Understanding and Using The Best-seller

Introduction

Every company, business and corporation has the to goal to make money or at least stay away from the red. The Authors who are having “best sellers” for years are the ones that are offering assistance in every readers understanding on how to remain out of the red or stay among the top among their competitors.

The novels that are the hot sellers for years are the ones that show that the author obviously did the best and deepest entailed research to remain listed as a best seller for multiple years. Best selling novels guides readers to gain the ability to stay in front of the curve or commonly know as adopting “best practices” that worked for others. Having that edge will allow companies to minimize any issues that may occur as well as the opportunity to gain a competitive advantage over their competitors. The biggest content about best sellers focus on the social responsibility, globalism, workforce diversity and the virtual workplace and how it can be the pressing issue facing the contemporary organization.

Flawed Advice and the Management Trap

With everyone wanting to get to the stop stay at the top. The most common step for individuals to take is to search for advice. However, the credibility of the advice may be flawed and may not resolve or prevent an issue. Model I and II behaviors are two avenues that an individual can use to determine flawed advice. Model I behavior. Model I behavior can be described as a self –sealing loop which appear to work in what they have achieved their intended objectives while appearing spontaneous and effortless (Argyris). Model I behavior members protect them and allows individuals to remain in their comfort zone (Argyris). Model II behaviors share the power, any task that needs to be decided with be shared with all decision makers. Model II behavior goal is to maximize the contribution of each member (Argyris). All advice rather it’s receiving or giving, needs to valid and accountable information.

Managing is the creative process that drives the transforming discoveries into products, goods, and services (Drucker). To be a successful management you need to know the, “What is our business?” How are you going to market yourself, Who are you targeting, AND What steps will do you have planned to reach your goal. Drucker explains that Managing by objectives (MOB) can be a great way for enterprises to grow. Doing so emphasizes on teamwork and shared goals at every level of management. Having the shared pride at all levels will make each individual feel the importance the need to be above average worker.

Variability exists everywhere in everything (Deming). When collecting information and data one must be sure to not just collect the amount of defects but also the number of successful product produced, especially when people are being used to collect the data. Deming tells what the importance is of how management should get away from the old method of management techniques to retrieve better and more accurate data as well improve the overall production.

Managers have less to do with formal efforts in development than with how the task of management is understood within the organization (McGregor). Manager may act as employees have responsibility, however employees may feel that they can’t handle responsibilities if they are watched over too much. While another may have better growth and seek more responsibility if they feel they are trusted when handed their responsibility.

Everyone wants to have the feel of importance and need. Once employees feel and know they can express their idea, experiences and specific abilities that could help fix or prevent issues, they will then have a sense of synergy, pride and bond established with from him/she to the organization.

Application

Hospitals are huge organizations that take a variety of management areas and implement those areas to become successful. Lutheran Hospital is one of two big healthcare networks in the Fort Wayne area. Lutheran Hospital is constantly trying to find a competitive advantage over Parkview to increase patient quota every day. Lutheran Hospital is owned and operated by an outside company, that company in which has final say what Lutheran Hospital can and cannot do with profits. It is very hard for Lutheran to compete with Parkview due to that fact, and trying use the benchmark theory is nearly impossible because what works for Parkview won’t always work at Lutheran due to funding.

Each hospital has their own mission statement, which will go along with their marketing purpose and mix. Their purpose will answer the question “What is our business?” and “Who are we serving?” Hospitals are grouped into different departments; each department needs their own set of objectives for each individual staff to abide by. These objectives should discuss goals, whether that is as a whole department or for an individual patient. All individuals in that department should understand and be aware of how to achieve those goals. There a dozens of departments at Lutheran hospital that are all ran by their own managers and staff, however each department could see a mix in staff having the attitude of Theory X and Theory Y.

