The Health care supervisor最新文献

Counseling is an important supervisory skill applied for a number of purposes. Although the need for counseling is as constant as any need facing the supervisor, a number of commonly encountered barriers often prevent effective counseling. In most instances counseling is a necessary step preceding disciplinary action, and it is always an important step in improving employee performance. Although the supervisor may not come to the job with expertise in counseling, counseling can nevertheless be learned through practice and the conscientious application of a few simple guidelines.

Violence in medical institutions is escalating and is not limited to emergency departments and psychiatric units. Employers, administrators, and supervisors share responsibility for controlling these assaults. Preventive measures are expensive, but not as expensive as the lack of safety control. Nor can safety be measured only in terms of dollars. This article offers a practical strategy for protecting employees, patients, and others from being assaulted.

In most health care settings today, effective patient service results from medical staff members working together as a high performance team. These teams evolve through the process of hiring employees who combine the necessary technical skills, knowledge, and abilities (SKAs) to perform the job and whose interpersonal attributes will add value to services provided by the team. This article promotes the concept that those who are in the best position to determine whether a job candidate will become a productive team member are, in most cases, the team members themselves. Discussion includes types of teams and degree of member involvement. For those health care professionals interested in using greater team-based participation in employment matters, specific advantages and realistic challenges are provided.

Employee recognition practices and programs have suffered during the recent years of reengineering and downsizing. Frequently seen as a frill or as a direct cost that does not generate a direct benefit, recognition is often among the first expenses to go in a budget-cutting exercise. However, simple recognition can be an extremely powerful employee motivation tool. Regardless of how recognition might be treated at the organizational level, there remains much the individual supervisor can do to recognize employee accomplishments and thus enhance motivation and performance.

In designing effective and efficient care delivery systems, health care practitioners should address two major perspectives to patient-focused care--the micro approach, relating to the transaction between providers and health care consumers, and the macro approach, which focuses on understanding the nature of demand, as groups of consumers collectively select and use health care services. By better understanding the nature of demand, health care providers hold the key to designing more effective delivery systems and also the power to manage the demand for services, which may result in highly efficient care delivery.

Objectives: The purpose of this study was to survey pediatric hospital-based staff occupational therapists and their supervisors to determine if they are satisfied when accurate staff job descriptions are reflected in the staff performance appraisals.

Methods: Satisfaction Surveys were completed by 22 sets of staff occupational therapists and their supervisors. The supervisors also completed Department Surveys for demographic information. Correlational and t-test analyses were completed. Descriptive information was also reported.

Results: Both staff occupational therapists and supervisors appear generally satisfied with the job descriptions and performance appraisals they utilize. Only staff therapists' responses were found to indicate relationships between job description accuracy and performance appraisal satisfaction and job description-performance appraisal correspondence and satisfaction with the performance appraisal.

Conclusion: Staff satisfaction with job descriptions and performance appraisals was high. Data regarding content of these documents may provide useful information to department directors who wish to revise their documents and increase employee satisfaction.

Resistance to workplace changes is always to be anticipated. It can be minimized by insightful planning, and overcome by competent leadership. This article provides practical advice for both planning and leadership tactics.

An organizational climate that fosters mutual respect can be created. But respect does not mean the same thing to all people. This article describes a workshop design that guides facilitators through the process of examining individual and group behaviors related to respect, and for creating individual and organization wide approaches for getting respect and giving it. Readers will learn how to conduct this nine-step workshop. They will learn how to guide participants in the development of their personal, individual prescriptions for getting and giving respect, and in the establishment of consensus regarding their own organizational climate.

Motivating the paraprofessional employee in the long-term care setting is one of the biggest challenges facing health care supervisors. Unlike their counterparts in industry, whose work may produce tangible results and rewards, long-term care professionals often must face patients who show little or no change over time. Supervisors must have understanding and knowledge of motivational techniques that will involve and challenge paraprofessionals.

Memos are a simple and effective form of communication in the health care system. Memos can strengthen group performance and praise individual behavior. However, all too frequently memos can be time-consuming, inefficient, and even harmful to effective interpersonal communication. The prudent manager should guard against a memo that is too long, will be taken offensively, will be perceived as negative, or is written when the manager is angry. In the long run, verbal communication is usually more effective than a memo delivered in haste.