HQS 630 The Hierarchy of Goals Paper

Implementing Objectives and Goals for the Team

Establishing clearly defined objectives and goals is critical for a team leader to lead an initiative to enhance patient satisfaction. Efficient goal-setting gives direction, provides incentive for top performance, and allows for measuring progress. According to Bird et al. (2023), such goals should reflect a vision for the organization and be clearly defined, quantifiable, achievable, specific, and within a time frame (SMART). The main objectives are to optimize patient communication, shorten waiting time, and enhance care quality. Kwame and Petrucka (2021) hold that every goal helps to develop a patient-centered attitude, ensuring that the team is ready to meet the needs of its patients. For example, nurses may perform regular post-appointment follow-ups, and administrative staff may manage appointment schedules. This alignment guarantees that every team member will participate in improving patient satisfaction.

Additionally, an environment where information can be shared collaboratively and interdisciplinary is critical to reach these goals. The group should know what needs to be done and the value of these objectives. Engaging team members in the process of goal-setting increases ownership and motivation. For example, involving nurses and administrative staff in discussions about strategies to reduce patient length of stay (LOS) may lead to innovative solutions that address their direct work experiences (Kwame & Petrucka, 2021). This participatory approach empowers team members and cultivates a shared sense of purpose, which is crucial for sustainable success.HQS 630 The Hierarchy of Goals Paper

Communicating Goals to the Team

Good communication is essential for team members to be on the same page and deliver agreed goals. The communication strategies can result from clear, consistent, and comprehensive communication with members to establish a consensus and trust among members (Sharkiya, 2023). As a manager, I will communicate goals at different levels through team meetings, written material, and individual conversations. In the early interactions, I will stress the importance of patient satisfaction as a key objective and relate patient satisfaction to the entire organization’s success, as advised by Sharkiya (2023). For instance, I will illustrate how improved patient education initiatives reflect a broader organizational aim to empower patients to make informed treatment choices, thereby enhancing overall satisfaction.

Updates will be regularly posted to keep momentum high and report progress via email, newsletters, and team roundups. Visual aids (for example, dashboards, charts) will present performance metrics, allowing team members to see their impact on the organizational objectives. This transparency builds confidence and creates a sense of shared responsibility. Further, I intend to promote openness by enabling team members to query, give feedback, and voice opinions (Sharkiya, 2023). For instance, holding bi-weekly check-in meetings will provide a meeting point for team members to share challenges and propose solutions, ultimately building a culture of partnership and iterative development. Moreover, personalization of the messages to every member of the audience is one of the most powerful communication techniques. Whereas administrative staff might gain from a step-by-step lesson on how to make process improvements, clinical staff might need specific instructions on how to improve patient interaction.

Measuring and Tracking Goals

To measure the program’s effectiveness and to ensure the team’s direction, strong monitoring tools must be put in place. Key performance indicators (KPIs) will be recorded longitudinally to assess their improvements, including patient satisfaction surveys, waiting time, and readmission rates. Researchers have argued that utilizing tools like electronic health records (EHRs) allows for the extraction and analysis of valuable data, providing near-real-time insights into team performance (Morelli et al., 2024). For example, administering patient satisfaction surveys post-discharge can yield feedback on patient experiences, which can be analyzed to identify areas for enhancement.

Qualitative feedback from patients and stakeholders plays a key role in understanding the subtleties in patient satisfaction. Quality of care, communication techniques, and communication experiences can be uncovered from focus group discussions. This information has the potential to refine strategies and overcome service delivery discontinuities. Additionally, monthly performance reviews will evaluate individual and team progress regarding established objectives (Morelli et al., 2024). These reviews open up possibilities for appreciation of achievements, the handling of challenges, and the need for adjustments.

Active goalkeeping is an essential step for maintaining momentum and being responsible. For instance, establishing interim goals, such as reducing average wait times by 10% by the end of the first quarter, allows for incremental progress monitoring and timely adjustments (Morelli et al., 2024). This iterative process leads to a continuous improvement culture whereby the team will always focus out on the ultimate goal of improving patient satisfaction.

Celebrating Successes and Redirecting Efforts

Praising and criticizing are essential elements of good leadership. Not only does celebrating successes positively impact morale, but it also celebrates positive behaviors and acknowledges individual and group successes. Bird et al. (2023) proposes that a number of recognition techniques may be used, including recognition by the group in meetings, formalized recognition, such as “Employee of the Month,” and informal recognition, such as celebration. For instance, if a member of a team demonstrably improves patient education, their contribution will be shown in a team meeting to inspire the team and improve their practice.

