Introduction
In the contemporary world, organizations are experiencing rapid changes emanating from globalization and the advancement in technology. Different sectors including the health industry have to understand the fluctuations in the markets to meet the customers’ expectations. Changes within an organization comprise alterations in the structure, operation methods, strategic plans, technology, and corporate culture. The management of the organizations must meet the demands of all the stakeholders while maintaining continuous change that increases profitability and customer satisfaction. This project identifies four health organizations coupled with reviewing their vision, mission, and values. This paper will also discuss the differences, relationships, and propose changes to the organizations’ missions, visions, and values.
Selection of healthcare organizations
Massachusetts General Hospital, which is located in Boston, is among the leading health organizations in the US. The hospital’s mission is the commitment to a health care model that ensures maximum safety and efficient patients’ care through collaborating with all stakeholders including caregivers, patients, and professional health providers. The vision of the organization is to create an environment that lacks barriers, supports inquiry spirit, and encourages qualified workforce that focuses on the patients’ value. The vision of the patient care service demands the actions of nurses and the support staff to be guided by knowledge, skill, and compassion. The values include teamwork, compassion, respect, and excellence (Porter, Pabo, & Lee, 2013).
The New York Presbyterian Hospital’s mission is to give high quality and monetarily responsible healthcare services that satisfy the demands of the served communities. The four pillars of excellence, which include clinical quality, financial viability, service excellence, and technology, support the vision statement. The core values of the organization are respect, quality, teamwork, and integrity (Afghan, Shih, Chen, Kulidzhanov, & Sabbas, 2014).
The John Hopkins Health organization has a mission of improving the health of both the community and the world through ensuring standards of excellence in the areas of medical education, clinical care, and research. The vision is to extend the boundaries of medical discovery, transform health care by education, and establish hope for humanity. John Hopkins organizational values include excellence and development, leadership and integrity, diversity, inclusion, as well as respect and collegiality.
The UCLA Medical Center is a central health care organization in Los Angeles. The mission of the center is to deliver leading patient care and promote research and education. The vision of the organization is to heal humankind, attend to each patient at a given time, alleviate suffering, and offer acts of kindness to the clients. The core values include teamwork, excellence, discovery, integrity, and respect (O’Connor, 2014).
The differences in the organizations’ missions, visions, and values
The mission of the New York Presbyterian Hospital focuses on the quality and the cost of health care services provided to patients. The vision is distinguishable as it emphasizes the advancement of technology and increasing the standards of clinical services. The organization’s mission is different from those of other agencies by demanding services to be monetarily responsible. Patients are treated as a family and physicians maintain a cooperative atmosphere that is oriented towards restoring health without giving priority to the payments. The mission of the Massachusetts General Hospital underscores the role of partnership amongst health care teams while the vision postulates the significance of initiating a favorable environment that supports inquiry and competent workforce. The hospital’s mission stands out when compared to those of the other organization due to its emphasis on collaboration among the patients, caregivers, and physicians. Furthermore, the organization seeks to understand the patients’ social, psychological, environmental, and physical circumstances during health practices.
John Hopkins health care organization bears critical distinctions in its mission, vision, and core values. The mission seeks to improve health at the domestic and global levels, and the vision stipulates the means of investing in innovations, research, and education. Making discoveries is among the distinctions highlighted in the organization’s vision (Pronovost et al., 2013). John Hopkins hospital is renowned for its forefront position in making clinical innovation. The addition of leadership and inclusion of diversities in the statement of its core values marks a variation from other organizations. The cultural competency of the organization emanates from fostering the value of inclusion regardless of the religion, race, sexual orientation, or gender.
The UCLA Medical Center seeks to become the best in the provision of health care services by incorporating the element of research and extension of education. The vision of the organization is outstanding due to its emphasis on individualized treatment protocols that eliminate indigenous oncologic attendance of patients (O’Connor, 2014). In comparison with other organizational visions, UCLA Medical Center aims at demonstrating kindness to patients through the establishment of atmosphere that facilitates comfort and privacy.
Relationship between the organizations missions, visions, and values
John Hopkins health organization’s mission relates to the core values of excellence and discovery through its commitment to offer exceptional and quality services. The innovation is achieved by curiosity, harnessing information, and establishing creative solutions (Pronovost et al., 2013). The value of collegiality, which is inherent in the organization, shapes the vision statement by embracing unique skills and knowledge while transforming the health care system. The leadership value is critical to the fulfillment of both the mission and vision by ensuring that the medical staff is inspired to produce beneficial outcomes in service delivery. On the other side, the mission statement of the Massachusetts General Hospital emphasizes effective patient care. In this regard, the vision views the patients as the primary focus, and it demands the core values to govern the decisions and actions of the organization. Compassion and excellence are demonstrated through a satisfactory customer service and offering advice to patients.
The New York Presbyterian Hospital’s mission targets to offer quality health care services that coincide with the expectation of the recipients. In this light, the core values encourage teamwork that results in enthusiastic cooperation and mutual support among all the stakeholders. Respect guarantees high regards to the patients’ worth and dignity thus reflecting fiscal responsibility that is enshrined in the mission statement of the organization. The vision, mission, and core values of the UCLA Medical Center are intertwined in the organization’s healthcare approach. The interactions among the patients, physicians, and the family are committed to healing humankind. The development of both education and research is critical to delivering leading-edge patient care (O’Connor, 2014).
Proposed changes to the mission, vision, and core value of the organizations
Priority should be given to the development of the core values within an organization. The core values statement of the Massachusetts General Hospital entails an array of activities that are oriented towards governing the internal operations of the organization. However, values should drive the organization through overall implementation (Senge, 2014). Johns Hopkins health organization indicates that its vision is to transform health care, but this statement seems general because health care involves an array of activities. The organization should use a specific word to make its mission and vision clearer. The UCLA Medical Center ought to include the incorporation of technology in the vision statement to meet the dynamic changes in the health sector and satisfy the patients’ needs. The New York Presbyterian health organization should add education and research as additional pillars that define its vision statement. Furthermore, the organization must ensure that inclusion of diversity is added to the list of core values (Senge, 2014).
Conclusion
The formulation of the organizational objectives marks a fundamental point of the managerial activities. The mission statement functions as a critical measure of success while the vision communicates the values and goals of an organization. The healthcare organizations depict differences and relationships within their missions, visions, and core values. Respect, teamwork, inclusion, and excellence are some of the typical core values evident across all health care organizations.
References
Afghan, M., Shih, R., Chen, H., Kulidzhanov, F., & Sabbas, A. (2014). SU-ET-68: Clinical implementation of total skin electron beam therapy: a New-York Presbyterian Hospital experience. Medical Physics, 41(6), 237-237.
O’Connor, S. J. (2014). Interview with Delvecchio S. Finley, FACHE, CEO of Harbor-UCLA Medical Center. Journal of Healthcare Management, 59(5), 310-314.
Porter, M. E., Pabo, E. A., & Lee, T. H. (2013). Redesigning primary care: a strategic vision to improve value by organizing around patients’ needs. Health Affairs, 32(3), 516-525.
Pronovost, J., Demski, R., Callender, T., Winner, L., Miller, R., Austin, M., & Berenholtz, S. M. (2013). Demonstrating high reliability on accountability measures at the Johns Hopkins Hospital. The Joint Commission Journal on Quality and Patient Safety, 39(12), 531-531.
Senge, P. M. (2014). The fifth discipline field book: Strategies and tools for building a learning organization. Broadway, NY: Crown Business.