Importance Of Strategic Planning In Healthcare

Organizations are establishing themselves in a new market to provide a needed service, increase customers and expand brand awareness. An organization’s growth strategy plays a vital role in the long-term sustainability of its healthcare system. Market penetration comes with the benefit of reaching additional customers in a business’s primary market and the potential to increase revenue. A marketing plan enables an organization to apply its values, mission, and capabilities to increase its sales, reach its objectives and sustain a competitive advantage with the purpose of improving its market shares (Cellucci, Wiggins & Farnsworth,2013). A company’s strategic plan will support and maintain its long-term growth objectives by building a solid

Ultimately benefitting every stakeholder and member at every level of the facility, West Anaheim Medical Center's need for a well-developed strategic plan remains critical to their success as a large health organization. The strategic planning process itself initially begins with the board of directors, but eventually involves all levels of managerial and operational functions of the medical center. Authors Cleverley and Cameron (2007) imply that the board plays the crucial role in such a complex and intensive process. A noteworthy strategic plan strengthens the center's adaption to change, providing more certainty towards future uncertainties. For example, the implementation of the Patient Protection and Affordable Care Act of 2010 took several years after it was established as a health care reform to take effect.

The competitive landscape of healthcare requires strategic leadership to evaluate and propel corporations headfirst into successful futuristic ventures. According to Ireland and Hitt, corporations exist as learning communities commanded by strategic leaders through fluctuating environments, ultimately providing excellence in future endeavors and revenues. Grand strategies, master business directions, exhibit as actions that will assist a business in obtaining or achieving long-term objectives (Strategic Management 2012). UnitedHealth Group, as one of the largest health care companies in America, evaluates multiple strategies and products to effectively deliver services to consumers while existing as a diversified, profitable, positive corporation

According to Allison & Kay strategic planning is broadly defined as a management tool used to help an organization focus on it’s vision and it’s priorities in response to a changing environment and ensure that members of the organization are working toward the same goal(2005). Important for all NGO’s, Hockey Canada’s strategic planning is critical to the further development and continued success of the sport of ice hockey in Canada. According to Allison & Kaye there are four key concepts regarding strategic planning.

A vital step in Healthcare strategic planning is to come up with specific, measurable goals that can be communicated amongst everyone. For goals to be useful they must be SMART, which stands for specific, measurable, achievable, relevant, and time-based. Margret Amatayakul defines SMART goals as “statements that help an organization establish expectations that are specific, measurable, achievable, relevant, and time-based” (Amatayakul, 2016). Specific, measurable, and time-based are pretty easy to understand and achievable and relevant are more abstract. A key element in setting a SMART goal is identifying “who,” “what,” “why,” “how,” and “when” will be considered in the process” (Book).

TRANSFORMATIONAL LEADERSHIP Transformational Leadership is defined as leadership style focused on effecting revolutionary change in organizations through a commitment to the organization’s vision. (Sullivan & Decker, 2001) Transformational leaders are usually given higher position and are known for their charismatic sense and ability to develop high visions and regards in the work they do. They often give their best performances due to the low morale or self esteem Example: Steve Job, Bill Gates and Ratan Tata. As the existentialist rightly said, we always have a choice, in doing what we already have done or doing that which we have never done.

Their philosophy is “whatever-it takes” and delegates the frontline managers to lead “it is your business, your division, your market, your stores, your aisle and your customers (Home Depot 2009).” Finally , transformational leaders by definition seek to transform. Sometime when a organization does not transform it’s, employees become unhappy and leaders will

INTRODUCTION The importance of the strategic management in today’s world is very vital. The dynamic changes in the business environment of every organization rapidly escalate than expected. Regardless of the market, the increasing complexity sets up new challenges for the management personnel that forces them to be in control. To achieve satisfactory results in such conditions requires effective strategic management. Generally, strategic management is based on setting an organization‘s long-term development direction.

Transformational Approach Transformational leadership style work towards high levels of communication from a management to meet goals. Leaders are meant to motivate employees and augment productivity and efficiency through communication and high visibility. This style of leadership really does need the involvement of management to meet goals. Leaders focus on the big picture within an organization and delegate smaller tasks to the team to accomplish goals. Transformational leadership proves to be efficient not only in business, but in all other sectors where it is used.

They are enthusiastic individuals are usually seen as active, expressive and energetic. They are often optimistic and open to change with a quick and alert mind set. Transformational leaders in today’s society are better for the organization because in maintaining a business for the long term, leaders need to focus on the overall growth of originality and

The character of this leader convinced his employees to exceed their performance in offering excellent customer service. This will aid to achieve the company’s objectives as well as improve the employees’ needs for achievement and self actualization (McCleskey, 2014). The Operations Managers at CIBCFCIB practiced the transformational leadership style where they inspire and motivate the team members to exceed their performance in providing high quality customer service and flawless delivery, and staff usually rewarded. In addition, operations managers and leaders provide learning opportunities and a supportive environment which increased efficiency. On the other hand, Transactional leaders focus on accomplishing their performance objectives, motivate employees through contractual agreement, stress extrinsic rewards and to avoid unnecessary risks (Burns, 1978 cited by McCleskey, 2014).

Healthcare Strategic Planning Essay University Course name Student’s name Professor’s name Date Healthcare Strategic Planning Essay Introduction Strategic planning is whereby organization’s spearheads develop their future vision and determine their organization's goals and objectives. In health care organizations, strategic planning entails articulating the concrete steps required to achieve particular objectives. Organizations are required to reevaluate their patient care strategy in light of shifting market trends and patient care paradigms. There are various types and levels of strategy, the goal of every strategy is to bring an organization's actions into compliance with its declared mission or values.

Employee Engagement: According to Beardwell and Thompson (2014), employee engagement has been defined as one to be mentally or psychologically tuned in or present when completing a task or job. Many academics and practitioners state that employee engagement is a key challenge and it is becoming a priority for executives and human resource professionals. According to Beardwell and Thompson (2014), an engaged employee can be more productive and produce high performing outcomes over an employee whom is less engaged, within our organisations the majority of the management team seem to be really engaged or tuned in with their jobs. This outcome can be due to the fact that the management team have full responsibility and authority to make decisions

(2). Since that extensive research carried out and it has become an area of growing interest. Even though employee Engagement is a well-researched topic, it lacks a universal acceptable definition (3).researchers defined the concept of employee engagement in the view of individual perspective or organizational perspective (4).according to the individual perspective of (name) employee engagement is Individual’s sense of purpose and focused energy, evident to others in the display of personal initiative, adaptability, effort, and persistence directed toward organizational goals (5).while (name) studied the organizational perspective and defined employee engagement as The degrees to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust (6). According to Andrew and Sofian (2012), employee engagement involves an emotional and psychological relationship between employees and their organization that can be changed into negative or positive behaviors that employees show at their workplace (7). Engaged employees will stay with the company, normally perform better and be more motivated they form emotional connection with the company and create sense of loyalty in a competitive environment (8), employee engagement builds passion, commitment and alignment with the organization's strategies and goals and Increases employees‟ trust in the organization (9) A highly engaged employee will consistently deliver beyond expectations (10).

Since strategic planning according to Bryson and Roering (1987) aims to achieve the best “fit” between an organisation and its environment, the fourth step entails the identification of the external opportunities and threats that the organisation faces whilst the fifth step entails the identification of the organisations internal strengths and weaknesses. Comparing the external environment with mandates is regarded as planning from the outside in