When implementing new quality initiatives it is important to factor in that there will always be reluctancy to change. In order to successfully incorporate quality change into any construction organization there needs to be a driving force behind the cause. At the root of this driving force will be someone who instills leadership within an organization “Leaders establish unity of purpose and direction of the organization. They should create and maintain the internal environment in which people can become fully involved in achieving the organizations objectives.” (Charles A. Cianfrani, 2009) The leadership role of the driving force that is change can be defined by the following responsibilities:
- Analyzing existing processes
- Clarify new
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In order to act as a leader you must understand the existing procedures in order to properly identify the underlying issues which are necessary to move forward as a construction organization. When examining existing processes the leader can identify strengths and weaknesses based off of past experience in the existing system and use this to help create stability in the new system. Also by examining the existing system a leader can identify ways to easily assimilate the existing policies into the new ones to create a smoother transition.
3.2 Clarify goals and challenges When implementing quality initiatives it is important that the leader defines a clear vision and goal in order to create better understanding within the organization. This vision should define what you want to accomplish as an organization and help collaborate employees to teach in a common vison. Goals will be used to challenge employees, when creating goals it is important that they be measurable and attainable in order to instill employee satisfaction. Potential challenges should be presented and accounted for to create a proactive work system rather than a chaotic reactive work system.
3.3 Buy in from all
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Feedback will be taken into account by the leader and will be used to review/assess the implemented initiatives. Feedback and reviews can either be internal or external, it is important for to gain both insights when reviewing success. External reviews are beneficial in evaluating the success of the initiatives, these can be done through third party audits or customer satisfaction reviews. Internal reviews can be conducted, these help evaluate the overall efficiency of the initiatives put in place as well as the employee input can be taken into
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
Monitoring and evaluation are integral parts of management and provide a link between planning and implementation. While monitoring focuses on the activities and outputs, evaluation focuses on the outcome and goals. Monitoring focuses on inputs and outputs and is the continuous process of gathering information to measure against the goals and objectives. Evaluation, like monitoring, is a continuous process. Evaluation provides feedback on whether plans have been met and the reasons for success or failure. Evaluation should highlight shortcomings so they can be identified and corrected. It should provide direction for future plans. It is important to monitor and assess the on-going performance of teams and individuals, in order to evaluate the progress towards agreed objectives. Monitoring mostly involves keeping track of what is going on. By undertaking this regularly, we have the opportunity to make changes and adjustments, to ensure that any areas of concern are addressed.
Many organizations have developed written statements known as Mission and vision statements, which support employee performance and motivation strengthening the organizations culture and helping reach goals. Some organizations promote high performance restructuring by dedicating the introduction of a team approach to work structuring, and high skill variety and feedback on performance, which results in job characteristics and improved satisfaction. Organizations nowadays are forced to pay extra attention to their employees’ needs and customers’ needs by means of employee recognition, goal alignment and work force engagement. For teams to be engaged and effective, members must feel appreciated, and believe in their leaders (Dixion & Hart, 2010). Organizational culture obtained with Path-goal theory is equivalently important because appropriate culture is required to sustain or facilitate established high performance efforts. With high employee performance and goal alignment organizations use management by objective (MBO) an integrative approach for management that supports the attainment of customer satisfaction through wide variety of tools and procedures that the end result will be higher quality of goods and services achieving business excellence (Evans J
This starts with determining the core values, important roles along with decisive success elements for both groups as easily as their people. Group goals, metrics along with improvement actions become jumping off point apart from finish point in the performance improvement course of studies. According to Jacoby (2015), the group vision, mission and core values are derived from company’s strategy that is linked with every individual's vision, mission along with core values. The improvement actions are more compatible with the individuals' personal goals and with groups.
Quality Improvement Plan - Part Three Quality improvement initiatives are effective only when the organizational structure and culture are aligned with a similar vision for the provision of quality care delivery and a commitment to continuous improvement. Organizations must take an active approach to measure, assess, and improve processes, creating an environment supporting quality improvement initiatives (Spath, 2014). The creation of this type of environment should be evident from the top tier of leadership to the front-line employees, creating a culture supporting the delivery and sustainability of quality care. The following paragraphs will identify and discuss the authority structure of the Quality Improvement Plan, including the roles and responsibilities of the members involved in the plan implementation. Additional discussion will include the roles of communication, education, and evaluation in the quality improvement plan.