Equally important is the ability to constructively address shortcomings and redirect efforts as needed. If targets are not achieved, it is essential to know how to explain the reasons behind the failure and then develop effective solutions. For instance, if patient survey results reveal dissatisfaction with communication, targeted training sessions on effective patient communication can be implemented (Morelli et al., 2024). These sessions may involve role-play exercises, workshops, or webinars designed to improve the team members’ communication and comfort levels.

Building a culture where continuous learning and growth are championed is a prerequisite for managing challenges. Individual coach hours offer a chance to be specifically responsive to team members’ needs to enhance performance. For example, a nurse struggling with time management may benefit from coaching on prioritization techniques and efficient workflow strategies (Morelli et al., 2024). When proactively taking on the issues and providing resources to improve, leaders can guarantee that their team members are engaged, motivated, and able to reach their goals.

Fostering a Culture of Accountability and Excellence

Behind the success celebration and failure management, developing an accountability and excellence culture is at the core of a continuous evolution. This includes normalizing reasonable expectations, delivering predictable feedback, and ensuring team members’ accountability for their performance (Radu, 2023). For instance, if there is a way to track team members’ individual contributions toward a team goal, it will keep them informed of the target and motivate them to do high-quality work.HQS 630 The Hierarchy of Goals Paper

On the other hand, teamwork and collaboration are just as significant in the process of creating a culture of excellence. Leaders can develop an environment, according to Radu (2023), where team members will feel empowered to share ideas, solve problems, and work toward common goals through the facilitation of open communication and support for one another. Team-building exercises and working together can foster feelings of connection and trust among its members and, consequently, improve team performance.

Conclusion

A thorough and systematic strategy is needed to enhance patient satisfaction, encompassing clear goal definition, effective communication, reliable monitoring mechanisms, and ongoing evaluation. By integrating personal/team work with organizational goals, promoting open communication, and using objective KPIs, the team can push significant positive changes in patient satisfaction. Celebrating success, solving problems, and building team focus toward those solutions ultimately help the organization fulfill its vision of providing high-quality, patient-centered care. Through effective leadership, collaboration, and a relentless focus on improvement, the team can create a lasting positive impact on patient satisfaction and overall quality of care.

 

 

References

Bird, M. D., Swann, C., & Jackman, P. C. (2023). The what, why, and how of goal setting: A review of the goal-setting process in applied sport psychology practice. Journal of Applied Sport Psychology, 36(1), 1–23. https://doi.org/10.1080/10413200.2023.2185699

Hancock, P. (2022). Employee recognition programmes: An immanent critique. Organization, 31(2). https://doi.org/10.1177/13505084221098244

Kwame, A., & Petrucka, P. (2021). A literature-based study of patient-centered care and communication in nurse-patient interactions: Barriers, facilitators, and the way forward. BMC Nursing, 20(158), 1–10. https://doi.org/10.1186/s12912-021-00684-2

Morelli, S., Daniele, C., D’Avenio, G., Grigioni, M., & Giansanti, D. (2024). Optimizing telehealth: Leveraging key performance indicators for enhanced telehealth and digital healthcare outcomes (telemechron study). Healthcare, 12(13), 1319. https://doi.org/10.3390/healthcare12131319

Radu, C. (2023). Fostering a positive workplace culture: Impacts on performance and agility. Www.intechopen.com; IntechOpen. https://www.intechopen.com/chapters/1170791

Sharkiya, S. H. (2023). Quality communication can improve patient-centred health outcomes among older patients: A rapid review. BMC Health Services Research, 23(1), 1–14. BMC. https://doi.org/10.1186/s12913-023-09869-8

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Assessment Traits

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Assessment Description

The top executives for your organization have implemented a strategic initiative of increasing patient satisfaction. As a team leader you will need to implement objectives and goals for your team according to the strategic initiative of increasing patient satisfaction. In 1,000-1,250 words discuss the following:

• Objectives and goals for your team.
• How you will communicate your goals to your team. Explain how you will communicate how your team goals fit the bigger picture of the organizational goal.
• How you know that your team is meeting these goals. Include how you will track your team’s goals.
• How you will celebrate or redirect your team according to goals.

