Goal Setting In Health And Social Care Essay

Management is important in any environment, but especially so in the healthcare field.  As the health care system continues to evolve, sound management is critical to the survival of health care institutions (Johnson, 2005). The management team in a healthcare environment must always aim to improve the efficiency of the day to day activities and constantly plan for ways to improve the productivity and efficiency. Every manager’s main duty is to succeed in helping the organization achieve high performance while utilizing all of the organization’s human and material resources. On a daily basis health care managers must recognize performance problems and

The healthcare sector remains to be one of the major sectors of the economy, and a key part of healthy living for the human population. The main stakeholders in the health sector are the physicians, patients and the top management officials managing activities in and around the health sector. The growth and success of the health sector depends very much on the way all the key stakeholders become satisfied; because it makes them to give their best output and cooperate with the correct laid down procedures which leading the entire health sector. The healthcare sector requires a way to break down communication barriers, in order to enable employees to have a satisfying work experience; while also allowing physicians to practice medicine successfully

One of the four principles is that goals must be specific and not vague because one can easily get tangled the objective. Second, goals need to be committed and have a sense of ownership to an individual because they are more likely to attain the goal. Third, feedback needs to be given by employer or organization on how an employee is doing. Finally goals need to be difficult because it will result in better performance and the person will work harder to achieve it (Spector, 2008).

Some people say that with dedication, persistence, and time people can accomplish any goal. Others say that people are limited in what they can accomplish and need to be realistic when setting goals.

This essay seeks to discuss the factors that facilitate change in health and social care. This can be achieved by assessing the challenges that the major factors of change bring using the Care Quality Commission of the Quality Care Commission for the Royal United Hospital Bath NHS Trust (RUHB). The second task aims to evaluate contemporary changes being inaugurated in the provision of health and social care services. In addition to this, a strategy and criteria will be devised in order to measure these recent changes including how the impact of these changes can be measured and evaluated.

In the Health Information Services, rapid changes have swept the industry through electronic health records and changing health care delivery systems. Due to these changes, such employees have seen their jobs change drastically and this has become a major issue for the industry. Redesigning jobs can be effective or counter-productive. If they overload and stress people then they can see productivity plummet. However, if people become to specialized with monotonous duties, they can also see productivity plummet. In this analysis by Elizabeth Layman, she looks at all the potential factors and outputs and leaves with an approach to forming new roles that may effectively help the business address these concerns.

My second ah-ha moment, relates to the how the progressive implementation of health information systems and the increased information demand on hospital staff is a major contributor to doctor and nurse burn-out. Some of this, I believe can be attributed to people’s reluctance to adopt change and by fighting the new ways of working they add more complexity to the implementation. Another contributing factor is, as we discussed several times, the clinical staff, particularly doctors, not used to having to enter their own information is adding time to their treatment time, thus reducing the number of cases they are able to handle. These increases information also, lengthen the physicians, already lengthy day. In the last class, it was mentioned

The case study on the Job Redesign for Expanded HIM Functions by Elizabeth Layman was very dense . It was about the implementation of electronic health records and the changes in the health care delivery system and how those changes have altered the work environment of Health Information Services Departments. This study went on to give solutions to those problems , how to implement those changes and the impacts those implementations will have on the employees , individually and on every level. The study described the Four levels of alignment to achieve these departmental and organizational goals. These levels include Re-engineering - which is the process of rethinking the business and systems of the organisation . At this level , upper

Edwin Locke and Gary Latham will be the first ones to openly admit there are active limitations with the goal setting theory. It is not uncommon for individual goals to conflict with organizational goals. Moreover, research has proven complex goals have sparked motivation in teams to implement strategies with substantially high amounts of risk (Knight, Durham, & Locke, 2001). Sometimes people will believe higher risk strategies produce the greatest returns, yet high-risk goals consistently result in failure as well (Knight et. al, 2001). Additionally, when individuals simultaneously create two goals there is a greater chance they exert too much energy and focus on achieving just one of those goals. This can lead to one of the goals not receiving enough attention, which can potentially result in the person failing to reach the end result in either goal. In short, these are three common limitations of goal setting that typically draw concerns from other researchers and theorists. However, it is important people are aware of the limitations that do not receive as much attention, such as team goal setting, unethical behavior in high performance goals, and subconscious goals.

Franko-Santos and Prof. Bourne have assessed several theories in order to evaluate the effects of performance targets on behavior and performance. The conclusions they came up are that most theories underline the importance of attainability of the targets. Motivation theories propose that when people think that their targets are unattainable, this perception affects their motivation in different ways. It may either increase it (Locke and Latham’s goal-setting theory) or it may decrease it, as proposed by Vroom’s expectancy theory and Atkinson’s achievement motivation theory. Decision-making theories and behavioral agency theory propose that when people perceive their targets to be unattainable it increases their risk-taking behavior (Franco-Santos and Bourne, 2008,

The process of goal setting enables employees to identify the relative importance of specific activities, and develop strategies for attaining the goals set. If the set goals are specific, measurable, attainable, realistic and time bound, the entire process of goal setting can have a positive effect on employee production (Bovend, Eerdt, Botell, & Wade, 2009). Researchers have found that goal setting increase performance in educational setting ((Bovend’Eerdt et al., 2009) and in sports setting (Bueno,

“The Goal” is a book written by Eliyahu M. Goldratt and Jeff Cox in 1984. The book is very famous in the management field. In 2004, the author published the third revision of it and celebrated selling over than three million copied of it around the world. Also, the goal book is taught in over than 120 collages. The book was recommended by my professor to be read and summarize as an extra credit.

A successful person chooses goals to achieve something that is of great value and importance to them. This in turn motivates the person to achieve the goal because when the desired outcome is very important to a person, that person will be determined to persevere. Goal setting also improves a person 's organizational and time management skills because goal setting requires prioritization and that leads to the successful and sequential completion of necessary tasks. Once a person defines and prioritizes goals a plan should be drawn out detailing how this goal will be achieved. Goals and the time-line for their completion should be clearly defined, it is also important that a person 's

Goal-Setting Theories have evolved since the 50s and have an impressive documented literature. The Goal-Setting Theory addresses the issues that goal specificity, challenge, and feedback have on performance (Robbins, 2009, p185). Setting goals and motivating employees are always an important issue for a manager, however in certain cases it is difficult to make it operational. A more systematic way to utilize goal setting is with the management by objectives program (MBO), which introduced the system of SMART method of goals that

When we think of the principles of motivation often it is inspirational lines coupled with a majestic photograph hung over an otherwise dreary wall, and it’s true that motivation can come from a lot of places, but as managers in the HIS industry they are responsible for creating it and play a vital role in ensuring team morale. One of the interesting ways management embraces the idea that motivation will boost performance by as much as 25% is through working SMART – that is with goals that are specific, measurable, achievable, realistic and timely. This means that goals should be broken down into workable pieces with appropriate deadlines in order to reduce stress and clarifies what is expected of an individual. SMART goals also provide