Please boost your Plan to download papers
Pages 5 (1255 words)
A credibility gap results in lack of trust in and scepticism about claims and pronouncements. A credibility gap that exists between an organization’s HR department and its department managers make them talk at each other, past each other, and question the views of each other privately. …
A recommended long term approach for narrowing this credibility gap is closer collaboration between the organization’s HR department and its department managers. Fallon and McConnell (2007) explain that a key aspect of this collaboration is assembling a group of personnel from both departments. The major function of this group is to review the nursing scheduling practices of both the departments, and replace the existing rigid practices that are currently used to schedule nurses, with creative alternatives.
In addition, the new nursing scheduling practices must reflect the realities of the organisation’s workplace and the nursing marketplace. Basically, this approach will help realign the goals and values of the two departments to avoid pronounced differences. In this way, the two departments will be in one regarding the recruiting, hiring and scheduling of nurses and decision made on the same will reflect the expectations of both departments. When such scheduling practices are in place, there will be no acceptable reason for rejecting the application of a qualified nurse during the time of staff shortages.
The most difficult part of managing employees in a hospital setting is diversity management. Disparity in group affiliations that are most likely to affect the hospital workplace mainly involve identity, or cultural groupings based on national origin, ethnicity, race, and religion. Diversity could also result from the job-related functions, for example, the presence of hospital administrators and various healthcare professionals in one setting. ...
Not exactly what you need?