Imagine you are an organizational consultant who utilizes a Human Resources approach to diagnose organizational
challenges. Using the Human Resources approach as your theoretical and explanatory lens, answer the following question:
- What went wrong at New Day Hospice as it was described in the case? (Be clear about what went wrong and
what could/should have been done; e.g., “XX style of management was used when human resources approaches
suggest XX style is ideal”)
OR
Imagine you are an organizational consultant who utilizes the Constitutive approach to diagnose organizational
challenges. Using the Constitutive approach as your theoretical and explanatory lens, answer the following question:
- What went wrong at New Day Hospice as it was described in the case? (e.g., you might explain the extent to
which each of the four flows was successful; be sure to define each first)
OR
Imagine you are an organizational consultant who utilizes the Critical approach to diagnose organizational challenges.
Using the Critical approach as your theoretical and explanatory lens, answer the following question:
- What went wrong at New Day Hospice as it was described in the case and how can these issues be addressed?
(Recall the goal of a critical theorist)
Full Answer Section
- Ineffective Recruitment and Selection Practices: The hospice's recruitment and selection processes failed to attract and retain qualified and compassionate individuals. The lack of rigorous screening and assessment procedures led to hiring individuals who were not suited for the demanding and emotionally taxing work of hospice care.
- Insufficient Training and Development: The hospice provided inadequate training and development opportunities for its employees, leaving them unprepared to handle the complex emotional and physical demands of their roles. This lack of support contributed to feelings of inadequacy and insecurity among staff.
- Poor Communication and Feedback: Communication breakdowns were rampant throughout the organization, hindering collaboration, fostering mistrust, and creating a chaotic work environment. The lack of effective feedback mechanisms prevented employees from understanding their performance and opportunities for improvement.
- Absence of a Strong Performance Management System: The hospice lacked a structured and consistent performance management system, making it difficult to identify and address employee performance issues. This absence of accountability further eroded employee morale and motivation.
To address these challenges, New Day Hospice should implement the following HR-focused strategies:
- Implement Comprehensive Staffing Plans: Conduct thorough workforce planning to determine appropriate staffing levels based on patient needs and caseloads. Develop strategies to attract and retain qualified candidates, including offering competitive compensation and benefits packages, providing opportunities for professional growth, and fostering a positive and supportive work environment.
- Enhance Recruitment and Selection Practices: Implement rigorous recruitment and selection processes, including behavioral interviewing techniques, thorough background checks, and pre-employment assessments. Prioritize candidates who demonstrate empathy, compassion, and the ability to handle emotionally demanding situations.
- Invest in Employee Training and Development: Provide comprehensive training and development programs for all staff members, covering topics such as end-of-life care, communication skills, emotional resilience, and conflict resolution. Offer ongoing learning opportunities to keep employees up-to-date with the latest practices and advancements in hospice care.
- Establish Effective Communication Channels: Foster open and transparent communication by establishing clear communication channels, regular team meetings, and effective feedback mechanisms. Encourage open dialogue and address concerns promptly to build trust and collaboration among employees.
- Implement a Robust Performance Management System: Develop a structured and consistent performance management system that sets clear expectations, provides regular feedback, and recognizes employee achievements. Utilize performance evaluations to identify training needs and tailor development opportunities accordingly.
By implementing these HR-focused strategies, New Day Hospice can address the underlying organizational challenges, improve employee morale, and provide high-quality care to its patients.
Sample Answer
Applying the Human Resources Approach to Diagnose Challenges at New Day Hospice
Through the lens of the Human Resources approach, several key factors contributed to the organizational challenges at New Day Hospice:
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Inadequate Staffing Levels and High Turnover: The hospice faced chronic understaffing, leading to excessive workloads, burnout, and decreased employee morale. This resulted in high turnover rates, further exacerbating staffing shortages.
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