Motivating middle managers. How to develop their mission potential.
Today's unstable healthcare environment is prompting not-for-profit hospitals to explore ways to preserve a fading altruistic posture. Holy Cross Hospital, Salt Lake City, sees middle management as a key to preserving a mission-oriented commitment to the delivery of healthcare. It is tapping the potential of its middle managers through a specialized management development program linked to mission objectives that attempts to assess and enhance individual abilities. The hospital formed a management development committee to identify several managerial characteristics that could have the greatest positive impact on preserving the hospital's mission objectives. The committee identified six major categories for focus: mission and philosophy; leadership style and influence; staffing, coaching, and developing employees; implementation functions; decision-making functions; and quality assurance issues. The hospital developed a self-assessment questionnaire for middle managers. As a self-evaluation tool, the questionnaire may not accurately represent each manager's specific level of knowledge, but it shows each manager's perceived needs and provides a basis for the development of instructional resources. It has also been useful in raising managers' consciousness of their performance.
D006740:Hospital Administrators / Q000523:psychology*; D006744:Hospital Bed Capacity, 100 to 299; D006761:Hospitals; D006788:Hospitals, Voluntary / Q000458:organization & administration*; D006801:Humans; D009042:Motivation; D009934:Organization and Administration; D009937:Organizational Objectives; D013192:Staff Development; D013223:Statistics as Topic; D011795:Surveys and Questionnaires; D014589:Utah