community hospital healthcare system a strategic management case study

An official website of the United States government

The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

The site is secure. The https:// ensures that you are connecting to the official website and that any information you provide is encrypted and transmitted securely.

• Publications
• Account settings

Preview improvements coming to the PMC website in October 2024. Learn More or Try it out now .

• Advanced Search
• Journal List
• Int J Environ Res Public Health

A Case Study of a Whole System Approach to Improvement in an Acute Hospital Setting

Marie e. ward.

1 Centre for Innovative Human Systems, School of Psychology, Trinity College, The University of Dublin, D02 PN40 Dublin, Ireland; [email protected]

Ailish Daly

2 Beacon Hospital, Sandyford, D18 AK68 Dublin, Ireland; [email protected]

Martin McNamara

3 UCD Centre for Interdisciplinary Research, Education & Innovation in Health Systems, School of Nursing, Midwifery & Health Systems, UCD Health Sciences Centre, University College Dublin, D04 V1W8 Dublin, Ireland; [email protected] (M.M.); [email protected] (S.P.T.)

Suzanne Garvey

Sean paul teeling.

4 Centre for Person-Centred Practice Research Division of Nursing, School of Health Sciences, Queen Margaret University, Queen Margaret University Drive, Musselburgh EH21 6UU, UK

Associated Data

Not applicable.

Changes in healthcare tend to be project-based with whole system change, which acknowledges the interconnectedness of socio-technical factors, not the norm. This paper attempts to address the question of whole system change posed by the special issue and brings together other research presented in this special issue. A case study approach was adopted to understand the deployment of a whole system change in the acute hospital setting along four dimensions of a socio-technical systems framework: culture, system functioning, action, and sense-making. The case study demonstrates evidence of whole system improvement. The approach to change was co-designed by staff and management, projects involving staff from all specialities and levels of seniority were linked to each other and to the strategic objectives of the organisation, and learnings from first-generation projects have been passed to second and third-generation process improvements. The socio-technical systems framework was used retrospectively to assess the system change but could also be used prospectively to help healthcare organisations develop approaches to whole system improvement.

1. Introduction

The Patient Safety and Quality Improvement (QI) movements in healthcare have been slow to achieve momentum in improving outcomes [ 1 ]. Braithwaite et al. (2018) estimate that in healthcare organisations, nearly two-thirds of initiatives experience implementation failure [ 2 ]. Changes in healthcare tend to be project-based with whole system change, which acknowledges the interconnectedness of socio-technical factors, not the norm. In addition, it can be difficult both to sustain change beyond the project lifecycle as well as to generalise change to a broader level [ 3 ].

Lean Six Sigma is a powerful methodology that reduces waste and variation in an organisation and ultimately minimises operating costs, optimises productivity, and maximises customer satisfaction [ 4 ]. LSS is the merger of two methods used in process improvements. Lean originated in Toyota car production factories and focuses on refining and improving processes as well as eliminating non-value-added (NVA) activities [ 5 ]. Six Sigma was introduced by Motorola to optimise its manufacturing processes by reducing their variability through the rigorous application of process metrics collection and statistical analysis [ 6 , 7 ]. Since the early 2000s, LSS thinking has been adapted into healthcare with the goal of improving patient safety, quality of care, efficiency, patient satisfaction, and performance [ 8 ].

Healthcare providers worldwide, both publicly and privately funded, are faced with similar challenges of caring for an ageing population with a limited pool of financial and personnel resources. Consequently, the need to seek improved efficiencies while continuing to provide safe and high-quality services has become more and more acute [ 9 ]. LSS has been implemented in many healthcare organisations, with impacts achieved across many clinical and administrative pathways and processes [ 10 , 11 ]. While there are positive associations between LSS adoption and performance indicators in individual case studies [ 12 , 13 , 14 , 15 ], overall evidence on the success of LSS is mixed. Considerable time and effort need to be spent on implementation for LSS to be associated with gains in hospital performance. The degree to which this investment is made depends on the system maturity, leadership commitment, daily management system use, and training [ 16 , 17 ]. There is also increasing recognition of the importance of improving both patient and staff experience of healthcare [ 18 , 19 ] and moving to person-centred approaches in healthcare [ 20 ]. Political and policy stakeholders have widely advocated that person-centred care should be at the heart of the health system [ 21 , 22 , 23 , 24 ]. Person-centredness refers to embedded practices within a specific type of culture that enable and facilitate the delivery of person-centred care [ 25 , 26 ]. Person-centred cultures are deemed necessary for the delivery of person-centred care [ 26 ]. Person-centred care has an explicit focus on ensuring that the client or patient is at the centre of care delivery [ 25 , 27 ] and is concerned with every person involved in the patient’s care, including staff members and patients and their families/carers [ 20 , 27 ].

Implementation science as a field aims to help understand the factors surrounding the uptake of evidence-based practice into healthcare [ 28 ]. A central tenet of implementation science is that implementation strategies will be most successful when they align with healthcare systems’ existing culture, infrastructure, and practices [ 29 ]. Context has thus emerged as a key construct in understanding challenges to healthcare improvement [ 30 ]. Inconsistencies exist, however, in defining context [ 31 ] and in understanding the complexity of context in healthcare [ 32 ].

When talking about the healthcare system as a whole system, it is important to refer to a method for describing such a system that addresses its complexity and provides an analysis that gives leverage over the mechanisms of system change. McDonald et al.’s 2021 [ 33 ] work presented in this special issue makes a cogent argument for the importance of taking a socio-technical systems (STS) approach to whole system understanding and change. STS analysis involves studying the dynamic interconnectedness of elements of the system at different levels, such as team, processes, and information and knowledge. They propose a model called the CUBE for STS analysis that focuses on four domains:

1.1. Culture

Culture represents the pattern of shared basic assumptions and (what is often) a partial shared understanding of the STS and incorporates Schein’s [ 34 , 35 ] and Pigeon and O’Leary’s [ 36 , 37 ] work on culture.

1.2. System Functioning

System functioning represents how the system actually works and incorporates both formal elements (work-as-imagined), i.e., Policies, Procedures, Protocols, and Guidelines (PPPGs) as well as informal elements (work-as-done or the sequence of activities that normally takes place) [ 38 ] and incorporates Perrow’s functional focus on complexity and coupling [ 34 ].

1.3. Action

Action represents how we act within the system, incorporates Turner and Pidgeon’s work on the flows of information, knowledge and understanding, and anything that happens in the system that is recordable or measurable [ 37 ]; this can be analysed at different levels, such as individual actions, team performance against a standard, activity sequences, or key outcome, process, and balancing measures in relation to system performance [ 35 ].

1.4. Sense-Making

Sense-making represents how we understand and make sense of our world and incorporates Weick’s work on how individuals operating within the system make sense of it, often through practical action [ 39 ].

These dimensions of the CUBE are further broken down in terms of four types of relation: Goals (linked to objectives and outcomes), Process (sequential relations), Social Relations (reciprocal relations of working with and reporting to), and Information and Knowledge (exchanges of meaning that link people and processes). Figure 1 represents the CUBE.

Pictorial representation of the CUBE.

This case study reports on the system-wide implementation of LSS in conjunction with person-centred care principles in a large acute private hospital setting. The organisation’s mission is to provide exceptional patient care in an environment where quality, respect, caring, and compassion are central. This mission is based on organisational values of dignity, excellence, collegiality, and communication. In 2014, the organisation set out on a journey of expansion and growth. It was recognised that if this was to be achieved while holding the highest standards in quality and safety of patient care all staff would need to be involved and play a role. At that time, the organisation had achieved accreditation by the Joint Commission International and to maintain this was a key organisational goal [ 40 ].

This case study sets out to address the question ‘Was the deployment of LSS and person-centred care in this hospital a change on a whole system level?’. The CUBE will be employed as a descriptive and analytic framework to help answer this question.

The CUBE framework is firstly used here to outline some of the important considerations prior to the commencement of the change programme.

1.5. Culture

There was a recognition of the importance of culture from the outset. Retention and development of a highly-skilled staff body with significant organisational knowledge would be crucial to the journey of expansion. A key organisational priority became adopting a person-centred approach with the principles of collaboration, inclusiveness, and participation (CIP) underpinning process improvement in the hospital [ 20 ].

1.6. System

The following strategic objectives were set in 2014: to ensure excellence in quality and safety of patient care through compliance with the six International Patient Safety Goals as outlined by Joint Commission International [ 35 ]; to use Information Technology to enhance Safer Patient Care; to improve Patient Flow, and to improve Care of the High-Risk Patient. With the setting of these strategic objectives, it was recognised that all improvement work needed to come under one approach and be aligned to these strategic objectives as set out in the Hospital Leadership Goals 2014 [ 41 ]. This has been a criticism of QI in healthcare with the term ‘projectitis’ referring to an excessive focus on small projects that are not aligned to the strategic goals of the organisation or each other [ 42 ].

1.7. Action

Not all action in healthcare is suitable for easy measurement. A key focus of the hospital’s efforts, however, would be the ability to measure current performance and to know when a change is an improvement [ 43 , 44 ]. Another priority would be to give healthcare teams information and knowledge on how they were performing so that they would make sense of their own processes and improvement [ 38 , 45 ].

1.8. Sense-Making

Providing staff with excellent educational and developmental opportunities would be essential to support sense-making. The desired “future state” was a better patient and staff experience supported by a culture where all staff members, from Board and Executive Management Team (EMT) to frontline staff, had a shared vision of the goals and adopted a system-wide approach to process improvement, avoiding working in silos [ 46 ]. The organisation had a strong history of supporting staff in the completion of post-graduate education and training; however, before this project, education and training opportunities had been considered based on the individual’s or possibly the department’s needs. Outputs were delivered at the individual or departmental level. A system-wide consideration of education and training needs and outputs had not previously been attempted. It would be essential that staff were educated together to achieve a system-wide approach to change and improvement.

2. Materials and Methods

2.1. case study.

A case study approach [ 47 , 48 ] was adopted here to understand the deployment of a whole system change in the acute hospital along the four dimensions of STS outlined above. A case study is an approach that is used to generate an in-depth, multi-faceted understanding of a complex issue in its real-life context [ 49 ]. This case study sets out to address the question ‘Was the deployment of LSS and person-centred care in this hospital a change on a whole system level?’. The case study analysis was informed by a number of different sources of evidence [ 47 ].

2.2. Evidence

2.2.1. internal hospital documentation.

Hospital Leadership Goals (2014)

Education and Training Working Group; agendas and minutes (2015–2021)

Education and Training Working Group; gap analysis (2015)

Lean Academy presentation to the Hospital Board of Directors (2016)

LSS projects; meeting notes, project progress tracking (2017–2021)

2.2.2. Seven Research Studies Presented in This Special Issue

Operation Note Transformation: The Application of Lean Six Sigma to Improve the Process of Documenting the Operation Note in a Private Hospital Setting [ 50 ].

