Measures for Hospital Efficiancy

To have things running smoothly and to keep staff happy and motivated to perform their duties efficiently and effectively, there must be a spirit of teamwork and cooperation (Anderson, Moran, Brightman and Scheur, 1998; Energize). Communication channels must be clear and open, and staff must feel that their contributions are appreciated. No one must feel left out of the decision-making process. The first problem to tackle will be the scheduling difficulties. Based on the number of patients in the hospital at any time and the numbers of new patients being admitted to the hospital each day, physicians, nurses and other healthcare staff need to be scheduled so that patients are seen in a timely manner, and no staff member is overloaded. A survey needs to be taken to determine the numbers of patients in the hospital and being admitted so that staffing needs at all levels can be scheduled to give complete coverage that gives each member of staff reasonable working hours, reasonable time off and a schedule they know in advance so that they can make sure that they can integrate the schedule into their daily lives. Once the staff scheduling system is worked out, patient wait times should be reduced to a reasonable time and this will reduce complaints from patients and thus reduce some of the stress on staff caused by these complaints.

A general staff meeting should be held so that everyone has a chance to air their grievances and put forth suggestions for resolving the probl

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they feel empowered and part of the solution (Anderson, Moran, Brightman and Scheur, 1998; Employee; Energize; Miller). Whatever decisions are made, they will have taken part in and therefore will not feel that things have been taken out of control and someone has come in and made changes over their heads. Effective management empowers people to solve their own problems, and makes them feel as if their contributions are important. They must be made to feel part of the solution and not part of the problem. Empowerment and the promise of rewards are powerful motivators for change (Anderson, Moran, Brightman and Scheur, 1998; Energize; Miller). The staff should be encouraged to adopt the proposed changes by being ensured that they will make work easier for everyone, reduce complaints, and increase job satisfaction. They will reduce stress and therefore lead to a happier working environment for all. Positive reinforcement will be important in instituting the changes. Employees should also be made to feel free to approach the team about problems they encounter with the changes and any suggestions they may have for improvements (Energize). Communication channels have to be kept open at all times, and employees made to feel th

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