Every patient that is entrusting their medical care in a particular medical clinic wants to feel like they have chosen a well staffed, well organized and efficiently run office. From the first phone call they make to schedule an appointment, to their clinic encounter, through billing periods and their next visit if needed, the patient expects well educated, competent and professional employees to assist them in every step of the way. A key factor in returning patients is an empathetic atmosphere, where there is no apparent office drama and lack of staff to perform all the job duties that are required in a medical office. In order for a medical office to have these characteristics a supervisor or manager needs to know what types of people should be hired and who should work together. A person of higher authority should be able to determine in the interviewing process these traits, however sometimes it is not until later after a new employee begins working that some of that employee’s positive or negative personality traits will be discovered and that could mean restructuring the office team. Sheri Putnam discussed in Part 2 of this weeks online presentation that just because someone does not fit well in a certain area of the office, that doesn’t mean they shouldn’t work there, but that a more suitable position that emphasizes that persons positive traits should be investigated and than hopefully transfer that employee when possible. I will discuss what 7 main personality traits people have and how they can affect an office team. I will also set up the key components in an ideal medical office and discuss what positions will be most effective in cross training and how this will make an efficiently run medical office that will k... ... middle of paper ... ...ive personality traits of any one person, but as a person of authority, it is your job to keep a watchful eye on all employees and your departments. Also by recognizing someone’s strong suits, you will be able to place them in the best fit work environment and that will help to everyone happy (most of the time). Knowing what basic needs your patients will have you can have a well staffed clinic that meets their needs. The patient’s needs are of the up most importance, because without patients, none of us would have a job. Works Cited Putnam, Sheri (n.d). “Week 2 Part 2: Cross Training and Team Building.” Power Point Presentation. Herzing University Online Whaley, Mary Pat (March 10, 2011). How Many Staff Do You Need in a Medical Practice? Manage My Practice. Retrieved from http://managemypractice.com/how-many-staff-do-you-need-in-a-medical-practice/
No matter what field I begin in, ER, maternity or intensive care. I will work as diligently and as efficiently as I could. It would not matter whether I had the day or night shift or if I was walking out the door to go home and a patient came in and needed help. Every patient that I work with will know I have the intention of helping them as well as I can. My personality is a “Persuader” which means I am most sociable of all
New and very expensive technologies comes up in health care every day. As patients need health care services ranging from emergent care to preventive and elective procedures in a daily basis, there is a high job security in a health care field. Working in a health care field requires people skills (personality characteristics that enhance our ability to interact effectively with other people) and technical competence. Health care workers are a part of the nation’s fastest growing industry. Unlike working in grocery or retail stores, health care workers need to be aware of what is going on in the industry.
Upon completion of these assessments, the work place team is then formed, acquiring team members based upon the needs of the project, mission or goal of the team. The team then proceeds to learn about each other. In learning about one another, individual learning styles must be identified to gain an understanding of how to maximize team performance by capitalizing on team members' strengths via learning styl...
This is a nearly 40-minute interview. The object of this interview is the leader of a community medical centre. This medical centre has five physicians, two nutritionists, one occupational therapist, a nurse and three service desk receptionists. This medical centre serves the community of more than five thousand patients now. After the interview, integration of the following eight items in this leader’s characteristics and traits.
The bases of this paper will be based on the results that I had obtained when I took the Myers-Briggs personality test. The results that I had obtained was that I was determined to be an ENFJ. I will go into depth about letter and how each represents that a specific aspect of my personality. The results that I had received were not what I had expected, but the more I read about the trait the more I realized how it suited me. I will also talk about the information that I had found useful from the book, Type Talk at Work: How the 16 Personalities Types Determine Your Success on the Job by Otto Kroeger, which gave me insight on how to interact with other personality types especially in the work environment. The information that I absorbed from the personality test and from the book will go into use in my personal and work life so that both environments will be cohesive and peaceful.
