Queen’s Hill Hospital has encountered numerous challenges in treating asthma. The challenges primarily originate from its organizational structure, which needs to be more functional and effective in dealing with industrial trends. The employees in the hospital need to be more motivated and thus offer better services to patients, leading to increased competition from Jamaica Hospital in asthma treatment. Therefore, there is a need to embrace a more inclusive and effective organizational culture to boost the hospital’s success. In further light of this, the paper analyzes how the organizational culture of Queen’s Hill Hospital can be changed.
Queen’s Hill Hospital is declining due to poor communication across different departments. For example, it employs traditional communication channels, such as internal memos, to employees, which has proven ineffective. The organizational culture can be changed by streamlining and modernizing the communication channels within the hospital. Besides, communication across departments should be enforced to boost collaboration. Effective communication will create a culture of teamwork among medical practitioners and asthma patients. Therefore, a new culture that embraces open communication between medical professionals and patients should be enforced. It will be instrumental in restoring the lost glory of Queen’s Hill Hospital.
Moreover, Queen’s Hill Hospital’s leadership is dictatorial, and the leaders make all decisions. Other staff members need to be consulted in decisions affecting them, leading to go-slows in the hospital. Besides, leaders in the hospital seem inexperienced in managing humans and available resources. The leadership strategy should be altered to create inclusive leadership where all employees are consulted on issues affecting them. Leaders should collaborate with other staff members to promote the well-being of all stakeholders. Moreover, the decisions made in the hospital should be data-driven to avoid making decisions based on assumptions and thus offering the proper treatment (Borg et al., 2015). A data-driven approach to making decisions in the hospital will enhance the reliability of decisions made since they are made based on facts.
Additionally, the medical practitioners and the management embezzled and misused hospital resources. The leaders failed to set an example for other staff members to emulate by contributing to the hospital’s failure. To revive the hospital, it would be crucial to establish a culture of accountability and transparency in the hospital. All individuals found with scandals should be accountable for their actions. For example, they should be charged for embezzlement and misuse of hospital resources. Therefore, all members should be transparent in their efforts which will create a conducive environment for doctors and asthma patients.
Furthermore, the hospital does not have distinct values that act as guidelines for the staff. Values such as honesty were not engraved in the organizational culture. Besides, the vision did not dictate the commitment to adhere to hospital norms and beliefs. Hence, the hospital needs a driving force to ensure that employees work towards attaining the set goals while adhering to established values. It should be changed by providing that a code of conduct that will govern employees in the hospital is enacted. It will guide the relationship between employees and asthma patients, improving its public image and contributing to its success. Similarly, medical practitioners and other staff members could be more remunerated, lowering their motivation. The hospital needs more employee training and development opportunities, leading to high turnover. Therefore, training and development should be established, and award employment benefits for the staff members.
In conclusion, a change in organizational culture will revolutionize Queen’s Hill Hospital and raise its reputation. Open communication should be established across departments and with asthma patients. Besides, leaders should accept divergent views before deciding by involving all stakeholders involved. Furthermore, decisions made in the hospital should be data-driven, which can be verified. A code of conduct should ensure staff members follow procedures and possess desirable values to promote organizational success. Employees should be appraised accordingly and offered training and development opportunities. It will help in transforming the hospital to a national and international level.
Reference
Borg, M. A., Waisfisz, B., & Frank, U. (2015). Quantitative assessment of organizational culture within hospitals and its relevance to infection prevention and control strategies. Journal of Hospital Infection, 90(1), 75–77. https://doi.org/10.1016/j.jhin.2014.12.015
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