Releasing Operating Room Nursing Time to Care through the Reduction of Surgical Case Preparation Time: A Lean Six Sigma Pilot Study [ 51 ].

Redesigning the Process for Scheduling Elective Orthopaedic Surgery: A Combined Lean Six Sigma and Person-Centred Approach [ 52 ].

Lean Six Sigma Redesign of a Process for Healthcare Mandatory Education in Basic Life Support—A Pilot Study [ 53 ].

The Use of Lean Six Sigma for Improving Availability of and Access to Emergency Department Data to Facilitate Patient Flow [ 54 ].

Using Lean Six Sigma to Redesign the Supply Chain to the Operating Room Department of a Private Hospital to Reduce Associated Costs and Release Nursing Time to Care [ 55 ].

The Use of Lean Six Sigma Methodology in Reducing Length of Stay and Improving Patient Pathway in Anterior Cruciate Ligament Reconstruction Surgery (submitted) [ 56 ].

2.2.3. Participant Observation

One of the authors (AD) is the Director of Education, Innovation, and Rehabilitation at the hospital and has been on this whole system change journey since 2014. She has observed most of the processes concerning the deployment of LSS and person-centred care across the hospital. Another author participated in the Education and Training Working Group (SG). Another author (SPT) is one of the staff members from the Lean Academy who has also been involved since the beginning of the deployment from an academic provision perspective and has observed the system change unfold through this lens since 2017.

2.3. Synthesis

The synthesis of the evidence was facilitated by two authors (MEW and MMcN). MEW was involved in the development of the STS CUBE framework [ 33 , 57 ] and MMcN developed the university-accredited LSS curriculum to overcome system blindness [ 58 ], which was used within the hospital. MEW and MMcN supported the synthesis of the evidence by using questions from the CUBE framework combined with reflective questions from Oshry’s Organic Systems Framework (OSF) [ 59 , 60 ]. Because of the participatory nature of the involvement, it was felt important to add this reflective dimension. Oshry’s OSF provides a framework and vocabulary for describing human systems as organic wholes and allows us to understand and, potentially, influence a range of system phenomena. Oshry’s concepts enable us to see the whole as a pattern of systemic relationships (what the whole is) and as a pattern of systemic processes (what the whole does). He addresses how, as system members, we experience ourselves, our relationships with others, the systems we are a part of, other systems, and the relationships among systems, and it allows us to make more informed decisions and to take more informed actions based on these experiences. A set of questions based on the CUBE and Oshry’s OSF can be found in Table 1 and Table 2 . These questions were posed by MEW and MMcN to the other authors and answered through a process of iteratively writing up this case study. The synthesis set out to generate an answer to the question of whether or not this change could be described as being at a whole system level.

High-level questions are derived from the STSA CUBE [ 46 ].

Reflective questions derived from Oshry’s Organic Systems Framework [ 48 , 49 ].

2.4. Approach to Change

The approach to change at the time of commencement is now outlined under the domains of the CUBE.

2.4.1. Culture

Simpson et al. (2019) describe the importance of healthcare organisational culture when considering quality and patient safety in healthcare [ 49 ]. In 2014, the organisation culture was evolving from a “Power Culture” where the key to the organisation sits in the centre surrounded by widening circles of intimates and influence [ 61 ] (Handy 1999 p. 86). While such a command-and-control culture supported the successful initial drive to build and open the hospital, there was an acknowledgement that a challenge to sustaining and developing an organisation based on a “Power Culture” can be high staff turnover and staff dissatisfaction. There was a need to evolve to a culture of collaboration, inclusion, and participation, allowing the right staff power and influence to contribute to service progression and ultimately organisational development and expansion [ 20 ].

2.4.2. System

The strategic goals that the change was to support are outlined in Table 3 . These are aligned to the JCI accreditation program chapters. JCI accreditation had been achieved by the organisation and a key strategic goal was to maintain this accreditation.

The organisation’s strategic goals.

2.4.3. Action

Each part of the change process would address a strategic goal and would need to achieve certain pre-defined outcomes as outlined in Table 4 below.

System and action table.

2.4.4. Sense-Making

With support from the Board of Directors and the EMT, an Education and Training Working Group (ETWG) was created to identify the needs of the organisation and recommend relevant education and training programmes for implementation. The ETWG comprised a diverse set of stakeholders, all with a crucial role in developing a strategic direction for the organisation. The ETWG agreed on the importance of including all staff in opportunities to input into the design of the education programme; however, they also identified the challenge in accessing and meeting with a wide number of staff productively and effectively. Therefore, an open platform for suggestions was created through town hall meetings, departmental meetings, and performance reviews, including training needs analysis. Each ETWG member took responsibility for a staff/departmental grouping to gain their thoughts on education and training requirements as outlined in Table 5 .

Education and Training Working Group.

Engagement sessions were structured as focus groups with one-to-one sessions also facilitated when requested. The results of the stakeholder engagement sessions helped to inform the desired outcome of education and training solutions as outlined in Table 6 .

Outputs from stakeholder engagement sessions.

Participants were asked to consider focus group themes in the context of the wider organisation rather than discipline or department-specific and the context of the deliverables outlined by the hospital Board of Directors and EMT. To ensure inclusion, a representative from all departments was invited to contribute. When choosing a representative, departments were encouraged to consider staff from all grades/groupings—not specifically managers.

Based on feedback from stakeholders, the ETWG proceeded to scope potential education and training solutions with some key outcomes required in the following areas:

• the culture of quality and patient safety as a priority goal for the organisation would need to be endorsed in any education and training programme;
• to continue to deliver the best patient care, the organisation would need to constantly evolve and improve, working to best international evidence-based practice; and
• the programme would need to take account of the strategic direction of the organisation, including the use of technology to enhance patient care, optimise patient flow, and optimise care of the high-risk patient.

The ETWG identified that the gap in organisational knowledge lay not in the theory of what care to provide but the project management and process improvement skills to bring those theories to fruition. Rather than middle management/senior clinicians passing an idea to EMT to realise, the goal was to achieve a system-wide change in how projects are delivered—co-creating and realising strategies with senior and middle management and frontline staff working together [ 62 ]. Thus, education and training would need to be accessible to team members from all disciplines and all levels of seniority. To support future goals of improved inter-professional collaborative and shared decision-making, education and training that was accessible to the wider healthcare team across levels of seniority, from EMT to department managers as well as staff directly involved in the patients’ journey through the organisation, was deemed a priority [ 62 ].

To add accountability to students and the organisation, a formal academic qualification was deemed a requirement. This was to ensure that students would receive official recognition of knowledge gained and the organisation would be able to formally identify deliverables from investment in training that could be expected.

With education requirements defined ( Table 6 ), the ETWG completed a scoping review of literature of Cinahl and PUBMED databases using keywords including Process Improvement, Healthcare, and Person-Centredness. Emerging evidence of the role of LSS in wider healthcare settings was identified. Of particular note was the variation in LSS work completed in healthcare settings, including administration/patient scheduling, Emergency Department patient flow, Theatre flow, and laboratory turnaround times [ 11 , 63 , 64 , 65 , 66 ], as well as the impact of LSS in improving quality, patient safety, and employee engagement in healthcare [ 27 ]. The ETWG identified LSS as an evidence-based approach to process improvement. Its background in business and then healthcare aligned with the logistics of merging clinical and business process improvements in a private healthcare setting. The principles of LSS include recognising the complexity of healthcare, avoiding silo working, always being open to change and improvement, gathering data to create knowledge, cutting waste not care and focusing on improving the process rather than seeking person-specific improvements that matched the ethos of the organisation.

The ETWG took the evidence from the literature and sought further information regarding the impact of LSS in healthcare through visiting sites that had successfully implemented LSS to examine the “lived experience” of the organisation and their team. This took the form of a site visit to an acute hospital as well as attendance at a White Belt: “Fundamentals of Process Improvement for Healthcare” provided by the Mater Lean Academy. On assessing the literature and reflecting on the site visit, the ETWG reflected on the potential for LSS in healthcare as an education and training resource for process improvement in the organisation. The specific advantages related to accessibility. The structured delivery of LSS from White Belt: “Fundamentals of Process Improvement for Healthcare” to Green Belt: “Professional Certificate Process Improvement in Health Systems” to Black Belt: “Graduate Diploma Process Improvement in Health Systems” would enable staff at all levels to access LSS training—from a 1-day training course to a 1-year diploma.

The ETWG agreed to recommend LSS as an education programme to support process improvement in the organisation. The hospital Board of Directors supported the recommendation and an implementation plan was agreed upon. The support of the Board and EMT was a key requirement before the implementation plan and was based on the following principles:

• LSS training would be made available to all staff. Training would not be discipline or grade-specific. This was important in developing staff who ‘can’, contextualising the change across the organisation, and recognising the role of all employees [ 62 ].
• The method of delivery would be the same for all staff—thus, there was no specific delivery methodology for the EMT.
• The organisation would fully support participation in LSS education events. This included the provision of study leave and financial support for attendance at LSS training events. Thus, the improvement approach was resourced from the outset.
• Members of the EMT were committed to attending training events and acting as executive sponsors as projects emerged. This confirmed leadership commitment through walking the walk, getting involved, and supporting the project [ 50 , 51 , 52 , 53 , 54 , 55 , 56 ].

3.1. How Change Was Achieved in the Organisation

The details for how each individual project achieved its goals are written up in the accompanying papers to this case study [ 50 , 51 , 52 , 53 , 54 , 55 , 56 ]. Some examples of quality and patient safety improvement include: a reduction in the length of stay for surgeries, leading to less likelihood of acquiring a healthcare-associated infection; an increase in capacity to deliver Basic Life Support across the organisation; surgical notes transferred to electronic platforms to improve legibility and accessibility; and releasing nursing and healthcare assistants time to care for patients. Please see Table 7 for a full list of outcomes.

LSS projects delivered through collaborative, inclusive, and participative working.

The mechanisms for change at a system level are presented here using the four domains of the CUBE.

3.1.1. Culture

As can be seen in Table 7 , it is evident that the teams involved in the process improvement projects were from a wide range of backgrounds and seniority, some directly involved in the process, some giving an external perspective. Working from a common framework of the LSS methodology underpinned by a person-centred approach has allowed voices across disciplines and seniority to take an active role in project delivery. It has allowed for devolved responsibility for project delivery from the EMT level. The organisational culture shifted from a power-based culture to a task-based culture [ 61 ].

