Writing Goals and Objectives
For decades, our facility has served as an employer to a variety of professionals across all diversities. The management believes that it is one of the best employers at the state and national levels. Our diverse workforce has created a unique environment for quality service delivery. Their dedicated servitude helped promote the hospital into becoming a regional hub for essential services that worked in tandem with the area’s ever-growing demand. However, recent cutbacks have seen the management seek to implement a series of cost-cutting measures for operational efficiency.
Currently, I am under instruction from management to reduce the size of my staff. Employee downsizing is one of the controversial managerial practices that organizations use in response to financial difficulties. Bond, et al. (2010) suggests that nursing theory drives the primary consideration that cutbacks can cause numerous issues at individual and organizational levels. I am aware that no one wants to be on the losing end when it comes to such times. Ideally, many of the victims will have a hard time receiving and adjusting to the realization that they are out of a job. Therefore, I must look for appropriate ways of assessing pointers when choosing the possible candidates for layoffs.
These directives mean that I have no other alternative than adhere to the call. The HRMA (2012) identifies some primary challenges encountered by nursing leaders in the event of an employee downsizing situation. These challenges are as follows. First, nursing leaders should make decisions on which members to cut from their teams. Second, leaders should find ways of maintaining morale among surviving members. Third, leaders should formulate strategies to help in keeping disgruntled survivors. Fourth, it would be vital to rally for the support of primary and secondary stakeholders (HRMA, 2012).
The management move comes due to regular periods of uncontrollable fiscal pressures. Size reduction, as part of marginal adjustments and simplistic approaches, acts as their final move towards sustained efficiency and effectiveness. However, the eventual magnitude of the cutbacks would require a critical reflection on the mission as well the scope of organizational administration and service delivery. As Lewis (2007) suggests, the purpose of this assessment is to identify actions that act as goals and objectives that will streamline this process.
Goals
The primary goal is to cut effectively implement the management’s directive to reduce the size of my staff.
Second, to improve the evaluation channels used in the selection of candidates for downsizing.
Third, to set a situation for the hospital to re-absorb laid-off employees in a post-downsizing era.
Objectives
I aim at providing support for the survivors and victims in events following the downsizing.
References
Bond, A. E., Eshah, N., Bani-Khaled, M., Hamad, O. et al. (2010). Who uses nursing theory? A univariate descriptive analysis of five years' research articles. Scandinavian Journal of Caring Sciences, 25 (2), 404-9.
HRMA. (2012). The Impact of Forced Layoffs: How to avoid the negative consequences of laying off staff. Retrieved from HRMA Web site: http://www.hrma.ca/wp-content/uploads/2012/07/rb-forcedlayoffs.pdf
Lewis, L. P. (2007). Fundamentals of Project Management. New York, NY: AMACOM Div American Mgmt Assn.
