Problem Analysis Worksheet
|Scenario Number Two|
|Identify the Problem.||Analyze the Problem and Ethical Considerations.|
|The identified problem is a poor individual performance measurement that has led to reduced employee morale.||The improvement of quality care in health care facilities depends on proper performance measurement. Performance measurement defines hospital activities and contrasts the objectives of the hospital to what workers achieve as a means of improvement and identification of opportunities (Shaw, 2003). Some of the principal methods that the management personnel may use to measure performances include statistical indicators, third-party assessment, as well as regulatory inspections instead of satisfaction surveys.
The system used in measuring individual performances is known as the performance measurement system. According to the National Board of Health (2002), a performance measurement system should follow the published policy considerations of the hospital. Such policies are established to manage quality and individual performance while also clarifying the value and roles of workers. Therefore, a performance measurement system must be designed to improve individual performances while promoting cohesion and morale of workers instead of outlining failures. Besides, the system must not rely on a single data source but instead, should employ a range of information. Both patients and healthcare practitioners should be involved in the process of evaluation and the results of the assessment must be transparent and accessed by everyone.
|Solution #1||Potential Positive Effects||Potential Negative Effects|
|The use of statistical indicators||The use of indicators to manage performances could lead to further scrutiny, as well as quality improvement. The reason for this is that statistical indicators provide relative and not absolute messages.
Statistical indicators may also be used in assessing external or internal hospital performances.
|On the contrary, statistical indicators must be carefully interpreted as the indicators are inversely proportional to definitions employed and data quality.|
|Solution #2||Potential Positive Effects||Potential Negative Effects|
|The use of third-party assessment (peer review).||In most cases, peer review is used for self-development and assessment. Other forms of performance measurement such as statistical indicators may provide insufficient information. As such, peer feedback and appraisal enable employees and stakeholders to give their opinion on others’ performances. A culture of collaboration and support is created in the process.
Peer review may also help in improving performance, as well as facilitating accountability. Such is because workers are more likely to take action on the concerns raised by other employees due to peer accountability.
Most importantly, peer review enhances performance ratings accuracy by soliciting a complete employee performance picture.
|However, the limitation of peer review is that it is based on specialties and the confidentiality associated with the solicited result. As such, it is not appropriate for soliciting feedback when individuals perform outside their areas of specialization.|
|Solution #3||Potential Positive Effects||Potential Negative Effects|
|The use of regulatory inspections||Statutory inspectorates may be used to assess how healthcare professionals handle issues of care provision, blood transfusion, and infection control among others. The regulatory inspections occur under set standards, thus ensure transparency during measurement.
The established regulatory inspection standards ensure that healthcare practitioners meet the minimal requirements when caring for patients.
|Most regulatory inspections fail to consider the clinical process. Also, such inspections do not consider the information provided by patients as well as not fostering innovation.
Assessment through the use of inspectors may be inconsistent. In other instances, reports aggregation and conformation to high centrality may occur. Most importantly, the obtained results are not shared with patients or the staff leading to a lack of motivation.
National Board of Health. (2002). National strategy for quality improvement in health care. NBH – Copenhagen. Retrieved from: http://www.sst.dk
Shaw, C. (2003). How can hospital performance be measured and monitored? Copenhagen, WHO Regional Office for Europe (Health Evidence Network report). Retrieved from: http://www.euro.who.int/document/e82975
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