Brennan and Monson (2014) reviewed interdisciplinary empirical studies and identified that individual professionalism promotes the building of rapport with a patient and creates positive outcomes for patients. Benefits include increased patient trust, improved patient outcomes, increased staff productivity and overall satisfaction for both patients and employees (Brennan & Monson, 2014). Professionalism is a key to create a thriving and safe workplace, therefore healthcare organization’s leaders are working hard to find appropriate
My personality is hard to describe. It all can depend on the situation, but overall my core values stay the same. In this paper I will describe my personal analysis, which will include a self-assessment score of maximizer and satisficer, time management profile, and empowering others. I will also describe what my terminal values and instrumental values are. Then I will go through what my big five personality characteristics are and my MBTI personality profile. I will then describe my job posting assessment and, finally, my personal job fit analysis. Hopefully, by the end of this I will be able to recognize my strengths, weaknesses and values and have the ability to match my values to the type of values job postings are looking for.
People that are interested in this line of work like activities that include leading, making decisions, and business. They have integrity, have leadership qualities, are able to take initiative, and are dependable people that can handle a high stress level. I learned from my results that I am more of social person and the interest profile would recommend me doing something that helps people or being of service to people, which I feel that I am able to do in this profession. I also was ranked highly in enterprising which means that I like persuading and leading people which I think is a great asset as well for being able to run a major facility and work with many different people this seems like these would be essential traits for this position. Further research has lead me to find a few more ideal characteristics to have. One being able to communicate clearly and respectfully with patients, customers, industry leaders, and hospital workers. Second, leadership is important. A healthcare administrator needs to have the ability to create a shared vision for and inspire the entire work staff/team. You also have to have a good knowledge of healthcare. Someone that is able to stay on top of healthcare system policies, the latest innovations in healthcare technology, and the ever changing political landscape of the industry. (Healthcareadministration.com,
Knowles, M.S. (1976). Separating the Amatures from the Pros in Training. Training and Development Journal. 30(9). 16.
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
The care we deliver helps the individual person and improves the health of the whole community. Compassion is how care is given through relationships based on empathy, respect and dignity. Competence is the ability to understand an individual’s health and social needs and the expertise, clinical and technical knowledge to deliver effective care and treatments based on research and evidence. Communication is the key to a good workplace with benefits the people they are caring for and for the co workers. Courage enables us to do the right thing for the people we care for, to speak up when we have concerns and to have the personal strength and vision to innovate and to embrace new ways of working. Commitment is vital to show we mean the best for those we are caring for, it helps gain trust (“The 6Cs.”). I apply to a lot of the “6Cs.” I have great communication skills, I am caring, compassionate, courageous, and am very committed once I start
...ow using knowledge, empathic and reflective dimensions play such a huge role in ones job and I can associate it with my prior experiences now. I want patients to walk out my room feeling like I have made a positive change in their life, whether it is small or big. Responsibility comes with playing such an important role in other people’s lives and it is how I embrace this responsibility that will determine how I change the lives of others. Not only do I want a good relationship with my clients but also with my co-workers because I might be able to make a small difference in someone’s life, but it’s us Health Professionals working together that will make the greatest difference.
Tarricone, P., & Luca, J. (2002). Successful teamwork: A case study. (pp. 640-646). Milperra: Higher Education Research and Development Society of Australasia, Inc. DOI: www.herdsa.org.au
Some of my personality traits include; empathy, strong willed, and ambitious. Beginning with empathy, it is the ability to recognize and to share the thoughts to some extent. In many cases empathy leads to multiple good relationships. As a Support worker, I am expected to get along with others very well. These include my workmates and my patients. Being empathetic also enables me to be considerate. I am able to identify with my patients problems very well. They will therefore easily entrust me with their problems with the assurance that they won’t be criticized. In such a situation, as a Support worker I will be able to assist them without any barriers (Allen, 2006).