The CMS develops the Quality Strategy guides, which is built on the foundation of the CMS Strategy and the U.S. Health and Human Services National Quality Strategy for Improvement in Health Care (NQS). The CMS Quality Strategy guides focus on Medicare payments for hospitals by quality of services not quantity of services with three strategies: improvement of the quality of care by creating healthcare environment more reliable, accessible, patient-centered, and safe; reducing the cost of care while providing high quality services; increasing the health outcomes by developing interventions to enhance the social, behavioral, and environmental characteristics of healthcare. The NQS further instruct that hospitals should reduce the issues that may
Organizations are complex systems with high expectations of adaptive techniques that are set to improve the quality of care. Each organization delivers care with a comprehensive approach for continuous improvement, which goes beyond the small changes. They promote quality Improvement, aggressively through a systematic approach. The look of primary care has changed over the years. What was once a solo doctor’s office is now a small specialty group and growing into even larger practices. With this evolution there’s a need to create and manage plans, foster technology changes in medicine, attitudes in the work force, and heightened consumer and purchaser expectations (Sollecito, Johnson, 2011).
The health care industry is charged with continually pursuing different ways to improve patient safety and quality. We see this in the Triple Aim initiative of optimizing the performance of heath care. The Institute for Healthcare Improvement (IHI) seeks to improve three dimension of care. First, IHI wants to improve the experience of patients under care. Second, improve overall population health. Third, reduce healthcare cost. When the Triple Aim was developed, no health care provider or organization was accountable to the three dimension of health care. The Triple Aim promotes to change this (Institute of Healthcare Improvement, n.d.).
The National Quality Strategy (NQS) is a publication first published in March 2011 and is developed by the Agency for Healthcare Research and Quality (About the National Quality Strategy, 2017). The publication is a collective process that involves the help of many healthcare based organizations and groups that actively work on the complexities of healthcare and how to simplify them and help for providers and clinicians to achieve the highest degree of patient and consumer satisfaction (About the National Quality Strategy, 2017). Based on this information gathered during research the publication had developed three main aims of the group as well as six priorities set forth by the organization which will all be discussed in this paper. After
Areas for development can be highlighted and plans put in place to address any weaknesses. Good feedback can lead to an increase in pay or extra added on bonuses. When acting on customer feedback; levels of customer service should be monitored internally by a variety of methods and should be fed back to senior staff to ensure new targets set after receiving customer feedback are being met.
Maintenance and promotion of quality improvement initiatives are essential for the successful growth and development of the health care industry. Nurses are key to all quality improvement initiatives as they are in the frontlines and have the most contact with the healthcare consumers. Therefore, nursing professionals are good at putting in their valuable inputs for quality improvement efforts. On a daily basis nursing professionals strive to deliver safe, efficient, effective, patient-centered care in a timely manner. With the growth and development in the health care industry, there is an increased need to provide competent and high quality services. Nurses are equipped with distinctive proficiency required for delivery of patient care
As a project team leader with an ever growing and dynamic project base, which often has four or five projects running simultaneously, this project leader has recognized the need for an authentic leadership vision that inspires others within the organization and correlated project teams to share the vision. Establishing consensus and evaluating the implementation of a vision process will be addressed within this document along with a step by step vision implementation process where a positive vision is created and fostered within this project oriented organization. The vision implementation process will consist of: a) eliciting a sense of urgency for implementing the vision; b) developing an expert vision implementation project team, c) developing interaction strategies where feedback is valued from the entire team, d) navigate challenges through scenario planning sessions, e) modify project strategies so changes are accepted and implemented quickly, and f) document and record project progress, obstacles and lessons learned. In conclusion, there will be a summary of what success within an authentic leadership organizational vision entails.
Mahfouz’s story “Zaabalwai” portrays society’s expectations of a relationship with God to come easy. In other words, they perceive the relationship with God to come unproblematic with no effort and nothing entailed. The correlation between life and faith is significant one concept can’t live without the other, life with no meaning can’t survive. Mahfouz’s shows this within “Zaabalawi”, the narrator is an ordinary man who is inflicted with a mysterious illnesses of unknown origins with no known cure, he is distressed. Until his father mentions a man called Sheikh Zaabalwai, his father testifies to the narrator about Zaabalwai “ May his blessing descend upon you, he’s a true saint of God, a remover of worries and troubles, were it not for him I would have died miserably” (Mahfouz 1).
Vision and goals go hand in hand to help create a successful organization. As a leader, you cannot create goals without having a vision, and cannot realize the vision without setting goals to get there. An effective leader will need to have both a vision for the future, as well as a clear cut set of goals that will help a company to grow and achieve that vision. A leader needs to be committed to and passionate about their vision, and driven to accomplish their goals in order for their vision to be successfully realized.
This paper explores what it takes to be a construction manager and the responsibilities of being a construction manager and the skills that a construction manager should have. It also explores what good construction managers do to have success on their construction projects and the steps that a construction manager must follow to end a project and meet their deadlines at the same