Medicine is a work field that demands a lot of responsibility and dedication. That is why every health care company should pay significant attention to improving the performance of its workers and assessing the results of these improvements. Moreover, as nursing can be tiresome in both physical and psychological sense, it is essential to establish the right work principles of and a positive environment at the workplace. These measures allow the company to function more efficiently and better understand the aim of work, which is to contribute to the population’s welfare.
Ramsay Health Care is an example of a large company offering various kinds of treatment. It claims to be different from other hospital operators because of its innovative decentralized management structure, which helps managers develop productive working relationships with staff and doctors (Ramsay Health Care). Vitez (2019) states that this structure, based on several individuals making decisions, aims to ensure the company has knowledgeable directors or managers to handle various types of situations. It seems that implementing this structure facilitates the process of measuring the work’s efficacy because there are more opportunities for workers to contact managers and express their opinion. To make the leaders more competent, the company created the Ramsay Leadership Academy (Ramsay Health Care). According to Lucas et al. (2018), it is vital to launch leadership development programs, considering the complex and changing nature of modern healthcare. Nevertheless, they highlight that these programs “should incorporate more rigorous evaluation beyond satisfaction surveys and strive to find meaningful outcome measures” (Lucas et al., 2018, p. 236). Thus, Ramsay Leadership seems to be a promising initiative because it helps form new leaders who will encourage other employees.
Ramsay Health Care always appreciates every employee’s contribution to work. That is why they created a culture called Ramsay Way with the slogan “People Caring for People”, which implies enjoying work, taking pride in achievements, and building constructive relationships (Ramsay Health Care). Ramsay Way clearly defines the company’s primary values: integrity, credibility, and respect for the individual (Ramsay Health Care). Mannion and Davis (2018) think that organizational culture, which consists of shared ways of thinking, feeling, and behaving, positively impacts organizational outcomes. To evaluate the sense of unity within a team, it is possible to run tests or conduct surveys of employees. Moreover, Ramsay Health Care recognizes the dedication and sacrifice of health care workers during the COVID-19 pandemic. That is why the company has decided to undertake a 12-month campaign across the regions to thank its workforce, share their motivations, and gather advice for those considering a career in health care (Ramsay Health Care). Tomlin et al. (2020) highlight the importance of supporting the mental well-being of the clinical workforce during these times and undertaking a suitably powered evaluation of both staff and organizational outcomes.
Ramsay Health Care is a company constantly striving to enhance its functioning. Selecting a decentralized management structure and creating the Ramsay Leadership Academy are the company’s ways to improve the performance of its workforce. As for corporate culture, the company has elaborated its philosophy of working called Ramsay Way to unify the employees and launched a campaign to acknowledge and celebrate all its workers. It can be assumed that Ramsay Health Care considers it important to remember the employees that they are valuable and their efforts are not forgotten.
Lucas, R. et al. (2018). ‘Leadership Development Programs at Academic Health Centers’, Academic Medicine, 93(2), pp. 229–236. Web.
Mannion, R., and Davies, H. (2018). ‘Understanding organizational culture for healthcare quality improvement’, BMJ, pp. 1–4. Web.
Tomlin, J. et al. (2020). ‘Psychosocial support for healthcare workers during the COVID-19 pandemic’, Frontiers in Psychology, 11, pp. 1–7. Web.
Vitez, O. (2019). Centralized vs. decentralized organizational structure. Web.
Seven steps for effective leadership development (2012) Web.