Education in the Health Professions. 33(4). pp.215-223.
Bowers, S. P., 2015. Esophageal motility disorders. Surg Clin North Am. 95(3). pp.467-82.
Williams, E. S. and et. al., 2012. The effect of workplace health care worker stress and burnout
on patient outcomes. Handbook of human factors and ergonomics in health care and
patient safety. 2. pp.119-131.
Dizaho, E. K., Salleh, R. and Abdullah, A., 2017. Ascertaining the influence of task motivation
and constructive cognition of self-leadership on career development of women leaders.
Global Business and Management Research. 9(1s). p.439.
Krarup, A. L. And et. al., 2013. Nonspecific motility disorders, irritable esophagus, and chest
pain. Annals of the New York academy of sciences. 1300(1). pp.96-109.
Otobo, E., 2015. Comparison between physician managers and non-physician managers in
Healthcare Organizations: A systematic review of literature. Icahn School of Medicine
at Mount Sinai.
Ho Voon, B. and et. al., 2014. Developing a HospiSE scale for hospital service excellence.
International Journal of Quality & Reliability Management. 31(3). pp.261-280.
Al-Qaisi, M. T. And et. al., 2017. The clinical significance of hypercontractile peristalsis:
comparison of high-resolution manometric features, demographics, symptom
presentation, and response to therapy in patients with Jackhammer esophagus versus
Nutcracker esophagus. Diseases of the Esophagus. 30(12). pp.1-7.
Bergin, E. and Savage, C., 2011. Surviving multiple obligations through stimulation, autonomy,
and variation. Journal of health organization and management. 25(4). pp.455-468.
Van Fleet, D. D. and Peterson, T. O., 2016. Improving healthcare practice behaviors: An
exploratory study identifying effective and ineffective behaviors in healthcare.
International journal of health care quality assurance. 29(2). pp.141-161.
Bardhan, I. R. and Thouin, M. F., 2013. Health information technology and its impact on the
quality and cost of healthcare delivery. Decision Support Systems. 55(2). pp.438-449.
15

Palumbo, R. and et. al., 2018. Myth# 8: The Myth of Scale. In The Myths of Health Care (pp.
211-229). Springer, Cham.
Heidelbaugh, J. J., 2015. Gastrointestinal Diseases: A Multidisciplinary Approach, 1e (Clinics
Collections), E-Book. Elsevier Health Sciences.
von Eiff, W., 2015. International benchmarking and best practice management: in search of
health care and hospital excellence. In International Best Practices in Health Care
Management (pp. 223-252). Emerald Group Publishing Limited.
Sung, J., Mayo, N. and Witting, A. B., 2018. A Theoretical Investigation of Postmodern
Approaches Used in Medical Settings: Solution-Focused Brief Therapy. The Family
Journal, p.1066480718778527.
Peloquin, J., 2011. An investigative case study of human capital in mergers and acquisitions.
Walden University.
Anasagasti, A. and et. al., 2013. Genetic high throughput screening in Retinitis Pigmentosa based
on high resolution melting (HRM) analysis. Experimental eye research. 116, pp.386-
394.
Hilbert, T., Kurec, A. and Lifshitz, M. S., 2017. General concepts and administrative issues.
Henry's Clinical Diagnosis and Management by Laboratory Methods. 23rd edition.
Elsevier, p.2.
Caridà, A., Colurcio, M. and Melia, M., 2014. Rethinking and improving the health care service
through interactive web technologies. In Managing Consumer Services (pp. 191-210).
Springer, Cham.
Online
Human Resource Management. 2018. [Online]. Available through:
<https://www.locusassignments.com/solution/unit-22-hrm-motivational-theories-
assignment>
16