DISCUSSION REFLECTION 4
Thesix pillars of excellence identified are important in measuring theorganizational effectiveness in service delivery to the customers.The six pillars of excellence create a measure that will help theorganization measure the role of the physicians and employees inproviding effective service to the employees within the organization.As noted, quality and service become the most important aspects thatare considered, which enhance the performance of the organization byproviding effective service delivery to the patients in thehealthcare setting. Management should also focus on the employeesatisfaction in ensuring that their morale is at par with theexpectations of the birth the management and the customers foreffective service delivery (Burns, 2012).
Moneyis an important factor in assessing the level of satisfaction for anemployee. If an employee is not satisfied with the salary or wagepackage that they are provided with, it is likely that theirsatisfaction level will be low and will end up performing dismally,affecting the performance of the organization. The Sharp approach isan effective approach that can be adopted by other healthcareorganizations in ensuring that they attain their goals andobjectives. As noted, the organizations should however be cautious inunderstanding the situational and individual differences that mightbe present within the operations of the organization that might makethe Sharp`s approach ineffectiveness within the organization.Additionally, it is also important for organizations to determineother relevant models that could be used with the sharp approach inensuring that all the stakeholders within the healthcare organizationhave been considered (Burns, 2012).
Therealization of the pillars of excellence was one of the mostcommendable approaches by the management. In identification of thesecore values, employees felt that were being empowered thus motivatingthem on their various areas of operation within the organization. Theidentification of the pillars of excellence also provided a coherentframework that enabled the employees to be involved in the activitiesof the organization. The modelling behaviour was seen as a positiveaspect that recognized the role of the employees and rewarded themaccordingly. The weakness of the Sharp`s approach is evident in thatrewarding the employees intrinsically was seen as the only motivethat could influence the performance of the employees. People aredifferent and as noted, motivating all the employees could not leadto similar results among all the employees (Burns, 2012).
Thesharp`s approach to healthcare organization could be applied in otherhealthcare organizations. However, there are several resources thathave to be committed among the employees in ensuring that the desiredgoal has been achieved. Due to the variety of resources required inthe application of the Sharp approach, small healthcare organizationsmight find it difficult to provide the sufficient resources, whichlargely determine the success of the program. Such a considerationmeans that a healthcare organization will need to evaluate theiraccess to the needed resources before they can start thinking ofimplementing the sharp approach in modelling behaviour among theemployees (Burns, 2012).
Burns,L., Bradley, E., & Weiner, B., (2012). Health Care Management:Organization Design & Behavior (6th ed.). Clifton Park, NY:Delmar