3.1.2. System

All projects supported organisational strategic goals as well as quality and patient safety priorities. Table 7 demonstrates the system-wide impact of process improvement projects delivered to date. Learnings from first-generation projects have been passed to second and third-generation process improvements ( Figure 2 ). Rather than being completed in isolation, projects are linked and outcomes are used to inform further process improvement.

Interconnection of projects supporting multiple strategic targets.

3.1.3. Action

Each of the projects described in Table 7 has resulted in concrete tangible outcomes for the organisation. For example, the Emergency Department data are circulated daily to the Emergency Department and EMT [ 54 ]. The use of LSS to redesign the delivery of Basic Life Support (BLS) training has resulted in a 50% increase in the capacity to deliver BLS [ 53 ]. Key to this was the academic qualification attached to the LSS training. The requirement to present a completed project that was nominated and supported by the hospital Board of Directors and EMT gave influence and a voice to the project groups.

3.1.4. Sense-Making

The deployment of LSS in conjunction with person-centred care commenced in the hospital in 2017. The following practical aspects of deployment were also put in place to support the above principles. All staff members were included in invites to attend training events. LSS training events were advertised through hospital-wide newsletters, email groups, team meetings, etc. Every staff member was invited to attend White Belt training. Staff from all disciplines and grades attended White Belt training together; there was no specific training for members of the EMT. This supported the hospital’s values of removing barriers between senior managers and staff directly involved in patient care as well as encouraging collaboration across teams/moving from a siloed approach to process improvement. White Belt training had to be completed before moving on to Green Belt training. Academic institution requirements were also noted. Once a staff member was assigned a place at a training event, they agreed to participate actively in the training event. To encourage collaboration, training events were arranged with team members from different departments and at different levels of seniority.

To ensure a whole system approach to improvement, each staff member applying for Green or Black Belt training was asked to submit a project charter as part of their application. Members of the EMT and quality and patient safety staff committed time to potential students to co-design project suggestions and project charters. This ensured that projects were aligned to the strategic goals and direction of the organisation. From a staff perspective, this also demonstrated the EMT and senior management commitment to their improvement project. This commitment was also demonstrated in practice. To assist with staff being released for improvement work, each application required approval from the staff member’s line manager—to ensure cover was in place for the staff member’s improvement leave as required. The first White Belt course was delivered in May 2017. Attendees included the CEO, a nurse specialist, a procurement operative, a physiotherapist, a healthcare assistant, and a patient services administrator. The ETWG had achieved a very important goal—the training event was accessible to all and had served to show that hierarchy was not going to be a barrier to improvement [ 67 ].

Following the implementation of White Belt training events, the organisation was ready to submit applications for Green Belt training commencing September 2017. For the candidates proceeding to Green Belt training, the organisation and candidates hoped that this would empower “middles” to lead process improvement by giving them the skills to integrate the needs and requirements of management with the potential and skills of the frontline staff [ 60 ]. The first Black Belt training programme was completed in November 2020, delivering advanced knowledge on LSS in healthcare. This also delivered the very significant milestone of the hospital being able to deliver White Belt training internally.

Each LSS training event resulted in specific deliverables. At the Black Belt/Green Belt level, this was the completion of process improvement projects with a tangible impact on the strategic goals of the organisation. At the White Belt level, a network of staff familiar with LSS tools was developed who could assist Black and Green Belts to achieve project goals. Every staff member in the hospital has a role to play in quality and patient safety. The accessibility of LSS to all staff created an avenue for all staff to learn and become actively involved in patient safety activities. Combining a person-centred approach and stakeholder engagement methodology, a shared purpose approach has emerged in the LSS projects to date. The project teams formed and refined the project goals and took a shared responsibility with key stakeholders to see projects through to completion.

3.2. Case Study Synthesis

The importance of taking a socio-technical systems approach to whole system change that focuses on the four domains of culture, system, action, and sense-making was stressed in the Introduction [ 33 ] as an important approach to move forward the lack of traction on quality and patient safety improvement that has afflicted healthcare over the last 20 years [ 1 , 2 ].

The results of this case study are now discussed with these four domains in mind. At the outset, the organisation required increased knowledge and skills in person-centred process improvement to help staff provide a sustainable workforce that could engage with and support organisation expansion and development. The person-centred implementation of LSS in the organisation has resulted in the emergence of a task-based culture that focuses on involving the right people with the right resources to complete improvements [ 61 ]. The unifying power of the group is in their approach to the project—a commonality in structuring the project utilising LSS tools based on the principles of collaboration, inclusion, and participation [ 27 ]. These principles allow staff who have completed Green and Black Belt training to support process improvement outside of their usual areas of work—moving away from silo-based improvement or ‘projectitis’ and to more of a system-wide approach to change. LSS graduates from one area are supporting improvement in another. This enables sharing of knowledge and skills, the building up of organisational trust, systemic learning at both a tacit [ 63 ] and explicit level, and the provision of support to system-wide improvement. Interdependencies between projects and areas are noted and a systems view emerges. Staff from patient services supported improvement projects in theatre procurement and graduates from physiotherapy supported projects in information technology/education planning. Investing time and energy to allow staff to do this can be a challenge in a busy acute hospital. By employing the principles of stakeholder engagement promoted by LSS—seeking to understand and giving voice, but also ensuring improvement sessions were well structured with identifiable deliverables, staff were happy to dedicate time to achieve the desired outcome and the organisation supported this.

Study leave was approved before Green Belt and Black Belt training and education commenced. A support network for covering staff was agreed upon. The clear message of support from the Board and EMT removed concerns regarding financial and study leave support. More challenging was facilitating stakeholder engagement/data collection sessions. Teams had to be mindful to meet their stakeholders at times and venues that suited. Additionally, hugely important was the need to reassure stakeholders that the teams sought to understand processes and challenges and seek solutions. The purpose of a LSS project was never to examine or find fault with the person—94% of the problems are caused by the system and 6% by the individual [ 68 ].

In terms of the development of a long-term sustainable team that can support hospital development and expansion, the hospital has moved through forming, storming, and norming and is currently progressing to performing [ 69 ]. D’Andrematteo (2015) [ 70 ] called for further investigation into the organisation-wide success and weakness of LSS. In this system-wide implementation of LSS underpinned by a person-centred approach, the hospital has achieved an organisation-wide approach to improvement involving staff from all specialities and levels of seniority.

Benefits and challenges involving roles within the improvement team were noted. The involvement of clinicians in healthcare improvement is central to system change [ 71 ]. There was great support from clinicians throughout—from practical support given by the Orthopaedic Consultants and Anaesthetist in implementing Day Case Anterior Cruciate Ligament surgery to the “external” process view offered by the Speech and Language Therapist to theatre procurement and stock management [ 55 ]. Each LSS project is based on the collaboration of team members from a combination of medical, nursing, HSCP, and management/administrative backgrounds [ 72 ].

Clinicians are trained to make quick decisions to address an evolving presentation in a patient. The temptation to start a process improvement with “I know the solution—we just have to …..” was something that a lot of staff had to learn to avoid. Process owners within teams also had to learn to allow others the authority to examine processes and facilitate stakeholder engagement and data collection—in some cases acknowledging that team members from outside the process were better placed to complete these activities—as they approached them with “fresh eyes”. This supports a culture where all staff members have psychological safety [ 67 ] and feel able to speak up for important issues such as quality and safety of patient care [ 68 ]. Psychological safety is an essential component of achieving JCI accreditation [ 40 ]. It helps healthcare move on a journey towards high reliability [ 1 ] and to building organisational resilience [ 73 ]. The management is also learning to distribute power and knowledge and acknowledge the expertise and insights of others. There is less emphasis on the positional role and traditional authority [ 74 , 75 ].

LSS is now the method of choice used for improving processes. LSS is also used to present improvements as part of JCI accreditation. The organisation completes JCI accreditation every three years. As part of this accreditation, the hospital reports on key performance indicators, including length of stay and readmission rates, and quality improvement projects around these indicators. Please see Table 8 .

Hospital leadership goals and key performance indicators.

From 2019, these projects have been completed using the LSS methodology. The hospital first achieved JCI accreditation in 2007 and has been re-accredited every three years since then—most recently in 2019. Continuing to achieve re-accreditation requires continuing improvement as well as a commitment to quality and safety of care, including the International Patient Safety Goals.

In addition to the projects described above and as a reflection of the maturing of a LSS culture in the organisation, the LSS methodology has now been adopted as the process improvement method of choice in the organisation. Green and Black Belt projects, as mentioned above, have led to legacy projects outside of the academic structure.

As the number of staff familiar with the LSS approach increases in the organisation, the use of various methods, tools, and strategies has become commonplace. For example, when planning a new or changed service, first thoughts are always to align with the strategic objectives of the organisation, followed by using LSS tools such as process mapping to understand how the service currently runs (AS IS mapping) and to identify how the service will run (TO BE mapping). When analysing potential risks associated with changing a process, a Failure Modes Effect Analysis (FMEA) is completed as standard—this is of particular benefit when preparing for JCI accreditation as it is a tool that JCI commonly requests as part of their accreditation of quality and safety improvement in the hospital.

The CUBE STS analysis framework as further developed in the Access Risk Knowledge (ARK) Platform addresses questions of value in terms of the projected gain and the actual gain of the change achieved [ 28 , 66 ]. In Table 7 the expected outcome and the actual outcome achieved are presented for each individual project. Improvements also occurred outside of these projected outcomes, for example, improvements related to operation notes also improved patient safety and created a template for the transference of further documents to the patient electronic record—without having to seek external consultancy advice. Value can also be seen by stakeholder satisfaction and improved patient care. Examples of stakeholder satisfaction include:

“The novelty, of actually being able to read the handwriting and understand the detail of the surgery, is brilliant!”

“It’s so easy to use”,

“With the help of the templates, I can complete my Op note in minutes”

“It’s saving me so much time!”

“Love the layout, it’s so easy to read”

Harder to estimate is overall Return on Investment (ROI). Four years into the deployment, ROI can be estimated by savings made related to improvement projects. Each of the seven studies reported on here achieved outcomes that can be quantified separately, e.g., projects involving theatre stock have led to a 91% reduction or EUR 24,769 in the value of out-of-date stock and a 45% reduction in nursing stock preparation time (releasing that nursing time to caring for patients) [ 51 , 55 ]. Projects involving patient flow, such as improving the pathway for patients attending Anterior Cruciate Ligament reconstruction, have resulted in an additional 24.6 bed days annually in the organisation [ 56 ]. This implementation was funded within the existing postgraduate education and training budget. Analysis of staff retention and progression is complicated due to many changing circumstances resulting from the COVID-19 pandemic. Of the 32 staff who have completed Lean Six Sigma practitioner training, 25 (78%) remain and are progressing to new roles in the organisation. Further analysis of the 21% of staff trained who have left the organisation is required to identify motivating factors behind the staff member’s decision to change.

