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Health Care Delivery In The Us Human Resources Director Essay

Health Care Delivery In The Us Human Resources Director Essay

Couse Module
Description of Department

Type of work done in the department

Interesting, informative, or specific information
related to the chosen department that makes it unique

The targeted interviewee and responsibilities

Human resource management in health care across America is a magnificent responsibility. In the midst of health care reform and criticisms of America’s health care system being the most expensive in the world; it poses a real challenge to human resource management. This discussion will outline an interview conducted with a human resource manager of a renowned hospital in United States of America. She was asked to share her views on how it is to manage a large institution with the present image of health care across the country.

Health Care Delivery in the United States of America: Human Resource Director
Description of Department
The department managed by V.K consists of a 200 bed obstetric facility executing supervision for 15 resident obstetricians; 12 registered obstetric nurses; 11 Licensed Practical Nurses, 12 CNAs and 40 auxiliary staff members. The auxiliary staff functions as food service providers in the kitchen; cleansing and records sections of the organization. Staff nurses assist in managerial functions on clinical areas supervising LPNs and CANA’s. There are four sections within the maternity unit. These are the admitting room, prenatal; labor unit or intra-natal department and post natal where women are cared for after delivery. A nursery is attached to the unit, but neonatal nurses manage that portion of the facility.

Type of work done in the department
Precisely, these four compartments define hospital obstetric care during delivery of an infant. Upon admission obstetric nurses on duty screens the mother. Her vital signs are taken and recorded; the infant’s fetal heart rate is monitored as the mother awaits assessment by the on-call obstetrician. If the mother is in active labor she is transferred to the labor room. If there are signs that labor is imminent she is transferred to the prenatal section. Mothers who are not in labor neither at term without any complications are discharged from the facility to be seen by their outpatient obstetric for follow up care (Glynn, 2008).
During the labor unit experience patients are monitored by nurses hourly, half hourly and eventually 15 minutes for cervical dilation. When the cervical os is fully dilated an obstetrician is informed to conduct the delivery. Obstetric nurses assist in the delivery of the infant upon doctor’s request.
Once there are no complications during nor after delivery mothers are transferred to the post natal section of the facility. In this unit the fundus is checked for involution. Color and consistency of lochia is evaluated as well as vital signs. After two days of successful recovery from the trauma of labor mothers are discharged. Infants are usually cared for by a pediatrician and neonatal nurses. A decision is made by them regarding if the infant is discharged to leave with the mother.

Interesting, informative, or specific information
Related to the chosen department that makes it unique
This is the only maternity hospital found within that state. It is privately managed with state of the art equipment not found at maternity hospitals and units around the country. Patient care during and after delivery at this hospital is excellent. There is a 5-1 registered nurse/patient ratio 4-1 LPN and 4-1 CNA. Even though health care is very costly in America this institution makes it affordable by accepting Medicaid and many employee and private insurances (Crawford, 2002).
Women can be assured of a safe delivery of their new born through anesthesia administered from an evidenced based practice intervention. Measures are taken to make the labor experience as stress free as possible. The labor room is designed for a father to remain throughout labor to witness the delivery of his infant in privacy. Women who are uninsured and would like to access these services can pre-book to have their delivery by engaging in a payment plan to cover costs prior to the hospitalization.

The targeted interviewee and responsibilities
V.K is capable of performing duties in two nursing disciplines; first as a registered nurse and as an advanced practice obstetric nurse. In her capacity as human resource director she is not required to perform deliveries, but supervises primary health care offered to women within the facility ensuring that shifts are adequately staffed and the facility is managed according health care regulations.
Another major managerial responsibility entails recruitment of the most efficient staff. As such, in her capacity as human resource manager she models her expectations. Precisely, in executing this role she ensures that all staff is appropriately remunerated for their very high quality of work through incentive schemes. She pointed that people cherish the knowledge that they have job security and sustenance after they retire. Consequently, she researches opportunities and makes them available to all categories of workers under her supervision.

This advance practice nurse indicated that she abhors autocratic leadership. She never liked supervisors made subordinates feel inferior. For her it meant a violation of professional intelligence. In response she allows subordinate staff to function with integrity and further give them the space to do it efficiently according to how they were certified. By same token benevolent management styles were not advocated. They were interpreted as simply ridiculous lacking transparency. As human resource manager it is not tolerated in that organization. There is no scope for, ‘do as I say and not as I do in this maternity facility,’ she remarked. The theoretical model guiding her leadership while being transformational was clearly democratic. Importantly, in explaining Mrs. WG’s leadership style, she considered herself to be managing with democratic prudence.
Political authority for her, means engaging staff towards a top up approach instead of a bottom up influence. As such, the authority to discipline staff members was invested upon her through the designation of human resource manager. Her concept of authority and use of power is to demonstrate through modeling what ought to be accomplished. If this does not work then, a one on one discussion either at a staff meeting forum or structured interview could be reinforced (Bondas, 2006).

Bondas, Terese. (2006). Paths to nursing leadership. Journal of Nursing Management,
14(5), 332-339.
Crawford, E. (2002). Enterprising Women: The Garretts and their Circle. Francis Boutle
Glynn, J. (2008). The Pioneering Garretts: Breaking the Barriers for Women. Hambledon


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