Developing a Shared Vision

Developing a Shared Vision
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Developing a Shared Vision
In the delivery of healthcare, it is critical to driving all the personal energy in meeting the
personal objectives that are always in line with our departmental objectives and mission (Ginter,
Duncan & Swayne, 2018). In so doing, we shall all be working towards the vision of the hospital
which aims at providing a world-class patient-centered and specialized care. This vision applies
to all the care providers within the hospital and for this case our department which is vital not
only in building the name of the facility but also turn to be the reference point where patient care
is given the value it deserves. The belief in these sentiments prompted this briefing so that as a
team we can be able to determine various problems within the department that need to be
addressed. In the long haul, we will have a shared vision which can be worked on appropriately
to improve patient care and the wellbeing of the staff members within this department.
Information to the staff concerning the challenges the organization is facing
It is critical to appreciate everyone who part and parcel of the excellent job that is going
on within this unit since the association between various disciplinary areas have made the patient
outcome successful. It is also key to pint put some of the issues that we are facing so that we
ought to provide possible recommendations and solutions that will see as progressing in service
provision. One of the challenges that we are facing right now is the staff shortage that cuts
across various fields such as amongst physicians, nurses and allied healthcare providers. This
shortage of staff can be associated with the steadily increasing workload from the ever growing
population and subsequently the number of patients. At the same time, the shortfall can be
attributed to the relatively lower numbers of training personnel due to the stressful and non-
lucrative nature of the field of healthcare provision. The result is a lower number enrolling in the
healthcare programs.
Another problem of concern to us as leaders within the healthcare system is poor job
satisfaction rates which have in turn lead to the high turnover. This challenge can be associated
to the fact that majority experience burnout and stress due to the high workload that continues to
exist in nursing (Dyrbye et al., 2017). Besides, the poor working environment within the
healthcare system due to the stressful environment, poor patient outcome and the overall
financial loss to the hospital also demoralizes the staffs are they can’t withstand being part of
relatively low-quality service. For a reasonable period, the value and emphasis placed on the
healthcare staffs are ever low making the teams to feel less valued until instances of critical
events and shortages where their concerns are looked into.
Impact of these Issues on the Department
The staff shortage within this department has relatively reduced the patient outcomes in
the recent past which is evident due to the increased occurrences of medical errors and as well as
other critical events(Hall et al., 2016). You will bare as witnesses of the increased workload due
to the reduced supply of service providers and the constant or rather the increasing healthcare
demand. The result is burnout which the staff members of this unit are going through. If one asks
any patient at random, their satisfaction with the services we offer will definitely be low, and this
has a direct relationship with the shortage. The negative responses from the patient have
significantly reduced the reimbursement amount for the facility and this unit in particular.
In conjunction with the staff shortage, the dissatisfaction from the staff members has led
to many healthcare providers to leave their jobs. This high turnover rate is due to the unfavorable
environment of operation concerning burnout and poor patient outcomes. The job dissatisfaction
has also impacted the health of the majority of the staff members forcing many to battle
depression and stress. The result has been either poor service output from such providers or
resignation which impacts our department by increasing the staff shortage, and the cycle
The high nurse turnover has proved to be disruptive to this department. This disruption is
created by the need to recruit and indoctrinate a new staff member to fit the positions left. In
addition to the disruption, the process is costly hence leading to financial loss from the allocated
finances for this department. All these issues prompted this briefing so that we can come up with
a common vision that can see this department come out of the ditch that we are deeply placed.
Impact of Communication, Collaboration, and Teamwork on the Conditions in the
The above challenges are not only administrative but can be achieved via proper
contribution by all the concerned parties right from the staff members. Through communication
from the patients, to the staffs and the leadership of the department, genuine concerns pertaining
the workload and areas that need reinforcement can be determined and catered for. It is through
communication also that the existing staff can come up with various ways to make the workplace
better and reduce the turnover rate which leads to staff shortage.
Teamwork and communication among the staff members and the leadership team are
critical in the development of strategies such as remunerations and recognition to make the staff
duties valuable and reduce their turnover (Foronda, MacWilliams & McArthur, 2016). It is
through the collaboration that insufficient equipment can be identified and purchased leading to a
favorable work environment hence high satisfaction among the staff members. In the long run,
the staff retention will be achieved. It is clear that there have been insufficient funding to the
healthcare system which does not match the demands. In countering this, collaboration with
other sectors and organizations that are of interest in the health of individuals can provide
additional funds that can lead to increased remunerations to improve job satisfaction as well as
employing additional staff. The result will be a conducive environment for operation hence
increased staff retention.
Techniques to Foster Inclusion and Improve Communication and Collaboration
It is critical for all the staff members to be part of all the decisions and the strategies that
are meant to guide operations within this department. The very fast persons that feel any change
or areas that need to be worked on are the patients and the staffs. For inclusion purposes, it is
therefore crucial that the crews are given an opportunity to be part of the decision-making team.
Through our meetings, the views on various issues will be taken and given priority while coming
up with the decision.
To foster this communication and collaboration among all the staff members, we need to
embrace the new technology that is vital in improving connectivity and facilitating the flow of
information within the department as well as putting in place other forms of communication
(Deland, Gordon & Kelly, 2018). By having a communication structure serving all the points of
care delivery within the department is critical to allow passage of information.
Achieving the objectives of any department or unit of service provision is not for the
leadership team but the service providers in its various sectors. By putting that in consideration, a
shared vision can be developed to overcome the challenges that any unit faces. With our
department experiencing and staff shortage and job dissatisfaction from the members, it is vital
that we improve on teamwork, collaboration, and communication to avert the situation. This
change of events can be achieved only through a structured system of communication as well as
being inclusive in decision making.
Deland, E., Gordon, J. E., & Kelly, R. E. (2018). Let’s talk about improving communication in
healthcare. Columbia Medical Review, 1(1).
Dyrbye, L. N., Shanafelt, T. D., Sinsky, C. A., Cipriano, P. F., Bhatt, J., Ommaya, A., ... &
Meyers, D. (2017). Burnout among health care professionals: A call to explore and
address this underrecognized threat to safe, high-quality care. NAM (National Academy of
Medicine) Perspective.
Foronda, C., MacWilliams, B., & McArthur, E. (2016). Interprofessional communication in
healthcare: An integrative review. Nurse education in practice, 19, 36-40.
Ginter, P. M., Duncan, J., & Swayne, L. E. (2018). The Strategic Management of Healthcare
Organizations. John Wiley & Sons.
Hall, L. H., Johnson, J., Watt, I., Tsipa, A., & O’Connor, D. B. (2016). Healthcare staff
wellbeing, burnout, and patient safety: a systematic review. PLoS One, 11(7), e0159015.

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