Chapter 5 Case Study: Please the action improvement plan in a word document Objectives Identify components of employee satisfaction requiring improvement based on parameters outlined by a healthcare organization Outline action steps for improving employee satisfaction that incorporate strategic planning and change management initiatives Identify the collaboration, negotiation, and conflict management skills required to deploy the performance improvement plans Instructions Review the following case study and create an action plan for improving employee job satisfaction scores within an HIM department Scenario Mary Beth is the director of HIM at a large acute care healthcare organization. Every three years the healthcare organization undertakes a hospital-wide employee survey in which information is collected from employees regarding job satisfaction and other components. The 2015 employee survey assessed the following components Alignment of employee goals with healthcare organization's mission and vision including questions reflecting employee awareness of the organization's mission and vision and how it impacts individual jobs within the organization Employee job satisfaction-Assessment of the employee's satisfaction with job tasks, peer group relationships, and employee-manager relationships in regard to overall job performance Work-life balance-Evaluation of the employee's perception of the balance between work and home life Communication within the healthcare organization--evaluated communication at the organizational level, departmental level and work area level The survey was deployed by an outside consulting agency that has experience with creating reliable and valid healthcare employee surveys. The management team from the healthcare organization was required to attend an initial training session regarding the goals of the survey and the managers were provided nonbiased ways to encourage their 1and we TCLOSmps, and comproyco-managerieraciousms mieganu i uveran jou persona Work-life balance-Evaluation of the employee's perception of the balance between work and home life Communication within the healthcare organization-evaluated communication at the organizational level, departmental level, and work area level The survey was deployed by an outside consulting agency that has experience with creating reliable and valid healthcare employee surveys. The management team from the healthcare organization was required to attend an initial training session regarding the goals of the survey and the managers were provided nonbiased ways to encourage their employees to complete the surveys. The surveys were web-based and employees received links within their email to complete the surveys. Employees (both management and nonmanagement) were allowed to complete the survey during work hours. The survey was deployed in a systematic manner. The questions within the survey were broken down into the four categories outlined previously and the options for each answer were scored on a five-point scale. The scale options were 5 = Extremely satisfied, 4 = Satisfied, 3 = Neutral, 2 = Dissatisfied, 1 = Extremely dissatisfied Weekly, each department head received a report on the percentage of departmental employees that completed the survey but individual names and responses from the employees were anonymous Results of the 2015 survey were calculated by the consulting company and standard reports were provided to all directors and managers within the healthcare organization. Mary Beth received the 2015 employee satisfaction survey results on January 5, 2016. The HIM department results are provided in figure 5.6. The organization's human resources department and the survey consultant met with all department directors to discuss the results of the survey and what the next steps were for the healthcare organization Each department is required to complete an action plan for improving the five components that fall below a score of 3,5 Figure 5.6.2018 employee satisfaction survey results 2018 Employee Satisfaction Survey Results Department: Health Information Management Response rate: 95% Compliance, n = 74, HIM employees total = 78 Scale rating: S = Extremely satisfied, 4 = Satisfied, 3 = Neutral 2 = Dissatisfied, 1 = Extremely dissatisfied, 0 = Not applicable Chapter 5 Case Study: Please the action improvement plan in a word document Objectives Identify components of employee satisfaction requiring improvement based on parameters outlined by a healthcare organization Outline action steps for improving employee satisfaction that incorporate strategic planning and change management initiatives Identify the collaboration, negotiation, and conflict management skills required to deploy the performance improvement plans Instructions Review the following case study and create an action plan for improving employee job satisfaction scores within an HIM department Scenario Mary Beth is the director of HIM at a large acute care healthcare organization. Every three years the healthcare organization undertakes a hospital-wide employee survey in which information is collected from employees regarding job satisfaction and other components. The 2015 employee survey assessed the following components Alignment of employee goals with healthcare organization's mission and vision including questions reflecting employee awareness of the organization's mission and vision and how it impacts individual jobs within the organization Employee job satisfaction-Assessment of the employee's satisfaction with job tasks, peer group relationships, and employee-manager relationships in regard to overall job performance Work-life balance-Evaluation of the employee's perception of the balance between work and home life Communication within the healthcare organization--evaluated communication at the organizational level, departmental level and work area level The survey was deployed by an outside consulting agency that has experience with creating reliable and valid healthcare employee surveys. The management team from the healthcare organization was required to attend an initial training session regarding the goals of the survey and the managers were provided nonbiased ways to encourage their 1and we TCLOSmps, and comproyco-managerieraciousms mieganu i uveran jou persona Work-life balance-Evaluation of the employee's perception of the balance between work and home life Communication within the healthcare organization-evaluated communication at the organizational level, departmental level, and work area level The survey was deployed by an outside consulting agency that has experience with creating reliable and valid healthcare employee surveys. The management team from the healthcare organization was required to attend an initial training session regarding the goals of the survey and the managers were provided nonbiased ways to encourage their employees to complete the surveys. The surveys were web-based and employees received links within their email to complete the surveys. Employees (both management and nonmanagement) were allowed to complete the survey during work hours. The survey was deployed in a systematic manner. The questions within the survey were broken down into the four categories outlined previously and the options for each answer were scored on a five-point scale. The scale options were 5 = Extremely satisfied, 4 = Satisfied, 3 = Neutral, 2 = Dissatisfied, 1 = Extremely dissatisfied Weekly, each department head received a report on the percentage of departmental employees that completed the survey but individual names and responses from the employees were anonymous Results of the 2015 survey were calculated by the consulting company and standard reports were provided to all directors and managers within the healthcare organization. Mary Beth received the 2015 employee satisfaction survey results on January 5, 2016. The HIM department results are provided in figure 5.6. The organization's human resources department and the survey consultant met with all department directors to discuss the results of the survey and what the next steps were for the healthcare organization Each department is required to complete an action plan for improving the five components that fall below a score of 3,5 Figure 5.6.2018 employee satisfaction survey results 2018 Employee Satisfaction Survey Results Department: Health Information Management Response rate: 95% Compliance, n = 74, HIM employees total = 78 Scale rating: S = Extremely satisfied, 4 = Satisfied, 3 = Neutral 2 = Dissatisfied, 1 = Extremely dissatisfied, 0 = Not applicable