Report on Project Management in Healthcare Organizations mind map

1.1. Mind Map

In the workplace stress is a major issue. The stress can occur due to different reasons such as the behaviour of the top management, the behaviour of the colleagues, the huge amount of work and emotional disturbances. Working in a healthcare organization is quite tough because there are many activities which the healthcare professionals have to perform. If health care professionals are not going to focus on their activities than serious issues can arise which can affect the health of their patients. The nature of health care job requires its employees to work with full dedication and stay alert in their working hours. Such a hectic routine can cause stress in the employees.

According to the research findings of Friganovic, Selic, Ilic, and Sedic (2019), stress is a common outcome of workplace issues and conflicts. Burnout associated with chronic diseases and interpersonal stressor is critical for the mental health and physical health conditions of nurses and other medical staff. In the work context, burnout and stress are also linked with job satisfaction at the health care centres. According to the research study, the high rate of job dissatisfaction in the nurses directly indicates the chances of burnout and stress issues in the near future. Although, employees working in healthcare organizations having higher job satisfaction level mostly have low emotional exhaustion. Emotional exhaustion level represents the job satisfaction level and future chances of work life stress and burnouts (Friganovic, Selic, Ilic, & Sedic, 2019).

Additionally, research studies conclude that perception of nurses about care and benefits given to them in return of services at healthcare center also influence the chances of burnout. Nurses working in the critical care units and highly demanding wards project more exposure to working life stress and job dissatisfaction because of excessive work load. For instance, researchers have concluded that nurse working in the dialysis wards and orthopaedic wards mostly have more chances of occupational burnout as compared to the nurses who work in the skincare and other simple healthcare units (Selamu, Hanlon, Medhin, Thornicroft, & Fekadu, 2019).        

In the above mind map diagram, the work stress among nurses is depicted. The mind map diagram is showing the types of stress, its symptoms, sources and the stressors that cause stress. Through the mind map diagram, a complete scenario of the stress can be understood. In other words, through the above diagram, it can be known which things cause stress and how stress can be mitigated. If the person knows that these are the symptoms of stress than the person can control it on time. If the person does not know about the symptoms of stress than mitigating stress accurately is not possible.

The central point of the diagram (mind map) is workplace stress which represents the stress and burnout faced by nurses working in healthcare organizations. Stress leads to four major dimensions which are presented as the source, types, stressors, and symptoms. Types represent major types of stress that are acute stress and chronic stress in nurses. Although, sources of stress are also two which are presented by real sources and perceived sources. Real sources are those sources which are proved by the research findings regarding influence on stress. While on the other hand, perceived sources are an assumption based which are mainly assumed as influencing factors for stress but not proved yet by the research findings. Symptoms of research are muscular and emotional. Emotional symptoms can be clearly identified in the emotional behavior of a nurse or worker working at healthcare center. Instability in the mood, dismal, and aggressiveness are the indicators of abnormal emotions caused by work life stress and job dissatisfaction. And stressors are external and internal factors such as culture and job responsibilities at the workplace are internal stressors. In the mind map, possible types, sources, symptoms, and stressors are presented to provide a big picture behind stress at healthcare centers.

Healthcare organizations provide several services at different levels. Services vary from situation to situation and client to client however, some similarities remain unchanged. For instance, services offered by the nurses would change with change in the wards but their prime duty of following the instructions of doctors and providing care to the patients will remain the same and unchanged.  Some services at healthcare organization include patients actions, on stage employee contact, back stage employees contact, and support processes.

In the above diagram, the service blueprint of the hospital is provided. The diagram depicts the services which healthcare organizations provide to their customers or patients. Different activities in the diagram can be seen and the employees who provide these services.

The presented below diagram will specifically elaborate on the doctor visit service blueprint. According to this diagram, patient call a doctor or arrive at doctor’s office, doctor check patient details to confirm the appointment, check the insurance of patient, diagnoses a health issue, suggest medicine, get payment, and provide details about next appointment. In the whole process, doctor's interaction and contact with patients can be presented under different categories such as the line of visibility, invisible contact, visual contact, and line of internal interaction.    