You are required to cite three to five peer-reviewed sources, in addition to information from your textbook to complete this assignment. Sources must be published within the past 5 years and appropriate for the assignment criteria and nursing content. When writing in APA style, it is important that your analysis is written in third person. Writing in third person helps with clarity and conciseness throughout your paper.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. HQS 630 The Hierarchy of Goals Paper

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

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The Hierarchy of Goals – Rubric

 

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Rubric Criteria

Total125 points

Criterion	1. Unsatisfactory	2. Less Than Satisfactory	3. Satisfactory	4. Good	5. Excellent
Describe the objectives and goals for the team. Describe the objectives and goals for the team.	0 points Description of objectives and goals for the team is missing.	15 points Description of objectives and goals for the team is vague and inconsistent.	16.5 points Description of objectives and goals for the team is present.	17.25 points Description of objectives and goals for the team is present and clear.	18.75 points Description of objectives and goals for the team is clear, concise, and makes connections to current research.
Goals Communication Explain how goals will be communicated to team. Including how goals fit the bigger organizational goal.	0 points Explanation of how goals will be communicated to team is present, clear, and includes how goals fit the bigger organizational goal.	20 points Explanation of how goals will be communicated to team is present, clear, and includes how goals fit the bigger organizational goal.	22 points Explanation of how goals will be communicated to team is present, clear, and includes how goals fit the bigger organizational goal.	23 points Explanation of how goals will be communicated to team is present, clear, and includes how goals fit the bigger organizational goal.	25 points Explanation of how goals will be communicated to team is clear, concise, and thoroughly explains how goals fit the bigger organizational goal.
Describe how to know when team is meeting goals. Include how to track team’s goal. Describe how to know when team is meeting goals. Include how to track team’s goal.	0 points Description of how to know when team is meeting goals is missing.	15 points Description of how to know when team is meeting goals is vague and consistent. Description does not include how to goal tracking will be conducted.	16.5 points Description of how to know when team is meeting goals is present. Description of how goals will be tracked is vague and inconsistent.	17.25 points Description of how to know when team is meeting goals is present, clear, and includes how goals will be tracked.	18.75 points Description of how to know when team is meeting goals is clear, concise, and thoroughly describes how goals for the team will be tracked.
Describe how to celebrate or redirect the team according to goals. Describe how to celebrate or redirect the team according to goals.	0 points Description of how to celebrate or redirect team according to goals is missing.	20 points Description of how to celebrate or redirect team according to goals is vague and inconsistent.	22 points Description of how to celebrate or redirect team according to goals is present.	23 points Description of how to celebrate or redirect team according to goals is present and clear.	25 points Description of how to celebrate or redirect team according to goals is clear, concise, and makes connections to current research.
Thesis Development and Purpose Thesis Development and Purpose	0 points Paper lacks any discernible overall purpose or organizing claim.	7 points Thesis is insufficiently developed or vague. Purpose is not clear.	7.7 points Thesis is apparent and appropriate to purpose.	8.05 points Thesis is clear and forecasts the development of the paper. Thesis is descriptive and reflective of the arguments and appropriate to the purpose.	8.75 points Thesis is comprehensive and contains the essence of the paper. Thesis statement makes the purpose of the paper clear.
Argument Logic and Construction Argument Logic and Construction	0 points Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources.	8 points Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.	8.8 points Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.	9.2 points Argument shows logical progressions. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative.	10 points Clear and convincing argument that presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
Mechanics of Writing (includes spelling, punctuation, grammar, language use) Mechanics of Writing (includes spelling, punctuation, grammar, language use)	0 points Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice or sentence construction is used.	5 points Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied.	5.5 points Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register) or word choice are present. Sentence structure is correct but not varied.	5.75 points Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.	6.25 points Writer is clearly in command of standard, written, academic English.
Paper Format (Use of appropriate style for the major and assignment) Paper Format (Use of appropriate style for the major and assignment)	0 points Template is not used appropriately or documentation format is rarely followed correctly.	5 points Template is used, but some elements are missing or mistaken; lack of control with formatting is apparent.	5.5 points Template is used, and formatting is correct, although some minor errors may be present.	5.75 points Template is fully used; There are virtually no errors in formatting style.	6.25 points All format elements are correct.
Documentation of Sources Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)	0 points Sources are not documented.	5 points Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.	5.5 points Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.	5.75 points Sources are documented, as appropriate to assignment and style, and format is mostly correct.	6.25 points Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.

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