Relationship between the strengths and opportunities
The longevity of the hospital implies that the stakeholders are sure of its long term existence in the foreseeable future. At the same time, the hospital remains trusted within the community. These strengths can be enhanced and used to tap the existing opportunities. Any organization poised to exits in the long term and has public trust can easily win partners and build strategic alliances. The public confidence also offers a perfect chance for benchmarking opportunities where the key sources of the Hospital’s strengths are used as benchmarks for reorganization. This will help it retain the existing level of public confidence. The existing Diploma holders Bedside Staff members are experienced and while the Care Providers are culturally competent. The experience and cultural competence offer an opportunity for the RN Staff development and team Building initiatives. These initiatives will help in skills transfer and development of a culturally diverse but cohesive and qualified work force. Existence of Supportive Leadership and a good HR Department can be used to promote effective communication and team building among staff members.
How weakness and threats can be enhanced or resolved
There is a strategic danger in Franklin University Hospital moving forward if the identified weakness and threats are not addressed. For the organisation to effectively execute its mandate and achieve the strategic goals, it needs to establish evaluate its progress and check on what needs to be improved. Most important of all is looking at the internal factors within the structure of an organisation to ensure that the organisation is running at an optimal level (Louis, Dave and Marshall, 20).
At the Franklin University Hospital, physicians come from different cultural backgrounds, which make it a little difficult in terms of communication. It is vital that the organization’s staff works together to enhance its smooth running. This is where technology comes in, technology can be used to break cultural barriers and ease communication. The long presence of this establishment can be used as an opportunity to forge special alliances with other organisations. This though is made difficult by the fact that the retention of the staff is very poor since most of them leave after being at this establishment for a brief period. If the HR department is able to bridge the gap in terms of communication due to cultural barriers Franklin University Hospital could eventually be able to solve our biggest challenge. Technology has for a long time been known to solve most practical problems and communication is one of them. Franklin University Hospital should create an environment that is technology advanced and which will attract people to interact more.
The prevailing political atmosphere definitely affects the running of the hospital. Even though there is supportive leadership in the hospital, the Medicaid revenue is insufficient and a looming threat for no Medicare funding at all. This shift may lead to great loss for the hospital as the little budget it has will be strained and service delivery poor. It is therefore vital for there to be political goodwill to better the services offered at the hospital and ensure a satisfied patient and physician working under favourable conditions.
The Franklin University Hospital’s long presence in the community and strict regulations of this facility has earned it trust among many people. This is a good thing though most physicians have ended up either leaving or being unreliable as the regulations are sometimes difficult to heed to. These regulations threaten the facility’s reputation. It is important to put in place measures that are workable for all parties concerned.
Competition is healthy though it may affect the institution negatively. Employees may leave for greener pastures which is good but that leads to poor staffing at the hospital which threatens effective service delivery. That is why there may be increasing instances of patients falling. An adequate staff welfare program should be put in place by Franklin University Hospital (Smith, 45).
When employees are under pressure to deliver they may forget their responsibilities and their morale is affected especially if they are less motivated.
It is important to have team building activities that will help socialize the physicians so that they realize the importance of their presence at the establishment. This as a result will build the trust of the hospital and the community.
Since this establishment has been there for a long time it gives chance to benchmarking which will make it possible to learn where to invest in so as to yield better outcome. Though most hospitals are working with a tight budget it will help if they knew exactly what to spend their money on. Whether it’s to get the latest facilities to improve healthcare or improve the working conditions, benchmarking makes this possible.
Works Cited
Smith, Ronald. Strategic Planning for Public Relations. UK: Taylor & Francis, 2004.
Louis Carter, Dave Ulrich and Marshall Goldsmith. Best Practices in Leadership
Development and Organization Change: How the Best Companies Ensure Meaningful Change and Sustainable Leadership. New York: John Wiley & Sons, 2012.
