Health Management Book Report ( 20 page PowerPoint APA): Dave’s Subs – A Novel Story About Workplace Accountability.

Dave's Subs: A Novel Story about Workplace Accountability By: David Marx

Dave's Subs: A Novel Story about Workplace Accountability By: David Marx

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Milan Saidi

Midterm- Book Report

HAP 417- Prof. Taylor

Milan Saidi

Midterm- Book Report

HAP 417- Prof. Taylor

5 key points:5 key points:

As a new manager in healthcare the 5 key points I would model would be:

1. Train employees properly

2. Performance evaluation

3. Clear communication

4. Accountability

5. Preparation for errors

As a new manager in healthcare the 5 key points I would model would be:

1. Train employees properly

2. Performance evaluation

3. Clear communication

4. Accountability

5. Preparation for errors

In order to proper train employees, it is important to understand that there are many different types of learners. Therefore, as a new manager I would make a step-by-step training program. The steps would include:

1. Include a list of tasks the employees must perform daily, weekly, and monthly.

2. Train employees on each task by demonstrating how it is done and helping employees practice on their own.

3. Inform employees they will be tested on each task at the end of training. This is ensure that employees stay focused and take notes while being trained.

4. Once training and examination is completed, allow employees to shadow other experienced employees.

5. Lastly, hold meetings with new employees when they reach their three and six months of employment to discuss all concerns, questions and errors.

In order to proper train employees, it is important to understand that there are many different types of learners. Therefore, as a new manager I would make a step-by-step training program. The steps would include:

1. Include a list of tasks the employees must perform daily, weekly, and monthly.

2. Train employees on each task by demonstrating how it is done and helping employees practice on their own.

3. Inform employees they will be tested on each task at the end of training. This is ensure that employees stay focused and take notes while being trained.

4. Once training and examination is completed, allow employees to shadow other experienced employees.

5. Lastly, hold meetings with new employees when they reach their three and six months of employment to discuss all concerns, questions and errors.

Example of Training employees properly: Example of Training employees properly:

Example of Performance evaluation: Example of Performance evaluation:

As mentioned before, performance evaluation is a critical approach that new healthcare managers should model. Performance evaluations allow employees and new managers have a clear understanding of expectations in the workplace. For new employees, performance evaluations can be given within the first 3-6 months mark. For other employees, performance evaluations can be given every six months or annually. Performance evaluations can include information regarding:

 Productivity

 Rate of errors

 Patients satisfactions

 Team work

As mentioned before, performance evaluation is a critical approach that new healthcare managers should model. Performance evaluations allow employees and new managers have a clear understanding of expectations in the workplace. For new employees, performance evaluations can be given within the first 3-6 months mark. For other employees, performance evaluations can be given every six months or annually. Performance evaluations can include information regarding:

 Productivity

 Rate of errors

 Patients satisfactions

 Team work

Example of clear communicationExample of clear communication

As a new manager in healthcare, clear communication is a large aspect of managing a healthcare facility. Clear communication among employees can help increase patients satisfaction, healthcare delivery and healthcare quality. With clear communication from a manager, employees can have a better understanding of what is expected of them. Additionally, clear communication can create a safe and stress-free work environment. If employees feel comfortable talking with a manager, they are more likely to ask questions and work efficiently.

As a new manager in healthcare, clear communication is a large aspect of managing a healthcare facility. Clear communication among employees can help increase patients satisfaction, healthcare delivery and healthcare quality. With clear communication from a manager, employees can have a better understanding of what is expected of them. Additionally, clear communication can create a safe and stress-free work environment. If employees feel comfortable talking with a manager, they are more likely to ask questions and work efficiently.

Example of Accountability:Example of Accountability:

Workplace accountability is another model that new healthcare managers should demonstrate. Accountability can help reduce work-related stress and also give a better understanding of everyone’s responsibilities. When employees have a clear understanding of their responsibilities, they possibilities of errors can decrease.

Workplace accountability is another model that new healthcare managers should demonstrate. Accountability can help reduce work-related stress and also give a better understanding of everyone’s responsibilities. When employees have a clear understanding of their responsibilities, they possibilities of errors can decrease.

Example of preparation for errors:Example of preparation for errors:

As humans, we all make mistakes. Which is why, it is always important to have a plan as a healthcare manager. When mistakes are made, it is important to stay calm and work toward a solution. Healthcare managers must take under consideration the policies and protocols of a healthcare organization before making any decisions. Therefore, having a plan of who to contact in the case of an emergency should always be the first step to dealing with an error. Depending on the situation and organization, healthcare managers should always have a step-by-step plan.

As humans, we all make mistakes. Which is why, it is always important to have a plan as a healthcare manager. When mistakes are made, it is important to stay calm and work toward a solution. Healthcare managers must take under consideration the policies and protocols of a healthcare organization before making any decisions. Therefore, having a plan of who to contact in the case of an emergency should always be the first step to dealing with an error. Depending on the situation and organization, healthcare managers should always have a step-by-step plan.

Dave’s management style:Dave’s management style:

 Dave’s management style is reflective of growth. As a manager, Dave wants his employee to learn from their mistakes, rather than being punished. Dave

 Dave encourages the importance of performance evaluations. He believes there could be a problem with management when poor employee performance goes unnoticed.

 Dave also promotes a safe work environment with health relationships between all employees.

 Dave’s management style is reflective of growth. As a manager, Dave wants his employee to learn from their mistakes, rather than being punished. Dave

 Dave encourages the importance of performance evaluations. He believes there could be a problem with management when poor employee performance goes unnoticed.

