In the present healthcare sector, most challenges prevail when it comes to requiring the care environments to deploy the existing resources with the goal of boosting quality and minimizing costs. A key resource within a healthcare environment and a major force toward success is the employee. Acquiring and maintaining skilled workforces requires a nurturing setting that encourages as well as recognizes recognition via nonmaterial as well as material benefits. Nonetheless, whereas tangible benefits including compensation and health insurance are vital to boosting the level of satisfaction of employees, intangible benefits, including recognition and respect are more vital (Fallon & McConnell, 2013) . It is not always about the money involved. Employees working in the healthcare sector wish to be valued, an initiative that plays a critical role in terms of boosting workforce morale, which then translates to quality care (Abbajay, 2018) . For this paper, it discusses the case of Mr. Jack Orestes to suggest the ideal ways of coaching him in line with a personal development plan, the areas that should be first on his improvement plan, the party that should coach him, and whether coaching is worth the effort since he is almost retiring.
Critique
Suggestions for the COE
Regarding Mr. Jack’s situation, several suggestions prevail on ways of coaching him, which would guide in developing his personal development plan. He is perceived as bossy, gruff, authoritative, rude, critical, and negative toward his employees, which has led his department to experience tremendous turnover. The first suggestion that I would offer him is for him to recognize that the employees have rights to professional settings within the organization and that he is the problem. The COE should consider talking to Mr. Jack telling him the influence of his actions are having toward the performance of the employees and the entire organization due to his harshness toward the workforce under his control. With this information, he might consider changing his actions (Niles, 2013) . In the event that he opts to alter his behavior for the better, the COE should hold Jack to the commitments he makes. In the event that the COE fails to follow up on his actions, this would encourage him to result to his prior behavior, which is damaging to the organization. When dealing with Mr. Jack, the COE should avoid public consultation but lead him to understand about his worrisome behavior privately. In the event that the behavior fails to change, the COE should consult the Human Resources staff illustration his actions and the impact that his conduct is having toward the performance of the employees (McConnell, 2013) . After consulting with the human resources, it would be essential to offer Mr. Jack some time to determine whether his behavior and conduct toward the other employees would change. In the event that nothing appears to change, the COE should consider relieving Mr. Jack off his duties and create an avenue for another manager who would be able to handle the grievances of the employees in an effective manner.
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First Areas on Mr. Jack’s Improvement Plan
Since Mr. Jack serves as Surgery Department Officer, he needs to improve on certain areas, which would allow him to relate with his employees in an effective manner. Firstly, he should consider avoiding being bossy and gruff, but rather to support the workforce by offering them guidance on how certain tasks should be undertaken. Mr. Jack has an experience of around 32 years at the Rehabilitation Center meaning that he has a wealth of knowledge that he can share with his subordinates. In this case, rather than being authoritative, should consider guiding the workforce on the ideal path that they should follow in a polite manner. In addition, as opposed to being critical and negative toward the workforce, he needs to take some time to interact with the employees and appreciate them whenever they make progress in the organization (Fallon & McConnell, 2013) . Additionally, Mr. Jack thinks that his old managerial practices are the only ones that can allow the organization to progress, while he does not welcome the input of his subordinates. Here, it is crucial to note that even while he has significant experience working for the organization, not all his insights work best to boost the performance of the organization. In this case, due to the authoritativeness that Mr. Jack exercises toward his juniors, the organization has realized tremendous amount of turnover, which has impacted the performance of the institution significantly. In this case, Mr. Jack should ensure that he welcomes the input of his subordinates, offer them support when they are stuck, and remain approachable in case the workforce experience challenges when trying to handle certain challenging tasks (McConnell, 2013) . In doing so, it would be possible to improve the morale of the employees, which would translate to improved organizational performance and quality care delivery to the patients.
Coaching Mr. Jack
Coaching Mr. Jack would not be an easy task mostly because he serves as a senior person within the organization. In this case, it would be essential for the COE and other individuals that occupy higher positions, such as the Human Resources team to be involved in coaching him to change his behavior. In coaching Mr. Jack, one of the major approaches should revolve around talking to him in person and informing him about his behavior within the organization and the manner in which it has impacted organizational performance. They should talk to him in a polite manner and emphasize on organizational and employee needs. They should tell Jack what is required of him while at the same time seeking mentors from other skilled colleagues or other managers. In this manner, he would be able to realize his mistakes and consider changing them in order to contribute toward organizational goals and win the respect of his colleagues and subordinates as well (Abbajay, 2018) . It would also be essential to involve the employees in the process in order to ensure that Jack realizes his mistakes and the need for adopting a more collaborative approach to leadership in order to win the trust of his juniors.
Initiative worth the Effort
Coaching Mr. Jack on the ideal ways of behaving within the organization and the effective ways of interacting with the employees is worth the effort. Coaching him would allow him to realize the mistakes that he has made and drive the organization toward improved performance during the remaining years within the organization. The initiative would also serve as a guide to other staff members who might have similar behaviors to allow them devise ways of relating with the employees in a manner that does not affect their performance or that of the organization. Furthermore, even while he retires, he would be able to serve as a person who appreciates the input of other people within the society, hence emerge a collaborative person.
Conclusion
In conclusion, organizations experience various challenges when characterized by bad bosses, who are rude, bossy, negative, critical, and authoritative. These kinds of individuals influence the employee performance which later influences organizational productivity and service delivery to clients, such as it is the case with Mr. Jack at the Rehabilitation Center. When organizations face these kinds of situations, the senior executives should ensure to deal with such kind of behaviors among their managers effectively to avoid experiencing negative repercussions, which might affect organizational operations tremendously.
References
Abbajay, M. (2018). Managing up: how to move up, win at work, and succeed with any type of boss. Hoboken: John Wiley & Sons.
Fallon, L. F., & McConnell, C. R. (2013). Human resource management in health care. New York: Jones & Bartlett Publishers.
McConnell, C. R. (2013). The health care manager's human resources handbook. New York: Jones & Bartlett Publishers.
Niles, N. J. (2013). Basic concepts of health care human resource management. New York: Jones & Bartlett Publishers.