Another ROI was the ability to continue White Belt training with in-house resources, meaning the cost of continuing LSS training in the organisation reduced significantly in 2020. Perhaps a mark of leadership satisfaction with the LSS programme was that rather than allocating those savings to another area, the savings were ploughed back into LSS training and education—supporting further Green Belt and Black Belt training.

4. Discussion

The case study synthesis, using the CUBE domains of culture, action, system functioning, and sense-making combined with Oshry’s OSF, has enabled us to answer the question of whether or not these elements combined to create agency for change at the organisational level of the hospital. The case study demonstrates evidence of whole system improvement; projects involving staff from all specialities and levels of seniority are linked to each other and to the strategic objectives of the organisation, and learnings from first-generation projects have been passed to second and third-generation process improvements.

The question of whole system change is difficult, however. There is little agreement in the literature on what constitutes ‘whole system’ change, which speaks to the origins of this special issue. This case study has taken the approach that the design of an effective agency of complex and socio-technical system change requires both an understanding of socio-technical systems and the engineering of their development [ 28 ] and takes some reflection on our role as actors within the system [ 47 , 48 ].

Flynn et al. (2019) [ 77 ] completed a realist evaluation to identify contexts and mechanisms that enabled and hindered implementation and had an effect on the outcome of sustainability of what was meant to be a whole system Lean intervention in a pediatric healthcare setting (CMOs). This intervention was noted as being the ‘largest Lean transformation in the world’ [ 78 ]. While Flynn et al.’s evaluation focused on the outcome of sustainability, the framework could still be used to assess whether the hospital intervention reported here did have an impact at a systems level. The CMOs from Flynn et al.’s work are thus presented here along with a response from the synthesis of evidence in this case study.

CMO1: The early stages of Lean’s implementation were funded, mandated, and top-down in nature (C), driven by an external consultancy firm that initially focused on training senior leadership (C). Frontline staff did not feel involved in Lean changes, and they felt pressured to adopt Lean (M). The Lean language used did not make sense to staff (M). Training failed to demonstrate a connection between Lean and healthcare.

In this case study, it can be seen that an approach to whole system improvement was co-designed from within the system by a team of staff (ETWG) in conjunction with the Board of Directors and EMT. A partnership approach was developed with the UCD Lean Academy who are a team of former and current healthcare workers who have adopted LSS for healthcare staff. The training used and examples given were based in the Irish healthcare settings. The UCD Lean Academy has committed to supporting healthcare teams publish their research to add to the international evidence base [ 12 , 13 , 14 , 15 , 79 ]. Materials from these cases studies were used to support the training.

CMO2: The complexity and dynamic nature of healthcare (C) were perceived as incongruent with the nature of Lean. The translation of Lean to patient care did not make sense for many staff and Lean efforts felt impersonal. Lean training failed to make the connection between Lean and healthcare clear for staff (M) and the early stages of implementation led by the consultancy company failed to customise Lean to the local context. This triggered pitfalls to the success of Lean, such as feelings of disconnection and negative perceptions of Lean (M), resulting in resistance to and a lack of support for Lean continuation (O).

In this case study, it was seen that LSS process improvements were designed and led by organisational staff from the outset with support from staff from the Lean Academy. Organisation stakeholders met with their colleagues rather than with an external consultant. This enabled a shared approach to understanding the challenges, the joint consideration of solutions, and an acknowledgement of previous efforts at improvement made in the past, rather than a suggestion of “just do it” solutions.

CMO3: Lean was implemented in areas that experience constant change (C), early stages of implementation involved multiple Lean events for training purposes (C), and frontline staff felt overwhelmed from the constant change, they were unsure what changes were due to Lean, and felt that Lean was the latest fad (M). This led to negative perceptions of Lean, resistance, and a lack of support by frontline staff (O).

As a relatively young organisation, staff are accustomed to change and progression with short lead-in times. In this case study, it was evident that rather than change being seen as a challenge, the use of LSS and data-driven solution design allowed team members to participate actively in change and take ownership and credit when solutions were found.

CMO4: The contract of the external consultancy leading Lean’s implementation ended (C), placing the continuation of Lean on internal senior leaders and unit managers (C). This led to a process of customisation of Lean to the local context through a variety of ways. This customisation of Lean and shift in implementation triggered positive and negative responses from frontline staff, unit managers, and senior leaders (M). As a result, only some Lean efforts became embedded. However, there was variation and a discrepancy between senior leaders and unit managers compared with frontline staff on perceptions of how embedded Lean efforts were (O).

In this case study, it was seen that the hospital system was committed to building up in-house expertise from the beginning via the training of White, Green, and Black Belts who would reinvest in the system and train further White Belts.

CMO5: The context of early stages of implementation (C) failed to trigger sense-making processes necessary for staff to understand Lean and potentially engage with and begin to embed Lean into their practices (O). Shared values were evident between Lean principles and staff professional values as healthcare providers. However, value congruency without clear sense-making processes resulted in a lack of adoption of Lean behaviours as part of normalised frontline practices. Sense-making processes were hindered by a failure of initial Lean training efforts to translate the principles of Lean into the context of healthcare that would resonate with staff (M). Lean language and the lack of staff involvement in Lean changes also hindered sense-making processes and feelings of engagement. This resulted in negative perceptions of Lean, a lack of buy-in, and a lack of support for the continuation of Lean from frontline staff (O).

In this case study, it can be seen that there was a focus on sense-making from the outset. One learning from the LSS deployment to date is the need to explore and understand the pain/challenge from all perspectives from the outset.

Strengths and Limitations

The strengths of taking a case study approach are that it allows us to attempt to answer complex questions by triangulating different data from different sources [ 43 ]. Internal consistency was increased by collecting data from multiple sources and by using different types and sources of data. Reliability was aided by transparency in terms of outlining the questions and processes of synthesis [ 80 ].

A criticism, however, of this study could be that only one author (MEW) was outside of the process as it was happening. However, there is also a strength in combining insider insights on change and using the rigour of a STS analytic framework such as the CUBE combined with Oshry’s Organic Systems Framework to approach the case study.

A further point to be acknowledged is that this case study reports on the system that was one hospital. This is the strength of the case study approach and helps us give importance to and answer questions on topics in their own right. However, as noted above, whole system change is complex and there may be other factors at play when we consider a ‘systems-of-systems’ approach and acknowledge the wider impact of societal, legislative, political, and other factors on that system. As Flynn et al. note in this special issue [ 81 ], there is growing traction for the need to look at what has been termed ‘learning health systems, which are dynamic ecosystems where scientific, social, technological, policy, legal, and ethical dimensions are aligned to enable continuous learning and improvement to be embedded across the system [ 82 ]. COVID-19 has also taught us a great deal about the importance of taking a ‘systems-of-systems’ approach in healthcare and there are further lessons to be learned from this [ 83 ].

5. Conclusions

There are strengths and limits to the case study approach; however, we hope here, guided by an STS approach, to add to the body of literature on what would constitute whole system improvement in healthcare. Recognising the organisation’s culture , aligning complex system functionality requirements and the ability to activate these requirements to deliver concrete outcomes, and developing a shared understanding or sense-making of future goals aligned with embedding a person-centred approach to whole system improvement have synergised in a way that credibly addresses what it takes to change a whole system. Through the growing organisation-wide knowledge of the LSS approach and methods underpinned by person-centredness [ 27 ], the hospital is creating an increasing network of those who, in Oshry’s terms, “can”, “know”, and “want” to continuously strive for improvement in the quality and safety of patient care in the organisation [ 60 ]. This case study highlights achievements to date. The organisation will continue to grow and develop process improvement with a growing network of staff to support this important work. The STSA CUBE framework and Oshry’s OS framework were used here retrospectively to assess an intervention but could also be used prospectively to help healthcare organisations develop approaches to whole system improvement. Future areas of development for this organisation and to promote the sustainability of LSS and person-centred care include: (1) assessing the impact of LSS/person-centred process improvement through a stakeholder survey as well as the recording of formal project outputs; (2) disseminating and celebrating achievements internally and externally; and (3) continuing to reinvest in training and education to ensure leaders and process improvers remain equipped with skills and knowledge in this constantly evolving field.

Acknowledgments

The authors acknowledge the support of the hospital’s Executive Management Team, Board of Directors, and Education and Training Working Group in the scoping and implementation of this project. We also thank the UCD Mater Lean Academy for the support provided during this project.

Author Contributions

Conceptualisation, M.E.W., M.M., A.D., and S.P.T. methodology, M.E.W., M.M., and A.D.; formal analysis, M.E.W., M.M., and A.D., writing—original draft preparation, A.D., M.E.W., and M.M. writing—review and editing, A.D., M.E.W., M.M., S.G., and S.P.T.; visualisation, A.D. and M.E.W.; funding acquisition, A.D. and S.G. All authors have read and agreed to the published version of the manuscript.

The research received no external funding.

Institutional Review Board Statement

This work took place as part of ongoing organisational quality improvement. Institutional Review Board approval was not required.

Informed Consent Statement

Data availability statement, conflicts of interest.

The authors declare no conflict of interest.

Publisher’s Note: MDPI stays neutral with regard to jurisdictional claims in published maps and institutional affiliations.

Community Hospital Healthcare System: A Strategic Management Case Study

Added on   2023-05-28

About this Document

End of preview

Want to access all the pages? Upload your documents or become a member.

Healthcare Delivery in United States of America lg ...

Different healthcare systems in us lg ..., strategic plan of seoul st. mary's hospital: a swot analysis lg ..., advanced studies in healthcare america research paper 2022 lg ..., health organization case study lg ..., mayo clinic swot analysis lg ....

Product details

Teaching delivery modes

Quality Papers. On-time Delivery. Plagiarism-Free

Community hospital healthcare system: a strategic management case study

Using the case study provided along with the strategic plan Develop clear, measurable objectives, and initiatives to meet the objectives for the organization. Analyze strategies and methods for meeting objectives and measuring success. Identify the strategies and methods. Explain how the strategies and methods are appropriate for the objectives. Identify barriers and constraints to the objectives. Explain the methods you will use to address the barriers and constraints. Develop comprehensive recommendations. Explain the financial requirements to meet the objectives. Recommend an organizational structure that would best position the organization as a leader in its market.

Need Help Writing an Essay?

Tell us about your paper and we will find the best writer for your essay.

