Strengthening Diversity and Inclusion

1. St Francis Mission is a medium hospital

   • It deals with cancer treatment and serves diverse patients
   • It’s necessary to enhance inclusion and diversity to offer quality health care
2. Principles of administrative management define important responsibilities

   • Encourage an understanding of the baseline
   • Promote teamwork and coordination
3. The managers need to identify success indicators

   • Establish key performance indicators
   • Implement best practices and interventions
4. Systems Theory can help measure success

   • Set targets and goals to be achieved within a specified period
   • Track progress in key areas to determine the effectiveness of established strategies
5. Bureaucratic management supports the structuring of activities in a hierarchical manner

   • It enhances the smooth flow of authority and information between workers and patients
   • Improve information accessibility
6. Improve leadership commitment

   • The scientific management theory can optimize productivity
   • Establish feedback channels to enhance accountability and responsibility
7. The human relations theory can enhance commitment and productivity

   • Facilitates the development of a positive attitude and improves satisfaction
   • Ensure everyone supports beneficial changes

St Francis Mission is a 200-bed hospital specializing in cancer treatment, which serves patients from many places around the globe. The facility has employed practitioners with varying cultural and ethnic backgrounds. It has an increasing responsibility to enhance inclusion and diversity for its workers and ensure the provision of quality services to patients. The hospital needs to improve diversity by enhancing the understanding of background information of patients and employees, including their sexual orientation, gender, culture, socioeconomic status, and religious beliefs (Shahmoradi et al., 2017). Moreover, it is necessary to retain and hire a workforce representing the patient population. Inclusion can be promoted by listening to both patients and employees to facilitate the provision of the best healthcare outcome. The hospital also needs to improve the presence of diverse staff to enhance the treatment experience. This paper explores the management of St Francis Mission Hospital to improve inclusion and diversity.

Principles of administrative management explain the values of administrative management to enhance the management of teams. Managers have six responsibilities that should be ensured when managing inclusion and diversity, namely coordinate, control, organize, command, forecast, and plan (Shahmoradi et al., 2017). These principles guide managers in supporting the establishment of a clean facility to promote the value of teamwork and initiative. This implies that the facility has an opportunity to promote the lives of care providers and receivers. It is necessary to apply various strategies to approach the responsibility effectively. The first step in the management process would understand the baseline by evaluating the hospital’s culture based on inclusion and diversity(Stanford, 2020). This would help explain the current performance against the expected outcome. Understanding the current position can facilitate the establishment of an effective roadmap to support the achievement of better results. Further, the current perception can be improved by involving a focus group or employee surveys.

The second step in the management process would be the identification of success indicators such as positive feedback from patients, workers’ satisfaction, and improved individual performance. It would be necessary to identify various factors that can be evaluated for a fixed period between six months and one year. The facility needs to implement the best practices and targeted interventions to enhance the success of inclusion and diversity. This should go a long way in establishing key performance indicators (KPI) and setting clear goals to guide the improvement process (Stanford, 2020). One of the KPIs would be increasing bilingual workers by 10% over the next year to enhance the provision of health care for non-English speaking and foreign patients.

Measuring success is the next in the management of inclusion and diversity in the hospital. Systems Theory would influence the manager to view the facility as a system that needs to govern by behaviors and laws that impact other biological organizations (Gopee& Galloway, 2017). This would help introduce concepts such as synergy, entropy, and subsystem. The entropy concept would encourage the manager to realize that the system can face detrimental impacts and die off. This means that actions and behaviors such as poor inclusion and diversity need to be avoided to enable the system to keep on running. The synergy concept can encourage working together and involve everyone in the facility to attain the required results (Kamble et al., 2019). Moreover, the subsystem concept implies that the hospital has various units that facilitate the achievement of its overall objectives. The manager should ensure that all the departments, sections, and units are involved in the improvement process.

It is necessary to track progress in key areas that are likely to determine the success of the management process. The developed goals should attempt to improve the experience, brand, and hiring. It is necessary to schedule and define routine progress checks to help understand the organizational position and identify areas requiring improvement. The manager should set targets that need to be achieved within a specified period and use them to measure the attained progress. This helps determine whether objectives are being met and explain the need for changes whenever necessary. Every effort should be made to ensure that the planned objectives are being met (Gopee& Galloway, 2017). The manager needs to gauge the training sessions to the inclusion and diversity education, as well as boost the numbers of workers with diverse backgrounds.

