Team Work in Organizational Management

Leadership: Developing a Shared Vision The proper and effective functioning of the ancillary services department depends on the effectiveness of the members of staff within this department, yet, there are two issues that have stood out as impeding the service delivery, fact that slows or compromises the quality of service in the other departments.

One of the issues is the shortage of staff to ably handle the numerous and diverse needs of the hospital and the second yet equally important is the issue of Poor Job Satisfaction Rates Resulting in Turnover. These two detriments working together have been a challenge to the ancillary services that need to be provided within the hospital.

Staff shortage and effect on ancillary services department The number of health workers at the global level is generally on the decline with the existing staff ageing and no new equal number of people willing to delve into the health care sector of the employment spectrum. Most of the young people in the contemporary times is attracted more towards the IT sectors. This leaves a heavy burden on the few remaining health workers, the ancillary services department included.

The result of this manifests itself in the imbalance in the work load, which means the services are stretched hence compromised. The nurses and doctors and all the other positions that benefit from the assistance of the ancillary services are forced to either make do wit the substandard services or unnecessarily delay their services to patients.

This in effect has a snowball effect on the critically ill patients who need immediate attention, the specialized patients who have specific needs and physicians to attend to them are also overly delayed and the level of health care services are generally compromised within the hospital (WHO, 2006).

The stretched ancillary services department will also mean that the required standards and levels set for each hospital are easily compromised since the few members of staff are split between duties which leave them little time to effectively perform any particular support service to the hospital or the RNs or doctors, and if they spend the required time in handling the assigned duties, it would then mean that they would have to leave other duties not attended to at all.

The staff shortage also means that employees have to significantly cover up for the few numbers of ancillary service employees hence carrying out extra duties at no extra pay. This is a situation that has led to complains and lack of satisfaction in the jobs they hold. Poor Job Satisfaction Rates Resulting in Turnover Bearing the significant under staffing of the ancillary service department, there are high levels of attrition and high rate of employee turnover.

The lack of satisfaction in their jobs results from lack of intrinsic motivation among the employees in the ancillary services department since they are burdened and stretched at work. The non-stop work, lack of sufficient breaks between the working hours makes many employees to exit the hospital for other jobs that would give them better working conditions. The effect of the high attrition in the ancillary services department has resulted in the flight of skills and experience leaving wide knowledge gaps among the remaining members.

Poor job satisfaction has also led to demotivation among the employees such that they may be at work but not doing their jobs with the necessary zeal and enthusiasm as indicated by Gunelius S., (2011) of Forbes. The high turn over also means every time the new replacements come into the department, the administration spend a lot in searching, recruiting as well as training that must be conducted, a continuous exercise in the department that has proven to be very expensive for the department and the hospital as a whole.

The high turnover has also meant that the new employees are pushed to gel in with the others as fast as possible for work to continue and the pressure to be taken away from the employees who have been shouldering the excess burden. The new employees will also get into the job with lack of knowledge and experience which will cause lag in the execution of the work.

Communication, collaboration and teamwork as solution to the challenges The two challenges that the ancillary services department faces can be significantly reduced if the right communication channels are followed and communication between departments and within the department is streamlined. First, there is need to have an open communication system which enables all the employees within the department to freely and constructively engage the administration on issues that affect them.

There is need to have a confidential email where any employee can send in their suggestions and complains without fear of victimization since one person will be responsible for reading and printing out the mails to the respective administrates. This is necessary in the face of.