COMMUNITY HOSPITAL HEALTHCARE SYSTEM: A STRATEGIC MANAGEMENT CASE STUDY ESSAY

Amod Choudhary, City University of New York, Lehman College CASE DESCRIPTION The primary subject matter of this case concerns strategic management of community hospitals in the United States. This case has a difficulty level of five; appropriate for first year graduate level students. This case is designed to be taught in four class hours and is expected to require twenty-four hours of outside preparation for students. For the graduate student, it should be a half semester long group project with a presentation and report at the end of the semester . CASE SYNOPSIS

This case study analyzes the turbulent social, legal and technological issues that are affecting today’s suburban community hospitals in United States. The soaring health care costs, increasing number of uninsured or underinsured patients, reduced payments by government agencies, and increasing number of physician owned ambulatory care centers are squeezing the lifeline of community hospitals whose traditional mission has been primary care. Furthermore, with the enactment of Patient Protection and Affordable Care Act in March 2010, community hospitals are facing new challenges whose full impact is unknown. This case study would help students learn about Strategy Formulation including Vision and Mission Statements, internal and external analysis, and generating, evaluating & selecting appropriate strategies for a healthcare organization. COMMUNITY HOSPITAL HEALTHCARE SYSTEM

With the enactment of Patient Protection and Affordable Care Act in March 2010 (Health Act), and President Obama’s professed goal of making heath care in the United States more accessible and affordable, the next few years are sure to be very turbulent in the healthcare industry. The Health Act is expected to provide healthcare coverage to 95% of Americans, which will include an additional 32 million persons nationally (New Jersey Hospital Association, 2010). The Health Act goes into effect in 2010 with many of its requirements not becoming effective until 2019. Directly because of the enactment of the Health Act, insurance premiums are expected to increase anywhere from 2% to 9% depending on who is quoting them (Wall Street Journal, 2010). The Health Act requires children to remain on their parents’ health plans Journal of the International Academy for Case Studies, Volume 18, Number 1, 2012

Custom Essay Writers for Hire

until age 26, eliminates copayment for preventive care, bars insurers from denying coverage to children and adults (in 2014) with pre-existing conditions, eliminates lifetime caps on insurance coverage, and requires setting up of insurance exchanges in all states (by 2014) through which individuals, families and small business can buy coverage (Adamy, 2010; Pear, 2010). United States spends approximately $2 trillion annually on healthcare expenses (Underinsured Americans: Cost to you, 2009). This amount is more than any other industrialized country in the world and counts for 16% of the U.S. GDP. This percentage is higher than any developed country in the world (Johnson, 2010). Despite the substantial healthcare spending, access to employer-sponsored insurance has been on the decline among low-income workers, and health premiums for workers have risen 114% in the last decade (Johnson, 2010). Furthermore, healthcare is the most expensive benefit paid by U.S. employers (Johnson, 2010). Despite this outlay, approximately 49 million Americans are uninsured and about 25 million underinsured–those who incur high out-of-pocket costs, excluding premiums, relative to their income, despite having coverage all year (Abelson, 2010; Kavilanz, 2009). Overall, the healthcare industry in America is besieged with high cost, uneven access and quality (Flier, 2009). The intractable issues of high cost, uneven access and quality have made everyone unhappy from patients, hospitals, doctors to employers. The American healthcare industry is composed of approximately six major interest groups: hospitals, insurance companies, professional groups, pharmaceuticals, device makers, and advocates for poor (Goldhill, 2010) with the Physicians–part of the professional groups– having the biggest influence on the industry. Although hospitals constitute only 1 percent of all healthcare establishments–hospitals, nursing and residential care facilities, offices of physicians & dentists, home healthcare services, office of other healthcare practitioners, and ambulatory healthcare centers–they employ 35% of all healthcare workers (U.S. Department of Labor, 2010). Community Hospital Healthcare System Community Hospital Healthcare System is a not-for-profit organization located in Monmouth County, New Jersey. With its 282 beds and 2400 employees including 450 physicians, Community Hospital serves approximately 340,000 residents in four suburban counties of central New Jersey. The Community Hospital Healthcare System is a holding corporation made up of (i) Community Hospital Medical Center, (ii) Applewood Estates, (iii) The Manor, (iv) Monmouth Crossing, (v) Community Hospital Healthcare Foundation Inc., and (vi) Community Hospital Healthcare Services, Inc. (a for-profit-corporation). Community Hospital Medical Center (Community Hospital) is a general, medical and surgical community hospital offering an array of primary and secondary services, including: cardiology services, magnetic resonanceimaging (MRI), diabetes services through Novo Nordisk Diabetes Center, emergency services, endovascular surgery, inpatient psychiatric Journal of the International Academy for Case Studies, Volume 18, Number 1, 2012

services, maternity care (single room) and special care nursery, oncology, radiation oncology, rehabilitation, short stay unit, Sleep Disorders Center, Women’s Health Center, and dialysis unit. Community Hospital Medical Center operates a Family Medicine Residency program in affiliation with the Robert Wood Johnson/UMDNJ Medical School. Community Hospital has been selected as one of the best places to work in New Jersey by NJBiz–a business publication–and landed at 20th place among 100 best places to work in healthcare by Modern Healthcare magazine in 2009. The American Nurses Credentialing Center has re-designated Community Hospital Medical Center a magnet status for excellence in nursing and patient care in 2010 (Community Hospital Healthcare System, 2009 Annual Report). Only 6% of hospitals in U.S. hold Magnet designation and only 3% have earned re-designation one or more times (Community Hospital Healthcare System, 2009 Annual Report). Community Hospital is also a designated Primary Stroke Center. Finally, a nationally recognized firm has ranked Community Hospital among the top 5% of hospitals in the U.S. for patient satisfaction (Community Hospital Healthcare System, 2009 Annual Report). Applewood Estates is a continuing care retirement community with 290 apartments, 20 cottages, 40 residential health care units, and 60 bed skilled nursing facility. The Manor provides nursing services for 123 elderly residential units including sub- acute, rehabilitation and intravenous therapy. Monmouth Crossing provides assisted facility for the elderly consisting of 76 units. Community Hospital Healthcare Foundation Inc. seeks and invests funds for the benefit of all components of the Community Hospital System except for the Community Hospital Healthcare Services, Inc. Community Hospital Healthcare Services, Inc. is a for-profit entity that provides related services or participates in joint ventures of related services that do not meet criteria for being tax- exempt. Examples include an ambulatory diagnostic imaging business and a public fitness club. It also holds certain real estate in support of the Community Hospital. Vision–an organization of caring professionals trusted as our community’s healthcare system of choice for clinical excellence. Mission–to enhance the health and well-being of our communities through the compassionate delivery of quality healthcare. Community Hospital’s mission and vision is borne out of six Strategic Imperatives– known as pillars. They are: (i) growth and development, (ii) community involvement & outreach, (iii) physician integration, (iv) customer service, (v) high performance and (vi) renown. According to John Gribbin (personal communication, August 16, 2010), CEO of Community Hospital, use of technology underpins each of the six strategic imperatives and is used to achieve goals pertaining to the Strategic Imperatives. Journal of the International Academy for Case Studies, Volume 18, Number 1, 2012 Page 38 COMMUNITY HOSPITAL DILEMMA Traditionally community hospitals have defined themselves to be center of Primary care, i.e., place for general medical and surgical care. Unfortunately, under the current health care industry practices, general medical and surgical care which form the core of a community hospital tend to be less profitable than specialty care–heart, trauma and, transplant centers. Additionally, while primary care is increasingly viewed as the long-term solution to U.S. health crisis, many argue that the Health Act does little to change the economics of specialty vs. primary care. For community hospitals like Community Hospital, this is not good news. Community Hospital’s mission is primary care, but it is challenged as to how to develop other services that which are complementary to its mission of primary care that effectively subsidize its commitment to primary care. Based on market share, Community Hospital faces two direct competitors and other peripheral competitors as it tries to maintain its position as the community’s healthcare system of choice for clinical excellence and meeting the health delivery needs of residents in central New Jersey. Shore University Medical Center (SUMC) Shore University Medical Center is a 502 bed regional medical center that specializes as the region’s only advanced pediatric clinical care hospital. SUMC is also a Level II Trauma Center, with an affiliation with the University of Medicine and Dentistry of New Jersey — Robert Wood Johnson Medical School. It is located in Neptune, NJ and competes with Community Hospital in eastern region of Monmouth County, NJ. SUMC is part of the three-hospital member Meridian Health Systems. SUMC has also received the prestigious Magnet award for nursing excellence three times. It has been designated by J.D. Power and Associates as a Distinguished Hospital for Inpatient Services (2006) and received the New Jersey Governor’s Award for Performance Excellence (2005). With their Meridian partner hospitals, SUMC has also received the following awards: FORTUNE’S “100 Best Companies to Work For” (2010), Best Places to Work in New Jersey” for five consecutive years by NJBiz, New Jersey’s Outstanding Employer of the Year in 2003 and 2009, One of the top 100 Most Wired Health Systems in the United States for 10 consecutive years, and John M. Eisenberg Award for Patient Safety, one of the highest recognitions in the nation for hospital quality. University Hospital (UH) UH is unique among the three hospitals because of its size and breadth and depth of medical services provided and specialties offered. UH is a 610-bed academic medical center and Journal of the International Academy for Case Studies, Volume 18, Number 1, 2012

Getting Custom Writing Service with any of your academic assignments is easy. Simply click here.