The presented below process map is developed for a healthcare process known as Patient Discharge Process The process starts with a question about patient’s discharge and ends at the discharge action. In this process, all activities and steps are integrated with each other that makes a connection and flow for the completion of the process.   

There are many healthcare procedures that occur on a daily basis in healthcare organizations. The healthcare professionals admit new patients’ in the hospitals and discharge those patients who become healthy after treatment. In the above process map, the patient discharge process is described in detail. The first thing which the doctor did first is to decide whether the patient should be discharged or not. Such decisions will be taken in light of the patient's condition at the time of discharge decision. In case doctor's find that the patient does not need further medication then they can make a decision to discharge that patient. After the healthcare professionals decide to discharge the patient than a plan is prepared for the post-treatment of the patients (Mahadevan, 2009).

The plan will guide the patient about its treatment after discharging from the hospital. The healthcare professionals than will guide their family members or caregivers about the current health situation of the patient so that the family members will take good care of the patient. If the patients agree regarding the discharge decision than the healthcare providers will make the arrangements for the discharge of the patients (Brown & Bessant, 2013).

Conclusively, the whole process of patient discharge is consist of 7 major steps for the patients who would accept to get discharged after getting approval from doctors. While on the other hand, doctors again repeat the same processes for the patients who refused to get discharge from hospital and healthcare centers after the suggestion of doctors. Hospital and healthcare administration make arrangements for new discharge date for the patients who refuse to discharges after getting their response about the doctor’s decision to discharge them.

Question No. 2

2.1. Compare Single Factor Productivity Ratio

The productivity ratio can be described as the fraction of output above input. The amount of input is those things that are put into the process to get output. The formula of productivity ratio is mentioned as follows:

There are different ways of evaluating productivity. The types of productivity ratios include single factor productivity, multifactor productivity, and total multifactor productivity.  The single factor of productivity is also known as partial productivity (GUPTA, 2017). In single-factor productivity, the output is divided by one input factor instead of more than one factor. The single factor productivity of the two departments of hospitals is calculated below:

Nutrition Department

Radiology Department

If the single factor productivity ratio nutrition department and Radiology department is compared with each other than it can be said that the productivity of the Nutrition department is lower than the productivity of Radiology department (Morris & Pinto, 2010).

2.2. Compare multifactor Factor Productivity Ratio

Nutrition Department

Radiology Department

If the multifactor factor productivity ratio nutrition department and Radiology department is compared with each other than it can be said that the productivity of Nutrition department is lower than the productivity of the Radiology department (Kerzner, 2009).

References Project Management in Healthcare Organization

Brown, S., & Bessant, J. (2013). Strategic Operations Management. Routledge.

Friganovic, A., Selic, P., Ilic, B., & Sedic, B. (2019). STRESS AND BURNOUT SYNDROME AND THEIR ASSOCIATIONS WITH COPING AND JOB SATISFACTION IN CRITICAL CARE NURSES: A LITERATURE REVIEW. Psychiatria Danubina, 31(1), 21-31.

GUPTA, A. (2017). PROJECT APPRAISAL AND FINANCING (illustrated ed.). PHI Learning Pvt. Ltd.

Kerzner, H. (2009). Project Management: A Systems Approach to Planning, Scheduling, and Controlling (10 ed.). John Wiley & Sons.

Mahadevan, B. (2009). Operation Management: Theory and Practice. Pearson Education India.

Morris, P., & Pinto, J. K. (Eds.). (2010). The Wiley Guide to Project Organization and Project Management Competencies. John Wiley & Sons.

Selamu, M., Hanlon, C., Medhin, G., Thornicroft, G., & Fekadu, A. (2019). Burnout among primary healthcare workers during implementation of integrated mental healthcare in rural Ethiopia: a cohort study. Human Resources for Health, 17(1), 58