Bureaucratic management by Max Weber (1864-1920) can help the manager understand the organization’s efforts to promote inclusion and diversity. This theory encourages the structuring of the hospital in a hierarchical manner marked with clear roles and rules (Gopee& Galloway, 2017). The manager needs to support clear division of labor, and accurate record-keeping, and ensure that promotion and hiring are based on performance and qualifications but not personal relationships.

The establishment of a hierarchical chain of command can support the smooth flow of authority and information, ensuring that everyone plays a role in making the environment better. The facility should attempt to promote diversity by allowing people from diverse backgrounds (Stanford, 2020). This implies that issues hindering certain people from applying for the available vacancies, such as discrimination, should be avoided. The manager must enhance the accessibility of information for a diverse population by making it available in many languages (Brimhall & Mor Barak, 2018). This would make it easier for foreign workers and patients to understand what is happening as well as the required actions.

The manager also needs to facilitate the development of leadership commitment to ensure that inclusion and diversity efforts are presented in a meaningful manner. The scientific management theory by Frederick Taylor (1865-1915) developed controlled experiments that would support the optimization of workers’ productivity. Based on this theory, the manager should enhance specialization, training, supervision, and standardization of organizational activities (Gopee& Galloway, 2017). It is necessary to develop means of achieving the best outcome and motivate workers to form strong teams and a culture of hard work. One way of improving leadership commitment is the establishment of feedback channels to enhance accountability and authenticity.

Leaders need to show commitment and act as role models for others to follow to promote diversity and inclusion. For instance, encouraging leaders to sign commitment letters would enable patients and other employees to realize the management’s commitment to promoting the workplace environment (Shahmoradi et al., 2017). This would encourage them to take the two issues seriously and assist the management in the achievement of desired objectives. Moreover, the manager should consider including a patient community representative in the advisory board to offer beneficial information to the leadership.

Managing the healthcare facility to promote inclusion and diversity can become possible by ensuring effective education for employees. The manager should focus on improving cultural competence and sensitivity. Bias can be minimized by involving qualified instructors to educate workers on the need to ensure that everyone is considered in the training process (Gopee & Galloway, 2017). Psychologist Elton Mayo (1880-1949) developed the human relations theory that helps promote productivity, particularly among dissatisfied workers. Providing education is a way of making employees more focused and supporting positive changes in the workplace environment.

The human relations theory encourages managers to make variables associated with negative effects on employee satisfaction. This would encourage workers to develop positive attitudes and become part of the management changes. Satisfied workers would not resist management decisions since they would feel valuable and important in the achievement of the expected objectives (Brimhall & Mor Barak, 2018). It would be necessary for the manager to offer education during the hiring and orientation process to ensure that everyone understands the expected outcome. Moreover, additional courses can be considered whenever necessary, and schedule follow-up training.

In conclusion, effective management of St Francis mission hospital can help improve inclusion and diversity and play a role in the improvement of patient and worker satisfaction. The manager needs to understand the baseline, identify success indicators, measure success, and involve everyone to enhance the establishment of appropriate changes. It is also necessary to establish effective leadership commitment and offer education to workers to improve their participation in the improvement of the two concepts. The application of management offers guidelines and helps develop effective strategies to support the achievement of the objective. This would ensure that workers from different cultural and ethnic backgrounds are employed to support the provision of quality to diverse patients.

References

Brimhall, K. C., & Mor Barak, M. E. (2018). The critical role of workplace inclusion in fostering innovation, job satisfaction, and quality of care in a diverse human service organization. Human Service Organizations: Management, Leadership & Governance, 42(5), 474-492. Web.

Gopee, N., & Galloway, J. (2017). Leadership and management in healthcare. Sage.

Kamble, S. S., Gunasekaran, A., Goswami, M., & Manda, J. (2019). A systematic perspective on the applications of big data analytics in healthcare management. International Journal of Healthcare Management, 12(3), 226-240. Web.

Shahmoradi, L., Safadari, R., & Jimma, W. (2017). Knowledge management implementation and the tools utilized in healthcare for evidence-based decision making: a systematic review. Ethiopian Journal of Health Sciences, 27(5), 541-558. Web.

Stanford, F. C. (2020). The Importance of Diversity and Inclusion in the Healthcare Workforce. Journal of the National Medical Association, 112(3), 247-249. Web.