a teaching hospital of UMDNJ-Robert Wood Johnson Medical School in New Brunswick, NJ. UH competes with Community Hospital in the northern and western part of Monmouth County and eastern and northern Middlesex County. Since it is a teaching hospital, UH provides services and speciality care that Community Hospital would not be able to provide even it desired to do so. UH is a Level 1 Trauma Center, with a separate Bristol-Meyers Squibb Children’s Hospital (BMSCH) with research and rehabilitation facilities. Moreover, UH specializes in cardiac procedures including heart transplants, has a cancer hospital, offers state of the art robotic surgery and provides kidney transplant services. UH is recipient of many awards and recognitions: (i) one of America’s best hospitals according to U.S. News and World report, (ii) “Hospital of the Year” by NJBiz, (iii) top-ranked cancer programs, (iii) recognized exceptional U.S. hospitals in quality and safety, (iv) recipient of Magnet Award for nursing excellence, (v) award for excellent stroke care by American Heart Association, and (vi) high patient satisfaction ranking by the patients of BMSCH. Tables 1 to 5 below provide data that should be used to determine the competitive advantage/core competencies of Community Hospital. The tables represent data and ratios about hospital finance (tables 4 & 5), safety and mortality rates (tables 2 & 3), and patient experience (table 1). Table 1: Hospital Experience Survey (%) CMC SUMC UH NJ Avg. Patients who reported that their nurses “Always” communicated well. 74 75 73 72 Patients who reported that their doctors “Always” communicated well. 78 75 76 76 Patients who reported that they “Always” received help as soon as they wanted. 60 59 59 56 Patients who reported that their pain was “Always” well controlled. 69 69 67 66 Patients who reported that staff “Always” explained about medicines before giving it to them. 59 57 58 55 Patients who reported that their room and bathroom were “Always” clean. 64 62 64 66 Patients who reported that the area around their room was “Always” quiet at night. 48 49 49 50 Patients at each hospital who reported that YES, they were given information about what to do during their recovery at home. 77 76 81 77 Patients who gave their hospital a rating of 9 or 10 on a scale from 0 (lowest) to 10 (highest). 68 62 66 60 Patients who reported YES, they would definitely recommend the hospital. 69 68 74 64 This table provides data from a survey that asks patients about their experience during a recent hospital stay. http://www.hospitalcompare.hhs.gov/ August 11, 2010. Journal of the International Academy for Case Studies, Volume 18, Number 1, 2012 Page 40 Table 2: Hospital Mortality Rates Outcomes of Care Measures CMC SUMC UH Death Rate for Heart Attack Patients No different than U.S. National Rate No different than U.S. National Rate No different than U.S. National Rate Death Rate for Heart Failure Patients Better than U.S. National Rate Better than U.S. National Rate No different than U.S. National Rate Death Rate for Pneumonia Patients No different than U.S. National rate No different than U.S. National Rate No different than U.S. National Rate Rate of Readmission for Heart Attack Patients No different than U.S. National rate No different than U.S. National Rate No different than U.S. National Rate Rate of Readmission for Heart Failure Patients Worse than U.S. National Rate No different than U.S. National Rate No different than U.S. National rate Rate of Readmission for Pneumonia Patients Worse than U.S. National Rate No different than U.S. National Rate Worse than U.S. National Rate This table measures the hospital mortality rates for the three hospitals and compares those results with U.S. National Mortality Rates. http://www.hospitalcompare.hhs.gov/ August 11, 2010. Table 3: Recommended Care/Process of Care: Hospital Overall Scores (%–higher score is better) CMC SUMC UH Top 10% of Hospitals scored equal to or higher than Top 50% of Hospitals scored equal to or higher than Heart Attack Overall Score 96 99 98 100 97 Pneumonia Overall Score 93 96 83 99 96 Surgical Care Improvement Overall Score 90 97 95 98 95 Heart Failure Overall Score 89 97 91 100 96 This table compares Heart Attack, Pneumonia, Surgical Care and Heart Failure Care among the three Hospitals and other hospitals in State of NJ. New Jersey Department of Health and Senior Services, Web.doh.nj.us/…/scores.aspx?list…, downloaded August 13, 2010 . Table 4: Ratios and Indicators CMC SUMC UH Average Length of Stay (days) 3.6 4.6 5.0 Medicare Average Length of Stay (days) 4.7 5.7 6.5 Occupancy Rate for Maintained Beds (%) 78.8 77.7 82.1 Operating Margin Ratio (%) 2.4 2.9 0.1 Total Margin Ratio (%) 8.7 9.3 8.6 Current Ratio 3.97 2.23 1.51 Modified Days Cash on Hand Ratio 241.6 194.4 250.2 Net Patient Service Revenue 6,206 7,287 8,653 Total Expenses per Adjusted Admission 6,286 7,405 8,783 Charity Care Charges as percentage of total Gross Charges 4.0 4.4 5.0 Provision for Bad Debt as Percentage of Net Patient Service Revenue 1.9 4.3 5.0 This table provides ratios for Utilization, Financial Health and Operational Performance for three hospitals. FAST Reports, New Jersey Hospital Association. Journal of the International Academy for Case Studies, Volume 18, Number 1, 2012 Page 41 Table 5: Key Statistics for Community Hospital 2007 2008 2009 Beds 271 276 282 Births 2,026 1,869 1,749 Emergency Department Visits 60,344 60,828 64,460 Family Medicine Center Visits 18,424 20,046 19,482 Health Promotion Visits 53,291 51,072 50,880 Patient days (including same-day surgeries) 83,968 82,533 76,635 Physical/ Occupational Therapy Treatments 92,911 106,856 122,871 Radiology/Imaging Procedures 125,117 130,108 127,913 Surgeries 15,092 14,033 13,309 Employees 1,664 1,743 1,770 Uncompensated Healthcare 10,537,747 10,885,754 10,390 Bad Debt 2,750,418 2,930,189 3,561,270 Senior Living Communities Occupancy Rates (avg. in %) 90.5 91.4 89.3 This table provides key statistics for Community Hospital for past three years. 2007- 2009 Community Hospital Healthcare System Annual Reports. Outlook The population of Monmouth County, NJ is set to increase from 646,088 to 657,798 from 2009 to 2014. The median age will also increase from 40 to 41, and per capita income will increase from $40,189 to $42,166 during the same period (North Carolina Department of Commerce, 2008). The CEO of Community Hospital worries that with each passing day the continued viability of his hospital becomes difficult. Moreover, he believes that the Health Act will hurt Community Hospital’s bottom line by about a $1 million per year. However, the CEO believes that Community Hospital is well positioned to meet its challenges and will succeed, albeit with hard work, talented employees and some luck. Federal government through Medicare and Medicaid provides Community Hospital’s revenue of about 45%. Generally, Medicare and Medicaid payments to hospitals are approximately 20% less than the actual cost (Arnst, 2010). Remaining revenue of Community Hospital comes mainly from insured patients. Community Hospital, like most hospitals across the country receives most revenue from treating complex health care diseases such as surgeries and procedures that require hospital stay and care. Ominously for Community Hospital, due to diffusion of health care technologies, services with most revenues are moving away to private surgery centers owned by physician groups. Additionally, the enactment of the Health Act will lead to reduction of approximately $1 million to Community Hospital’s bottom line. The challenge for strategists at Community Hospital is to provide primary care and charity care (NJ law requires every hospital to medically stabilize anyone–regardless of insurance or ability to pay–and treat those patients to the full extent of services offered by the hospital) in a weakened economy with increasing charity care expenses and rising bad debt. The strategists must find Journal of the International Academy for Case Studies, Volume 18, Number 1, 2012 Page 42 new sources of revenue to allow Community Hospital to support its mission while secure enough funds to meet its commitments to primary and uncompensated care. CONCLUSION Community Hospital is in a challenging environment due to changing demographics, highly regulated health care industry and having an uneven playing field compared with physician owned surgery centers. Matter of fact, one-third of the nation’s community hospitals had operating losses in 2008 (Nussbaum & Tirrell, 2010). Patients with good jobs and appropriate health insurance are leaving the region, while physicians are taking high revenue procedures to privately owned surgery centers. Additionally, with the reduced Medicare and Medicaid reimbursements and increasing charity care/bad debt cost; Community Hospital needs to create a new sustainable business model. Please prepare a strategic plan that will steer Community Hospital through the turbulent times ahead. REFERENCES

Abelson, R. (2010). Bills Stalled, Hospitals Fear Rising Unpaid Care. Retrieved February 9, 2010, from http://www.nytimes.com/2010/02/09/health/policy/09hospital.html?emc=eta1&pagewanted Adamy, J. (2010). Health Insurers Plan Hikes. Retrieved September 7, 2010, from www.wsj.com. Arnst, C. (2010, January 18). Radical Surgery. Bloomberg Businessweek, p. 40. Community Hospital Health Care System. 2009, 2008, 2007 Annual Reports. Freehold, NJ. Flier, J. (2009). Health ‘Reform’ Gets a Failing Grade. Retrieved November 17, 2010, from www.wsj.com/…/SB1000142405274870443 Goldhill, D. (2009). How American Health Care Killed My Father. Retrieved January 20, 2010, from www.theatlantic.com/doc/print…/health-care Johnson, T. (2010). Healthcare Costs and U.S. Competitiveness. Retrieved January 31, 2010, from www.cfr.org/…/healthcare_costs_and_us_co… Kavilanz, P. (2009). Underinsured Americans: Cost to You. CNNMoney.com. Retrieved January 31, 2010, from http://CNNMoney.com North Carolina Department of Commerce. (2010). Monmouth County (NJ) January 2010. Retrieved January 31, 2010, from New Jersey Hospital Association. (2010). FAST Reports. Princeton, NJ. New Jersey Hospital Association. (2010). Memorandum to Chief Executive Officers. Princeton, NJ. Nussbaum, A., & Tirrell, M. (2010). Health Reform is Dead. Let’s go Shopping. Bloomberg Businessweek, p.49. Pear, R. (2010). Health Plan Won’t Fuel Big Spending, Report Says. Retrieved September 9, 2010, from www.nytimes.com/2010/09/../09health.html… New Jersey Department of Health and Senior Services. (2010). Hospital Performance Report. Retrieved August 13, 2010, from . U.S. Department of Labor, Bureau of Labor Statistics. Career Guide to Industries: 2010-2011 Edition. Retrieved January 31, 2010, from http://www.bls.gov Wall Street Journal (2010). Sebelius has a List. Retrieved September 13, 2010, from www.wsj.com Journal of the International Academy for Case Studies, Volume 18, Number 1, 2012 Copyright of Journal of the International Academy for Case Studies is the property of Dreamcatchers Group, LLC and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder’s express written permission. However, users may print, download, or email articles for individual use.

WHY APPROVEDSCHOLARS.COM

• Confidentiality & Authenticity Guaranteed
• Plagiarism Free Content Guarantee
• APPROVEDSCHOLARS Guarantee Timely Delivery of All Papers
• Quality & Reliability
• Papers Written from Scratch and to Your Instructions
• Qualified Writers Only
• APPROVEDSCHOLARS Allow Direct Contact With Your Writer
• Using APPROVEDSCHOLARS.COM Means Keeping Your Personal Information Secure
• 24/7 Customer Support

GET QUALITY ESSAY HELP AT: https://www.approvedscholars.com/

ORDER A PAPER WRITTEN FROM SCRATCH AND TO YOUR EXACT INSTRUCTIONS (APPROVEDSCHOLARS.COM – For 100% Original Content)

Strategic human resource management issues in hospitals: a study of a university and a community hospital

Affiliation.

• 1 University of Buffalo, New York, USA.
• PMID: 17131716
• DOI: 10.3200/HTPS.84.4.9-20

The human factor is central to healthcare, yet its proper management has remained beyond the reach of healthcare organizations. This qualitative study examines strategic human resource management (HRM) issues in a university and a community hospital. The findings indicate that the two hospitals lacked a clear understanding of their strategic intent and objectives; as a result, their human resource (HR) practices lacked coherence and direction. Whereas the community hospital understood the interrelationship between culture and HRM, the university hospital did not. Moreover, the university hospital showed only a modest understanding of competencies needed in managing HR function, which hampered its ability to identify competent HR managers and employees. The community hospital made significant gains in the past few years in managing its culture and people by recruiting a competent HR manager. The relationship between HR practices and clinical outcomes was much less clear in the university hospital than it was in the community hospital.