 Dave also promotes a safe work environment with health relationships between all employees.

Examples of the impact Dave has on Milo’s professional development:

Examples of the impact Dave has on Milo’s professional development:

Dave’s management style does impact Milo’s professional development. Milo doesn’t always agree with Dave’s decisions, however, he does support them.

1. Following in Dave’s footsteps, Milo has learned that employee should be held accountable for their actions.

2. Dave is a role model to Milo. Overtime, Milo has changed his management style and have learned to communicate clearly with his employees before making any decisions.

3. Due to Dave’s actions, Milo has learned the importance of culture in the workplace.

4. Due to his experience learning from Dave, Milo has adapted a better leadership style that has not only improved his relationships with the employees but also the quality and delivery of their services.

Dave’s management style does impact Milo’s professional development. Milo doesn’t always agree with Dave’s decisions, however, he does support them.

1. Following in Dave’s footsteps, Milo has learned that employee should be held accountable for their actions.

2. Dave is a role model to Milo. Overtime, Milo has changed his management style and have learned to communicate clearly with his employees before making any decisions.

3. Due to Dave’s actions, Milo has learned the importance of culture in the workplace.

4. Due to his experience learning from Dave, Milo has adapted a better leadership style that has not only improved his relationships with the employees but also the quality and delivery of their services.

Milo’s primary management style: Milo’s primary management style:

As a manager, Milo is primary in charge of managing the employee and the store. His primary management styles include:

 Participative style

 Charismatic style

 Transactional style

As a manager, Milo is primary in charge of managing the employee and the store. His primary management styles include:

 Participative style

 Charismatic style

 Transactional style

Examples of Milo’s management styles: Examples of Milo’s management styles:

 Participative style

 In order to include the opinions of all employees, Milo uses participative style when making decisions. He asks employees to share ideas on how to accomplish goals and improve in problematic areas when serving customers.

 Charismatic style

 Milo uses charismatic style of management to communicate with employees such as Alisha. This allows everyone to feel comfortable to speak up when they have a question or concern. This also allows employees to make suggestions regarding future goals.

 Transactional style

 Milo uses transactional style of as a form of reward for employees when they do well. This encourages employees to keep working hard.

 Participative style

 In order to include the opinions of all employees, Milo uses participative style when making decisions. He asks employees to share ideas on how to accomplish goals and improve in problematic areas when serving customers.

 Charismatic style

 Milo uses charismatic style of management to communicate with employees such as Alisha. This allows everyone to feel comfortable to speak up when they have a question or concern. This also allows employees to make suggestions regarding future goals.

 Transactional style

 Milo uses transactional style of as a form of reward for employees when they do well. This encourages employees to keep working hard.

Milo’s secondary leadership style:Milo’s secondary leadership style:

Milo’s secondary leadership style is transformational style. He uses his own experiences to motivate employee to work hard. Milo also believe accountability as one of the most important aspects of management. As a result he:

 Studies and practices accountability. Knowing why it is important and how it should be used allows him to improve the overall status of the shop. It also leads him to creating performance evaluations. Which is something that has never been done before at Dave’s subs.

 He also uses Dave’s knowledge and experience as a manager to become more familiar with employees. Dave taught Milo better communication and leadership skills that can help him manage employees.

Milo’s secondary leadership style is transformational style. He uses his own experiences to motivate employee to work hard. Milo also believe accountability as one of the most important aspects of management. As a result he:

 Studies and practices accountability. Knowing why it is important and how it should be used allows him to improve the overall status of the shop. It also leads him to creating performance evaluations. Which is something that has never been done before at Dave’s subs.

 He also uses Dave’s knowledge and experience as a manager to become more familiar with employees. Dave taught Milo better communication and leadership skills that can help him manage employees.

What does it mean to build a culture of workplace accountability?

What does it mean to build a culture of workplace accountability?

Clear communication and expectations is the first step of building a culture of workplace accountability. When employees are aware of their responsibilities, they work hard to accomplish their goals. Additionally, employee have a better understanding of the end goal and the process that will be used to be successfully. Accountability in the workplace can create a simple and effective workflow. The first employee must complete his or her task before the second employee can start theirs.

Clear communication and expectations is the first step of building a culture of workplace accountability. When employees are aware of their responsibilities, they work hard to accomplish their goals. Additionally, employee have a better understanding of the end goal and the process that will be used to be successfully. Accountability in the workplace can create a simple and effective workflow. The first employee must complete his or her task before the second employee can start theirs.

Examples of workplace accountability: Examples of workplace accountability:

1. Milo takes lead by researching the meaning of accountability and learns new ways on how to improve employee performance.

2. As a manager, Dave took accountability by privately speaking to Milo regarding Alisha and the decision to fire.

3. Milo takes accountability by speaking to team members and asking them their opinions regarding improvements at Dave’s subs.

4. David takes accountability by including himself, Milo and Alisha as responsible for the harm done to the customer.

1. Milo takes lead by researching the meaning of accountability and learns new ways on how to improve employee performance.

2. As a manager, Dave took accountability by privately speaking to Milo regarding Alisha and the decision to fire.

3. Milo takes accountability by speaking to team members and asking them their opinions regarding improvements at Dave’s subs.

4. David takes accountability by including himself, Milo and Alisha as responsible for the harm done to the customer.

Reference: Reference:

Marx, D. (2015). Daves Subs: A novel story about workplace accountability. Plano, TX: By Your Side Studios. Marx, D. (2015). Daves Subs: A novel story about workplace accountability. Plano, TX: By Your Side Studios.