Identify components of employee satisfaction requiring improvement based on parameters outlined by a healthcare organization Outline action steps for improving employee satisfaction that inc

This case study has been developed to enhance your understanding of some of the basic chapter material. Be sure to follow all instructions contained within this assignment found at the end of chapter 05.
Assignment 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
Steps to this Assignment
For the assignment, go to the end of chapter 05 and find the case study. Read all of the information about this study including objectives, instructions, scenario and expected deliverables.
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 visionincluding questions reflecting employee awareness of the organization’s mission and vision and how it impacts individual jobs within the organization
Employee job satisfactionAssessment of the employee’s satisfaction with job tasks, peer group relationships, and employee-manager relationships in regard to overall job performance
Work-life balanceEvaluation of the employee’s perception of the balance between work and home life
Communication within the healthcare organizationevaluated 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 non-management) 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:
5 = Extremely satisfied, 4 = Satisfied, 3 = Neutral, 2 = Dissatisfied, 1 = Extremely dissatisfied, 0 = Not applicable
Section of survey
HIM manager 1
N = 20
HIM manager 2
N = 22
HIM manager 3
N = 26
HIM director
N = 6
Overall department score
Overall score
Overall score
Overall score
Overall score
I. Mission and vision
4.0
3.8
3.7
4.2
3.9
II. Job satisfaction
3.2
2.9
2.2
4.0
3.1
III. Work-life balance
4.0
4.0
4.0
2.9
3.7
IV. Communication
2.8
2.6
2.5
3.5
2.9
Report legend
HIM manager 1 area duties: Release of information, transcription, and chart completion
HIM manager 2 area duties: Electronic record management and document imaging
HIM manager 3 area duties: Coding (coding employees work remotely)
HIM director: Three managers and three data quality specialists report to HIM director
Assumptions
The HIM director will meet with the HIM management team to discuss the survey results and the action plan for improvement will be completed collaboratively by the HIM management team.
The HIM director will need to incorporate strategic planning and change initiatives as part of the action plan for improving the HIM department’s overall employee satisfaction results.
A follow-up employee satisfaction survey will be deployed by the healthcare organization at the end of calendar year 2020, which will allow departments time to initiate improvement action plans from January to November 2019.
Management annual performance evaluations and incentives are partially based on the results of the employee satisfaction survey.
Reasonable goals are set for score improvement as slight gains are perceived as a positive movement toward employee satisfaction.
Deliverables
Come up with an action plan (template provided below and in figure 5.7) for improving the results of the next employee satisfaction survey by identifying any components of the survey that fall below a score of 3.5 for the overall HIM department.
Identify three action steps to improve each component of the survey by identifying appropriate change management skills and conflict resolution skills discussed within this chapter.
Outline the communication method for each of the action steps such as meetings, emails, online training, webinars, and such.
Provide the projected score for each component of the overall HIM department survey that requires an action plan.

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