• Hospitals, Community*
• Hospitals, University*
• Interviews as Topic
• Midwestern United States
• Organizational Case Studies
• Personnel Administration, Hospital*

• Skip to Content
• Skip to Menu
• Increase Text Size

Case Studies

Helping healthcare organizations succeed.

The Program Success Snapshots and Case Studies show how Tiller-Hewitt helps organizations succeed in physician engagement, alignment and growth strategies. Please take a look at some of the results achieved and contact us for additional information.

Program Success Snapshots

Fast-facts and at-a-glance results demonstrate the scope and effectiveness of Tiller-Hewitt HealthCare Strategies’ laser-focused programs.

Tiller-Hewitt’s Physician-Hospital Relations Program in action drives measurable results. Our case studies illustrate how our strategic operational and marketing solutions overcome barriers and lead to increased referrals, volume and revenue for hospitals and health systems.

Partnership Rapidly Generates $24.3 Million in Strategic Growth

LCMH engaged Tiller-Hewitt HealthCare Strategies’ Rapid Impact Strategic Growth solution and:

• Identified the opportunity to mitigate an estimated $100 million annual leakage
• Delivered 2.24% outpatient and 3.33% inpatient market share growth

View Case Study

Rapid Impact Strategic Growth Solution Drives $34 Million Incremental Net Revenue

The Tiller-Hewitt engagement with Archbold produced off-the-charts results and return on investment in year one:

• $122 million incremental top line revenue
• $34 million incremental net revenue
• 22% increase - outpatient CTs
• 19% increase - outpatient MRIs

Best-In-Class Physician Integration Sparks Improved Retention and Performance

Tiller-Hewitt’s assessment resulted in a comprehensive physician integration program which sparked a dramatic turnaround and improvement in in recruitment, retention and value-based operational performance. Working with leadership, the hospitalists became a unified force, gaining engagement and respect from specialist physicians. ‘Slam dunk’ results followed close behind.

PHR Accelerates Multi-Hospital Network Integration and Growth

The PHR program delivered double digit incremental increases in the first year by significantly improving network communication and collaboration with physicians and their staffs. With committed and collaborative senior leaders, the largest hospital’s results exceeded Tiller-Hewitt’s already strong average growth benchmarks, and the PHR program continues to show measurable results.

onboardPLUS Improves Engagement, Productivity And Retention

Dayton Children’s implemented onboardPLUS and achieved measurable improvements within the first two years. Their astounding results, include: a reduction in credentialing time from 322 to 84 days, acceleration in getting physicians working at full productivity from 14 months to 5 months; and reduction in turnover from 11.6% to 2.7%.

Transforming an In-House Liaison Program into a Growth Engine

Tiller-Hewitt’s program tripled the hospital’s physician referral base and generated measurable increases in referral activity. In conjunction with the Service Line Blitz, the PHR program included double-digit growth in imaging services. The PHR program team continues to exceed program goals for physician sales calls and new referrals from targeted physicians.

Physician-Hospital Relations Program Produces Rapid Improvement and Sustainable Growth

Tiller-Hewitt’s Physician-Hospital Relations program increased the hospital’s incremental revenue by $1.9 million in the first year, a 39% increase. Over two years, market share grew from 31% to 44% (a 42% increase). This trajectory for growth positioned the hospital to develop new funding sources, recruit and retain quality providers, pursue profitable care delivery and diversify reimbursement sources.

Check out our Resource Page often for updates, videos, webinars, articles and other strategic growth planning tools.

"Tiller-Hewitt gave us a jump start for early success. By focusing our program on the right initiatives and tracking the right data, we got our outreach ..."

Get started with a complimentary strategy call to pinpoint your most pressing challenges and areas of greatest opportunity.

Don't have an account? Sign up now

Already have an account login, get 10% off on your next order.

Subscribe now to get your discount coupon *Only correct email will be accepted

(Approximately ~ 0.0 Page)

Total Price

Thank you for your email subscription. Check your email to get Coupon Code.

Community Hospital Healthcare System A Strategic Management Case Study SWOT Analysis

Posted by Jessica Byrne on Apr-24-2018

What is SWOT analysis?

A SWOT Analysis is a powerful tool to develop business strategies for start-up firms as well as for existing companies. This simple framework is used to evaluate the positioning of a firm in a competitive market. SWOT analysis of Community Hospital Healthcare System A Strategic Management Case Study can lead the company towards making effective and wise business strategies.

The SWOT stands for-

• Opportunities

The internal environmental analysis can help an organisation to identify its core strengths and weaknesses. Whereas, external environmental analysis can help the organisation to identify opportunities and threats that must be considered to ensure long-term business survival. Community Hospital Healthcare System A Strategic Management Case Study can adapt and control its strengths and weaknesses (internal factors), but it cannot control the external factors (opportunities and threats):

• Some examples of internal factors (strengths/weaknesses) are- leadership competencies, intellectual property rights, locational advantages and geographic presence.
• Some examples of external factors (opportunities/threats) are- customers’ changing tastes and interests, competitive trends, inflation and population growth.

Community Hospital Healthcare System A Strategic Management Case Study can use the SWOT matrix to exploit the opportunities and minimise the threats by leveraging its strengths and overcoming its weaknesses. Usually, it is presented in the two-by-two grid form. The framework is based on developing four types of strategies, including-

• Leveraging strengths to exploit external opportunities.
• Overcoming weaknesses to exploit external opportunities.
• Leveraging strengths to minimise the threats.
• Overcoming weaknesses to minimise the threats.

How to conduct SWOT analysis?

SWOT analysis is a subjective approach, and there is no standardised way to conduct the analysis. Usually, the SWOT analysis involves three steps as given below:

• Step one involves gathering the right people to take the input from them. The right people may involve from employees, managers, customers and other important stakeholders that have detailed know how of organisation's internal and/or external environment.
• Step two includes arranging the brainstorming session with the identified people and asking them to identify the strengths, weaknesses, opportunities and threats. It is better to make small teams and ask all team members to make the lists individually.
• After getting the bulk of information and a long list of identified internal and external factors, it is important to fill the gaps, avoid repetition and provide an additional explanation where required.

SWOT Analysis of Community Hospital Healthcare System A Strategic Management Case Study

SWOT analysis of Community Hospital Healthcare System A Strategic Management Case Study can be based to make important strategic decisions and accomplish the business objectives. The four components of Community Hospital Healthcare System A Strategic Management Case Study SWOT analysis are given below.

Strengths of Community Hospital Healthcare System A Strategic Management Case Study

Strengths of Community Hospital Healthcare System A Strategic Management Case Study is the first element of the SWOT matrix.

• The geographic presence in different regions can act as one of the major strength of the organisation. It determines the business’s reach to the target market and ensures the easy accessibility.
• The wide product portfolio can allow the organisation to expand the customer base and offset the losses from one product category with benefits obtained from the other.
• Strong online presence on different social networking sites and efficient social media management can enhance the effect of positive e-WOM and develop strong relationships with customers.
• Strong financial position and health can allow the firm to make further investments.
• Access to the suppliers that offer raw material at a lower cost can improve the overall business efficiency.
• The locational advantage can improve the competitive positioning of the firm in various ways, such as- lower cost, improved accessibility or enhanced brand image.
• The well-developed and efficiently integrated IT infrastructure can improve the operational efficiency and increase knowledge of the latest market trends.
• Competent and committed human capital can act as a powerful source of competitive advantage, particularly when business is service oriented in nature.
• High product quality increases brand loyalty and improves Community Hospital Healthcare System A Strategic Management Case Study's performance in a competitive market.
• Workplace diversity can also act as a major business strength, particularly when the organisation intends to operate in the international market.
• The horizontal and/or vertical integration can increase the control over whole value chain, result in improved access to raw material and quick product delivery to the final customer.
• An organisation may own different intellectual property rights that can make the product offerings unique and exclusive, making it difficult for competitors to imitate.

Weaknesses of Community Hospital Healthcare System A Strategic Management Case Study

Weaknesses of Community Hospital Healthcare System A Strategic Management Case Study is the second element of the SWOT matrix.

• The organisation can draw the criticism from the environmentalists for its poor waste management practices and inability to integrate sustainability in business operations.
• The company may lose efficiency due to poor inventory management practices. The shortage or excessive inventory can either result into
• The cash shortage or insufficient current assets negatively affect the liquidity position and harms the overall business performance.
• Insufficient budget for the marketing and promotion activities weakens the firms’ ability to expand the customer base and encourage repeat purchase.
• Less expenditure on the research and development activities can weaken the company performance due to poor local/international market knowledge.
• The inability to understand customers’ needs and expectations lead to an ineffective strategic decision-making process. With this weakness, the organisation may not be able to identify the potential improvement seeking areas in product/service mix.
• The prices charged by the business may not be perceived as justified when compared to the product/service characteristics. It indicates the need to revise the pricing strategy.
• The poor customer service (such as inefficient customer complaint handling) can trigger the negative word of mouth about the business and affect business growth.
• The decision making in the Community Hospital Healthcare System A Strategic Management Case Study takes too much time, causing expensive delays in introducing new products in the market.
• Poor project management practices can internally weaken the ability of the organisation to successfully open new branches or expand the product line.
• Lack of organisational commitment and high employee turnover can increase recruitment costs and reduce organisational productivity.
• High job stress and consequent low workers’ morale makes the workforce less productive.
• The misalignment between the organisation's leadership style and its core strategic objectives can make the business organisation directionless.
• Organisational culture also becomes a big internal weakness when it does not align with the strategic/business objectives. For example, the main strategic objective of the chosen business organisation is to launch innovative and new products in the market. But there exists a risk averse attitude prevailing in organisational culture, which discourages employees from thinking creatively.

