AUBMC: Achieving 2020 Vision (A) Harvard Case Solution & Analysis

AUBMC: Achieving 2020 Vision (A) The Case Solution  

Evaluation of Dr. Sayegh Decision

Dr. Sayegh decision is good to invest in the growth, because of this its leadership skills will be tested when the institute will get success despite of various adverse conditions in market. And the step taken regarding management team restructure, setting mission and new vision for institute will gives AUBMC a new height.

According to the case study, there is a lack of transformational leadership in AUBMC. So, the goal of Dr. Sayegh will be to implement the patient-centric approach and deployment of quality functions. He should be more focused on setting high work standards, provide the good environment to the workers and create integrity among them. Showing right path to employees and manage them shows the capabilities of Dean. Therefore, it’s a good decision of dean to build an organization according to international standards, and as a leader he will be succeed in transforming the problem of various departments and employees with the collaboration of all.

AUBMC Organizational Culture

The university's liberal atmosphere in Lebanon has made it possible to attract the world-class faculty and support. The hospital has trained generations of physicians in the Middle East, and is now considered as a premier medical center in the region. The college is largely supported by the U.S. government and private endowment. However, the current political climate in the Middle East does not necessarily promote an ideal organizational culture. This is because of the reason that it is an open society and a democratic society.The authors discuss the evolution of organizational culture at the first Magnet hospital in the Middle East, the American University of Beirut Medical Center. They describe how the college's shared governance model was developed and the initiatives taken by the university's councils to foster a better work environment(Wondra, 2017).

Impact of Organizational culture on the Provision of Quality Healthcare Services

The provision of quality healthcare services depends on an organization's culture. People-oriented organizations focus on patients and their needs. For example: a healthy culture may encourage the peer review of medical decisions. It also puts employees' personal values and beliefs first. This helps the entire organization provide high-quality care to patients. In addition, it is easy for managers to influence subordinates' behaviors. Ultimately, a healthy organizational environment leads to better patient care. Understanding the role of cultural factors in health care is crucial for the provision of quality care. Moreover, hiring quality employees is essential for the organization's future. According to the United States Department of Labor, there will be 2.4 million new jobs in the healthcare field from 2019 to 2029(Naoto Ukawa, 2018). It is therefore vital to create a culture that is conducive to providing high-quality services. As a result, organizations should develop a culture that attracts quality employees. Organizational cultures can be described as the softer, less visible aspects of health service organizations. These aspects include leadership style, staff confidence and the way the care is delivered. The culture of an organization can influence the delivery of health services. This is the reason why it is so crucial to understand the nature of the culture of an organization. A healthy organizational culture thrives even during the most stressful times. It must have clear expectations and provide tools for people to meet those expectations. Organizational culture has a major impact on the provision of healthcare services. Many studies have suggested that the organizations need to change their culture if they want to improve their quality and safety standards. As a result of which, many health organizations have implemented new management strategies to improve their health care-services. However, there is not a specific 'right' answer when it comes to the organizational culture,rather, it is important to develop an organizational culture that allows for a high level of service and a positive patient experience.

Moreover, organizational culture is shaped by leadership. In hospitals, leaders are responsible for establishing a positive culture. In contrast, hospitals have low-performing cultures. The higher the culture, the more the staff members are likely to perform well. They will also be more responsive to patients' feedback and have more empathy. They will also be more responsive to their patients, and they will have lower turnover. A hospital's culture can be identified by the way it categorizes staff members and their roles(Mannion R, 2016).

For example: Clemenceau Medical Center has high levels of transformational culture. The Hammer hospital has the highest percentage of transformational culture. The ICU and Surgery departments have the lowest percentage of transformational culture. The ICU department is the most highly rated by both the departments. Besides, the Pharmacy department is the most transformational in terms of healthcare. In addition to the attitudes of workers towards patients; the hospital’s leaders should ensure a safe working environment to the staff. They should make sure that they support their clinical teams with a visible senior management. The leadership should also foster a learning environment. Nevertheless, it is unclear which of these factors contribute to the quality of healthcare. If the leaders are not visible to the staff; the patient will not feel confident in his or her ability to speak up. In addition to the patient’s satisfaction, organizational culture also influences the quality of healthcare services. The study sample, which includes 83 hospitals across Japan, was the representative of the entire country, and the study was conducted in English and Greek. In the study, the responses of health care providers are compared with the same data from the same hospitals in the U.S. and the UK. Overall, it was found that the hospitals’ cultures have positive and negative effects on the quality of healthcare. The cultural profiles of low- and high-performing hospitals are different. Those of the high-performing ones incorporated human resources policies that promote teamwork and efficiency. Those of the latter are more likely to adopt financial planning strategies. In both the cases, the health systems are more efficient than the former. A culture of transparency also facilitates the flow of information. It can foster the teamwork among the staff(Aarons GA, 2016).

Alternatives to Improve Organization

1.Well-defined Organization Structure in Change Management

It is important to have a clear understanding of the changes you wish to introduce in an organization, but it is also critical to consider the impact of these changes on the overall structure of an organization. An example of a well-defined organization structure is a flat one, with one manager reporting to multiple people. A tall structure would have several layers, and a flat one would have fewer layers.

It is very important to create a well-defined organization structure in change management. A well-defined organizational structure would allow you to plan your transition accordingly. By doing so, you will be able to make necessary arrangements. In addition to that, you should also ensure that your change management process is clear and easy to follow. You must also create a culture of trust among employees, so that they can support the new policies and procedures.......................

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