Group and Team Behavior
Groupand Team Behavior
Groupand Team Behavior
Theorganizational behaviors of any institution are contributedprofoundly to the critical understanding of both group and teamwork.Professionals at St. Paul`s Hospital Division of Cardiology worktogether to develop mutual interest, objectives and they continue tointeract with the same environment. In the institution, a health careteam is formed by a group of the cardiologist who shares a commongoal, have complimentary training and apply similar approaches thathold them accountable. Grouping and teaming up professionals in ahospital influences their relationship to one another improves theirdecision-making behaviors and promote developments of new ideas.According to McShane and Von Glinow (2016), healthcare teams’practices enables the management to trace the spread of diseaseswithin the institution, understanding some forms of social prejudiceand the causes of failure to coordinate in addition to providingquality services. The paper focuses on uses of self- directed teams,their benefits, and limitations, strategies employed to support,encourage and reward teams. It also places its intent towards methodsused by health organizations to explore problems, sharing ofinformation and decision-making.
Self-Directed Teams at St. Paul`s Hospital Division of Cardiology
Self-directed healthcare teams consist of Cardiologists grouped withdiverse skills and abilities within the hospital with the aim offulfilling a typical set goal. The healthcare team consists of two totwenty-five health professionals, and they have a limited managerialsupervision. The benefits of self-managed teams at St Paul’shospital include improving the flexibility of staff, efficientoperations that reduce job classification number, reducing theturnover rates and absenteeism (Ejimabo, 2015). Self-managedhealthcare teams increase quality in services, ensures minimumwastage of resources .display high level of commitment andprofessionals produce better outcomes with minimum supervision. Onanother hand, self-directed teams have some constraints such asrecklessness, doctor inability, inefficiency and specific demand forequal chances and treatments.
StrategiesEmployed To Support, Encourage and Reward Teams
Forthe success of Cardiologist teams and healthcare groups, theinstitution plays a significant role in ensuring productivity. StPaul’s Hospital has set rules and policies that act as guidelinesfor the performance of the health care team. The institutions shouldensure that they provide the team with valuable mission statements toencourage every member of the group. The Cardiologist teams shouldbe empowered in doing what they need such as making significantdecisions. According to Ejimabo (2015), the hospital should supportthe team fully, provide and establish boundaries for doctors torealize what is within their powers. Offering training and skills tothe health care students equips them with knowledge that improvestheir work competence.
Team`sProblem Solving, Communication, and Decision-Making Techniques
Accordingto McShane and Von Glinow (2016), cognitive and personal styles arethe most important factors in the identification of individual`sdifferences. These differences influence how nurses and doctorsapproach and solve their problem together. Decision-making, thepassage of information and problem-solving models, involves variousphases. An input stage where the problem is identified and an attemptto understand the situation is made. The Second includes theprocessing stage where alternatives are formulated, evaluated, and asuitable solution to the problem is chosen. An output phase is whereplanning and implementation of the selected solutions are done. Thefinal step is the review stage where the solution is examined andmodified if necessary. The use of these four steps is efficient inthe entire decision-making, communication, and problem-solvingprocesses since every member acquires a feeling of inclusionthroughout the process.
Self-directedCardiologist teams and healthcare group behaviors are valuable toolsfor management and should be maintained despite the limitationsencountered through execution. There is proved evidence that thesegroups and team works perform towards reducing the burden ofsupervision. Personal differences within team members should be wellidentified to ensure effective coordination and provision of qualityhealth care.
Ejimabo, N. O.(2015). The influence of Decision Making in Organizational Leadershipand Management Activities. Journalof Entrepreneurship & Organization Management, 4(1),1-23. doi:10.4172/2169-026X.1000138
McShane, S. L.,& Von, G. M. (2014). Organizationalbehavior (3rd Ed.).New York: McGraw-Hill/Irwin.
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