Opportunities of Community Hospital Healthcare System A Strategic Management Case Study

Opportunities of Community Hospital Healthcare System A Strategic Management Case Study comes into the third column of SWOT matrix. Community Hospital Healthcare System A Strategic Management Case Study. The organisation currently has the following opportunities available in the market:

• The exponential growth in the population, and particularly in the existing or potential customer segments is a great growth opportunity for the business organisation.
• The changing customer needs, tastes and preferences can act as an opportunity if the business organisation has good market knowledge.
• The development of new technologies to assist the product/service production and delivery process can be exploited to embed the innovation in business operations. The advanced technological integration can decrease costs, improve efficiency and result in the quick introduction of innovative products.
• Rise in the customers’ disposable income and increase in the affluent customer base can be taken as an opportunity to introduce more high-end products.
• Reduction in the interest rates makes the fund raising and financing at lower cost easier for the business organisation.
• Customers may start preferring new and creative products/services as a result of changing tastes.
• The emergence of e-commerce and social media marketing as a trend can be a great opportunity for Community Hospital Healthcare System A Strategic Management Case Study if it can ensure strong online presence on different social networking sites.
• The emergence of new market segments and new niches provide business and product line expansion opportunities.
• The diminishing boundaries and rising global interconnectedness allow the organisation to get into the international market; target geographically dispersed customer base and increased profitability.
• The subsidies provided by the government and other policies to make the business environment more friendly is a positive external environmental factor for Community Hospital Healthcare System A Strategic Management Case Study.
• Improvement in the customers- lifestyle and standards mean more consumption on consumer goods and services, and more opportunities to encourage the purchase.

Community Hospital Healthcare System A Strategic Management Case Study can improve its performance by exploiting the above-mentioned opportunities. However, it must also recognise the threats presented in the next section.

Threats of Community Hospital Healthcare System A Strategic Management Case Study

Threats of Community Hospital Healthcare System A Strategic Management Case Study comes into the fourth column of the SWOT matrix. Community Hospital Healthcare System A Strategic Management Case Study. Besides different opportunities offered by external business environment, the organisation also faces some threats as presented below:

• The changing regulatory framework and introduction of new stricter regulations impose a major threat to the Community Hospital Healthcare System A Strategic Management Case Study. It makes compliance with legal standards more complex and challenging for the business organisation. Inability to comply with changed regulations raises the risk of expensive law suits.
• Shortage of skilled labour in the market can make it difficult for the organisation to attract talent with the right skills set.
• The increasing number of direct and/or indirect competitors affects the organisation's ability to sustain and expand the customer base.
• The deteriorating economic conditions affect business performance when they directly influence the customers' spending patterns and purchasing power.
• The rise in inflation increases the cost of production and affects the business profitability.
• The growing environmental sustainability trends act as a major threat when offered products/services are not environment friendly. It draws the negative publicity and criticism from the environmentalists and affects the brand image in a competitive market.
• The globalisation pushes the organisation to cross national boundaries and deal with cultural diversity, which may have a detrimental impact if the organisation lacks the cultural intelligence.

The Community Hospital Healthcare System A Strategic Management Case Study SWOT Analysis requires Community Hospital Healthcare System A Strategic Management Case Study to differentiate between threats having short-term or long-term implications. Threats with immediate implications need to be addressed on a priority basis to avoid any possible harm. While threats with long-term implications can be tackled after addressing the immediate threatening factors.

Advantages and Limitations of SWOT analysis for Community Hospital Healthcare System A Strategic Management Case Study

The detailed SWOT analysis can help the Community Hospital Healthcare System A Strategic Management Case Study to exploit the opportunities by leveraging internal strengths quicker than competitors. SWOT analysis offers various advantages to the Community Hospital Healthcare System A Strategic Management Case Study as explained below:

• It can provide useful information for developing wise business strategies.
• It enables the Community Hospital Healthcare System A Strategic Management Case Study to maximise its strengths, overcome the weaknesses, reduce threats and exploit opportunities.
• Community Hospital Healthcare System A Strategic Management Case Study can identify the core competencies, do market projections and do future planning.

However, SWOT analysis of Community Hospital Healthcare System A Strategic Management Case Study has certain limitations that the company must consider to achieve its strategic objectives.

• Sometimes, it is difficult to recognise the difference between opportunities and threats as the same opportunity can act as a major threat if the firm is unable to exploit it in a timely manner.
• It oversimplifies the process of identifying strengths, weaknesses, opportunities and threats. The identified factors are not ranked according to their importance and urgency, due to which SWOT provides only limited information.
• The complex interdependency between the internal (strengths/weaknesses) and external (opportunities/threats) environmental factors make the analysis more difficult.
• SWOT analysis does not consider the dynamic nature of a quickly changing environment.
• The SWOT analysis does not offer solutions or provide alternative strategies.
• The identification of strengths, weaknesses, opportunities and threats generates a bulk of information which may only be useful to a limited extent.

The above-mentioned Limitations of SWOT Analysis for Community Hospital Healthcare System A Strategic Management Case Study indicate the need to adopt a holistic view. Recognising and understanding these limitations can further improve the strategic decision-making process.

Weighted SWOT analysis

• Weighted approach to Community Hospital Healthcare System A Strategic Management Case Study SWOT Analysis is used to assign weights after identifying strengths, weaknesses, opportunities and threats.
• The decision-making based on weighted SWOT analysis can strengthen the Strategic competitiveness of Community Hospital Healthcare System A Strategic Management Case Study and lead towards more informative strategic analysis.
• The weights are assigned by considering the probability of occurrence, intensity and impact on the environment.
• The weight assigning allows Community Hospital Healthcare System A Strategic Management Case Study to determine which areas need to be focused, which areas can be avoided for short-term and which areas can be avoided for long-term due to low importance

Although, weighted SWOT analysis is a better approach than the traditional, un-weighted SWOT analysis. However, weighted SWOT analysis is also not without limitations. For example, this approach does not offer a broader overview of how internal and external environmental factors collectively influence the business in the short and long-run.

Advanced SWOT analysis

Community Hospital Healthcare System A Strategic Management Case Study SWOT Analysis can be further enhanced by adopting the advanced SWOT analysis technique. The application of advanced SWOT analysis can enhance the Strategic competitiveness of Community Hospital Healthcare System A Strategic Management Case Study by providing more useful and detailed information. To do this, Community Hospital Healthcare System A Strategic Management Case Study combines the strengths-opportunities, weaknesses-opportunities, strengths-threats, weaknesses-threats.

• Using strengths to exploit opportunities- SO.
• Reducing weaknesses to exploit opportunities- WO.
• Using strengths to reduce the threats- ST.
• Reducing weaknesses to reduce threats- WT.

The table given below provides some examples of each combination:

Fernandez, J. (2009). A SWOT analysis for social media in libraries. Online, 33(5), 35.

Friesner, T. (2011). History of SWOT analysis. Marketing Teacher, 2000-2010.

Ghazinoory, S., Abdi, M., & Azadegan-Mehr, M. (2011). SWOT methodology: a state-of-the-art review for the past, a framework for the future. Journal of business economics and management, 12(1), 24-48.

Ghazinoory, S., Esmail Zadeh, A., & Memariani, A. (2007). Fuzzy SWOT analysis. Journal of Intelligent & Fuzzy Systems, 18(1), 99-108.

Helms, M. M., & Nixon, J. (2010). Exploring SWOT analysis–where are we now? A review of academic research from the last decade. Journal of strategy and management, 3(3), 215-251.

Hill, T., & Westbrook, R. (1997). SWOT analysis: it's time for a product recall. Long range planning, 30(1), 46-52.

Jackson, S. E., Joshi, A., & Erhardt, N. L. (2003). Recent research on team and organizational diversity: SWOT analysis and implications. Journal of management, 29(6), 801-830.

Pickton, D. W., & Wright, S. (1998). What's swot in strategic analysis? Strategic Change, 7(2), 101-109.

Ravanavar, G. M., & Charantimath, P. M. (2012). Strategic formulation using tows matrix–A Case Study. International Journal of Research and Development, 1(1), 87-90.

Sarsby, A. (2016). SWOT Analysis. Lulu. com.

Shahir, H. Y., Daneshpajouh, S., & Ramsin, R. (2008, August). Improvement strategies for agile processes: a SWOT analysis approach. In Software Engineering Research, Management and Applications, 2008. SERA'08. Sixth International Conference on (pp. 221-228). IEEE.

Valentin, E. K. (2001). SWOT analysis from a resource-based view. Journal of marketing theory and practice, 9(2), 54-69.

Warning! This article is only an example and cannot be used for research or reference purposes. If you need help with something similar, please submit your details here .

9416 Students can’t be wrong

PhD Experts

Farah Pandit

May God bless this service and it continue for the students’ assistance. I downloaded the magnificent assignment on "Talent Management" and hopeful for getting the highest marks in the class.

Joshua Alex

Good customer service and supportive customer support. Thank you for delivering the assignment in a timely manner.

They didn't miss my deadline. I am very happy that I scored the desired grades. Highly recommended!

Rebecca Roger

This is the best service that I ever visited. Really appreciative approach!

Calculate the Price

(approx ~ 0.0 page), total price $0, next articles.

• EHarmony: More Than Traditional Internet Dating Swot Analysis
• Sales Order Processing And Internal Controls Swot Analysis
• Termination Or Need For A Cross Cultural Competence Training Program: A Conflict Between Two Top Managers Swot Analysis
• Internal Control Failures At The Pine Grove YMCA Swot Analysis
• Kyle's Kayaks Managerial Budget Case: Sales To Financial Statements Swot Analysis
• Marketing To Muslims: The Growing Importance Of Halal Products Swot Analysis
• Myth Or Reality: The Dynamics Of The Contemporary Learning Organizations Swot Analysis
• Western National Insurance Swot Analysis
• Disgruntled Employee Retaliation: Does The Employer Have Responsibility? Swot Analysis
• The Development Of A Strategic Plan For Healthtrust Utah Swot Analysis

Previous Articles

• Advanced Game Products, Inc Swot Analysis
• A Teaching Case For Understanding The Data Structure Of An Accounting Database: Comparing A Commercial System To REA Swot Analysis
• Development Of A Strategic Plan For Healthtrust Utah Swot Analysis
• Accounting For Retailer Issued Gift Cards: Revenue Recognition And Financial Statement Disclosures Swot Analysis
• Murphy Warehouse Company Swot Analysis
• Drinking Up The Profits: A Forensic Accounting Case Swot Analysis
• Larry Ellison And Oracle Corporation Swot Analysis
• Supplier Cooperation Vs Supplier Competition: The Case Of Suppliers In Xintang Swot Analysis
• M&D Inc In The Governmental Sector: A Marketing Case Swot Analysis
• Changes To Accounting For Investments And The Emergence Of Private Company Financial Reporting Standards Issues, Challenges, And Opportunities Swot Analysis

Be a great writer or hire a greater one!

Academic writing has no room for errors and mistakes. If you have BIG dreams to score BIG, think out of the box and hire Case48 with BIG enough reputation.

Our Guarantees

Zero plagiarism, best quality, qualified writers, absolute privacy, timely delivery.

Interesting Fact

Most recent surveys suggest that around 76 % students try professional academic writing services at least once in their lifetime!

Allow Our Skilled Essay Writers to Proficiently Finish Your Paper.

We are here to help. Chat with us on WhatsApp for any queries.

Customer Representative

Customer Reviews