We all could like to think that because individuals who work in the healthcare field are all in the mindset of having a behavior explained by Theory Y. Hospital are places where individuals to come for loved ones or themselves to seek out help, no one wants to think that Theory X could be a factor in individuals that work within such a big organization. Individuals going to the hospital want educated individual that have a passion for treating people and will do what they need, to increase their organization. Deming’s theory of variability can also be seen in different departments of the hospital.

Each department has a different organization process and tasks that are at hand every day. By using Deming’s theory, which can be used in a variety of ways, there is significant potential to increase quality of work. Some individuals work best at night, other prefer the day shift; some prefer to sit at a desk, others prefer to be standing and some prefer to work with geriatrics, while others prefer pediatrics. Variability requires everyone in each department to understand and perform their part for the organization to see the increase of work. Lutheran Hospital has over 7,000 employees, all-working towards the same goal, which is to treat and provide to each individual that walks onto campus. However, sometimes individuals seek out advice for their work or department.

Model I and II behaviors could help an individual determine whether or not the advice that they have been given from a colleague is flawed. Each individual in the hospital is defined a goal by their department and using their resources to achieve them. Model I behavior for advise that has been given to an individual to resolve an issue can be distinguished if that individual is planning any actions in secret. That individual might hold important information to help the other or tell a white lie.

Model I behavior individuals are only protecting themselves so it is crucial for someone seeking advice to notice this about a person. Model II behavior individuals are the opposite, that person might seek out other people for help to come to a group decision and use the contributions from each individual of the group for their advice. Model II behavior individual encourage subjects to get out of their comfort zone and give advice that will do so.

Both Model I and II behaviors can be seen in each department of the hospital, some people don’t want to give advice to other because they want the promotion or pay raise. Other will give a helping hand without hesitation because those individuals know we are all there to serve the patients.

Compare and Contrast

Maslow’s theory of enlighten management compares and contrasts with McGregor’s theory X and Y. Depending on if the individual is considered to be a Theory Y mindset or if the individual is a Theory X, that organization could be implementing enlightened management or authoritarian.

In a healthcare setting, such as Lutheran Hospital the society would most likely feel more comfortable with individuals who display traits of Theory Y, which is because those individuals enjoy coming to work and have a sense of passion of what they do. This compares to enlightenment management, managers of each department are going to look for individuals that are creative and eager to learn to better help the society. Those individuals can be trusted and have the capacity to improve. Healthcare setting most likely would steer clear of individuals who display traits of Theory X, due to the fact that those individuals dislike work and because of that show no passion or willing to have the capacity to improve.

Theory X individuals must be instructed to stay on task and report to a hierarchy of individuals. This compares to authoritarian management, where no individual can discuss ideas with the department and must always do what they are told. Individuals in the healthcare field should be a mixture of all of these theories and management philosophies, we need to be passionate about treating others and have the capacity to grow each and every day.

Each specific department in the hospital has a manager and although you can use Theory Y and express your thoughts and ideas with the managers, managers have the upper hand on whether or not they are going to implement those ideas into the department. If that were to happen that would be considered more of an authoritarian management philosophy. Although as a community, individuals would like to think the hospital is full of Theory Y staff and each department use an enlightened management strategy.

Evaluation

Lutheran Hospital is a mixture of both individuals with traits of Theory X and Theory Y, along with enlightenment management and authoritarian. Lutheran Hospital experience the authoritarian philosophy because as a whole healthcare network the hospital is operated by an outside company that gets a final judgment on funds ingoing and outgoing of the entire network. In some cases, the outside company does not use the resources of the department heads to come to a conclusion before the company makes a decision.

Each individual department is managed by more of enlightenment philosophy, department heads are constantly reaching out to staff for feedback on what could make their day be more successful for the patient. However, even if that department needs resources to be more successful, those ideas will still have to be ran through the outside company before a final decision is made. Lutheran Hospital could be a more successful healthcare network if each individual of both company and department heads worked together and became a mixture of having the thoughts of Theory Y behavior and used Maslow’s enlightenment theory.